The company requires a short description of the proposed project

A prominent publishing company, has contacted you about the possibility of writing a new textbook for the first semester History of World Civilizations course, a potentially very lucrative undertaking.The company requires a short description of the proposed project that includes:   a possible table of contents; an overview of the purpose of the book (and what will be unique about it); a rationale for the book's organization; and an explanation of the key themes to be developed.Please take the time to organize your thoughts in a logical manner and cite evidence to support your analysis.The 21st century is filled with technological innovations and scientific discoveries that have significantly improved how the human race subsists. Since the beginning of time, man has constantly aim for development and progress.As a result, numerous changes have transpired which paved the way for the occurrence of civilizations. Without these developments, the contemporary society would not be able to enjoy and at the same time benefit from the modern conveniences that were all made possible through the ingenuity and intelligence of the ancient people.Most of the history books have almost accurately tackled the advancement of the political, social, cultural and economic aspects of the society in the six continents of the world namely: Africa, Europe, Asia, Australia and North and South America. However, this book that I am proposing would discuss the relationship between nature and civilization.There have been previous studies conducted that argued that civilization is a â€Å"by-product of these social adaptations to environmental change† (Rockets, 2006). More so, based on several archaeological expeditions, scientists and historians have theorized that the â€Å"development of civilization was simply the result of a transition from harsh, unpredictable climatic conditions during the last ice age, to more benign and stable conditions at the beginning of the Holocene per iod some 10,000 years ago† (Environment News Service, 2006).Because of this notion, I have decided to write a book that would provide historical accounts on how man and nature have evolved that contributed to the formation of civilizations which have become the core of human existence. Through this book, readers would be enlightened on how the interaction between man and nature and their development have played a role in the advancement of humanity.Moreover, this undertaking would provide answers on why climate has changed and determine the contributions of man in the present environmental phenomenon. This book offers a timely subject matter and revealing historical information that would give a new perspective on World Civilizations.

Marriage and How It Has Changed Essay

Marriage has gone through profound changes over the last five decades, but we continue to speak about it as though it’s the same old familiar pattern. To see how much has changed; I am going to look at the shift from the forties, to the sixties, to today. In 1968, less than a year after the famous Summer of Love, as they used to say out in the country, â€Å"The times they were a-changing.† The sexual revolution, Viet Nam, drugs–the youth of the day were convinced the world would never be the same again. Yet they didn’t think about how such changes would affect marriage. It seemed as if they thought it would be about the same as it had been for their parents, except better because they (like most youth of most times) thought they were better than their gray and jaded parents that represented the â€Å"American Gothic† portrayed that day. No matter how you describe it, it was a powerfully attractive vision. The average age at which Americans got married dropped drastically, to just 19 for women. The number of children soared higher than it had for decades, to a peak of 3.7 children per woman in 1957. The goal back then was domesticity, and both partners worked for it–one to earn the pay, the other to make the home. If a man was a good provider, if he didn’t drink or beat his wife, if he was a â€Å"good father† to his children, he was a good husband. A good wife had to be a decent cook and housekeeper, take care of the children and provide emotional support to her husband. Polls taken during that time show that more than 90 percent of people could not imagine an unmarried person being happy. When asked what they thought they had given up for marriage and family, most women said, â€Å"Nothing.† Since the fifties, we’ve chased personal happiness, career and self-fulfillment and assumed that marriage and family would somehow fit in. One sign of this shift is the percentage of couples who say they would stay together â€Å"for the sake of the children,† which sank from about 50 to 20 between 1962 and 1977. We’ve lost something else, something far more surprising: the pure sexual drama of marriage. In Goin’ to the Chapel: Dreams of Love, Realities of Marriage, Charlotte Mayerson describes some startling discoveries about the Ozzie and Harriet generation. While talking in-depth to 100 middle-class women of all ages about their marriages, she  found that those who enjoyed a passionate sexual relationship with their husbands were almost certain to have come of age in the fifties. In contrast, sex just wasn’t that important for younger women. â€Å"Time and time again, the younger women say, ‘On a scale of one to ten, sex, I would say, gets a three,'† Mayerson writes. â€Å"These younger women had plenty of sexual relationships before they married, and the thrill was gone before the wedding day. For many older women, however, the excitement of sex had been a reason to marry, and the passion remained.† Those â€Å"Ozzie and Harriet† marriages, Mayerson suggests, could be considerably more passionate than those that have come since the Sexual Revolution. Baby boomers didn’t rebel against domesticity, they just took it for granted. Marriage wasn’t a treasure for which they worked and sacrificed, they thought of it as an adventure that happened because you fell in love; and it competed with other adventures–sex, travel, success, saving the planet. Today, the fifties serve as an ideological battleground. For conservatives who regret the changes that have come, those years are a reminder of the good old days. For liberals who push society to escape oppressive patriarchal arrangements, they are a dreaded Dark Ages. Their constant cry is, â€Å"We can’t go back to the fifties!† Indeed, we can’t. But we would do well to recognize what we’ve lost and might regain. We’ve lost the emphasis on marriage and children that provided so much stability. Back then, a man’s career was to provide for the family, not his ego; a woman’s ambitions were put on the shelf if they conflicted with the children’s needs. That was certainly restrictive to some, but it created a strong social fabric. Since the fifties, we’ve chased personal happiness, career and self-fulfillment and assumed that marriage and family would somehow fit in. The situation is hardly hopeless. After all, if something like half of all marriages ends in divorce, that means the other half don’t. We can’t guarantee that our children will succeed, but we can certainly prepare them and support them to be numbered among the successful. For previous generations, marriage was an inevitable destination. It didn’t take any special intention; it was a stage in life. For the ’00 generation, marriage  will have to be a much more intentional act. They need encouragement, they need mentors, and most of all they need straight talk. We must ask them: â€Å"Do you know what you’re doing? Are you prepared to make this a success?† We often hear that if we do not learn from the past, we are bound to relive it. In my opinion, it is certainly something that wouldn’t hurt us a single bit in this particular situation. Works Cited Mayerson, Charlotte. Goin’ To the Chapel; Dreams of Love, Realities of Marriage. 1996. Basic Press

6 charts show wide economic gulf between races (memo format) Article

6 charts show wide economic gulf between races (memo format) - Article Example We further-for clarity and simplicity purpose-discuss each subsection in terms of the previous year situational and the current year situation. Going a notch higher, we critically compare and contrast the situations at the beginning through the trend and to the end of year 2011 as follows. A critical examination of the persons above 18 years saw a declining trend from 70% rate for whites to 60% percent between years 1960 to 2011. On the other hand, the blacks also indicated a diminishing trend from 60% to 30% marriage rates between different races. The gap at the beginning was recorded as 13 Pts and widened to 24 Pts. A remarkable progress was made in terms of the number of both races, with initial gap being 23 Pts in 1960 and decreasing to 18 Pts in 2011. The Blacks initially were at 70% and the Whites at 90% which slightly decreased to about 87% for the Whites and 67% for Blacks. A 5 Pts change was seen while contrasting the level of disparity under homeownership segregation. At the beginning of year 1980, the Whites owned about 70% and this rose to about 73% in year 2011. On the other hand, about 47% was initially owned by the Blacks which merely changed. Above the age of 25, both races are seen to almost equal in terms statistics available. An initial gap of 24 Pts in 1960 has been narrowed to 7 Pts at the close of the year 2011. To add on the same, an increasing trend in terms of education is noted for both the races. In respect to life expectancy at birth for the two races, the gap has been minimized to a mere difference of 4 years in 2011 from the previous gap of 7 years in 1960. The trend increases and this will reduce further to equalize. At the presidential election, the trend has really changed with the blacks taking the lead to vote. A negative relationship is seen at the close of year 2011 where a negative change of 3

Curation Essay Example | Topics and Well Written Essays - 1000 words

Curation - Essay Example The nature of the curator in creating an exhibit is in finding a way to define who, in the artist to curator relationship, designs what the viewer will see. According to Rugg and Sedgwick, the division between the curator and the artist creates a dilemma on how the eventual outcome of the viewing of the art can be determined. They state that â€Å"The heightened preoccupation with the authorial aspect of curating might be seen as a defensive reaction to the shared critical and cultural values and criteria through which the institutional power of curating is mediated and legitimized† (97). In discussing the authority of the act of curating, one is discussing the way in which the position of the curator becomes one of control in determining some of the interpretation of the work of the artist. In developing an exhibit of contemporary art, the nature of the exhibit must engage the viewer in such a way to put them in a space that provides context for the pieces that are shown. The pieces should have a â€Å"passive social and material relationship dominated by the eye and a fashionable sense of order (Harding 39). As the observer moves through the space, the arrangement of the pieces should create a narrative, a sense of theme that pulls the viewer through the exhibit (Burton 112). There has been some movement towards anti-curation, the nature of the anti-art movement spilling over to include the negation of curation as a viable part of the experience of art (O’Neill and Andreasen 60). However, this movement denies the importance of how art is placed, thus denying the viewer of the best possible positioning of art within the space. Within the narrative, the curator is not necessarily intended to create a specific, tangible narration, but the feeling of the space as it relates to the work becomes a moving spectacle of thought. That is the relationship that creates the narration of the space. The work that I will be exhibiting has a narrative that spea ks of a culture and of the changes within that culture. Artefacts have the capacity of creating a narrative about a culture, just like art can create that same type of narrative when focused on aspects of culture (Stokes 67). This is not always true of a space in which contemporary work is exhibited. However, with the story of a culture involved, the narrative takes on a life that exposes the art for the way it will affect the viewer. With a set of work that is in touch with an organic element of a culture, such as my work, the nature of the exhibit should not be to have a linear or boxed in feeling from the way in which the artwork is arranged. The work is about nature, about the curves and nuances of life, thus to have a squared off exhibit or something that was directly linear would ruin the potential experience that the viewer can have as they engage the work. In Mediated Environments, Gleiniger, Hilbeck, and Scott discuss the way in which multiple disciplines can create a feeli ng for certain environments (9). In creating an environment that enhances the subject of the art, the exhibit will reflect the aesthetic that has been attempted in the artwork. The nature of an exhibit that includes something about an

The High Cost of Cool Essay Example | Topics and Well Written Essays - 250 words

The High Cost of Cool - Essay Example It is explained in the video that what the popular culture industry does is doing â€Å"whatever works †¦ with most people† (â€Å"The MTV Machine†). The â€Å"prematurely adult† nature of both the â€Å"mook† and the â€Å"midriff† is a way of giving shape to a consumer at a youngest possible age (â€Å"The Midriff†). And on the other hand, the â€Å"mook† and â€Å"midriff† become the ultimate images of youth (â€Å"The Midriff†). These two terminologies have been explained in the below-given description: The â€Å"mook† is a hopelessly immature male whose grotesque and inappropriate antics are elebrated for their transgressions, whereas the â€Å"midriff† is a female sexualized beyond her years whose emotional immaturity makes her ripe for inclusion of fantasies for sexual exploration (Ladousa, 51). This self-images propagated among the youth have an influence of their own on the young people but youth culture is too complex a matter to be controlled merely by specific media-promoted self-images. But still the young people are prone to such stereotyped imagery, to an extent. Natoli has called attention to the fact that the present generation in the US has been called the â€Å"Mook and Midriff Generation† (93). Especially, the â€Å"mook† and â€Å"midriff† culture has a patriarchal message that tells a girl that â€Å"your body is your best asset† (â€Å"Midriff†). The threat that these images pose to the youth in terms of stereotyping is that â€Å"your son or daughter, and grandson or granddaughter is getting hammered with the pressure to be a mook or a midriff† (Pratt, 28). It can be seen that though the â€Å"mook† and â€Å"midriff† images are time bound, they are going to have an impact on the teenagers and the chil dren who grow up every moment exposed to the media images of

Crisis Prevention & intervention in healthcare Essay

Crisis Prevention & intervention in healthcare - Essay Example The patterns in assaultive behavior are common in different groups, genders and persons. In every cycle different behaviors can be observed in particular phases. The five phases of the assault cycle include: trigger, escalation, crisis, recovery phase and post crisis. An individual begins to detect threats to their security or welfare. Feelings of being denied, being ignored or being refused something important to them step in. The aggressor then becomes frustrated as Linsley (2006, p. 48) highlights. A person in trigger phase perceives that they have lost control. They review the issues facing them and see the magnitude of the conflict as huge. Fear is real and the person in crisis endeavor is to compensate what they are denied. They may be in denial and reason with self to justify events. The trigger is as a result of other people actions, an argument with another person, upsetting information and in ability to do something they have been denied such as consuming alcohol. Crisis can be eliminated if the problems and conflicts are solved. Trigger phase is not associated with experiences of medication or hallucinations. Poor communication is experienced in the trigger phase. Interpersonal relations are poor and characterized by a lot of tension. The person in crisis may try to control self from causing outburst and motivating another person to have an outburst. The appropriate response towards the potentially aggressive person would be to divert their mind and destruct them. Exercising good communication skills where one remains neutral would be helpful. A healthcare professional can alert others and record observations. The healthcare professional should remain calm and avoid showing signs of fear. Keep distance, show the hands and stay close to exit. The person in crisis begins to prepare for aggression. Threats are presented verbally to the prospective victim if they are

Organizational structure and leaderships Term Paper

Organizational structure and leaderships - Term Paper Example Many companies have adapted a bureaucratic form of management whereby there are exaggerated numbers of management levels. Such forms of management are regarded as too bossy. A flat organizational structure in my organization therefore has fewer managers hence decisions are made in a promptly (Huffmire, 2006). In addition, employees are able to make autonomous pronouncement. According to DuBrin (2011), "A flat organizational structure acts less bureaucratically for two reasons. First, fewer available managers review the decisions of other workers. Second, a shorter chain of command means that managers and workers at lower levels can make decisions more independently" (p. 274). Decision making within my organization is decentralized as in any other institution with a flat organizational structure. Subsequently, decision making at the departmental level is also decentralized. A good example is at the Human Resource department. This means that employees at this department are able to make their own work related decisions without necessarily seeking authorization from the human resource manager as long as the decision lies within organizational objectives and plans of action. There are very few individuals with decision-making or administrative roles at the top level of hierarchy in a flat structure, and this helps improve efficiency in the decision making process as the employees do not have to seek authorization to make minor pronouncements from the top level managers. Due to the chain of command in a centralized system of leadership, making resolution may take a long time to accomplish (Huffmire, 2006). According to DuBrin (2011), a formal type of leadership is characterized by a centralized form of management. In other words, the manager or the individual with all the powers in decision making in an organization is at the top level in the hierarchy. In an informal leadership, on the other hand, the decision maker

Nursing care plan Essay Example | Topics and Well Written Essays - 2000 words

Nursing care plan - Essay Example de his difficulty in mobility (immobility) that was caused by the number of amputations that he has had due to his Diabetes Mellitus condition have been addressed through relevant literature as well as decision making theories. Moreover, the Corbett model of narrative development has also been discussed to find its significance with regard to the decision making theory discussed. Lastly, the matter of confidentiality has also been addressed through the NMC’s Code of Conduct (2008). In the month of September 2011, Mr. Tan a 55 year old Chinese man was admitted to a residential home for his fifth time leg amputation. The residential home catered for personalized home care to Mr. Tan. As such, the amputation was as a result of a Diabetes Mellitus condition that he had acquired some time back. Before he was initially admitted at the residential home, some information related to his work and family was needed from him. Hence, it was recorded that he had previously retired from work and he lived with his wife only since his children were all grown up and they had moved out of their home. As such, when he was admitted, he was re-assessed holistically since his condition had deteriorated with the intention of determining his optimal nursing care plan and also the updated and/ or relevant plan of care to suit his needs. Mr. Tan had to undergo holistic nursing so as to not only assist him in his amputation process but also to assist in his general health condition. The RL and T model (Roper et al., 1996) was selected since it specifies the daily activities also known as ADLs or ALs that are to be focussed on while engaging in holistic nursing. Examples of ADLs include: communication; breathing; washing and dressing; sleeping; eating and drinking; maintaining a safe environment; elimination and mobilization (Cardinal Stritch University, 2014; 2013; Roper et al., 1996). As such, the model provides the assessment plan for Mr. Tan since during his pre admission information

Death Penalty in Illinois Essay Example | Topics and Well Written Essays - 1250 words

Death Penalty in Illinois - Essay Example The main problem revolves around inconclusive evidence, which is used in criminal cases (Adriane de Vogue, ‘Illinois abolishes death penalty’). The history of the death penalty system in Illinois has illustrated that the death penalty system does not apply factual evidence that can prove an individual is guilty beyond reasonable doubt. A number of cases have proven that individuals are convicted yet the evidence provided is not conclusive, and upon further investigation, several innocent individuals are sentenced to death-row. (Long, ‘Illinois death penalty ban kicks in’) After 11 years of the application of the death sentence in the state, in 2000, George Ryan ordered suspension of death sentences, for fear of executing innocent individuals. As a supporter of the death penalty, Ryan had to change his ideology on the death penalty, because he was concerned at the number of inmates that were exonerated from the death penalty. It was clear that the problem of the death sentence was the way it was operated or utilized. In 1991, Jermain Marlow Wright was convicted for the murder of a liquor store clerk Phillip Seifert. Upon review on 3 January 2012, Delaware court judge John A. Parkins was left speechless at Wright’s conviction. ... He was convicted in 1988 for the rape of a six-month-old child (Chloe Britt), while she was in her care. A pathologist as well as the police, testified that the child was brutally raped and ripped from one end to the other. However, upon further review of the case, it was revealed that Chloe was never sexually abused, but she died from a tragic fall. Even with the evidence siding with Harvard, he is still awaiting his execution. It illustrates how the nature of evidence is used in a biased manner and conviction is based on falsified evidence and not actual evidence. Yet even with the evidence proving his evidence, Harvard cannot be released, because of the mechanisms that are used in the death sentence system. The nature of bias in the court system is demonstrated in the case of Holland v. Florida. Holland was convicted of murder, and he was allowed to appeal his sentencing within a given period. However, his attorney was late in filing an appeal within the allocated period, which wa s due to poor communication from the attorney. Holland appealed against his attorney’s misconduct, and he managed to have his conviction overturned over the technicality of his attorney’s erratic behavior. This case bas be described as a blatant attempt at trying to victimize an innocent civilian (Adriane de Vogue, ‘Illinois abolishes death penalty’). The state in the case is in violation of its application of the law, which has brought into question of the use and ruling that is applied in state courts. The nature of bias has proven to be a hindrance in the administering of the law, and it is with this reasoning that the death sentence has been abolished in Illinois. The death sentence is a legal measured that was used as a tool of

Cask of Amontillado by Edgar Allen Poe Essay Example | Topics and Well Written Essays - 750 words

Cask of Amontillado by Edgar Allen Poe - Essay Example This research will begin with the statement that Poe manipulates the story to suit his needs through the use of the point of view presented in the form of first-person narration.   The central narrator, Montressor, presents the story at a personal point of view. The readers’ opinion is corrupted by the narrator’s perception towards Fortunato. The opening line of the story is meant to lure the readers into supporting his actions, â€Å"The thousand injuries of Fortunato I had borne as best I could, but when he ventured upon insult, I vowed revenge†. The use of central narrator affects the emotional attachment that the reader feels upon a character. His attempt to capture readers’ support is strategic. However, readers do not understand what Fortunato had done to the narrator or if the narrator is trying to create a scene in his mind. The reader becomes even more confused because all the story events are brought to the fore by the narrator. Montresor takes advantage of the narration role to justify his actions as well as changing the readers’ attitude towards Fortunato.   The story is told from the narrator’s point of view to increase the depravity and remorse that the reader feels. The narrator tries to divert the reader away from realizing the perverseness of his behavior. He suggests that walling-off Fortunato brings satisfaction.   The narrator is successful in walling-off Fortunato in a cordial manner without struggle or resistance being put-up by Fortunato, â€Å"The Amontillado!’ ejaculated my friend, not yet recovered from his astonishment† (532). If the author had Fortunato resist or show any anger, the act could have negatively affected the reader’s mood. The impact of the scene is further enhanced through narration by the immediate sobering up of Fortunato, â€Å"It was not the cry of a drunken man† (532). Use of central narration indicates that the story revolves around the in ner terror and the innate evil that exists in people. It allows the readers peer inside the narrators, as well as the author’s, mind and condition. Use of first person narration is related to the idea that telling the story from the victim’s perspective would not portray the memorable qualities to the readers’ attention. The narrator is able to bring out the true clarity of the dark tale, chilling suspense and invite the reader’s into the calculating and icy mind of Montresor. The detailed first person narration reveals the author’s intention of making the readers judge the narrator; not sympathize with him. First person narration is used to show that revenge is impossible due to a man’s inner self. This style also allows the reader to understand the character’s inner struggles and decisions, â€Å"You, who so well know the nature of my soul, will not suppose, however that I gave utterance to a threat† (528). The use of a character’s point of view is poetic because it brings-out various themes such as brutality and insensitivity. The narration helps in the expression of the author’s inner most feelings in relation to the main theme of the literary article. The use of the first person narration by Poe portrays some aspects of meta-fiction traits. Most of the ideas being asserted by the narrator emanates from the author. The story narration could be a confession or the narrator could be bragging. Otherwise, why shoul d it be back dated for half a century? Additionally, he exclaims, â€Å"In pace requiescat!† at the end of the story (533). This indicates that he could be comforting his soul after making a fifty year old confession. Because I could not stop for Death by Emily Dickinson is also a first person narration that invokes controversy. This is because it presents a multidimensional and complex view of a concept that is mysterious to most readers: death. Just like in the case of The Cask of Amontillado by Poe, the author seems to express his feelings and inner thoughts through

Australian Animals 2 1 Essay Example for Free

Australian Animals 2 1 Essay Unit Rationale: The unit focuses on the topic of Australian Animals, students will explore the local environment first hand to develop knowledge and understanding of the native animals that surround us. Throughout the unit students will engage in lessons that highlight different aspects of Australian animals such as habit, food chain, and physical appearance. In conjunction students will distinguish the relationship between Aboriginals and Australian animals through research and contact with indigenous community members. Using different learning strategies students will be able to identify native animals and their role in the environment; students will also create their own interpretation of dreamtime stories about Australian Animals. Towards the middle of the unit students will attend the Australian walkabout wildlife park where they will learn about Australian animals shelters, see how animals find or build shelters in the bush also interacting with wild animals living naturally, plus visit an ancient Aboriginal site to learn about hand stenciled caves, rock engravings and bush tucker. Class size: 23, 6 who identity as aboriginal, 2 whom are from a Pacific Islander background and 1 whom is from a Korean background. Class Description: Students in our class are of ages 6 and 7 and have seen to display mixed motivation levels when participating in activities. Most students are easily engaged in classroom activities, but only a small proportion of students are disengaged in some activities. Special considerations may need to be put in place in order for students to be motivated and keen to learn. As for scheduling, this unit will run for 1-hour once a week over 8 weeks in the semester. Our classroom will be equipped with a computer, projector and smartboard to support our lessons. School background. Wallace Public school is renowned for providing high quality primary education. The schools success has been the major factor in the growth of the school to its maximum capacity. Wallace Public School ranges from Kindergarten to Year 6 (ages 5-12). Enrollments in the school are 375 students of whom 63 students are identified as Aboriginal or Torres Strait Islanders. The school is supported by a fulltime Administration Manager, an Administration Officer, an Aboriginal Education Officer, Student Learning Support. Officers and a General Assistant. Wallace Public School delivers life skills based learning programs to address the needs of students within the framework of curriculum documents. The school also provides opportunities for community participation and work experience with community access being a major focus. Alilia Sikahele Teigan Power Abbey Bates Learning expectations and indigenous considerations Abbey Class role Name Gender Identifies as Special needs Ashley, Sue Female Aboriginal Bennet, John Male Cossa, Andrew Male Fijian Asthmatic Culler, Fiona Female Edwards, Emily Female Aboriginal Fields, Abel Male Fuller, Samuel Male Gideon, Samantha Female Aboriginal Harvey, Mark Male Loli, Esther Female. Tongan English as 2nd Language – require ESL tuition Luck, Tori Male Mullen, Greg Male Aboriginal Middle ear infection(otitis media) Oscar, Larry Male Palm, Giorgia Female Penny, Kira Female Pritchard, Bob Male Russell, Jack Male Aboriginal English as 2nd Language – require ESL tuition Smith, Luke Male Smith, Curtis Male Sullivan, Terri Female Tand, Kira Female Korean Trevor, Bianca Female Tyron, Aimee Female Aboriginal Wally, Dion Male Williams, Sam Male Allergic to nuts Wright, Amber Female Alilia Sikahele Teigan Power Abbey Bates Unit Lesson Outcomes KLA Lesson Focus Teaching/Learning activity Lesson 1 Lia Sikahele lesson English/pdhpe. Students will be using Australian animals to improve their oral skills by listening to sounds in words and segmenting them into syllables. This will give students an understanding of what animals are around us. An Aboriginal guest will also come in to demonstrate the pronunciation of the animal names in their local language. Lesson 2 Maths Students identify values of Australian coins as showed on the Smartboard. Discuss the Australian animals featured on the coins. WM1. 3. Lesson 3 Art Why did Aboriginal people use dot painting when depicting Australian animals? How did they make the paint? Why did they paint Australian animals? Lesson 4. English/art Aboriginal guest comes in to tell students some dream time stories, students will then go back and draw their interpretation of part of the dreamtime story Lesson 5 Excursion Students will attend the Australian walkabout wildlife park where they will learn about Australian animals shelters, see how animals find or build shelters in the bush also interacting with wild animals living naturally, plus visit an ancient Aboriginal site to learn about hand stenciled caves, rock engravings and bush tucker. http://www. walkaboutpark. com. au/ Lesson 6 Pdhpe. Focusing on ball skills- students to be allocated animal groups and when moving between activities to act like their animal for example kangaroos, wombat, snakes Alilia Sikahele Teigan Power Abbey Bates Lesson 7 Teigan Power lesson HSIE / art Shelters Get students to discuss what shelters do Australian animals live in natural or manmade? Identify what animal’s lives in what shelter and what they might be made out of and how they might make their shelter? Students will then create and construct their own shelter for a particular Australia animal. Lesson 8 English/ pdhpe Plan a sports carnival for 3 Australian animals to participate in. State the animals chosen, which events/races they would go in, who you think would win and why. Draw a picture of the animals in the events Lesson 9 Lesson 10 Individual Lessons Alilia Sikahele Teigan Power Abbey Bates Appendix References: ECU,. (2012) (1st ed. ). Retrieved from https://intranet. ecu. edu. au/__data/assets/pdf_file/0016/510073/8- Aboriginal-ways-of-learning-factsheet. pdf Board of Studies NSW (1998-2014) K-6 Syllabus documents. Sydney: Board of Studies NSW Public Schools. (2009). Retrieved from http://www. schools. nsw. edu. au/gotoschool/a-z/is_ps_staff. php What Works. The Work Program. (2014). Retrieved from http://www. whatworks. edu. au/dbAction. do? cmd=homePage.

Ebola Virus: Structure, Pathogenesis and Treatment

Ebola Virus: Structure, Pathogenesis and Treatment Named after the river valley in Zaire, now known as the Democratic Republic of Congo, where it was first recognized, Ebola began its publicity in the spotlight of an epidemic. It is one of two members of RNA viruses called Filoviridae. Filoviridae were first discovered 9 years before the initial outbreak of Ebola, in 1967, in workers who were exposed to blood from African green monkeys imported from Uganda that had the Marburg virus [6]. The family Filoviridae constitutes, together with the families Paramyxoviridae and Rhabdoviridae, the order Mononegavirales. Within the family there is a single genus, filovirus, and a separation into two sero-/genotypes, Marburg and Ebola [6]. Filoviruses are classified as Biological Level 4agents [5] based on their high mortality rate, person-to-person transmission, potential for aerosol infectivity, and absence of vaccines and chemotherapy [6]. There are five identified subtypes of the Ebola virus. Four of the five have caused disease in humans: Ebola-Zaire, Ebola-Sudan, Ebola-Ivory Coast and Ebola-Bundibugyo. The fifth, Ebola-Reston, has caused disease only in primates [2]. In 1976, the first subtype of Ebola was discovered, Ebola-Zaire. A local was admitted to a hospital in Zaire with a fever. The nurse assumed he had malaria and gave him a quinine shot. When the patient went home he died and a traditional African funeral was organized. In preparation, the woman from his family removed the blood from his body with their bare hands; most of the women died shortly after [4]. Meanwhile, the nurses at the hospital reused the needle for the quinine injection without sterilizing it, spreading the virus to everyone who came in contact with it. A doctor was called in to show how to sterilize their needles, purify their water, and give tips on how to bury the bodies that were now piling up. Quarantine followed after an autopsy was performed on a corpse and was held until every person who had contracted the virus had died [4]. Ebola-Zaire spread through the hospitals through reused needles and dead bodies, claiming an average 82.6% fatality rate from 1976 to 2003 [5]. The Zaire strain claims the most outbreaks and highest fatality rate of any strain of Ebola virus, although, it is not the only strain to take lives. As the Ebola-Zaire strain was being discovered the Ebola-Sudan strain also emerged. The first case appeared in a worker exposed at a cotton factory. The second case caused the death of a nightclub owner when he was introduced to an unsterilized needle [4]. Scientists were able to isolate these events, but a reemergence in the same location cased a smaller epidemic to occur just 3 years later in 1979. It rested at an overall 53.76% fatality rate spanning from 1976 to 2003 [5]. Ebola-Reston caused disease in a group of Macaques; some of the people exposed to the virus developed antibodies and none became ill [1]. The Ebola-Ivory Coast strain has only one known case of infection, that of a scientist dissecting a wild chimpanzee in 1994. The scientist fully recovered from the strain. Given the low infection rate, Ebola virus natural habitat s to this day remain unknown [2]. Structure Seen through an electron micrograph, the Ebola virus appears as long rods, 800-1000 nanometers in length. The filamentous structure is often found in a distinguishing U-shape arrangement, but is pleomorphic; meaning it can take on many shapes. Other shapes include branched, circular, or a 6 shape. The outer envelope of the virion is covered in small spikes, made of virally encoded glycoproteins [12]. These spikes are 7nm long, spaced 10nm apart, and allow the virus to attach itself to host cells. Ebola virus is an enveloped negative-sense RNA virus which is associated with zoonotic infections in humans [8]. Its genome consists of a single-stranded molecule of non-segmented, negative-sense RNA. The RNA is noninfectious, not polyadenylated, and complementary to polyadenylated viral subgenomic RNA species [6]. Gene signals are distinct by transcriptional start signals at their 3à ¢Ã¢â€š ¬Ã‚ ² (3à ¢Ã¢â€š ¬Ã‚ ²-CUNCNUNUAAUU-5à ¢Ã¢â€š ¬Ã‚ ²) and the termination signals at their 5à ¢Ã¢â€š ¬Ã‚ ² (3à ¢Ã¢â€š ¬Ã‚ ²-UAAUUCUUUUU-5à ¢Ã¢â€š ¬Ã‚ ²) end [6]. The RNA is enclosed by a capsid known as the nucleocapsid. The nucleocapsid is formed by viral proteins, primarily VP24 and VP35. The space between the outer viral envelope and the nucleocapsid is known as the matrix space. Several viral proteins are located in the matrix space. Although little is known about the molecular mechanics of filoviruses, scientists focus on the mechanics of viral proteins as they are thought to function p rimarily as immune antagonists. Viral protein 24 (VP24), functions primarily to inhibit a signaling pathway known as JAK-STAT. The JAK-STAT pathway is a secondary method of transmitting information from chemical signals outside the cell, through the cellular membrane and into the cell. By inhibiting this signaling pathway, several cellular activities are disrupted including transcription. Studies have identified several regions within VP24 that are important for nucleocapsid formation [8]. As part of the bodys first line of defense against viral infections, interferons, which are released by lymphocytes during a non-specific immune response, disrupt a viruss ability to replicate. Viral protein 35 (VP35) is thought to play a central role in the synthesis of viral RNA, serving as an interferon antagonist [12]. The degree of interferon antagonist production is said to determine the pathogenicity of the virus and may account for the varying degrees of virulence among different strains of the Ebola virus [12]. Additionally, VP35 is critical for viral replication, suppression of RNA silencing, and nucleocapsid formation [8]. The viral protein 30 (VP30) is known to act as a transcription activator. Studies have suggested that VP30 halts the host cell transcription complex at its start site allowing the Ebola virus transcription to begin [13]. A nonstructural glycoprotein has only been discovered with viruses of the Ebola type. This protein, designated sGP, shares ~ 300 N-terminal amino acids with glycoprotein, but has a different C terminus (~70 amino acids) containing many charged residues as well as conserved cysteines [6]. Ebola virus glycoproteins, specifically the envelope-glycoprotein and the secretory-glycoprotein, play critical roles in the pathogenesis of the virus. The envelope-glycoprotein is responsible for receptor binding and fusion of the virus with host cells. Because Ebola is an enveloped virus, cleavage activation of membrane glycoproteins is essential for fusion between the viral envelope and the host cell membrane. This fusion allows the virus entry into host cells. The secretory-glycoprotein is secreted from infected cells [12]. Glycoproteins can also produce cytotoxicity by inducing cell rounding and detachment of cell surface integrins [9]. Specific cells targeted by Ebola virus differ depending on the strain of virus. Studies have shown glycoproteins of Zaire Ebola virus induced pathogenic changes in endothelial cells in both human and primate cells, where Reston Ebola virus glycoproteins induced similar effects in the primate cells but not in the human cells [12]. Endothelial cell dysfunction is thought to explain hemorrhagic characteristic of filovirus infections [12]. Often the proteins target the endothelial cells lining the blood vessel wall, which eventually leads to internal bleeding. Replication Replication of RNA viruses differ from that of DNA viruses in several ways. One important difference is that replication occurs in the cytoplasm of the host cell, and not in the nucleus. The virion then releases an enzyme into the cytoplasm, known as RNA-dependent RNA transcriptase, to begin transcription of positive-RNA. This positive strand of RNA then acts as the template for viral protein translation [7]. The virus proceeds to integrate itself into the DNA of the host cell allowing the viral RNA to become part of the host cells genetic material. The virus (at this point called a prophage) now can replicate every time the host cell replicates. Ebola virus replicates via both lysogenic and lytic phases. The lysogenic cycle is a process in which the virus enters the host cell but doesnt immediately destroy it. The virus enters through endocytosis in which the entire encapsidated virion is engulfed and released into the cytoplasm of the cell. After some time, the prophage is excised from the chromosome and the cell reenters the lytic phase, where the host cell lyses and newly assembled virions are released. At this point, symptoms of viral infection become evident [13]. Pathogenesis and Manifestation The Ebola causes the disease Ebola hemorrhagic fever. Within the first week of contracting the virus, mild headaches occur. The headaches intensify and flu-like symptoms, backache and chills are present. Fever, diarrhea, fatigue, and nausea then set in. Vomiting may occur within the first two weeks. By the end of two weeks, coughing and vomiting of blood occurs. Late symptoms arise. Blood purges from the mouth and rectum; eyes, ears, and nose follow. The eyes begin to inflame and the genitals swell. Rash overtakes the body, often containing blood. Seizures, coma, and delirium ensue. Death commonly comes from shock rather than blood loss [10]. Hemorrhaging is generally found macroscopically in most organ systems in human death scenarios. Focal necrosis in the liver, lymphatic organs, kidneys, testes, and ovaries are observed under a microscope. Incubation of the virus ranges from 2 to 21 days depending on the strain; the subtype Zaire is 4 to 16 days [6]. Treatment There is no known cure or standard treatment for Ebola hemorrhagic fever. Antivirals generally given to fight similar viral infections do not work well against the Ebola virus. Those who are infected can only receive supportive treatment for their symptoms until their body is able to fight off the virus. Most importantly, the patients blood volume and electrolytes are maintained to prevent the patient from going into shock. Fever, blood pressure, and oxygen levels are also monitored. The best option is to prevent infection through early diagnosis and isolation when outbreaks occur. Although cases are rare, vaccines can be a vital tool. Filoviruses can be harvested from wild monkeys in possibly infected areas to process for future vaccines. Epidemiology and Avoidance Since the natural reservoirs are unknown, prevention is merely suggestion. Wearing protective equipment such as gloves, masks, goggles, gowns, and practicing sterilization is recommended when in contact with the virus. When traveling to epidemic areas, its important to wear such equipment, and learn of possible symptoms as a preventive measure. The goal is to avoid contact with blood or secretions of any patient, as person-to-person contact is the main route of infection in human outbreaks. Premise concludes an infected animal is the primary determinant for contracting Ebola virus. Transmission can occur from direct contact with blood and/or secretions prevalent when caring for the infected [3]. History of the virus shows that nosocomial transmission provides high outbreak potential when sterilization is not practiced consistently. In lab setting, research suggests Ebola has the ability of spreading through airborne particles, but this type has not been documented among humans in a real-world setting [2]. In the case of a diagnosis, several infectious diseases need to be considered before making a proper diagnosis of filovirus. Detection can be done in the lab by measuring the host-specific immunological response to the infection, or by detecting viral antigens and genomic RNA in the infected host [6]. Conclusion The Ebola virus poses significant threat to humans and animals. Although the incidence of outbreak is low, the infection is very serious and often fatal. So far, Ebola has been confined and isolated but there is always a risk of it spreading rapidly to the rest of the world. Without effective treatment and prevention the threat is enhanced. More extensive knowledge is needed to understand how the virus spreads and its development, specifically Ebolas natural reservoir. Therefore, while traveling the world, people should be aware of the threats from the Ebola virus in order to avoid infection, and hopefully scientists will do their best to develop a treatment and vaccination. McDonalds in Beijing: Localization of Americana McDonalds in Beijing: Localization of Americana Summary: According to me the Author talks about the recent changes in the Chinese society and the new tendency to adopt the foreign culture influences and transform them into local institution which was restricted by the Chinese political system during the Maoist era. The important points made in the article are as follows: Acceptance of foreign culture influences. Beijing customers are the active partners in the process of localisation. Representation of McDonalds as Americana and the promise of modernisation. People patronize McDonalds to experience a moment of equality. Making experience at McDonalds restaurants exotic, American, and to a certain extent, modern. Genuineness of McDonalds food that is being identical to its American counterpart. Attraction to McDonalds by its American style rather then its food. McDonalds interpretation of its food as a foreign form of xianbing. The culture of fast food attracting the Beijing consumers. A way to take part in transnational cultural system. At McDonalds, eating environment is considered as romantic and comfortable. McDonalds experience is treated as a chance to explore American culture and give their young one a special treat. McDonalds representation as a symbol of American Culture has led them to accept new patterns of behaviour. Willingness to accept the exotic culture and social behaviour in general. McDonalds treated as a place to gain status. Efforts made to adapt Chinese cultural settings. McDonalds as a place to hang out McDonalds creating a family atmosphere for Beijing customers. Personal interaction with customers. Beijing customers want their children to learn American culture. Finally the author concludes saying, McDonalds has transformed into middle class family establishment, where people can enjoy their leisure time and experience a Chinese version of American culture. Critical Review I think that the article is relevant in todays world and the localization process mentioned by the author in the article. For any multinational company it is necessary that they try to adopt the home countrys culture i.e. tries to bring the home culture in their goods and services. As said by Mingsheng Li, a senior lecturer in the Department of Communication, Journalism and Marketing at Massey University in Wellington, New Zealand, the degree of localization largely determines the degree to which a business succeeds or fails in a given country. The more the company works toward localization, the more likely it will be successful. It is necessary to understand ones culture and traditions and respect their tastes. But what is localization? To attract the target market, a product is made linguistically and it is culturally appropriate. When a company plans for global expansion, it is involved in the process of communication with local customers. Therefore it is necessary for the company to get familiar with local culture, study different customs, and make proper adjustments to their strategies according to the varied response of customers. The best example would be McDonalds in India. Majority of people in India are vegetarian. So McDonalds introduced range of vegetarian food in their outlet with the added flavor of American culture in it. McDonalds also priced their product according to the income of common people in India. Indian consumers were aware f the fast food culture, but the fast food in India was unhealthy and unhygienic. Introduction of McDonalds in India brought about the change in the fast food culture of India. The burgers were priced at Rs 20 which was affordable for an average middle class family. If McDonalds did not adopted localization strategy in China i.e. if they did not adopted the Chinese culture and traditions and the consumers taste, it was a failed project and the people of china would have banned it just like the French company Carrefour, hypermarket chain with more than 100 stores in major cities in China. The company had donated a large sum of money to the Dalai Lama. Calling for a boycott against French goods, Chinese nationals also called for a boycott against tourist travel to France. (Mingsheng Li, a senior lecturer in the Department of Communication, Journalism and Marketing at Massey University in Wellington, New Zealand). According to the article presented by the author it talks about the recent changes in the Chinese society and the new tendency to adopt the foreign culture influences and transform them into local institution which was restricted by the Chinese political system during the Maoist era. I strongly agree with the article and its process of localization strategy. The brand name of McDonalds was already there in the minds of Beijing customers. And before the McDonalds entered the Chinese market, the people of Beijing were fond of the American style and its culture. They were keen to learn the American or the Western culture. And when McDonalds entered the Chinese market on 23rd of April 1992, it served more than 40000 customers on the first day. This shows that the Beijing consumers were waiting for such kind of change in China, where they can experience the American or the Western culture. McDonalds has always been a fast food restaurant. The fast food in China was expensive and unhealthy. As mentioned in the article, in the eyes of the Beijing customers McDonalds represents Americana and the promise of modernisation. People also patronize McDonalds to experience the moment of equality. But McDonalds mad sure that they follow Chinese culture and Tradition and also keep up with the taste of the consumers to be successful in Chinese market. Some of the strategy adopted by McDonalds to attract the customer is Online chats Madden, Normandy; Wentz, Laurel. Advertising Age, 7/31/2006. For its its growth strategy in mainland China, McDonalds has created a live online chat series with the popular portal Sina and Askme.com.cn, a website launched by McDonalds in the mainland. Consumers can interact with leading sports, entertainment and business figures. The first one-hour episode Aug. 1 in Beijing will feature Houston Rockets basketball star and Shanghai, China, native Yao Ming, who signed a multiyear global partnership deal with McDonalds in 2004. The online initiative has no target age group, The program aims to provide consumer-focused education and encourage active, balanced lifestyles, but also be seen as an effort to ward off potential concerns about the nutritional content of fast food in general in China. Opens drive-through in China Madden, Normandy, Wentz, Laurel, Advertising Age, 00018899, 1/30/2006. Chinas rapid transformation into a car culture had led McDonalds to open drive thru in China. Drive-through sites, which account for a large proportion of McDonalds sales in the U.S., reflect Chinas rapid transformation into a car culture. With almost 6 million automobile sales last year, China has surpassed Japan and is now second only to the U.S. in annual car sales in the year 2006. This kind of strategy is a sign of bringing the American culture in China. But they are keeping in mind about the culture and traditions of China.

HR Policies and Practices

HR Policies and Practices Motivating and Retaining a Multigenerational Workforce Through HR Policies and Practices Abstract In todays workforce management must learn to engage their employees who are of different generations and backgrounds. With roughly half of the workforce primarily Baby Boomers who are expected to retire within the next decade, management must learn to cope with loosing primary employees and training Generation Y and X employees on how to successfully complete Baby Boomers jobs. In the meantime, management must also learn how to keep each generation motivated and feel appreciated in order to produce the companys mission statement successfully. HR professionals will need to ensure management is aware of what the future holds by strategically planning and aligning employees to reach future goals. Introduction There are three generations that make up todays workforce: Baby Boomers, Generation X, and Generation Y. In order for management to successfully manage their organization, they must understand what drives and motivates each generation, what specific behaviors each generation posses, and what values they each perceive as important for their work environment. Since each generation is different, experts suggest that managers adjust their style of leadership in order to avoid problems (Crampton, 2006). The focus of the recommendations tends to be on Generations X and Y. Less attention is given to Baby Boomers and Veterans, because after all, they are about to retire (Crampton, 2006). As management begins to focus on what makes these generations different from one another, they will be able to maximize the organizations profits and prolong competitiveness in the future economy. To better understand each generation, we must gain knowledge about each one individually. Piktialis (2006) briefly describes each generation: â€Å"-Baby boomers, ages 41-59, make up almost half the U.S. workforce. They grew up during an era of economic prosperity and experienced the tumult of the 60s at an impressionable age. Baby boomers tend to be optimistic, idealistic and good team players. They are driven, love challenge and want to be stars and build stellar careers. Because they have had to compete with each other at every step of their careers, they can be highly competitive. -Generation X, ages 28-40, makes up just 29 percent of the workforce. This generation witnessed parents experiences with corporate downsizing and restructuring in the 70s and 80s. Raised in an era of two-earner households and rising divorce rates, many of them got a childs-eye view of work-centric parenting. They value flexibility, work-life balance and autonomy on the job, and appreciate a fun, informal work environment. They are constantly assessing how their careers are progressing and place a premium on learning opportunities. They are technologically savvy, eager to learn new skills and comfortable with change at work. They appreciate frequent and honest feedback from their managers and mentors. -Generation Y, ages 27 and younger, makes up just 15 percent of the U.S. workforce. Over the next two decades that percentage will grow to approach that of the baby boom in its prime. Generation Y tends to be well organized, confident, and resilient and achievement oriented. They are excellent team players, like collaboration and use sophisticated technology with ease. They are comfortable with and respectful of authority and relate well to older people. More than any generation that has come before, they are comfortable with diversity. They want to work in an environment where differences are respected and valued, where people are judged by their contributions and where talent matters.† (Piktials, 2006) As future managers, we need to analyze each generation separately and devise recommendations on how to fully engage employees to the commitment of the company. Here we will analyze Baby Boomers, Generation X, and Generation Y in more depth and learn what makes each one unique as well as how to properly communicate and achieve success. Baby Boomers Baby boomers were born between 1946 and 1964 and are predominantly in their 40s and 50s. They are well-established in their careers by now and hold positions of power and authority. This generation constitutes a large majority of corporate executives and other managerial positions of power. Their typical characteristics include optimism, politically conservative, and they are active, competitive, and focus on personal achievement and accomplishment. They work hard maybe too hard, and are often stressed out. They like to set and reach goals, continuously seek self-improvement, care for children and aging parents, and complain about things at work but accept them as part of the job. They are an idealist generation that has predominately experienced a world of peace (Fransden, February, 2009). With single-parent households, growing children, aging parents, demanding jobs, and approaching retirement, baby boomers cant find enough time to go around. Collectively they pushed the work week from a long-time standard of 40 hours up to 60, 70, or more hours per week. They often experience conflict with younger generations who do not share their values. Their primary work focus makes them the generation most susceptible to burnout and stress-related illness (Fransden, February, 2009). Baby boomers are characteristically loyal, work-centric, independent, goal-oriented and competitive. They believe that Gen-Xers and Ys lack work ethic and commitment to the workplace, and should conform to a culture of overwork. Baby boomers equate work and position with self worth; they are clever, resourceful and strive to win. Boomers are well suited to organizations with a strong hierarchal structure, and may have a hard time adjusting to workplace flexibility trends (Brazeel, 2009). Understanding the workplace differences between generations is more important now than ever. As companies look to hire over the next several years, they will interview and evaluate candidates spanning three age generations. Interviewers will meet with a multitude of candidates, and will come face to face with generational differences. Taking into account the foundational characteristics of each generation will add to a more robust assessment and selection of talent that meets organizational values and goals (Brazeel, 2009). In 2005, one in four workers was over age 50. By 2012, it will be nearly one in three, according to the U.S. Bureau of Labor Statistics. In fact, between 2002 and 2012, the fastest-growing group in the nations workforce will be the one made up of people between ages 55 and 64 (Cadrain, 2007). Labor statistics indicate that nearly 80 million Baby Boomers will exit the workplace in the next decade. These employees are retiring at the rate of 8,000 per day or more than 300 per hour. This is an unprecedented loss of skilled labor (Kane, February 2, 2010). As the shortage of workers escalates exponentially, future-focused leaders need to be strategic about how to keep t heir boomer talent engaged. The key, according to career counselors Beverly Kaye and Joyce Cohen, is to focus on the aspirations that middle-aged people in the professional workforce have developed overtime. Most senior boomers want to remain productive and to leave their mark on their company and their profession. Good managers will find ways to engage boomers interests and in so doing reduce attrition among their ranks (Anonymous, January 2010). Kaye and Cohen suggest that there are five strategies to engage baby boomers: Contribution: Encourage boomers to tap their unused talents. Help them explore their skills and interests and determine which ones spark creativity. How to begin? Ask each senior employee pertinent questions to discover their interests and talents. Ask questions like, â€Å"What are the favorite parts of your job?† and â€Å"What would you like to do more of?† or â€Å"Less of?† and â€Å"What would you like to learn in the next two years? H ow can I help you reach these goals?† (Anonymous, January 2010). Competence: Encourage boomers to raise their competence levels and quotients. In this era of self-management, employees must continually upgrade their skills and hone their behaviors. Besides content expertise, employees should develop their technical skills, be more aware of other generations, balance work and life, expand their language ability and cultural know-how, integrate new information, deal with change, and transfer knowledge. All of these are essential survival skills and abilities in the new workplace. Good management will help senior employees find a niche in the expanding array of new competencies (Anonymous, January 2010). Competition: Help boomers look internally and externally at whats happening in their professions. Managers need to coach direct reports to ensure they are aware of the impact of globalization, competition, deregulation, new technologies, and emerging skills that change the nature of their work. Employees should know how their current organization could be threatened in the not-too-distant future. At staff meetings or informal gatherings ask all employees, but especially boomers, questions like, What areas are growing within the firm? What are trends that could impact how we do our work here? What skills would it be smart to increase over the next three to five years? To get ahead of the curve in the profession, what could you and the firm be doing right now (Anonymous, January 2010)? Choices: Help boomers identify their desired type of work, level of commitment, and plan of action. Options like cross-training, rotational assignments, travel opportunities, short-term sabbaticals, temporary assignments, and transition management need to be carefully considered and implemented as needs arise. To begin, initiate a dialogue about their interest in each of these learning vehicles (Anonymous, January 2010). Changes and concerns: Encourage their ability to transfer knowledge and take ownership for making it happen. As baby boomers retire, the issue of knowledge transfer is essential and is everyones responsibility. Are experienced boomers working every day with younger people to help them understand problems and solutions? Legacy-leaving is a viable, cost-effective way to solve problems internally, escalate creativity and build the next leadership tier (Anonymous, January 2010). These five areas are fertile ground to launch and expand conversations. It doesnt matter who or what launches the discussion; what matters is that these conversations take place. Boomers have carried the ball for years. The shift to a new backup role will not be easy for many of them. But many others, with the capable guidance of firm managers, will realize that easy or not new responsibilities will be better than walking away (Anonymous, January 2010). There are skills shortages already among health professionals, teachers and public administrators. The average age of a registered nurse is now 47. There are upcoming shortages among scientists, engineers and manufacturing employees. Employers are beginning to take more notice and more action about the impending drain on talent and loss of knowledge, according to findings of a Society for Human Resource Management Weekly Online Survey of 483 HR professionals in March/April 2007, titled Future of the U.S. Labor Pool (Cadrain, 2007). Some examples of best practices for recruiting and retaining workers ages 50 and over are the Atlanta-based Home Depot and the CVS drugstore chain. Both have created a 50-plus employee brand: CVS promotes Talent is Ageless, and Home Depot promotes Passion Never Retires. â€Å"Both companies feature pictures of older workers on their web sites and have made their hiring and screening practices age-neutral (Cadrain, 2007). Some employers, such as Stanley Consultants of Muscatine, Iowa, have formal phased retirement programs that allow employees to move into retirement gradually by reducing their work schedules and permitting them to continue to receive a portion of their salaries as well as benefits such as health care and pension funds. Carondelet Health Network of Tucson, Ariz., has a seasonal worker program where older employees work fewer than three-, six- or nine-month contracts. Borders, of Ann Arbor, Mich., and CVS have snowbird programs aimed at retirees who split their time between homes in different climates. Home Depot offers benefits and tuition reimbursement for anyone who works more than 10 hours a week. The company provides annual wellness visits to identify and prevent chronic health conditions. Finally Baptist Health of South Florida (BHSF) has raised the level of its hospital beds to ease back strain on employees caring for patients (Cadrain, 2007). Generation X Generation X is the most interesting of today, being in between the Baby Boomer and Gen Y generations. This generation consists of those born between born between 1961 and 1976. They are mostly known as the â€Å"latch key kids, because they came up during a time when their mothers had to work and they had to stay home alone (Glass, 2007). Very different life events shaped members of Generation X the term coined by British authors Charles Hamblett and Jane Daverson in their 1964 book Generation X. Canadian author Douglas Coupland popularized this terminology making it part of the lexicon in his book of the same name (Glass, 2007). A growing body of literature suggests that this current group of young potential managers (also referred to as Gen X, Xers, and the Baby Busters) is a generation that appears to be significantly different from its predecessor (Sirias, Karp Brotherton, 2007). Born at a time when the divorce rate was twice the rate of Baby Boomers when they were children; there are far less members in Generation X than that of Baby Boomers. This is because there was easier access to birth control and also because people decided to have smaller families. There was no decision or way of controlling this during the Baby Boomer times (Glass, 2007). During the time of Gen X production, the US Social Security system began to come under scrutiny as potentially not being able to pay Gen Xers in their retirement years; an issue that still exists with Gen X and Gen Y today. This was also a time when it was popular for both parents to be working; something not at all common during baby boomer time. The term latch key kids stems from this, being kids who came home to an empty house, with a key literally on a chain (Glass, 2007). Glass suggests that its also important to recognize that these parents experienced one of the first rounds of mass corporate layoffs in the 1980s, which also shaped their childrens own work-related viewpoint (2007). This was a time when many factories were coming to an end and many people were being laid off. Mothers that were used to staying home and being housewives now had to go out and work to support their family. This is the cause for Gen Xers have little trust and faith in the organization they work for, and more so putting their family first. According to Sirias, Karp Brotherton, â€Å"Since an individuals work habits first develop in the early teens, the economic and political climate prevailing at the time of formation can strongly influence an individuals work values. Although a workers values do change as the individual matures, the generational experiences tend to influence work values more than age or maturation† (2007). The way the members of this group were raised, the things they saw and went through, are all contributing factors of them being the most criticized generation. Its critical for management to understand the different traits and styles of the generations. Generation X is characterized by many traits, but the most important being work/life balance, which is something they dont feel Baby Boomers have. Compared to baby boomers, they are often seen as skeptical, less loyal, and extremely independent (Glass, 2007). According to the SHRM study, there are three main areas where the generations differ: work ethic, managing change, and perception of organizational hierarchy. Xers tend to feel that if the work is done, it does not matter how it was done or where; they are much more concerned about the outcome than the process. They have a strong since of working on their own and become extremely irritated when micromanaged (Glass, 2007). Because they have been raised in the milieu of such things as computer-training, latch key social conditions, the shopping mall, MTV, video games and a myriad of other contributing environmental factors, current literature suggests that the Xers have demands, expectations, values and ways of working that are quite different from those who make up the current strata of management, particularly the Baby Boomers (Sirias, Karp Brotherton, 2007). With this being said, boomers and Xers are constantly at odds; and its managements job to break that barrier, by offering different forms of resources and ways of communicating. Members of Generation X feel that if they did not struggle for balance in their lives, all they would do is work; since due to the prevalence of PDAs and wireless technologies, they can and are expected to work everywhere. They are results oriented, and do not focus or care about the method used to achieve the results. Many Xers see baby boomers as resistant to new technologies and change. Also, when it comes to communication, they will use whatever form is most efficient, which is similar to the preference of baby boomers (Glass, 2007). Xers strive for balance in their lives, particularly between work and family, since they would be consumed by work given the technology to work anytime from anywhere (Beautell Wittig-Berman, 2008)). Another important trait for managers to understand about Gen Xers, is the fact that they truly enjoy feedback. Regardless of if its positive or negative feedback, they want to know how they are doing; which is contrary to baby boomers, who require little feedback. This can sometimes be a problem when an Xer is managing a Baby Boomer, because the Baby Boomer can become insulted due to specific instructions. This can also be a problem, because the younger managers sometimes feel intimidated by the boomer, making it difficult for them to give accurate feedback (Glass, 2007). So, how can management overcome this important trait within Generation X? Glass suggests simply asking the employer or employee what his or her expectation is regarding feedback and instructions, and then learning to adapt ones own approach to the answer (2007). A great manager will understand that some require more and less attention than others, just as well as some require different styles of feedback than others. There are several ways management can leverage everyone and win; and when doing so, there are four basic areas to focus on for overcoming generational conflict: changing human resource policies/corporate philosophies, ensuring an environment of effective communication, incorporating collaborative decision making, and developing internal training programs that focus on the differences (Glass, 2007). Glass states that, â€Å"Every generation wants to earn money, but that is not the only deciding factor in choosing and staying with a job. To better explain this, Xers are yet again compared to baby boomers. Boomers dont care to hear or learn about stock options, because they dont have time to exercise this type of benefit. On the other hand, Xers are greatly interested in this subject and trust when their companies actually teach about and offer this type of benefit (Glass, 2007). In terms of an example of how Gen Xers and Baby Boomers get along, one can bring up mentoring. Baby boomers tend to enjoy teaching or mentoring their younger generation. At the same time, Gen Xers seek the opportunity to learn and have extremely high standards for self-improvement (Glass, 2007). As mentioned earlier, the most important trait of Generation X is work/life balance. This is critical for management to understand, because a Gen Xer will pick a lower paying job if it offers less stringent work hours and far better benefits, in turn allowing for a greater work/life balance. Gen Xers will likely focus more on firms offering maternity leave and daycare benefits, which again, allow flexibility (Glass, 2007). They tend to focus more on the benefits, culture and flexibility of an organization when making a job decision. If a promotion is available, Xers will be more concerned about how everything else is affected before making the decision. They have begun to construct the strong families that they missed in childhood. Many organizations have not achieved the flexibility and work-family support that is consistent with their way of thinking (Beutell Wittig-Berman, 2008). Although its important to find a way to motivate and retain the other generations, this is a critical area to understand when trying to reach that goal with Generation X. The needs of most employees will change throughout their working lives; they may take on caring responsibilities, want to live in another country, or decide to embark on a completely different career. If one organization cannot meet these needs, they will not hesitate to look elsewhere for one that can (Deegan, 2009). Few companies adjust to these flexibility needs, but as Gen X becomes the new managers of companies in the future, this is likely an area that will change. Generation X brings a lot to the table, including a fresh perspective, effortless techno-literacy and an easy adaptability to change. As they take their places in the workforce, their ability to work effectively in teams will contribute directly to the success of their organizations. This is why its so critical for management to understand the different traits of the generations (Sirias, Karp Brotherton, 2007). Sirias, Karp Brotherton suggests that there are three variables that are important to gen Xers, which are: * Self-reliance Xers feel that individuals have to have the self-confidence to be able to perform their individual tasks. They strive to give 110 percent and if they do less than this, they are seen as a free rider or a burden to the team. * Competiveness Xers have a high level of competiveness, which should not be seen as an obstacle, but more so an opportunity. * The willingness to sacrifice yourself for the team To gen Xers, this represents a reflection as to the team should operate and that self-sacrifice is needed for team success. If management focuses on motivation in these areas when dealing with Generation X, success is prevalent. Its important to understand whats needed to retain the generation and its things like this that assist in that area (Sirias, Karp Brotherton, 2007). Gen Xers urge for individuality and have a higher potential for task effectiveness. As the workforce becomes more heavily populated by generation x, what needs to be considered are approaches in which organizations can modify team values and structures to meet the changing needs of the individual team members. Beautell Wittig-Berman suggests that Gen Xers value work-life balance, growth opportunities, and positive work relationships. They want challenging work that can be accomplished in a single day working flexible hours. They value flexibility and expect their employer to accommodate their work-family-life issues (Beautell Wittig-Berman, 2008). Work-family-life or what one can consider to be flexibility is by far the most important aspect of any company to Gen Xers. Although this may seem odd or overwhelming, companies that learn to adapt to this need can reap the benefits of this generation. The benefits that can stem from using flexibility as a motivating factor as follows: * Increased retention Employees are more likely to stay with a company that adapts to their needs and seems to care about their overall well being and not just the company. * Higher engagement and productivity Happy workers produce great goods or service. * Enhanced recruiting and competitive position When employers enjoy where they work, they have a habit of bragging to others about the company, which can lead to those individuals seeking the company when applying for new employment. * Reputation as an â€Å"employer of choice† Again, happy employees brag about the company, which leads to the word spreading of the company being one to work for. * Improved scheduling and coverage across time zones and continents This again stems from the employer feeling happy and content at work, which makes it simple for employees to work overtime when needed. This also makes it easy for everyone to learn to work together. * Reduced real estate costs Sometimes being flexible means allowing employees to work from home, which in turn saves the company space that would have normally been used. Employers that get the business case for flexible work arrangements will reap the rewards through increased employee engagement and loyalty, which in turn will drive their business to even higher levels of performance and productivity (Beautell Wittig-Berman, 2008). Managers should try to make work meaningful and fun for Gen Xers and understand their skepticism for what it is: a reflection of their honest observations about the relationship between employer and employee (Gibson, Greenwood and Murphy, 2009). Meeting employees needs does not mean compromising on performance; its about enabling employees to their full potential (Deegan, 2009). In sum, the relationship between the employer and employee is whats being judged. They dont just care about working, but more so about how work adapts to their personal life. Companies that pay close attention to the main motivating factor of Gen X will quickly run into understanding that flexibility is the key with this generation. Generation Y Although demographers often differ on the exact parameters of each generation, there is a general consensus that Generation X ends with the birth year 1977. Born in the mid-1980s and later, Generation Y legal professionals are in their 20s and are just entering the workforce. With numbers estimated as high as 70 million, Generation Y (also known as the Millennials) is the fastest growing segment of todays workforce (Rothberg, 2006, para. 1). According to the author of â€Å"Generation Y†, these folks â€Å"grew up with technology and rely on it to perform their jobs better† (Kane, 2008, para. 2). This generation prefers to communicate through e-mail and text messaging rather than face-to-face contact and prefers webinars and online technology to traditional lecture-based presentations. They always have cell phones and all sorts of other gadgets on hand (Kane, 2008). Some suggest that Generation Y people live on the fast track, and that they are â€Å"willing to trade high pay for fewer billable hours, flexible schedules and a better work/life balance† (Kane, 2008, para. 3). â€Å"While older generations may view this attitude as narcissistic or lacking commitment, discipline and drive, Generation Y legal professionals have a different vision of workplace expectations and prioritize family over work† (Kane, 2008, para. 3). Generation Y people are also achievement oriented. Just as mentioned on the article, the author describes this generation as one that has been: â€Å"Nurtured and pampered by parents who did not want to make the mistakes of the previous generation, Generation Y is confident, ambitious and achievement-oriented. They have high expectations of their employers, seek out new challenges and are not afraid to question authority. Generation Y wants meaningful work and a solid learning curve† (NA, 2006, para. 4). The authors of Leadership and the Future: Gen Y Workers and Two-Factor Theory describe Generation Y as being more idealistic than Generation Xers when it comes to the workplace but compared to Baby Boomer workers, they are described as being more realistic (Baldonado Spangenburg, 2009). They value teamwork and seek the input and affirmation of others. Part of a no-person-left-behind generation, Generation Y is loyal, committed and want to be included and involved. â€Å"Generation Y craves attention in the forms of feedback and guidance. They appreciate being kept in the loop and seek frequent praise and reassurance. Generation Y may benefit greatly from mentors who can help guide and develop their young careers† (Johnson Hanson, 2006, p.5). Rothberg states that those workers who are part of Generation Y workers â€Å"have a reputation for experiencing boredom and frustration with slow-paced environments, traditional hierarchies and even slightly outdated technologies† (2006). Dr. Larry Rosen, author of the Mental Health Technology Bible and TechnoStress: Coping with Technology @Work, @Home, @Play, argues that: â€Å"The biggest difference between members of Generation Y and those who came before them is that they have spent their entire lives surrounded by technology.†Technology just is for them. Its part of every aspect of their lives, unlike a lot of the people they will be coming to work for (Rothberg, 2006, p. 2). He suggests that the difference is more than a generational experience gap; its a difference in personality. Some state that the reason this generation is so different is because they grew up during one of the best economic times in the last 100 years, allowing them to grow with more luxuries than other generations (Rothberg, 2006). Baldonado Spangenburg point out that a survey was conducted in order to guide a descriptive study of Generation Y. It was designed to â€Å"explore motivational needs of Gen Y and their impact in the workplace† (2009, p. 2). Upon analyzing responses, several recommendations were provided in order for managers to be able to motivate this new workforce generation. The following is a list of suggestion provided by the authors in the article Leadership and the Future: Gen Y Workers and Two-Factor Theory: The authors suggest that companies should: 1. Support work/life balance in the workplace According to the article, Gen Y believes that their personal life is just as important as their professional life. It is recommended for companies to consider options such as fitness facilities/discount membership, education/training opportunities, flexible working arrangements, family leave policies, and childcare/eldercare programs. 2. Provide Gen Y workers with opportunities to grow in their job -Managers can provide Gen Y with challenging work as their skill and knowledge progresses. 3. Use achievement as a way to reward/motivate Gen Y workers Generation Yers are very interested in being recognized in their work environment. Suggestions include: employee of the month award and gift certificates among others. 4. Managers must clearly articulate safety and fun at work to employees. Having a fun and comfortable working environment can greatly motivate Gen Y cohort, according to the author. 5. Generation Y workers enjoy challenges. That is why the authors suggest increasing responsibility as a reward. This is considered a good motivator for this ever changing generation. 6. Finally, it is suggested for managers to create a fair salary/compensation package. (Baldonado Spangenburg, 2009, para. 14). According to the authors of the article Dont be so Touchy! The Secret to Giving Back to Millenials, constant feedback is an almost critical ingredient in performance and job satisfaction (Ferry Sujanski, 2009). The children of Baby Boomers, the Millennial Generation, have been raised in an atmosphere of high expectations, plenty of feedback and heaps of praise. They have received feedback on class assignments at each stage

The Graffiti Exposure in Wynnum Essay example -- essays research paper

The Graffiti Exposure in Wynnum Is it a work of art; or a piece of scrawl sprayed across some bare surface? Ladies and Gentlemen, should Wynnum be exposed to Graffiti? Firstly, I would like to ask you. What is the cost to the government to ‘cover up' this unwanted advertisement? One recent attack placed a school approximately $4000 out of pocket. Further more, over the last twelve months, my school has experienced nine attempts at destroying the asthetic appeal of the buildings within. I could also safely say that most of the other schools in the Wynnum Manly district, both public and private, received similar encounters of degradation. It's not just the cost, it's also the time. What about the cleaners? What about the painters? What about the police? I am sure there are more constructive projects to cover than cleaning up after some graffiti vandal. It is not just our schools who experience the attacks. Scout dens, parks, businesses, trains, just to name a few, all lie in the mercy of the local crew, or graffiti gang. Is there a reason for such an act? Criminologists suggest that there are many motives for graffiti. These motives all point to one main factor. Targeting the higher authority: Revenge towards the authority; Anger towards the authority; Boredom from lack of authority; To convince of self-existence, and To explore prohibited areas placed by authority. The pattern of locations the police established, is that all the tags, or the writer's signature, are pla...

Essay --

Leadership, as shown in the video, is very broad. Leadership is grouping people and influencing them to work together as one in order to achieve a common goal or vision. It can either be the promoter of world peace, a powerful innovation, or even the initiator of war. Leadership, in both ways, requires someone to do what one loves to do because leaders excel in their own ways and in their own fields of interest. Every day we meet leaders, some from religious organizations, some are from political parties, school organizations, professional organizations, and others are from rebellious organizations. In the video, being a leader is shown mainly in how one reacts to the society and environment as a whole. A leader must have clear mission and sense of purpose so that he can foster guidance when chaotic opinions and situations arise. Members’ roles must be clearly defined and the relevance of each must be disseminated. A leader emphasizes the vision so that the team can imagine and follow what they wanted to fulfil in the long run. Also, a leader must set short term goals and track progress of each member or of the team. Adherence to the strategic and tactical plans requires perseverance to attain the desired outcome. Constantly achieving the weekly goals will enable the leader to track the performance of the team, effectiveness of his leadership, and how far they are from the objective. Further, competence is an important factor of successful leadership by showing that a leader must be experienced or specialized in the field of interest they have chosen in order to quickly grasp the needed information and react responsively to solve concerns and constraints. But not all are born competent leaders; some gain their expertise along ... ...at all times or perhaps right from the start, it is his perseverance and passion to stand and try again that defines how good he is and where his endeavours will bring him. No matter the odds, it is, after all, the courage that matters. Therefore, the video reminds us of the different facets of leadership – some are born leader, some are not, some are capable to lead but does wrongly, some are aspirant leaders, and some are warriors. Hence, leadership, in its broad form, has no age limits, no time frames, no rich or poor, no racial and gender discriminations, and nothing at all. The challenges, previously mentioned, are all manageable, it just actually depends how one perceives and faces the obstacles because every problem has solutions. Leadership can actually start anywhere and anytime by anyone - you just have to find your passion and courage to stand and lead.

Some Notes Concerning Affections and the Sublime in the Work of Jonatha

Some Notes Concerning Affections and the Sublime in the Work of Jonathan Edward Jonathan Edwards’s attention to the separation of the body from the soul combined with his efforts to account for the spirit of revivalism during the â€Å"Great Awakening† implicates the sublime as both a rhetorical tool and psychological experience that, in either case, foregrounds the relationship between an individual’s perception of the self and his or her relationship to a community. Comparing Edwards’s personal writing to his public writing , an exploration of the phenomenon of conversion is clearly developed. Sublime experiences represent potential moments for conversion to Christianity because such events are moments that define the self in absence from the community. Edwards himself insisted that conversion testimony be required for admittance to the Puritan community. Rarely argued in Edwards scholarship, his focus upon philosophy and theology may be an attempt to both scientifically explain the moment of possible conversion and theological ly typify the conversion experience. Whereas he wasn’t seeking to standardize conversion, he was attempting to normalize it, to make it practical. In this way, Edwards is a pioneer in American pragmatics. The moment of conversion, whether or not it is genuine, is a monumental moment because it builds community by uniting an individual’s self-concerned state of being with the Puritan community’s dependence upon the conversion narrative. Each conversion strengthens the community; however, the community has no control over the conversion experience. Hence, the desire to justify, to authenticate, each conversion. For, unless shared through narrative, sublime moments are strictly private affairs. Wh... ...S. Stout, and Kenneth P. Minkema. New Haven and London: Yale UP, 1995. ---. â€Å"Sinners in the Hands of an Angry God.† A Jonathan Edwards Reader. Ed. John E. Smith, Harry S. Stout, and Kenneth P. Minkema. New Haven and London: Yale UP, 1995. ---. â€Å"The Spider Letter.† A Jonathan Edwards Reader. Ed. John E. Smith, Harry S. Stout, and Kenneth P. Minkema. New Haven and London: Yale UP, 1995. ---. â€Å"A Treatise Concerning Religious Affections.† A Jonathan Edwards Reader. Ed. John E. Smith, Harry S. Stout, and Kenneth P. Minkema. New Haven and London: Yale UP, 1995. Longinus. On the Sublime. Trans. by W. Hamilton Fye. Cambridge: Harvard UP, 1965. Monk, Samuel H. The Sublime. Ann Arbor: U Michigan P, 1960. Wainwright, William J. Reason and the Heart: A Prolegomenon to a Critique of Passional Reason. Ithaca and London: Cornell UP, 1995.

Signal Conditioning of Thermistor

Introduction Signal conditioning of thermistor Signal conditioning means manipulating an analogue signal in such a way that it meets the requirements of the next stage for further processing. Operational amplifiers(op-amps) are commonly employed to carry out the amplification of the signal in the signal conditioning stage. The signal conditioning equipment may be required to do linear processes like amplification, attenuation, integration, differentiation, addition and subtraction.They are also required to do non-linear processes like modulation, demodulation, sampling, filtering, clipping and clamping squaring, linealizing or multiplification by another function etc. the signal conditioning or data acquisition equipment in many a situation be an excitation and amplification system for passive transducer. It may be an amplification system for active transducer. In both the applications, the transducer output is brought up to a sufficient level to make it useful for conversion, proces sing, indicating and recording.Excitation is needed for passive transducers because these transducers do not generate their own voltage or current. Therefore passive transducers like strain gauges, potentiometers, resistance thermometers, inductive and capacitive transducers required excitation from external sources. The active transducers like techno generators, thermocouples, inductive pick ups and piezo-electric crystals. The thermistor constitute one arm or more than one arm of a wheatstone bridge which is excited by an isolated DC source. The bridge can be balanced by a potentiometer and can also be calibrated for unbalanced conditions.Thermistor is a concentration of the term â€Å"Thermal Resistor†. It is essentially a semiconductor, which behaves as a resistor with a high negative temperature coefficient of resistance. That is, as the temperature of the thermistor increases, its resistance decreases. The temperature co-efficient is expressed in ohms per unit change in degree Celsius ( ° C). thermistors with high temperature co-efficient of resistance are more sensitive to temperature change and are therefore well suited to temperature measurement and control.CONTENTS  ¦OBJECTIVE  ¦EXPLAINATION 1. WHEATSTONE BRIDGE 2. THERMISTOR 3. OPERATIONAL AMPLIFIER 4. INSTRUMENTATION AMPLIFIER  ¦METHODOLOGY  ¦SCOPE 1. Wheatstone bridge: Whetstone bridge is the most accurate method available for measuring resistances and is popular for laboratory use. The circuit diagram of typical Wheatstone bridge is given in figure Rx is the unknown resistance to be measured; R, R2 and R^ are resistors of known resistance and the resistance of R2 is adjustable.If the ratio of the two resistances in the known leg (R2 / R) is equal to the ratio of the two in the unknown leg (Rx / R3), then the voltage between the two midpoints (B and D) will be zero and no current will flow through the galvanometer Vg. R2 is varied until this condition is reached. The direction of the current indicates whether R2 is too high or too low. Detecting zero current can be done to extremely high accuracy (see galvanometer). Therefore, if R, R2 and R3 are known to high precision, then Rx can be measured to high precision.Very small changes in Rx disrupt the balance and are readily detected. At the point of balance, the ratio of R2 / R = Rx / R3 Therefore, Alternatively, if R, R2, and R3 are known, but R2 is not adjustable, the voltage difference across or current flow through the meter can be used to calculate the value of Rx, using Kirchoff s Circuit laws (also known as Kirchhoff s rules). This setup is frequently used in strain gauge and resistance thermometer measurements, as it is usually faster to read a voltage level off a meter than to adjust a resistance to zero the voltage.In practical Wheatstone bridge, at least one of the resistance is made adjustable, to permit balancing. When the bridge is balanced, the unknown resistance (normally connected at Rx) may b e determined from the setting of the adjustable resistor, which is called a standard resistor because it is a precision device having very small tolerance. Rx= (R2/R1). R3 APPLICATION OF WHEATSTONE BRIDGE: A Wheatstone bridge may be used to measure the DC resistance of various types of wire, either for the purpose of quality control of the wire itself or of some assembly in which it is used.For example, the resistance of motor winding, transformers, solenoids, relay coils and resistance of thermistor, RTD also can be measured. PRINCIPLE Resistance of thermistor changes with change in temperature. Resistance of thermistor decreases with increase in temperature while resistance of thermistor increases with decrease in temperature. It is a thermally sensitive resistor. FORMULA:- Rti = Rt2Exp[ p (1 / T1 – 1 / T2) ] Where,RT]= resistance of thermistor at absolute temp. Tl °k RT2= resistance of thermistor at absolute temp. T2 °k P= a constant depending upon the material of the thermistor (Typically between 3500 °k to 4500 °k)CONSTRUCTION:- Thermistors are composed of sintered mixture of metallic oxides such as Manganese, Nickel, Cobalt, Copper, Iron and Uranium. They are available in a variety of sizes and shapes. They may be in the form of beads, roads and discs. WORKING:- A thermistor change in electrical resistance due to a corresponding temperature change is evident whether the thermistor's body temperature is changes as result of conduction or radiation from the surrounding environment or due to self heating brought about by power dissipation within the device. THEORY:- .Thermistor is a concentration of the term ‘Thermal Resistor†. It is essentially a semiconductor which behaves as a resistor with a high negative temperature coefficient of resistance. That is, as the temperature of the thermistor increases, its resistance decreases. The temperature co-efficient is expressed in ohms per unit change in degree celcius ( ° C). thermisto rs with high temperature co-efficient of resistance are more sensitive to temperature change and are therefore well suited to temperature measurement and control. Thermistors are available in a wide variety of shapes and sizes.However, thermistor beads sealed in the tips of glass rods are most commonly used because they are relatively easy to mount TYPES OF THERMISTOR:- 1]PTC 2]NTC NTC (Negative Temperature Coefficient) It implies that the resistance of thermistor decreases with increases in its temperature. These thermistors can detect changes in temperature, which could not be observed with RTD's or Thermocouple circuits. NTC type thermistors mostly used in industry. Resistance of thermistor is used in industry is 2. 2 k Q. for temperature 30 °C. It's cost near about Rs. 10-15 SPECIFICATION:- *Range(? ): 50-300 *Accuracy : ± 1 *Resolution: 0. 01 ? C *Scale: Non-Linear *Thermister Constant: 4000? K OPERATIONAL AMPLIFIRES: One type of amplifier, which finds its way into almost a ll points of measurement and instrumentation system, is the operational amplifier. The word operational indicates that the amplifier can perform mathematical operations like inversion addition, subtraction, multiplication, division, integration and differentiation etc. Properties of ideal operational amplifier are: 1. It should have an infinite input impedance. 2. It should have zero output impedance. 3.It should have an infinite gain (gain of the order of 105 to 109) 4. It should have flat response over a wide frequency range. The operational amplifier consists of a very high gain amplifier with a negative > feedback. The gain of operational amplifier with negative feedback is determined by feedback components and not by the internal amplifier circuitry. APPLICATIONS OF OPERATIONAL AMPLIFIER: Some of the important applications of an op-amp are: 1. Amplifiers 2. Active filters 3. Arithmetic circuits 4. Log and antilog amplifiers 5. Voltage comparators 6. Waveform generators 7.Precis ion rectifiers 8. Multipliers 9. Timers 10. Multivibrators 11. Regulated power supplies Operational amplifier characteristics: 1. Input offset voltage : The input offset voltage is defined as the voltage that must be applied to the input terminals to drive the output to zero. This is about 2mV for 741 amplifier. It should be understand thet the offset voltage changes with temperature. 2. Input offset current: just as a voltage offset may be required across the input to make the output voltage zero, so a net current may be required between the inputs to zero the output voltage.This current is called input offset current. This is equal to the difference between the two input currents. 3. Input bias current: It is defined as the mean of the two input currents required to make the output voltage zero. 4. Slew rate: it is the highest rate at which the output can change, it is expressed in terms of v/jiS. 5. Unity gain frequency: in many cases, specifications include the frequency respons e including unity gain frequency. This is the frequency at which the open loop gain of the amplifier becomes unity. The low frequency gain is about 20,000 and falls to unity at about 1MHz. he amplifier is said to have a 1 MHz gain bandwidth produt. 6. Common mode rejection ratio (CMMR): it is defined as the ratio of differential gain to common mode gain. CMRR is infinite for ideal op-amp. Thus the output voltage corresponding to the common mode noise is zero. IDEAL CHARACTERISTICS OF OP-AMP: 1. Gain is maximum. 2. Input impedence should be infinite. 3. Output impedence should be zero. 4. CMRR should be infinite. 5. Bandwidth should be infinite. TYPICAL VALUES OF OP- AMP: 1. Input offset voltage:  ± 6mV. 2. Input offset current:  ±200nAmp 3. Input bias current:  ±7nAmp 4.Differential input resistance/impedence: 2m CI 5. Input impedence for 741 (FET op-amp): 1000 G Q 6. Output impedence: 75 Q. 7. Gain: 2 lakhs 8. Output voltage swing: 26Vpp 9. Supply current: 2. 8 mAmp APPLICATI ONS:- 1. It is used in lab and medical purpose. 2. PTC type thermistors are used to protect the motor from overheating. 3. It gives very accurate reading at high temperature. 4. For measurement of level pressure, flow of the liquid, composition of gases, thermal conductivity and vaccum measurement. UA741 General-purpose single operational amplifier UA741 General-purpose single operational amplifierFeatures * Large input voltage range * No latch-up * High gain * Short-circuit protection * No frequency compensation required * Same pin configuration as the UA709 Applications * Summing amplifiers * Voltage followers * Integrators * Active filters * Function generators Description The UA741 is a high performance monolithic operational amplifier constructed on a single silicon chip. It is intended for a wide range of analog applications. N DIP8 (plastic package) D SO-8 (plasticmicropackage) Pin connections (top view) 2 – Inverting input 3 – Non-inverting input 4 – VCC - 5 – Offset null 2 6 – Output 7 -Vcc+ – N. C. The high gain and wide range of operating voltages provide superior performances in integrator, summing amplifier and general feedback applications. The internal compensation network (6 dB/octave) ensures stability in closed- loop circuits. 1/11 www. st. com Schematic diagram 1 Schematic diagram UA741 Figure 1. Schematic diagram Absolute maximum ratings and operating conditions 2 Absolute maximum ratings and operating conditions Table 1. Absolute maximum ratings Symbol| Parameter| Value| Unit| Vcc| Supply voltage|  ±22| V| Vid| Differential input voltage|  ±30| V| Vi| Input voltage|  ±15| V| Output short-circuit duration| Infinite| | Rthja| Thermal resistance junction to ambient SO-8 DIP8| 125 85|  °C/W| Rthjc| Thermal resistance junction to case SO-8 DIP8| 40 41 |  °C/W| ESD| HBM: human body model(1) DIP package SO package| 500 400| V| | MM: machine model(2)| 100| V| | CDM: charged device model(3)| 1. 5| kV| Tstg| Storage temperature range| -65 to +150|  °C| 1. Human body model: a 100 pF capacitor is charged to the specified voltage, then discharged through a 1. 5kfl! resistor between two pins of the device. This is done for all couples of connected pin combinations while the other pins are floating. . Machine model: a 200 pF capacitor is charged to the specified voltage, then discharged directly between two pins of the device with no external series resistor (internal resistor < 5 n). This is done for all couples of connected pin combinations while the other pins are floating. UA741 3. Charged device model: all pins and the package are charged together to the specified voltage and then discharged directly to the ground through only one pin. This is done for all pins. 4. 4. INSTRUMENTATION AMPLIFIER: The low level signal output of electrical transducers often need to be mplified before further processing. This is done by the use of instrumentation amplifier. The important features of instrumentation amplifier are as follows. 1. Selectable gain with high gain accuracy and gain linearity. 2. Differential input capability with high gain common mode rejection. 3. High stability of gain with low temperature co-efficient. 4. low DC offset and drift errors referred to input. 5. low output impedance. The input amplifiers A[ and A2 act as input buffers with unity gain for common mode signals ecm and with a gain of (1+2R2/Ri) for differential signals.A high input impedance is ensured by the non-inverting configuration in which they operate. The common mode (cm) rejection is achieved by the following stage which is connected as a differential amplifier. The optimum common mode rejection can be obtained by adjusting R6 or R7 ensuring that Ei – Ei R4 R6 The amplifier A3 can also be made to have some nominal gain for the whole amplifier by an appropriate selection or R4, R5, R6 and R7. The drift errors of the second stage add to the product of the drift errors of t he first amplifier and first stage gain.Hence, it is necessary that the gain in the first stage be enough to prevent the overall drift performance from being significantly affected by the drift in the second stage. The drift problem of instrumentation amplifier can be improved if amplifiers Ai and A2 have offset voltages, which tends to track the temperature. The gain of an instrumentation amplifier can be varied by changing R{ alone. A high gain accuracy can be obtained by using precision metal film resistors for all the resistance. Figure shows a simplified differential instrumentation amplifier using a transducer bridge.A resistive transducer, thermistor, whose resistance changes as a function of some physical quantity such as temperature is connected in one arm of the bridge and is denoted by (Rr  ± A R), where RT is the resistance of the thermistor and delta R is the change in the Generally, resistors Ra, Rb and Rc are selected so that they are equal in value to the transduce r resistance RT at some reference condition. The bridge is balanced initially at a desired reference condition. However, as the temperature changes, the resistance of the thermistor also changes causing the bridge to unbalance (Va 4- Vb).The output voltage of the bridge can be expressed as a function of the change in the resistance of the thermistor. Let the change in resistance of the thermistor be delta R. since Rb and Rc are fixed resistors, the voltage Vb is constant. However, voltage Va varies as a function of the change in thermistor resistance. Therefore The negative sign in this equation indicates that Va