The Middle Assyrian Laws - 1035 Words

The Middle Assyrian Laws are a selection of laws also known as the Code of the Assyrians. They are composed in the wedge shaped writing system of ancient Mesopotamia. There are only twenty-eight given in the source but the actual number of codes in the society is uncertain. The codes listed are out of order and many numbers are missing. The documents were written in Akkadian, one of the earliest Semitic languages, in the Middle Assyrian dialect. The particular author of these codes is unknown. The existing copies though were apparently edited during the reign of the Assyrian king Tiglath- pileser I. The texts were found during the excavation of the site of Qal’at Shergat (ancient Assur) in northern Iraq in the early twentieth century. The existing copies number about fifteen tablets, one of which is duplicated by a copy that dates to the Neo – Assyrian period, around 900-612 BCE. The relationship of the document to each other is unclear. The evidence as to why these wer e written and whom they directly affect is not clear. The laws primarily target the relationship between male and female. The significance of the source is ambiguous, but based off of the time in history and people targeted in the law codes, the people who lived here were men and woman in relationships with one another. The codes explain the consequences, rules, and way of life in this time period. The clear audience for this document is woman. Each law is directed at men and women who interact with eachShow MoreRelatedThe And The Middle Assyrian Laws1205 Words   |  5 PagesThe Middle Assyrian Laws are a collection of laws that were put together for the people of Mesopotamia, although the author is unknown. These codes of law were originally written in Akkadian, one of the earliest Semitic languages. The excerpts are from the Code the Assyrians, which was made in 1075 BCE. According to the document, They were found during the twentieth century in ancient Assur (currently Northern Iraq) at the site of Qal’ at Shergart. These laws are significant because they implementedRead MoreRole of Women in Ancient Mesopotamia Essays1194 Words   |  5 Pagesthe struggling role of women from this early period of civilization through Assyrian law, a palace decree, and Hammurabi’s Code. The first text that is mentioned by Reilly, is that titled, Assyrian law. These codes tell us many things about the role of women in early civilization. The following code comes from two official documents that were from an empire based in Mesopotamia as far back as 1,100 B.C.E. The Assyrian law which will be discussed first, gives knowledgeable understanding of the attitudesRead MoreThe Worlds First Army1525 Words   |  7 Pages Assyrian War Techniques Assyria’s humble beginnings originated in a small trading community in the city of Ashur, in modern day Iraq. Nestled on the banks of the Tigris River with access to merchants, trade, and agricultural stability Ashur was named and supposedly founded by Noah’s son after the Great Flood. It was here that Assyria started its branching of power and influence to spread its conquests as far south as Egypt and as far east as Asia Minor. The Assyrian Army, along with its numerousRead MoreHistory Is Only What Someone Wrote Down1528 Words   |  7 Pagestheir assigned roles especially in the case of women. One would be mistaken though, in thinking that all ancient societies viewed women’s roles in the same light. â€Å"The Epic of Gilgamesh†, â€Å"Hammurabi’s Code† and â€Å"Assyrian Law† shows that the ancient Mesopotamians, Babylonians and Assyrians all had a different opinion of a woman’s role in society. Surprisingly enough, the old est of these societies, the Mesopotamians, had the most liberating and positive view of women as shown through their survivingRead MoreThe Study of Hebrew Diaspora1669 Words   |  7 Pagesuntil it was defeated by the Assyrians in 722 B.C.E. About a century later, Babylonia took over the southern kingdom (586 B.C.E.). One can easily attribute the direct cause of the Jewish Diaspora to the Assyrians and Babylonians conquering Israel and Judah, respectively. 586 B.C.E., the year when the Babylonians conquered Judah, is the official start date of the Jewish Diaspora. However, the Jewish Diaspora truly starts earlier with the Assyrians. In 722 B.C.E., the Assyrians weren’t satisfied with simplyRead MoreThe Influence Of The Paleolithic Period And The Neolithic Period923 Words   |  4 Pagessolstice began and the summer solstice began. 2.Two similarities between Sumerian and Assyrian sculptures would be that they both resemble some type of religious purposes and they both included relief sculptures that they used to remember something. The Sumerians religious sculptures were used to stand in place for worship and represented ones self. The figures usually had broad hips, and heavy legs. The Assyrian sculptures were much more scary, they usually included stone guardian monsters that wereRead MoreThe Assyrian Emperor s Resume : Ferocious Conquests A Specialty By Ashur Nasir Pal II1190 Words   |  5 Pagesfear into the hearts of thousands who oppose the Assyrian Empire. â€Å"An Assyrian Emperor’s Resume: Ferocious Conquests a Specialty† remains a paragon of these unspeakable tragedies transpiring around 875 B.C. Written by Ashur-Nasir-Pal II (or one of his subjects), this anecdote highlights his conquests as he claims ancient cities’ wealth, while brutally murdering foreign people and destroyi ng their lands. Geographically, the story takes place in the Middle East, specifically North Mesopotamia. AccordingRead MoreThe Savagery Of The Islamic State1502 Words   |  7 Pagesbeliefs. With this in mind, it is important to appreciate Islamic ideals and not sort them into the objectives of the Islamic State. (Losano) For months, the Islamic State has violated the rights of thousands of Iraqis and Syrians. The Yazidis and the Assyrians have been the main victims of ISIL, along with the Shia Muslims, because of their â€Å"satanic† beliefs. How severe is the violence? Well, al-Qaeda thought it was â€Å"too† excessive. (Bird) ISIS does not just kill people-they torture, mutilate, rob, andRead MoreBetween 2300 Bce To 476 Bce, Every One Of Those Regions1533 Words   |  7 Pagesthe divine that mythic combat was based off and would be constantly reenacted by the pharaohs until victory maintaining cosmic balance of the universe. Overall, there is a high level of cruelty in battle and would be carried on to captives. Old and Middle kingdom of Egypt would have extreme cruelty treatment of POWs, took part in martial cannibalism, and personal revenge is a positive moral consideration. The new kingdom showed a minor shift in thinking and during this time brutality became more ofRead MoreThe O rigins Of Western Civilization1547 Words   |  7 PagesThe early history of Western Civilization began in the middle east approximately five thousand years ago, and slowly moved west into Europe. Tis history is highlighted by the rise of many different kingdoms and empires, each with contribution to modern western culture. The following essay will describe the Ancient Greece, the Assyrians and the Ancient Roman, and the legacy each has the study of western civilization. Between 1100 and 387 BCE, the Greeks evolved from a very primitive agricultural

Marigolds Free Essays

What change does the main character experience from the beginning of the story to the end? From the beginning to the end of the story, the main character experiences her time when she was changing from child to woman. Growing up during the Great Depression in impoverished rural of Maryland, her family had been living through poverty and financial struggles. She was fourteen going on fifteen by that time so she understood everything her family or her neighbors had been through. We will write a custom essay sample on Marigolds or any similar topic only for you Order Now But She and ere brother were so young and innocence that they liked running around and teasing Miss Little with her marigolds mounds that she planted every summer. And the rising action that changed her childhood was the midnight when she first heard a man that was her father cry in helplessness and hopeless because he couldn’t get a job and take good care of the family. She felt his despair and her emotion of crying In fear, and degradation that led her run and ruin all the marigolds of Miss Little. When she looked up to â€Å"stared at her†, † that was the moment when childhood faded and manhood began†. She felt guilty, â€Å"awkward and ashamed† that moment marked the end of Innocence. Why did Miss Little plant the marigolds? She planted the marigolds because that was her happiness. They were very bright and colorful compared to her â€Å"sorry gray house†. Those passionate yellow mounds made her house really stand out. She took care of them â€Å"all summer, every summer† as her one Joy and hope. Without reviewing the story, what descriptive details do you remember? The detail that stands out In my mind Is the scene Elizabethan father cried out loud† In the middle of the night because he felt Impotent for not do anything for his wife and his kids In twenty-two years. A man Is always the leader of the house. Taking a good care of his family Is the most Important role they should. He was a strong man † who could whisk a child upon his shoulders and go singing through the house†. And † he sobbed, loudly and painfully, and cried helplessly and hopelessly In the dark night. † This really touches my heart. For the first time he despaired, and behind the wall, that also was the first time his daughter hear him cry. Marigolds By emphysema K. Kennedy job and take good care of the family. She felt his despair and her emotion of crying in the end of innocence. Why did Miss Little plant the marigolds? Remember? The detail that stands out in my mind is the scene Elizabethan father â€Å"cried out loud† in the middle of the night because he felt impotent for not do anything for his wife and his kids in twenty-two years. A man is always the leader of the house. Taking a good care of his family is the most important role they should. He hopelessly in the dark night. † This really touches my heart. For the first time he How to cite Marigolds, Papers

Carter Cleaning Continuing Case free essay sample

1. The disadvantages of administering tests to its employees is the cost associated with them and the legal factors that surround them. *If they ask the wrong question they could be faced with a law suit that would hurt the company’s image. *The advantages of administering tests is that they have shown to reveal positive results for the employer. *They tend to be reliable and dependable results so they may be worth the cost if they can stay within the legal aspects. 2. Jennifer should check to see if her company can afford background checks and see if the savings they receive from less employee theft will outweigh the expense. *If they do background checks, I also think that the employee turnover rate would decrease as a result of better candidates filling positions. *They could also try â€Å"scaring† the job applicants by emphasizing that theft will be punished with a ride in a cop car or something to that effect. We will write a custom essay sample on Carter Cleaning Continuing Case or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page *It seems to work on shop lifters. 3. She should call the police as soon as she has proof that the employee engaged in theft. *Police reports and court documents are public documents that will warn future employers of the individuals’ actions. * It will also set an example to the other employees of the consequences they face if they engage in the theft. Continuing Case Chapter 7 1. I think Jennifer should use interview forms that rate a candidates answers to the specified questions from Unsatisfactory to Distinguished Performer. *I think the form should include questions that pertain to the job available and then have 3-7 boxes that can be check marked to gauge the answer. *The number of boxes can be more or less depending on how specific they want their answers to be. Question should inquire about behavioral, situational, and level of knowledge about the job. *One that I am always asked is â€Å"Tell me about a time where you had to deal with an unfavorable customer, how did you handle the situation? † or â€Å"Why should I hire you? † *I think that since the organization is still small, that a computer based internet approach would be too costly and not effective for the type of interview they want. * They stated previously that they put the applicant into a job scenario to see if they know how to use the cleaning equipment, a computer based interview wouldn’t be able to give them that ability. 2. Yes, she should implement training similar to the training I had at a supermarket. * It was a video based training that showed a scenario, let you answer the question, and explained the correct answer. *In this case it could place a manager in an interview, state that they need to ask a certain question, pop up a short list of questions to choose from, then explain why one answer is correct over the others. *Recently at my colleges job placement service, I went to several mock interviews that really helped me understand the types of interview questions that would be asked and how to answer them. *I think this would also help managers know what questions would be appropriate.

Inherent Difficulties in thePerformance Appraisal Process Essay Sample free essay sample

The public presentation direction rhythm begins with nonsubjective scene where the appraisee ought to be oriented about public presentation outlooks for the given public presentation period. Throughout the period. public presentation is measured officially through the public presentation assessment exercising. where the valuator is given the opportunity to give public presentation feedback through an interview. The public presentation direction system is meaningfully linked to wagess based on results or consequences. Following all these. alterations are implemented to aims and activities. including the drafting of an single development program for shuting competence spreads ( Clark. 1998 ) . Types of Performance Appraisal Systems Traditionally. employee public presentation has been evaluated entirely by supervisors. Recently. nevertheless. organisations have realized that supervisors see merely certain facets of an employee’s behaviour. For case. a director might see merely 30 % of his staff’s behaviour ; the remainder is observed by clients. equals. and support staff in other parts of the organisation. We will write a custom essay sample on Inherent Difficulties in thePerformance Appraisal Process Essay Sample or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Furthermore. the staff might act otherwise around her supervisor than around other people. Consequently. to obtain an accurate position of the staff’s public presentation. these other beginnings should supply feedback. The cant for utilizing multiple beginnings to measure public presentation is 360-degree feedback ( Gruner. 1997 ) . Beginnings of relevant information include supervisors. equals. subsidiaries. clients. and self-appraisal. Harmonizing to Conway and Huffcutt ( 1997 ) . there is frequently really small understanding in the manner that two supervisors evaluate an employee or that a supervisor and a equal might rate an employee. Interestingly. supervisors whose self-ratings agree with others’ evaluations tend to be better performing artists than supervisors whose evaluations are non consistent with others’ ( Witt. 1996 ) . Supervisor Appraisals By far. the most common type of public presentation assessment is the supervisor evaluation. In fact. Bernardin A ; Beatty ( 1984 ) estimated that over 90 % of all public presentation assessments are conducted utilizing supervisors’ evaluations of public presentation. Supervisors are best able to measure the extent to which an employee contributes to the overall success of the organisation. Through supervisors may non see every minute of an employee’s behaviour. they do see the terminal consequence. A superior may non really see a staff mark up clients but will reexamine the overall end product for the twenty-four hours. Peer Appraisals Whereas supervisors see the consequences of an employee’s attempts. equals frequently see the existent behaviour. Peer evaluations normally come from employees who work straight with an employee. An employee may be rated by those in the same degree or place. However. other employees in the organisation. those who frequently come in contact with the employee. can besides supply utile information. Research has shown that equal evaluations are reasonably dependable merely when the equals who make the evaluations are similar to and sell acquainted with the employees being rated ( Mumford. 1983 ) . Most of import. equal evaluations have been successful in foretelling the hereafter success of promoted employees as they correlate extremely with supervisor evaluations ( Cederbloom. 1989 ) . But even through equal evaluations appear promising. few organisations use them. One ground could be that peer evaluations are indulgent when used for rating intents bit non when they are used merely to supply feedback ( Farh. Cannella. A ; Bedeian. 1991 ) . Research suggests that certain employees are more indulgent in their equal evaluations than are other employees. Saavedra A ; Kwun ( 1993 ) found that high performing artists evaluate their equals more purely than make low performing artists. This difference in evaluations is likely because employees compare others to themselves. Therefore. the mean employee does non look impressive to a high performing artist but may to a less productive employee. Though equals may supply a alone position of public presentation. employees tend to respond worse to negative feedback from equals than they do to feedback from experts ( Albright A ; Levy. 1995 ) . Employees who score high in self-esteem. high in self-monitoring. and low in individuality react most favourably to peer evaluations ( Long. Long A ; Dobbins. 1998 ) . Subordinate Appraisals Subordinate feedback. besides called upward feedback is an of import constituent of 360-degree feedback. as subsidiaries can supply a really different position about a supervisor’s behaviour ( Whetstone. 1994 ) . However. with the exclusion of pupils evaluation instructors. formal methods are neither common nor good regarded by directors ( McEvoy. 1990 ) . Subordinate evaluations can be hard to obtain because employees fear a recoil if they unfavorably rate their supervisor. particularly when a supervisor has merely one or two subsidiaries. However. subordinates’ feedback can be encouraged if supervisors appear unfastened to employee remarks ( Baumgartner. 1994 ) and if the evaluations are made anonymously ( Antonioni. 1994 ) . Interestingly. subordinate evaluations correlate extremely with upper direction evaluations of supervisors’ public presentation ( Furnham A ; Stringfield. 1994 ) . Research indicates that low-level feedback can heighten managerial public presentation. particularly that of ill executing directors ( Walker. 1997 ) . This betterment in public presentation holds particularly for countries targeted for betterment ( Clarke. Rogers. A ; Miklos. 1996 ) . Customer Appraisals Though it would be improbable that an organisation would inquire clients to make full out a public presentation assessment instrument on an employee. organisations do value client feedback. Informally. clients provide feedback on employee public presentation by registering ailments or congratulating a director about one of his subsidiaries. Formally. clients provide feedback by finishing rating cards ( Farh. Canella. A ; Bedeian. 1991 ) . Self-appraisal Leting an employee to measure her ain behaviour and public presentation is a technique used by 12 % of a sample of organisations ( Laser A ; Wisdom. 1977 ) . Research on self-appraisal. nevertheless. has demonstrated that self-appraisals tend to endure from lenience ( Holdback. 1978 ; Meyer. 1980 ) and correlate reasonably ( r= . 29 ) with existent public presentation ( Maybe A ; West. 1982 ) and ill with low-level evaluations ( London A ; Wholes. 1991 ) . However. when ratings are made with clear evaluation criterions and societal comparing information. understanding is increased between self- and supervisor evaluations ( Keeping A ; Sulky. 1996 ) . The lenience found in the self-ratings of US workers may non generalise to other states. Farh. Dobbins. and Cheng ( 1991 ) found that the self-ratings of Chinese workers suffered from modestness instead than lenience However. Furnham A ; Stringfield ( 1994 ) and Yu and Murphy ( 1993 ) found lenience in the self-ratings of Mainland Chinese employees. Further research is still needed to look into possible cultural differences in Mainland Chinese evaluations. Self-appraisals of public presentation appear to be the most accurate when the intent of the self-appraisal is for either research or public presentation assessment review interviews instead than for such administrative intents as rises or publicities ( Williams A ; Levy. 1992 ) . and when employees believe that an nonsubjective record of their public presentation is available with which the supervisor can compare the self-appraisal ( Farh A ; Werbel. 1986 ) . Systems for Measuring Performance Trait-focused assessment systems. A trait-focused system dressed ores on employees’ properties such as their dependableness. assertiveness. and friendliness. Though normally used. trait focused public presentation assessment instruments are non a good thought because they provide hapless feedback and therefore will non ensue in employee development and growing ( Kingstrom A ; Bass. 1981 ) . For illustration. in a public presentation reappraisal meeting in which the supervisor tells an employee that she received low evaluations on duty and friendliness. the employee is likely to go defensive. Furthermore. the employee will desire specific examples the supervisor may non hold available ( Kingstrom A ; Bass. 1981 ) . Behavior-focused public presentation assessment systems. Behavior-focused instruments concentrate on what an employee does. Alternatively of evaluation them on personal traits. a behavior-focused instrument would rate him or her on specific behaviours. For illustration. in the instance of a bank Teller. some behaviours that may be rated on are as follows: â€Å"Knows customers’ names† . and â€Å"Thanks client after each dealing. † The obvious advantage to a behavior-focused system is the sum of specific feedback that can be given to each employee. Further. the focal point on behaviour instead than traits does non merely cut down employee defensiveness but reduces legal jobs ( Kingstrom A ; Bass. 1981 ) . There are assorted methods for evaluation behaviour. as follows: Graphic evaluation graduated tables. The most common evaluation graduated table is the in writing evaluation graduated table. Such graduated tables are simple. with 5 to 7 points accompanied by words such as good and hapless grounding the terminals of the graduated table. The obvious advantage to graphic evaluation graduated tables is their easiness of building and usage. but they have been criticized because of their susceptibleness to such evaluation mistakes as aura and lenience ( Kingstrom A ; Bass. 1981 ) Behaviorally anchored evaluation graduated tables. P. C. Smith and Kendall ( 1983 ) developed behaviorally anchored evaluation graduated tables ( BARSs ) . which use critical incidents ( samples of behaviour ) to supply significance to the Numberss on a evaluation graduated table. To utilize the graduated table when really evaluation public presentation. the supervisor compares the incidents she has recorded for each employee to the incidents on the graduated table. This can be done in one of two ways. The most accurate ( and clip devouring ) method compares each of the recorded incidents to the ground tackles and records the value of the incident on the graduated table that most closely resembles the recorded incident. The value for each incident is summed and divided by the entire figure of incidents recorded for that dimension ; this yields an mean incident value. which is the employee’s evaluation for that peculiar occupation dimension ( Smith A ; Kendall. 1983 ) . In the 2nd method. which is easier but is less accurate. all of the recorded incidents are read to obtain a general feeling of each employee. This general feeling is compared to the incidents that anchor each graduated table point. The scale point following to the incident that most closely resembles the general feeling gained from the incidents so becomes an employee’s mark for that dimension ( Smith A ; Kendall. 1983 ) . Evaluation of Performance Appraisal Methods We now come to the inquiry of measuring which assessment method is best. Research has shown that more complicated techniques such as BARS. forced-choice graduated tables. and assorted criterion graduated tables are merely on occasion superior to cheap and unsophisticated in writing evaluation graduated tables ( Giffin. 1989 ) . In fact. behavioural ground tackles sometimes bias supervisors’ evaluations by coercing them to concentrate on specific behaviours ( Murphy A ; Constans. 1987 ) . Yet in writing evaluation graduated tables are rarely superior to these more complicated evaluation methods. Although the more complicated techniques are merely more psychometrically sound. they still have some advantages over in writing evaluation graduated tables. Because employees are straight involved in making techniques such as BARS. they tend to see public presentation rating consequences as being more just. Furthermore. many supervisors who make such evaluations prefer many of the more complicated behavioural attacks. Finally feedback from BARS may take to greater additions in future public presentation than feedback from in writing evaluation graduated tables ( Hom. DeNisi. Kinicki. A ; Bannister. 1982 ) . Though many of the behavioural methods yield similar consequences. the same is non true when comparing subjective and nonsubjective evaluations. A meta-analysis by Bommer. Johnson. Rich. Podsakoff. and Mackenzie ( 1995 ) indicated that aim and subjective consequences are merely somewhat correlated ( r= . 39 ) . Interestingly. there was a stronger relationship between aim and subjective evaluations of measure ( r= . 38 ) than between nonsubjective and subjective evaluations of quality ( r= . 24 ) . From a legal position. tribunals are more interested in the due procedure afforded by a public presentation assessment system that in its proficient facets. After reexamining 295 circuit tribunal determination sing public presentation assessment. Werner A ; Bolino ( 1997 ) concluded that public presentation assessment systems are most likely to last a legal challenge if they are based on occupation analysis. if raters receive preparation and written instructions. if employees are allowed to reexamine consequences. and if evaluations from multiple raters are consistent. Rating Mistakes Some of the mistakes that may be committed in measuring public presentation are discussed below: Distribution mistakes. A common type of mistake in measuring employee public presentation involves the distribution of evaluations on a evaluation graduated table ; such mistakes are known as distribution mistakes. One sort of distribution mistake is called lenience mistake because certain raters tend to rate every employee at the upper terminal of the scale regardless of the existent public presentation of the employee. A related mistake is cardinal inclination mistake. which consequences in a supervisor’s evaluation every employee in the center of the graduated table. Still another mistake. strictness mistake. rates every employee at the lower terminal of the graduated table. These types of mistakes pose jobs for an organisation because two employees making equal work will have different evaluations if one employee is supervised by a indulgent rater and another by a rigorous rater. This job can be eliminated partially by holding several people rate each employee ( Kane A ; Lawler. 1979 ) . although this is non frequently executable. particularly in little trade name offices with merely one director or supervisor. Halo errrors.A aura mistake occurs when a rater allows either a individual property or an overall feeling of an single to impact evaluations that she makes on each relevant occupation dimension. Halo effects occur particularly when the rater has small cognition of the occupation and is less familiar with the individual being rated ( Kozlowski. Kirsh. A ; Chao. 1986 ) . Normally. halo mistake is statistically determined by correlating the evaluations for each dimension with those for the other dimensions. If there are extremely correlated. halo mistake is frequently said to hold occurred. However. some writers argue that many times consistent evaluations across several dimensions indicate non error but existent employee public presentation. Halo mistakes may or may non be a serious job. but they can be reduced by holding supervisors rated each trait at several times. That is. the supervisor might rate the employee on attending one twenty-four hours and so rate her on dependableness the following twenty-four hours ( Balzer A ; Sulzky. 1992 ) . Proximity mistakes. Proximity mistakes occur when a evaluation made on one dimension affects the evaluation on the dimension that instantly follows it on the evaluation graduated table. With propinquity mistake. merely the dimensions physically located nearest a peculiar dimension on the evaluation graduated table are affected ; the ground for the consequence. in fact. is the close physical propinquity of the dimension instead than the overall feeling ( Balzer A ; Sulzky. 1992 ) . Contrast mistakes.The public presentation evaluations one individual receives can be influenced by the public presentation of the antecedently evaluated individual. These mistakes can happen between separate public presentation ratings of the same individual. That is. the evaluations received by one individual on one public presentation assessment will impact the evaluations made on an appraisal six months subsequently ( Bravo A ; Kravitz. 1996 ) . Contrast effects occur merely when the individual doing the rating really sees the employee perform and rates the employee during both evaluation periods. Even if a new supervisor reads that an employee’s old ratings were first-class but observes hapless public presentation by the employee. she will likely go on to give first-class evaluations – even though the employee’s public presentation deteriorated. Smither et Al ( 1988 ) name this evaluation mistake assimilation. Sampling Problems Recency consequence. Performance assessments are typically conducted one time or twice a twelvemonth. The rating is designed to cover all of the behaviours that have taken topographic point during the old 6 months to a twelvemonth. Research has demonstrated. nevertheless. that recent behaviours are given more weight in the public presentation rating than behaviours that occurred during the first few months of the rating period. Such an consequence penalizes workers who performed good during most of the period but tailed off toward the terminal. and it rewards workers who save their best work until merely before the rating ( Bravo A ; Kravitz. 1996 ) . Infrequent observation.Another job that affects public presentation assessments is that many directors or supervisor do non hold the chance to detect a representative sample of employee behaviour. Infrequent observation occurs for two grounds. First. directors are frequently so busy with their ain work that they frequently have no clip to â€Å"walk the floor† and detect their employees’ behaviour. Alternatively. they make illations based on completed work or employee personality traits ( Conway A ; Huffcutt. 1997 ) . This job can be alleviated slightly by holding several raters evaluate the employee. Other raters can be other supervisors. equals. and even clients. A meta-analysis conducted by Conway and Huffcutt ( 1997 ) indicated that supervisor evaluations on the mean correlative. 34 with equal evaluations. Thus. even though the two groups tend to hold with one another. the understanding is surely non perfect. Cognitive Processing of Observed Behavior Observation of behaviour. Just because an employee’s behaviour is observed does non vouch that it will be decently remembered or recalled during the public presentation assessment. Cooper ( 1981 ) indicates that raters recall those behaviours that are consistent with the general feeling of an employee ( a aura ) . And the greater the clip interval between the existent behaviour and the public presentation evaluation. the greater the chance that aura and deformation mistakes occur. Furthermore. raters who are familiar with the occupation being evaluated callback more judgements about public presentation but fewer behaviours than do raters who are unfamiliar with the occupation ( Cooper. 1981 ) . But even though memory-based evaluations lead to more deformation. in many fortunes they are more accurate than evaluations made instantly after the behaviours occur ( Murphy A ; Blazer. 1986 ) . The ground for these additions in aura and truth is non clear. Supervisors possibly realize that it will be a long internal between observation of employee behaviour and the formal rating of that behaviour and that they will non be able to retrieve specific behaviours. Therefore. they form an overall feeling of the employee and an ideal and a hapless employee and measure the employee on the footing of comparing with the ideal ( Murphy A ; Blazer. 1986 ) . Emotional province. The sum of emphasis under which a supervisor operates besides affects her public presentation evaluations. Srinivas and Motowidlo ( 1987 ) found that raters who were placed in a nerve-racking state of affairs produced evaluations with more mistakes than did raters who were non under emphasis. This determination is of import because public presentation ratings are frequently conducted hastily as supervisors evaluated employee public presentation so that they can return to their â€Å"real† work. Raters who like the individual being rated may be more indulgent and less accurate in evaluation employees than are raters who neither like nor dislike their employees. But this does non intend that a individual who is liked will ever have higher evaluations than person who is disliked. The rater may cover in an attempt to be â€Å"fair† . The rater’s feelings or impact. toward an employee may interfere with the cognitive processing of existent public presentation information ( Srinivas and Motowidlo. 1987 ) . Research has besides indicated that racial prejudice exists in public presentation ratings. Kraiger and Ford ( 1985 ) conducted a meta-analysis of 74 surveies and found that White raters gave higher public presentation evaluations to White employees and that Black raters gave higher evaluations to Black employees. Interestingly. this prejudice occurred merely with surveies affecting existent organisations ; laboratory research seldom reveal racial prejudice in evaluation. Communicating Appraisal Results to Employees Possibly the most of import usage of public presentation rating informations is to supply feedback to the employee and measure his or her strengths and failings so that farther preparation can be implemented. Although this feedback and preparation should be an on-going procedure. the semi-annual rating might be the best clip to officially discourse employee public presentation. Furthermore. keeping a formal reappraisal interview places the organisation on better legal land in the event of a case ( Field A ; Holley. 1982 ) . Normally. in most organisations a supervisor spends a few proceedingss with employees every six months to state them about the tonss they received during the most recent public presentation rating period. This procedure is likely the norm because most directors do non like to judge others ; because of this disfavor. they try to finish the rating procedure every bit rapidly as possible ( Field A ; Holley. 1982 ) . Furthermore. seldom does measuring employees benefit the supervisor. The best scenario is to hear no ailments. and the worst scenario is a case. In fact. one survey demonstrated that dissatisfaction and a lessening in organisational committedness occurs even when an employee receives an rating that is â€Å"satisfactory† but non outstanding ( Pearce A ; Porter. 1986 ) . Finally. in the â€Å"tell and sell† attack to public presentation assessment interviews. a supervisor â€Å"tells† an employee everything she has done ill and so â€Å"sells† her on the ways in which she can better. This method. nevertheless. accomplishes small. There are certain techniques that will do the public presentation assessment interview more effectual. and these are discussed in the undermentioned subdivisions. Both the supervisor and the employee must hold clip to fix for the reappraisal interview. Both should be allowed at least 1 hr to fix before an interview and at least 1 hr before the interview itself ( Pearce A ; Porter. 1986 ) . The interview location should be a impersonal topographic point that ensures privateness and allows the supervisor and the employee to confront one another without a desk between them as a communicating barrier ( Rhoads. 1997 ) . Performance assessment reappraisal interviews should be scheduled at least one time every 6 months for most employees and more frequently for new employees. Review interviews are normally scheduled 6 months after an employee begins working for the organisation. It is of import to observe that while formal public presentation reappraisal interviews occur merely twice a twelvemonth. informal â€Å"progress checks† should be held throughout the twelvemonth to supply feedback ( Rhoads. 1997 ) . While fixing for the interview. the supervisor should reexamine the evaluations she has assigned to the employee and the grounds for those evaluations. This measure is of import because the quality of feedback given to employees will impact their satisfaction with the full public presentation assessment procedure ( King. 1984 ) . Meanwhile the employee should rate her ain public presentation. utilizing the same format as the supervisor. The employee besides should compose down specific grounds and illustrations that support the evaluations she gives herself ( King. 1984 ) . At the beginning of the interview. the supervisor should pass on the followers: 1 ) the function of the public presentation assessment – that doing determinations about salary additions and expirations is non its exclusive intent ; 2 ) how the public presentation assessment was conducted ; and 3 ) how the rating procedure was accomplished. It is advisable that the supervisor besides communicate her ain feelings about the public presentation assessment procedure ( Kelly. 1984 ) . The reappraisal procedure is likely best begun with the employee pass oning her ain evaluations and her justification for those evaluations. Research indicates that employees who are actively involved in the interview from the start will be more satisfied with the consequences. The supervisor so communicates his evaluations and his grounds for them ( King. 1984 ) . At the decision of the interview. ends should be reciprocally set for future public presentation and behaviour. and both supervisor and employee should understand how these ends are met ( Cederbloom. 1982 ) . On the whole. the public presentation assessment procedure. with its built-in troubles. may be leveraged on to better organisational productiveness. Proper direction of this procedure shall assist actuate employees. and finally. convey more to the enterprise’s caissons. Mentions Albright. M. A ; Levy. P. ( 1995 ) . The effects of beginning credibleness and public presentation disagreement on reactions to multiple raters.Journal of Applied Social Psychology. 25 ( 7 ) .537-548. Antonioni. D. ( 1994 ) . The effects of feedback answerability on upward assessment evaluations.Personnel Psychology. 47 ( 2 ) .349-356. Balzer. W. K. . A ; Sulzky. L. M. ( 1992 ) . Halo and public presentation assessment research: A critical scrutiny. Journal of Applied Psychology. 77 ( 6 ) . 971-986. Baumgartner. J. ( 1994 ) . Give it to me directly.Training: Development. 48 ( 6 ) . 49-51. Bernardin. H. A ; Beatty. R. ( 1984 ) .Performance assessment: Assessing human behaviour at work. Boston: Kent. Bommer. W. H. . Johnson. J. L. . Rich. G. A. . Podsakoff. P. M. . A ; Mackenzie. S. B. ( 1995 ) . On the exchangeability of nonsubjective and subjective steps of employee public presentation: A meta-analysis. Personnel Psychology. 48 ( 3 ) . 587-605. Bravo. 1. M. . A ; Kravitz. D. A. ( 1996 ) . Context effects in public presentation assessments: Influence of mark value. context mutual opposition. and single differences. Journal of Applied Social Psychology. 26 ( 19 ) . Cederbloom. D. ( 1982 ) . The public presentation assessment interview: A reappraisal. deductions. and suggestions. Academy of Management Review. 7. 219-227. Cederbloom. D. ( 1989 ) . Peer and supervisor ratings: An underused publicity method used for jurisprudence enforcement.Proceedings of the 13ThursdayAnnual Meeting of the International Personnel Management Association Assessment Council. Clarke. D. . Rogers. V. A ; Miklos. S. ( 1996 ) .Upward assessment: Does it do a difference?Paper presented at the 11Thursdayone-year meeting of the Society for Industrial and Organizational Psychology. St. Louis. MO. Clarke. D. . Rogers. V. A ; Miklos. S. ( 1996 ) .Upward assessment: Does it do a difference?Paper presented at the 11Thursdayone-year meeting of the Society for Industrial and Organizational Psychology. St. Louis. MO. Conway. J. A ; Huffcutt. A. ( 1997 ) . Psychometric belongingss of multi-score public presentation evaluations: A meta-analysis of subsidiary. supervisor. equal. and self-ratings.Human Performance.10 ( 4 ) .331-360. Conway. J. M. . A ; Huffcutt. A. I. ( 1997 ) . psychometric belongingss of multisource public presentation evaluations: A meta-analysis of subsidiary. supervisor. equal. and self-ratings. Human Performance. 10 ( 4 ) . 331-360. Cooper. W. H. ( 1981b ) . Omnipresent aura. Psychological Bulletin. 90. 218-244. Fahr. J. A ; Werbel. J. ( 1986 ) . Effectss of intent of the assessment and outlook of proof on self-appraisal lenience.Journal of Applied Psychology. 71.527-529. Farh. J. . Canella. A. . A ; Bedeian. A. ( 1991 ) . Peer evaluations: The impact of intent on evaluation quality and user credence.Group and Organization Studies. 16 ( 4 ) .367-386. Farh. J. . Canella. A. . A ; Bedeian. A. ( 1991 ) . Peer evaluations: The impact of intent on evaluation quality and user credence.Group and Organization Studies. 16 ( 4 ) .367-386. Farh. J. . Dobbins. G. . A ; Cheng. B. ( 1991 ) . Cultural relativity in action: A comparing of self-ratings made by Chinese and US workers.Personnel Psychology. 44 ( 1 ) .129-147. Field. H. S. . A ; Holley. W. H. ( 1982 ) . The relationship of public presentation assessment system features to finding of facts in selected employment favoritism instances. Academy of Management Journal. 25. 392-406. Furnham. A. A ; Stringfield. P. ( 1994 ) . Congruity of ego and low-level evaluations of managerial patterns as a correlative of superior rating.Journal of Occupational and Organizational Psychology. 67 ( 1 ) .57-67. Furnham. A. A ; Stringfield. P. ( 1994 ) . Congruity of ego and low-level evaluations of managerial patterns as a correlative of superior rating.Journal of Occupational and Organizational Psychology. 67 ( 1 ) .57-67. Giffin. M. E. ( 1989 ) . Personnel research on proving. choice. and public presentation assessment. Public Personnel Management. 18. 127-137. Gruner. S. ( 1997 ) Feedback from everyone: Are 360-degree public presentation reviews a cockamamie craze – or a smart direction tool?Inc. .19 ( 2 ) .102-103. Holzbach. R. ( 1978 ) . Rater prejudice in public presentation evaluations: Supervisor. self- and equal evaluations.Journal of Applied Psychology. 63.579-588. Hom. P. W. . DeNisi. A. S. . Kinicki. A. J. . A ; Bannister. B. D. ( 1982 ) . Effectiveness of public presentation feedback from behaviorally anchored evaluation graduated tables. Journal of Applied Psychology. 67. 568-576. Kane. J. S. . A ; Lawler. E. E. ( 1979 ) . Performance assessment effectivity: Its appraisal and determiners. In B. M. Staw ( Ed. ) . Research in organisational behaviour ( Vol. 1. . pp. 425-478 ) . GreenWich. Connecticut: JAI Press. Keeping. L. A ; Sulsky. L. ( 1996 ) .Analyzing the quality of self-ratings of public presentation. Poster presented at the 11Thursdayone-year meeting of the Society for Industrial and Organizational Psychology. San Diego. CA. Kelly. C. M. ( 1984 ) . Reasonable public presentation assessments. Training: Development. 38 ( 1 ) . 79-82. King. P. ( 1984 ) . Performance planning and assessment. New York: McGraw-Hill. Kozlowski. S. . Kirsch. M. P. . A ; Chao. G. T. ( 1986 ) . Job cognition. ratee acquaintance. conceptual similarity and halo mistake: An geographic expedition. Journal of Applied Psychology. 71 45-49. Kraiger. K. . A ; Ford. J. K. ( 1985 ) . A meta-analysis of ratee race effects. Journal of Applied Psychology. 70. 56-65. Lazer. R. A ; Wikstrom. W. ( 1977 ) .Measuring managerial public presentation. New York: The Conference Board. London. M. A ; Wohlers. A. ( 1991 ) . Agreement between subsidiary and self-ratings in upward feedback.Personnel Psychology. 44.375-390. Long. W. . Long. E. . A ; Dobbins. G. ( 1998 ) . Correlates of satisfaction with a equal rating system: Probe of public presentation degrees and single differences.Journal of Business and Psychology. 12 ( 33 ) . 299-317. Mabe. P. A ; West. S. ( 1982 ) . Cogency of self-evaluation of ability: A reappraisal and meta-analysis.Journal of Applied Psychology. 67.280-296. McEvoy. G. ( 1990 ) . Public sector managers’ reactions to assessments by subsidiaries.Public Personnel Management. 19 ( 2 ) .201-212. Meyer. H. ( 1980 ) . Self-appraisal of occupation public presentation.Personnel Psychology. 33.291-296. Mumford. M. ( 1983 ) . Social comparing theory and the rating of equal ratings: A reappraisal and some applied deductions.Forces Psychology.36.867-881. Murphy. K. R. . A ; Blazer. W. K. ( 1986 ) . Systematic deformations in memory-based behavior evaluations and public presentation ratings: Consequences for evaluation truth. Journal of Applied Psychology. 71. 39-44. Murphy. K. R. . A ; Constans. J. ( 1987 ) . Behavioral ground tackles as a beginning of prejudice in evaluation. Journal of Applied Psychology. 72. 573-577. Pearce. J. L. . A ; Porter. L. W. ( 1986 ) . Employee responses to formal public presentation assessment feedback. Journal of Applied Psychology. 71. 211-218. evaluation graduated tables ( BARS ) and other evaluation formats. Personnel Psychology. 34. 263-289. Rhoads. C. ( 1997 ) . A year-around agenda said to take biting out of public presentation reappraisals. American Banker. 162 ( 28 ) . 6. Saavedra. R. A ; Kwun. S. ( 1993 ) . Peer rating in self-managing work groups.Journal of Applied Psychology. 78 ( 3 ) . 450-462. Smith. P. C. . A ; Kendall. L. M. ( 1963 ) . Retranslating outlooks: An attack to the building of unambiguous ground tackles for evaluation graduated tables. Journal of Applied Psychology. 47. 149-155. Smither. J. w. . Reilly. R. R. . A ; Buda. R. ( 1988 ) . Consequence of anterior public presentation information on evaluations of recent public presentation: Contrast versus assimilation revisited. Journal of Applied Psychology. 73. 487-496. Srinivas. S. . A ; Motowidlo. S. J. ( 1987 ) . Effectss of rater’s emphasis on the scattering and favorability of public presentation evaluations. Journal of Applied Psychology. 72. 247-25l. Walker. A. ( 1997 ) .Upward feedback: Incremental betterment in managers’ public presentation over five old ages.Poster presented at the 12ThursdayAnnual Conference of the Society for Industrial and Organizational Psychology. St. Louis. MO. Werner. J. M. . A ; Bolino. M. C. ( 1997 ) . Explaining U. S. Courts of Appeals determinations affecting public presentation assessment: Accuracy. equity. and proof. Personnel Psychology. 50 ( 1 ) . 1-24. Whetstone. T. ( 1994 ) . Subordinates evaluate supervisory and administrative public presentation.Police Chief. 61 ( 6 ) .57-62. Williams. J. A ; Levy. P. ( 1992 ) . The effects of sensed system cognition on the understanding between self-ratings and superior evaluations.Personnel Psychology. 45.835-847. Witt. L. ( 1996 ) .Listen up! Your upward feedback consequences are talking. Poster presented at the 11ThursdayAnnual Conference of the Society for Industrial and Organizational Psychology. San Diego. CA. Yu. J. A ; Murphy. K. ( 1993 ) . Modesty prejudice in self-ratings of public presentation: A trial of the cultural relating hypothesis.Personnel Psychology. 46 ( 2 ) .357-363.

Free Essays on Fanny Brice

Fanny Brice Fanny Brice had a very cool and inspiring career. The Entertainment industry didn’t know it at the time but her career would reflect significant changes in American theatre. Fanny was a thin, talented and very Jewish looking young lady. The common female performer of the day was the equivalent of a Vages show girl. Fanny didn’t exactly fit the mold of a typical female stage performer. The trend in theatre was to be more sexually explicit to accommodate the growing number of male audience members. So the content changed dramatically, women performers had become silent, just on stage to display their bodies. â€Å" Turn of the century theatrical posters pictured a world dominated by females.† â€Å" Men (usually rendered as upper class) were represented as powerless onlookers, Functionaries, or victims of working class women’s overbearing sexual presence.† Sounds empowering, yes it is, but for all the wrong reasons. This type of advertising makes the m look like empowered peaces of meat. In a world full of other performers jockeying for fame, Fanny enlisted (bribed is more like it) help from the dancers. Dancing was a big thing that she needed to work on to make herself a more marketable talent. She grabbed up all the undergarments in her house and would give them to the dancers in exchange for dance lessons. Over time she became Quite good. She took a similar approach when it came to getting a song written. â€Å" All the other Singers were surrounding Ziegfields two African-American song writers, Joe Jordan and will Marion Cook, hoping to get a song written especially for them.† Fanny did what every fine upstanding politician would do, She Bribed them; with food that is. â€Å" How would you like a real home cooked meal? My mom is the best cook in Now York.† The ploy worked. They ended up giving her the song â€Å" Lovely Joe.† The really cool thing about Fanny is that she took the initiative and didn’t except t... Free Essays on Fanny Brice Free Essays on Fanny Brice Fanny Brice Fanny Brice had a very cool and inspiring career. The Entertainment industry didn’t know it at the time but her career would reflect significant changes in American theatre. Fanny was a thin, talented and very Jewish looking young lady. The common female performer of the day was the equivalent of a Vages show girl. Fanny didn’t exactly fit the mold of a typical female stage performer. The trend in theatre was to be more sexually explicit to accommodate the growing number of male audience members. So the content changed dramatically, women performers had become silent, just on stage to display their bodies. â€Å" Turn of the century theatrical posters pictured a world dominated by females.† â€Å" Men (usually rendered as upper class) were represented as powerless onlookers, Functionaries, or victims of working class women’s overbearing sexual presence.† Sounds empowering, yes it is, but for all the wrong reasons. This type of advertising makes the m look like empowered peaces of meat. In a world full of other performers jockeying for fame, Fanny enlisted (bribed is more like it) help from the dancers. Dancing was a big thing that she needed to work on to make herself a more marketable talent. She grabbed up all the undergarments in her house and would give them to the dancers in exchange for dance lessons. Over time she became Quite good. She took a similar approach when it came to getting a song written. â€Å" All the other Singers were surrounding Ziegfields two African-American song writers, Joe Jordan and will Marion Cook, hoping to get a song written especially for them.† Fanny did what every fine upstanding politician would do, She Bribed them; with food that is. â€Å" How would you like a real home cooked meal? My mom is the best cook in Now York.† The ploy worked. They ended up giving her the song â€Å" Lovely Joe.† The really cool thing about Fanny is that she took the initiative and didn’t except t...

Overview of the US Civil War Battle of Richmond

Overview of the US Civil War Battle of Richmond In 1862, Confederate Major General Kirby Smith ordered an offensive into Kentucky. The advance team was led by Brigadier General Patrick R. Cleburne who had his cavalry led by Colonel John S. Scott out front. On August 29th, the cavalry began a skirmish with Union troopers on the road to Richmond, Kentucky. By noon, the Union infantry and artillery had joined the fight, causing the Confederates to retreat to Big Hill. Pressing his advantage, Union Brigadier General Mahlon D. Manson sent a brigade to march towards Rogersville and the Confederates. Dates August 29-30, 1862 Location Richmond, Kentucky Key Individuals Involved Union: Major General William NelsonConfederate: Major General E. Kirby Smith Outcome Confederate Victory. 5,650 casualties of which 4,900 were Union soldiers. Overview of the Battle The day ended with a brief skirmish between the Union forces and Cleburne’s men. During the evening both Manson and Cleburne discussed the situation with their superior officers. Union Major General William Nelson ordered another brigade to attack. Confederate Major General Kirby Smith gave Cleburne the order to attack and promised reinforcements. In the early morning hours, Cleburne marched north, won against Union skirmishers, and approached the Union line near Zion Church. Over the course of the day, reinforcements arrived for both sides. After exchanging artillery fire, the troops attacked. The Confederates were able to push through the Union right, causing them to retreat to Rogersville. They tried to make a stand there. At this point, Smith and Nelson had taken command of their own armies. Nelson attempted to rally the troops, but the Union soldiers were routed. Nelson and some of his men were able to escape. However, by the end of the day, 4,000 Union soldiers were captured. More significantly, the way north was open for the Confederates to advance.

What are the challenges associated with introducing e-learning within Essay

What are the challenges associated with introducing e-learning within organisations - Essay Example The availability and the ease of access to the web-based resources have added new dimensions to corporate training. Companies have been forced to adapt to the constantly and rapidly changing world. Global trade and marketing environment require change but change erodes control and prevents the establishment of status quo. The production processes and the marketing technique need to be replaced. Companies who innovate will survive. The pace at which technology is changing is overwhelming and it is essential to mould the employees accordingly or lose out. The type of training, the pace and the means of training have all undergone a change (Byers, 2005). The new sources now compel an organization to embrace e-learning which implies new ways to support and deliver training. E-learning also known as computer-based learning or online distance educations refers to the structured, computer enabled learning carried out by individuals or groups over the internet or internal network (Isoph, 200 4). E-learning delivers just-in-time training for people when they need it (Sullivan, 2002). E-learning delivers efficient solutions to developing the staff and keeping them abreast of new trends and technologies; it allows on-the-job and self-paced training. E-learning materials can be regularly updated and published immediately. E-learning provides a variety of components that together make up a total learning solution – inbuilt tests allows the employees to test their own skills; learning management systems (LMS) enables them and their managers to track their progress (E-learning Forge, 2007). Nevertheless, managers and instructors are facing new challenges in planning e-learning. Project managers need to consider and design multi-level alignments, identify and satisfy the stakeholders involved in all phases of the instructional design process and attend the principles suggested in the literature (Villachia et al., 2004 cited by Byers, 2005). Any

War On Drugs Research Paper Example | Topics and Well Written Essays - 1750 words

War On Drugs - Research Paper Example As a result, approaches were put in place through legislative support from congress to enhance resource allocation to drug abuse control agencies. However, some of the approaches that have been adopted in the war on drugs have been criticized for being counterproductive and instead limiting the rehabilitation of the victims. In this paper, the war on drugs as adopted in the United States since the 70s will be discussed to demonstrate the level of commitment of the federal government in stamping out the vice. The paper wills also high some of the weaknesses of these approaches and how they have failed to eliminate this vice from the society permanently effectively. The categorization of drugs in the United States into legal and illegal has never been based on any scientific findings or study, but rather on racial stereotypes. For example, opium was the first substance to be declared an illegal drug in 1870 due to the fact that the Chinese immigrants would extensively use it. Anti-cocaine law also followed in the same direction when the south declared it illegal as a result of its preferred use among the black community. Marijuana was associated with Mexican and Latino immigrants in the early 1910s and this led to its categorization as an illegal and harmful substance (Fulkerson and Fida 60). However, the Nixon administration during the 1970s as youth rebellion, political dissent and social disorder continued to rise initiated the modern war on drugs, as we know it today. The administration associated the erosion in social fabric to continued use of such drugs by the youths and this led to the legislative decisions that were made during this period. By declaring the war on drugs, Nixon increased the number of agencies and their financial resource allocation to empower them and increase their ability to address the drug menace. Marijuana was, for the first time, placed in schedule one by the administration of Nixon, sounding a more

Chainsaw Al Dunlap Essay Example for Free

Chainsaw Al Dunlap Essay l â€Å"Chainsaw Al Dunlap†: A New Breed of Manager? West Point graduate Albert J. Dunlap, former chairman and CEO of Scott Paper Company, claims that the U.S. Military Academy made him â€Å"tenacious and very organized†. Others say his experience gave him an â€Å"inyour-face attitude rare among executives† and made him a valuable hired gun for straightening out troubled companies. Dunlap is known to attack and challenge nearly every premise and person that gets in his sight. Those who interfere with his efforts usually get chewed up by the experience. Scott Paper is a familiar brand name to the American consumer. Founded by Clarence and Irvin Scott in 1879, the company eventually became the worlds largest supplier of toilet tissue, paper napkins, and paper towels. As it matured, however, Scotts profitability suffered and growth stagnated when rival Procter Gamble took an increasing market share. Between 1960 and 1971, Scotts market share of consumer paper products dropped from 45 to 33 percent. In the period 1990 to 1994, Scott continued to lose market share, and in 1993, the company lost $277 million and saw its credit rating deteriorate. By 1994, Scott Paper was a moribund bureaucracy. In hiring Al Dunlap, Scotts board of directors signaled its determination to take decisive action. Dunlap initiated changes that would eliminate 11,000 employees (71 percent of headquarters staff, 50 percent of all managers, and 20 percent of hourly workers). He sold off unrelated business units — including publishing papermaker S.D. Warren Company, for $1.6 b8llion — and slashed spending — the research and development budget alone was cut in half, to $35 million. Not surprisingly, Dunlaps cost cuts and increased prices achieved immediate bottom-line results. The companys profitab8iliyy soared, as did the market value of its stock, which rose 225 percent under Dunlaps leadership. Dunlap claimed that by launching new products and selling unprofitable ventures, he had positioned Scott Paper for long-term positive returns for investors. Critics disagreed, seeing Dunlaps moves as constituting a short-term strategy to groom the company for a merger. In the words of one former marketing executive, Dunlaps strategy â€Å"became a volume-driven plan to pretty up the place for sale†. In fact, on December 12, 1995 , Scott shareholders approved a $9.4 billion merger with Kimberly-Clark Corporation. As for Al Dunlap, he enjoys his â€Å"chainsaw† reputation and believes that his approach is helping to change the norms of corporate behavior. However, according to Peter D. Cappelli, chairman of the management department at the Wharton Business School , â€Å"He is persuading others that shareholder value is the be-all and end-all. But Dunlap didnt create value. He redistributed income from the employees and the community to the shareholders.† Neverthel ess, the cuts continue. Kimberly-Clark plans to remove 8,000 workers from the combined companies 60,000 workforce by 1997 and to close Scotts headquarters in Boca Raton , Florida . One former high-level Scott executive believes that the company is now â€Å"just a hollow core.† Meanwhile Dunlap walked away with $100 million in salary, bonus, stock gains, and other perks. He offers no apologies for his approach: â€Å"Im not going to apologize for success†¦for all this, for hard work. Thats the freemarket system.† Dunlap does not believe that a business should be run for the stakeholders, such as employees or the communities in which they live, but for the shareholders-period. â€Å"Stakeholders are total rubbish,† according to Dunlap. â€Å"Its the shareholders who own the company. Not enough American executives care about the shareholders.† The real question is whether short-term stockholder gains are good for business down the road. Says Sarah Teslik, executive director of the Council of Institutional Investors in Washington, a watchdog group for big shareholders: â€Å"Dunlap holds himself up as a role model, but any company is apt to have significant stock runup if current costs are reduced by a huge amount. Thats no guarantee [Scott] will do well in the future.† On the other hand, some analysts contend that Dunlap has changed corporate America for the better. In a Financial World magazine poll, for example, CEOs voted he is now a high-profile business leader who will be sought out by the boards of other troubled companies to enhance shareholder value. It remains to be seen, however, what impact the short-term and long-term consequences of Al Dunlaps management theory will have on corporate America and the American workforce. Questions: †¢ Describe Al Dunlaps management approach. Does it fit any of the classical or modern approaches? Explain. How does it contradict some points in these approaches? †¢ Delineate the good points and bad points of a massive downsizing effort such as that undertaken at Scott Paper — as if you were a stakeholder, and then, as if you were a shareholder. Are your two lists different? Explain. †¢ What factors were the keys to increased productivity at Scott Paper? How was Dunlap responsible for the companys turnaround? †¢ Describe the kind of company that might hire Dunlap next. What goals might its board of directors have? What problems might the company face? What companies in the news today fit your description?

Why did the French loose the war in Vietnam? Essay -- essays research

  Ã‚  Ã‚  Ã‚  Ã‚  Q. Why did the French loose the war in Vietnam?   Ã‚  Ã‚  Ã‚  Ã‚  In April of 1956 the last remaining French troops would leave Vietnam. After over 200 years of influence and rule, the French at last realized that the occupation and control of Vietnam was an unreachable goal. In consideration of the many blunders (both militarily and political) , and the outright ignorance of the French high command, any efforts to stabilize Vietnamese nationalism and to maintain french rule over Vietnam were thwarted. Thus the French were defeated by an inferior force, and the question of how such an anomaly could occur lies within the 200 years of rule, and the many mistakes made through out way.   Ã‚  Ã‚  Ã‚  Ã‚  To completely understand how France could be defeated by a simple army of Vietnamese peasants, one must first acknowledge a brief history of the Franco-Vietnamese relationship. French Jesuits first arrived in Vietnam in 1634, in hopes of bringing over â€Å"souls† to the catholic church. The majority of Vietnamese are Buddhist, and many locals opposed the presence of the French. By the mid 1700's France would sign a treaty with the Vietnamese gaining protection for the Jesuits in return for French assistance in helping the Vietnamese fight their Chinese invaders. With the rest of Europe carving up the world in the mid 1800's, France now looked to Vietnam as an extension of its Empire. A successful invasion of Vietnam in 1859 gave the french control over Saigon. The invasion was in response to the murder of French Catholics, and looked to be for a time a just cause. However it was just a cover story for the French to settle in and eventually rape Vietnam of it’s raw materials and its culture. Thus from 1861 to the birth of Ho Chi Minh in 1890, French troops would conquer most of what is modern day Vietnam to their own discretion. The discretion of the French must be noted as racially bias. The term â€Å"white man’s burden,† best describes the presence of the French in Vietnam from the period of 1890-1939. Essentially the french believed everything about them was superior to the Vietnamese. Culture, language, religion, and race. This would not settle to well with many Vietnamese, however things would turn worse for the French with the outbreak of WWII.   Ã‚  Ã‚  Ã‚  Ã‚  I would like to argue that the tr... ... the Viet Minh. However by April it was clear that the French forces were losing the battle, and it was now it was clear that the French were putting their last remaining efforts in to Dien Ben Phu. It was an all or nothing situation. The French high command had hoped that Giap would throw his army in to the will of the occupying French forces and in the end be forced to retreat and regroup with a battered down weak force. However this was not the case and by May 7th the remaining French forces at Dien ben Phu will surrender. Peace talks between the French and Viet Minh open up in May of 1954. The agreement at Geneva would once again split Vietnam in to two. The North would be a pro Communist government at Hanoi led by Ho Chi Minh, and the South a pro democratic government backed by the United States out of Saigon. By 1956 the last remaining French forces would leave Vietnam, and a new struggle would begin in the South. The beginning of the American War in Vietnam was just around the corner. The Viet Minh had defeated a major European power, however it would be another 20 years before the reunification was complete.   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚   Why did the French loose the war in Vietnam? Essay -- essays research   Ã‚  Ã‚  Ã‚  Ã‚  Q. Why did the French loose the war in Vietnam?   Ã‚  Ã‚  Ã‚  Ã‚  In April of 1956 the last remaining French troops would leave Vietnam. After over 200 years of influence and rule, the French at last realized that the occupation and control of Vietnam was an unreachable goal. In consideration of the many blunders (both militarily and political) , and the outright ignorance of the French high command, any efforts to stabilize Vietnamese nationalism and to maintain french rule over Vietnam were thwarted. Thus the French were defeated by an inferior force, and the question of how such an anomaly could occur lies within the 200 years of rule, and the many mistakes made through out way.   Ã‚  Ã‚  Ã‚  Ã‚  To completely understand how France could be defeated by a simple army of Vietnamese peasants, one must first acknowledge a brief history of the Franco-Vietnamese relationship. French Jesuits first arrived in Vietnam in 1634, in hopes of bringing over â€Å"souls† to the catholic church. The majority of Vietnamese are Buddhist, and many locals opposed the presence of the French. By the mid 1700's France would sign a treaty with the Vietnamese gaining protection for the Jesuits in return for French assistance in helping the Vietnamese fight their Chinese invaders. With the rest of Europe carving up the world in the mid 1800's, France now looked to Vietnam as an extension of its Empire. A successful invasion of Vietnam in 1859 gave the french control over Saigon. The invasion was in response to the murder of French Catholics, and looked to be for a time a just cause. However it was just a cover story for the French to settle in and eventually rape Vietnam of it’s raw materials and its culture. Thus from 1861 to the birth of Ho Chi Minh in 1890, French troops would conquer most of what is modern day Vietnam to their own discretion. The discretion of the French must be noted as racially bias. The term â€Å"white man’s burden,† best describes the presence of the French in Vietnam from the period of 1890-1939. Essentially the french believed everything about them was superior to the Vietnamese. Culture, language, religion, and race. This would not settle to well with many Vietnamese, however things would turn worse for the French with the outbreak of WWII.   Ã‚  Ã‚  Ã‚  Ã‚  I would like to argue that the tr... ... the Viet Minh. However by April it was clear that the French forces were losing the battle, and it was now it was clear that the French were putting their last remaining efforts in to Dien Ben Phu. It was an all or nothing situation. The French high command had hoped that Giap would throw his army in to the will of the occupying French forces and in the end be forced to retreat and regroup with a battered down weak force. However this was not the case and by May 7th the remaining French forces at Dien ben Phu will surrender. Peace talks between the French and Viet Minh open up in May of 1954. The agreement at Geneva would once again split Vietnam in to two. The North would be a pro Communist government at Hanoi led by Ho Chi Minh, and the South a pro democratic government backed by the United States out of Saigon. By 1956 the last remaining French forces would leave Vietnam, and a new struggle would begin in the South. The beginning of the American War in Vietnam was just around the corner. The Viet Minh had defeated a major European power, however it would be another 20 years before the reunification was complete.   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  

Esports Essay

E-Sports is the perfect industry for someone who is motivated, driven and passionate about competitive gaming to become involved with. E-Sports is an industry submersed in the gaming industry where competitive gamers can make a living by playing in tournaments and leagues as professional athletes, much like a professional athlete would in mainstream sports such as football or hockey. The points that make it such an enticing venture are not simply that you are able to play video games for a living, but the equality, passion and opportunities that help create and define the industry.Fair play on a global capacity is something not regularly seen in this era. With so many groups defining who people are or aren’t, finding something that has the ability to include everyone no matter what their race, religion or gender is, is truly inspiring. Being able to be a part of something so revolutionary that can, if given the opportunity and acceptance, could literally change the way we as p eople see and interact with the world around us. In many sports such as tennis or football –soccer for Americans- there are divisions of age and gender, not to mention the logistical problems of competing globally.With so many restrictions forced upon people in sports it is not surprising that preconceived notions such as male superiority or you dominance are still widely accepted. E-Sports on the other hand allows you to compete with men, women, children, adults, black, white, atheist or Muslim; these sort of restrictions don’t exist making E-Sports a truly fair and equal platform for not only competition but as an industry as a whole. The state of being connected globally opens many doors for you as well.Whether you wish to continue on playing as a professional gamer, or whether you have different ambitions of being a journalist, or the CEO of a company, or even just a job in marketing or graphic design; E-Sports offers this and more. As well there is a clear opportu nity to begin networking at a very young age if you desire. For instance if you wish to go into journalism, you may wish to work at an E-Sports media outlet or team organization writing articles and providing coverage at events.Or perhaps you would like to pursue a future in business, for this you may wish to join a media outlet or team organization in a different capacity such as a manager, PR officer or the head of marketing. Through these –and other- jobs within the industry you will be able to begin networking with large corporations and organizations who are involved in the industry developing personal relationships which can last a lifetime. Being able to network and develop your business skills in a real world capacity can help advance your education as well as your career.This leads us to passion and motivation and whether or not you have the desire and will to pursue your dreams. E-Sports is an industry built on passion, where people do what they do because they love doing it. Living your life by someone else’s rules is not really living your life; you need to follow your passion to be happy. The beauty of E-Sports is that it is so diverse, from the people involved to the variety of professional opportunities available to you.It is very easy to meet people with similar interests and gain a new perspective on the things you love. One aspect of E-Sports that stands out above most others is traveling and competing in events. The passion and determination of professional gamers is incredibly high; not knowing if they will make it out of the group stage and have the chance at the $45,000 available for first place that they desperately need to pay the bills and continue on playing creates a lot of passion and drive to play their best and win.This passion only spills over into the business side of the industry, as the behind the scenes people are just as passionate about developing and improving the industry as a whole. A constant hunger for im provement and success fills the E-Sports industry making it very lucrative for passionate young gamers. The only limitations you have are the ones you place upon yourself, so as long as you are passionate and dedicated, you will have a chance to succeed and accomplish your dreams. Overall E-Sports is a small industry, however it makes up for it with its various aspects.Many people overlook E-Sports simply because it is competitive video gaming and the people involved are construed as social introverts. However that is not the case and their ignorance impedes them from seeing what E-Sports really is; people coming together because of their common passion, creating a fair and truly global phenomenon. It is these essential building blocks –equality, opportunity and passion- that create an industry that is perfect for someone who is passionate and motivated towards competitive gaming.

Genetic Testing For Haemophilia Health And Social Care Essay

MFA presented to the day care of the Paediatric section with left mortise joint swelling for one twenty-four hours after hitting his mortise joint on a rock while playing in the flushing one twenty-four hours prior to admittance. There was hurting and bruising seen at the mortise joint articulation after the injury. The swelling increased in size and became more painful throughout the dark. His parents so brought him to the day care early the following forenoon. Physical scrutiny revealed swelling and tenderness at the left ankle joint every bit good as decreased scope of motion on both inactive and active motion due to trouble. There were besides multiple ecchymosis in different phases seen at the upper and lower limbs. A diagnosing of haemarthroses of the left mortise joint articulation was made. MFA was transfused with 200IU of Factor VIII. The hurting and puffiness were reduced in badness but persisted throughout the twenty-four hours. MFA returned to the day care the following twenty-four hours for more Factor VIII. He was given Factor VIII transfusion 200 IU twice daily for the following two yearss. The hurting and puffiness subsided after 3 yearss. MFA was diagnosed with terrible Haemophilia Angstrom when he was eight months of age. The diagnosing was made at the national blood bank. Familial testing besides done at the national blood bank revealed that his female parent was a haemophilia cistron bearer. MFA receives transfusion of Factor VIII when he develops haemarthroses or shed blooding due to trauma. He requires factor transfusion on an norm of one time every three months. He has had repeated hospital admittances with an mean continuance of stay for three to four yearss. MFA has good household support and is a member of the haemophilia society. He and his household have adapted good to his unwellness. Student Name: Tan Hai Liang ID NO: M0409146 Name OF SUPERVISOR: Dr Kyin ROTATION: PediatricssPATIENT ‘S DETAILSI/C NUMBER: ( B ) 630902-01-6092 Age: 9 old ages old Sexual activity: Male DATE OF ADMISSION: 23/04/09 R/N NUMBER: N/A2 ) CLINICAL HISTORYChief ailment: MFA is a nine twelvemonth old male child who was diagnosed with haemophilia A since eight months old. He presented with swelling in the left mortise joint for one twenty-four hours. History of present unwellness: MFA was running in the field at school when he knocked his mortise joint against a big rock in the land on the eventide of the twenty-four hours prior to showing at the day care. There was hurting after he hit his mortise joint but he was able to bear weight and walk. There was some bruising but no hemorrhage at the site of hurt. The joint became more painful towards the dark and there was some puffiness, heat and inflammation which increasingly increased. The hurting increased in badness so much so that MFA was unable to bear weight and used a wheelchair belonging to his brother to travel about the house. The hurting caused him some uncomfortableness but he was able to kip. He did non take any analgesia for the hurting. The following twenty-four hours, MFA ‘s parents brought him to the day care of the pediatric section for a factor transfusion. Systemic reappraisal was everyday. MFA was foremost diagnosed with haemophilia A when he was 8 months of age. His parents noticed that he developed contusions at his custodies and articulatio genuss. This occurred when he was tilting to creep. A blood trial was done in the national blood bank, and his parents were told that MFA had terrible hemophilia A. His immediate household underwent testing and his female parent was found to be a bearer of the haemophilia cistron. MFA receives factor VIII transfusion on an norm of one time every three months. The transfusions are required when he develops haemarthroses or gum hemorrhage due to tooth decay. The joint most normally affected is his right articulatio genus articulation. He has non developed any contractures. He does non normally seek medical intervention for contusions which are a common happening. He has non had mucosal shed blooding as nosebleed or hematuria. MFA would sometimes necessitate hospital admittance for factor VIII transfusion. This is normally when he has hemorrhage or terrible hurting due to a haemarthroses or a hematoma. At other times he would have the transfusion at the day care and return place. His parents would convey him once more to the infirmary for the following dosage till the hurting and puffiness in the joint resolutenesss. If a transfusion were required at dark when the day care is non unfastened, MFA would travel to the pediatric ward where the medical officer would be able to administrate the factor VIII. His symptoms would better with the factor VIII transfusion. MFA is an active male child who likes playing and running about. However his instructors in school restrict his physical activity to non-contact athleticss such as badminton and running. He is besides discouraged from unsmooth drama with his classmates. He wears elastic guards around his cubituss and articulatio genuss to protect them from hurt. However the elastic guards do non assist much as he still develops haemarthroses at those articulations. MFA is presently casting his decidual dentition. As such he requires factor VIII transfusion screen prior to tooth extraction. MFA is under followup at the pediatric clinic of Batu Pahat. He has defaulted the followup as his parents feel that nil much was done during the visits. He merely presents to the day care when necessitating factor VIII transfusion. MFA has besides been referred for physical therapy after episodes of haemarthroses which limit motion in the articulations. He has attended a few Sessionss of physical therapy in order to forestall contracture at articulations which have haemarthroses. He does non hold regular assignments. MFA is a member of the haemophilia society. His parents on a regular basis attend meetings where negotiations are given to educate parents on caring for haemophiliac kids. The members besides relate their experiences and promote one another. MFA has a medic qui vive necklace which says that he has haemophilia A. However, he rarely wears the medic qui vive. Past medical history MFA has non had any other infirmary admittances other than those due to haemophilia. Family history MFA is the youngest of three siblings. His senior sister is twenty old ages old and is good. His senior brother is 15 old ages old and has a bone cyst. He has undergone eight surgeries to mend the bone cyst every bit good as due to complications such as refractures. The wheelchair which MFA used at place was bought for his brother ‘s usage. MFA ‘s parents are good. There is no household history of hemophilia on his maternal side even though she is a bearer. MFA ‘s female parent has 3 brothers but all of them are good and do non hold hemophilias. There is no history of shed blooding upsets in the household. Social history MFA ‘s parents are both instructors. However they have to lose traveling to work frequently due to MFA ‘s status which necessitates frequent visits to the infirmary. As such, MFA ‘s female parent has a particular agreement with her schoolmaster which allows her to learn from 11 to 4 autopsy. As such, she is free in the forenoon to convey MFA to the infirmary when he needs it. His parents besides provide good support for MFA in that they frequently attend haemophilia meetings to update themselves on agencies to outdo attention for their kid. Birth history MFA was born at term in Hospital Batu Pahat. He was delivered through an elected cesarean delivery subdivision due to a breech presentation. There were no prenatal abnormalcies detected during everyday prenatal medical examination. There were no perinatal or station natal complications. He was nursed with his female parent after birth and discharged uneventfully. Developmental history MFA is presently in primary three of a spiritual school. He is an above mean pupil who finishes in the top 10 of his category. His instructors have no ailments about his school assignment. Developmental mileposts prior to this were all achieved at the appropriate times. Dietary history MFA is on an grownup diet now. He eats balanced repasts which are normally prepared by his female parent. He was breastfed till the age of seven months. Weaning was with porridge at the age of five months. Immunization history MFA has been immunized harmonizing to the immunisation agenda. After he was diagnosed with hemophilia A, his immunisations were done at the pediatric clinic under factor VIII screen. His last immunisation was at seven old ages of age. Student Name: Tan Hai Liang ID NO: M0409146 Name OF SUPERVISOR: Dr Kyin ROTATION: Pediatricss3 ) Findings ON CLINICAL EXAMINATIONOn general scrutiny, MFA was friendly and communicative. He was sitting in a wheelchair with a patch around his left mortise joint. There were some ecchymosis seen at his weaponries and thighs. He looked good nourished. He was non in terrible hurting. Anthropometric measurings: Weight: 24kg ( 10th to 25th centile ) Height:130cm ( 25th to 50th centile ) His critical marks were normal: Pulsation: 82 beats per minute Respiratory rate: 18 breaths per minute Blood force per unit area: 108/72 Temperature: 37 grades Celsius Examination of the lower limbs: There were ecchymosis seen on both lower limbs at the thigh every bit good as at the shin and calf. The left mortise joint was swollen and there was a contusion seen on it. It was stamp on tactual exploration but there was no addition in temperature. There was reduced motion of the left mortise joint articulation due to trouble. The right mortise joint articulation every bit good as both the left and right articulatio genus articulations were normal. There were no contractures seen. Examination of the upper limbs: There was besides some contusions seen on both the upper limbs. The cubitus and wrist articulations were normal on both custodies. The scope of motion for all the articulations on both upper limbs were normal. Examination of the cardiovascular and respiratory systems every bit good as scrutiny of the venters was normal. Student Name: Tan Hai Liang ID NO: M0409146 Name OF SUPERVISOR: Dr Kyin ROTATION: Pediatricss4 ) PROVISIONAL AND DIFFERENTIAL DIAGNOSES WITH REASONINGProbationary diagnosing: Haemarthroses of the left mortise joint articulation — — Evidence for: MFA has been diagnosed with hemophilia since the age of eight months. The articulations are a common site of shed blooding for hemophiliac. In add-on, MFA has had anterior episodes of hurting and puffiness in the joint similar to this episode. The hurting reduced when he was given factor VIII transfusion which farther supports this diagnosing. He besides has multiple contusions on his weaponries and legs which indicate that he has a hemorrhage upset. Differential diagnosing: 1 ) Juvenile Rheumatoid Arthritis The pauciarticular type of juvenile rheumatoid arthritis nowadayss with hurting and puffiness in the big articulations such as articulatio genuss, mortise joints and carpuss. It may show as symmetrical arthralgia or may merely impact one articulation. Evidence against: Juvenile rheumatoid arthritis normally nowadayss during childhood while MFA has been holding episodes of joint hurting and puffiness since he was an baby at eight months of age. Juvenile arthritic arthritis is besides associated with forenoon stiffness which MFA does non hold. MFA besides has easy contusing which is non a characteristic of juvenile rheumatoid arthritis 2 ) Septic arthritis Patients with damaged articulations are predisposed to infected arthritis. As such, a haemophiliac patient who has repeated haemarthroses may hold damaged articulations which are susceptible to infection. Evidence against: Patients with infected arthritis normally have fever while MFA did non. They are besides more common in patients who are immunocompromised. On physical scrutiny, there was no increased heat in the joint which would be more declarative of infected arthritis. 3 ) Ankle ligament hurt A sudden turn of the mortise joint may do a wrenching of the soft tissue and ligaments around the mortise joint doing hurting and puffiness. Evidence against: Master of fine arts did non writhe his mortise joint while playing. He simply knocked it against a stone. As such the mechanism of hurt does non propose that the ligaments were strained. He was besides able to bear weight after hitting his mortise joint and the puffiness and hurting bit by bit developed. This is contrary to what is expected in a sprained mortise joint where there would be immediate puffiness and hurting around the mortise joint. Student Name: Tan Hai Liang ID NO: M0409146 Name OF SUPERVISOR: Dr Kyin ROTATION: Pediatricss5 ) IDENTIFY AND PRIORITISE THE PROBLEMS1. Swelling at the left mortise joint MFA has hurting and puffiness at the left mortise joint articulation. He was in moderate hurting which he rates as 6 out of 10 on the hurting mark. Analgesics such as acetylsalicylic acid and NSAIDS are non recommended for him as they cause shed blooding in hemophiliac. As such the best agencies for rapid alleviation of the hurting and the swelling would be Factor VIII transfusion. 2. Hazard of joint devastation MFA is presently eight old ages old and is an active male child who enjoys playing with his friends. As such he is prone to injury from even mild injury. He has developed haemarthroses on an norm of every 3 months. Perennial haemarthroses at the same articulation could do devastation of his articulations taking to osteoarthritis, restriction in motion and development of contractures. A hold in intervention could besides do harm to the joint. As such, prompt and equal factor VIII transfusion is indispensable for MFA. He should besides be referred to the physical therapy section when the hurting has subsided. Physiotherapy would assist in forestalling the development of joint contractures 3. Hazard of shed blooding Due to his active nature, MFA is besides at hazard of terrible hemorrhage if he injures himself. He was last admitted to the infirmary for one hebdomad due to shed blooding when he fell while playing. There was terrible hemorrhage from his oral cavity and gums when he hit his face on a tabular array. MFA is besides presently casting his decidual dentition. As such, he is at hazard of gum hemorrhage from the site of tooth extraction. The most unsafe hazard is that of an intracranial bleeding 4. Hazard of perennial factor transfusions MFA requires frequent factor transfusion. As the factor VIII used in Batu Pahat is derived from human plasma, there is a hazard that MFA may acquire Hepatitis B, Hepatitis C or HIV infections. In add-on, MFA has non been screened for any of these infections. As such it is necessary for MFA to be screened as recommended by the Malaysian protocol for the direction of hemophilia. 5. Consequence of unwellness on school assignment and day-to-day activity MFA misses school for about a hebdomad on an norm of one time every three months. This may impact his public presentation in school. In add-on there is an addition demand for him to acquire good academic consequences as he would necessitate to believe about a hereafter with a calling that does non necessitate heavy physical activity due to his status. Trouble faced by caretakers MFA ‘s male parent and female parent are both working and frequently are forced to lose work in order to take attention of MFA when he develops episodes of hemorrhage. Both the parents are instructors who have understanding schoolmasters who sympathize with them and give them much leeway in order to care for their kid. However the uninterrupted emphasis of taking attention of a inveterate sick kid demands to be addressed. Support groups such as the haemophillia society would be able to assist the parents by giving them entree to other parents who face similar troubles. These parents would be able to promote one another and portion tips on caring for haemophilliac kids Student Name: Tan Hai Liang ID NO: M0409146 Name OF SUPERVISOR: Dr Kyin ROTATION: Pediatricss6 ) Plan OF INVESTIGATION, JUSTIFICATIONS FOR THE SELECTION OF TESTS OR PROCEDURES, AND INTERPRETATION OF RESULTSProbes done at 8 months of age by the national blood bank: 1. Curdling profile Justification: MFA presented with peliosis at his limbs which indicates that might hold a hemorrhage upset. As such a curdling profile would be utile to see if the curdling tracts are affected. Consequences: APTT prolonged. More than 90 seconds Interpretation: The drawn-out APTT indicates that the intrinsic tract is affected and that one of the factors in the intrinsic tract may be deficient. 2. Serum factor VIII degree Justification: To determine which specific factor that is lacking doing the hemorrhage upset. Consequences: Factor VIII degree: 0.6 % ( No inhibitors detected ) Interpretation: MFA has severe haemophilia A due to his Factor VIII degree being less than 1 % . He will react to factor VIII transfusion as there are no inhibitors to factor VIII detected. No probes were done for this presentation at the day care. I would propose the undermentioned probes: 1 ) A field radiogram of the ankle articulation AP and sidelong position Justification: In order to govern out other causes of the joint hurting such as infected arthritis or break at the joint. Possible grounds why it was non done: The clinical presentation of the patient did non propose that he has infected arthritis as he did non hold a febrility and the articulation was non ruddy. As the clinical image was typically implicative of a haemarthroses given that he is a hemophiliac, it would be unjust to the patient to subject him to an ten beam as this would intend he would be exposed to radiation every three months. 2 ) Full blood count Justification: A full blood count would be utile to see if there is an increased white cell count which may bespeak an infection. Possible grounds why it was non done: MFA is clinically good with no symptoms of infection such as febrility. As such a full blood count may non be necessary as it would likely be normal. There is besides a hazard of shed blooding or hematoma from venepuncture. Student Name: Tan Hai Liang ID NO: M0409146 Name OF SUPERVISOR: Dr Kyin ROTATION: Pediatricss7 ) Working DIAGNOSIS AND PLAN OF MANAGEMENT ON ADMISSIONWorking diagnosing: Haemarthroses of the left mortise joint due to Haemophilia A My proposed program of direction: I ) Factor VIII transfusion with a mark serum factor degree of 30 % eight hourly till the puffiness and hurting resolutenesss two ) Elastic patch and ice battalion around the left mortise joint three ) To rest the mortise joint articulation by non-weight bearing boulder clay swelling and hurting reduces four ) To analyze patient for joint malformation or contractures prior to dispatch from day care V ) Refer the patient to physiotherapy for joint rehabilitation of the affected articulation. six ) To educate the parents on attention for their kid and protective steps to forestall hurt. Student Name: Tan Hai Liang ID NO: M0409146 Name OF SUPERVISOR: Dr Kyin ROTATION: Pediatricss8 ) Summary OF INPATIENT PROGRESS ( INCLUDING MAJOR EVENTS, CHANGE OF DIAGNOSIS OR MANAGEMENT AND OUTCOMES )MFA was given 200 IU of Factor VIII transfusion. He was so asked to return the following twenty-four hours to be reviewed by the medical officer in charge. Merely one transfusion was deficient for the puffiness and MFA had to digest much uncomfortableness and hurting throughout the dark. This is despite the Malayan Paediatrics protocol recommendation that factor VIII is given every 8 to 12 hours. The ground for this could be the prohibitory cost of the factor. The following twenty-four hours MFA was given another 200 IU of Factor VIII transfusion in the forenoon and once more in the eventide, 12 hours apart. He was given two more transfusions on the 3rd twenty-four hours. The transfusions were given at the day care in the forenoons and at the pediatric ward at dark by the medical officer who was on call. The hurting and swelling resolved on the 4th twenty-four hours post hurt. He was examined by the medical officer and was told to merely return to the day care if he had another episode of joint puffiness or open hemorrhage. Student Name: Tan Hai Liang ID NO: M0409146 Name OF SUPERVISOR: Dr Kyin ROTATION: Pediatricss9 ) DISCHARGE PLAN, COUNSELLING AND MOCK PRESCRIPTIONDischarge program: I ) MFA was asked to rest him left mortise joint and to partly bear weight till it was wholly pain free. two ) Referral to the physical therapist for joint rehabilitation to be done Guidance: I ) MFA was advised to avoid athleticss which involve physical contact as the even minimum injury may do a bleed. two ) MFA ‘s parents were told to convey him back to the day care if there were any longer episodes of shed blooding into the articulations or self-generated hemorrhage. They were given a eventuality program to travel straight to the pediatric ward and see the medical officer on call if any hemorrhage were to go on when the day care is closed. three ) MFA and his parents were besides educated on complications that they need to look out for such as intracranial bleeding. They were taught about the marks and symptoms that they should be wary of. four ) MFA was encouraged to travel for physical therapy which he had antecedently defaulted. He was told about the dangers of joint devastation due to recurrent haemarthroses and how physical therapy may help in forestalling contractures. Student Name: Tan Hai Liang ID NO: M0409146 Name OF SUPERVISOR: Dr Kyin ROTATION: Pediatricss10 ) REFERRAL LETTER ( MANDATORY )Dr Tan Hai Liang, Paediatric Department, Hospital Batu Pahat Physical therapist, Physiotherapy section, Hospital Batu Pahat 27 May 2009 Dear sir, Patient ‘s name: Mohammad Faiz Affizuddin Patient ‘s I/c figure: ( B ) 630902-01-6092 Problem: Haemarthroses of the left mortise joint articulation Thank you for seeing this nine twelvemonth old male child who was diagnosed with Haemophilia A for the past eight old ages. He has had recurrent episodes of shed blooding into the articulations. The articulations most normally affected are the articulatio genus articulations and elbow articulations. His current presentation is for a haemarthroses of the left mortise joint articulation. Physical scrutiny: Inflammation and puffiness of the left mortise joint articulation. Tenderness on tactual exploration. Reduced scope of motion both active and inactive. He has been given Factor VIII transfusion which has reduced the puffiness and hurting. Kindly reexamine the patient and execute joint rehabilitation for him. He has good household support and his household could besides be taught exercisings to forestall joint contractures that can be done at place in position of his recurrent shed blooding into the articulations. Thank you. Yours genuinely,______________( Dr Tan Hai Liang ) Student Name: Tan Hai Liang ID NO: M0409146 Name OF SUPERVISOR: Dr Kyin ROTATION: Pediatricss11 ) Learning ISSUES IN THE 8 IMU OUTCOMES1 ) Family and community issues in health careHow are parents affected by holding a hemophiliac kid? I had the chance to speak to MFA ‘s parents and inquire them about the challenges faced when caring for him. They related many of their experiences and confided that many alterations to the life style of the household were done in order to accommodate to populating with and caring for a hemophiliac. Both parents have had to lose work on a regular basis due to MFA ‘s frequent infirmary admittances. Family activities besides are limited to light physical activity with minimum hazard of hurt. Furthermore MFA ‘s female parent admitted to ab initio experiencing guilty as she was the bearer of the cistron that leads to his status. As such, I wondered if hemophilia had an impact on parent ‘s quality of life in visible radiation of the many accommodations that they had to do to their life style. A survey by Beeton et al [ 1 ] involved 12 parents of kids with hemophilias whose age ranged from 18 months to 16 old ages of age. The parents were interviewed and qualitatively assessed on their experiences in caring for a kid with hemophilia. It found that medical direction often focused on assisting the hemophiliac adjust to his or her status with small accent on the wider household web. The early old ages of the kid ‘s life after diagnosing were characterized by the parents missing experience and feeling uncertain. This is coupled with the frequent demand of factor transfusion and the associated trouble in venous entree in babies and immature kids. Quality of life at the early old ages post diagnosing was found to be hapless due to parents experiencing ‘out of control ‘ . Parents caring for a hemophiliac kid besides reported that the manner in which they engaged with the people around them had changed. There was a necessity in being more self-asserting in order to protect their kid. This was confirmed by MFA ‘s female parent who relates that she had statements with the infirmary manager and schoolmaster of MFA ‘s school in order to take a firm stand on particular steps to be put into topographic point to better MFA ‘s quality of life. The survey besides found that female parents normally took up a greater duty in caring for the kid. Fathers who were at work during the twenty-four hours did non hold the same degree of experience and this could be a beginning of struggle between parents. Parents were besides found to hold higher degrees of emphasis and anxiousness. However the degree of the emphasis and anxiousness was dependent upon on the phase that parents had achieved in pull offing the status every bit good as successful version. Another survey by Bullinger et al [ 2 ] showed that the quality of life for patients and households with hemophilia was higher when compared to patients with other chronic unwellnesss such as asthma. This shows that households with hemophiliac are able to populate a comparatively normal life with good quality of life if certain stairss were taken to accomplish successful version. The survey found that betterment in quality of life can be attained by supplying an environment in which patients and parents experience understood and good informed. In decision, I learned that hemophilia has a profound consequence, non merely on the kid who has the disease but besides on his primary caretakers which are his parents. As such I need to besides ask about how parents are get bying and offer professional aid such as reding if necessary.2 ) Critical thought and researchIs coagulating factor dressed ore prophylaxis effectual in the direction of patients with hemophilias?A paper by Ljung [ 3 ] proposed that direction of a patient with hemophilia should travel off from concentrating on the upset itself and alternatively look towards keeping a healthy kid. This means that patient ‘s should non be repeatedly managed with factor transfusions when they present with shed blooding but alternatively be kept healthy by forestalling the hemorrhage from go oning in the first topographic point. As such the writer proposed that primary contraceptive therapy should be the gilded criterion in the direction of patients with hemophilias. However is coagulating factor dressed ore prophylaxis effectual in pull offing patients with hemophilias, and what are the associated factors which prevent this direction from being a practical option? I looked at a Cochranre reappraisal by Stobart et Al [ 4 ] which analysed four separate surveies affecting 37 patients. The consequences of the reappraisal showed that there was a statistically important difference in the decrease of shed blooding episodes in patients who were given standard prophylaxis when compared to a placebo. It besides found that secondary results such as clip loss to school and employment due to the unwellness was statistically significantly reduced among those having primary prophylaxis compared to a placebo. The reappraisal besides quoted one survey which showed that a twice hebdomadal extract of higher dosage of factor dressed ore had a statistically important advantage in cut downing the figure of bleeds a twelvemonth when compared to a lower dosage and less frequent disposal of transfusion. However the writers concluded that there was deficient grounds from randomized control tests to urge the usage of primary contraceptive factor extract in the direction of patients with hemophilias. An independent retrospective survey by Khoriaty [ 5 ] showed that primary prophylaxis has some promise. The survey recruited 133 patients with Haemophilia A and B with a average age of 27.93. It compared the 91 patients who were on primary prophylaxis and the staying 42 patients having on-demand intervention when they developed shed blooding. The survey found that there was a statistically important decrease in the figure of self-generated shed blooding per twelvemonth. Patients on primary prophylaxis were found to hold 3.2 bleeds per twelvemonth while those who received on-demand therapy bled 5.7 times per twelvemonth. It found no statistical difference between the two groups in footings of hemorrhage after injury. However the consequences for this survey needs to be read with attention due to the big age scope. Further surveies need to be done for the pediatric age group due to differences such as a higher leaning for injury and hurt in active kids compared to grownups who are better at caring for themselves. One ground why primary prophylaxis is non used in the intervention of haemophiliacs despite its promise is the high cost of the factor VIII. One phial of 200 IU costs in the part of RM 800. As such it may non be cost effectual for primary prophylaxis to be carried out particularly in the context of the Malaysian health care system with its limited budget. A cost effectivity analysis by Miners et al [ 6 ] in England showed that it would be & amp ; lb ; 547 to forestall one episode of shed blooding from go oning. This cost is mostly prohibitory in the Malayan context. In decision I found that there is grounds that primary prophylaxis has much promise in the bar of shed blooding among haemophilia patients but extra surveies need to be carried out particularly in the local environment in order to determine the cost-effectiveness of primary prophylaxis.3 ) Self directed life long larningWhat is the hereafter in footings of direction of hemophilia? The direction of hemophilia is presently with factor transfusions which aim to halt hemorrhage when it has already happened. The other option is primary prophylaxis with regular factor extracts to forestall hemorrhage. However this attack is dearly-won and does non cover with the job of patients developing inhibitors which make transfusions uneffective. As such, research workers are looking into a agency for a remedy of hemophilia. This remedy is by utilizing cistron therapy. The aim of cistron therapy is to redact a faulty cistron sequence to accomplish complete reversion of disease phenotype in the life-time of the patient. Haemophilia is seen as the ideal campaigner for cistron transportation therapy as foremost there are many cell types which are able to synthesise biologically active coagulating factor. Second, there is a broad remedy window which makes it unneeded to hold rigorous cistron look. Third there are big and little animate being theoretical accounts that permit the survey of safety and efficaciousness prior to induction of human tests. [ 7 ] Phase 1 clinical tests are presently being done utilizing largely viral vectors to infix the cistron. Retroviruss have shown promise in this therapy. The cistrons are inserted via developing hepatocytes or hematopoietic root cells. Presently safe long term look of coagulating factors has been successfully achieved in big carnal theoretical accounts of hemophilias utilizing multiple cistron transportations. [ 8 ] Gene transportation therapy nevertheless still faces many obstructions before it can be seen as a feasible therapy for hemophilia. There is hazard of experimentation in worlds in order to formalize this therapy. Many inquiries besides remain unreciprocated such as inhibitor development after the interpolation of the cistron and besides the transmittal of the extra cistron to the kids of the patient who receives the cistron therapy. One paper suggested a generous timeline of at least 20 to 30 old ages before the potency of cistron therapy can even be considered. These issues are ‘merely medical ‘ issues. Religious and ethical issues besides have to be taken into consideration before prosecuting this direction. In decision, I learned that though there is much potency in this field of cistron therapy, much research still has to be undertaken to determine its safety every bit good as efficaciousness. However it has been a valuable experience in larning about new modes of intervention and to catch a glance of what the hereafter holds. This has taught me to go on larning as there are ever new sentiments and therapies available in the direction of any unwellness. 4 ) Professionalism, moralss and personal development What are the ethical deductions of familial proving for haemophilia? After MFA was diagnosed with haemophilia, his immediate household underwent familial testing. The proving revealed that his female parent was a bearer and that his senior brother and senior sister were normal. The familial testing was done voluntarily. There is no recommendation in the Malayan Paediatric protocol for familial testing to be done. Familial testing is normally done in patients with no clear household history in order to determine which parent is a bearer so that farther stairss of direction can be carried out. These farther stairss may include offering familial testing to the siblings of the bearer parent and besides reding about hazard of holding extra kids. However familial testing besides raises many ethical inquiries. First there is guilt, heartache and ego incrimination when a female parent with no known household history of hemophilia discoveries that she was the cistron bearer that passed it on to her kid. A paper by Thomas et al [ 9 ] on attitudes towards familial proving in an Australian community found that female parents who were ‘sporadic ‘ bearers ( no known household history of hemophilia ) were had feelings of guilt. Performing familial testing to determine that a female parent of a haemophiliac kid is a bearer would merely be of value if extra stairss were taken such as offering familial testing to the female parent ‘s siblings. This in itself would raise inquiries of confidentiality and revelation since offering the testing would necessitate the physician to unwrap to the other household members that the female parent is a bearer. This revelation could so take to stigmatisation. In this specific instance, MFA ‘s female parent was found to be a bearer. She related that she felt anguished at ‘causing ‘ her boy to endure much hurting. The cognition that the female parent was the bearer who had passed on the cistron to her boy did non change the direction of MFA. As such there was small virtue in executing the familial testing in this instance. A 2nd consideration of familial testing is the deductions that it has on a individual ‘s determination of whether or non to hold kids. This is once more more relevant for female bearers. Carriers should be counseled that there is a 50 per centum opportunity that their kid would hold hemophilias if he were a male child. However the ethical issue arises when there is no agency of correlating between the genotype and phenotype. [ 10 ] Just because the kid may hold hemophilia does non foretell the grade of badness of the hemophilia. The lone means to cognize for certain about the position of a foetus in footings of whether he would hold hemophilias and the grade of badness is by making antenatal familial proving such as chorionic villi sampling. Prenatal familial proving itself is associated with many ethical issues such as the deductions of transporting out such a trial. Would the foetus be terminated? There is legal leeway for expiration if it can be proven that the kid ‘s unwellness would convey about mental hurt to the female parent. Where do we pull the line to make up one's mind that such a foetus has excessively terrible a haemophilia so as to justify expiration? Who makes the determination? In the instance of MFA, the parents decided non to hold any more kids due to the hazard of holding another hemophiliac kid. It ca be seen that the familial testing had a profound impact on their determination. However proper and thorough familial guidance was non given to the parents. In decision I learned that familial proving for hemophilia is fraught with many ethical considerations. It should merely be offered when proper followup such as guidance, support and options can be offered to those undergoing the trial. In the absence of proper model of support, it may be better to keep back familial testing.