Chapter 4 results and discussion Dissertation Example | Topics and Well Written Essays - 6000 words

Chapter 4 results and discussion - Dissertation Example The study was two-fold. One aspect looked at the differences in the frequency with which low proficiency language learners’ use various types of metacognitive, cognitive and socio-affective strategies as well as the overall frequency level for each category in general. The other aspect of the study looked at differences in the frequency with which the female and male gender used the same set of strategies. The overall results indicate a medium level of frequency in the utilisation of listening strategies for each major category of strategies for both high proficiency and low proficiency language learners. A similar result was obtained for the frequency with which males and females used these strategies. There were some differences within each category with the cognitive strategies category and the socio-affective strategies category showing wider variations in the level of frequency used by both low proficiency and high proficiency language learners as well as between the stra tegies. There was also some variation within each category in terms of the frequency with which males and females used each strategy with the cognitive strategies category showing a wider level of variation in terms of the different levels of frequencies between the strategies and between males and females. ... However, the high proficiency group used metacognitive strategies and cognitive strategies at a higher level of frequency based on the mean frequency scores, than the low proficiency group. In the case of socio-affective strategies, the low proficiency group used these strategies at a higher level of frequency than the high proficiency group. Table 4.1 provides a statistical description of the three main categories of listening strategies used by high proficiency and low proficiency groups. 4.1.1 Differences in the three main categories The results indicate that there were no major differences in terms of the frequency with which each category of strategies were used. Each of the strategies was used with medium frequency. Table 4.1 shows the three main categories of listening strategies used; the groups – high and low proficiency; the number of participants in each group; the mean scores of each group (M); the standard deviation (SD); and the frequency with which each category of strategies was used. Table 4.1 – Statistical Description of the 3 Main Categories of Listening Strategy Used by High and Low Proficiency Groups Category of strategies Group N M SD Frequency Metacognitive strategies High 10 3.24 0.78 Medium Low 10 3.15 0.62 Medium Cognitive strategies High 10 3.18 0.72 Medium Low 10 3.03 0.42 Medium Socio-affective strategies High 10 2.75 0.78 Medium Low 10 2.84 0.55 Medium Total strategies High 10 3.12 0.78 Medium Low 10 3.04 0.57 Medium N: participant's number M: mean SD: Standard Deviation Frequency: how frequently strategies were used Table 4.1 indicates the frequency with which the ten participants in the high and low proficiency groups used each of three listening strategies. Using a frequency of high, medium and low which is

Issues of Healthcare Work and Safety for Employees

Issues of Healthcare Work and Safety for Employees Aims of this assignment are to give a clear understanding of the role of the healthcare assistant, regarding issues found in healthcare. To explain some of the causes, symptoms relating to the healthcare worker and safety and health in the workplace. The aims are also to give an incite to occupational illness and some preventive measures. Following the aims I will make some recommendations and improvements that can be make to improve the health and safety within the workplace. Upon finishing this assignment I will finish with an evaluation of my findings. Noise and Sound. Many health care assistants work in a noisy environment, radio, televisions clients (shouting, banging), phones ringing, bells, machines and trollies squeaking and creaking. The Hazard here results in a working environment that affects the health care assistants concentration, this in turn results increased work place injuries. Risk Hearing is affected for both the health care assistants and the clients, causing the clients to become agitated with the constant noise. Leaving clients and staff feeling agitated with one another. Control here would be to reduce the level of noise within the care environment. Special noise absorbing panels can be hung on walls to reduce the noise level. These panels were introduced into an Atlanta Veterans Administration Medical Centre, (Georgia Tech Research Institute). Reducing the noise level within the home from 16 speakers to 1 speaker noise level. Also, helping the veterans to sleep better. Sometimes its a case of getting a hearing aid for a client. Stress never have enough time to carry out jobs. The Hazard here results in jobs rushed to get everything done. Stress is also caused by aggressive clients sometimes treats of violence or actual violence, bad management over worked staff not enough staff resources stretched, bullying due to a client demanding the care assistant do jobs there not supposed to do alone or another member of staff. Risk Lack of concentration, low appetite, tiredness, lack sleep from worrying about work, can cause bad concentration, mental health issues, absenteeism, no patience, snappiness, and physical issues. In severe cases the health care assistant might take their own life as seeing no way out. If its a case of bullying keep records and record findings. Control carry out a risk assessment on the working environment. Control the workload making sure its shared equally among staff. Improve staff working conditions. Ensure staff can voice their opinion to management without repercussions. Keep up to date with in house training. Introduce a wellbeing programme or mindfulness teaching staff how to unwind. Cater for the individual persons needs. As health care assistants, we should follow healthy lifestyles staying fit and active. Also, make sure you know your company policy and health and safety act 2005, know your rights. Dangerous Chemicals fumes and dust example cleaning. Hazard Health care assistant role also include using dangerous chemicals regarding fumes and dust particles in the atmosphere. Risk untrained staff and clients exposed to chemicals. Staff that havent taken part in induction training are at serious risk to burns, breathing difficulties, and in severe cases death. Clients that can gain access to these chemicals are also at risk. 1. Control Follow MSDS (material safety data sheets) if none are provided read instruction on chemicals never use chemicals /medicines unless instructions are provided. 2. No label dont use. 3. Keep chemicals in locked cabinets and locked rooms key pad rooms are better as staff arent running around looking for access. 4. Always use proper PPE equipment. 5. Use chemicals within a well-ventilated area. 6. Never hoover as this allows dust particles to move to other areas. 7. All staff need to be made aware of chemical training, chemical awareness should be rolled out to all staff especially when dealing with hazardous chemicals and waste. Hazard -Occupational related illness with a regard to a health care assistant. You should consider winter vomiting bug, pathogens or infectious diseases. Winter vomiting bugs are notorious in care facilities, hospitals this time of the year causing diarrhoea, vomiting, headaches, dizziness, this in turn causes slips, trips and falls among those affected. Risk pathogens are micro-organisms. Manual Handling -Hazard Patient moving and handling. Uneven load lifeless loads, motionless clients who are bed ridden and cant assist in helping to move themselves. RISK Common cause of accidents is manual handling for the Health Care assistant. This in turn causes an impact on resources as many go out sick with injuries resulting from bad practices in manual handling. Some health care assistants can be bullied by clients into rushing not waiting for lifts, hoists or assistance from other staff members. Or shockingly some care facilities dont provide adequate hoists, lifts or staff training for certain areas or jobs. Control Avoid bad practices always refer to your training in good manual handling. Stay up to date on training keep yourself safe. Make sure client moving handling is carried out as safe as possible. Take all safety precautions lifts, two persons lift or as needed. Make sure lifting equipment are kept updated with maintenance and are checked regularly. Lighting in the area is good, considering clients abilities have them help as much as they can, this in turn helps them lifting their spirits. Footwear should be good quality good grips non-slip will help reduce slips, trips, falls. Occupational related illness Bullying. Causes of bullying can be anything from the colour of a persons hair, skin or that bully in this case I will refer to Ms. x. Ms x just had to look at me a certain way for me to know yes, its going to be a crap day. For me it was a case of too happy always smiling, friendly too helpful way too happy to be right in the head. Really my tormentor was going through a difficult time her mom had cancer. Symptoms include work going missing, taunts, called a bad mom for working, pestering, laughing when I fell over while being pushed from behind, telling lies about me to co-workers impacting how others treated me, people stopped talking for appro 8 months. Impact on the worker impact on me as a mom, daughter, sister, aunt, granddaughter, friend you start to question yourself blaming yourself that yes, I must deserve this or is there something wrong with me. My self-esteem was shot to bits I couldnt eat, sleep then Id have binges of food anything. As your always wrong in the bullys eyes you try to please people. Too happy, fat, skinny its a circle it escalated one day when she threw a fork into my face in the packed canteen, everyone just laughed or turned away trying to not make eye contact. I just walked out grabbed my car keys headed to wooded area with one thought in my mind I want the pain to end. I was a nervous wreck at this stage always ready to defend what I was doing. Things moved fast after these events, I fought to get placed on another shift. Bad news travels fast in factories with some effort on my new co-workers they saw through the crap and brought me out of my darkness. Preventive measures the wellbeing programme was introduced within the company. Work areas got split up no women on their own men were slipped into the mix. Private phone numbers were given out if you felt the need to talk (wellbeing) without everyone knowing what was going on. Confidentially line was set up if you felt you or someone you knew needed a chat, were being bullied. Talks were given on how to spot, stop things from going too far. Health and safety statement. Safety statement is a written document thats written into law. This document is a programme written to safe guard employees, visitors, workmen, and anyone that comes into the workplace environment. Safety statement is part of the Safety, Health and Welfare at work act 2005. Safety of employees. Workmen, visitors anyone visiting must be made aware of the Safety Statement. This document must ensure safety and health. Must adhere to the law and its standards. Must cover people, machinery, chemicals, and materials used. Covering work carried out.

Being Assertive Essays -- Assertiveness Personality Essays

Being Assertive Assertiveness is an ability to take action in a positive, sincere, respectful, and confident way. It is also an ability to communicate directly using language that is to the point, taking initiative, focusing on solutions, addressing problems, taking ownership of problems, and bringing the problems to a close. Assertiveness can also mean being firm, patient, persistent, pushing someone into action, encouraging, and not compromising on the solution to the problem. Assertiveness requires flexibility tailored to the individual and the situation they are placed in. People usually have three obstacles that keep them from being assertive. They are: poor communication skills, low self-esteem, and a fear of conflict. An assertive response would be: â€Å"I have some concerns about whether the idea will work. My concerns include†¦.Please help me to clear up my misunderstandings.† The assertive person does not focus on winning as such, but rather on negotiating changes to benefit himself or herself and the other parties involved. They are very clear on what they want to accomplish. The communication needs to be planned out in order to sell the idea and not seem as if the assertive person is nagging or dictating. Assertive speaking is an important communication method that is usually paired with active listening. When someone speaks assertively they are expressing themselves in a confident, direct way both verbally and nonverbally. They are speaking up to make a point but allowing for other’s ideas to be shared as well. Being assertive does not necessarily mean being aggressive. These two behaviors are quite different in their manners. Someone who is assertive allows the problem to be discussed whereas someone who is aggressive usually participates in a one-sided conversation with little listening to the other side. Someone who is aggressive usually â€Å"shoots first† before addressing the problem. An assertive person looks at a problem with solutions in mind. An aggressive person is blunt and feels that their solution is the only solution. An assertive person takes charge yet invites other ideas for solutions. An example of an aggressive response might be: â€Å"There’s no way that will work. I don’t like that idea and I don’t know what you were thinking about when you thought of it.† Aggressiveness normally is associated with anger. Anger is a natural emot... ...rectly interpret a situation. If this happens it is important to be willing to admit being wrong. Also, do not stop being assertive in the future with that person. Finally, assertiveness should not be used for intimidation or manipulation. It means standing up for beliefs, expressing anger in a tactful eloquent way, reaching out to others, building self-esteem, and learning to be more direct. It is a method to reach goals, feel good about oneself, and to demonstrate respect for others. Most importantly, do not try to be something out of the ordinary and always take other’s needs and respect into account. References Alberti, Ph.D, R., & Emmons, Ph.D, M. (1986). Your Perfect Right. 5th ed. San Luis Obispo, CA: Impact Publishers. Axelrod, A. (2000). Elizabeth I CEO. Paramus, NJ: Prentice Hall Press. Bower, S. (1991). Asserting Yourself. Updated ed. Reading, MA: Addison-Wesley Publishing Company. Brounstein, M. (2000). Coaching & Mentoring for Dummies. Foster City, CA: IDG Books Worldwide. Fensterheim, Ph.D, H., & Baer, J. (1975). Don't Say Yes When You Want to Say No. New York: Dell Publishing. Smith, Ph.D, M. (1975). When I Say No, I Feel Guilty. New York: Dial Press.

Changes in the business environment Essay

By looking out the definitions of HRP from Dessler (1999), Stone (2002), and Schuler (1998), HRP can be defined as the systematic and continuous process to ensure that organization’s human resource needs are fulfilled by ensuring that the right people with the correct skills are available when required. Shortly, HRP is essentially focus on matching the individual and the needs of the organization to gaining a competitive advantage in marketplace. HRP is important because the HR plan affects all HR activities and acts as the strategic link between organizational and HRM objectives (Stone 2002). It can reduce the human resources cost by helping management to anticipate and correct the shortages and surpluses of employees. An addition, HRP will provide a better basis for planning employee employment in order to make optimum use of workers’ attitudes and to improve their job satisfaction (Nankervis et al. 1999). HRP provide more opportunities of working for women and minority groups in the labour market. Moreover, the HPR provide a tool for evaluating the effect of alternative human resource actions and policies. Nowadays business environment is multifaceted and complex, thus the changes in business environment will have a great impact on the HRP of the organization. By the definition of HRP, to be a success organization, the organization must achieve the business objectives through the effective utilization of human resources. Therefore, organizations need to forecast the internal and external supplying of human resources through the process of HRP. Usually, the present employees who can be promoted, transferred, demoted or developed will make up the internal supply. When the internal supply of employees cannot meet the demand, organization is needed to look up the external human resources from labour market. This show that labour market is an important factor in determining human resource strategy, therefore the changes of labour market will bring the effects to the HRP of organization. Normally, business environment can be categorized to 2 which are internal environment and external environment. The internal environment involves those factors that are found within the organization, for example, organizational structure and organizational culture (Stone 2002). By  analyzing those factors of the internal environment, HR planner will be able to identify the organization’s strength and weakness in order to achieve the business objectives. The structure of an organization is referring to the organization’s framework or design which can directly affect employee productivity and behavior (Stone 2002). It refers to how work tasks are assigned, who reports to whom, and how decisions are made (Eadie n.d.). Usually there have 2 forms of the organizational structures, one is hierarchical structure and the other one is flat structure. For the hierarchical structure, organizations have narrow span of controls over their employees. In contrast, organizations have wide span of controls over their employees with the flat structure. Thus, the structure of an organization has a powerful influence the types and numbers of employee in the organization, further the size of the labour market. Therefore, base on the structure of the organization, HR manager can anticipate the number of employees that required by the organization. The organization culture is the pattern of basic assumptions, values, norms, and artifacts shared by organizational member (Cummings and Worley 1993). It tells employees how things are done, what is important and what kind of behavior is rewarded (Moorhead and Griffin 1995). Thus it has an impact on employee job satisfaction as well as on the level and quality of employee performance. However, each employee may assess the nature of an organization’s culture differently, one of them may view it positively but one of them may view it negatively. Therefore, HR managers will be major players in shaping the cultures of organization in order to enable the long-term success of the organization. The external environment involves those factors cannot be found within the organization. External environment can be categorized to 2 elements that are societal environment and task environment (Anthony et al. 1999). The factors of external environment include legal and political, economic, social, and demographic, labour market, competition, technological, and industrial relations. Each factor either separately or in combination with others, can place constraints on human resource management. Therefore, HR managers must  analyze the external environment to identify any strategic opportunities and threats that may be present in the future, so that the organization can take the advantage of external opportunities and minimize external problems. The labour market is the geographical area from which employees are recruited for a particular job (Mondy et al. 1999). Changes in the labour market create constraints i.e. societal trends and culture for employers finding applicants with the right levels of skills (Noe et al.). The unemployment rate, education levels, occupation levels, and the mix of the age and sex will be the four key used to examine the measures of labour market (Anthony et al.1999). Those people who are not working and not looking for the job, for example households, retires, and students are considered as being â€Å"out of the labour forces†. Therefore this kind of unemployed people will not be the factor of unemployment rate measurement. Usually, the unemployment rate will be high during the recession of economy because the companies fire many people out. Thus, the demand for the workers of organizations is reducing but the supply of workers from the labour market is increasing. Labour force is an uncontrollable factor by HR planner because they can’t control the number of the workers in the labour market. But employment rate is a controllable factor because HR managers can use the statistical and mathematical technique to predict the available workforce based on the past information. The economy of the nation, on the whole and its various segment, is a major environmental factor affecting human resource management. There is a case in mid-1997, when economy is booming; recruiting qualified workers is more difficult than less prosperous time. Therefore, HR managers of some organizations had to use incentive scheme to entice needed employees. On the other hand, when economy is experienced downturn, more applicants are typically available. It is because many workers losing job and the high unemployment rate, thus all of them will strive for any opportunity to get a job. Beside that the HR manager also consequently develop staffing strategies to accommodate the downturn economy. Such strategies my include job entrichment, outsourcing, the development of new product lines or new services, flexible job options (e.g. job-sharing or part-time), or  downsizing (Nankervis et al. 1999). Unfortunately, the downsizing is the main option that chose by many organizations in the early 1990s. The people cannot anticipate the crisis of economy, thus economy crisis is considered as an uncontrollable factor for the HR planners. Beside that the issue of SARS is also an uncontrollable factor of economic for the HR planners. Although economy crisis and SARS are unpredictable, HRP still play an important role for the organizations. It is because an organization with HRP can forecast the needed workers quickly than the organization without HRP during the time of economy crisis or SARS. The changes of the social are came from changes of the lifestyle of people and the changes of the nature of employment in the labour market. Today, more and more young people with a high level of education are not willing to work long time for one organization only because they want to enjoy the higher quality of lifestyle. Therefore, they are keeping on to seek the new job with the better salary and benefit that provided by the other organizations. But not all those seeking work can find a job at prevailing standards, and therefore it creates a shortage of workforce for organization. Hence, HR managers need to provide more fringe benefits to attract employee remaining in organization. Traditionally, the nature of employment is the full-time permanent employment. During recession of the economy, many organizations decide to downsizing or outsourcing their business to remain the competitive advantage in the market. Thus, this lead the nature of employment is increasingly changed to part-time or casual employment in organizations. According to the Bureau of statistic of labour force in Australia (figure 1), there is a strong evidence to show that the part-time and casual employment is increasing important between the 1973 and 1997 (Nankervis et al.). The nature of employment is a controllable factor by HR planner because they design the recruitment of employees, for example, what type of workers and how many workers that they would like to employ from labour market. The baby boom that occurred after the Second World War created a substantial increase in population and changes the demographic. Those baby boomers will reach the employment age during the 1960s and they will create a bulge in  the workforce. While the population of baby boomers has generally grown at high rate, whereas the population of baby busters, who are the next generation has grown at lower rate. Therefore, the imbalance in the age distribution of the workforce has major impact for employers and HR planners. Beside that, since the occurrence of the Equal Employment Opportunity (EEO) and Affirmative Action (AA), the participation rates of women in the workforce are increased. The increasing number of women in the workforce is a trend that HR planner needs to recognize and accommodate. Thus, employers are obliged to provide more flexible employment options and childcare assistance to those women workers. The government can control the population in a country, for example the China issue the policy that one family only can have one child Therefore, the demographic can be considered as a controllable factor for the HRP. But sometimes HR managers cannot anticipate the fast increases of the population i.e. population explosion, thus it is an uncontrollable factor for the HRP. The changes of technology have an effect on business which dealing with human resource management. The improvement of technology advances the improvement of productivity of an organization. Today, the computer field is large and employing millions of people directly and indirectly because the computer allows much quicker access to and processing of information. Thus, more and more organizations have deserted the tradition way and bring in the technique of computer for their business operations. As technological changes occur, certain skills are no longer required, and therefore it lead to major reductions in the number of employees needed. Shoshana Zuboff (1988) was also arguing that the effects of the computer have yet to be felt since work itself will change completely as information becomes more readily available right at the workstation (Anthony et al. 1999). For example, American Telephone and Telegraph (AT&T) plans to reduce its workforce by 15000 employees as a result of technological changes. AT&T has also used automation to reduce the number of long-distance operators by two-thirds. Most experts do not expect the number of new jobs to match the number of lost through technological changes (Drucker 1993). Recently, there is occurring a computer virus called â€Å"So Big. F†. According to the newspaper, this virus has damaged the computer system of many organizations in short  time. If the computer system breaks down, the organization may need more employees to do the jobs that were done by the computer before. Since the HR planners cannot anticipate the occurrence of â€Å"So Big. F†, this is an uncontrollable factor of technology for the HRP. As every advanced economy becomes global, a nation’s most important competitive asset becomes the skills and cumulative learning of its workforce. This means that the people make organizations go. Therefore, how the people are selected, trained, and managed determine to a large extent how successful on organization will be (Cascio 1998). But as the changes of the environment, the task of managing people today’s world is particularly challenges. Thus, more and more organizations emphasize on the HRP to forecast the demand for and supply of human resources. That is why the personnel department transforming to human resource department in many organizations.

Nike Hrm Issues and Solutions

Sarawak Campus School of Business & Design HBH225N Human Resource Management Semester 02/2012 Individual Assignment Nike – Human Resource Management Issues and Solutions Due Date: Friday, 30. November 2012 By Katharina Pilgrim, ID: 4310187 Executive Summary In 1964 a company known back then as Blue Ribbon Sports was founded by Bill Bowerman and Phil Knight. 14 years later the US American multinational corporation officially became Nike, Inc. , which is up to today engaged in the development, design and international marketing and selling of sport footwear, apparel, equipment, accessories and services.The company’s headquarters are located in Washington County, Oregon, near Beaverton in the United States of America. Nike’s revenue reached 24. 1 billion USD in 2012 with an operating income of 3. 04 billion USD and employing worldwide more than 44. 000 people. The company is leading in supplying athletic apparel and shoes as well as manufacturing sports equipment an d other athletic and recreational products. Just the brand alone is worth 10. 7 billion USD, which makes Nike the most valuable brand among sport businesses. Its president and CEO is Mark Parker and founder Phil Knight still remains chairman of the board.The company’s name Nike goes back to the Greek goddess of victory, Nike [ni? k ]. In 1971 the graphic-design student Carolyn Davidson drafted the company logo for 35 USD, the international trademark and better known today as the Swoosh. Nike owns a number of subsidiaries, including the four most important ones, the upscale footwear company Cole Haan, the surf apparel company Hurley International, Converse Inc. , makers of the iconic Chuck Taylor All Stars sneakers and sports apparel supplier Umbro (About Nike Inc, 2012). Table of Contents 1. Introduction 04 2. Analysis of HRM Issues 04 . 1 Employee Compensation 04 2. 2 employee Motivation 05 2. 3 Occupational Health and Safety 06 2. 4 Quality of Work Life 07 2. 5 Managing Div ersity 08 3. Implication of Issues 08 3. 1 Employee Compensation 08 3. 2 employee Motivation 09 3. 3 Occupational Health and Safety 10 3. 4 Quality of Work Life 10 3. 5 Managing Diversity 11 4. Recommendations 12 4. 1 Employee Compensation 12 4. 2 employee Motivation 13 4. 3 Occupational Health and Safety 13 4. 4 Quality of Work Life 14 4. 5 Managing Diversity 15 5. Conclusion 16 6. References 16 . Introduction The following report will analyse five major human resource management issues that occurred at Nike Inc. over the past years, relating them to human resource management models and theories, followed by an implication of those issues, which means elaborating on the outcomes or better, what happened to employees or management after the issues occurred and how they impacted the entire company. This will be followed by giving recommendations for those issues by finding solutions using human resource information systems and the theory of change management.In the end an overall con clusion will be drawn, summarizing the major points and solutions found. 2. 0 Analysis of HRM Issues 2. 1 Employee Compensation In 1998 the issue of unfair employee compensation in Nike’s factories in the South East Asian region arose and made its way to the public. Nike ‘s management was accused to use child labour in first place and pay Indonesian kids just 19 US cents per hour (Werner-Lobo 2008, p. 40). Workers complained that their basic monthly salary is not high enough in order to meet their cost of living.There were also complaints concerning unpaid wages and disputed overtime payments. Nike was accused to exploit their workers and use methods of compensation along with the overall treatment that are against human rights (Werner-Lobo 2008, p. 41). Base payment is considered a direct financial reward. Next to the indirect financial rewards and the non-financial ones regarding the job itself and the job environment it comes together as the overall employee compensa tion, which is the most important human resource management function (Kolbe, Burkart & Zundel 2010, p. 2). It can help in order to reinforce the culture of an organisation and its key values. Compensation also facilitates the achievement of the organisation’s business objects and therefore a significant mismatch between the compensation and the organisational strategy can create major barriers (Kolbe, Burkart & Zundel 2010, p. 22). In a compensation program with the employee as the objective, there are four points to take in mind. First, all employees must receive equitable treatment; second, the employee’s performance needs to me measured accurately and rewarded ppropriately. Also an appropriate compensation change needs to be provided as well as performance and compensation reviews on a regular basis (Kolbe, Burkart & Zundel 2010, p. 24). Nike does not see to apply this or any compensation program to their workers in South East Asia, especially in Indonesia and Vietn am. Nike also does not care to pay for performance. Merit pay exists in order to develop a productive, efficient and effective organisation that enhances their employee’s motivation and performance (Kolbe, Burkart & Zundel 2010, p. 25).Nike instead just pays and average minimum wage which neither reflects an employee’s performance nor is enough to survive in some cases (Werner-Lobo 2008, p. 45). 2. 2 Employee Motivation Another issue that arose at Nike Inc. also in factories in South East Asia was that workers experienced a great lack of motivation, because they were highly dissatisfied with the attitude of their direct supervisor. Again, human rights were violated. In 2007 workers in factories in Vietnam claimed that the treatment of their direct supervisors was inhuman and makes them not want to go to work anymore at all (Harte Arbeit, wenig Geld 2009).Employees for example were just allowed to use the bathroom once a day in a twelve hour shift and drinking water was limited to two glasses per day as well. Supervisors would treat employees like second class people, talk in a rude tone and threaten them as well. As a result of this misbehaviour employees didn’t feel valued as human beings at all and started to loose motivation (Harte Arbeit, wenig Geld 2009). Considering the existing theories of motivation, you can say that Nike’s supervisors practice the X theory, which makes manager’s assumptions directive, narrow and control oriented in their treatment of employees.Theory X is an early theory of motivation and in modern society should not be practiced anymore (Kolbe, Burkart & Zundel 2010, p. 41). Also the little pay workers receive can’t be the only motivational factor, since there is little trust between management and employees and money is viewed just as the sole motivator. The thought process of workers in affected factories looked like this; after they get treated poorly and have to face a difficult workplace environment, they put little effort in their work, so their performance is just acceptable, they receive a low wage with no opportunity in sight for a raise nyways, so they just do the minimum required in order to not get fired (Kolbe, Burkart & Zundel 2010, p. 42). This is not beneficial for the worker himself, since mentally he is also suffering if he has to go to a job every day he is not satisfied with and also not beneficial for Nike, since the worker’s performance will be on a very low level, raising chances for products to be not manufactured in a way the company desires.Taking a brief look at Maslow’s hierarchy of needs, you can see that the physiological need that includes water, food and air is the fundamental of all needs every job has to provide for an employee, since if the base already experiences cracks, everything build on top will be crocked and not function in the way desired (Kolbe, Burkart & Zundel 2010, p. 43). 2. 3 Occupational Health and SafetyI n 2010, Nike had to face another issue besides the lack of employee motivation and the general public denouncing Nike due to their general treatment of their workforce in South East Asia, this time considering the topic of occupational health and safety. In factories in South China, after providing surveys prior to training, 60 to 90% of the employees stated that procedures to obtain permission for sick leave or access to medical care are very difficult. The death of two workers was alleged to be directly linked to the denial of sick leave and access to medical attention (Trouble discovered in Nike’s Indonesian factories 2010).In general you can say, that Nike’s poor OH&S performance equates with poor human resource management and poor legal and social responsibility. Nike needs to establish its organisational health and safety objectives in order for the management to demonstrate commitment and support. Nike needs to be aware of the benefits of a safe work environment such as the improvement of personal safety, the reduction of uninsured losses as well as re-work (Kolbe, Burkart & Zundel 2010, p. 66).Since the key elements of workplace improvement are culture, systems and hardware you can say that Nike’s culture does not value the wellbeing of the entire staff, they do not seem to have a solid system underpinning OH&S as well as their hardware does not include OH&S considerations (Kolbe, Burkart & Zundel 2010, p. 67). 2. 4 Quality of Work Life Vice president of global human resource at Nike’s headquarters near Beaverton, David Ayre, stated in 2011, that growth is the biggest challenge for the company.The challenges for the management are continuously growing as rising global salaries dissipate the easy cost gains from offshore outsourcing (How Nike’s HR pros help the giant company stay competitive 2011). Considering that Nike’s highest concern is their profit, the management tends to forget about the employees and the quality of their workplace. The latest issue with Nike's labour practice that again occurred in factories in Vietnam, are a violation of overtime rules and an excess level of toxic fumes in the workplace.The quality of work life was rated poorly by questioned workers, claiming that there is no safe and healthy environment, no growth and security, no social integration and too little life space in general (Harte Arbeit, wenig Geld 2009). A questioned worker, Miss B. , 32 years old stated, that she is suffering from a constant head and stomach ache, since she is working in the gluing section of the factory. The glue smells, sticks to skin and clothes and pain killers are not even working anymore (Harte Arbeit, wenig Geld 2009).Nike is known for making its equipment in countries which are in the developing phase, having very cheap labour, authoritarian government, a lack of human rights appeal and union movement (How Nike’s HR pros help the giant company stay competitive 2011). It does not seem that Nike has introduced quality of work life programs which incorporate principles of job enrichment and sociotechnical enrichment in a comprehensive effort in order to improve the quality of the work environment. The company does not seek to integrate employee needs with higher productivity (Kolbe, Burkart ; Zundel 2010, p. 50).Instead spokesman like David Ayre make excuses in public to justify the poor quality of work life in Nike’s South East Asian factories. If quality circles would exist, work-related issues could be identified and solved, but this would require training, commitment, support and relevance to a range of organisational members (Kolbe, Burkart ; Zundel 2010, p. 51). Besides the toxic fumes, tables and chairs were not appropriate in order to sit on them for twelve hours and even longer, plus the entire work atmosphere was not rated as comfortable as stated in the paragraphs above (Case Study for Nike 2009). . 5 Managing Diversity Nowadays managing diversity is highly important in any company. Unfortunately Nike also experienced problems in this field. 2001 female workers at factories in Indonesia reported incidents of sexual harassment and abuse. After the initial incident, when women reported that they were just allowed to go to the toilet with a supervisor watching, further investigations were undertaken. The outcome was that 30% of all respondents had personally experienced at least verbal abuse; nearly 8% of total workers reported unwanted sexual comments.At two factories, there were reports of ‘deeply disturbing’ incidents of sexual favours demanded in return for employment (Reaktion auf Ausbeutungs-Vorwuerfe 2001). Discrimination against women in companies is a great problem human resource management has to deal with. Discrimination can occur when unreasonable condition ore requirements are set, just as it happened with the female workers using the bathroom. Harassment is a particular form of discr imination, where the behaviour is designed to make a person feel unwelcome, offended, humiliated and intimidated.These entire factors apply to Nike’s supervisors and male managers who are involved in those accusations. Sexual harassment is considered physical, visual, verbal and non-verbal behaviour of a sexual nature that is uninvited and unwelcome (Kolbe, Burkart ; Zundel 2010, p. 103). All of the above has happened in Nike factories involving male supervisors and female workers, which should be a great concern for Nike. 3. Implication of Issues 3. 1 Employee CompensationOver the years Nike has become very skilled at showing its own side of the story, when it comes to accusations regarding their employee compensation and overall labour practices. A direct implementation of the discovered low wages in Indonesia in 2008 and additionally employees expressing their inability to live of their current salary, Nike published a section called ‘Transparency 101’ on thei r website www. nike. com, with all details of their remediation plan, as well as a link to the full report at the Global Alliance site.The Global Alliance is a union of companies and public groups, which includes Nike, The Gap, and The World Bank amongst their members (Menschenrechte in Asien 2009). The Centre for societal Development Studies at the Atma Jaya Catholic University in Jakarta carefully produced and conducted the report on behalf of the Global Alliance. Researchers conducted one-on-one interviews, surveys and focus groups that involved more than 4,450 workers in nine factories in order to show an effort to solve the problems considered child labour and unsatisfying wages (Werner-Lobo 2008, p. 8). Another outcome of this discovery was raising public awareness of Nike’s methods and damaging their image in the long run. Human rights organisations raised their voices for the employees in Indonesia and Vietnam that could not do so themselves and made the issue spread world-wide on public media in order to put Nike under pressure to make a change (Menschenrechte in Asien 2009). Also in order to show an effort Nike fired several managers in affected factories.The employees itself remained silent, means there were no strikes or a high number of resignations to be found. Further independent audits have been commissioned to ensure that all factories are paying the new minimum wage and that workers understand the wage and overtime calculations (Werner-Lobo 2008, p. 98). 3. 2 Employee Motivation Considering the issue Nike has with motivating their employees in the right way, which means not with rules that touch their human rights or inacceptable punishment, there are several implications to be found.Nike’s answer to their dissatisfied and unmotivated workers is a new system of training they introduced. In eight factories in Vietnam and eight factories in Southern China since 2008, Nike offers workshops in order to strengthen contract manufactur ers' HRM systems and support lean manufacturing implementation (Workers and Factories 2011). Before the actual workshops take place, in each factory employee satisfaction surveys were completed in order to understand the top issues workers are facing and also to measure mutual trust and respect in the factories.In every factory action plans were developed individually in order to address core HRM areas, including supervisory skills, employee turnover, incentive structures, and employee satisfaction (Workers and Factories 2011). Another outcome from employees raising their voices and speaking up about the inhuman rules and treatments in their factories, is greater supervision of Nike from the government and human rights organisations, to make sure, Nike is on the right path (Fair Labor at Nike 2012).Other than that, Nike had to face a lot of complaints from retailers, since a large amount of manufactured jerseys were poorly stitched and had manufacturing mistakes, since employees did not put a lot of effort in their work anymore and started to glue, stich and sew inaccurately. This cost the concern a lot of money which they rather should have invested in training or the recruiting process in order to employ managers and supervisors with better human resource management skills and behaviour (Nike sorgt sich um den Heimatmarkt 2008). 3. 3 Occupational Health and SafetyAfter the death of two workers and the entire workforce in South China showing their dissatisfaction with Nike’s care for their employee’s health and safety, Nike again, responded very quickly after the incidents occurred. The company promised to upgrade their sanitation and to implement food service standards in all factories in order to ensure a healthy and hygienic environment (Trouble discovered in Nike’s Indonesian factories 2010). Also supervisors in affected factories were replaced and a special officer just dealing with occupational health and safety issues was introduce d.The two deaths were further investigated and Nike didn’t get pressed with legal charges since a direct link could not be made out 100% (Trouble discovered in Nike’s Indonesian factories 2010). Furthermore Nike changed its policies when it comes to sick leave and allows their employees to leave their work place, go home and see a doctor after talking to the OH&S officer and getting his approval, which is an improvement considering no leave at all was permitted (Trouble discovered in Nike’s Indonesian factories 2010). . 4 Quality of Work Life Since Nike has a lot of human resource management issues to deal with, they became professional over time how to deal with them. So the first outcome of the issue, that in factories in South East Asia working quality is very poor and on the lower edge, Nike has constructed an elaborate program to deal with labour issues in the 900-odd supplier factories (none owned by Nike) that churn out its products in some 50 countries ( Nike 2010). By developing several initiatives, Nike landed at the No. spot in 2012 on Fortune magazine’s â€Å"Most Admired Companies for HR† list, which is an HR-specific recalibration of Fortune’s â€Å"Most Admired Companies† list (Case Study for Nike 2009). Because of the poor working environment and work life in general the turnover rate in factories in China was dramatically higher than in factories of competitors and a significant number of workers would not show up in the morning without excuses, which created a major problem for Nike since production slowed down (Nike sorgt sich um den Heimatmarkt 2008).Also in the specific case of Miss B, she received a bonus of five dollars monthly and protective clothing, but she will suffer from lifelong breathing difficulties, skin irritation and sterility (Harte Arbeit, wenig Geld 2009). 3. 5 Managing Diversity The immediate implication of Nike’s issue of harassment when it comes to managing diversit y and having few women under just male supervision, Nike implemented an harassment training for managers and workers using local resource people, and initiated a grievance system for workers to bring forth issues without fear of retribution.The women who were sexually harassed were helped by providing psychotherapy (Reaktion auf Ausbeutungs-Vorwuerfe 2001). Other than that, cameras were installed at bathroom entrances to monitor people going in and coming out, trying to give employees a feeling of security. No legal charges were pressed against supervisors or Nike itself (again), although an employer can be held vicariously liable for the discriminatory acts of his employees against others. Nike also created an employee council, workers can speak to anonymously when problems occur so a solution can be found together (Reaktion auf Ausbeutungs-Vorwuerfe 2001). 4.Recommendations 4. 1 Employee Compensation Considering that Nike does not have a real compensation system in their productio n factories in South East Asia as stated earlier on, my first recommendation for the human resource manager would be to implement a human resource information system in order to collect and store data about the employee’s productivity and therefore what type of compensation and especially salary they deserve individually. Since Nike employs a large number of workers the implementation of payroll is necessary, since it is an accounting system that is capable of processing a large number of transactions.It is relatively easy to collect the data of how much time a worker spend at the actual work place, how many items he produced and how accurate his outcomes are with a scanner or by taking samples. Storing all this data for each employee is manually almost impossible, therefore is the use of a HRIMS beneficial because it increases the communication on all levels and includes data on employees, jobs and work condition as well as position, leave and the management in order to also make sure that child labour can be outruled. Another recommendation for Nike would be the consideration of the general change and how to manage it. 0 years ago, Nike might already let their employees work under the same or worse condition as they do today, but back then the general interest in this subject was relatively small and countries in South East Asia were not as highly developed as Western countries or as they are today. In order for an organisation to succeed they must respond to the pace of change, that means the human resource manager especially need to take the role of an change agent and needs to be aware of external factors and how the companies culture needs to adapt.The change in government regulations, which today are more concerned about child labour and correct payment and treatment of employees, is a force Nike can’t walk away from, but has to adapt to and change its mentality and treatment of employees. Basically the corporate culture, which means the v alues, beliefs, assumptions and symbols that define the way in which Nike conducts its business need to be renewed in order to meet human rights standards. 4. 2 Employee MotivationIn order to avoid dissatisfied and unmotivated employees as well as poorly skilled supervisors and managers the usage of human resource information system in the future would be a great help. With HRIMS the company will experience enhanced communication across all levels of the organisation, which gives the employees in a factory in Vietnam the chance to communicate their feelings as well as reporting incidents that occurred with their supervisors directly to the headquarters in Oregon. With HRIMS next to individual data and previous experience you can store and manage the ondition of service of every employee and supervisor. Working hours can be recorded with a digital scanning card as well as break times in order to make sure, an employee gets enough breaks. The fact, that HRIMS provides transparency, wh ich means informs those who are monitored, will be helpful in letting supervisors know immediately, when they are acting wrong. Also the surveys Nike conducts before providing training, can easily be made, stored and evaluated with a HRIMS. Other than that the development of performance management systems can be a great help in order to solve Nike’s problem of employee’s motivation.The company has to be aware, that over time many factors, internal and external, will change and they have to adapt to this. Perhaps 30 years ago, employees accepted such behaviour of their supervisors, but not today anymore, since the country itself developed over the years as well as its people’s self-confidence. Nike needs to understand how important human resource management in general is in today’s work life and managers need to promote trust among their workforce. They need to ensure that human resource policies and practices are fair and equitable since the employee†™s voice is critical to performance improvement and innovation. . 3 Occupational Health and Safety Considering Nike’s issues with their health and safety policies I would recommend them to implement this section in their HRIMS. The newly introduced officer for occupational health and safety can create a policy catalogue via HRIMS all employees and supervisors as well as managers have access to. It can keep a record of what illnesses a worker had or what medicine he is required to take on a daily bases so Nike can make sure to provide those needed, since HRIMS increases flexibility by adapting to present and future requirements.The costs these implementations bring along would definitely be outweighed by the benefits Nike will gain from them. Other than that Nike has to adapt to the incremental change which involves gradual modifications to existing activities. This means that the change is evolutionary and Nike has to adapt to a certain health and safety standard that is re quired today and got developed over the years. The organisation initially needs to be unfreezed, which means it needs to be prepared for the change with the implementation of new OH&S rules in the HRMIS, the exchange of existing supervisors or an intense training for the existing ones.This is followed by taking action so that the change actually occurs. They need to practice and follow those rules so employees feel and see a difference. In the end this state needs to be refreezed by continuously reinforcing the desired outcomes, which are employees who trust the company and feel safe and taken care of. 4. 4 Quality of Work Life Considering a general improvement in the work life of every employee, the management has to make sure, that there is autonomy, the degree to which the job provides freedom, independence and discretion to the individual as a safe and healthy environment amongst others.Human capabilities need to be developed and a social integration needs to take place. Using t he HRMIS for this purpose it again can be very beneficial since the system can easily create routine reports, exception reports, on-demand reports and forecasts which all will work together as a whole in order to help the management in improving the work environment and an employee’s satisfaction by increasing the work life quality. It is a strategic and competitive tool which has to be customized for Nike and contain data of an employee’s satisfaction level, of legal advice and regulations, feedback and survey outcomes.Other than that again, change has to be taken into consideration, since the workforce has changed its character and is dominated by change, as well as the needs employees crave nowadays for and what work environment is acceptable to do the required work. Globalisation, technological change and changes in government regulations are external forces Nike has to deal with. Since a high quality of work life should be a great priority for Nike they need to ad apt to the transformational change, since it produces revolutionary shifts in Nike’s strategies, culture and structure.A general problem Nike has is that they still manufacture their products in low-cost countries with very low standards for their workers. As an American corporation they should not downgrade the standards that would exist in a factory in the US to the countries general standards, but change the way of thinking. Their business strategy is, to produce at factories not owned by Nike itself, at the cheapest price possible in order to increase the profit. Maybe it is time for a change and taking a worker’s life and soul more into consideration than just thinking about the revenue. 4. 5 Managing DiversityWhen it comes to Nike’s problem of managing diversity and discriminating minor groups such as women, HRIMS can also be helpful and beneficial. Since it is enhancing communication across all levels, problems can be communicated faster and actions can b e taken. The cameras can be linked to the HRIMS in order for the footage to be accessible easily and not just within the factory itself. Workers can use HRIMS to report incidents anonymously so solutions can be found. Nike also needs to take its strategic human resource objectives into account, since they affect all aspects of the workplace relations.Nike’s workforce should experience open communication, procedural justice and organisational support when problems occur. The corporate cultures, which means the values, beliefs, assumptions and symbols that define the way in which Nike conduct its business, needs to focus more on fighting discriminatory behaviour and how to fully integrate minorities. With training they need to raise awareness of what has happened and through communication, participation, counselling and certainty the issues need to be solved so they do not repeat themselves. 5.Conclusion After learning about the variety of human resource management issues that can occur in a company and actually did happen at Nike Inc. , you can see that managing your employees is a sensitive field, where mistakes easily occur if you do not pay enough attention to your employee’s wants and needs. Today it is really important for every company to have a human resource management department, with a human resource manager who in first place and most importantly has the role of the employee champion as well as the one of a change agent.Nike showed an effort by reaching out to their workforce immediately after every incident occurred and tried to improve where mistakes were found. Further improvements can also be made by implementing a HRMIS and considering the power of change. The winning companies of the future will be those most adapt at leveraging global talent to transform themselves, their industries, and creating better jobs for everyone. 6. References About Nike Inc, 2012, Nike Inc. , viewed 20 November 2012, . Case Study for Nike 2009, viewed 2 0 November 2012, . Fair Labor at Nike 2012, viewed 15 November 2012, . Harte Arbeit, wenig Geld 2009, Stiftung Warentest, viewed 17 November 2012, . How Nike’s HR pros help the giant company stay competitive 2011, HR Communication, viewed 20 November 2012, .Kolbe, M , Burkart, B & Zundel, F 2010, Personalmanagement: Grundlagen und Praxis des Human Resources Managements, 2nd edn, Gabler, Deutschland. Menschenrechte in Asien 2009, Forum, viewed 18 November 2012, . Nike 2010, viewed 18 November 2012, . Nike sorgt sich um den Heimatmarkt 2008, Financial Times Deutschland, viewed 15 November 2012, .

When to Punctuate Titles in Italics or Quotes

When to Punctuate Titles in Italics or Quotes You may have wondered in the middle of typing up a research project: do I italicize  a song title? What about a painting?​ Even the most experienced writers have a problem remembering the proper punctuation for certain types of titles. Books are italicized (or underlined) and articles are put in quotation marks. Thats about as far as many people can remember.​ There is a trick to remembering how to treat titles, and it works well enough that you can commit most types of titles to memory. Its the big and little trick. Big things and things that can stand on their own, like books, are italicized. Little things that are dependent or that come as part of a group, like chapters, are put into quotation marks. For example, you can think of a CD or an album as a major (big) work that can be divided into smaller parts, or songs. The individual song names (small part) are punctuated with quotation marks. For example: The Sweet Escape, by Gwen Stefani, includes the song Wind It Up. While this is not a perfect rule, it can be helpful for determining whether to italicize or surround in quotation marks when you have no resources at hand. Furthermore, you should italicize or underline any published collection, like a book of poetry. Put the individual entry, like a poem, in quotation marks. However: a long, epic poem that is often published on its own would be treated like a book. The Odyssey is one example. Punctuating Titles of Works of Art Creating a work of art is an enormous task, isnt it? For that reason, you can think of art as a big accomplishment. Okay, that might sound corny, but it will help you remember! Individual works of art like paintings and sculptures are underlined or italicized: Michelangelos DavidMona LisaThe Last SupperThe Pieta Note: A photograph, although not less significant or important, is often much smaller than a work of created art, and is placed in quotation marks. Following are guidelines for punctuating titles according to Modern Language Association (MLA) standards. Titles and Names to Italicize A novelA shipA playA filmA paintingA sculpture or statueA drawingA CDA TV SeriesA cartoon seriesAn encyclopediaA magazineA newspaperA pamphlet Titles to Put Into Quotation Marks PoemShort storyA skitA commercialAn individual episode in a TV series (like The Soup Nazi on Seinfeld)A cartoon episode, like Trouble With DogsA chapterAn articleA newspaper story More Tips on Punctuating Titles Some titles are merely capitalized and not given additional punctuation. These include: Religious works, like The Bible or The KoranBuildingsMonuments

Inherit The Wind essays

Inherit The Wind essays The film Inherit the wind is about a young schoolteacher who dares to introduce his students to Darwins theory of evolution in Hillsboro. Hillsboro is a small bible town whose citizens not only reject the evolutionist point of view but deny the existence of evolution itself. They have been taught that the universe and all it contains was created by God; that any other point of view is blasphemous. In Hillsboro, it is unlawful to teach other than what is in the bible. The people there are very old fashioned and not open to questioning what has been written. Thus, the story surrounds the trial of the State vs. a schoolteacher; evolution vs. creation; religion versus science. The film was originally written as a play in 1955 by Jerome Lawrence and Robert E. Lee. The focus of the story mirrors the events of what became known as the Scopes Monkey Trial where Clarence Darrow and William Jennings Bryan squared off in a small town to determine the guilt or innocence of a schoolteacher, Scopes, who attempted to teach evolution in his science class. The movies characters are represented by defense attorney Henry Drummond, prosecutor Matthew Harrison Brady, and defendant Bertram Cates, respectively. All are gathered in the courtroom, including the press, to attend what seems to be an open and shut case. But as the story unfolds and the trial proceeds, there are many twists and surprises that further polarize and make impossible to exist the two points of view. Henry Drummond attempts to call several expert witnesses to aide his defense of Cates. The presiding judge, who happens to be running for political office and not wanting to rock the boat with the townspeople, easily disallows any and all witnesses presented by Drummond. However, when left with no other alternative, Drummond calls the only expert witness he knows will be acceptable, not only to the court but to the local population. He calls M ...

That Confusion

5 Cases of Which/That Confusion 5 Cases of â€Å"Which†/â€Å"That† Confusion 5 Cases of â€Å"Which†/â€Å"That† Confusion By Mark Nichol Perhaps you are confused by grammatical discussions of restrictive and nonrestrictive or essential or nonessential clauses. (I know I can never keep those terms straight.) Never mind the nomenclature; when you’re editing your own writing, or someone else’s, simply read the phrase that follows a which (or who) or a that and determine whether the phrase that follows is parenthetical (it can be removed with no change of meaning to the sentence) or it is integral to the sentence. Here are five sample sentences followed by explanation of the problem and a revision. 1. â€Å"The inventor of the Etch A Sketch toy that generations of children drew on, shook up, and started over, has died in France, the toy’s maker said.† The use of that to serve as a grammatical bridge between the name of the product and the phrase describing how it was used implies that more than one type of product called the Etch A Sketch exists; the one that children used as described is, according to this sentence construction, one of two or more types. When that is replaced with which, and which is preceded by a comma, the sentence structure makes clear that the existence of other Etch A Sketch products is not implied: â€Å"The inventor of the Etch A Sketch toy, which generations of children have drawn on and shaken up before starting over, has died in France, the toy’s maker said.† (Note, too, that I have altered the wording explaining how the toy is used and have changed the tense to indicate that the product is extant.) 2. â€Å"It was a time when tensions were growing between the black and Jewish communities that had previously been aligned in efforts to affect social change.† The point of this sentence is not what had occurred between certain communities of black and Jewish people, but what the entire black and Jewish communities had experienced. The restrictive force of that must be replaced by the parenthetical purpose of a comma followed by which: â€Å"It was a time when tensions were growing between the black and Jewish communities, which had previously been aligned in efforts to affect social change.† 3. â€Å"Police are probing allegations of incidents involving the renowned astrophysicist who is paralyzed.† The phrase â€Å"the renowned astrophysicist who is paralyzed† distractingly refers to the concept of astrophysicists who are not paralyzed. However, â€Å"who is paralyzed† is merely additional information appended to the factual statement, and should be attached with a comma followed by who (the equivalent of which): â€Å"Police are probing allegations of incidents involving the renowned astrophysicist, who is paralyzed.† 4. â€Å"The company’s incident-response team can quickly and reliably identify events, which threaten an organization’s security posture.† Here and in the example below, the problem in the previous sentence is reversed: This statement implies that all events are threatening. Replacing the comma and which with that corrects that impression by restricting the meaning to refer specifically to threatening events: â€Å"The company’s incident-response team can quickly and reliably identify events that threaten an organization’s security posture.† 5. â€Å"The court ruled this week that a law passed last summer, which gave five top government-office holders immunity from prosecution, was illegal and must be revoked.† This sentence construction suggests that the summer, rather than the law, granted immunity. Removal of the bracketing commas and replacement of which with that integrates the central point into the framing sentence: â€Å"The court ruled this week that a law passed last summer that gave five top government-office holders immunity from prosecution is illegal and must be revoked.† Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Grammar category, check our popular posts, or choose a related post below:75 Synonyms for â€Å"Angry†Used To vs. Use Toâ€Å"Least,† â€Å"Less,† â€Å"More,† and â€Å"Most†

Social Research Methods Case Study Example | Topics and Well Written Essays - 750 words

Social Research Methods - Case Study Example There are various reliability measures which include observer reliability, test reliability, parallel reliability, and consistent reliability. This involves the efforts to establish where their observations are consistent with the others, example a study involving the interview of two individuals then there is a need to compare the two observations and establish whether the results from both observations are consistent and therefore reliable. In test reliability we try to establish the correlation between studies undertaken in two time periods, it is evident from research that given the same sample and undertake the study after a short time period than the higher the correlation but if we took the same sample and the have a longer time period then the lower the correlation. This involves testing reliability using any set of questions that tend to yield same results, in a study questions can be split into two where the second part tends to establish the same results as the first part, this way the similarities will help establish whether the results are consistent and reliable. This involves establishing a single measure of consistency on a group of participants at the same time and try to establish whether the results are consistent, this helps in determining whether a study undertaken on the group will be consistent. All the above methods are used in establishing whether the results of a study are reliable or not, however, the methods have their strength and weakness but they are important in determining reliability. The validity can be defined as the best approximation of truth of inference, however, the validity of a study does not depend on the use of good study design or even use of good samples in the study. Validity measure is divided into four including conclusion validity, internal validity, construction validity and finally external validity. Conclusion validity involves comparing the results of the study and the conclusion, for example, if in a study we want to establish the relationship that exists between variable A and B and that A causes B then if we conclude that A causes B then the results are valid.

Proposed project intervention on geriatric patients Coursework

Proposed project intervention on geriatric patients - Coursework Example The selected organization, BT Hospital, is a hospital that has a Geriatric Department that cares for older adults in its South Dublin region. In the Geriatric Department, there is a wide variety of professionals that do various tasks ranging from administrative jobs, physiotherapy, social work, dietician and other medical staff. In the Department, a Clinical Nurse that specializes in Gerontology was appointed a week ago to deal with the growing number of patients in the hospital. The hospital dates back to the 1990s and ever since, it has been expanding its size and improving the services to its clients. However since the geriatric patients require fast and convenient care, the Geriatric Department in BT Hospital suffers a great deal since the nurses may be said to not being equipped with the required competencies, knowledge and the skills that may be useful in assessing and managing the risks that the geriatric patients may face within the care setting. In as much the nurses are qua lified, they are very young and experience has been indicated to be among the finest ways of practicing acquired knowledge. The BT Hospital applies the Bureaucratic organizational structure that involves different layers of management that run from the top management to the lowest management. Yoder-Wise (2013) explains that bureaucratic organizations since bureaucratic organizations have different layers of management, the procedures in such an organization are very rigid and this structure rarely appreciates the need for change.

The Decline of Spain Essay Example | Topics and Well Written Essays - 500 words

The Decline of Spain - Essay Example This has been revealed that a major cause behind this decline was, during 1588 to 1598, Philips foreign ventures and his overseas policies that affected Spains economy in a very bad manner.2 Bankruptcy led Philip’s overseas ventures to an end, along with the Armada, that caused a major impact on Spains morale. Trade industry was developed between Europe and America in era of 1500 and 1600 century. Supplies made from America were the major reason of problems for Spain. As per experts of the field, the trade within Spain was not suitably regulated. They built poor relations between other nations due to a poor leadership; all these made grounds for loss of wealth for Spain. Moreover, the leadership within Spain also lacked essential economic qualities. On the other hand, France was continuously supplied by the resources from the US due to its positive and well- regulated trade policies. France economy was greatly improved due to its finance minister, Colbert, who pursued mercantilist policies and followed the trade policies implemented by the king. Colbert was the main person behind considerably improved economy of France; he encouraged farming, mining and other necessary industries, and also established highly money- making businesses. More can be learnt through further reading and research on this topic. The economic decline of Spain became worse due to reduced farming and commerce after starting trade with American colonies. 3 Spain could not maintain good relations with England due to which Queen Elizabeth permitted her army to invade Spanish treasure Ships. Then bad leadership also resulted in more loss of wealth as a result of costly wars which resulted in high inflation that became worse due to American gold and silver. France established its trade with overseas colonies. On the other hand, Spain could not take full advantage out of its colonies present in America. Main reasons

Adaptive Social Networks Research Paper Example | Topics and Well Written Essays - 1000 words

Adaptive Social Networks - Research Paper Example to conduct an experiment on the development of a referral system. The referral system is to support interaction of agents with others by directing users to those agents who may provide the information they need. 1A research was done on an architecture that is fully distributed and has agents who maintain privacy and autonomy from its users. 2In 1997, Kautz and the group developed methods of graph analysis for referral systems where the person with the required information is found by use of referral chains. The informal person-to-person social networks are used to construct what is termed as the ‘referral chains of request. 3According to Bin Yu et al., the research conducted by Kautz et al. concentrated more on the problem of referral information generation at the expense of the dynamic aspects of referral systems. The aim of the research conducted by Bin Yu et al. was to study the dynamics of social structures which most referral systems studied. The agents in their architecture learn models of each other in terms of sociability and expertise. They described an adaptive social network for information access that is intended to be an accurate, dynamic and evolving multi agent system that can achieve the effect of informal social networks that exist in an organization or community. In it, there is a distinction between a user’s interest and their expertise. Each user is associated with a personal agent. This agent is the first to see the user’s queries. He/she then decides the contacts to which the queries are sent. The agent that receives the query then decides if it suits its user and lets them see it. Alternatively, the receiving agent can respond with referrals to other users. The receiving user or agent can also choose not to respond in any way and discard the query. A query basically consists of a query vector and the requester’s ID, email address and a limit on the number of

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Smart baby socks Buisness plan - Essay Example The Apptrust monitor does not receive interferences from home alarms, cell phones or any other electronics. The childs data is then pushed to the cloud from which any internet connected device can access the information. If one does not own a smart phone, he or she can plug-in a USB cable to monitor information from a desktop computer or laptop, and if ones residence is connected to Wi-Fi then, any device that is an internet connected will receive the childs health data. The sock is powered by a rechargeable battery with the power lasting for two full days without recharging, unless if one excessively checks real-time vitals. When the battery runs low a notification is sent to the Smartphone or any other Wi-Fi connected device, and one can recharge using a micro USB charger. Currently, users can access the iPhone app and the Android version. Safety is key; the sock is hypoallergenic. It is wireless and does not use any adhesives. The sock electronics are contained in a water-resistan t and medical-grade silicone cases to protect ones child from electrical contact. Moms peace of mind, when a child is brought home from the hospital, it marks the beginning of a new era of parenting, one filled with strong love and connection to your new child, this marks the reason parents stress and worry about their childs health. The use of Apptrust sock helps relieve the stress through regular and real-time checking of the childs vital body processes. Such knowledge helps parents to overcome the worry about their childs well-being as any sudden changes can be instantly. Aims at helping parents have better night sleeps; a study by Medical news today found out that parents lose an average of six months sleep during the initial 24 months after the child has been born. The study estimates that approximately 10% of parents manage to have two and a half hours of continuous sleep each night. The research also indicates that more than 60% of parents with children aged less than

The Rhetoric and Reality of Trust between Managers and Employees Essay - 1

The Rhetoric and Reality of Trust between Managers and Employees - Essay Example There is ample research evidence which supports the above statement and indicates that the values received by the employees in an organization have a significant impact on the organizational performance which far exceeds those achieved through an organized corporate strategy. Although various means and strategies are regularly adopted and implemented by the management to encourage employee productivity / performance, which includes lucrative rewards, health benefits, as well as frequent training workshops, â€Å"trust† still continues to be the most vital element that governs the employees’ willingness to perform well beyond the management expectations. From this paper   it is clear that the performance of employees which exceeds the managerial expectations is one of the key inputs to organizational success, and cannot be achieved through deliberate corporate strategies and stringent rules. The willingness to excel in their duties is an outcome of individual will, which can be fostered through mutual trust where the employees feel secure about their jobs as well as workplace and the motives of their managers. To encourage such discretionary performance on the part of employees, the management must create a suitable atmosphere and mutual approach whereby employees are persuaded to communicate and contribute their thoughts, ideas and beliefs with their colleagues as well as managers for the overall benefit of the organization.

Smart baby socks Buisness plan Essay Example | Topics and Well Written Essays - 500 words

Smart baby socks Buisness plan - Essay Example The Apptrust monitor does not receive interferences from home alarms, cell phones or any other electronics. The childs data is then pushed to the cloud from which any internet connected device can access the information. If one does not own a smart phone, he or she can plug-in a USB cable to monitor information from a desktop computer or laptop, and if ones residence is connected to Wi-Fi then, any device that is an internet connected will receive the childs health data. The sock is powered by a rechargeable battery with the power lasting for two full days without recharging, unless if one excessively checks real-time vitals. When the battery runs low a notification is sent to the Smartphone or any other Wi-Fi connected device, and one can recharge using a micro USB charger. Currently, users can access the iPhone app and the Android version. Safety is key; the sock is hypoallergenic. It is wireless and does not use any adhesives. The sock electronics are contained in a water-resistan t and medical-grade silicone cases to protect ones child from electrical contact. Moms peace of mind, when a child is brought home from the hospital, it marks the beginning of a new era of parenting, one filled with strong love and connection to your new child, this marks the reason parents stress and worry about their childs health. The use of Apptrust sock helps relieve the stress through regular and real-time checking of the childs vital body processes. Such knowledge helps parents to overcome the worry about their childs well-being as any sudden changes can be instantly. Aims at helping parents have better night sleeps; a study by Medical news today found out that parents lose an average of six months sleep during the initial 24 months after the child has been born. The study estimates that approximately 10% of parents manage to have two and a half hours of continuous sleep each night. The research also indicates that more than 60% of parents with children aged less than

John Chambers (Cisco CEO) - The Role of Decisiveness and Decision Essay

John Chambers (Cisco CEO) - The Role of Decisiveness and Decision Making - Essay Example In October 2011, Cisco’s net income dropped by 8%, while earlier in august this year, the net income had dropped by 36%, although it later on rose by only a small margin of 3.3%. Shareholder value creation is one of the most important strategies in an organization, and should be a priority for a CEO; however, Chambers has failed tremendously. According to Rappaport (2006), executives should always make decisions that aim at maximizing value. In addition, at times, it is wiser to return the shareholders cash in dividend form, rather than using excess cash in investments that end up being destructive. Therefore, excess cash should be returned to shareholders when the value-creating opportunities are not available. In addition, an organization should focus on the activities that contribute to long-term value in the organization. Decisiveness is one of the major qualities of a successful chief executive officer; the act of being determined is evident in Chambers such that, despite the rise of Cisco from $1billion to $40 billion followed by the challenges in 2001, Chambers has continued to hang on in the company’s leadership. ... argues that the continuous recovery of Cisco can be attributed to the CEO’s leadership skills, as he is known as an effective communicator and motivator of employees. Literature Review John Chambers, the Cisco’s CEO, has faced both negative and positive remarks concerning his role in the company. The failure to persuade the public that the company’s future earnings are reliable is one of the existing critics. Chambers replaced the top-down decision-making process with the committees of executives. This strategy required most managers to spend their time in committees; this absurd system was later on abandoned. According to Geothals, Sorenson, and Burns (2004, p.319), the presence of the correct information leads to informed decisions, whilst decisiveness creates room for timely actions. Nevertheless, inconsistency and failure to fulfill promises in a CEO creates an atmosphere of mistrust from the employees and the customers. Therefore, an open management style co ntributes to the development of trust, improved communication skills, and listening skills as well. However, ineffective communication leads to poor teamwork due to lack of collaboration, decrease in productivity, and high levels of turnover. Decisive managers are aware that their decisions may not be effective; hence, they leave room for modification, and therefore, they do not hesitate to modify their decisions once they realize that their original decisions are not effective. This is evident in Chambers case; for instance, when chambers changed the company’s top-down decision-making process to manager’s committee strategy, the new strategy proved ineffective as managers spent most of their time in committees. However, Chambers reconsidered changing the strategy after discovering that it did not

A Personality Self Evaluation

A Personality Self Evaluation In this particular instance the individual whose personality will be examined and evaluated is my own. To begin I will offer a brief overview of my personality as I see it, but this naturally comes with the disclaimer that my initial observations may be biased, especially considering that it is difficult for any person to view themselves objectively. From this point on I will also refer to myself in the third-person (i.e. the subject) to maintain a certain degree of distance from the evaluation. In general, the subjects personality could be described as having a cautious balance between extroversion and introversion. While the subject functions well in both social and isolated environments, he tends to become irritable or bored when forced to dwell in either extreme for too long. In terms of social settings, the subject displays an outgoing personality yet never seeks to dominate a conversation or room. He seems to be comfortable taking up a supporting role, yet will consistently be an active participant in any situation. There is perhaps a more serious side to the subjects personality as well. Especially in isolated or work environments, the subject tends to become quieter and immensely focused on the problem at hand. When looked at in succession, the subjects actions in these two settings seem to display a subtlety dual personality depending on the particular setting in which he is placed. This does not seem to be a faà §ade on any type, but rather the subjects ability to adapt, for a period of time, to any given scenario. This supports the initial conclusion that the subjects personality is fairly fluid and does not remain static over long periods of time. Yet these conclusions only represent a personal opinion of the subjects personality and it is necessary to consider the subject in the light of professional psychological theories. Perhaps one of the most well known theories of personality psychology is the Big Five, which bases its evaluation on five different factors. The first category is openness and within this realm the subject would fall on the lower end of the scale. While demonstrating intellectual curiosity, the subject does not show much interest in artistic or adventurous experiences. So while there is some degree of openness to new pursuits, the subject seems to limit his curiosity to a specific field, which lowers his openness level. The second factor of conscientiousness can be more easily attributed to the subject. In most situations, he will show a good deal of efficiency and display a degree of foresight/planning. While spontaneity might show a willingness to experience new things, the subject prefers to organize such things in advance. Extraversion is the social factor of the Big Five and, as described above, the subject seems to demonstrate both introversion and extroversion. With this in mi nd, the subjects personality falls roughly in the middle of this scale, showing both a willingness to be outgoing and a desire to be on his own. The subject falls high on the agreeableness scale, as he does not display a high amount of aggression in a social setting. There is a natural competitiveness to his nature, but it remains completely in check and is only applied to appropriate situations. The subjects personality shows a desire to be on good terms with those around him, and he does not purposefully judge his peers without reason. In terms of the final category, neuroticism, the subject is once again roughly in the middle of the scale. While he shows a good deal of confidence when entering a new situation, there are also particular instances that will easily anger him or cause him to become nervous. It is difficult to determine which extreme is brought up most often, but it is a fair assessment that the subject displays consistence confidence except for specific situation tha t draw out his ire or vulnerability. This is the basic evaluation of the subjects personality through the Big Five system, but it should not be considered the absolutely correct assessment. While the Big Five is highly regarded as a theory, there are also other beliefs about personality that offer alternate or additional information. Henry Murrays personality theory is one that is not based upon specific categories, but rather is centered on the belief that a persons personality is driven by what they perceive to be their needs and desires. When viewing the subjects personality from this type of perspective, several new conclusions could be brought up. In terms of the subjects life goals, it seems apparent that he does not plan on straying too far from the beaten path so to speak. The lower ranking on the openness level on the Big Five would support the desire of this person to pursue a career within societys norms. His interest in intellectual pursuits would dictate that his desire is to go into an academic or business oriented career. This specific desire would push his personality away from acts of extreme spontaneity or any element that would knock him off his chosen path. The subjects flip-flopping between extroversion and introversion could be based on his desire to occupy both extremes completely, but his inability to do so. As he feels at home in both a social and individual setting, the subject most likely has an innate desire for both situations yet is unable or unwilling to chose a particular lifestyle. The subjects decision to remain as a supporting member of a conversation or of a team could, in Murrays model, indicate a desire to be a part of a team. Rather than lead or risk exclusion by being too upfront with his personal opinion, the subject prefers to be an active yet subordinate member of a group. This could be construed as the subjects desire to conform, but that is too harsh of a judgment and the more accurate conclusion is that the subject has his own opinions and wants but prefers to address them subtly rather than aggressively. Murrays theory, especially when combined with the factors of the Big Five, help to offer a glimpse into the mind of the subject and why his personality has developed as it has. Seligmans theory of positive psychology can only add to the overall evaluation of the subjects personality. This theory looks at the specific aspects of a persons personality that are geared towards promoting a persons happiness, a component that is often overlooked when examining psychology. The subjects personality is very aligned with the pursuit of knowledge, which is considered by Seligman to be a basic part of human happiness. The subject chooses to continually better himself by learning new ideas. This promotes his own happiness by giving him a more educated and diverse view of the world. When combined with Murrays theory, it could be said that the subjects desire to be happy has pushed his personality to be intellectually curious as he recognizes on a subconscious level that these academic pursuits make him a happier person. This could also be applied to the fact that the subject is capable of controlling his baser emotions (anger, fear, etc.) so that they are not commonly vi sible. This shows a degree of self-restraint that allows the subject to exist within a comfortable and pleasant social setting. There are a variety of Seligmans factors of positive psychology that the subject has not had enough life experience to fully be judged upon (courage, humanity, etc.). Nevertheless he does have a personality that can be viewed through the lenses of positive psychology. There are aspects of the subjects demeanor that can only be explained when one considers that he acts this way in order to promote happiness for himself. When these three psychological theories/viewpoints are combined, one gets a much deeper understanding of the subjects personality. If one chooses to only use a specific theory, then there will be a much more shallow assessment of this person and the way he acts. By using these three distinct theories the evaluation was able to understand the basic factors of the subjects personality through the Big Five, gauge the subjects desires through Murray, and see how his personality is adapted to allow for maximum happiness using Seligmans positive psychology. All three are different approaches, but they can be combined and melded to allow for a well-rounded evaluation. At the closing of this paper, it seems appropriate to once again mention that this type of personality self-evaluation could be said to be extremely biased. They represent what I believe to be the most accurate assessment of my personality, yet it is often hard to judge yourself negatively or to admit any ulterior motives for the way you act. I have attempted to give the most fair and unbiased opinion as I could, but in the end, there is a reason that people are evaluated by outside psychologist/therapists rather than being left to their own judgments.

Weaker Sex? :: Sports Women Feminist Papers

Weaker Sex? "Psychologically, men are more explosive, inconsistent, not enduring, a nd in pain exertion - especially among high performance athletes - somewhat sniveling. A woman is the opposite: tough, constant, enduring, level and calm under the pain to which her biology exposes her. On the average she is more patient than a man. Armed with these advantages, women are in a position to do endurance feats previously considered by men to be impossible."(Noakes 598) Not many sports exist in the world today in which women can be competitive with men. Although this is not true with many other things in life, it has always seemed that males dominate the sports world, no matter how hard women have tried to break through this. Upon taking this class, I thought I had found such a sport. From quotes such as the one above by Dr. Ernst van Aaken and other findings in the class text books, I developed the thesis that Ultra Marathon Running might be just the sport for women to show their ability to best men in sports arenas that which they had previously been excluded from. As I look deeper into this statement, I realize that there are many different ideas and theories on this topic. Many women say, "Yes, of course women can compete with men", while men tend to laugh at the question and scoff at even the thought. So my question remains unanswered, can women of the ultra species compete with males? In 1971, American woman, Natalie Cullimore surprised the all male ultra world by running a 16:11 for the one hundred-mile race. Not only was she second in the race, but this was the fourth fastest time for a male or female at this distance. She caught the attention of the males of the sport with her speed and helped many other women to find a place in this field with her determination. As women's ultra running became more popular world wide, people began to take notice. Onlookers realized that the women always seemed to look more fresh at the end of a race, as if it were not as much of a struggle for them as it was for the men. This observation prompted many studies and the theory that women could beat competitive men. The first doctors to make a statement about this theory were Dr. Joan Ulloyt and Dr.

Hockey-The Rodney Dangerfield Of Sports Essay -- essays research paper

Hockey, The Rodney Dangerfield Of Sports   Ã‚  Ã‚  Ã‚  Ã‚  In the US, there are four major sports; football, baseball, basketball, and hockey. Out of the four, hockey gets the least amount of respect. This is something that bothers me as hockey player and fan, and it also bothers other hockey fans around the country. They way that hockey is covered in the newspapers, on television, and not just professional hockey. It goes the same for college hockey and also high school hockey.   Ã‚  Ã‚  Ã‚  Ã‚  Lets start at the top with the NHL. The NHL has a TV deal with ESPN and ABC so that the two companies share the Stanley Cup Finals. The NHL’s championship series. (It should also be noted that ABC owns ESPN). The problem with TV deal is that ESPN is a paid for cable station, which means that you can only watch the finals games on ESPN if you have cable. Because of this, hockey doesn’t get as much exposure as other sports do too a new audience. The World Series is on FOX or NBC, the NBA Finals are on NBC, and the Super Bowl is on FOX, CBS, or ABC. All of those stations are free to a viewer with a television. There is no monthly charge for service of those stations unlike ESPN. This is where hockey gets shafted, the NHL is the only sport that has its championship game or series on cable TV where only a specific audience as access to it as opposed to the entire nation.   Ã‚  Ã‚  Ã‚  Ã‚  But it is not just the Cup Finals that are on cable te...

Oculomotor Apraxia And School Failure Health And Social Care Essay

It is characterized by progressive cerebellar ataxy, oculocutaneous telangiectasias, increased sensitiveness to ionising radiation, sensitivity to lymphoid malignances and a variable grade of immunodeficiency. The prevalence is estimated to be between 1:100,000 and 1:40,000 with both male and female topics being every bit affected. ‘ This status has several facets that are extremely of import to be recognized by the household pattern doctor. AT is n't a rare status, following to tumours of the posterior pit, it is the most common cause for progressive ataxy in kids younger than 10 old ages of age. 4 Another of import facet of this upset is its clinical, radiological and laboratorial unique characteristics doing this entity easy diagnosed on strictly clinical evidences, frequently by review entirely or by readily available diagnostic tools. 5 Finally, the immunodeficiency caused by this upset leads to a higher incidence of sinopulmonary infections. Therefore, it is of critical importance to every doctor to be cognizant of the increased photosensitivity and the possibility of lymphoid malignances. Herein we describe a typical instance of AT referent to a primary attention installation along with a description of the clinical, radiological and pathophysiological facets of this status that are of import to be recognized by the household pattern doctor. CASE REPORT A six-year-old male child was referred to pediatric consult by his instructor due to school failure and frequent episodes of falling during physical instruction categories. The patient was born to non-consanguineous parents, by normal bringing, with an uneventful gestational and neonatal history. His early development was normal and besides presented normal neuropsychomotor acquisitions. There was no household history of neurological diseases except for an aunt with the diagnosing of multiple induration. The patient was antecedently healthy, without clinical history of any medical conditions, having neither prescribed medicines nor nonprescription medicines. On physical scrutiny, he was noted to be in good overall status, but it was noted the presence of little conjunctivae and tegument telangiectasias on his ears ( Picture 1a-1b-1c ) PICTURE 1- PICTURE 1: A and B show oculocutaneous telangiectasias and C, a tegument telangiectasias on ears. The neurological scrutiny evidenced that the patient was to the full watchful and showing a thick explosive address. His motor scrutiny was notable for an atactic pace, mild dysmetria and dysdiadococinesia. The patient besides presented oculomotor-apraxia. The research lab scrutiny showed lift of serum? -fetoprotein ( AFP ) degrees 164.6 ng/mL ( mention scope & A ; lt ; 7 ng/mL ) and marks of immunodeficiency, with low degrees of Ig E ( IgE ) 0,16 IU/L ( mention scope 10-180 IU/L ) and immunoglobulin A ( IgA ) 14.1 mg/dL ( mention scope 86-320 mg/dL ) ; and degrees of Ig G ( IgG ) 667.8 mg/dL ( mention scope 656-1350 mg/dL ) and immunoglobulin M ( IgM ) 129.5 mg/dL ( mention scope 120-320 mg/dL ) within normal bounds. Magnetic Resonance Imaging ( MRI ) was performed demoing marks of cerebellar wasting ( Picture 2 ) . Figure 2. Axial T2, axial FLAIR and coronal FLAIR MRI images show cerebellar cortical Atrophy, manifested as lessened cerebellar size, distension of the 4th ventricle and increased cerebellar folial prominence. The infirmary ‘s Ethics Committee approved this instance study and his parents gave informed consent for publication. Discussion The diagnosing of AT syndrome is foremost suspected in patients over one twelvemonth of age who show ataxia or important motor incoordination.6 It ‘s besides of import to observe that those symptoms of progressive incoordination may be misinterpreted as school failure due to progressive troubles in reading and in handwriting. Our patient was foremost referred by his physical instruction instructor for frequent fallings every bit good as by his school instructor due to composing troubles. As the disease evolves, extra clinical characteristics become evident such as deficiency of coordination of the caput and eyes in sidelong regard warp, optic and cutaneal telangiectasia, laboratory findings of elevated serum AFP, Ig lacks, chiefly of the IgA and IgG subclasses and MRI findings of cerebellar, and on occasion, vermian atrophy.7 On differential diagnosing, there are four well-known upsets that are characterized by progressive cerebellar ataxy, third cranial nerve apraxia, nonvoluntary motions, and peripheral neuropathy. They are autosomal recessionary diseases differentiated from each other based on clinical and laboratory characteristics ( Table 1 ) .6 Table 1. Clinical and biological forms of ataxy with third cranial nerve apraxia upsets ( adapted from Liu W et Al. ) ( 6 ) . & A ; lt ; 5 Old ages old ‘ 2 old ages old ‘ 7 old ages old ‘ 15 old ages old ‘ 5 old ages old AT is the most common of those upsets, with alone clinical form that make it comparatively easy to name entirely on clinical footing one time the neurodegeneration and optic telangiectasia have developed, and its diagnosing can be confirmed based on readily available tools such as AFP, Ig checks and MRI.7 Pathophysiologicaly, AT consequences from mutants in a individual cistron ( ataxia-telangiectasia, mutated ; ATM ) on chromosome 11, encoding a big protein ( ATM ) which is involved in mitogenic signal transduction, intracellular protein conveyance, and cell-cycle control. In the absence of ATM, the cell-cycle does non halt for repair double-stranded DNA interruptions, such as those caused by ionising radiation.8 Those mutants confer to patients with AT a high sensitiveness to radiation, increased susceptibleness to tumors, peculiarly lymphomas and leukaemia, every bit good as a variable grade of immunodeficiency. When present, the immunodeficiency may impact the humoral, cellular or both immune system taking to recurrent bacterial sinopulmonary infections.8 The sensitivity to recurrent sinopulmonary infections frequently leads to a higher exposure to radiation through X-ray tests in the ratings of pneumonia or sinusitis. It is of import, nevertheless, to be cognizant that this higher exposure to radiation may be straight related to a higher incidence of malignances. Cancer is up to two times more frequent in AT patients than in the general population, with leukaemia and lymphoma being peculiarly common. Even ATM-gene heterozygote mutants bearers may be at significantly increased hazard for chest malignant neoplastic diseases ( up to eight per centum of all instances of chest malignant neoplastic diseases in the United States ) .1-9 Furthermore, since patients with AT are allergic to ionising radiation, they may be, as good, allergic to radiomimetic drugs and be at hazard to out of the blue terrible toxic reactions to radiation or chemotherapy. 9 Decision We presented a typical instance of AT with classical clinical, research lab and neuroradiological presentation. The cognition of this status is of high importance for any physician due to its high incidence and variable clinical presentation, and particularly due to its clinical deductions over several medical fortes.