Indias Reproductive And Child Health Health And Social Care Essay

Despite of addition in public and private health care sector outgo, the use of health care services in India has remained hapless. Issues related to Maternal and child wellness are of concern.1 For the wellness and well-being of a kid, every bit good as household and social wellbeing, prenatal and postpartum attention of female parent is necessary.India ‘s Reproductive and Child Health programme2-Sing high maternal and child deceases, authorities of India has ever aimed at turn toing these issues through concrete wellness plans. India was the first state to establish the national household planning programme. It was subsequently integrated into household public assistance programme. The International Conference on Population Development ( ICPD ) , 1994 and the Fourth World Conference on Women, 1995 held at Beijing, China emphasized on gender equity and sustainable development. These conferences suggested the generative wellness plans to look after gender issues behind the wellness jobs, adult females ‘s wellness demands throughout their life span and work forces ‘s duty to esteem adult females ‘s generative rights. ICPD helped India to explicate an integrated programme which could travel beyond the household planning and emphasis on gender equity. The generative and child wellness programme in India was so started in 1997. The 2nd stage of this programme came in action along with National Rural Health Mission in 2005, which emphasized on the betterment of handiness and entree of the health care services by the people particularly adult females, kids and weaker constituents of the society. The RCH programme covers the generative demands of adult females and work forces at all phases of life. The generative and child wellness programme of India is based on the basic constituents such as Child wellness ( child endurance and kid development ) and safe maternity ( including safe direction of unwanted gestation and abortion ) , Adolescent wellness ( gender development, adolescence instruction and vocational constituent ) , effectual household planning ( Ensuring Informed pick, Counseling, gender equality and greater male engagement ) , Prevention, sensing and direction of Reproductive Tract Infections, Sexually Transmitted Infections, HIV/ AIDS and malignant neoplastic disease of the generative system, Reproductive wellness attention of aged people. The chief focal point of the RCH programme is to cut down Maternal and Infant mortality and Entire Fertility Rate. The programme is operated all over the state through primary, secondary and third populace health care system. Decentralized attack is the cardinal constituent of this programme.1.1.2 Use of RCH services-Use of health care services can be assessed by patient ‘s every bit good as wellness professional ‘s position. The patient ‘s position can be subjective based on the services reported by the patient or the quality of services felt by the patient, or objective based on the services offered by the health care installation to the patient. The wellness professional may see towards the use of services by economic facet such as the figure of patients, figure of visits etc.3 The use of RCH services can be assessed by the use of all its constituents. Maternal Mortality and morbidity, Infant mortality and kid mortality, and entire birthrate rate are the basic indexs of handiness, use and effectivity of MCH services. Status of these indexs reflects the position of health care services in the country.5 Assorted factors are responsible for the use of RCH services, for illustration, degrees of instruction, socio-economic position, environmental factors such as entree to the wellness Centre, healthcare substructure etc. Study of use of these services, hence requires consideration of all these determiners of the health care utilization.41.2 Global scenario-The Millennium Development Goals ( MDGs ) set up by WHO for MMR is 109, for IMR is 28 and for Under-5 mortality rate is 42 by the terminal of twelvemonth 2015. High difference in these indexs in developed and developing states shows the difference in handiness and use of RCH services in developed and developing countries.6 1.2.1 MCH in developed countries- In developed states such as cardinal and western Europe, Australia etc, the use of preventative services is really high among females than males. The surveies done in early 1970ss have helped the developed states to better the wellness service use. The of import factors indentified were mean cost per visit, wellness insurance coverage, age, instruction etc. This resulted in lower maternal mortality rates, e.g. 5 in Sweden ; 3 in Denmark, Norway and Israel ( Population Action International, 1995 ) . In United States it is found that black adult females make well less usage of wellness services than white opposite numbers, due to socio-cultural factors. The addition in migratory population and their certain constructs lead to non-utilization of services in Sweden.7,8 The World Health Organization has identified Cuba as an illustration of â€Å" good wellness at low cost † achieved through policies that address the determiners of wellness and are based on just entree, catholicity and governmental control. They have focused on three major initiatives-1 ) primary attention through polyclinics, 2 ) comprehensive attack at the community degree and 3 ) feedback from community.9 1.2.2. MCH in developing countries- In recent old ages, developing states are influenced by findings in developed states, for measuring the quality of their wellness attention. Results have received particular accent as a step of quality. Measuring results is utile as an index of the effectivity of different intercessions and as portion of a monitoring system directed to bettering quality of attention every bit good as observing its impairment. In Indonesia usage of an unskilled birth attender and giving birth at place are most common among the poorest and least educated adult females. The kids of these adult females have the highest hazard of infant mortality. The infant mortality rate differs greatly by part of entree to wellness services. In Ethiopia, socio demographic features of adult females, cultural context, handiness, consumer satisfaction influenced wellness service use.1.3 Local scenario-The national rural wellness mission 2005 set up certain ends to better the wellness service use by people shacking in rural countries, adult females, kids and the hapless in India. The mark for MMR is 100, IMR 30 and TFR 2.1 by the terminal of 2012.10 The present Maternal Mortality Rate of India is 212. Infant mortality rate has declined to 49, while Under-5 mortality rate is still 64. Entire birthrate rate of the state is 2.6, which is higher in rural country i.e. 2.9 as compared to urban country which is 2.0.11 Harmonizing to NFHS-3 information, merely 44 percent adult females use the prenatal attention in the first trimester of gestation, and merely 52 percent adult females give 3-4 visits to wellness Centre enemy ANC services during the entire gestation period. Merely 47 percent births are attended by wellness forces including physician, ANM, nurse, accoucheuse or lady wellness visitant. Merely 37 percent adult females receive post-natal attention within two yearss of bringing which is supposed to be a critical period. Use of these services is different in rural and urban country. Though coverage of ICDS is high in the state, merely 28percent kids receive the services provided through ICDS. Merely 44 per centum kids are to the full vaccinated while 5 per centum kids are non given any inoculation. Percentage of kids which are taken to healthcare Centre for the Acute Respiratory Infections ( ARI ) , fever and diarrhea scopes from 60-69 in different provinces of the state. Most common ground for non utilizing public wellness installations is hapless quality of service, followed by non-availability of the health care installation nearby.12 The use of RCH services differs in different provinces of India. Nature and extent of the relationship between maternal instruction and use of MCH services differ between the North and South of India and that this difference is mostly determined by the north-south derived functions in the general socio-economic and cultural environment in which adult females live.1.4 Rationale of the study-The Maternal, baby and under-5 kids mortality rates have shown important diminution from the beginning of 2nd stage of RCH programme, which reflect the positive alteration in handiness and use of RCH services. But as compared to the MDG ends every bit good as NRHM ends for these indexs, there is farther demand to work on the betterment of use of these services. Kolhapur is the southernmost territory in Maharashtra province. It is divided in 12 talukas and five sub-divisions for administrative intents. The entire population of the territory is 35,23,165 out of which around 24,72,809 population resides in rural area.13 The organisation of RCH programme in Kolhapur territory consists of a District Hospital, two sub-district infirmaries, 18 rural infirmaries ( RH ) , 73 Primary wellness Centres ( PHCs ) and 413 sub-centres.14 Radhanagari sub-division of Kolhapur territory covers 4 rural infirmaries, 13 PHCs and 52 sub-centres. The use of RCH services in the wellness Centres based in Radhanagari sub-division is low, while there is overburden on the territory infirmary for these services. Therefore, on recommendations of Sub-divisional Office, Radhanagari and sing all the factors impacting the use of RCH services, the survey is planned to analyse the use form of RCH services, grounds for non-utilization of these services at different degrees i.e. RH and PHC and besides to propose the possible steps to better the use of services in the Radhanagari sub-division of Kolhapur territory, Maharashtra.1.5 Aims of the study-To find the use of RCH services in Radhanagari sub-division of Kolhapur territory. To happen out the grounds for utilization/non-utilization of these services.

Employment Relations Essay

In the last 20 years, there has been a shift in the importance of Unions in New Zealand. The introduction of the 1991 Employment Contracts Act and the following Employment Relations Act 2000 allowed employees and employers the freedom to negotiate in a Good Faith Bargaining environment without the involvement of the Government. And therefore the unions and collective agreements were no longer mandatory to guarantee good work conditions. This year, a big example of Employment Relations involving Union and employers disagreements is the AFFCO plants lockout. Since February 2012, 1250 union members have been involved in 6 AFFCO plants lockouts due to disputes between New Zealand Meat Workers Union (NZMWU) and AFFCO. The disagreement finally ended in late May with an arrangement between the parties. This case study will use the Employment Relations theories to explain the relevance of the dispute between a fast growing company and the union trying to protect its member’s rights in the current employment environment. Earlier this year the media spotlight turned to the dispute between AFFCO, a meat processing organisation and the New Zealand Meat Workers Union. It brought up a radical side of unionism that does not reflect the majority of Union activities in New Zealand. Who are the parties involved? And what is the conflict that caused grief to employees and employers really about? On one side of this dispute is AFFCO, a meat processing organization owned by the Talley’s family since 2001. In 1936 a Yugoslav immigrant, Ivan Talijancich, opened a fish shop in Motueka and bought a boat to supply it. His sons, Peter and Michael, took over the business when he died in 1964. Since then the business has grown and the family is now worth $300 million and Talley’s Group owns: eight meat plants in New Zealand (AFFCO), four fish processing plants, vegetable farms, 53% majority of milk processor Open Country, Ice-cream factory in Motueka and the Rutherford Hotel in Nelson1. On the other side of the dispute is the New Zealand Meat Workers Union. The NZMWU was created in 1971 in an attempt to form a National Union to support meat workers and related trades. In the 1990s, however, another union was formed in the North Island, the Meat and Related Trades Workers Union of Aotearoa (MUA), allowing workers the freedom to choose between the two different unions. In 2005 a decision was made to disband all the members from MUA to NZMWU forming one single union to represent meat workers over the entire country. Since then sacrifices were made by its members through strikes and negotiations to achieve the good working conditions of today2. In February this year the meat processor AFFCO locked out more than 760 unionised employees in 5 of its North Island plants over a contract dispute3. Some unionised workers were kept in some strategic operational areas while the more radical union members were locked out. The union claimed that the lockout was illegal and it was an attempt by AFFCO to break the collectivism and reduce workers memberships, they accused the Talley’s family of being anti-unionism. In March AFFCO announced that all the union members that were still engaged at work would get paid holidays over Easter as long as they did not participate on strikes planned by the union. The lockout continued over the Easter Holidays. After the holidays all the unionised workers that were still allowed in the plants, including workers from the other unaffected AFFCO plants went on a 5 day strike. In May 2012 the Employment Court put the dispute under investigation in an attempt to end the 3 month lockout. The dispute finally ended late May when AFFCO and the New Zealand Meat Workers Union implemented a new collective agreement. Overall, the dispute over a new collective agreement lasted for 12 weeks with both parties unwilling to give up their power of negotiation. AFFCO had offered a pay rise of 4. 3 per cent over the following two years, but the union also wanted to protect its members from AFFCO’s efforts to implement new technology and flexibility in staffing levels. What later came to light, the New Zealand Meat Workers Union took AFFCO to the Employment Court over â€Å"illegal† random drug testing. According to AFFCO the drug testing was a way to protect its employee’s safety while working in â€Å"sensitive areas† of the meat processing plant. They showed the media photos of drug paraphernalia found on site. The AFFCO lockout is not the only case of a breakdown of management of Employment Relations to be highlighted by the media this year. Another example is the Port of Auckland versus the Maritime Union that led to its members striking and causing shipment delays over the whole country. Both of these cases show two different sides to the Conflict Theory Frame of Reference as described by Rasmussen, 20094. Each party has an opinion about how they work. In the case of AFFCO the Unitarism model is followed, and, in the other second case, the New Zealand Meat Workers Union follows the Radical model of the Conflict theory. The Unitarism model adopts the idea of all members of an organisation working towards its goals; therefore the conflict with the union upset the path of development. The workers are viewed as resources to the process and the management as the authority. AFFCO is a big privately owned company that is driven by competitiveness to achieve success. Being slowed down by negotiations over collective agreements with the union and being stopped to develop new technologies and systems to improve production and lower costs, AFFCO believed that the NZMWU were trouble makers expressing employee’s greed. This ideology was relevant to small, family owned companies in New Zealand where team work and loyalty to the group were for a long time valued above individual achievement (Rasmussen, 2009, p. 9). However today, as Alan Fox suggested, a number of factors had conspired to make the unitary view inappropriate for analysing the realities of employment relations policy and practice (Fox, 1973, p. 192)5. These factors included urbanisation, the increasing size and complexity of work organisations, the weakening of traditional attitudes towards authority, the growing power of unions, and a greater personal assertiveness and striving for individual achievement and success (Rasmussen, 2009, p. 29). Therefore, for a period of time between the 1960s to the 1980s the pluralist and radical models found more favour. The recent attitude of the New Zealand Meat Workers Union however, is described by Rasmussen 2009 as a radical model. This ideology assumes that there is no balance of power between employees and employers. It focuses on the social and class structures and on the attitudes and behaviours of the parties involved. The conflict between AFFCO and the New Zealand Meat Workers Union is a great example of this frame of reference. Even when AFFCO agreed with a pay increase of 4. 3 per cent over 2 years, the NZMWU did not settle, they wanted more for their members under the assumption that the negotiating power was still in the meat processor’s hands. Both of these reactions seem somehow to be â€Å"prehistoric†. Since the 1990s a lot of the relationship between unions, employees and employers has changed. First, with the introduction of the Employment Contracts Act 1991 making unionism voluntary and giving employees the options of personal grievance procedures. And then, with the following Employment Relations Act in 2000 that kept many key points from the previous act and added the promotion of collective bargaining and unionism (Rasmussen 2009 p. 102-103). With the introduction of the Employment Relations Act 2000, the legislative employment relations framework appears to be less controversial and surrounded by something of a consensus (Rasmussen 2009 p. 123). The main issue during collective bargaining in the last 20 years has been the communication between the parties involved, as reported by Leeanne Templer, 20116. Therefore, the ERA also creates the environment for Good Faith Bargaining. The Good Faith Bargaining reinforces employment relationships based on trust and good faith. Now, by law, an understanding between employers and employees (with or without their unions) must be clear, respectful and with open exchange of information. As described by Rasmussen, 2009, Good faith collective bargaining requires at least the following things: * That the parties have to agree on a bargaining process; * That the parties must meet each other; That they have to consider and respond to bargaining proposals; * That they must recognise and respect the bargaining authority of the other side and avoid undermining this authority; * That the parties will provide the necessary information to substantiate claims; * That they must take into account relevant good faith codes, the proportion of employees who are union members, and the circumstances of employer and union. As can be seen from the media coverage of the bargaining conflict between AFFCO and the New Zealand Meat Workers Union, it appears that a few of the GFB points were ignored. For example, the introduction of the random drug testing was not communicated appropriately between the parties involved and the agreement on a bargaining process was then rejected. While the act introduces the Good Faith Bargaining, it also allows lawful strikes and lockouts. In this particular case, the legality of the AFFCO lockout is debatable. The Union argued that AFFCO’s owners, the Talley’s family, are using this action to undermine collective bargaining and to retaliate against the court actions bought by the NZMWU. The New Zealand Meat Workers Union also felt that Talley’s wished to force its employees to relinquish their union memberships. The Employment Relations Act defines that strikes and lockouts are lawful if: * Thy are in support of a collective agreement; and * The employees concerned are not bound by a current collective agreement; and * The parties involved have already negotiated for at least 40 days; and * In the case of the essential services listed in the act, the notice requirement has been met. Overall, the recent Employment Relations Act has achieved a safe guideline for employments issues negotiations between employees and employers. Conclusion (not quite finished yet) The Employment Relations in New Zealand is supported by legislative set of rules that can be used to resolve disputes between workers and their employers. These disputes can be in individual or collective actions as demonstrated by AFFCO and New Zealand Meat Workers Union’s 3 month conflicts. The long lasting dispute occurred because either AFFCO or NZMWU were willing to compromise its negotiation power. Each one had their own frame of reference theories. AFFCO was defending its own rights as an organisation to have its goals followed by its employees. And NZMWU was purely defending their members against AFFCO’s process developments that would lead to staffing flexibility. Changes in the Employment Acts allowed the grievances of employees and employers to be negotiated between the involved parties without the government’s input. It also created a Good Faith Bargaining environment which reinforces employment relationships based on trust and good faith.

To what extent do the two texts present similar or different criticisms of society?

Both No Sugar, written by Jack Davis and Once Were Warriors directed by Lee Tamohori use a number of different themes to present extensively similar criticisms of society. In the play No Sugar, an indigenous family depicts the injustices and problems they face with both the white man and themselves. Also, in Once Were Warriors we see a Maori family struggling to cope with the harsh life they face in their run-down community overrun by gangs and crime. In both texts, the audience sees colonialist policies in extreme poverty, substance abuse, racism, violence and the effects of disintegration of the family. A major theme that is brought to light in Once Were Warriors and No Sugar is the effects of colonialism. In both texts, the characters endure racist policies and are exploited by the â€Å"white man laws† and as a consequence left disenfranchised from society. In Once Were Warriors, Tamohori contrasts Jake against Beth to illustrate how the loss of one's pride and tradition ultimately leads to their downfall. Jake is described as a â€Å"slave† and is clearly a victim to the laws imposed from the white invasion, opposed to Beth, who knows of a better life, involving family culture and traditions rather than crime and alcoholism; the two key reasons leading to Jake's demise. Similarly, in No Sugar, we see the effects of colonialism take its toll on the characters. Due to the paternalistic role cast upon the aboriginal people by those in authority such as A. O. Neville and the Chief Protector of Aboriginals, the characters resort to crime to get by. This is apparent when Jimmy is sent away to jail for months on end and being denied any communications between him and his family, brought about by the controlling laws cast upon the indigenous population at the time. Similarly, both texts present this criticism of society through demonstrating the affect these incidents have on all the characters. In No Sugar and Once Were Warriors, another criticism of the dominant society is its capacity to marginalize its native people. In No Sugar, this is evident in the majority of times the Aboriginal family is in contact with the local Sergeant and Constable. Jimmy: â€Å"Six months! I can do that on me fuckin' head. † Sergeant: â€Å"I'll see what I can do. † In this scene, Jimmy and Sam have been jailed in the Northam police station. This scene, and many like it which follow, demonstrates the injustices these characters face, and the paternalistic behavior of the government at the time. For this reason, the characters in the book were separated from their families and incarcerated for months and in that time, endured racist treatment while in prison. Comparable to this, Once Were Warriors depicts a racist society in a similar manner and through similar circumstances. The Heke family reside in a slum on the outskirts of the city. The family occupies a run-down government funded house in a suburb where crime and conflict with the police is an everyday occurrence. Despite being in a similar situation to the characters in No Sugar, due to the time difference, the family in Once Were Warriors are looked after by a better understanding government and legal system. This is evident when we see the son Mark in conflict with the law for misbehavior, consequently being sent to a youth camp. Unlike No Sugar, the camp that Mark is sent to proves to be a positive change in his life, one which ultimately alters the trends of his own family when he returns home. Compared to No Sugar, the racist treatment of these characters essentially produces a negative impact within their own lives and the lives of their families. Nevertheless, the creators purposely portray this theme in both texts to highlight it within our society, and in effect, through analyzing both texts the audience can notice significant gains that the characters from Once Were Warriors benefit from while the characters from No Sugar suffer as a result. Exposed in both texts, as a result of lost pride, was the theme of substance abuse, namely alcohol. Within the two texts, alcohol abuse plays a significant role in only the lives of the men, ultimately determining their behavior towards the others. In Once Were Warriors, the presence of alcohol is apparent in the majority of scenes. The main character, Jake ‘The Muss', relies on alcohol as a coping mechanism for the harsh, marginalized life he leads, but the affect it has on him and his family proves to be detrimental. A decisive example of this is the night that Gracie commits suicide subsequent to her uncle raping her. Throughout the whole incident, Jake remains drunk and seems to be impassive to his daughter's death. The next morning we see Jake, still with a bottle in his hand drinking away his troubles. No Sugar also portrays the theme of alcohol abuse; Jimmy Munday and Sam Millimurra, his brother-in-law have been drinking heavily and they begin to fight in a wild lumbering manner. The scene has a humorous tone – especially when Gran breaks up the fight, however on a serious level it expresses the problems the characters face because of their isolation and impotence. In both texts, the theme of substance abuse is displayed intentionally to further depict the despair and disempowerment the characters face and the way in which their lives and the people around them are impacted upon. Highlighted in both texts was the way the indigenous characters, who were once proud people, become lowered to impotent helpless figures. As we see in Once Were Warriors, the unstable Jake used his fist to release the pain, anguish and frustration he feels; as Jakes wife Beth states, â€Å"You're still a slave, to your fist, to your drink, to yourself. Likewise, in No Sugar, Jimmy is portrayed as a bitter character suffering the effect of extensive alcohol abuse. In both texts, the creators include these characters to demonstrate the frustrating effects of life without power and what its like to be entirely disenfranchised from society as well as their traditional ways and culture. Throughout No Sugar and Once Were Warriors, Tamohori and Davis recognize the ‘mediator' role that the women played – Beth and Gracie in Once Were Warriors and Gran and Milly in No Sugar. A significant scene which reveals Beth's function in the family occurs when she comforts Gracie – the only gentle soul amongst the tough family, subsequent to being physically abused by Jake. â€Å"[It] won't be easy, just gotta find the money†¦ we will, I promise†. This demonstrates the reassuring attitude Beth, as a mother, has towards her children despite the severe events that occur in the family, as well as the significant role in keeping her family strong and together. In the same way, Gran displays the sense of comfort and conciliation in No Sugar. Unlike Beth, Gran produces this sense of comfort through constantly resorting to their own people's traditional songs. The existence of Gran is paramount to the survival of those around her in that through her knowledge of traditional Aboriginal ways, she brings comfort, support and hope of a better future at times where something so out of reach seems possible. The societies shown in Once Were Warriors and No Sugar are similarly presented in a critical light as both Davis and Tamohori demonstrate the conditions brought about by the effects of colonialism. Both texts also depict the power of women, and the hope they provide the surrounding characters for a better future. Both texts, intentionally, finish in a similar way in that the audience are instilled with a sense of hope that through reconnection with their heritage the characters may escape the control of the oppressive society they inhabit.

Risks Associated with the Internet as Part of a Business Solution Essay

Risks Associated with the Internet as Part of a Business Solution - Essay Example On the other hand, with frequently growing dependence on the Internet, this technology turns out to be the central infrastructure for the majority of necessary business tasks, as a result making them more susceptible to considerable Internet disturbances. Without a doubt, a variety of security threats and risks exist in all areas of the Internet, and the business processes that make use of the Internet. In this scenario, some of the probable risks and security challenges can comprise disruptions caused by coding error, malicious code, natural disasters that have significant impacts on fundamental Internet routers and hubs, and security attacks and threats posed by terrorists or other attackers. In case of ING business, their important accounting data would be transmitted through the Internet which can be hacked by a hacker and misused later on (Business RoundTable, 2007; Cisco, 2013). Â  The World Economic Forum has estimated that in the coming few years, there would be a 10% to 20% probability of an interruption of the serious information infrastructure that is one of the probably risks it researched. In addition, the global economic cost that the World Economic Forum has estimated goes beyond $250 billion, which is surely one of the biggest cost assessments of the risks examined. On the other hand, these financial flow impacts of an Internet problem or threat can cause a wide variety of challenges and problems for the business organizations. In this scenario, some of the problems can include lower incomes, decrease in efficiency, stock market crashes, reduced spending, a decline in consumer self-confidence and a possible liquidity disaster (Business RoundTable, 2007; Cisco, 2013). Â  Without a doubt, the business of ING Group heavily relies on the information technology and IT is being used in every region of ING Group.

How the Rate of the Reaction Is Affected by Activation Energy, Assignment - 1

How the Rate of the Reaction Is Affected by Activation Energy, Temperature, Frequency of Collisions and Orientation of Collisions - Assignment Example It is evidently clear from the discussion that since Activation Energy (Ea) refers to the amount of energy that must be overcome for a chemical reaction to proceed, it varies inversely with the ‘rate of the reaction’ so, at higher Ea, the reaction proceeds slowly whereas, at lower Ea, the reaction goes fast. Temperature is typically associated to the kinetic energy (KE) of the system and their direct proportionality to the collisions of molecules per unit time indicates that higher temperature bears corresponding increase in reaction rate while lower temperature favors a decrease in reaction rate. Â  Generally, more frequent collisions yield higher effective collisions per unit time which would increase the rate of chemical reaction whereas less frequent collisions decrease the rate of such reaction. With proper orientation of molecules during collisions, a higher reaction rate is favored while through improper or lack of orientation among colliding molecules, a lower r eaction rate can be expected. According to the graph, the minimum energy for a reaction is readily achieved with a greater number of collisions at T2 through the same requirement is met at T1 with fewer collisions. Thus, since the rate of chemical reaction is determined by the number of collisions that temperature facilitates, reaction rate depends on control upon temperature. A certain reaction has an activation energy of 54.0 kJ/mol. As the temperature is increased from 22Â °C to a higher temperature the rate constant increases by a factor of seven. Calculate the higher temperature. Catalyst -- a substance that speeds up a chemical reaction or increases the rate of such reaction by means of lowering the activation energy, yet is neither consumed nor is produced in the reaction process.

Change of Audit Regulations in the UK and the Republic of Ireland Research Paper

Change of Audit Regulations in the UK and the Republic of Ireland - Research Paper Example The primary objectives of APB are to establish high standards of financial auditing, assess & meet the continuously developing need of end users of the financial information and to achieve confidence of the public in the auditing process of the nation. The Financial Reporting Council (FRC) is established primarily to support the confidence of investors, the market and the general public in the financial & corporate governance of listed companies & such other entities. FRC is accountable to monitor, enforce & govern compliance to the auditing standards developed and published by APB. APB supports FRC by setting high-quality standards & guidelines to achieve high performance of external audits by external auditors by virtue of their independence, objectivity and integrity. APB is also accountable to enhance the public understanding of  the roles & responsibilities of external auditors. APB is also accountable for recommending essential changes in the audit regulations which are later communicated via their free newsletters published through their website. Looking back in the History, UK Auditing Standards were originally developed by the Accounting Practices Committee (APC) that were established in 1976 and were in operation till 1991. In 1991, the Consultative Committee of Accountancy Bodies (CCAB) established the Auditing Practices Board (APB) that took over the accountability to develop & publish the Auditing Standards of UK and Republic of Ireland. APB was taken over by the Financial Reporting Council (FRC) in 2004 such that it became a subsidiary board of the FRC. Since December 2004, after FRC has taken over APB, the audit standards in the UK & Republic of Ireland are being adopted from the consultation by the International Auditing and Assurance Standards Board (IAASB). The Standards thus published are the International Standards modified to be applied in UK & Ireland and hence are named as ISA (UK & Ireland).

Argumentative Paragraph For Mr. Green Assignment - 1

Argumentative Paragraph For Mr. Green - Assignment Example While performing a ritualistic practice, her father says, "You are a girl," he said. "So its not possible for you to do it alone. Only the males can oversee the worship of his ancestors." (Butler) This is his response when the narrator tells him, "Dont worry, Grandfather, I will always say prayers for you and make offerings for you, even if Im a Catholic." (Butler) Her grandfather’s stand on the subject proves to be traumatic for her. His belief, the product of a traditional Vietnamese upbringing, is a pointer to the women’s role as inferior to men. He doesn’t say it in a voice of condemnation. But his internal irritation is clearly evident when he states that it is impossible for a girl to take on a boy’s job that gives the narrator a clear hint that her status is inferior as compared to that of a male progeny. The author describes her inner feelings, in response to her father’s insinuation, and mental state of feeling helpless on a situation over which she has no control. The word â€Å"impossible† is often used against her, which pierces her tender feelings like an arrow. He puts the seal of his displeasure when he tells the narrator that women are useless by stating that women are â€Å"foolish† when they engage in conversation on topics without any substance. But her position is one girl versus the tradition-bound Vietnamese society. The comfort zone for a woman is the kitchen, according to the grandfather, and he directs her to assist her mother. This confirms his stand borne out of the traditional Vietnamese upbringing that women are for performing household duties and keep the menfolk satisfied. Even when he is counting his final days, the grandfather is unable to change his views and he expresses displeasure about the position of the family not having a male child. It is a great blow the personal identity and self-respect of the narrator and she feels saddened. The parents fail in their role to encourage females

Financial Statements Essay Example | Topics and Well Written Essays - 1500 words

Financial Statements - Essay Example This project aims at studying and analyzing the annual report of Home Depot as submitted to the United States SEC in the year 2008. The basic financial statements including the income statement, the balance sheet and the cash flow statements of the company are studied and mapped against the managerial decision making processes of the company in the specific year under study. The consolidated statement of earnings of Home Depot indicates that the company has been extremely proficient in generating revenues in 2008. The total revenue in 2008 was USD 77349 million. The operating expenses of the company were USD 18755 million. This indicates that the company was much efficient in generating high revenues while being able to maintain much lower operating expenses. The net earnings of Home Depot in 2008 were USD 4395 which is favorable when mapped against the industry requirements. In overall, as per the consolidated statement of earnings of Home Depot, the company was performing at a standard level in the year 2008 (Home Depot Inc., 2008, p. 4). The consolidated statement of earnings or the income statement of a company summarizes the revenues that a company has earned during the period of reporting through the sale of its products and services. Also, it includes the expenses that a company has made to produce the revenues during the same period. These expenses may include the selling expenses, overheads, general expenses and depreciation of the assets. The comparison of the revenues and the expenses of a company show the net operating profit of a company. After the deduction of various statutory deductions like taxes and interest expenses, the consolidated statement of earnings of a business represents the net earnings of the company over a specific period of time. The key business decisions like how the return on investment for the company can be improved are

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

Tiger - Essay Example Tiger shows how, in the modern world, as individuals get older, they want their children close, while at the same time their children wish to live their own lives independent of their parents. In this story, Essie is depicted as a mother who wants only the best for her daughter and she does all that she can to ensure that Marian not only marries an Indian man but also settles down close to her (Jones 2). However, this does not happen and Marian instead ends up marrying Daniel, a man from far off America who Essie does not approve of because of his mild demeanor as well as his not being Catholic. This is a scenario which is often played out in many families as mothers, believing that they know what is best for their children, tend not to approve of their choices in life and instead choose to interfere in their lives. This creates a situation where it is difficult for mothers and these children to get along because it seems that each is living firm in their own beliefs. Such an incident has taken place in my family where an aunt of mine did not approve of her son’s choosing to marry a woman from another country and his decision to settle in his wife’s homeland . This situation brought a lot of friction between my aunt and her son and it has gone on for more than a decade now with none of them becoming flexible in their position. My aunt took an instant dislike to her daughter in-law and whenever they visited, she all but ignored her. However, despite my aunt’s dislike for her son’s wife, she adores their three children to such an extent that she would do anything for them. She always waits anxiously for them to visit every year so that she can spend her time with them. It is these children who have ensured that the connection between my aunt and cousin does not die because their being born made it possible for the latter to at least live on good terms for their sake. In

Research paper (The Death of the Ball Turret Gunner by Randall Essay

Research paper (The Death of the Ball Turret Gunner by Randall Jarrell, 1945) - Essay Example The message that Jarrell is trying to convey is presented in only five lines, descriptive and abstract five lines. Brief as it is, it evokes a powerful, vivid, and moving message. The tragedy of war and lives lost in battle is depicted, leaving the readers a poignant recollection of the cruelty and obscenity of armed conflict. His concise tribute to the victims of war is achieved through his mastery of paradoxism, metaphor, even hyperbole. Thus, it unfolded various conceptual interpretations of the prose. The opening line speaks of birth. He fell from his mother’s womb not into ordinary human life but into the womb of the State (Wood). This is during the wartime period when men were drafted for military service. A man conceived in the protective nest of his mother’s womb, ironically delivered into the chaotic world of government servitude. A moment of stillness and sleep superseded by terror and anguish. Going into the battle is opening to the possibility of losing his life in the name of his motherland. And to lose his life in the hands of the enemy. The thought of whether such action is his personal choice comes to mind. It appears as if he does not want to go, for the threat of being killed in action is possible (Pericles). Sleep and State accords the commanding words in this line. Sleep is to comfort, and State is authority. The analogy of an innocent life and horrible death of the machine gunner as expressed by Randall Jarrell. From the beginning he is moulded for only one purpose, and all that happens to him is for this public usefulness. He exists only to be a victim (Fein, 1961). The birth, according to Dawson, may be seen as the rebirth of initiation into a mature vision of reality and evil. The time between birth and death is lost. The poem presents a man who seems to have lived in order to die (Ferguson, 1974). It encompasses a single moment in the gunner’s life- his identity, his innocence and when he was robbed of his life

Management information system Research Paper Example | Topics and Well Written Essays - 1250 words - 1

Management information system - Research Paper Example Additionally, an effective MIS should have a clearly and concisely defined guidelines, practices of policies, procedures and standards for an organization (Stair & Reynolds, 2012). It should be supportive in all the levels it is used in and help the organization in achieving its long term strategic goals and objectives. This research paper discusses Management Information System (MIS) with special emphasis being laid on its capability to help organizations access, share, and use information. The researcher has used some of the iPhone MIS apps to support the effectiveness that can be achieved in sharing, accessing and using information in an organization while using MIS software. The ease at which organization can be able to access, share and use information is one of the aspects that have gained much consideration in the current world; through the information, current challenges are communicated in time and counter measures effected before more damage is experienced. Likewise, sound strategies are implemented in a timely manner. Modern organizations have been relying on MIS to order, organize, manage, and to manipulate the large amount of data and information generated for their various activities. AIS refers to a model that businesses entities use to manage their monetary data to be used by consultants, managers, auditors, regulatory organizations among others (Khurana, 2010). Accountants use AIS so as to ensure that business’s record keeping and all financial transactions are accurate and that they are easily accessible by persons and agencies who are legitimate to obtain them. AIS also plays another major role in ensuring that all the above types of records and data are safe (Gupta, 2011). The speed at which organizations are able to share information is a very essential aspect that modern businesses are giving much emphasis. Intradepartmental and interdepartmental interaction between various

Company Case MKT 202 Essay Example for Free

Company Case MKT 202 Essay 1. Microenvironmental factors involve actors, who remain close to the company and they affect the company’s ability to serve its customer. The company, suppliers, marketing intermediaries, customer market, competitors, and publics all of these are part of microenvironment. Toyota Prius introduction and relaunch were affected by several microenvironmental factors. These factors are discussed below: a. Firstly, the Toyota Company itself was a major microenvironmental factor that affected its product at the very beginning. The marketing department of Toyota didn’t do enough promotional activities for its new vehicle. In a country like U. S. where as we all know all SUVs sell likes hotcakes, no one would really be interested to buy a dull hybrid car. Also the department involved in designing the product was too weak to attract customers at first. When it was launched people considered Prius to be small, cramped compact with a very dull design. Also due to its low horsepower, the pickup time was very long. The car took 14. 5 seconds just to go reach a speed of 60km/hr. No matter how much environmental friendly and energy saving the car was due to low promotional efforts by the company and also the dull design, the introduction of Prius was highly affected. Also, even if the car was worthy enough of a purchase because of its environment friendly quality and fuel saving, enough people didn’t hear about it. But later on, Toyota did make its new version and the marketing of the product was raised as the brand image developed. b. Secondly, as we all know, the presence of a competitor can really make it hard for a company to position its product well. During the time Prius was being launched it had to face, Honda as its competitor. Honda successful launched its insight even before Prius came to the market. Of course not to mention, vehicles like Hummer, Ford were already there before Prius to keep customer’s attention towards them. But Toyota did differentiate its product from its competitor on providing benefits which other competitors weren’t able to provide at a cheap cost. c. Third factor was the customer themselves, who were totally inclined towards the brands which they have been using all their lives like General Motors, Ford and others. So the international markets for Toyota in U. S. were pretty weak at first. But then again, as new version was developed with new style a design and as the car’s horsepower was improved it did get customer’s attention. 2. Macroenvironmental involves larger societal forces, which includes demographic, economic, natural, technological, political, and cultural forces. There were several macroenvironmental factors, which played a role in affecting the introduction and relaunch of Toyota Prius. The factors are discussed below: a. Firstly, demographic factors played a part in affecting Prius. Even though Baby Boomers and Gen X had people who were middle aged and old and were potential customers for Prius. But the Gen Y included the young bunches who were more into sporty and stylish vehicle, attributes which Toyota Prius lacked. Toyota simply didn’t speak Gen Y’ers language. But Toyota had been able to deal with it since people from Gen X’ers had environment conscious people who were a big market for Toyota. b. Secondly, cultural factors played a big role too. American culture has been prone in using 4-wheel drives and they simply didn’t want a weird looking car to be a part of their lives. Also, people view of society, under cultural factor, played a part too. A patriot American would buy his countries product rather than buying products from other countries. Another factor under culture is people’s view of organization. Companies like General Motors, Ford, Audi had a stronger brand image then Toyota during that period of time. As the time went, new version came out, Toyota was able to fit in the culture and the U. S. government on introducing various incentives on hybrid vehicles also helped it. c. Thirdly, technological factor. Technology has always been there making our lives a better and there has been so much competition in the market on providing superior technology that, some company have trouble to establish a image against those companies who have already established a strong position in the competition. Toyota was technologically inferior compared to its rivals like Audi, Ford, and GM. Also, Prius at its very initial stage was not the car which people took interest in driving because of its technical lacking. Low horsepower, high pick up time, dull design all of these affected its image. Toyota was able to deal with it on its new versions. 3. Toyota market strategy was first used on people who were techies. It focused on early adopters, techies who were attracted to the advanced new technology. Techies were so into the Prius that they started modifying it technically and paying a great deal of attention to it. Toyota was able to differentiate its product in a way that no other company could with such a low cost. That’s why Prius became the best car ever used in US. After absorbing large revenues from the techies, it used it second version to target a wider market segment. Toyota was able to serve the bigger segment which consisted of those people who were environmentally conscious and as well as those desirous of fuel efficiency. Toyota did an immense amount of spending on media to let people know about its second version. In future Toyota can improve its strategy by introducing the hybrid feature into several models of car it has and thereby making a greater sales in return. But it shouldn’t introduce the hybrid feature in all the cars, since if other competitors starts making the same kind of car and has better brand image, then Toyota can no longer differentiate its product. But as demand for hybrids go up, Toyota should maintain a steady production and invest on making other new types for serving other segments and maintain a balance.

Basics of collective bargaining and its effects within globalisation

Basics of collective bargaining and its effects within globalisation a. What may McDonalds have considered in order to establish their approaches to collective bargaining in both Germany and the UK? To answer the above question we first need to know about basics of collective bargaining where Collective Bargaining is defined as the process of turning disagreements into agreements in an orderly fashion. Collective bargaining is the process followed to establish a mutually agreed set of rules and decisions between unions and employers for matters relating to employment. This is a regulating process dealing with the regulation of management and conditions of employment. Collective bargaining is used as the negotiation process between employees and employers with unions acting as the representatives of employees. The entire process depends on the bargaining powers of the concerned parties. The process of collective bargaining is to settles down any conflicts regarding the conditions of employment such as wages, working hours and conditions, overtime payments, holidays, vacations, benefits, insurance benefits etc. and management regulations. Players involved in collective bargaining: Employees Management Corporate organization Unions In line with the above definition McDonalds may have considered the approach and settings of collective bargains as an important issue of employee relations. The German setting and approach McDonalds may have considered establishing their approaches to collective bargaining in Germany: The traditional collective approach to Employee Relations (ER) in German companies is deeply rooted in the particular configuration of the German Industrial Relations (IR) system. This is characterized by a high degree of regulation and a dense, encompassing institutional infrastructure that imposes a uniform set of institutional constraints on companies, but at the same time provides incentives for employers to accept institutional constraints (Lane, 1995; Soskice, 1994). McDonalds, to establish its approaches to collective bargaining this ER and IR framework may have been considered in first instance. In addition, the institutional structure is highly integrated with strong linkages, not only within the IR system, but also to the wider German businesses system. Key elements of the German model, to which the majority of German companies subscribe, are the centrally co-ordinated sector based collective bargaining system and employee representation at domestic level via the works coun cil system equipped with statutory participation and consultation rights. Food industry in Germany is not beyond this mechanism where McDonalds considerations regarding collective bargaining approach must have encompassed with statutory participation and employee consultation and codetermination rights. Indeed, German employers have to negotiate a densely structured institutional framework inside and outside the company level. The German approach to collective bargaining is also underwritten by strong labor market legislation and an elaborate welfare system. Despite growing interest in individual bargaining style direct employee involvement mechanisms, their uptake has so far been comparably modest in German companies (Sperling, 1997). Because of the wide ranging rights of information, consultation and co-determination in the German food industry, the use of individual voice mechanisms is relatively unimportant in the German setting where collective bargaining still has the paramount influence. Therefore, in the international context, McDonalds may have considered a propensity to support a collective approach to ER in their international operations by recognizing trade unions, engaging in collective bargaining and establishing strong workplace level employee representation systems. Nevertheless, the twin pressures arising for subsidiaries of McDonalds in Germany from heightened international competition and reunification, which have led to a tendency to erode some of the elements in the German system. As employers McDonalds may have considered demanding for a more flexible, deregulated and decentralized IR system, especially in relation to collective bargaining. It seems to have gradually weakened the consensus on the benefits of the traditional collective ER approach. Throughout the 1990s, a process of incremental internal reforms to the system has progressively broadened the scope for flexibility and strategic choice in companies. Yet, this has so far been accommodated within the parameters of the flexible adaptation potential of the current system in the form of regulated flexibility and centrally co-ordinated decentralisation, pointing to a path dependent trajectory of change. Emerging ER in German companies may perhaps be described as a flexible collective approach to ER. However, it seems not entirely clear at this particular juncture whether the growing pressures of international competition can be arrested in the future within the current system by the process of negotiated and consensual reforms, or whether these pressures will lead to the disintegration of the German model. In the latter case, the possible future ER approach in German companies could than no longer be described as flexible collectivism but may move towards the individualistic Anglo-Saxon approach. Indeed, trade unions and employers associations are already losing members, which starts to challenge the traditional structure of the organisational foundations of collective bargaining and hampers the achievement of unified strategies. Despite the recent reforms, there has also been a growing incidence of disorganised decentralisation, whereby employers tend to ignore the terms of collective agreements frequently in co-operation with works councils (often as a quid pro quo for safeguarding jobs). They establish pay provisions and working time arrangements which violate the collective accords, thereby contesting the adaptation potential of the system. Large German companies increasingly tend t o insert the strategic use of DFI and the threat of locational flexibility into their negotiations with works councils to secure such deals. As one of the major employers in German food industry McDonalds may have considered the above set of changing conditions. The UK Setting and the UK Approach to Employee Relations In contrast to Germany, the contemporary British system of collective bargaining is characterized by a weak regulatory framework and a thin, fragmented institutional infrastructure, which imposes relatively few barriers and constraints on labour relations practices. The fragmentation of the institutional structure goes hand in hand with weak linkages both within the IR system and in connection to the wider national business system which obviously includes food industry in the UK. Because of the relative permissiveness of the contemporary IR context, the UK seems to be a particularly suitable country for McDonalds, as subsidiary, to explore the country of origin effect in international operations, since home country approaches to ER can be transferred relatively unconstrained by host country institutional arrangements. However, to uncover the existence of possible ownership effects it is necessary to establish the differential space between the home and the host country ER approaches. Contrary to the German experience, no distinct stereotypical UK ER approach can be identified. Traditionally the cornerstone of labor relations was the pluralist workplace industrial rela tions system, which subsequently collapsed in the 1980s in the wake of the neo-liberal labor market policies under the Thatcher government. These reforms are most important issue to be considered in establishing collective bargaining approaches in the UK which have encouraged employers to dispense with collective labour relations and to individualise ER along the lines of US style HRM by end of the 1990s a collective approach to ER is no longer representative of the economy as a whole, but is increasingly confined to the public sector and a dwindling minority of private sector companies. In the private sector, trade union recognition collapsed throughout the 1980s and 1990s and with it the incidence of workplace level trade union representatives. The institution of collective bargaining dramatically declined. By 1998, two-thirds of private sector employees had their pay fixed by management decision without any union involvement. Non-union channels of interest representation, such as staff representatives of joint consultative committees (JCCs) (the weaker version of the German works councils), are relatively rare and also in decline. They have not filled the vacuum left by the dramatic decrease in union recognition and workplace level union representatives. There is large and growing representation gap in the UK and an absence of any kind of collective voice mechanism in the majority of firms. In those firms where a collective approach to ER still occurs, it takes place within a changed power balance between employers and collective labor actors and on a decentralized basis. With the retreat of the collective ER approach there has been much discussion and expectation that HRM style direct ER may become a major feature of British ER. Although direct employee involvement methods have become increasingly common among UK workplaces, various studies point to a rather ad hoc and sporadic adoption of such practices. Companies with comprehensive HRM involvement packag es are far from the norm. Furthermore, a large percentage of them tend to be firms with trade-union recognition (WERS 1998). The combination of the low incidence of a collective approach of ER and the high incidence of comprehensive HRM style employee involvement schemes found in firms with a collective ER approach, indicates that many companies have not developed a coherent alternative approach to collective labour relations, other than the unfettered reign of the management prerogative. Here, employees are neither represented by collective voice mechanisms, nor do they enjoy a comprehensive individual voice mechanism. In case of establishing McDonalds may have considered those conditions and changing mechanisms to establish their approaches to collective bargaining efficiently. National Legislation: National legislation must have been considered by the McDonalds in establishing their approached towards collective bargaining within the industry both in UK and Germany. In the UK legislation there is no specific preference regarding the mode of employee or industrial relationship for MNEs like McDonalds. So McDonalds is well known as anti-union giant in the UK and their approach towards collective bargaining is strictly negative. In Germany on the other hand, has a highly regulated industrial relations system which, in theory at least, provides considerable constraints on the employee relations practices of MNEs. As a result McDonald had to thing the statutory bindings and regulations constraints regarding approaches to collective bargaining. Codetermination and collective bargaining rights The McDonalds in case of both Germany and UK has considered these rights as a different approach. German workers enjoy a dual system of representation, collective bargaining rights and co-determination rights through the institution of the works council and the supervisory board. Together with codetermination and collective bargaining rights, these legally enforceable and constituted rights appear to provide German employees with significant power resources compared to UK employees. So McDonalds must have considered the issues of the both rights of the employees before establishing their bargaining approach. Size of Franchise: The McDonalds corporation established itself in the UK in 1974, in Germany in 1971. The corporation currently has well over 800 stores in Germany amongst approximately 65% outlets are franchisee where in there are a similar number of stores in the UK with some 20% franchisee with approximately 45,000 employees in each country. In this case being a fast-food market leader in both countries McDonalds have considered the size of franchise. The franchise aspect influence collective bargaining issues through local entity and regulations involvement. So size of franchise is also a factor that may have been considered. Unioin Membership: McDonald also may have considered Union membership. German unions are arguably better organized and have retained a position of relative strength compared to those in the UK. Union membership at McDonalds in Germany and in the German fast-food industry is very small at around 5 per cent. However, these low percentages are still higher than the percentage of union membership at McDonalds and the fast-food industry in the UK. So this issue is an important consideration in establishing Macdonalds collective bargaining approach. The increasingly anti-union climate: The increasingly anti-union climate in the 80s and early 90s has encouraged Macdonalds in the UK to withhold or withdraw union recognition, and discouraged employees from joining unions and posed difficulties for recruitment. In Germany, union membership remains at around 5 per cent at McDonalds. The findings suggest that it is only where a works council has been established where still there is better union practice than the UK. So this consideration may have been involved in planning McDonalds approach towards collective bargaining. Characteristics of Workforce and Nature of the industry: McDonalds have considered both the factors in case of both countries to design its approach towards collective bargaining. Redundancy and employee apathy: Redundancy and employee apathy amongst part-time, temporary, foreign or young workers undoubtedly play an important role in the low or non-existent levels of union membership. So this factor may have been considered in both UK and Germany. Strong corporate culture: Strong corporate cultures are seen as instilling appropriate behaviors and. This is essentially what is argued here with regard to the non-union approach of McDonalds in both the countries. McDonalds Anti-union belief: McDonalds is basically a non-union company and intends to stay that way. About unionization in the UK once McDonalds stated thatà ¢Ã¢â€š ¬Ã‚ ¦.. unionization has risen its ugly head over the years, but you know, we feel that we offer a good deal to people, all kinds of ways in which we can communicate, so that if there was a problem they can bring it to management, we feel that we dont need unions. But in Germany McDonalds never been outspoken like in UK about union. Public image Macdonalds has a big public image and brand reputation which may have been considered both in the UK and Germany to establish collective bargaining approaches. Employer Associations Employer associations in Germany are stronger than UK. So the MsDonaldS approach in the UK is different from that of Germany. b. How may McDonalds have considered individual bargaining as an alternative or additional approach in both Germany and the UK? What benefits and/or problems may this have brought in both countries? Individual bargaining: Individual bargaining is the process by which an employer and an employee negotiate an ndividual contract of employment, regulating the terms and conditions of employment. Differing Approaches to Employee Relations at the Collective and Individual Level: Managing the relationships between employees and employers grows more complex and more critical every year. You need a strong relationship between employers and employees to navigate the human resource minefields of sexual harassment, employee threats of violence, equal employment opportunity, executive compensation, plant closing and relocations, and downsizing and workforce restructuring. Basically, employees have a relationship with their employer/s, and the success of this relationship influences the success of the company. Collective and Individual relations refers to two of the main types of relationship between the two parties. Individual Bargaining: Advantages The main advantage of individual bargaining is it is a single voice and thus there is no conflict in matters Another advantage of individual bargaining is that it expresses the views and opinions of one person and thus there is no compromising Individual Bargaining: Disadvantages The main disadvantage of individual bargaining is that the manager will not take a lot of notice of just one persons views or opinions and therefore nothing will happen Thus there is not a lot of chance that individual bargaining will have an influence on company decisions and policies. Collective Bargaining: Advantages The main advantage of collective bargaining is that the manager will not take a great deal of time in deciding on what action to take on an individual level. The employees have greater influence in the final decision the manager will take. There is also a chance of the employees getting what they demand. Collective Bargaining: Disadvantages The main disadvantage of collective bargaining is that it is seen as depriving the individual worker of their individual liberty and voice. The major changes in the industrial relations in UK i.e. a shift away from collective bargaining towards individual argaining were in the favour of McDonalds own strategy. The turn down in the union membership in both UK and Germany also helps McDonalds to practice the individual bargaining in their organization. Benefits: Improvement in the relationship of management and workers within the organization as it is evident from the statement of John cooke McDonalds US Labour relations chief as: We feel that we offer a good deal to people, all kinds of ways in which we can communicate, so that if there was a problem they can bring it to management. As employees are generally unaware of their rights they can take advantage of the situation to save their costs. As example is given cleaning of uniforms. And also regarding pay, performance related pay, probation and notice for redundancy, paid leave. Individual workers can never be a threat for McDonalds where there may have a chance in the existence of trade union. Disadvantages: Loss of public image in Germany that subsequently decrease their sale growth in German market. Large compensation need to provide for violating employees rights in different work place. How may the approach to collective bargaining in Germany and the UK influence employee relations for McDonalds internationally? McDonalds opposition to trade unions is now well-documented; however, the extent to which it can operate without unions or can avoid or undermine collective bargaining with unions and/or statutory works councils varies considerably in different countries and over time. Consequently the ability of national unions and their GUFs to improve pay levels and conditions of work has been limited, variable and by no means static. This is nicely illustrated by McDonalds operations in New Zealand where the corporation responded pragmatically to changes in government and labour legislation, excluding unions from and then returning to collective bargaining ahead of law reforms aimed at strengthening unions in 2000, but continued to keep unions out of its restaurants wherever possible. Attempts to regulate McDonalds employment conditions are therefore an ongoing struggle in which without pro-union labour law, unions have little chance of organising workers and even less chance of establishing collective agreements. This may come as no surprise in countries such as the and Ireland where unions have had either no success or short-lived successes in gaining union recognition only to be denied before collective agreements can be established or enforced. However, even unions located in countries with more stringent labour legislation (e.g. Denmark, the Netherlands, France, Italy, Germany, Sweden and Norway) have had varying success in achieving some improvements in employee representation, pay and conditions of work and even where improvements have been achieved they are often under threat. Union attempts to increase the number of union-backed works councils and establish a company-level works council (Gesamtbetriebsrat) have completely failed, resulting from a number of sophisticated union-busting practices. Furthermore, despite some success in persuading McDonalds to accept collective bargaining in Germany in the late 1980s, McDonalds withdrew from collective bargaining in 2002 and has threatened to deal exclusively with a yellow union. In Denmark, where average union membership is much higher than Germany and labour law is equally stringent, McDonalds only agreed to bargain collectively after a year of conflict and boycotts involving other Danish unions and support from Finnish and Swedish unions in the late 1980s. McDonalds has tried to roll-back the basic terms of such agreements ever since. Nevertheless, in Sweden, Norway and Denmark, McDonalds workers do enjoy better conditions of work and higher pay than in other European countries and the USA itself. However, even in those countries it is very difficult to establish union representatives in the outlets, something which experience shows is essential if such collective agreements are to be properly enforced in. Despite these difficulties European unions have undoubtedly had some success in bringing McDonalds to the bargaining table, especially where sector-level bargaining is in effect compulsory and where labour law is more stringent and supportive of union rights and collective bargaining. What additional or alternative methods could support good employee relations for McDonalds? Consider the role an HR function could take? The HRM approach to employee relations can be described in terms of several prescriptions. An HRM model for employee relations focuses on a drive for commitment meaning that the focus of the organisation should be to win the trust, motivation and commitment to the organisation, participating in its development opportunities. Emphasis is on mutuality, meaning that employees share common goals, the vision and mission of the organisation. Communication within the organisation follows an established set of procedures that are agreed formally or informally and may include briefings, meetings with representatives, etc. HRM emphasises the shift from collective bargaining to individual contracts. Employee involvement is fostered and a number of techniques and approaches are followed to support their involvement. Total quality management aims at continuous improvement of quality. Another initiative is flexible working arrangements and focus on the life-work balance through harmonisation of conditions for all employees. Finally the support of employee communities of practice and team spirit are of high priority. Employee relations describe as in terms employee communication, employee involvement, employee rights and employee discipline. Armstrong has identified the elements of employee relations as follows: Formal and informal policies and practices of the organisation. The development, negotiation and application of formal systems, rules and procedures for collective bargaining, handling disputes and regulating employment. Policies and practices for employee communications. Informal and formal process regulating the interactions between managers and employees. Policies of the government, management and trade unions. A number of parties including state, management, organisations, trade unions, employees, etc. The legal framework. Institutions (e.g. ACAS) and the employment tribunals. The bargaining structures, recognition and procedural agreements enabling the formal system to operate. Employee relations processes Figure Reconciliation of interests between employers and employees According to the Industrial Relations Services there are four approaches to employee relations, namely: Adversarial meaning that employees are expected to follow the targets identified by the organisation. Traditional meaning that employees react on management proposals and directives. Partnership meaning that employees are involved in assisting the organisation and consensus is reached in decision making related to policies. Power sharing employees are involved also in daily management apart from policy making. Employee relations policies act to disseminate its preferred approach with respect to the relationship it wants to have with its employees and the empowerment of employees for certain activities. Employee relation policies cover several areas, including: Trade union recognition meaning decisions with respect to the recognition or derecognition of certain unions and preferences of the unions the organisation prefers to deal with. Collective bargaining meaning the identification of those areas that should be covered from such a negotiation. Employee relations procedures meaning procedures such as redundancy, grievance handling and disciplinary actions. Participation and involvement meaning the extent to which the organisation shares power and control with its employees. Partnership meaning the extent to which a partnership with employees is desirable. The employment relationship meaning the extent to which employment terms and conditions are controlled by collective agreements or individual contracts. Harmonisation meaning the harmonisation of terms and conditions of employment arrangements. Working arrangements meaning the extent to which unions are involved in the determination of working arrangements. Employee involvement is central to employee relations as Bratton and Gold discuss. Employee involvement can be described in terms of the form of involvement (whether it is formal or informal), the level of involvement in the organisational hierarchy and the degree of involvement. Across these three employee involvement dimensions several types of involvement can be rated from the lower ones in terms of empowerment, involvement and organisational level to the higher ones. The following situations are ranked in an ascending order in terms of all three dimensions of employee involvement: Communication -> Financial Involvement -> Problem solving groups -> Quality circles -> Cross functional teams -> Self directed teams -> Collective bargaining -> Worker directors -> Works councils. Employee involvement can be described as an involvement-commitment cycle, a communication cycle that builds an internal culture encouraging initiative, learning and creativity. The cycle consists of the following stages: Managers perceive the need for involving employees in decision making Introduce new forms, employee involvement and open communication mechanisms Greater autonomy and input into decision making Increased employee job satisfaction, motivation and commitment Improved individual and organisational performance. As a group of HR practitioners discuss different approaches to industrial relations and identify which one would be most suitable for an organisation that must resort to significant redundancies in order to survive an economic crisis and new entrants in its industry sector.

What Are The Effects Of Acid Rain?

What Are The Effects Of Acid Rain? Part I What is Acid Rain? Acid rain is a general term that refers to the deposition of acidic materials from the atmosphere on the surface of the earth. Therefore it is more appropriately called acid deposition. There are two types of acid deposition, wet deposition and dry deposition. Wet deposition, or acid precipitation, refers to acidic rain, snow, hail or sleet. It occurs when pollutants such as Sulphur and Nitrogen oxides (SOx, NOx) are present in the atmosphere and react with water vapor to form acidic solutions such as Sulphurous Acid (H2SO3), Sulphuric Acid (H2SO4), Nitrous Acid (HNO2) and Nitric Acid (HNO3) that fall to Earths surface as precipitation. Dry deposition refers to the deposition of particles and gases of Sulphur and Nitrogen oxides (SOx, NOx) on Earths surface. These particles and gases become acids when they react with water on the surface of the Earth. Natural precipitation has a pH of about 5.6. It is slightly acidic due to dissolved Carbon dioxide (CO2). I n comparison, acid deposition usually has a pH of about 4.3 5.0. As stated above, acid deposition is caused by pollutants in the atmosphere. The majority of these pollutants are released in to the atmosphere by the burning of fossil fuels. Fuels such as coal and oil contain Sulphur and when they are burned they elease it. When Sulphur is released into the atmosphere by combustion it reacts accordingly: S + O2 Æ’Â   SO2 Sulphur released by the burning of fuels such as oil and coal reacts with Oxygen in the air to yield Sulphur dioxide. 2SO2 + O2 2SO3 Sulphur dioxide reacts with the Oxygen in the air to yield Sulphur trioxide SO2 + H2O Æ’Â   H2SO3 SO3 + H2O Æ’Â   H2SO4 Sulphur dioxide and Sulphur trioxide react with water, either in the atmosphere or on the surface of the Earth, to yield Sulphurous Acid and Sulphuric Acid Combustion of fuels in cars releases another pollutant, Nitrogen gas. Once Nitrogen gas is released in to the atmosphere by combustion it reacts accordingly: N2 + O2 Æ’Â   2NO N2 + 2O2 Æ’Â   2NO2 Nitrogen gas reacts with Oxygen in the air to yield Nitric oxide and Nitrogen dioxide 2NO + O2 2NO2 Nitric oxide reacts with oxygen in the air to yield Nitrogen dioxide 2NO2 + H2O Æ’Â   HNO2 + HNO3 Nitrogen dioxide reacts with water, either in the atmosphere or on the surface of the Earth, to yield Nitrous Acid and Nitric Acid. Small amounts of these pollutants are also released into the atmosphere naturally. Decomposing vegetation releases gases that contribute to pollutants in the atmosphere. Lightning produces Nitric oxide (NO) and volcanic eruptions release Sulphur dioxide (SO2). Some atmospheric chemists such as Dr. Ronald Prinn believe that acid rain has been around for millions of years. Dr. Prinn believes that acid rain could be responsible for the extinction of dinosaurs. However, the first known observation of acid rain did not take place until the 19th century, around the time of the Industrial Revolution. It was Robert Angus Smith, an English scientist, who came up with the term acid rain in 1872 when he observed that acidic precipitation was damaging plants. Acid rain was not considered a major environmental concern until the 1970s when scientists observed the effects of acid rain on ecosystems. When it was made clear that acid rain has negative impacts on ecosystems and that it is not only a regional issue but rather an international one, governments began to get involved. In 1991, Canada and the United States signed the Canada-US Air Quality Agreement and committed to reduce SOx and NOx emissions. Part II How does Acid Rain affect our Society? Acid rain has an extremely negative impact on our society. The most devastating consequence of acid rain is the affect that it has on terrestial as well as aquatic ecosystems. In terrestrial ecosystems, acid rain destroys plants. Acid rain causes toxic metals such as aluminum, copper, lead, manganese and zinc to leach out of rocks and soils. Additionally, nutrients present in topsoil leach down to the subsoil. Plant growth is significantly decreased in soils lacking nutrients and rich in poisonous alumnium. The other toxic metals released by acidic soil kill earthworms and nitrogen-fixing bacteria, both of which are essential to plant growth. Acid rain can also wears away the protective coating of leaves. These consequences also have an effect on the agriculture industry. Many crops cannot grow in soils that are lacking nutrients and contain aluminum. Furthermore, acid rain destroys many food crops such as radishes, tomatoes and apples. The effects of acid rain extends to aquatic eco systems. The toxic substances that are leached out of rocks and soil can be washed in to lakes and rivers. Fish are easily poisoned by these toxic substances. The acidic environment that acid rain creates in lakes and rivers is also harmful to fish and other aquatic organisms. The acidity kills many organisms that are usually at the bottom of a complex aquatic food chain. The food chain then collapses and the populations of many organisms significantly decrease. Acid rain also interrupts fish reproduction as it can destroy fish eggs. There are many more negative effects of acid rain. Fresh water supply can be contaminated by the acidity as well as by the metals that are leached from rocks and soil due to acid rain. Acid rain can also corrode water transportation pipes, allowing metal to enter the water supply. Another consequence of acid rain is the effect that it has on a cityscape. Acid rain can significantly damage metal and stone structures. Finally, acid rain can have an affect on human health. Contaminated water can cause health concerns. The SOx and NOx in dry deposition can cause numerous respiratory diseases such as asthma, emphysema and bronchitis. Furthermore, Nitrogen oxides (NOx) can react with volatile organic compounds in the air near the surface of the Earth to yield Ozone, which can be very detrimental to the respiratory system. Part III What should we do about Acid Rain? There are two methods that can be taken when approaching the issue of acid rain. We can either ignore the issue or we can do something about it and attempt to control the problem. Both methods have their advantages and disadvantages. If we ignore acid rain, nothing will be done to control or stop it and we will continue to suffer from its consequences. The advantage of this method is that no resources have to be expended. Governments, industries and citizens do not have to invest any money in to attempting to solve the problem. Governments do not have to invest in new energy sources. Industries can go on using current techniques without having to invest in new strategies in order to assist in solving the problem. Citizens can also go on without trying to conserve resources in order to attempt to stop acid rain. However, the disadvantage of this method is that acid rain will remain a threat to terrestrial ecosystems, aquatic ecosystems, the agriculture industry, cityscapes, fresh wate r supplies and human health. If acid rain continues the effects could be devastating. The second method is to do something about the problem and attempt to control acid rain. In order to do so pollutant emissions must be reduced, alternative sources of energy must be found and used, resources must be conserved, polices must be put in place in order to protect air quality and lakes and rivers must be neutralized. The advantage to this method is that it has the potential to control or even stop acid rain. By doing so we can save many terrestrial and aquatic ecosystems, increase yield of crops, prevent damage to cityscapes, keep supplies of fresh water clean and eliminate any risk of human health being put at risk due to acid rain. However, the disadvantage to this method is that it is very expensive. It also requires governments, industries and citizens to take action. To reduce pollutant emissions, companies have to invest in new cleaner technology. Such technology includes Sulphur s crubbers in factories and catalytic converters in cars. These technologies are expensive and require a large investment from industries. Furthermore, if policies are put in place in order to maintain air quality, many companies will have to invest in new technology in order to meet these new regulations. In order to find and use new energy sources industries as well as governments will have to invest a large amount of money into research and implementation. Additionally, neutralizing lakes and rivers that have been damaged by acid rain with limestone will also require the government to spend a large amount of money. All of these costs will eventually be passed down to the consumer as well as the citizen. In order to control acid rain we must also conserve our natural resources. This will be very hard for a society that is driven by exploitation. Revenues of many companies might go down if consumers begin to conserve. Revenues also may go down if companies begin consider the environm ent before they consider profit. After examining the advantages and disadvantages of ignoring the situation and controlling the situation, I think that we must control it. It would be wrong to ignore acid rain and the advantages of controlling it really outweigh its disadvantages. Controlling and trying to eliminate acid rain will be expensive and require governments, industries and citizens to take action but it is the right thing to do. We must save our ecosystems, our crops, our cities, our water and our health from the detrimental effects of acid rain. Ebola Virus: History, Causes and Effects Ebola Virus: History, Causes and Effects K.G Shayani Upulika Ebola Virus Outbreak: The deadline and incurable Hemorrhagic fever. Contents (Jump to) 1.1 Introduction to Ebola virus 1.2 History of Ebola virus. 1.3 Characteristics of Ebola virus 1.4 Symptoms of Ebola virus 1.5 Diagnosis methods of Ebola virus. 1.6 Treatments for Ebola virus 1.7 Conclusion. References: 1.1 Introduction to Ebola virus Identification of natural reservoir for Ebola virus was not possible by researchers for decades but recently a scientist named Leroy presented most acceptable evidence that three species of fruit bats called Hypsignathus monstrosus, Epomops franqueti and Myonycteris torquata are wildlife reservoirs for Ebola virus (Biek et al, 2006). Ebola virus is associated with acute fatal hemorrhagic symptoms for human and non-human primates when they get escaped from their wildlife reservoir hosts, Ebola virus is consider as a filo virus and one of the most lethal viruses known the five species of Ebola virus have been identified as Ivory Coast Ebola virus, Sudan Ebola virus, Zaire virus, Reston Ebola virus Ebola and Bundibugyo Ebola virus (Yuan et al, 2012). In the present situation of Ebola virus has a 90% death rate and the main site of first immerging is the region of Guinea’s southeastern forest region and this spilled throughout the entire Africa and some regions of the world (Bausc h and Schwarz, 2014). 1.2 History of Ebola virus. Ebola virus was first identified in 1976 in Congo of central Africa, It initially named as Zaire as it first found in town of Yambuku and after Yambuku outbreak the virus was vanished, but Ebola reappeared again in 1989 (Draper, 2002).The biomedical scientists first discovered the family of virus filoviridea when Marburg virus first appeared in 1967 and at that time commercial laboratory workers with sever and unusual disease symptoms were admitted to hospital in Marburg, Germany (peters and Ledue, 1999). After the discovery of Ebola it has re-appeared cyclically; most of the Ebola outbreaks are restricted to rural regions in central Africa and have never participated more than 500 cases, first Ebola case were noticed in February in wild areas of south Guinea and it has grown so strongly and spread so rapidly in terms of affected people and earthly spread those are Guinea, large parts of Liberia and Sierra, Lennon are disease ridden (Klenk, 2014). The virus has persisted in Africa and many fatal outbreaks in human and non-human primates have been reported and the History of Ebola virus is still unclear when doing researches Ebola virus strains with complete glycoprotein genes, including Zaire, sudan.reston, Tai forest, and bundibugya were analyzed (Li and Chen, 2013). After finding the way of coming the Ebola virus to south Africa scientists have found that the virus have always been there in the region but people just never noticed, therefor it has recently introduced then the first report and phylogenetic investigations on the Guinea outbreak proposed that the Ebola virus found in Guinea is a noticeable strain from that observed in central Africa, Therefore Ebola virus is not a newcomer to the region, it has been circulating for some time in Guinea,and have become a sudden threat to human beings (Schwarz, and Bausch, 2014). Figure 1.1 Map of the three countries involved in the 2013-2014 outbreak of Ebola virus as of June 20 2014(Schwarz and Bausch, 2014). 1.3 Characteristics of Ebola virus The family filoviridae with order Mononegavirales contains two generas, as Marburg virus and Ebola virus (EBOV) (Kuhn et al., 2012). Ebola virus is again divided in to many species such as Zaire Ebola virus (ZEBOV) Sudan Ebola virus, Ta forest Ebola virus and Reston Ebola virus (REBOV) (Kuhn et al., 2012). VP40 is the major Ebola virus matrix protein and it plays a major role in virus assembly and budding. This virus have a diameter averagely 57 .58 nm and it differ slightly for VP40+VP35 at 63.64nm, VP40+VP35+NP at 66.75nm (Johnson, Bell and Harty, 2006).Ebola virus particle is uniform with uniform diameter of 80 nm but Ebola virus particles are greatly varying from their morphology including long up to about 14  µm, sometimes these particles are branched filaments or shorter filaments shaped like ‘6’, ‘u’ or a circle and the size of this viral genome considered as 19 kb (Cencciarelii et al, 2014). However this fever referred as a group of illness that ca used by viruses belongs to diverse range of families which includes Lassa fever, rift valley fever and so on and It may lead to overall vascular damage and usually accompanied by hemorrhage (Ratanshi et al, 2014). Filo virus outbreaks are specific because these viruses can intersperse by years or even decades without showing any disease activity and last new species of Ebola virus was found 14 years before in Ivory Coast (Towner et al., 2008). Ebola virus is characterized by secondary transmission and high case fatality and also by filamentous enveloped particles however treating Ebola virus was a challenged situation after infection because these virus consists recombinant human activated protein C(rhAPC) ,recombinant nematode anticoagulant protein c2 (rNCPc2), small interfering RNA(si RNA) ( Qui et al, 2014). 1.4 Symptoms of Ebola virus Ebola virus is an invasive pathogen that can cause a highly lethal hemorrhagic fever in both human and non-human beings this virus runs its course within 14 to 21 days and the infection initially present with non-specific symptoms like fever, myalgia and malaise as infection proceeds patients starts to show large bleeding and coagulation deformities including gastrointestinal bleeding, rash and a wide varieties of hematological irregularities (Sullivan, Yang and Nabel, 2014).The initial symptoms of Ebola virus are non-specific, including fever, rash and vomiting, The most generally experienced symptoms were non-bloody diarrhea (81%) and asthenia (77%) and Seven patient reported were observed with hemorrhagic symptoms, and out of seven six of patient died(Roddy et al, 2012).The incubation period after exposure to virus is typically 8 to 10 days but it can be as short as 2 days and extended to 21 days and the net death rate is high as 90%.Most people with Ebola die within 2 weeks of di sease onset (Turner, 2014). 1.5 Diagnosis methods of Ebola virus. Numbers of newer technologies were applied for the diagnosis of Ebola virus infection some of them are antigen detection assay, utilized extensively in the Reston outbreak and its investigation, these methods allowed a fast and unique recognition of Ebola virus in the blood of severly ill individuals even in rural areas also nonspecific detection of antibodies by the unintended fluorescent antibody test in humans during Reston investigation led to the adaptation of the enzyme (Kaslow, Stanberry and Due, 2014). Ebola virus disease can proved with various lab tests depending on the on the stage of the disease, within a few days of infection immunosobent assay, antigen detection tests, reverse transcription polymerase chain reaction (RT-PCR) assay, and virus location by cell culture is used (Plotkin, Oreanstein an Offit, 2008). after the patient get back to normal immunoglobulin M and Immunoglobulin G can be found, after death immunohistochemistry, PCR and isolation of the virus can be done the exact diagnosis can be done by polymerase chain reaction (PCR) and ELISA antigen testing furthermore clarifications on viral replication inside cells can be done through measurements of IgM antibodies ( Plotkin, Oreanstein an Offit, 2008). Diagnosis of Ebola comes in to play when symptoms and signs of fever, illness, petechial rash and disseminated bleeding are observed and most of the accurate diagnosis is done by using a polymerase chain reaction detection assay and can be confirmed by detection of viral replication in Vero cells (Plotkin, Orenstein and Offit, 2008). Ebola is mainly diagnosed from the symptoms and blood test here mainly looks for the presence of antibodies in the virus at earlier days detecting a infected patient was not easy and once recognized the patient must be isolated and relevant authorities should notified (Horobin, 2008). 1.6 Treatments for Ebola virus No effective treatments for Ebola virus at this time. Anti-viral medications currently available have no effect on Ebola virus. Care for patients with Ebola virus infection consists maintaining fluid and electrolyte equilibrium via oral or I.V. hydration, supporting oxygenation and BP, Adjustments of coagulation and treating comorbidities such as a concurrent bacterial infection (Turner, 2014). However without recommended vaccines or treatments Ebola virus management has been limited and barrier methods and prevention methods also become limited but a combination of monoclonal antibodies (ZMapp), optimized from two previous antibody cocktails, is able to rescue 100% of rhesus macaques when treatments is only initiated up to 5 days, High fever, abnormalities in blood count and vireamia were some evidences in animals before ZMapp invention after that advanced disease as indicated by increased liver enzymes, mucosal hemorrhage and generalized petechial could be reversed leading to a ful l recovery (Qiu et al, 2014). There are no licensed vaccines currently available against Ebola virus but many applicable vaccine platforms have been tested for their efficiency against the virus and this treatment includes exposed or lipid encapsulated DNA, particles like virus arrangements, Vesicular stomatitis virus, strain Indiana, Human parainfluenza virus 3 (HPIV-3) , vaccinia, Venezuelan equine encephalitis virus (VEEV) and replication-deficient human adenovirus serotype 5 (AdHu5) vectors(Richardson et al, 2011). Due to the absence of specific therapies, filo virus ward clinicians give infected patients with the supportive care regime consist of oral medication, oral fluid rehydration, nutritional additives and physiological aid (Roddy et al, 2012). 1.7 Conclusion. Ebola virus is considered as one of the most lethal virus found so far and it has extremely high mortality rate therefore according to the doctors and experts point of view anyone who has stayed in areas where Ebola outbreak have recently been reported should have knowledge about the symptoms of infection and seek medical advices at the first sign of illness. Many reasons are there for this highly lethal disease to be spread largely, the most important reason is hospitals lack medical equipment such as surgical gloves, masks and hypodermic syringes to inject medicines to patients and clean water and also the lack of high standard medical laboratories for the medical tests to done on the virus is also a major issue. The spread of knowledge about the Ebola virus is expected to solve another big part of the problem therefore prevention of a worldwide outbreak lies within the education of the virus, how Ebola victims can properly treated and by performing suitable action to isolate the v irus before it has spread and maintaining hygienic conditions as much as possible.   References: Biek, R., Walsh, P. D., Leroy, E.M. and Real, L. A. (2006) ‘Recent common ancestry of Ebola virus found in a bat reservoir’, Plos pathogens, 2(10) pp. 1-3. [Online] DOI: 10.1371/journal.ppat.0020090 (Accessed: 20 October 2014). Bausch, D. G. and Schwarz, L. (2014) ‘Outbreak of Ebola virus in Guinea: where ecology meets Economy’, PLOS Neglected tropical diseases, 8(7) pp. 1-5. [Online] DOI: 10.1371/journal.pntd.0003056 (Accessed: 20 October 2014). Cenciarelii, O., Pietropaoli, S., Frusteri, L., Malizia, A., Carestia, M., Amico, F. D., Sassolini,A., Giovanii, D. D., Tamburrini, A., Palombi, L.,Bellecci, C. and Gaudi, P. 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