Juvenile Delinquency and Parenting Styles Essay

There are four different techniques to parent a child; authoritarian, permissive, neglectful, and authoritative. Juvenile delinquency has been found to be closely related to the type of parenting and support a child receives and is most critical in the earlier years of one’s adolescence. Authoritarian is a very strict, controlling, punitive, and cold parenting style. This particular style follows with high control and mature demands, and low nurturance, as well as communication. The child of an authoritarian parent turns out to be subdued, highly aggressive, out of control; they also typically have lower grades including a low self-concept. The second parenting style is a permissive parent. Permissive parents tend to be very lax and inconsistent allowing for a zero-limit approach. Permissive parents display high nurturance, and low maturity demands, control and communication. Children of a permissive parent tend to be more aggressive, immature with peers, and less responsible/independent. Neglectful parenting is the third parenting style and one of the most negative and dangerous. Neglectful parents show no interest in their children, and emotionally as well as physically reject their children. Parents of neglect tend to show low control; if any, and the negative results show up in lack of social relationships, impulsiveness, and sociopathic tendencies. Juveniles who are especially young (under age seven in most jurisdictions) are often placed within the control of community agencies such as departments of human services or social welfare. In many cases parents themselves may have psychological problems, or suffer from drug or alcohol dependencies (Champion, 2009). On the contrary to the three previous parenting styles, the best and most recommended parenting style is to be an authoritative parent. Authoritative parents are firm but fair with consistent boundaries. Authoritarian parents are high on all aspects of nurturance, maturity demands, control and communication. Authoritative parents tend to have children that are more altruistic, have higher independence, and are more achievement oriented. However, not included with the four commonly know parenting styles, African-American families practice a style known as no-nonsense parenting, which is a style in between authoritarian and authoritative (Ewing, 2006). Research shows that the least amount of communication and structure the parents instill in the child, the more likely the child is to be active in delinquent activities. Also a major factor is the income of the family, usually when a dual income family has to work an immense amount of hours just to maintain a lifestyle just suitable to stay afloat, the parents are not home often enough to develop a relationship with their children and neglect them without even realizing it. Just as easily the same is a result of a single-parent dwelling as well (Black, 2010). Parents are more often times than not, the first disciplinary aspect we experience before anything else. According to Black, parents shape and shift children’s lives by the time they hit the age of 5. Jacob Ind a subject and victim of neglectful parenting along with abuse killed his parents as â€Å"the only way out† (PBS, 2007). Now as Jacob Ind is one story of many, he is just an example of how unjust parenting can result in juvenile delinquency and possibly even criminal behavior. Jacob Ind’s parents were neglectful and abusive parents which led Jacob into a path of wrong doing. Jacob was convicted of two counts of first-degree murder (PBS, 2007). Juvenile crime often goes undetected in homes with the permissive and neglectful parenting styles because of the low control, demands, and communication. The parent is often uninvolved and distant in the relationship with the child, if there is any at all. Authoritative parents tend to overcrowd their children and can create high amounts of stress and aggressiveness because they feel little to no room to relax without the constant worry of how their parent will react. As a parenting style plays a major role in the developing of a child and the prevention of crime and delinquency, a main area that is over-looked is the behavior in school. According to Dr.  Eric Lewkowiez, lack of positive role models aid in violent behavior because of an undetected disorder; for example, attention-deficit hyperactivity disorder and/or social ineptness. Other factors that would go undetected because of lack of interest shown by a parent or teacher could be bullying by peers, low grades because they simply do not understand the material in the same manor the rest of the classroom does, and the lack of ability to simply focus (Mirshak, 2011). In conclusion, parents are the shape-shifters of their children, as well as their child’s peers. If any activity seems unusual for a child, the most important thing is to not let it go unnoticed. Children need attention; however, they need the right attention. The best and most effective style of parenting for positive behavior is authoritative. No one parent is perfect nor does one parent always know what to do in a situation when their child is acting out or misbehaving, but approaching it at the best angle (authoritative) is the best deterrent for delinquent and criminal behavior.

Benefits of a cashless society Essay

It cannot be denied that there is a wide variety of benefits to be gained by a society from a cashless system. In a society where time is as important as money, going cashless can be a big help since the main benefit that a society can get from a cashless system is convenience. A cashless system can be convenient when doing transactions in banks, restaurants, hospitals, airlines, shopping malls, supermarkets, and even in vending machines. Who would have thought that a small piece of plastic card can do wonders for men? Instead of having a hard time finding the exact amount of coins or cash in one’s pocket to pay for a cup of coffee or a can of soda in a vending machine, a person can just insert this piece of plastic card through the slot. Instantly, the exact amount of his purchase is deducted accurately from the amount on the card. Can one imagine how dirty money is? The money that keeps on passing from hand to hand is dirty. Numerous hands will handle this money until it becomes worn out and be recalled and replaced by the government. The handling of money from one individual to another provides an easy way for bacteria to spread quickly. Cashless transactions in restaurants will provide for proper hygiene since the staff will no longer have to handle cash and at the same time handle the food being served. Instead of falling in line and paying for food that has gone cold due to having waited so long to be served, an employee can now enjoy his break from office, and will therefore be encouraged to go back and patronize the restaurant. Likewise, a person will no longer suffer the inconvenience of falling in line in supermarkets, shopping malls and hospitals to pay their bills at the cashier. Since there will no longer be cash to steal, bank and store robberies will cease to occur. There will also be a decrease in attacks on cashiers, storekeepers, taxi drivers, and shoppers. There will be a decrease in crime rates, and so society will no longer have to pay huge amount of tax dollars to go after the criminals. There is no more reason for society to worry about these crimes. The change from cash to electronic money payment will also help the government in their collection of unpaid taxes. The taxes can be automatically deducted from a person’s account. The government will no longer have to spend much money in tracking down tax evaders. Income tax rates can be lowered as a result and the national debt will be greatly reduced. Drug trafficking will also cease to occur since anomalous transactions will be detected electronically. It will also be difficult for some people to launder money since a cashless system will be able to tell how much money was debited or credited in a particular bank account. Not having to print money will prove to be advantageous to the government since it will mean security and cost savings. Counterfeiting of paper currency will now be a thing of the past. In a cashless society, printing of paper money will no longer be necessary. When previously a person will have to buy stamps and envelopes to mail checks as payments, a person can now easily complete cashless transactions. Even on days when the banks are closed, a person can make transactions provided he has internet connection. A person can also make purchases without the use of cash. He can buy products through the internet when he is at home or with the use of credit cards when he in a shopping mall. In a cashless society, instead of paying with cash, employers can have the amount credited to their employees account. This is being done with the use of the Automated Teller Machine (ATM). The employer is then spared from the expense, added time, and inconvenience of going to the bank to withdraw the salaries. It has been said that cashless transactions have been around since the 1960’s. But it has been more prevalent in today’s society. Today, people benefit from cashless transactions through the use of ATMs, debit and credit cards, prepayment cards, the smart cards, or the mobile cash. A handful of people who are against a cashless society have brought up a number of disadvantages such as security and privacy being lost. With proper analysis and study, these drawbacks can be solved. Despite their concerns, it seems obvious that the advantages to be gained from it far outweigh the disadvantages. For in a society that prefers convenience and cost savings, having a cashless society will prove to be more beneficial. REFERENCE Our cashless Future†¦ (27 June 2007). TadpoleNet. Tadpole Technews News and Politics. . . Accessed 29March 2008.

Inside the Criminal Justice System

Inside the Criminal Justice System There are many facets to the Criminal Justice System. Each facet plays an important role in the evolution of Criminal Justice System. The Criminal Justice system starts with local police officers moves all the way up to the prosecution and judges that see the cases. Each individual within the Criminal Justice System plays an important role in moving potential offenders through the system in a very effective manner. This process is important, so the system works smoothly. If one part of the system does not understand another’s job, it can cause conflict within the system. Knowing one another’s job exempts some factors of causing hiccups in processing an individual through the Criminal Justice System. According to (Bureau of Labor and Statistics), â€Å"Police officers and detectives protect lives and property. Law enforcement officer’s duties depend on the size and type of their organizations . Police and detectives pursue and apprehend individuals who break the law and then issue citations or give warnings. A large proportion of their time is spent writing reports and maintaining records of incidents they encounter. Most police officers patrol their jurisdictions and investigate any suspicious activity they notice. They also respond to calls from individuals. † (Bureau of Labor and Statistics) Detectives on the other hand perform some duties an officer would, but also a whole lot more. As stated by the Bureau of Labor and Statistics, â€Å"Detectives perform investigative duties such as gathering facts and collecting evidence. The daily activities of police and detectives vary with their occupational specialty—such as police officer, or detective—and whether they are working for a local, State, or Federal agency. Duties also differ substantially among various Federal agencies, which enforce different aspects of the law. Regardless of job duties or location, police officers and detectives at all levels must write reports and maintain meticulous records that will be needed if they testify in court. † (Bureau of Labor and Statistics) The police are the first people to interact with the criminal defendant by arresting that person after they have committed a crime. As indicated ( The Offices of the United States Attorneys) â€Å"The U. S. Attorneys are the chief federal law enforcement officers in their districts, responsible for federal criminal prosecutions and civil cases involving the United States Government. The Executive Office for U. S. Attorneys provides support and oversight for the 94 offices across the country. (The Lancaster County, PA Office of the District Attorney ), states that â€Å"The District Attorney's Office assists police departments in criminal investigations, and prosecutes criminal charges for the Commonwealth against those who are accused of breaking the law. Upon receipt of a reported crime the District Attorney reviews the facts and evidence and decides whether or not to approve the charges and proceed with prosecution. After the District Attorney's Office approves the charges, the case will go to one of two kinds of courts: District Justice Preliminary Hearing, whereby a District Justice hears â€Å"court cases† and determines if there is prima facie merit to the case. If a prima facie determination is made the case is referred to the Lancaster County Court of Common Pleas. The Lancaster County Court of Common Pleas, whereby a Judge or Jury has final authority to decide misdemeanor and felony cases, and attends to summary appeals. Above the County Courts are the Superior Court of Pennsylvania and the Supreme Court of Pennsylvania, each a successive step in the appellate process. They are courts of appeals, not trial courts as is the County Court Of Common Pleas. Most cases involving crimes committed by people less than 18 years of age go to Juvenile Court. (The Lancaster County, PA Office of the District Attorney ) The criminal defendant usually talks with or hears from the district attorney after charges are filed. They are the second people that interact with the criminal. They also state what they want the charge to be. The role of defense attorney, according to (Our Criminal Courts: The role of the Defense Counsel)â€Å"Defense lawyers are called upon by our system of justice for a variety of tasks. They explain to their clients what is happening, and make sure that each defendant knows his rights, and is fully aware of what is happening. As defense counsel, the lawyer is charged with protecting those rights, and ensuring that the client receives the protections afforded to every citizen by our laws. The lawyer will take over dealing with the prosecution, call and examine any witnesses in court, and do everything the law allows to keep his client from harm–or, at the least, to minimize the damage. This means challenging the prosecution's case, its conduct, and on occasion, the very laws that govern the case. We often take these protections for granted, or scoff at them as mere â€Å"technicalities† that do little but allow criminals to escape justice. It is easy, and often tempting, to dismiss defense lawyers (and, for that matter, all lawyers) as professional hacks, whose only function is to confuse juries and confound courts. And sometimes, when defending people who are clearly guilty, it may seem that defense lawyers are a needless extravagance, who only gets in the way of protecting people from the worst elements of society. But just as crimes come in a variety of shapes and sizes, criminals are often indistinguishable from the ordinary citizen, a fact that some of us only come to realize when we find ourselves seated at the defendant's table, with fingers pointing at us. It is then that we realize just how critical a vigorous and independent defense bar is to a free society–allowing ordinary citizens to challenge the actions of their own government. Viewed in this light, the bedrock of American liberty is our right to use the rules we have all agreed to live by to defend ourselves in a public setting, where the actions of the same government that seeks to condemn us must prove that we have broken the law. † (Our Criminal Courts: The role of the Defense Counsel) Even though some people may feel that defense lawyers exist only to make everyone else’s life difficult is not the case. They are very important to the criminal justice system. They are really there to help make sure people aren’t taken advantage of. The defense attorneys can also be the second person that they criminal interacts with. If the suspect doesn’t want to answer questioning they can use their right to an attorney and the questioning has to cease until the attorney gets there. The judge is a very important last step in the justice system. According to ( The role of the Judge )â€Å"They interpret the law, assess the evidence presented, and control how hearings and trials unfold in their courtrooms. Most important of all, judges are impartial decision-makers in the pursuit of justice. We have what is known as an adversarial system of justice – legal cases are contests between opposing sides, which ensures that evidence and legal arguments will be fully and forcefully presented. The judge, however, remains above the fray, providing an independent and impartial assessment of the facts and how the law applies to those facts. Many criminal cases – and almost all civil ones – are heard by a judge sitting without a jury. The judge is the â€Å"trier of fact,† deciding whether the evidence is credible and which witnesses are telling the truth. Then the judge applies the law to these facts to determine whether a civil claim has been established on a balance of probabilities or whether there is proof beyond a reasonable doubt, in criminal cases, that the suspect is guilty. Anyone who faces five years or more in prison if convicted of a crime has the right, under the Charter, to request a jury trial, and many defendants facing serious offences such as murder opt to have a jury hear their case. If the defendant is convicted of a crime, the judge passes sentence, imposing a penalty that can range from a fine to a prison term depending on the severity of the offence. In civil cases the judge decides whether a claim is valid and assesses damages, grants an injunction or orders some other form of redress to the plaintiff, unless a jury has been empanelled to make these decisions. † ( The role of the Judge ) The judge is usually the last part of the criminal justice system that the defendant will see. The judge does the sentencing and then you are sent off to jail, or prison, or your case is dismissed. I believe that the prosecutor’s office should be involved in post arrest because the police don’t have a criminal until after that person is arrested, then the prosecutor’s office can come in after the police prove with evidence that this person could have done the crime, then the prosecutor can come in and charge the person, and it can go into court. It’s good to have the prosecutor in the original stages, to see what kind of action needs to be taken, if the officer has grounds to make an arrest, he may do so without consulting the state. If there are no grounds for the officer to make the arrest on the spot, he then files a report with the prosecutor who determines if there is probable cause. By having a criminal defense attorney right away, you greatly improve the possibility of better results. The longer you wait to get an attorney, the more you stand to risk. If you are under investigation for a crime, your attorney should be present during questioning†¦ It is good to have a defense attorney from the beginning, but it’s not required to have one even before you ever commit a crime. The justice process can begin after an arrest at the first appearance where bail is decided; it can begin with the state presenting an information or indictment and then determine whether or not to issue a warrant for an arrest. References Bureau of labor and statistics. (n. d. ). Retrieved October 8, 2011. http://www. ls. gov/oco/ocos160. htm Caminsky, J (n. d. ). Our Criminal Courts: The role of the Defense counsel. Retrieved October 9, 2011. http://EzineArticles. com/487513 The Lancaster County, PA Office of the district attorney. (n. d. ). Retrieved October 7, 2011. http://www. co. lancaster. pa. us/da/cwp/view. asp? A=15&Q=464187 The Offices of the United States Attorneys. (n. d. ). Retrieved October 8, 2011. http://www. justice. gov/usao The ro le of the Judge. (n. d. ). Retrieved October 4, 2011. http://www. cscja-acjcs. ca/role_of_judge-en. asp.

Resume and Outline of Future Achievement Essay Example | Topics and Well Written Essays - 1000 words

Resume and Outline of Future Achievement - Essay Example Special Skills Currently without special certifications or skills that can be applied to the workforce as a means of acquiring gainful employment. However, I possess noted strengths of attention to detail, thoroughness, and dedication that will prove to be an invaluable resource to the employer that might seek to utilize me for my services. Part 2: Projected Resume Education: Graduate of high school with honors form Saudi Secondary Education System Graduate of the University of Flint Michigan Bachelor of Science in Accounting with Summa cum laude 3.75/4.0 GPA Training Internship at Kawasaki during summer program of senior year provided me with the exceptional tools that I needed in order to understand the integration of business services to a more full and complete degree. The internship served as an exceptional training program that allowed me to engage with the stakeholders in the field and understand the way in which accounting practices could be used to motivate action with regar ds to advertising and marketing campaigns; specifically designed to coincide with sales events and special offers. Special Skills Currently I am engaging in an ongoing certification process to become a CPA. Although this process will take a great deal of time, it is my belief that this special skill will work together with the other skills that I have come to exhibit over the course of my studies and allow me to adequately engage the realities of a complex business environment and the challenges that it is likely to provide. As a direct result of my high class standing and the accolades I have received, the special skills that I have to offer are concentric upon ensuring that a high level of output and a high quality of output is derived from all of the activities that I take part in. Part III: Outline of Future Achievement From the information that has thus far been presented, the final section of this piece will be concentric upon providing something an outline with regard to how I will seek to leverage the strengths and skills that have thus fra been denoted as a means of reaching my ultimate goal. My experience in mechanics has equipped me well to understand the dynamics of the way in which engines operate. From an early age I was motivate to help my father in his firm in my native Saudi Arabia. The firm itself, Alshref, provides services and medications to yachts, motorboats, and jet skis. Upon coming to the United States, my interest in engine technology and modification did not leave. Instead, I modified two of the cars that I owned and was ultimately able to get over 1200 horsepower out of both of these vehicles. The ability to focus on my studies as well as engage with a hobby that is related to the field that I am interested in pursuing provides a compelling outline for how I will seek to continue my education and training as a means of providing a valuable addition to Alshref at such a time as my father believes I will make a suitable contribution t o the business. As an indication of the future growth and profitability of the firm, it can and should be noted that between 2006 to 2009 the company was not very large; as such, it used to make $3,000,000 a year. However, it currently grosses over 7,500,000 per year. In the same way, between 2006 and 2009, the firm only boasted 24 employees; whereas it currently boasts over 40. As a family owned business, my brothers and I have the option to continue this business venture and take it over once my father retires. As such, my ultimate goal is to further the needs and industry relevance of this particular firm once I graduate. Although it may seem as something unrelated, my interests in accounting and my passion for mechanical

What are the most important managerial methods Essay

What are the most important managerial methods - Essay Example This is because; he might act as an organiser or planner to reduce employee conflicts and to invent varied types of products to fascinate customer’s attractions. As a result of which, the profit margin and demand of the organization might be retained for longer period of time among other rival players (Watson, 2001, pp. 221-235). This essay is divided into five phrases mainly highlighting the importance and essentiality of a leader within an organization. Along with this, the various roles and managerial techniques are discussed vividly in this essay. Apart from this, through effective analysis the most essential managerial methods are evaluated. Moreover, the essay also includes a brief conclusion at the end. In this age, every entrepreneur or manager needs to be extremely intelligent and tactful. Otherwise, he may not be able to tackle the unknown situational challenges in an effective way among other rival players. As a result the supremacy and position of the organization may not be enhanced in the market that may affect its productivity to a significant extent. Therefore, it is extremely essential for the manager to analyse the pitfalls of the situation with the help of extensive planning and discussions with the employees. With the help of which, varied types of innovative ideas and information might be attained that may prove effective for the organization in enhancing its portfolio and reputation. Along with this, implementation of such types of inventive ideas might help the organization in amplifying its productivity thereby boosting its image and value among other existing rival players. Apart from this, with the help of proper scheduling of ideas, the employees might also attain the opportunity to communicate their desires and facts to the manager. After knowing their inner desires, the manager might act accordingly so that their wishes might get fulfilled. Due to the fulfilment of the inner dreams, the morale and confidence of the employees

Research Essay Example | Topics and Well Written Essays - 2000 words

Research - Essay Example Based on the data from World health organization cigarette smoking and other forms of tobacco use kill more than 4 million people worldwide every year, with about 1.25 billion active smokers worldwide. With the same trends of tobacco use it is estimated that tobacco smoking will kill 8.4 million people a year by year 2020 (WHO 2000). Now even though these numbers are alarming the advertising of tobacco smoking is increasing in volume and specificity. It is estimated that in year 2006 in United States, the 5 largest tobacco companies spend 12.50 billion dollars on advertising, or more accurately more that 34 million dollar per day in advertising and promoting cigarette smoking. What is most important is that the as the cigarette smoking declines, the amount of money spend on advertising is drastically increasing (Slater et al 2007). Also some new price strategies that are designed by the tobacco companies, like price discounts that are paid to wholesaler and large distributors to lowe r the price of the cigarettes, actually lead to increased number of smokers among youth and adolescents in United States (Federal Trade Commission 2006). The advertising in tobacco industry goes as far as designing cigarettes that are specially attractive and appealing to women, where the targeting of women as smokers goes beyond marketing because the companies try to find specific factors of motivation, patterns of social activities associated with smoking, specific product preferences etc. in order to produce gender or age specific products (Carpenter et al 2005). As we can see the tobacco industry is a strong factor that is promoting the use of tobacco neglecting the negative effects of smoking in the process. Since tobacco smoking is a major health problem, the health system has very important role in promoting the negative effect of smoking and its participants: doctors, nurses, public health workers and other medical personnel. As stated by World health organization the public health community and health professionals should lead the way in solving the problem of tobacco use (WHO 2000). The role of health professionals is important because there are studies that show that the chances of smoking cessation increases after a patient receives advice from a health care professional (Fiore et al. 2000). There are many programs in the world designed to reduce the incidence tobacco use among physicians and other health care professionals around the world. There are information’s that indicate that maximum 10 percents of physicians in Australia, Norway, Canada, United States, United Kingdom and other developed countries smoke tobacco. This incidence is much higher among the countries in Europe. As opposite of this up to 40 percent or more of the physicians smoke in France, Italy, Spain, Turkey and other countries in Europe (WHO 1993). This is interesting because the study conducted by Emanuela and Anna 2009 also showed that incidence of tobacco use

Assessment and decision analysis Assignment Example | Topics and Well Written Essays - 500 words

Assessment and decision analysis - Assignment Example She also stated that the government toughened the penalties for the companies, which violate the rules of dangerous goods transportation. According to Rite, the government is implementing thorough control over the situation. However, such statements did not seem convincing. Thus, Canadian Senate committee insists on the reconsideration of the state’s policy concerning the transportation of dangerous goods. Meanwhile, the Transportation Safety Board of Canada is paying special attention to the possibility of implementing strict and corresponding control of the railway system of the country. Canadas Standing Senate Committee considers it is important to implement the thorough inspection of the country’s railway system, the main principles of its regulation standards, the norms and practices. The main goal of a new report called "Moving Energy Safely: A Study of the Safe Transport of Hydrocarbons by Pipelines, Tankers and Railcars† is to improve the safety of railway transportation in Canada. The report under consideration includes thirteen advices on safety transportation and the request to take into account all these advices. The report also contains a call to Transport Canada to provide railway companies with advantageous condition of insurance so that they may cover all the expenses connected with possible unhappy accident. It became clear that Canadian railway system is far from ideal and needs to be re-examined and modernized. One of the investigators, Kirby Jang states: "in Canada, we have a system called centralized traffic control, which provides visual signals, but there is no automated stopping or slowing of trains if the train crew were to exceed the limits of their authority†. He also insisted on the introduction of new safety system: â€Å"we believe that theres a risk of serious train collisions and derailments if

REPORT (E MARKETING) Essay Example | Topics and Well Written Essays - 250 words

REPORT (E MARKETING) - Essay Example SMART has a very good reputation in the market for the latest cutting edge technology, human expertise and professional service that includes before and after service. Australia is one of the digitally well connected countries in the world with a very high digital media usage (Internet Marketing; Chaffey et al) Weaknesses: In the past ten years competition has grown tremendously. This is mostly because of low barriers of entry, and the advance and availability of technology. Opportunities: Despite being highly competitive, the web conferencing industry in Australia is still growing. The current heavy users are large multinationals, followed by SMEs The growth in large multinationals have been stagnant. The growth potential in SMEs is still very good as only an estimated 60% of SMEs are heavy users. However, competition is at heaviest in SMEs. The company is based in Sydney, with remote offices in Melbourne and Perth. Australia has a stable government and an advanced legal system. Mos tly unaffected by the Global Financial Crisis, the current economic situation is stable, with a good future.

Contemporary vs. traditional of architecture design Essay

Contemporary vs. traditional of architecture design - Essay Example 3. Technology as an expression of architects is an extremely important theme. B. Traditional Architecture 1. Traditional architectural styles tend to focus on Greco-Roman aesthetics 2. Frank Lloyd Wright is an architect that married traditional architectural naturalism with modern elements that can be discussed in terms of the growing industrialism of the time. 3. Wright can be seen as part of the transition between naturalism and the Greco-Roman ideal to a more industrialized vision of architectural style. C. Architecture and Modern Life 1. One of the ways in which the development of modern identities has occurred is through the reflection of the post-industrial world in modern architecture. 2. An example of a building that was constructed in order to establish the Indian identity and create a modern example of the new economic position that India was creating was Chandigarh build by Le Corbusier. 3. India can also provide the debate against the homogenization of architectural style . 4. Most cultures are embracing the new aesthetics in architecture, however, and are supporting the construction of symbols of consumerism within their nations III. Conclusion Contemporary Architecture versus Traditional Architectural Design Name Class Date Contemporary Architecture versus Traditional Architectural Design Introduction Contemporary architectural design is a reflection of the post-industrial world with buildings being designed and constructed that reflect the modern, digital age. Contemporary architecture reflects a complexity in its design, integrating the need for sustainability and environmental responsibility through the appeal of technological solutions to those problems. Traditional architecture is typically reflective of the order and symmetry that can be found in Greco-Roman design influences, using natural materials and integrating the natural world into the works. Architects such as Frank Lloyd Wright can be shown to be a bridge between the traditional elem ents and the contemporary aesthetics with industrialized lines being expressed through the use of natural materials as opposed to steel and concrete. One of the problems with contemporary architecture, however, is that it is having a homogenizing effect as cities around the world are embracing the same types of post-industrial aesthetics as are found in Western, primarily American, urban centers. This has created a melding of cultures so that one city is almost indistinguishable from the next and culture identity has become all but washed away. Despite this effect, the homogenization of cities across the world is representative of the emergence of cultures from colonialism, their European conquerors now gone and their independence placing them in a position to have a space within the world economy. Although there are still some modern architects who embrace traditional styles of design, most modern, urban dwellers are embracing the post-industrial aesthetics of contemporary architec ture as it represents independence and economic power in the new world economy. Contemporary Design Author Kiel Moe (2008) identifies the concepts that support contemporary design for its complexity, composition, and integration. He discusses the integration of complex systems that begin at the design stage where clients, construction teams and the architect all evaluate how the system of the build needs to work and extends that to how the environment and the systems supporting that environment and work together in a post-modern world

Global Priorities Bigger than climate change Essay

Global Priorities Bigger than climate change - Essay Example reminded that the most important is not to define problems but to find the solutions to these problems and the most important question is â€Å"what can we do about that?†. Then the scientist reminded about the necessity to define several basic problems, which should be the top priorities. He talks about four biggest problems: malaria, free trade, malnutrition and HIV/AIDS. AIDS, according to scientist, is the first issue to be paid attention to, he is sure that not enough efforts are taken to struggle with this disease, and the statistics is disappointing primarily because of that. He reminds that it is much easier to prevent the disease than to cure it, thus the main attention should be paid to prevention, because it is possible to be done and it is namely prevention, which can improve the statistics. The report made by Bjorn Lomberg is very informative and useful as it makes us think about the importance of the correct definition of priorities in order to find real resoluti on to the biggest problems in the

Providing care with limited reimbursment Coursework

Providing care with limited reimbursment - Coursework Example All the patients who come here require serious services that can not be provided by everyone, but by a few dedicated and committed nurses. So, upon a successful completion of my training, I will need to evaluate the performance of each nurse. The one who displays a high degree of professionalism will be considered for employment (Masters, 2000). As an experienced professional, I strongly believe in the quality of education being offered at the nursing training colleges. So, anyone who graduates with a degree must be a hard working professional. They have got all the theoretical knowledge and practical skills that is necessary for them in the field. Therefore, if given an opportunity to nurture their talents, they can come out as exceptional professionals. It is for this reason that I do take my precious time to provide them with the necessary mentorship on exactly what to do when on duty. I prefer fresh graduates because they are still new in the field. Despite having little experience, the truth is that these are highly motivated professionals with lots of ambitions and expectations. Having just taken the oath, they are still committed to strictly complying with the ethical codes of conduct for the nurses (McHale & Gallagher, 2003). Therefore, there will be no doubt that the new graduates will be serving the patients with the expected degree of benevolence, sincerity and confidentiality. So, these are qualities that I have to consider while making a choice of my nurse. Apart from being thoroughly trained at the university, I should ensure that vigorously mentor these nurses. Focusing on issues like practical skills, theoretical knowledge and the general application of nursing ethical codes of conduct are paramount (McHale & Gallagher, 2003). Once I gauge and ensure that they are upheld, I will not hesitate to engage that particular graduate. He deserves to be a

Egg Cell Essay Example for Free

Egg Cell Essay The egg cell is the female gamete used for sexual reproduction. The egg cell is responsible for providing half of the genetic material required for reproduction. When the egg cell joins with the sperm cell. The egg cell is large and bulky structure which allows the sperm cell to get in easily. WHAT ORGANELLES DOES AN EGG CELL HAVE AND THEIR FUNCTION? Mitochondria: Produces energy for the cell by a process called cell respiration. Cytoplasm: All organelles inside the cell are suspended in the cytoplasm. The cytoplasm is mostly water which allows the organelle to move around. It fills the interior of the cell. Vacuole: Are storage bubbles they store food, nutrients and waste. They also maintain internal fluid pressure within the cell. Lysosomes: Contain digestive enzymes and break down nutrients, they digest excess or worn-out organelles, food particles, and engulfed viruses or bacteria. Rough ER: Are very important in the synthesis and packaging of proteins. Smooth ER: Acts as a storage organelle and is important in the creation of steroids and the storage of steroids and ion Ribosome: where proteins are made. Golgi Bodies: The main function is to package and process proteins and sends it to other parts. They also make and secret mucus. Chromosomes: Chromosomes are made up of DNA and contains genes. Nucleous: is where ribosomes are made. They disappear from the egg cell during reproduction. Haploid Nucleus: This nucleus contains only half of the normal somatic number of chromosomes. Zona Pellucida: Also known as viteline membrane it protects the ooccytes, eggs and embryos. Supports the cell and controls entry into and out of cell. The cell membrane allows the sperm cell in. Follicular Cells: Provides nutrients to the developing ovum for growth and maturation. WHAT MAKES THE EGG CELL SPECIAL? The egg cell has no centrioles. The egg cell has a lot of mitochondria because It has a haploid nucleuses because when the egg cell joins.. It has a zona pellucid which act as a cell membrane for the egg cell. It also has follicular cells. PICRTURES USED TO BUILD THE CELL MODEL: PICRTURES USED TO BUILD THE CELL MODEL. WHAT MAKES IT SPECIAL? ABOUT THE EGG CELL: The egg cell is present in both animals and plants. In plants it is called the gametophyte and in animals it is called the ovum. This project is about the animal egg cell (or ovum). This cell is a gamete cell which means it is responsible for reproduction. It is also a haploid cell which means it has a single set of unpaired chromosomes. The egg cell is the largest size cell in a human body and it is visible to the naked eye. The egg cell has a large amount of cytoplasm. The egg cell life span is short. WHAT DOES IT LOOK LIKE? The egg cell has a very round shape and is the largest cell of living organism. The egg cell is bulky and solid.

Incentives For Blue And White Collar Workers

Incentives For Blue And White Collar Workers The term incentive has been used both in the restricted sense of participation and in the widest sense of financial motivation. The concept of incentive implies increased willingness or motivation to work and not the capacity to work. It refers to all the plans that provide extra pay for extra performance in addition to regular wages for a job. Under this programme, the income of an individual, a small group, a plant work-force or all the employees of a firm are partially or wholly related to some measure of productive output. Wage incentives are extra financial motivation. They are designed to stimulate human effort by rewarding the person, over and above the time-rated remuneration, for -improvements in the present or targeted results. Basically, the wage incentive implies a system of payment under which the amount payable to a person is linked with his output. Such a payment may also be called payment by results. MEANING AND DEFINITION Incentives are monetary benefits paid to workmen in recognition of their outstanding performance. An incentive scheme is a plan or programmes to motivate individual or group performance. An incentive programme is most frequently built on monetary rewards (incentive pay or monetary bonus), but may also include a variety of non-monetary rewards or prizes. The International Labour Organisation (ILO) refers to incentives as payment by results but it is appropriate to call them incentive systems of payment emphasising the point of motivation that is the imparting of incentives to workers for higher production and productivity. Unlike wages and salaries which are relatively fixed, incentives generally vary from individual to individual, and from period to period for the same individual. CLASSIFICATION OF INCENTIVES Incentives can be classified into: (i) direct compensation, and (ii) indirect compensation. Direct compensation includes the basic salary or wage that the individual is entitled to for his job, overtime-work and holiday premium, bonuses based on performance, profit sharing and opportunities to purchase stock options, etc. Indirect compensation includes protection programmes (insurance plans, pensions), pay for time not worked, services and perquisites. Also incentives may broadly be classified into monetary and non-monetary. Monetary incentives have an important contribution to make within the total motivation pattern. They provide extra-financial motivation, by rewarding the worker over and above his regular remuneration for performing more than the targeted work. Some of the financial motivations are overtime wages, higher basic wages, incentive bonus, merit increments, suggestion rewards; various allowances, promotion and fringe benefits. Some of the non-financial incentives are good human relations, self-respect, recognition, status, sense of belonging, appreciation, higher responsibility, greater authority, job satisfaction, improved working conditions, greater leisure, etc. All these motivate workers to raise their productivity. ILO classifies incentive schemes into four categories: (i) schemes in which earnings vary in proportion to output, (ii) schemes where earnings vary proportionately less than output, (iii) schemes where earnings vary proportionately more than output, and (iv) schemes where earnings differ at different levels of output. Incentives have also been classified into individual, group and organisation-wide. In an individual incentive plan, the rewards of incentives are based solely on individual performance. It is the extra compensation paid to an individual over a specified amount for his production effort. Such a system is feasible only where an individual can increase the quantity and quality of his output by his own individual efforts and where his output can be measured. The payment is normally on a monthly basis, though in a few cases it may be quarterly or other convenient periods. The standards of performance have been set by a qualified industrial engineering analyst, using technically sound work measurement procedures. The rewards under this plan are almost always immediate, that is, paid daily or weekly. The advantages of individual wage incentive plans are relatively obvious and straightforward. First and foremost, the individual incentive plan rewards the individual for his or her production. The more the worker produces, the more the worker earns. Second, the individual incentives appeal to the basic need for money found in most people. Almost everyone will work harder, up to a point, when there is a justifiable reason to believe that increased productivity will bring about a personal gain. Although individual wage incentives have advantages, there are also limitations. Individual wage incentives work best with jobs that are primarily operator-controlled. They may also lead to labour problems. Incentives, because they reward production levels, can lead to quality problems. Safeguards must be taken to ensure that quality is not sacrificed for quantity. It is the output of the group rather than that of each individual member of the group that can be measured most conveniently or accurately. Group or area incentive schemes provide for the payment of a bonus either equally or proportionately to individuals within a group or area. The bonus is related to the output achieved over an agreed standard or to the time saved on the job the difference between allowed time and actual time. Such schemes may be most appropriate: (a) where people have to work together and team work has to be encouraged; and (b) where high levels of production depend a great deal on the co-operation existing among a team of workers as compared with the individual efforts of team members. Group bonuses are calculated on the basis of the output of the team and are divided among the members either equally or in specified proportions, with more being given to skilled employees than to those who are unskilled. Group incentives are usually applied to small teams and the rewards are based on the performance of the entire group. The bonuses are often much larger than individual wage incentives. Group incentiv e plans, since they evaluate overall performance, are applicable to a wide variety of tasks. Sometimes, however, they are applied to all workers of a department or even of a whole undertaking. One of the disadvantages of group incentive plan is that there is a possibility of ignoring the individual performance as the rewards are based on group performance. In large groups it is often inevitable that there will be slackers who can disrupt the functioning of the whole group. Some of the advantages of group incentive plans are: Better co-operation among workers Less supervision Reduced incidence of absenteeism Reduced clerical work Shorter training time. The disadvantages of group incentive plans are: An efficient worker may be penalised for the inefficiency of the other members in the group The incentive may not be strong enough to serve its purpose Rivalry among the members of the group defeats the very purpose of team work and cooperation. The organisation-wide incentive system involves co-operation and collective effort of the employees and management in order to accomplish broader organisational objectives, such as: (i) to reduce labour, material and supply costs; (ii) to decrease turnover and absenteeism; (iii) to strengthen employee loyalty to the company; (iv) to promote harmonious labour management relations. One of the aspects of the scheme is profit-sharing under which an employee receives a share of the profit fixed in advance under an agreement freely entered into. Some of the advantages of such a scheme are: (i) it inculcates in employees a sense of economic discipline as regards wage costs and productivity; (ii) it engenders improved communication and increased sense of participation; (iii) it is relatively simple and its cost of administration is low; and (iv) it is non-inflationary, if properly devised. MERITS AND DEMERITS Everything has its merits and demerits. In the same way incentive has also some advantages and disadvantages. MERITS 1. Motivation: The primary advantage of incentives is the inducement and motivation of workers for higher efficiency and greater output. It may not be difficult to get people for fixed wages and salaries. 2. Removes fear of Insecurity: With fixed remuneration, it is difficult to motivate workers to give better performance. Fixed remuneration removes fear of insecurity in the minds of employees. 3. Improves Standard of Living: Earnings of employees would be enhanced due to incentives. There are instances where incentive earnings exceed two to three times that of the time rated wages or salaries. Increased earnings would enable the employees to improve their standard of living. 4. Increase in Productivity: There will be reduction in the total as well as per unit of cost of production through incentives. Productivity would increase resulting in greater number of units produced for given inputs. This would bring down the total and unit cost of production. The production capacity is also likely to increase. The other advantages of incentive payments are: reduced supervision, better utilisation of equipment, reduced scrap; reduced lost time, reduced absenteeism and turnover and increased output. Furthermore, systems of payment by results would, if accompanied by organisation and work measurement, enable firms to estimate labour costs more accurately, than under the system of payment by time. This would facilitate the application of cost control techniques like standard costing and budgetary control. On the other hand, systems of payment by results may have disadvantages. There is a tendency for the quality of products to deteriorate unless steps are taken to ensure maintenance of quality through checking and inspection. This involves added expenses. Difficulties may arise over the introduction of new machines or methods. Workers may oppose such introduction for fear that new piece of bonus rates set may yield lower earnings; or when new machines or methods are introduced, they may slacken their rate of work. Another disadvantage is that jealousies may arise among workers because some are able to earn more than others. One of the greatest difficulties with the incentive systems is in the setting of piece or bonus rates. Rate fixing involves delicate problems of judgment in which there is always a risk of error. If rates are set too low, workers are bound to be dissatisfied and will be under pressure to work very hard. If rates are set too high, workers may slacken their efforts at times and employers may not take recourse to revision of rates because the earnings are too high. Difficulty also arises in determining standard performance. Many organisations follow a safe route to fix the standards which is usually the average of past years performance. Past performance may not be the ideal basis for fixing production norms. Most of the problems of financial incentives arise either from the inadequacies of the particular system or from incorrect application and insufficient control. In western countries, as also in India, it has now been realised that economic gain has ceased to be a source of motivation and that greater emphasis should be placed on non- economic factors. Many empirical researchers have shown that monetary incentives alone do not bring about the desired motivation. PRE-REQUIS1TES OF EFFECTIVE INCENTIVE SCHEME All things considered, it may be concluded that in many industries or undertakings and for a large group of operations, well designed systems of payment by results shall yield advantages to all concerned. Many of these advantages will be realised provided sufficient safeguards are provided. Such pre-requisites are: The co-operation of workers in the implementation of an incentive scheme is essential. In particular, workers co-operation is necessary wherein: (a) the methods followed in measuring the results or output upon which payment is based; (b) the methods followed in setting wage rates for different classes of work; and (c) appropriate safeguards concerning earnings, job security and settlement of disputes over piece-work rates and allotted time. The scheme must be based on scientific work measurement. The standards set must be realistic and must motivate workers to put in better performance. Workers must be provided with necessary tools, equipments and materials so as to enable them reach their standards. Indirect workers, such as foremen, supervisors, charge hands, helpers, crane operators, canteen staff, store keepers, and clerical staff should also be covered by the incentive schemes. There should be management commitment to the cost and time necessary to administer incentive schemes properly, and these must be carefully assessed before go on an incentive programme. There is greater need for planning. Many incentive schemes, started hurriedly, planned carelessly, and implemented indifferently have failed and have created more problems for the organisation than they have tried to solve. INCENTIVE SYSTEMS Some of major incentive systems are as follows: 1. The Halsey System: This system which was developed by F.A. Halsey. He provides this system for the fixation of a standard time for the completion of the task. For the work done in correct time or more, the actual time rate is paid. Thus, the minimum wage is guaranteed even if the output falls below the standard. If the job is completed in less than the standard time, the worker receives a bonus payment at his time rate for a specific percentage of the time saved. This percentage may vary anywhere from 30 percent to 70 percent, but usually it is fixed at 50 percent (the other 50 percent going to the share of employer). Thus, if a worker does the work in 6 hours against that of 10 hours standard, he gets bonus after 6 hours plus 50 percent of 4 hours, i.e., 2 hours, as bonus. The other 50 percent (2 hours) is shared by the employer. Bonus= Â ½ of Time Saved/ Time Taken* Daily Wage 2. The Rowan System: Under this system also a standard time is allowed for a job, and bonus is similarly paid for any time saved. This plan differs from the Halsey plan only in regard to the determination of the bonus. In all other respects, the two are the same. The premium is calculated on the basis of the proportion which the time saved bears at standard time. Thus, if a worker does work in 6 hours against the 10-hour standard, the wage payable is 6 hours wages plus 40 percent of the wages as bonus. Bonus= Â ½ of Time Saved/ Time Allowed *Time Taken* Hourly Rate 3. The Bedaux Point System: Under this system, the standard time set is divided into a number of points at the rate of one minute per point. The bonus is calculated at 75 percent of the points earned in excess of 60 per hour. Thus, if the standard time is 10 hours and if the worker completes the job in 7 hours and if his hourly rate is 0.96 money units, the standard number of points for completing the job is 600 points. The worker thus earns 600 points in 7 hours. His bonus, therefore, will be 75 percent of 180 x 0.96/60 which is equal to 2.16 money units. If a worker does not reach the standard, he is paid at his time rate. This system is really more than the incentive system, since it enables the management to record the output of any worker of the department in units which show at once if the production is up to the standard the management desires. 4. The Taylor Differential Piece-rate System: This system was introduced by Taylor with two objectives. First, is to give sufficient incentive to workmen to induce them to produce up to their full capacity and Second, to remove the fear of wage cut. There is one rate for those who reach the standard; they are given a higher rate to enable them to get the bonus. The other is the lower rate for those who are below the standard; so that the hope of receiving a higher rate may serve as an incentive to come up to the standard. Workers are expected to do certain units of work within a certain period of time. This standard is determined on the basis of time and motion studies. Such scientific determination assumes that the standard fixed is not unduly high and is within the easy reach of workers. A proper determination of the standard depend the success of the scheme. This system is designed to encourage the especially efficient worker with a higher rate of payment and to penalise the ineff icient by a lower rate of payment. In practice, this plan is seldom used now. 5. Premium and Task Bonuses: It has been devised by Gantt and is the only one that pays a bonus percentage multiplied by the standard time. Under this system, fixed time rate are guaranteed. Output standards and time standards are established for the performance of each job. Workers completing the job within the standard time or in less time receive wages for the standard time plus a bonus which ranges from 20 percent to 50 percent of the time allowed and not time saved. When a worker fails to turn out the required quantity of a product, he simply gets his time rate without any bonus. Its fairness and practical value depends on the reasonableness of the standard fixed and the wages which workers of average ability can earn without having to work at excessive speed and becoming unduly fatigued. 6. The Profit-sharing System: The profit-sharing scheme is based on the same principle as the group system where incentive is related to the collective effort of the group. It is a system freely entered into under which an employer gives to his employees a share the net profits of the enterprise, fixed in advance, in addition to their wages. The essential features of profit-sharing are: (a) that the arrangement is voluntary but based on an agreement between employer and employee; (b) that the amount to be distributed amongst the participants depend upon the profits earned by the enterprise; and (c) that the, proportion of the profits to be distributed is determined well in advance. The aims of profit-sharing plans are: (i) to promote increased effort and output; (ii) to share some gains in the productivity of the firm; (iii) to secure employee co-operation and to achieve industrial harmony; and (d) to strengthen unity of interest and employee loyalty to organisational objectives. The profit-sharing scheme is comparatively easy and less expensive to adopt. In some cases, these schemes have become successful resulting in increased production at a lower cost. There are cases where they have not made any significant contribution towards improving the overall efficiency of the company. To be effective, profit-sharing schemes should be based on the considerations of profitability of industrial units, computation of surplus profit for distribution on an average basis, and fair return on capital invested in an enterprise. It should not be treated as a substitute for adequate wages but provide something extra to the participants. Full support and co-operation of the union is to be obtained in implementing such a scheme. Since the Second World War, profit-sharing has generally grown in importance, especially in those countries which have adopted legislative measures promoting or requiring its use. Thus, in the late 1970s, approximately 310,000 profit- sharing plans were in operation in the United States covering about 9 million wage-earners, or roughly 10 percent of the employed labour force. Mandatory profit-sharing schemes have been introduced in a number of developing countries. Some voluntarily introduced profit-sharing schemes have continued in the United Kingdom for 40 or 50 years. 7. The Scanlon Plan: It is a plant-wide incentive scheme developed by Joseph Scanlon of the United Steelworkers of America in 1927. The basic concept underlying the Scanlon Plan is that efficiency depends upon plant-wide co-operation. The purpose of this incentive plan is to develop teamwork. It has two main aspects: (a) adopting a measure for increased productivity; and (b) sharing the gain accrued from that increased productivity. The objective of the plan is to devise the formula which will most adequately reflect the prospective efforts of workers and management as a whole. The bonus formula is devised to fit the particular operating conditions of the plant. Some of the salient features of the plan are: (a) it encourages group work; (b) there is high flexibility in the generation of decisions and execution of the plan; (c) it integrates the companys objectives with group activity; (d) it involves all the workers in the exercise and they make their maximum personal contribution to the process of production. Earnest Dale has described four degrees of co-operation between labour and management in the Scanlon Plan, namely: (a) information co-operation by gathering information; (b) advisory co-operation through the process of consultation; (c) constructive co-operation by making suggestions for improvement; and (d) joint union-management decision making. Although there have been remarkable successes with the Scanlon Plan, not all applications have worked. Most of the successful applications have been in relatively small plants, one hundred employees or less. The Scanlon Plan seeks to provide the highest order of incentives to the workers by inviting them to offer suggestions and to share decisions with the management for improving productivity and moulding work incentives. 8. The Rucker Plan: The philosophy of the Rucker Plan is similar to the Scanlon Plan, but the bonus computed is based on a more sophisticated basis. There are two major differences between the two plans. The standard under the Rucker Plan is based upon a careful study of accounting records and is not considered bargainable. While the Scanlon Plan rewards only savings in labour costs, the Rucker Plan offers incentives for savings in other areas as well. 9. Merit Rating: Method may be made of merit rating as a form of wage incentive. It presupposes that the workers in a given grade or occupation differ in their efficiency at work in the undertaking. Merit rating is a method of attempting to give recognition to the best Workers by systematic objective standards. Various qualities are listed, such as skill, efficiency, reliability, initiative, care in avoiding accidents, adaptability, co-operation with other workers, and regularity of attendance. Points or gradings are given for each of these qualities, and workers who reach a high level receive an addition to the normal rate of pay for the job. Rating may be done for each year, and workers who had been receiving merit pay may lose a part or whole of it if they do not maintain their rating. Merit rating is usually applied to time- workers, especially in occupations where opportunities for promotion are less. Merit rating should not be confused with job evaluation. Job evaluation is an attempt to measure the worth of the job, irrespective of who does it, while merit rating is an attempt to measure the performance of the individual. WAGE INCENTIVE PLANS Wage incentive plans may be discussed as (i) plans for blue-collar workers (ii) plans for white-collar workers and (iii) plans for managerial personnel. Each of these categories of employees have separate and distinct needs and hence specific tailor- made incentive plans have to be devised to meet their requirements. Therefore, correct measurement of performance for the purpose of incentive payment is very important. The four critical performance indices are: (a) the standard index (b) the reference index (c) the base index and (d) the incentive index. Various wage incentive schemes are formulated on the basis of these indices. 1. INCENTIVE PLANS FOR BLUE COLLAR WORKERS: Short-term incentive plans for blue collar workers may be broadly classified into three categories: (a) Plans under which the rate of extra incentive is in proportion to the extra output; (b) Plans under which the extra incentive is proportionately at a lower rate than the increase in output; (c) Plans under which the rate of incentives is proportionately higher than the rate of increase in output. Every employer wants his workman to do the maximum work they are capable of doing. On the other hand, there is a feeling among the workers that an increasing effort benefits only the employer even when they are employed on a piece-rate basis. The result is that they never produce to their full capacity, and, in most cases, put in the minimum necessary work. This feeling on the part of workers may be removed either through fear or through expectation of gain, it has been found that fear can never produce the desired effect, but a hope of earning a bonus does induce them to work harder and produce more. Incentive plans are, therefore, known as premium plans because they offer a premium for outstanding performance. All bonus or premium plans relate to two factors: one, they set a standard time for the completion of a definite output or piece of work for a fixed wage; two, the fixing of rate of percentage by which bonus would be earned by a worker over and above his set wage, if the standard time is saved or the standard output is exceeded. Indirect workers such as crane operators, charge hands, canteen staff, helpers, security staff, employees in purchasing, sales and accounts, and maintenance staff also deserve incentives at par with direct workers. Such payments are desirable to avoid dissatisfaction and dissension among the workers in a plant. The payment of bonus to indirect workers, however poses a serious problem because the output of many of them cannot be accurately measured. For example, it is extremely difficult to measure the output of maintenance staff, canteen employees, or security personnel, though it is possible to assess the performance of inspectors, sweepers and packers. Much management therefore, prefers to apply a merit rating system to indirect workers, which rewards these workers for other qualities, in addition to their output. 2. INCENTIVE PLANS FOR WHITE COLLAR EMPLOYEES/SALESMEN: The salesmen are usually given incentives in the form of sales commissions. One study reported that almost 75 % of the organisations surveyed paid salesmen on some type of incentive basis. This is due to three factors: (i) the unsupervised nature of most sales work; (ii) tradition in the market; and (iii) the assumption that incentives are needed to motivate salesmen. There are several incentive plans for sales staff each appropriate for different markets, products, but all plans are basically variations of three types of plans: straight salary, straight commission, and combination plans. The straight salary method is not an incentive plan; the salesman is simply paid on weekly, monthly, or on yearly basis. The advantages of this method are that: (i) the salesmen know in advance what their income will be; and (ii) the expenditure on salesmen is known beforehand. The disadvantages are: (i) this method tend to shift salesman emphasis to just making the sale rather than prospecting and cultivating long-term customer; and (iii) pay is not related to results. This lack of relationship reduces salesmens performance. Under the straight commission, the salesmen are paid on the basis of sales effected i.e., they are paid for results and only for results. Therefore, high performance salesmen are generally attracted. But the disadvantages are: (i) salesmen focus on making a sale on high volume items and as a result cultivating dedicated customers and working to push hard-to-sell items are often neglected; (ii) salesmen tend to .be less company-oriented and more money-oriented, and the company has less control over them; (iii) salesmens income generally fluctuates widely. Under the combination method of salary and commission, salesmen not only get a fixed salary but also a commission in proportion to the sales effected. The advantages of this method are: (i) since salesmen are assured of minimum earnings, they are relieved of financial worries; (ii) the company has more control over its salesmen, as there is sizable salary component in most combination plans. But the main disadvantage is that salary is not related to performance; only incentive value of money is being traded off for its security value. Incentives for Management Employees: In many organisations, the managers are paid bonus. There are two types of bonus plans: one determined by formula (i.e. some criteria like increased sales) and the other determined by some discretion used in allocation of bonus (i.e., paid on more or less permanent basis). The bonus plans are generally reviewed annually to make them more effective. For top level management, bonuses are generally tied to overall corporate results. The size of bonus is much higher for top level executives and lower for the lower level executives. At the top management level, incentive payments are mostly in the form of bonuses which are usually a percentage of base salary that depends upon the level of performance and company profits. Mostly bonuses are paid in cash but in some cases the company may use stock plans that offer the executive the companys stock at a fixed purchase price. Such plans are designed to encourage ownership in the company and indirectly serve as an incentive for good work and represent a form of saving. In the manufacturing and retailing fields, where year-to-year results are largely a reflection of management performance, it is common for executive and managerial personnel to be compensated partly in the form of a base salary and partly in the form of a year-end bonus. The decision of whether to install an incentive bonus plan for executives and, if so, what kind of plan to install should be made appropriately. On the one hand, a bonus is a more immediate and flexible form of compensation than salary and thus has greater motivational potential. On the other hand, the bonus plan that is poorly conceived or administered can have a negative motivational impact. If a bonus plan seems appropriate, careful attention should be paid to what kind of plan would be most effective. WORKING OF INCENTIVE SCHEMES Incentive schemes are regarded as beneficial to both employers and workers. They are accepted as a sound technique for the achievement of greater productivity and good performance. The main advantage of any wage incentive scheme is that for a little expenditure of capital, there can be sizable gains in productivity; the gestation period is also small. The workers chase the supervisors for material, tools, etc., instead of supervisors chasing the workers. The experience gained in India and in other countries indicates that wage incentives have resulted in raising productivity, increasing output and earnings, reducing direct labour costs, and curtailing absenteeism. Despite certain merits of incentive schemes, their actual working is not quite happy. Some critics point out that the output of modern industry does not depend so much on individual human effort as on the capacity of machines and on good organisation. The most effective incentive, they claim, is a combination of good regular wages, good working conditions, and good human relations. There is a tendency for the quality of the products to deteriorate unless steps are taken to ensure the maintenance of quality through a stricter system of checking and inspection. Their application in some cases has not only failed to increase production over a period of time but has caused an actual reduction in employee productivity. One company, for instance, found that a substantial increase in pay through wage incentive systems merely resulted in higher absenteeism, restricted output and lower work standards. Some studie

Humans Impact On Biomes Environmental Sciences Essay

Humans Impact On Biomes Environmental Sciences Essay Human beings have continuously continued with interference of different biomes and thus bringing various modifications to these biomes. If efforts are not enhanced in conserving the natural world, we shall continue experiencing deteriorating weather factors like the global warming. Failure to conserve our biosphere will ultimately hurt the human race. This annotated bibliography gives insight on the resources that provide useful information on impact of human beings on different biomes The authors provide a discussion on the loss and degradation of natural habitats that has continued unabated. It recommends on the assessment of the progress that has been achieved for the last ten years since the World Summit on Environment was last held. Various systems are discussed which are important with economic benefits as per the available data on habitat conservation. The reader will have insight on events discussed during the World summit and issues that were recommended. The events are discussed in a systematic manner providing the reader with easier reading. This article is recommendable to any researcher or student in this field. Carpenter, Stephen. Ecosystems and Human Well-being, Volume 2. Washington D.C., DC: Island Press, 2005 In this book, the author implores various scenarios which provide an important tool for the analysis of complex systems. In addition, they give a good understanding of different outcomes which have a chance of occurring. There is a growing demand for ecosystem services and thus this book provides four approaches which are highly sought. The first is Global Orchestration approach which focuses on equity, the growth of the economy and the issue preventing ecosystem problems. The second is the order from strength which lays an emphasis on security and economic growth. The third is mosaic which focuses on management of ecosystems. Finally, is the technogarden which is concerned with green technology as a form of managing ecosystems? This book is important in giving insights to the learner on different biomes and various management approaches Chapin, Francis. Principles of Ecosystem Stewardship: Resilience-based Natural Resource Management in a Changing World. Stockholm: Stockholm University, 2009. The author implores the implementation of a steady-state theory and policies. This tends to invest in controlling a few selected ecosystem processes, at the expense of long-term social-ecological resilience. Loss of resilience makes systems more vulnerable to both expected and unforeseen changes. Achieving desirable outcomes for humanity, such as those of the UN Millennium Development Goals on poverty, food security, and environmental sustainability, will require new integrated and adaptive approaches to social and economic development. This is where the complex interconnectedness between humans and nature, at all scales, is considered and the existence of uncertainty and surprise accepted as the rule. The author provides a new framework for resource management that is based on the necessity of managing resources in a world dominated by uncertainty and change. This book is essential to readers as it links recent advances in the theory of resilience, sustainability, and vulnerability with practical issues of resource management. Chapin, Stuart, et al. Consequences of Changing Biodiversity. Nature 405.2 (2000): 234-242. The authors outline various activities which causes alterations of the global environment. This has caused major extinctions to be exhibited in the history of man. As a result, there has been a marked change in the distribution and occurrence on various organisms. Ecological habitats have changed as organisms try to adapt to the changing ecosystems. The processes that take place in the ecosystem are altered and the resilience to the environmental changes is affected. As a result, various consequences are faced which are often not good. The huge ecological and societal consequences of altered biodiversity ought to be reduced. This will help in preserving available options for future answers to global environmental problems. The authors use simple language which can be easily understood by readers. It is relevant in providing answers to various global environmental problems. Cowling, Ricky, Richardson, David and Pierce, S. Vegetation of Southern Africa. Cambridge: Cambridge University Press, 2004 The authors provide comprehensive details about different vegetation types that occupy various parts of southern Africa. Despite the region having a cohesive ecological unit, it has different ecosystems which brings a notable diversity. The author presents this book in three parts which are; part one covers historical perspectives providing an understanding to the different ecosystems, part two provides the reader with the different characteristics and the determining factors for the vegetations, part three gives an insight into particular ecological themes like fire, grazing among others. This book provides its reader with profound knowledge on vegetation and effects of various factors. Dickinson, Gordon, Murphy, Kevin J., and Murphy, Kevin. Ecosystems. New York, NY: Routledge, 2007 The authors give a thought provoking introduction about the ecosystems nature. In addition, various ecosystem types are discussed and their interactions with the actions of human beings are given. In this second edition, an update of recent research on this field of ecology is provided giving major discoveries and their addition to this wide field. The authors are able to incorporate a strong theme about the application of functional ecology in providing an understanding of the working nature of ecosystems. Moreover, this book provides the reader with more insight on how to apply the concepts of the ecosystems in the subject of science and applied science. The book contains various chapters like global environmental change and impacts on the ecosystem which serves in the understanding of the biomes in the earths atmosphere. The language used in this book is simple for the reader and the information given is relevant in the study of impacts of human beings on the biomes. Ellis, Erle and Ramankutty, Navin. Putting People in a Map: Anthropogenic Biomes of the World Frontiers in Ecology and the Environment 6. 2 (2008): 439-447. The authors discuss how humans have essentially altered global patterns of biodiversity and ecosystem processes. The existing systems for representing these global patterns, including biome classifications, either ignore humans altogether or simplify human influence into, at most, four categories. The authors present the first characterization of terrestrial biomes based on global patterns of sustained, direct human interaction with ecosystems. The authors identify, eighteen anthropogenic biomes through empirical analysis of global population, land use, and land cover. More than 75% of Earths ice-free land showed evidence of alteration as a result of human residence and land use, with less than a quarter remaining as wild lands. This supports just 11% of terrestrial net primary production. Anthropogenic biomes offer a new way forward by acknowledging human influence on global ecosystems and moving us toward models and investigations of the terrestrial biosphere that integrate human a nd ecological systems. The authors present a comprehensive analysis presenting the reader with easier understanding. Goudie, Andrew. The Human Impact on the Natural Environment: Past, Present and Future. Oxford, UK: Wiley-Blackwell, 2006. The author provides a wide coverage of environmental issues that are being exhibited in the current modern world. The book is a good resource to ecology students as it begins by covering past events on human impacts on earth, presents the current issues and finally gives a projection of the future. It tackles impacts man has on the vegetation, water, landforms, and animals among others. In addition, it provides current statistics about human impacts on the environment. The text is presented in a new design which makes it more presentable and easy to be used by the readers. This book is relevant to the topic of the study by giving important information on the past, present and future impacts of humans on the biome. Nilsson, Christer, Reidy, Catherine, Dynesius, Mats and Revenga, Carmen. Fragmentation and Flow Regulation of the Worlds Large River Systems. Science 308. 5720 (2005): 405-408. The authors provide a global overview of dam-based impacts on large river systems which show that over half (172 out of 292) are affected by dams, including the eight most biogeographically diverse. Dam-impacted catchments experience higher irrigation pressure and about 25 times more economic activity per unit of water than do unaffected catchments. In view of projected changes in climate and water resource use, these findings can be used to identify ecological risks associated with further impacts on large river systems. This article is recommended to students learning about different biomes and the impacts of man on them. The discussion is presented in an easily understandable language which students will find useful in their research and readings. Woodruff, David. Declines of Biomes and Biotas and the Future of Evolution PNAS 98. 10 (2007): 5471-5476. The article outlines details of a panel discussing the topic of study. To respond to the declines of biomes and homogenization of biotas, the panelists predicted changes in species geographic ranges, genetic risks of extinction, genetic assimilation, and natural selection and mutation rates. In addition, the shortening of food chains, the increase in nutrient-enriched niches permitting the ascendancy of microbes, and the differential survival of ecological generalists are also discussed. Action taken over the next few decades will determine how impoverished the biosphere will be in 1,000 years when many species will suffer reduced evolvability and require interventionist genetic and ecological management. Whether the biota will continue to provide the dependable ecological services humans take for granted is less clear. The discussants offered recommendations, including two of paramount importance (concerning human populations and education), seven identifying specific scientific act ivities to better equip us for stewardship of the processes of evolution, and one suggesting that such stewardship is now our responsibility. The article is relevant in providing the reader with insights in to the topic on human impacts on biomes.

Edification or False Idolatry in Emersons The American Scholar :: Emerson American Scholar Essays

Edification or False Idolatry in Emerson's The American Scholar  Ã‚  Ã‚  Ã‚      Commencement speeches are customarily routine, pedantic, platitude filled, mildly inspiring lectures.   This description, however, was never applied to Ralph Waldo Emerson's oration, "The American Scholar," delivered to the Phi Beta Kappa Society at Harvard in 1837.   Oliver Wendell Holmes called this speech America's "Intellectual Declaration of Independence."   In addition to being a call for literary independence from Europe and past traditions, the speech was a blueprint for how humans should live their lives.   Emerson believed that the way to reunite with the Over-Soul was to become "The American Scholar."   He would do this by observing nature, by studying the past through books, and by taking action.   To become a scholar, humans also needed to develop self trust, espouse freedom and bravery, and value the individual over the masses.  Ã‚  Ã‚   Because this speech is so pregnant with discussion topics, an intrinsic part of the blueprint   may not catch the reader's attention or receive the analysis it deserves.   It delivers a message that contemporary humans still need to receive.   The startling, heretical admonition not to worship or make false idols of books and other objects of art, given in Emerson's "The American Scholar," demonstrates his belief in the vital necessity for self-reliance and active, creative reading and writing.   When he exhorts us to live as a scholar, as "Man Thinking," rather than "a mere thinker, or, still worse, the parrot of other men's thinking" (1530), he is cautioning us against the false idolatry of book or Bible worship.  Ã‚   When Emerson introduces the second great influence on the spirit of the scholar, he at first praises books.   He expounds on "the mind of the Past,--in whatever form, whether of literature, of art, of institutions, that mind is inscribed.   Books are the best type of the influence of the past" (1532).   Emerson is saying that books are the best vehicle available to the scholar for studying the ideas and accomplishments of past men and ages.   But after affirming that "the theory of books is noble" (1532) and presenting an idealized way of reading and reusing books from past ages by which "business" and "dead facts" come out as "poetry" and "quick thought" when read and rewritten in a new age, Emerson   begins to show doubts that reuse is possible and states that "Each age, it is found, must   write its own books; or rather each generation for the next succeeding.

Classification Essay - Types of Gas Pumpers :: Classification Essays

Types of Gas Pumpers    There are many types of people who purchase gasoline, but three types are easy to spot. All three have an obvious physical appearance which sets them apart from other gas purchasers. Each also has a distinctive pumping technique and freely vocalizes his opinion. Finally, each type has a particular way of annoying every other patron at the same location.    The first type of gas purchaser is Leisure Lou. He can be identified immediately by his appearance. He drives a station wagon with wooden side panels and a bumper sticker that tells the world that he is retired. His Hawaiian print shirt captures everyone's attention. He wears Bermuda shorts and black socks with sandals. On his head sits a fly fisherman's hat which is his obvious display of a continuous state of leisure. His pumping technique also sets him apart from the normal crowd. When he parks his car, he stops at the first pump, preventing the use of the pump in front of him. He always pays for his gas in advance, so that the attendant can preset the pump and he will not have to worry about stopping the pump himself. He activates the pump before opening the access door and unscrewing the tank lid. He tucks the hose under his elbow and spills gas on his hip while opening the tank. As Leisure Lou leans against the side of his car, he pumps his gas absent-mindedly, conf ident that the pump will stop before gas pours onto the ground. Once the pump stops, he replaces the hose and screws on the tank lid but forgets to close the access door. Leisure Lou even vocalizes his not-a-care-in-the-world attitude. He whistles some melodic tune from The Sound of Music while pumping his gas. When inside the convenience store, he tells everyone how wonderful retirement is. But Leisure Lou can be a tremendous annoyance. He blocks the use of two pumps while he performs a number of time-consuming tasks. First he browses through the store with no intention of making a purchase. Then he washes his car's windshield. Next he visits the restroom to wash his hands and look at the stain on his hip. Last, he walks his dog around the small patches of grass that serve as landscaping.

Carl Robins Essay

This case study pertains to an employee by the name of Carl Robins. He has been employed by ABC, Inc as a Campus Recruiter for six months. In early April, during Mr. Robins first six months of employment; he successfully recruited 15 new hires. The new trainees were to report to Monica Carrolls, the Operations Supervisor, as they would be working under her. (University of Phoenix, 2014) This case study analysis of Mr. Robins is in relation to the numerous issues that transpired between April and June 15th. To obtain a clear understanding of the complications that transpired, the company believes that it would be in their best interest to consult a firm to look into the company’s issues and to help solve the problems that have emerged; this may be the most effective method to identify and recommend ways to improve ABC, Inc.’s recruiting of new trainees. I. ISSUES THAT TRANSPIRED The consulting firm came into ABC, Inc. and thoroughly examined background information on the situation. There were many key problems that had been identified during the evaluation. The issues that ABC, Inc. was facing were centered on Mr. Carl Robins, ABC, Inc.’s Campus Recruiter and also on the company ABC, Inc. To begin, Mr. Robins has been with the company merely a short six months. The consulting firm believes that Mr. Robins lacks experience, training and supervision. The firm also believes that ABC, Inc. did not train him properly nor did it provide him with the knowledge he needed to proceed properly with the hiring process. He lacked experience and knowledge of the hiring process and he was still allowed to hire 15 new  trainees for the Operations Supervisor, Monica Carrolls. Although hiring 15 new trainees is great accomplishment for a new employee, this might have been too many employees to be hired at once for a first recruitment. Because he is still new to ABC, Inc., learning about day to day operations, the hiring of 15 new trainees can be overwhelming, even to the most experienced of people. Another issue Mr. Robin’s was facing, was the lack of communication between him and the other employees in the office. On May 15th, he was contacted by Monica Carrolls about the following issues: the training schedule, orientation, manuals, policy booklets, physicals, drug tests, and a host of other issues, which Carl would coordinate for the new hires. Once again, Carl assured the Operations Supervisor, Monica Carrolls, that he would have everything completed and arranged by the June 15th orientation. After further review, Carl had realized that when going through the new trainee files to finalize all the paperwork for the June 15th orientation; applications for some of the new trainees had not been completed. Also, there were no transcripts on file and none of the 15 trainees had been sent for the mandatory drug screen. Another problem Carl had was that the orientation manuals were missing several pages from each of them and he only had three copies of the manuals. Lastly, upon checking the conference room to confirm the date of the orientation, he had not realized that the conference room had been booked for the whole month of June by the Technology Services Department. There are several concerns or issues that need to be addressed and that Carl and ABC, Inc. need to rectify. Below are the listed issues of these concerns that will be discussed. Review of addressed issues: 1. Incomplete employee applications 2. Mandatory drug screens were not scheduled 3. Employee transcripts were not on file 4. Incomplete orientation manuals 5. Shortage of orientation manuals 6. Resource scheduling conflicts II. PROBLEM SOLVING SOLUTIONS After the case review of Carl Robin’s, discussion of possible solutions available to rectify the situations at hand and the proposed solutions that Mr. Robin’s should take have been reviewed. Starting with concerns and issues, numbers one through three, the incomplete employee applications; Carl needs to contact the 15 new hires and make them aware of the absence in their records and have them complete the applications that need to be submitted to the Human Resources Department along with a transcript; they also have to complete a mandatory drug screen prior to orientation. Carl needs to set a deadline for the mandatory drug screens to be completed prior to the June 15th orientation training. On the concerns and issues, number four and five, the incomplete orientation manuals and the shortage of the orientation manuals. The orientation manuals were short by 12; Carl needs to make arrangements with company in house copy person to finish completing the orientation manuals he needs or he must contact an outside company to help rectify the need for the orientation manuals. Carl needs to have a â€Å"Main Copy Manual† made for himself or the next person that is in his position. A hard copy manual is something that should be kept on file, so that pages will not be misplaced and there will always be one on file. Carl seems to lack knowledge of ABC, Inc.’s policies and procedures. He must get to know the material in the company’s orientation manual prior to the July orientation. Reading over the material prior to the orientation and also going over what he will be saying to the new hires with his own supervisor or another staff member might be a good way to go about this. Mr. Robin’s can also make key notes to have for himself during the orientation so he can be prepared prior to the training. Lastly, on issue and concern number six. ABC, Inc. must make arrangements to find a better way to coordinate the availability of the conference room or rooms. By not having arrangements in place for this, Carl currently does not have a place to hold orientation that is to take place on June 15th; due to the Technology Services Department holding training for the whole month of June. Whether the system that they choose be a calendar type paper based or web based, ABC, Inc. should have something in place so errors like these do not occur again. A recommendation of a web based calendar and have one person take control of it is suggested. III. PROPOSED COMPANY SOLUTIONS The proposed company solutions that should take place are: refer all applicants to the Human Resources Department and also for all new employees establish bimonthly or monthly start dates to coincide with the company’s pay periods. Have orientation manuals printed either by an in house copy person or have orientation manuals completed by an outside company. Lastly, ABC, Inc. must set up a calendar system for reserving the conference room and Carl needs to go ahead and reserve this room on a reoccurring basis. It will be easier to cancel the reserved room rather than to go scrambling looking for a room to hold orientation in. A web based calendar controlled by one person is what is recommended. Having upper management hold a meeting to discuss implementing the proposed solutions should be an additional step to take for all corporate management. Also, upper management should meet on a monthly basis to discuss issues that may be happening within the company and use critical thinking skills to help determine what steps they need to take to help their employees better themselves at their jobs. This will bring good morale to the company and will make for a better work environment. CONCLUSION In conclusion, Carl Robins is an employee of ABC, Inc. and has been working for the company for just six months. He holds the position of Campus Recruiter and on his first recruitment hired 15 new trainees. Carl lacked supervision, knowledge and experience and was not ready for such a large task. He was missing applications and mandatory drug screenings that were needed to complete employee records. Carl also did not have proper completed orientation manuals. These issues led to a case study of Carl and ABC, Inc. and proposed solutions were recommended. The recommended solutions are as follows: 1. Refer all applicants to the Human Resources Department 2. All new employees to establish bimonthly/monthly start dates to coincide with pay periods 3. Orientation manuals to be printed in house or by outside company 4. Have a â€Å"hard copy manual† made of orientation manual 5. Set up a web based calendar system for reserving conference room or rooms It is not impossible to overcome these issues, the proposed solutions if set in place should make for a better work environment for the employees of ABC, Inc. References (2014). Case study: carl robins. University of Phoenix.

Medieval Medicine – comparing Muslim and Catholic knowledge and treatment of disease and infection

The Muslim faith have helped the treatments of disease and infection for many years now some of their herbal remedies are even used today the way they have helped everyone through the years They have an interest in care that comes from the Koran which states that it is good to help someone In need. The Catholic church has this but the Catholic church is more of a hotel than a hospital because only 10% of their hospitals actually care for the sick Also in their culture to be a good knight you had to be able to read and write and some knight’s created library’s. At this time in England to be a good knight you had to be able to joust and be good at fighting. But 1 of the most important things the Muslims did that the Catholics didn’t do is collect Greek texts from writers like Hippocrates and Galen. The reason this is so good is because not all the anatomy stuff was right that the Greeks wrote but a lot of their herbal remedies and cures were right. At the same time we were carving crosses in people’s heads the Muslims were curing people with actual cures. Question 2 out of 2 Both the religions Catholic and Muslim have been a great influence to the treatments of disease and infection because even though in the Catholic hospitals it was monks and nun’s curing the patients they did have some good herbal cures that had been passed down from generation to generation. The Catholic did have its bad side because it was monks and nurses curing the sick most of their cures were supernatural and only 10% of Catholics hospitals were actually built to cure the sick 47% housed the poor and elderly(they provided no medical care)31% of Catholic hospitals were leper hospitals (which provided no medical care) and the other 12% of hospitals gave shelter to poor travellers and pilgrims. The hospitals back then were not the same as hospitals today. There were a lot of good things about Muslim hospitals that were not in Catholic hospitals for example their hospitals gave a high proportion of hospital care also the hospitals were more purposefully built for example some of the bigger Muslim hospitals in cities like Cairo and Baghdad had hospitals with a big ward, libraries, rooms for resting, and a proper kitchen so they could give their patients a proper diet.The most important thing the Muslims did that the Catholics didn’t do was they had proper doctors at the hospital and in the bigger hospitals they even had lecture’s so they could train medics. Also both the religions did have some similarities like both of their religions disallowed dissection and because of that surgery was not considered a useful skill to have. Also both of the religions thought that theories were more important than practical procedures but one very bad thing both the religions did wrong was allow no criticism of Galen. Many doctors throughout the years of Galen’s rule over medical knowledge tried to demonstrate new theories and some of their theories were actually right, but those doctors were shut down and thought of as lunatics because no one was allowed to question Galen and his methods. In conclusion I think that the religion that had the most impact on the treatments of infection and disease was the Muslim religion because they used more actual cures and remedies unlike the Christian church that mostly used supernatural remedies.