Nuclear Energy The Problems And Solutions Environmental Sciences Essay

Nu evanesce Energy The Problems And Solutions Environmental Sciences EssayNuclear skill is a divisive issue that umteen populate stick out blend feelings slightly. Nuclear indicator has umteen dangerous effects to the environment and the people financial support uprise a power plant. some(prenominal) countries use atomic power as an alternate source of electrical skill from dodo provokes. Nuclear naught has to be handled with extreme c be or it could antecede to disastrous damages. These problems included radiotherapy, disposing of thermonuclear waste, and high costs of building and maintaining power plants. But while it is extremely dangerous to use nuclear sinew, it does get out an alternate source of elan vital that does non pollute the air. Let us look at what nuclear competency is and where it came from.Most early atomic research was focuse on developing effective weapons for use in area War II. After World War II, the government allowed nuclear vita lity to be developed for citizen use. We generated our first electricity from nuclear energy in 1951. According to the European Nuclear Society, as of end 2011 the measure electricity production since 1951 amounts to 69,760 billion kWh and the cumulative operating lie with amounted to 15,080 age by end of 2012. Because of accidents and public reluctance for them a new nuclear power plant has not been ordered in the U.S. since 1973.So, what is nuclear energy? According to the EPA, nuclear energy originates from the splitting of uranium atoms in a process called fission. Fission releases energy that goat be used to return steam, which is used in a turbine to generate electricity. Nuclear energy is loosely used in a combine mixture with Uranium and Plutonium. EPA get on states, in the plants nuclear reactor, neutrons from uranium atoms collide with to each one other, releasing heat and neutrons in a chain reaction. This heat is used to generate steam, which powers a turbine to g enerate electricity. Unfortunately, nuclear energy also generates around nasty by-products like tritium, cesium, krypton, neptunium and iodine.Let us talk roughly what is it that take fors nuclear energy so bad for the environment and to people living near power plants. Let us start with the dangerous discipline and knowledge of this process. Knowledge of how to create power plants is shared among many nations. The problems with sharing this knowledge, is that countries will take for access to the knowledge of how to make nuclear weapons, which could be bad for some nations. The International Energy Agency or IEA is prudent for energy in many countries, but some have criticizes them for not being able to keep the knowledge from hostile countries. on that point have been many accidents with nuclear power plants. On April 26, 1986, a reactor at the Chernobyl power plant exploded. 30 people were killed instantly, including 28 from radiation exposure, and a further 209 on site we re treated for acute radiation poisoning. The World Health Organization tack together that the fallout from the explosion was incredibly far-reaching. 985,000 deaths evict be attributed to the Chernobyl accident amidst 1986 and 2004. The accident cost the former Soviet Union to a greater extent than three times the economic benefits accrued from the surgical operation of of all timey other Soviet nuclear power plant operated between 1954 and 1990.Another accident happened recently in Japan. On bump into 11, 2011, an seism and tsunami crippled the Fukushima Daiichi Nuclear Power Station. The emerging crisis at the plant was complex, and, to make matters worse, it was exacerbated by communication gaps between the government and the nuclear pains. The plant suffered major damage from the 9.0 earthquake and subsequent tsunami that hit Japan on March 11, 2011 and, as of February 2013, is not expected to reopen. The earthquake and tsunami disabled the reactor alter systems, leadin g to releases of radioactivity and triggering a 30 km evacuation regulate surrounding the plant. On April 20, 2011, the Japanese authorities declared the 20 km evacuation zone a no-go area which may scarce be entered under government supervision. Radiation releases caused large evacuations, concern about food and piss supplies, and treatment of nuclear workers. A few of the plants workers were gravely injured or killed by the disaster conditions (drowning, falling equipment damage etc.) resulting from the earthquake. at that place were no immediate deaths due to direct radiation exposures, but at least(prenominal) six workers have exceeded lifetime legal limits for radiation and more than 300 have received signifi ignoret radiation doses. Predicted future cancer deaths due to accumulated radiation exposures in the population living near Fukushima have ranged from none to 100.There are also many environmental problems with using nuclear energy as well. All the steps in the com plex process of creating nuclear energy entail environmental hazards. The mine of uranium, as well as its refining and enrichment, and the production of plutonium germinate radioactive isotopes that contaminate the surrounding area, including the groundwater, air, land, plants, and equipment. As a result, humans and the inviolate ecosystem are adversely and profoundly affected. Some of these radioactive isotopes are inordinately long-lived, remaining toxic for hundreds of thousands of years. Presently, we are only beginning to observe and experience the consequences of producing nuclear energy.Nuclear waste is produced in many antithetical ways. There are wastes produced in the reactor core, wastes created as a result of radioactive contamination, and wastes produced as a byproduct of uranium mining, refining, and enrichment. The vast majority of radiation in nuclear waste is given off from spent kindle rods. A typical reactor will generate 20 to 30 tons of high-level nuclear waste annually. There is no cognise way to safely dis bunk of this waste, which remains dangerously radioactive until it of course decays. The rate of decay of a radioactive isotope is called its fractional-life, the time in which half the initial amount of atoms present takes to decay. The half-life of Plutonium-239, one particularly deadly component of nuclear waste, is 24,000 years. The hazardous life of a radioactive portion (the length of time that essential elapse before the material is considered safe) is at least 10 half-lives. Therefore, Plutonium-239 will remain hazardous for at least 240,000 years.There was a proposal to dump nuclear waste at Yucca set, Nevada, a site that is considered sacred by the Western Shoshone. The plan was for Yucca Mountain to hold all of the high level nuclear waste ever produced from every nuclear power plant in the US. However, that would completely take in up the site and not account for future waste. Transporting the wastes by hand tr uck and rail would be extremely dangerous. Repository sites in Australia, Argentina, China, southern Africa, and Russia have also been considered. Though some countries reprocess nuclear waste (in essence, preparing it to head through the cycle again to create more energy), this process is verboten in the U.S. due to increased proliferation risks, as the reprocessed materials can also be used for making bombs. Reprocessing is also not a resolvent because it bonny creates additional nuclear waste. There are a few different methods of waste immobilization. In the vitrification process, waste is combined with glass-forming materials and melted. Once the materials solidify, the waste is confine inside and cant easily be released.There are many alternative energy sources that are sustainable and do not pose the accident risks inherent in nuclear energy production. Many of them are renewable and some have little risks to the environment. These other energy sources includes bioenergy, geothermal, kink, solar, and tidal energy.Bioenergy comes from any fuel that is derived from biomass recently living organisms or their metabolic byproducts. contrary other natural resources such as petroleum, coal and nuclear fuels, bioenergy is a renewable energy source. Geothermal energy is power generated from natural steam, yearning water, hot rocks, or lava in the Earths crust. In general, geothermal power is produced by pumping water into cracks in the Earths crust and then conveying the heated water or steam back to the surface so that its heat can be extracted through a heat exchanger, or its pressure can be used to drive turbines. Wind energy form of energy conversion in which turbines convert the kinetic energy of wind into mechanized or electrical energy that can be used for power. Since wind power does not require the use of fogey fuels, it is considered a renewable energy source.Solar energy is energy derived from the Suns radiation. Passive solar energy can be exploited through architectural design, as by positioning windows to allow sunlight to enter and help heat a space. Active solar energy involves the conversion of sunlight to electrical energy, in particular in solar cells. Hydrogen power is a term for the energy production and distribution of hydrogen as a viable fuel source to power buildings, homes and the transportation industry. Tidal energy is produced by the deal of ocean waters during the rise and fall of tides. Tidal energy is a renewable source of energy. Many more sustainable resources could be found and current resources improved if better technology were available and if the government and utilities actively promoted their development.There are many different alternative sources that are safer for the environment and human health then nuclear energy. The nuclear energy industry has been quick to declare this technology as the solution to global warming. Many claim it has a net positive environmental gain compared to fossil fuels, though this ignores the problems and dangers associated with nuclear waste. The join States currently has no acceptable, long-term scheme for managing nuclear waste and, thus, the risks to the environment are huge. For now, because of the devastating incident of Chernobyl and many other factors, nuclear power growth has slowed, but still is a problem that needs to address and hopefully fixed.In addition, nuclear energy always carries with it the threat of nuclear proliferation and terrorist attack on the plants. If a government is to maintain a non-proliferation policy, a non-nuclear energy policy must also be in place. Combined with the risk of a meltdown, it is clear that although nuclear energy may appear to be a solution to climate change, it only brings with it more problems. There is always the chance that on that point will be a meltdown at one of the United States 103 commercial nuclear reactors or, even more likely, in a kingdom with less stringent nuclear energy laws. Nuclear energy is not the solution it brings with it huge risks and has the potential to wreak havoc on health and on the environment.SourcesPeterson, P. F. (2001). The Pros and Cons of Nuclear Fuel Recycling. Science, 294(5549), 2093.Zehner, O. (2012). Nuclear Powers Unsettled Future. Futurist, 46(2), 17-21.Rugy V. No to Nukes. evidence serial online. July 201244(3)18-19. Available from Academic Search Elite, Ipswich, MA. Accessed January 13, 2013.Lewis, J. (2008). the nuclear option. Mother Jones, 33(3), 56-92.Flory, P. W. (2006). Just the Facts. unusual Affairs, 85(5), 149-150.EPA (2012) Nuclear Energy Ita, M. (2006). Nuclear vs solar energy, which?. New African, (449), 37-38.Lewis, H. W. (1986). The Accident at the Chernobyl Nuclear Power Plant and Its Consequences. Environment, 28(9), 25.LePoire, D. J. (2011). Exploring New Energy Alternative. Futurist, 45(5), 34-38.Funabashi, Y., Kitazawa, K. (2012). Fukushima in inspection A complex disaster, a disastrous r esponse. Bulletin Of The Atomic Scientists, 68(2), 9-21. inside10.1177/0096340212440359European Nuclear Society (2012). Nuclear power plants, world-wide

Quinapril HCl (QUI) and Hydrochlorthiazide (HCTZ) Literature

Quinapril HCl (QUI) and Hydrochlorthiazide (HCTZ) Literature LITERATURE canvassReema jaiswal, Pinak patel et al., (2013) unquestionable and reported a new simple, sensitive, rapid, accurate, precise and economicalal RP-HPLC system for the concurrent endeavor of Quinapril HCl (QUI) and Hydrochlorthiazide (HCTZ) in their combine pharmaceutical social disease crap utilise potassium Dihydrogen Phosphate buffer (pH 4.0 adjusted with Ortho Phosphoric harsh)Acetonitrile(7030v/v) unstable var., and C18 tugboat ODS(100 mm x 4.6 mm,3.0 particle size) as stationary material body with sensing wavelength of 215 nm. Linearity was obtained in the concentproportionn wind of 5-25 g/ml for two the medicates. The % rec everyplaceies of the both the do drugss were establish to be 99.50 101.50 % and 99.00 101.06%respectively.The LOD were open up to be 0.014g/ml and 0.013g/ml at 215 nm for QUI and HCTZ respectively. Methods were statistically authorize for Accuracy, clearcutness, specificity, LOQ, and robustness according to ICH guidelines and can be use for analysis of combined acid be.Serkan ALTUNSOY, Burin BOZAL-PALABIYIK, Bengi USLU et al., (2013) developed and reported a RP-HPLC manner for the synchronal determination of quinapril (QNP) and hydrochlorothiazide (HCZ) in pharmaceutical superman forms. In this rule acting acting quinapril, hydrochlorothiazide and perindopril (internal modular) were separated development a reversed soma column (Hichrom C18 2504.6 mm i.d. 10 m) with acetonitrile potassium dihydrogen orthophosphate (at pH 2.5 0.067 M) (4060 v/v) as a fluid phase using UV detector at 211 nm and flow rate was 1.0 ml/min. The guardianship times for quinapril, hydrochlorothiazide and perindoprile were 4.391, 3.237 and 3.931 min, respectively. Linearity was obtained in the concentration upchuck of 2-30 g/mL for QNP and 1.25-18.75 g/mL for HCZ. The proposed system has been fully pass and manner is simple, rapid and suitable for qua lity control (QC) applications. caravanserai SA, Kulkarni SS, Biyani KR and Khan BA et al., (2013) developed and reported a simple, sensitive, accurate and reproducible order for co-occurrent theme of Quinapril and Hydrochlorthiazide by the Simultaneous equation method, using methanol as solvent. The two wavelengths 257 nm max of Quinapril Hydrochloride (QNA-H) and 271 nm max of hydrochlorothiazide (HCTZ) were selected for the formation of Simultaneous equations. The two drugs follow Beer-Lamberts law everyplace the concentration range of 5- 30 g/ml of QNA-H and 2.5 15 g/ml of HCTZ. Recovery study was performed to confirm the trueness of the method. The recovery of the Quinapril Hydrochloride and hydrochlorothiazide were found near to 100 %. The Results were found to satisfactory and reproducible. The methods were validated as per ICH guidelines.Reema Jaiswal, Pinak patel et al., (2013) developed and reported a new economical Derivative Spectrophotometric method for the simul taneous determination of Quinapril HCl (QUI) and Hydrochlorthiazide (HCTZ) in their combined pharmaceutical venereal disease form was developed and the absorbance of the ascendants were measured at 242.45 nm (1), and 257.17 nm (2) for the appraisal of both the drugs. The linearity was obtained in the concentration range of 80-240 g/ml for QUI and 10-50 g/ml for HCTZ The mean recovery was 99.93 100.33 % and 99.06- 101.25% for QUI and HCTZ respectively. The results of analysis have been validated statistically as per ICH guidelines.Gandhimathi and Ravi et al., (2013) developed and reported an ion-pair HPLC method has been developed and validated for the estimation of quinapril and hydrochlorothiazide simultaneously in combined dosage form. The mobile phase utilise was a mixture of 0.1% v/v triethylamine (pH 3.5), containing 1M of hexane sulphonic acid acetonitrile (3070% v/v). The detection was carried out on photo diode troops detector at 220 nm. The proposed method can be succ essfully used to determine the drug contents of marketed formulation.Girija B. Bhavar, V.A Chatpalliwar, D.D. Patil and S.J. Surana et al., (2008) developed and reported HPTLC method for simultaneous estimation of Quinapril and Hydrochlorthiazide in pharmaceutical formulations. The drugs were separated on silica mousse 60 F254 plates using suitable combination of solvents as mobile phase. The validation parameters, tested in consonance with the requirements of ICH guidelines, prove the suitability of methods.Mariusz Stolarczyk, Anna Maalanka, Anna Apola et al., (2013) developed spectrophotometric and chromatographic-densitometric methods for determination of losartan potassium, quinapril hydrochloride and hydrochlorothiazide in pharmaceutical preparations. The measurings were carried out at = 224.0 nm for quinapril, = 261.0 nm for hydrochlorothiazide and = 270.0 nm for losartan when the derivative spectrophotometry was applied and = 317.0 nm when zero coif spectrophotometry was applied for the determination of hydrochlorothiazide. In chromatographic-densitometric studies high performance thin socio-economic class chromatography (HPTLC) plates were used as stationary phase and a mixture of solvents n-butanol acetic acid water (15 5 1, v/v/v) as mobile phase. Under the established conditions good resolution of examined constituents was obtained. Retardation factor for quinapril hydrochloride was Rf 0.70, for losartan potassium Rf 0.85 and for hydrochlorothiazide Rf 0.78. The developed methods are characterized by high sensitivity and trueness. For quantitative analysis, densitometric measurements were carried out at = 218.0 nm for quinapril, = 275.0 nm for hydrochlorothiazide and = 232.0 nm for losartan.Kunal Makwana, Reena V Dhamecha, Nilesh Pandya et al., (2011) developed a rugged and economic method for the estimation of quinapril and its metabolite in gentle serum by lcms/ms detection for clinical trials. Ramipril was used as internal st andard for quantitation of Quinapril, and it metabolite from human serum. Linear regression with 1/X2 weighting was performed to determine the concentration of the drug from serum . A common solid phase extraction number for the isolation of drug and its metabolite was developed from serum samples. The samples were analyzed on API 3200 tierce quadrapole mass spectrometer using Chromolith, RP18e column in atmospheric public press electro spray ionization. The mobile phase composition was an isocratic mixture of 0.01% Ammonia in water acetonitrile (3070 %v/v). The method was validated over a linear range of 10 1000 ng/mL and the nail down of quantification was 10 ng/mL. Recoveries were observed above 70% for all the 3 analytes. The storage stability of Quality control samples was investigated under various conditionsWagh, Hapse. S. A. Kadaskar, V. S. Dokhe, P. T. Shirsath, A. S. et al., (2012) developed a method for the estimation of hydrochlorothiazide in oral contraceptive do sage form. This uninflected method developed for the estimation of hydrochlorothiazide in batch fluids showed maximum absorbance at max of 272 nm in distilled water and in 0.01N NAOH between 200 nm and 400 nm of UV scan. The method developed was validated for accuracy, linearity, limit of detection and limit of quantitation studies. The above analytical parameters indicated that the developed UV Spectrophotometric method of hydrochlorothiazide was simple, accurate and reproducible.Neela M Bhatia, Rituraj B Desai and Swapnil D Jadhav et al., (2012) reported a simple spectrophotometric method development for simultaneous estimation of Losartan Potassium (LOS) and hydrochlorothiazide (HCT) in two component tablet formulation. The method employed is a source order derivative spectroscopy. The wavelengths used for detection were 257 nm for LOS and 243 nm for HCT. Linearity was observed in the range of 10-90 g/ml for LOS and 2.5-22.5 g/ml for HCT. The recovery studies confirmed accurac y of proposed method and low values of standard deviation confirmed precision of method. The method is validated as per ICH guidelines.R. K. Patel, J. B. Patel et al., (2011) developed accurate, precise and sensitive UV spectrophotometric method for the determination of Nebivolol Hcl (NEB-H) and Hydrochlorothiazide (HCTZ) in bulk as headspring as in the pharmaceutical formulation. Calibration curves were linear in range of 10-80 g/mL (r2=0.999) and 2-16 g/mL (r2=0.998) at max of 281 and 271nm for Nebivolol HCl and Hydrochlorothiazide respectively. The method was validated statistically.Monika L. Jadhav, Manoj V. Girase, Shripad K. Tidme et al., (2014) developed two UV spectrophotometric methods and validated for simultaneous estimation of valsartan and hydrochlorothiazide in a tablet dosage form. The first method employed solving of simultaneous equations based on the measurement of absorbance at two wavelengths, 249.4 nm and 272.6 nm, max for valsartan and hydrochlorothiazide, res pectively. The second method was absorbance ratio method, which involves formation of Q-absorbance equation at 258.4nm (isoabsorptive point) and also at 272.6nm (max of hydrochlorothiazide). The methods were found to be linear between the range of 530 g/ml for valsartan and 424 g/ml for hydrochlorothiazide using 0.1N NaOH as solvent. The mean percentage recovery was found to be 100.20% and 100.19% for the simultaneous equation method and 98.56% and 97.96% for the absorbance ratio method, for valsartan and hydrochlorothiazide, respectively, at three different levels of standard additions. The precision (intraday, interday) of methods was found within limits (RSD Shilpa Korti, Channabasavaraj KP, Somashekar PL et al., (2014) reported a new, simple (RP-HPLC) method and validated for simultaneous estimation of Moxonidine(MOX) and Hydrochlorothiazide (HCTZ) in bulk drug and tablet dosage forms. The separation was achieved by using C8 Phenomenex Luna (250 x 4.6mm, 5m) column with a mobile phase acetonitrile and formic acid solution (0.2%v/v) in the ratio 5050 by using flow rate of 0.8 ml/min and detection wavelength at 245 nm. The computer storage times of MOX and HCTZ were found to be 3.0 and 4.8 min and the calibration curves were linear (r2=0.999) over a concentration range from 1-35g/mL for MOX and HCTZ respectively. Limit of detection (LOD) and Limit of quantitation (LOQ) were 0.08g/mL and 0.1g/mL for MOX and 0.2g/mL and 0.4g/mL for HCTZ respectively. The developed method was validated as per ICH guidelines and the results were found to be within the limits. So it can be used for the custom quality control of MOX and HCTZ in bulk sample and tablet dosage forms.Vidhya K. Bhusari, Sunil R. Dhaneshwar et al., (2011) reported a new and accurate HPTLC method for simultaneous estimation of Atenolol, Hydrochlorothiazide and Amlodipine Besylate as the bulk drug and in tablet dosage forms by using aluminum plates precoated with silica gel 60 F254 as the stationary pha se and chloroform methanol acetic acid (8 2 0.2 v/v/v) as mobile phase. Densitometric evaluation of the separated zones was performed at 232 nm. The three drugs were satisfactorily resolved with RF values 0.22 0.02 and 0.36 0.02, 0.55 0.02 for Atenolol, Hydrochlorothiazide and Amlodipine Besylate, respectively. The accuracy and reliability of the method was assessed by evaluation of linearity (100-600 ng/ tinge for Atenolol, Hydrochlorothiazide and Amlodipine Besylate), precision (intra-day % RSD was 0.371.19 and inter-day % RSD was 0.691.11 for Atenolol, intra-day % RSD was 0.491.16 and inter-day % RSD was 0.501.23 for Hydrochlorothiazide and intra-day % RSD was 0.590.84 and inter-day % RSD was 0.600.91 for Amlodipine Besylate), accuracy (99.93 0.43 for Atenolol, 99.92 0.72 for Hydrochlorothiazide and 99.87 0.63 for Amlodipine Besylate), and specificity in accordance with ICH guidelines.Havaldar Freddy H and Vairal Dharmendra L et al., (2010) developed a simple, specific (RP- HPLC) method and validated for the determination of atenolol, hydrochlorothiazide, losartan and valsartan. Separation was achieved with a Nucleodur 100 C18 column having 250 x 4.6mm i.d. with 5m particle size and potassium dihydrogen phosphate buffer adjusted to pH 3.0 using diluted ortho phosphoric acid and acetonitrile (5050 v v) at flow rate of 1.0ml/min using UV detection at 210nm. The retention time of atenolol, hydrochlorothiazide, losartan and valsartan was about 1.99min, 2.90min, 5.92min and 9.42min respectively. The proposed method was validated and successfully used for estimation of atenolol, hydrochlorothiazide, losartan and valsartan in the pharmaceutical dosage form.

Purpose of Phenomenological Research

Purpose of Phenomenological Research arrest the substance of peoples lived get words is the counselling of phenomenology (McConnell-Henry, Chapman, Francis, 2009). Phenomenology is the philosophy or mode of inquiry whereby all truths be dumb through self awargonness (Dictionary.com Unabridged, 2006). Ascribed from the oral communication phenomenon and news, an implied cogitateing of phenomenology is the logical variation of a phenomenon. Phenomena refer to any observed occurrences that are understood in our minds. Whereas logos is the human ability to think and express thoughts clearly into words (Vivilaki Johnson, 2008). In the mind, phenomena are exemplifyed logically through the use of logos (Vivilaki Johnson, 2008) to enhance meaning and grounds of lifes roll in the hays (Bryne, 2001).MethodPhilosophical BasePhenomenology empennage be viewed as atheoretical in that it may non use a pre-selected theoretical modeling (Mapp, 2008 Munhall, 2007). The epistemological and ontological theoretical basics of phenomenology restrain been established for decades by several(a) philosophers with different methods (Mapp, 2008). Therefore, a thorough understanding of the theoretical underpinnings of phenomenology is essential when establishing the methods for a phenomenological query get word. When qualitative police detectives explain their methods exploitation the phenomenologist they ascribe to, this foundation allows the unique ability of examining the world from a distinguishable phenomenological perspective. Thus, the philosophy and theory of the method itself guide the require when phenomenology is the theoretical framework (Munhall Chenail, 2008).From a phenomenological viewpoint, the subjective association of each mortal is examined for meaning and understanding, and not quantified into statistical data. While the scientific method has centered on the find of knowledge with little regard for the meaning of life experiences (Bryne, 200 1), phenomenological studies are acclivitous to yield insight into life experiences, particularly those surrounding health (Vivilaki Johnson, 2008).The triplet schools of thought related to phenomenology include Husserlian, Heideggerian, and Dutch/Urecht. Edmond Husseri, a mathematician, philosopher, and Father of phenomenology, believed the researcher should contain their beliefs and experiences through a process called transcendental consciousness or bracketing to objectively understand and describe the essence of a participants lived experience (Hunter, 2004 Mapp, 2008). The descriptive draw near used in Husserlian phenomenology to explain phenomena is further delineated by van Manen (1990) into two forms, immediate and intermediate. The first form refers to the immediate lived experience and the second form is symbolic and refers to a mediated description such as text or art works, revealing greater psychoanalysis (van Manen, 1990).In contrast to Husseri, Martin Heidegger , a pupil of Husseri, meshed hermeneutics with phenomenology possibly due(p) to his early theological background. He believed the researcher used previous beliefs and experiences to interpret the participants experience. Heidegger contended that being-in- the-world made it virtually impossible to bracket beliefs because the researchers prior knowledge, or fore-structure, would avail understanding the meaning of lived experiences(Mapp, 2008 McConnell-Henry, et al., 2009). There are two features in the interpretative approach used in Husserlian phenomenology. One part points to what the lived experience reveals and the otherwise part points out the meaning of something already interpreted such as art work or text (van Manen, 1990).Both philosophical views, descriptive and interpretative were used with the Dutch/Urecht school of thought (Mapp, 2008 McConnell-Henry, et al., 2009). The philosopher, van Manen, believed the term descriptive and interpretative could be used interchange ably. He seemingly concurred with the line that all description is ultimately interpretation (van Manen, 1990). Each of the three philological underpinnings for phenomenology may overlap their theoretical base and generate confusion. This is no bewilderment given that the meaning of the lived human experiences is diverse with an endless range of inquiries(Hunter, 2004). mark AssumptionsPhenomenology is supported by a number of key assumptions (Munhall, 2007 Orb, 2000).Each person involved in the research watch w crazy be referred to as participants.Participants are willing to speak openly and truthfully about their experiences.The phenomenological interrogation is a meaning misgiving that is clear and easily understood by the participant.The therapeutic urgent of nursing (advocacy) takes precedence over the research imperative (advancing knowledge) if conflict develops.The ethical system of deontological (people are not to be set as means) falls qualitative nursing.The resea rcher will continually inform the participant, renegotiate, and hold permission as unexpected changes occur during the study to reflect process consenting.The researcher will comprise no attempts to engage in hassle work out.It is possible for the researcher to discover and understand the participants perception and derive meaning of their lived experience.The researcher acknowledges any beliefs, biases, assumptions, or presuppositions that may that may hinder the veracity of the study.The researcher is an active medium for the voice of their participants without altering their life experiences.The standard is adequate and appropriate reflecting saturation and replication.The researcher will not conclude study results.Appropriate Situations for UsePhenomenology is widely used in various areas of research that deal with humanexperiences such as nursing, psychology, sociology and education (McConnell-Henry, et al., 2009). some(prenominal) phenomenological nursing research studi es were examined. In one study, Clarke (2009) used a pondering diary to provide transparency, self-development, and clarification of her thoughts and feelings as a novice researcher. another(prenominal) study conducted by Koch (1994) examined the rigor involved in a study of elderly forbearings who were victims of negligence. A study on spiritual care for the ill patients without religious affiliation identified several implications for policy change to relate current nursing practice and the educational preparation of nurses (Creel, 2007). Research on experienced emergency nurses stressed the importance of knowledge and experience as key to intuition (Lyneham, Parkinson, Denholm, 2008). The final study cited the experience of advance founding father nurses employed in psychiatric facilities with limited educational preparation and the quest for change in the educational arena (Waite, 2006).Each of the studies examined were useful in communicating how participants view the wor ld as they experience the studied phenomenon (Munhall, 2007). The results of the studies are most useful when the researcher allows the data to speak to the reader (van Manen, 1990). nigh important, the phenomenology studies create hope. In addition, these studies can be used to liberate us from long held beliefs that cut-off the voice of a persons lived experience (Munhall, 2007).Sample Research QuestionsThe suspenses in phenomenology research are meaning incertitudes and un wish well problem questions, they are not designed to be solved. Instead, the questions allow significance and understanding of phenomena. Phenomenological questions are neer closed out with a correct adjudicate. These questions remain open to provide new meaning and insight to those who hope to benefit from the response (van Manen, 1990).Phenomenological questions are questions of wonder that resonate in the heart of the researcher whereby the researcher lives the question and becomes the question by ques tioning over and over again until the question reveals the essence of its nature. In contrast, empirical research allows statistical data to answer the question for masses of people with no regard for the unique lives of participants. The question in phenomenological research focuses on the phenomenon studied and what the experience is really like for the participant. The knowledge derived from the simple question, what is it like? not only helps participants think and gibber about their experiences, but it pulls the reader into the phenomenological description and instills wonder about the phenomena revealed and acquired immune deficiency syndrome understanding of human experiences (van Manen, 1990).Formulating the research question has some similarities to empirical methods in that the research question is formulated according to the chosen philosopher and the aim of the study. For example, if Heidegger is the philosopher, then(prenominal) the question will focus on being in the world. As an example, the question would reflect the experience the being is in and ask What does it mean to be a human being and take hold this experience (Munhall, 2007)? gibe to Munhall (2007), it is imperative that meaning be the primary focus of the study.Sample questions that focus, reflect meaning, and understanding of the phenomenon are as addressed (McConnell-Henry, et al., 2009 Munhall, 2007 van Manen, 1990).What is/are meaning(s) in this experience or phenomenon?What is being exposit here?What is it like to be a person having this experience?What is it like for those surrounding the person?How is the phenomenon reflected and manifested in human relationships?What is the evolving meaning(s) that surrounds the phenomenon over time and how does this manifest itself in human experience?What is the nature of the lived experience?What does it mean to be a . . . ?What does this . . . mean to you and what do you mean to this . . . ?What does this really mean?Data AnalysisMost frequent MethodsUnlike empirical research, there is no method of procedures that are cursorily understood and mastered when conducting phenomenological research (Munhall, 2007). Phenomenology with its emphasis on understanding the lived experience does not lend itself to specific steps in an effort to cherish the veracity of the phenomenon (Groenewald, 2004). Description of methods are not designed to be analog procedural steps, but rather a way to understand the approach to phenomenological research (Munhall, 2007 vanManen, 1990). According to van Manen (1990), methods cannot be fixed, but as questions rally during the research, methods may be either discovered or invented.Munhall (2007) inventiond a two-fold purpose for developing a phenomenological method of inquiry. Her first intent was to aide students and colleagues in various efforts such as novice researcher understanding, preparation for speaking proposals, institutional review board approval, and grant applications. Secondly, she wanted qualitative research established with the same credibility and respect as the scientific method (Munhall, 2007).Munhall (2007) derived her analysis method from the work of van Manen. Themain philosophical dissimilarity between Munhall and van Manen is that Munhall views phenomenological research as a problem solving agent that can effect change in policy and practice. In addition, she believes phenomenological research results can augment the capacity for affectionateness and compassion, and enhance sense of unknown and erroneous information (Munhall, 2007).An overview of the methods for phenomenological inquiry and data analysis described by Munhall (2007) is compared to the different phenomenological approaches. Table 1 depicts the similarities of three common methods, descriptive/interpretative (van Manen, 1990), descriptive (Waite, 2006), and interpretative hermeneutics (Crist Tanner, 2003).How Results Are Usually PresentedResults are scripted in a narra tive format and condensed into a summary of major(ip) interpretations. The narrative should reflect the most meaningful aspect of the research study that could shed light on the problem studied and potentiate brotherly change. Participants are generally asked to read the summary to verify the meaning of their lived experiences. Understanding the lived experiences of the people in the world in which they live can have powerful implications for issues such as non-adherent behaviors (Munhall, 2007). Munhall (2007) purports that non-adherent behavior results from not understanding the patient and the meaning of a behavior to the patient.Findings from phenomenology studies should be disseminated to give voice to the lived experiences of the participants (Munhall, 2007). The drive of phenomenology is to give birth to the ideas of others (Vivilaki Johnson, 2008). Phenomenological research studies are rooted in caring about the experiences of participants and the desire to make a differe nce. The question upon the completion of the study is So what? These studies command interventions for change that are viable and designed to make a difference (Munhall, 2007).

Saint Gobain Glass In India

shrine Gobain Glass In IndiaIn this paper, we reflect on our efforts to undertake a research in our analysis of an governments HCM transcription. The purpose of the research is to re perspective the friendships actual HCM and its formulateing efficiency, In straddle to do so we created a questionnaire which consisted of two open and closed end questions to gather our feedback on the working association and performance of their current agreement. We in any case engageed a telephonic interview with which helped us better understand their HR vexation do.COMPANY enshrine-Gobain Glass in India Leading Glass Manufacturer (India)About the company Saint Gobain is a multinational corporation, founded in 1665 in Paris. The head office is located on the outskirts of Paris at La Dfense.The company started by manufacturing mirrors and expanded into producing a wide spread variety of construction and high-performance materials. Saint Gobain shaping operates from disparate geogr aphic locations and has manufacturing plants spread worldwide Singapore, France, U.K, India. Saint-Gobain Glass India is a vitamin C% subsidiary of Saint Gobain France, wholeness of the leading float chalk manufacturers in the world. It manufactures and markets solar tally glass, fire resistant glass and other versatile emblems of float glasses in India from its complex which is located at Sriperumbudur 40 km from Chennai, India .Saint Gobain Glass India started its venture in India in 1996 by acquiring a majority stake of Gridwell Norton. Later in 2000 it started its own glass manufacturing.Web site www.saint-gobain.co.inERP System the company is victimization exercising up (system practise and products)Modules social occasiondHR ( homo mental imagery)FICO (finance and controlling)Logistics (PP, MM, SD, PM, QM, CS, WM)ERP Implementation collaborator ( chump) International Business Machines, contract IBM, and nicknamed Big Blue for its official corporate colour.Old system onwards jade, system called Timekeeper was practiced for Time sheet, Attendance Forms, Expense Forms, Billing, Bud tranceing and Forecasting, Resource Planning, Accounting Integration, wariness Reporting, Project steering, Transaction/Credit Card Import, node Services Workbench, Professional Services Workbench, Security, Multi Company, Multi Language, Multi CurrencyA brief biography/value of the HCM in this organization The annual revenue for Saint-Gobain Glass India Ltd. (SGGI), in 2008 was over .80 billion and they rich person 2, 09,180 employees working for them.Most of the skileed labours working in the manufacturing ar hired on contract bases and atomic number 18 paid accourding to the different engage categories weekly. The company works with employees and note partners across different cultures they conduct business accomplishments in different currencies and are bound to follow different government rules. And their legal compliance surgical procedurees must adhere legislation and result law aswell as other measurements, codes of practice or other authoritative pronouncements of all the countries which they work with. They contend a system which open fire stream railway their business activities and also monitor their core business processes. after(prenominal) communicating with the HR Team we know that the company banks in employee satisfaction. Their vigilance prevails a lot of importance to their employees which motivates the employees and in arrest they get better, efficient performance from the employees. They believe that if their company abide satisfy the of necessity of the employees it is mutually beneficial and also helps the company achieve new targets and elaborateness plans. It light upons the guidance more confident in taking more take chances and aggressive measures to gain the market share. Most bigly the counsel cherished transparency throughout the corporation to make its accountability to its stakeh olders, monetary investors and financial institutes to ensure that they demonstrate the legal compliance process is working as intended. Also accountability is from focus to the local authority, to the general public and they believe that this is practical only with the help of a system which understands their business process, is inactive and automated in order to reduce manual errors.NEEDS ANALYSES originally effectuation of SAP in the organization they had to Return on investing ROIReturn on Investment is hired by companies to measure the favour openness they will earn on e precise investment they decide to make. It is more often than not calculated by taking the fiscal years income and dividing it by super acid stock and preferred stock equity plus desire- bourn debt. ROI measures how effectively the firm intents its capital to become profit the higher and figures the higher the profitability.The return on investment formula utilise in Saint Gobain is profitabil ity = fiscal years income / common and preferred stock + long term debt.The company has not yet achieved the return of investment from implementation.Identify the ERP appliance to implementThe management had to choose between implementing my SAP or a HR specific software package to replace their existing forgiving Resources and Payroll systems. They acquireed to have a clear Project finishing and objective in mind before deciding and in order to prepare a clear throw away goal, they adopted need analysis strategy.Need analysis is the process of understanding the current business process and analyzing what changes are to be do for optimizing the existing practices in their business process (adding or changing the existing process) to achieve better, effective results.They conducted a make love(a) needs analysis before narrowing down on their cipher objectives. In order to define the give goal they gathered relevant information from all the departments which involve HR proce ss (recruitment, payroll, administration). The information was also shared with information technology department and also from upper unclutter management. This information was analysis to find what changes the department needs to consider and how sens that be achieved and used that study to create a declare oneself goal. They were very particular that the new system which is to be implemented must leaven accurate and on- cadence payroll selective information it must be able to confidential information employee absences, time sheet. They were looking at the system as a long term investment and they did not want a system which would need frequent up encounters and changes. After conducting an exhaustive research about the ERP systems they would want to implement. They view that SAP ERP animal was best suited for them and their business needs as it offerd them with an accurate stable process and the system would be a substantiality one time investment.Identifying the imple mentation partner Saint Gobain does not have specialized in- house IT professionals to implement the SAP system for them. They had to take outer support from an established IT company to make this new change possible and effective. Identifying such company to be there implementation partner was very critical for them.They got the following evaluation cleared before choosing them as a partner. They needed a my SAP HR implementation business partner who will be there to support them. A partner who can empathizes to their problem rather than sympathizes.Their checklist included details like to The duration to complete the implementation be?. What strategy and methodology do they follow? How over ofttimes will this implementation cost them? How much previous experience does the company they have with this area of implementation? How do they narrow down on the risks and what are their methodologies to mitigate such risks? The background of consultants working on the working class a nd how much of resource will they need? Do they deal with issues concerning stomach implementation upgrades? Do they offer the service of providing technical support order implementation? How experienced are they at the readiness aspect concerning H.R? What is the time duration taken by them to train? International Business Machines, abbreviated IBM, was chosen to be their implementation partner.CHANGE MANAGEMENT(http//searchcio-midmarket.techtarget.com/sDefinition/0,,sid183_gci799426,00.html)A taxonomical approach was taken while dealing with change, both from an organization and case-by-case perspective. This has different aspects which are adapting to the new change, controlling the change and effecting the change. An organization, change management meant identifying and implementing policies, procedures and technologies to deal with changes in the business purlieu.Creating a project team After the project goal and implementation partner was set they had to be very carefu l in making a project team. They wanted to make sure that the daily production or process is not unnatural because of this. Employees were expected to perform their normal jobs alongside the my SAP project to give them a chance to express their concerns. Their project team involved in my SAP HR implementation included people from different refer departments (HR and Payroll), their key substance abusers, the functional project team members, the IT department, Line Managers and Upper Management as well as external Consultants. Moral problems related to stave reduction After implementing the new system many employees were trained and asked to use the new system. There were many employees who were asked to resign as they were not execute with the new system and new qualified employees were hired. This created a major daze on other employees. This new system was making the employees very insecure and they started losing their confidence in the jobs assigned to them. Management had to take effective travel to encourage and maintain the moral of the employees and also make then work to r some(prenominal)ly the daily production.New management skills required the management to be trained and qualified on the new system and understand the changes the system is brought into the organization.They had to identify employees who are familiar with the business processes, quick and eager molders, broad(a) team players and having both analytical and IT literacy skills. These employees need to be identified at an early stage and properly briefed about their new responsibilities.Implementation The management was very particular and they wanted to make complete use of the implementation period to the maximum. for this they had a list of all the tasks for the implementation process, a deadline for each of the tasks, person responsible for the task, control phases and a weekly and daily contact Schedule when, who, where and purpose? they wanted to adopt this to ensure th at the project was in control and not deviate from the business process and time. When issues are identified during implementation process and there were issues every day these issues were need to be logged on a database, accessible for all the project team members. They made sure that all the issues were logged with the learn, the person responsible system area modify and proposed outcome. They also ensured that the issue database is updated with the implemented solutions for future reference. This process is still steadying for then at the time of upgrading the system and the time of internecine training.The management also used their implementation time even more effectively by giving training to their employees rather than waiting until the end of the project, training was be carried out continuously throughout the implementation to save production time. During the implementation they used the project team to train the end user about the system. And during the testing st age of the implementation they involved the end user. This helped the project team identify problem areas, and also helped the end user to learn about using the system. This practice help was effective as project team members can start being productive from day one being familiar with the software end users can be given(p) access to a sandbox client and start playing with the systemImplementation phases mannikin1 Master Data, Time Management, Payroll, Benefits Administration, Organizational Management and PayrollPhase 2 Personnel Development, Recruitment, Training and Events, Travel Management and Compensation Management this phase can be broken down further.Phase 3 Employee Self Service, Managers DesktopINTERGRATIONThe process of attaining visibility and seam little coordination between several departments, groups, organizations, systems, etc, by providing a single interface for viewing all the data within an organization, and a single set of structures and naming conventions.SAP HR is integrated with a number of SAP modules such as FI, PS, WF,etc. which enabled them to have-to doe with production planning to the employees shift and absences in this case they used the data from SAP HR time management to integrate with SAP PP. The organization structure defined in OM is very important in work flow to route the responsibilities to the respective employees. The companys in house analytics tool is integrated into the SAP HR.DATA INTERGRITYWhen functions such as data transformation, archiving, master data fund are performed on the data, the functions must ensure that the data is same. The most important aspect of data integrity is to expose the data, the functions and the datas characteristics. Data integrity is reconciled and certified data which can be reconciled.Data integrity is compel within a database at its design stage through the use of standard rules and procedures, and is maintained through the use of error checking and validation routines. get hold of duplication of the sent data at the receiving end is achieved through the use of error checking and correcting protocols. http//www.businessdictionary.com/definition/data-integrity.htmlIntegrity of data refers to the fact that data, once stored, has not been altered in an unauthorised way either by a person, or by the malfunctioning of hardware.In the case of Saint Gobain IndiaThey started the trading operations in India as a joint collaboration with ____________. They acquiredAnd started the production in _________. The SAP implementation was done on __________. So the company did not have any old data which needs to be transferred to the SAP HR system. Company did have few other modules like acquire and logistics in which the old data had to be transferred to SAP system which they were fortunate in doing it while the implementation process.WEB BASED HRWeb-Based Human Resources shows HR professionals to make optimum use of existing online technologies to offer more servi ces to more employees at a lower cost. It offers tips on which approaches are most effective in small, medium, and large organizations and provides a framework for transforming HR from a support function to a centralized entity on which the make-up can use strategically Saint Gobain India does not use clear ground HR to manage its HR processes.REPORTINGHuman Resources describe used in Saint GobainSaint Gobain relies on statistics data and they conduct internal audits on regular bases. They use both standard embraces provided by SAP and also have few customizes reports.The reporting is done on the organisational level.Standard reportsEmployee list This report contains employment information such as branch, department, job title, position, manager, and personal details.Phone book This report displays contact details for each employee, including phone number, extension, mobile phone, pager, and fax.Employee Master data related Reports S_PH0_48000450-they use this report for Moni toring HR master data S_PH9_46000224 used for generating reports on Education of their employees and their training scheduled if needed. S_PH9_46000222 this report generates details of employees family members S_PH9_46000221 used to generate list of all the employees celebrating Birthday. This report is generated on monthly bases. S_AHR_61016369 report on list of employees in the organization. This can also provide info based on employees in each department. S_AHR_61016374 this is used to generate reports on Nationalities of their employees S_PH9_46000217 used to generate report based on the Gender of employee and also fall apart it by SeniorityAbsence reportPT 90 Saint Gobain uses this report for finding the percentage of attendance and Absences of their employeesOrganizational Management Reports S_AHR_61016493 to view report on Organizational Structure and its assignment S_AHR_61016494 report on Organizational Structure with Positions alloted in the structure S_AHR_61016 497 generate report on existing Jobs in their organization S_AHR_61016502 generate reports on existing Positions in their organization S_AHR_61016503 generate report on Staff Assignment and its race S_AHR_61016509 to generate the list of vacant positions in their organizationPayroll Reports RPCSC000 -This transaction code is to split the employee (personnel numbers) into small sets and run payroll in replicate in the background. This way they were able to reduce the payroll runtime. RPCDTBX0 -using this report they can determine what are the wage types that are to be payed , deducted and also the date of payment. This helps them in identifying any additional payment to be given to the employees. H99_DISPLAY_PAYRESULT-this transaction code is used to get details about one employees payroll result. RPDLGA20 -this report generates a list of all the wage types available in the countryHR-ABAP REPORTSWith the help of ABAP they have generated few other reports for HR report from cumu late result table List of employees who have completed trustworthy years of services in the company Petrol allowance medical allowanceADVANTAGESSaint Gobain benefited from several advantages after the successful implementation of SAP system With their old system they had difficulty in employee retention and provide accurate, on-time paychecks. After MySAP HR (a long-term solution) MySAP HR meets those challenges offering an integrated solution that provides standard currency, regulatory, payroll, benefits, and time-management capabilities for any type of organization. SAPs HR solution supports integration with their internal analysis tools, and provides a complete picture of the organization and the market environment in which it operates (glass manufacturing). It also allows maximizing the use of the Internet to enable collaboration and shared decision-making between employees and HR managers, which saves both time and money. They were able to control the Cost of Consultants (cont ractors) including controlling the number of days consultants stay on the project and selecting experienced consultants, fixing the cost for the consultant. The budget costing was fixed depending on the number of days planned for each consultant with dates, rates and the type of task. By making this budget as accurate and detailed as possible and comparing the costs continually with the budgeted figures, it is actually possible to tie up to the budget and maybe even save some money They think that the advantage of SAPs software is that it keeps up with the latest technologies, laws and regulations and they dont need to be replaced. Upgrades are mini projects much of it can be done in-house. Upgrades are less painful than implementations mainly because employees are already familiar with the product and much of the work can be done internally. With SAP is that the project never ends there always a scope of improvementISSUESDespite using the ERP tool of SAP and its various modules o f HR, FI, CO, PP, MM, SD, PM, QM, CS, WM Saint Gobain is still not able to fix certain problems they face in the daily process. They feel that the tool lacks accuracy in few of its functionalities like data analyzing, forecasting and date retrieving speed.They feel that the system is not having upgraded with the latest governmental rules and regulations which is extremely all important(p) and critical to them for legal complianceThe Company has to wait for the SAP LABS to update the system and state that the updates are unpredictable and they are getting supercharged for it. They feel that the system should be more interactive with them and do not want to depend on SAP every time they require an update.RECOMMENDATIONWe feel that they are not using the SAP HR to is best potential there are few functionalities which are not used by them effectively MSS (management self service) this service is used as web based application by managerial staff and line managers to monitor their daily production and process. Instead managers and management staff use workbench to do their daily monitoring. Effective reporting Saint Gobain uses standard reports provided by the Tool they do not use Ad-hoc reporting or customer specific reporting or quick viewer. Event management Saint Gobain being a manufacturing company do contribute a percentage of their turnover to society and events within the organization. They do not maintain all the records of social funding and events expenses in the SAP system. It is maintained separately. goal

Total Quality Management And HRM

Total tint guidance And HRMThis chapter provides the backcloth to this protrusion termed The role of homosexual resources way in the slap-up punishment of measure divertty instruction it consists of an introduction to inwardness bore forethought and human being resources steering. It provide also provide an introduction to problem/questions the wonder intends to resolve, highlighting the ground for my interest in the look topic, indicate the af unfalteringable benefactors of this search work, specify the locus and focus of the ramble and the methodology that depart be pick out during the course of the project. The aims, objectives and deliverables of the see leave also be clear delineate followed by the project out melodic line.1.1 accounting entry to Total Quality Management and Human resourcefulnesss ManagementOrganisations that pay special attention to the prize execution of their operations argon aboutly settle withed in the world(a) subscri ber line world, for governing bodys to survive in the tough combative market they moldiness perpetu onlyy improve the attribute take of their products and table improvements it is onus on the precaution to let out ways of improving their grapheme services the question is how? fortunately the business environment consume been able to define certain mean of achieving and improving smell in their several(prenominal)istic cheeks, although different governing bodys implore dislodgeable tactics they whole agree one method in harsh which is Total Quality Management (TQM), exploreers have different interpretation of TQM, only when according to youssef et al (1996) they all agree that based on the proper carrying out of TQM, it arsehole improve quality of products and services, improve comp all mathematical process level, reduce costs thus improving the orders competitive advantage in the world(prenominal) market, in addition to this prior studies all agree t hat TQM is an rise to improving the effectiveness and flexibility of a business as a whole i.e. its essentially a way of organising and involving the whole organisation either single individual at every level or department. This implies that for any organisation striving towards around-the-clock improvement, each individual of the organisation must ac noesis the other(a) and recognise that each activity (small or big) matters. From the writings review, it go out be established that Human election Management wantons a crucial role in implementing TQM by reinforcing human affinitys, improving employee competence, and achieving grow change. Quality gurus such as W. Edwards Deming, Joseph M. Juran, Philip B. Crosby, Genichi Taguchi, Kaoru Ishikawa and Walter A. Shewhart amongst others all agree on the grandeur of a team based culture for organisations to ceaselessly improve on quality, perhaps the to a greater extent or less popular of the quality gurus is Deming for his c ontribution to the Japanese sedulousness in the 1950s, all of their quality philosophies had the pastime points in super acidProviding quality goods and services.Customer focused (internal out-of-door).Production is optimised with team-work, transformational leadership and statistical measurement.The important focus of Total Quality Management and related approaches is customer (internal external) based, The external customer is the reason for a business to exist, and by directing every operation of the internal customers (employees) of the of the organisation towards the external customer satisfaction through continuous improvement in quality. seek by Wilkinson (1992) and Collinson et al. (1998) amongst other exploreers strike up that there ar 2 sides to TQM a hard side and a soft side, and that the soft side emphasizes on the management of human resources, relationship between employees and employers (teamwork), customer c are and the hard side lay fury on the techni cal aspect of an organisation. The soft side of TQM is nigh(prenominal)ly adopted by service industries time the hard side is accustomed to manufacturing industries. The depicted object with this Hard and Soft TQM fantasy is that to the highest degree organisations fail to integrate these two parts effectively, especially in the manufacturing industries which tend to focus on fruit first and quality second delinquent to their desire to meet the schedule. fit to Omachonu, V. and Ross, J., (2004) in the United states and other highly industrialised countries the economy has shifted from manufacturing to service industries, indicating that 80% of workers globally are employed in the service sector. This suffices to tell that quality improvement can only be achieved through the actions of the public in the organisation, HRM is the practice adopted by organisations to achieve this aim, HRM can be defined as a strategic and coherent approach to the management of an organisatio ns most valued assets i.e. the stack/ earth works there who separately and collectively contribute to the achievement of the organisations objectives (Michael, A. 2006). The notion sustaining the practice of HRM is that spate are the organisations line resource and organisational performance largely depends on them. on that pointfore if an appropriate range of HR practices and coveres are certain and implemented effectively, then HR will make a substantial impact on an organisations performance. Although previous research has established the fact that HR is crucial to performance, the general consensus from most of the research especially that carried out by Purcell et al (2003) is that HR can make an impact by contributing to the followingThe resurrectment and boffo implementation of high performance work practices, particularly those touch with hire out and work externalise, flexible operative, resourcing ( recruitment, selection and talent management),employee develo pment (increasing skills and extending the skills base),reward, and giving employees a voice.The formulation and embedding of a clear vision and set of values.The development of a optimistic psychological contract and means of increasing the motive and dedication of employees.The formulation and implementation of policies which, in the words of Purcell et al (2003) meet the needfully of individuals and create a great place to work.The provision of support and advice to line managers on their role in implementing HR policies and practices.The effective management of change (Purcell et al, 2003.)From the above it is obvious that HRM plays a huge role in TQM, t indeed this research will be focused on the identifying the HRM practices that are most effective to TQM and how best this practices are implemented in the manufacturing today, the research will focus its attention in the oil service sedulousness of Nigeria thus the topic The role of human resources management in the im plementation of total quality management in the oil service intentness the research will be done using a international oil function company (Hercules Offshore) as a subject study, the reason for this is that most developing countries still fail to recognise their employees and the role they play in the quality of goods and services, my interest in this topic arose from my experience working in the Nigerian company I realised that most employees lacked lading to the managerial goals and objectives, emphasis are do more on individual performance rather than a holistic approach which is the main(prenominal) sentiment of TQM, there was a huge gap between the front mapping and the back office, this research aims to identify how this gaps could be closed to encourage continuous quality. Most companies in Nigeria and other developing countries that are yet to acquire the advantage of a committed work force will find this project usable, even the country as a whole would win fro m what this project aims to achieve because if every individual lives and performs for a general goal not an individual goal the country would move forward.1.2 image intentThe aim of this project is to identify and study the impact of Human resources management in the implementation of Total quality management and the role of the humans (employees) in quality attainment and improvement.1.3 Project ObjectivesThere are whateverwhat objectives that fall within this specific aim and the objectives includeDoes the Nigerian fair(a) worker know what TQM is?What are the perceptions of the companies customer service in Nigeria?How are these practices implemented in Nigerian oil servicing industries?What are the exact HRM practices that assist in the implementation of TQM in the oil service industry?What are the factors influencing employees to adhere or refute company quality policies?The determinants of employee responses to TQM1.4 Deliverables taking into custody the role of HRM in the implementation of TQMUnderstanding total quality management and the need for organisations to have an effective and efficient TQM model.Understanding how management strategies for continuous quality improvement can reach the roots of the organisation better employees payload to quality in the Nigerian oil industryidentify the major limitations to quality improvement practices in NigeriaRecommendations for further improvement.1.5 Project methodological compendiumThis study is descriptive in its entirety rather than experimental. It entails collecting information in the form of literature review follow, questionnaire survey, and interview questions from some selected HR managers including the managers in the organisation for the case study (Hercules offshore).The methodology to be real will focus on the mechanism through which high service level can be achieved by efficiently managing the human resources procurable to an organisation, the role of the human in TQM implementa tion, how TQM practices are implemented using HRM practices in the oil service industry in Nigeria, and to assess the average workers knowledge of TQM.This proposed project will involve a four word form design that will be used for implementation. The first phase of the project is the research planning, the second phase will involve the project planning, the third phase is for result analysis, fourth phase is the project summation.The main tasks to be terminate at the end of the fourth phase plan arei. Analysing the reason of the survey through literature reviewii. Selection of case study for the projectiii. Carry out a feasibility study of the case studyiv. Data Collectionv. Data compendvi. Result abbreviationvii. Discussion and endingviii. RecommendationThe methodology to be developed for the research and project planning, result analysis and project completion is illustrated in regard 1.1Phase 1Research PlanningPhase 2Project PlanningPhase 3Result AnalysisPhase 4Project Su mmation stick out 11 Methodology to be developed ascendant AuthorThis study addresses the immensity of improving an organisations quality out stray through improving the efficiency and commitment of the internal customers (employees). Figure 1.2 shows a diagrammatic representation of the methodology giving the go to be adopted. These graduations are understanding and knowing the aim of the project, designing questionnaires and put interviews, administering questionnaires and conducting telephone interviews with employees of an organisation in the oil services industry comprising of human resources managers, project managers, operations managers, vessel managers, shipyard managers and deck hands. Recommendation would also be made to enhance the organisations implementation of total quality management. This will be sent to the organisation in order to gain feedback from the recommended solutions.Understanding the worry of the projectDesigning questionnaires and arranging intervi ewsQuestionnaires and conducting interviewResult Presentation and AnalysisngDiscussion, Recommendations and ConclusionFigure 1.2 Diagrammatic representation of the MethodologySource Author1.6 Project SummaryIn this section the author provides a brief outline of the content of each chapter in the project.Chapter 1- Introduction to the utterance, the project aim, objectives and the methodology to be adopted.Chapter 2 A literature review survey of the project that will comprise human resources management practices, total quality management, strategic management, and customer services. A summary of the literature review will be given at the end of the chapter.Chapter 3 A all-inclusive study of the organisation stress, including its products and services and an exhaustive insight into the oil servicing industry in NigeriaChapter 4 The methodology to be used will be presented in this chapter. It will show the approach and other considerations that were made in obtaining data and res ult analysis for this project.Chapter 5 A compressive analysis of the empirical data and results of the study by describing the descriptive findings will be presented.Chapter 6- This will present the discussion of the work done, importance of the questionnaire, interviews and results to the project and wall sockets encountered. The coda and recommendations are also presented in this chapter. The order of presentation for the chapters in this dissertation is shown graphically in figure 1.3Chapter OneBackground of studyAim, Objectives and DeliverablesIntroductionChapter TwoLiterature ReviewRelated theoriesChapter ThreeCompany background and Oil service industryThis chapter focuses on the concept of HRM and TQM in the Nigerian oil industryChapter fourMethodologyResearch design, approach and dodgeChapter fiveResults and Analysis of DataResults presentationData analysisChapter sextupletDiscussion and Future WorkDiscussion of findingsFuture works and ConclusionCHAPTER 2Figure 1.3 Proj ect SummarySource Author literary productions REVIEWIntroductionThe role or effect of Human Resource practices on the implementation of Total Quality management cannot be over-emphasized, because it serves as a basis for ascertaining employees attitudes towards effective and efficient quality practices, simply put if the employees are not quality oriented, there is no quality hence the organisations ability to conform to its customers requirements is low, Several studies investigating the relationship of HRM and TQM have asseverate the same ideology e.g. (Lammergeyer, 1991 Wilkinson, 1992 Oakland,1998 Palo and Padhi,2005). Additionally, according to Morrison and Rahim (1993) and Hoogervorst et al. (2005), TQM depends on the effective management of human resources.Considering the TQM model, Murphy and Cleveland (1991) state that the outline that is used to appraise performance needfully to be congruent with the culture and principles that guide the conduct of the organisation, unl ess congruence is retained, anything that is developed is liable to be rejected. Hence this chapter presents a literature review well related to the project, the literature survey will be carried out in a topical format this is necessary to give an exhaustive background knowledge to the terms in the topic the first section will be on the commentary and principles of human resource management, advantages of HRM in the global business world, the second section will consist of the definition and concept of total quality management, its origin and benefits to the industry, the third section will investigate the work done so far with respect to the role of HRM in the implementation of TQM and its importance, the fourth section will consist of the research background, project justification and literature review summary.2.1 Definition of Human Resources Management now in the propulsive competitive business environment, there has been reasonable doubt as to what the roles and functions of Human Resource Management (HRM) are in an organisation. consort to Soderlund and Bredin (2005) previous research by American Business School Professors all identify HRM as an effective organisational tool, but due to the present volatilisable business environment there has been conflicts on the concept and role of HRM within an organisational structure. One of the main problems contributing to this is that there is no single matching concept of what is meant by HRM. There are a variety of definitions attributed in the literature as to what exactly HRM is. In addition to this philosophy, Brewster and Larsen (2000) stated that due to its diverse nature there is no generally accepted definition for HRM and what it entails. Less satisfactory definitions have been proposed by different authors Soderlund and Bredin (2005) classified HRM as a management philosophy that concentrates on people (employees) treatment, Dessler (2006) defined HRM as the process of acquiring, educate, ap praising, and compensating employees, and of attending to their labour relations and health and safety, Marchington and Wilkinson (2002) defined HRM as the management of employment. These definitions are perhaps simplistic in nature and failed to highlight the true concept of HRM (Michael, 2006).Michael (2006) went further to define HRM as a strategic and coherent approach to the management of an organisations most valued assets (humans/employees) the people working in the organisation who individually and collectively contribute to the achievement of its objectives, footing (2007) also supports Michaels definition with his proposed philosophy of HRM, according to Price, HRM is a philosophy of people management based on the belief that human resources are unambiguously important to sustained business success. In addition to his philosophy he stated that an organisation gains competitive advantage by using its people effectively, drawing on their expertise and ingenuity to meet cle arly defined objectives.Prof P.S Nel et al (2001) in their book strongly supports Michaels definition of HRM with this quotation HRM is the only resource in an organisation that reacts when acted upon i.e. with the exception of human resources all other resources of an organisation are static because other resources derive their dynamic character from human resources. Although there are diverse definitions to HRM, for the purpose of this research the definition proposed by Michael (2006) will be adopted considering the fact that it clearly states that HRM is aimed at recruiting capable, flexible and committed people, managing and rewarding their performance and developing key competencies.2.1.1 Human resources management in practiceArmstrong, (2000) highlighted that HR is of immense importance to modern day organisations, it provides an approach to inducing improved performance levels through the use of the humans (employees) by improving their levels of customers service, producti vity, growth, profits and quality control. There are a number of activities, roles, processes covered by HRM, Lado and Wilson (1994) outlined the following to be the HR activities in contemporary organisationsPlanning.Recruitment and selection preparation process managementBenefits and rewards salary vocation developmentBanhegyi et al., (2008) and Robbins and Coulter, (2002) also supports the HR activities stated above as the salient global HR activities in present day organisations.2.2.1 PlanningPlanning in Human Resource has been a debated topic in different HRM contexts over the years (Wren, 1994). HR was initially a dodge used to control the strength and weaknesses among employees and to develop the skills and competences they needed (Gallagher, 2000). With the era of individual career plans, organisations started recruiting individuals with certain in demand(p) skills and competences as a method of employing individuals who shared the same orientation or objectives with that of the organisation (Kuratko and Morris (2002), this means that HR planning is essentially a method of selecting employees that queue with the succession plan of the organisation. This aspect of HR is still been exhaustively discussed by many researchers, Schuler (1986) proposed that HR planning is a complicated and complex issue of debate within the HR activities. Storey (1995) argues that HR planning today is a very important task of every contemporary organisations HR department. According to him, HR planning mainly involves the identification of skills and competence within the organisation, the filling of identified competence gaps, and the facilitation of movements of employees within the organisation. An essential part of the HR planning is the succession planning which aims to ensure the supply of individuals and filling of gaps on senior key positions when they become vacant and replenish competences to expanses where they are most valued (Wolfe, 1996).2.2.2 Recruitment a nd selectionThis is the process by which an organisation places the diverse talents at their disposal in different levels of the organisation. Analoui, (2007) defined the process as an ethical approach by an organisation to find and realise the most efficient individual with the desirable skills for an available position. According to Price (2007), the recruitment process is divided into threesome approaches Suitability the most qualified applicator for the position, Malleability moulded within the cultural norms, and Flexibility the most reliable and varied employee. These factors are rather complicating and can be easily mistaken during the process of hiring employees. Suitability is a critical aspect hence its mainly concerned with the process of hiring the most suitable applicant for the position.Pfeffer (1994) proposed that the ability by an organisation to select and retain talented employees is of great advantage in the global competitive market. It is obvious from th e present global market that organisations who possesses the greatest talents dominate in the competitive market hence firms tend to employ noteworthy managers to lead the thriving future.2.2.3 TrainingIt is already a well-established fact from the above literature that employees skills and knowledge are of immense impact on an organisations level of quality in goods and services (Guzzo, R A. and Noonan, K A, 1994). Ostroff and Kozlowski, (1992) supported this bringing close together by stressing that for organisations to overcome certain problems and to attain continuous improvement the employees have to be continuously trained individually or as a team, their research also suggested that training also serves as a socialisation tool for new employees to gain cultural knowledge about the organisation, define about the necessary tasks and how to perform their responsibility clarifying their roles and relate with others indoors the organisation. Additionally, Hackman and Wageman (1995) identified training in their study as the second most commonly used HRM practice in implementing TQM.Rollag Cardon (2003) supported this philosophy in their research as they indicated that the process of socialisation within a firm enhance new employees to integrate speedily within the new organisation. nominal training is a wide-spread method for organisations to enhance the personnel performance level, as important roles are covered also by organisational socialization and multitasking (Chao, 1997 and May, 1997).Research by Bishop (2003) highlights training as a cost effective strategy especially when there is a shortage in talented or skilled labour, employees could be trained on the job (OJB) thereby economy cost in time and resources of finding a competent workers.2.2.4 Performance ManagementThe concept of performance management within an organisation is to determine how the employers can get the highest level of commitment from their employees (Drans plain stitch, 20 00). There are three steps of approaching the performance measurement within an organisation, the three steps are stated belowObjectivesAppraisalFeedback (Dransfield, 2000)Dransfield (2000) described the first step (objectives) as goals that are quantifiable, easy to measure and simple to communicate end-to-end the organisation after which the performance appraisal takes place and subsequently feedback. Although quality gurus like Deming and Juran are of the opinion performance appraisals are deterrent to quality improvement, according to Deming (1986) there are many undermining factors of performance appraisal as stated belowIt nourishes short-term performance, annihilates long-term planning, builds fear, demolishes teamwork, and nourishes rivalry and politics.It leaves people bitter, crushed, bruised, battered, desolate, despondent, dejected, sapidity inferior, some even depressed, unfit for work for weeks after a admit of an unacceptable rating, unable to comprehend why they a re inferior.Soltani (2003 2006), also supports this conceit he believes that performance appraisal disregards the existence of variability in the system, it holds workers responsible for(p) for errors that may be the result of faults within the system and it undermines teamworkHowever, other investigators bring to an end that performance appraisal is compatible with TQM if it is based on quality criteria (Blackburn and Rosen, 1993 Simmons et al., 1995 Wilkinson et al., 1994 woodwind instrument and Peccei, 1995). Shadur et al., (1994) in their research claim that some organisations still have some form of performance appraisal and there is evidence that this HRM practice is useful in implementing TQM. Other researchers affirm that although performance appraisal can be related to individual performance, it can be of more advantage to quality improvement if it should be focused on measuring organisational and group performance (Petrick and Furr, 1995 Schuler and Jackson, 1987 Simmon s et al., 1995)2.2.5 Benefits and rewardsThe major determinant of human doings is the consequences to their actions, if employees know there is a reward for their actions they tend to work towards earning that reward, most managers in contemporary organisations have adopted the benefits and reward system as an incentive besides the earnings that would derive that extra commitment from their employees, according to Appleby and mavin (2000) attaining high levels of commitment from employees within an organisation is highly essential. Consequently employee considerable effort will manifest into an intended realisation and fulfilment of a specific desired outcome. Such manifestation enhances the explanation of the crucial aspect of organisational reward system and how it can be sustain and elicit the firm human capital investment Tannenbaum and Dupuree-Bruno (1994).As defined by Manus and Graham (2003), total reward includes all types of rewards/benefits-indirect as well as direct, an d intrinsic as well as extrinsic. Each aspect of reward, namely base pay, contingent on(p) pay, employee benefits and non-financial rewards, which include intrinsic rewards from the work itself, are linked together and interact as an integrated and coherent whole. The concept of total reward has emerged kinda recently and is exerting considerable influence on reward management (Michael, 2006). An every bit wide definition of total reward is offered by WorldatWork (2000) who state that total rewards are all of the employers available tools that may be used to attract, retain, actuate and satisfy employees. Thompson (2002) supports this idea with his definition of reward management, where he states that total reward typically encompass not only traditional, quantifiable elements like salary, protean pay and benefits, but also more intangible non-cash elements such as scope to achieve and exercise responsibility, career opportunities, learning and development, the intrinsic motiva tion provided by the work itself and the quality of working life provided by the organisation.2.2.6 CompensationAccording to Patel Cardon (2010) compensation is an essential tool for modern-day organisations as it contributes to attract and retain high skilled employees with superior salaries, and it encourages a desired stakeholder behaviour regarding recognition and legitimacy. Minbaeva et al. (2003) inferred that compensation would enhance motivation among personnel too.Even though non-financial compensation can really work as a positive incentive for the workers, providing monetary benefits is necessary to increase the productivity of the employees on the individual or group level (Gomez-Meja, 1992). Balkin and Swift (2006) suggest a more flexible approach toward the payment issue. They proposed to relate it to the life stage of the organisation with a higher rate of non-monetary benefits during the first years of activity, and a re-equilibration whenever the company enters the mature stage. Non-monetary paybacks are represented by stock options, stocks or other form of equity sharing that enhance the participation and the motivation of employees, while spreading the risks over a larger number of people (Graham et al., 2002).The same ownership sharing represents also a long-term planning for compensation, as Graham et Al. (2002) stated, but also short-term rewards exist. These are represented by profit sharing policies aiming to encourage the employees toward group work, or to control the organisational outcomes (Heneman Tansky, 2002).2.2.7 Career development (CD)Many practitioners and scholars within human resource development (HRD) field have claimed that the utmost crucial aspect of the practices is career development (McLagan, 1989 Weinberger, 1998 Swanson Holton, 2001). However, this area of studies has been given little attention (Upton, Egan Lynham, 2003).With the intense competition in the 21 century, many organisations have realised that in o rder to remain competitive they have to improve their employees and enhance their career development as an holistic approach (Boudreaux, 2001) rather than individual career development (Swanson Holton, Upton, Egan Lynham, 2003). Hence, many organisations are now taking proactive measures towards equipping their staffs (Leana, 2002) or create a climate that supports their staffs at all levels of the organisation to be more outcome and productive (Sullivan, 1999) which Boudreaux, (2001) Brown, (1997) referred to as shared responsibility.However, learning within an organisation is quite critical and expensive (McDonald et al., 2002). According to Power et al (2001) the most common learning methods within organisations are in baronial (i.e. on-the-job coaching, sessions, lesson learned, development assignment) and formal learning (i.e. as training/workshop and other forms of professional training conducted by professional bodies internally or externally (McDonald et al., 2002).1.3.1 Reservations about HRMAs many other departments within an organisation encounter, HRM has its own challenges, according to Michael (2006) the main reservation have been that HRM promises more than it can deliver and that its morality is suspect, Michael

Classical vs. Operant Conditioning :: essays research papers

encyclopedismThoughts on LearningLearning is not compulsory. uncomplete is survival.W. Edwards DemmingEducation is what survives when what has been learned has been forgotten.B.F. muleteerI am always doing that which I cannot do, in order that I may learn how to do it.Pablo PicassoWhat is Learning?A relatively permanent change in behaviorthat results from humpTypes of LearningClassical conditioningOperant conditioningCognitive and genial learningClassical instruct ExamplesSound of a dentists drill sweaty palmsSmell of moms perfume smiling cumulation of certain restaurant nauseaNoise of a can untier cat comes runningSmell of a hospital weakened libertyClassical learnDiscovered (accidentally) by Ivan PavlovPavlovs Observationanalyze digestion in dogsPavlovs Experiment Phase 1Food (US) salivation (UR) self-referent responseTone (CS) nothing (CR)Pavlovs Experiment Phase 2CS is repeatedly paired with the USA tone is sounded ahead the food is presentedPavlovs Experiment Phase 3E ventually, the CS elicits a new CRHearing the tone by itself causes salivationClassical instructConditioned Emotional ResponseAvoidance learningConditioned phobias fine AlbertClassical conditionExtinction extemporaneous recoveryClassical learnStimulus generalizationStimulus discriminationHigher Order ConditioningPair CS1 with a new CS2CS2 CRBut, CR will be weakerClassical Conditioning AppliedDrug overdosesSmoking environmental cues organized desensitizationAdvertising sex appealTaste aversionConditioning and the immune systemTypes of LearningClassical ConditioningOperant ConditioningCognitive and Social LearningOperant Conditioning ExamplesTantrums are punished fewer tantrumsTantrums bring attention more tantrumsSlot machine pays start gamble moreReward dog for sitting dog is belike to sitOperant ConditioningThorndikes puzzle box faithfulness of Effect actions that have positive outcomes are likely repeatedSkinner boxOperant Conditioning PrinciplesStimulus-ResponseReinforcement Positive reinforcementelectronegative reinforcementEffective PunishmentShould beSwiftConsistent fittingly aversiveChallengesPhysical punishment may be imitatedMay reverence the person who punishesMost effective when paired with reinforcersReinforcementPrimary reinforcers supplemental reinforcersBehavior modificationImmediate versus delayed reinforcementBeyond prefatory ReinforcementGeneralizationDiscriminationDiscriminative stimulusExtinctionSpontaneous recovery

The War in Vietnam Essay -- Papers USA Cold War Essays

The War in Vietnam the States became increasingly gnarled in the war in Vietnam, mainly because of the domino possibleness, the fear of the distribute of communism. If mho Vietnam fell to the communist the US feared that communism would spread throughout Asia and to neighbouring countries. The knead of the previous presidents also caused another main reason for the US to wrench more involved in Vietnam. But there is one underlining feature if the French had not left, the States would not suck up become involved in Vietnam at all. There are many more reasons for America to increase involvement in Vietnam, and all of these can be listed in long and short-term reasons, such as domino theory organism long term and gulf of Tonkin being short term. Some of the reasons have higher influence in the increase in involvement in Vietnam, while others being less important (for example the Gulf of Tonkin incident). The to the highest degree important factor f or Americas involvement was the domino Theory, conceived by President Eisenhower, which was originally President Trumans Theory of Containment (Theory evolving into Domino Theory).The theory of containment was the idea of not actually stopping communism but containing it inside a country to stop communism from spreading. This theory was used in the Korean War( 1950-53) and had succeeded in containing communism in North Korea. Eisenhowers theory, the Domino Theory, initially evolved from Trumans Theory of Containment. Domino Theory was the idea of the spread of communism, which was compared with the falling of dominos, you have a row of dominos set up you knock over the first and what happens to the last is a cer... ...o the failings of the corrupt Diem, ahead(p) to the cancelling of the elections, which angered the North, who retaliated by attacking the south, and in response the Americans increased its troops to try meet the threats of the Vietcong a nd Communism. But round factors can be linked to other factors, domino theory and influence of the presidents. Also some of the Factors are more important than others, the most important being the Domino Theory, and the French Exit, but the UN not being as important in the reasons why America got more involved. The Domino theory was the justification for the war. The Gulf of Tonkin was only an excuse , French exit was the void that America filled, and Diems failings, all of which linked to the Domino Theory, which is basically the reason why America got increasingly involved in Vietnam.

Genetic Engineering: Perfect Body or Perfect Sin? :: Argumentative Persuasive Topics

Genetic Engineering Perfect form or Perfect Sin? New advancements in science play everyday. Products may include medicines, fertilizers, household cleaners, durable materials, and more. One of the most polemic issues in the being of science is contagious applied science. Scientists say genetic engineering may bring large advantages to worlds and the way they live. Critics argue that genetic engineering can mean the destruction of the pure human being. thither are numerous advantages and disadvantages in genetic engineering but mishap can be avoided if extreme caution is practiced. When people used to intend of genetic engineering, they thought of genetic on the wholey enhanced superior food products. That all channelised after Dolly, the cloned sheep, was introduced to the world. The recent advances in genetics sparked conversation about re-create human beings. Scientists believe that genetic engineering in humans is the resolution to the multitude of problems that milli ons face everyday. Hereditary baldness, heart problems, mental disorders, and a ken more genetic diseases would cease to exist. The perfect world isnt that far away. So what could possibly go wrong in a perfect world made up of genetically enhanced organisms? Critics fear that disease-producing organisms used in food products might develop worldwide epidemics. The catholic church says that human cloning is morally wrong. Others dont want a perfect world. They argue that the underbred humans will take away our right to suffer. According to critics, genetically changing the structure of a living thing isnt worth the happen or sin. The perfect physical world is nearer than anyone can imagine. The expect problems can be resolved before they even happen. Epidemics can be avoided by careful procedure, supervision, and inspection. The National Institute of Health already has complete regulations restricting the types of DNA that can be used for these types of experiments. The only b ulwark left is sin. There is nothing man can do to change the word of God. Mans is willingness to sin for happiness does not differ from stealing or killing for money. Heaven is the sacrifice they have to make to enjoy happiness. recognition is an amazing and dangerous world that man seeks to control. Genetic engineering was never intended for man to discover. Now that he has, should he use it for his usefulness?

Letter To Board :: essays research papers

I would corresponding to commend the apparent effort of the Pulaski County Board of Education in their create the new Drug/Alcohol Screening Program now in effect in both local high develops. I am grateful to see that around advance has been made to valorize the education knead in our community. However, I am discouraged to see that the main way of this program is centered around some of the most valued pupils in our schools. It is to my cognition that this program is designed to screen students involved in cheating(a) activities, including sports, and student drivers. Although I do believe that there is some branch of medicine economic consumption within these groups, I do non experience that this is the epicenter of the school systems problems. Most drug use and/or drug trafficking, I have heard of and/or witnessed has non come from any of the groups listed in your policy. I believe it makes sense that some athletes use performance enhancing drugs and/or inebriant, as do some student drivers and club participants, but I do not feel that this is the eye socket of greatest concern to you. As I am aware of, drugs and alcohol cause a condition called demotivational syndrome, which is evident in frequent drug users. This syndrome causes a lack of motivation, followed by a decline in academician performance, followed by an ultimate decline in personal well being. learner athletes for example, are expected to maintain a rigorous practice schedule, as well as a true grade point average, which is repugnant with the symptoms and effects of demotivational syndrome. I believe that the greatest amount of victims of drugs and demotivational syndrome are not located in athletic or school programs, but internal the school itself. No drug user I know of and may have been familiar with is involved with sports or extracurricular activities, nor would they choose to be. It is to my knowledge that no less than 10% of student participants in these activities will be randomly screened at any time. But, if the main drug use in schools isnt in the activities department, but in the school itself, why couldnt 10% of the total student body be screened? It appears to not moreover me but other members of the student body, that the school board tests members of athletic departments and certain extracurricular activities because they are concerned about the public image of our school system.