Black Boy

Midterm Paper The Many Hungers in Black Boy We often find ourselves thinking â€Å"Man I am so hungry! † after going without eating for Just a few hours. If you really think about it we only go without eating for small periods of time. Have we ever really experienced hunger? Real hunger for that matter, hunger like Richard faces in Black Boy. The kind of hunger he experiences are not evident in a society in which we live. Hunger for us is skipping a meal or not finding anything that will please our appetite. This is not even comparable to the days that Richard endures without eating any food.There is not only physical hunger present in the novel Black Boy, Richard suffers from educational and emotional hunger. Richard longs for conversation and love from others and books to read or some sort of education. Most people often take these for granted but it is the only thing that Richard desires. The hunger in the novel Black Boy by Richard Wright serves as a magnet that pulls us t hrough the story of Richard's emotional, physical, and intellectual hunger. Richard is faced at a very early age and for most of his life with experiences of hysical hunger, starvation. Hunger stole upon me slowly that at first I was not aware of what hunger really meant. Hunger had always been more or less at my elbow when I played, but now I began to wake up at night to find hunger standing at my bedside, staring at me gauntly† (16). Richard seemed to starve quite often but after his father left he seemed to have constant starvation. Starvation seems to happen a good deal throughout Richard's life. The type of hunger Richard describes seems to be very painful, a kind of pain that one can't even imagine. Once again I new hunger, biting hunger, hunger that made my body aimlessly restless, hunger that kept me on edge, that made my temper flare, that made my temper flare, hunger that made hate leap out of my heart like the dart of a serpent's tongue, hunger that created in me od d cravings† (119). Since hunger is always present in Richard's lifestyle it seems as if he cannot imagine eating a simple meal every day. To us a simple meal may not seem like such a big deal, but to Richard, and many who suffered like Richard during this time, a simple meal is a miracle.The weakening and ainful piercing hungers are evidence that where the poverty happened in the Jim Crow South. Richard does not only suffer from physical hunger, he also suffers through emotional hunger throughout the text. He desires attention from people, attention from his family. Richard does not receive much attention at home so that impacts his relationship with others. He does not know how to associate with others. This causes a problem for Richard, when he finally leaves home he does not know how to associate with others. He cannot understand the friendly gestures of those around him.Nevertheless, I was so starved for association with people that I allowed myself to be seduced by it all , and for a few months I lived the life of an optimist† (178). Richard grew up in a very hostile nome environment which made him not only yearn for food but for love and affection. Another issue that helped contribute to Richard's emotional hunger is the issue of blacks and whites. Richard does not seem to understand the relationship between the two groups of people. â€Å"l wanted to understand these two sets of people who lived side by side and never touched, it seemed, except in violence† (54).Richard viewed the treatment toward him and the others as wrong, but he dare not go against it. He seemed to have accepted the segregation, but he never let the white people go far in how they treated him. Richard wanted to be able to speak his mind, but he was always told to hush up and he did not want to be treated poorly by the whites. The idea of this was hard for Richard to overcome so he ended up moving to the North. The emotional hunger that Richard faces often led him t o loneliness or grief. The biggest hunger the Richard had to suffer through would be his hunger for ducation.Richard longed for an education. He is a bright boy yet there is no encouragement for him to succeed and learn. There was no encouragement to learn because Negro children of the south did not grow up to be successful. Many of the blacks during that time seemed to settle, settle for ignorance and illiteracy. Richard however, decided to take advantage of the little opportunities that presented themselves. He longed for an education even more after meeting Ella, the school teacher. He stated â€Å"†¦ as much afraid of her as he was attracted to her† (38).The attraction allows him to overcome his fear and ask her about her books, which further awakens the hunger of knowledge. Richard tried to learn and read. â€Å"l hungered for the sharp, frightening, breathtaking, almost painful excitement that the story had given me, and I vowed that as soon as I was old enough I would buy all the novels there were and read them to feed that thirst for violence that was in me, for intrigue, for plotting, for secrecy, for bloody murders† (46). Richard loves to read and write. He is very curious and wants to learn as much as he can.He learns a lot through his experiences rather than a school setting. He gets very excited when he learns new things. â€Å"†¦ l had learned to count to a hundred and I was overjoyed†¦. I would read the newspapers with my mother guiding me and spelling out the words. I soon became a nuisance by asking far too many questions of everybody† (26). The quest for Richard's learning never seemed to be conquered. Richard suffered through many hungers that we may never experience, we are privileged. His emotional, physical, and educational hunger seem to impact him ignificantly.Even with all odds stacked against him, Richard prevails and succeeds against all odds. As an adult living in the North, he conquered the obsta cles and is stronger than most living around him. Richard survives through these hungers with his great endurance. â€Å"Whenever my environment had failed to support or nourish me, I had clutched at books†¦ † It seemed as if Richard would use his hungers against each other in turn making him a stronger person. Richard endures a lot in the text, much that people in our society today could not survive.

Bukidnon Deer Park and Wildlife Center Reaction Paper Essay

On August 26, 2012 I visited the Bukidnon Deer Park and Wildlife Center located at San Miguel, Maramag, Bukidnon. The purpose of the trip was to look at some fascinating wild animals that live from different parts of the world and to learn more about them. The first animals I visited were the mammals. Mammals are class of warm-blooded vertebrate animals that have, in the female, milk-secreting organs for feeding the young. The animals available at the park that represents this class were the Long-tailed Macaques (Macaca fascicularis), Palawan Bear Cat (Arctictus binturong), Common Palm Civet (Paradoxuros hermaphrodites), Balabac Mouse Deer (Tragulus nigricans), Leopard Cat (Pronailarus bengalensis), Philippine Mouse Deer (Cervus marianus), and lastly the Wild Pig (Sus philippinensis). After we have visited the mammals we then go straight to the Aves. But on the way to the Aves we came along to pass by the Japanese Koi (Cyprinus carpio). These are carps with red-gold or white coloring, kept as an aquarium or ornamental pond fish, native in Japan. They were so fun to watch. Finally we arrive where the Aves are caged. Aves are two-legged, warm-blooded animals with wings, a beak, and body covered with feathers. These animals lay eggs from which their young hatch, and most of the species can fly. The animals available at the park that represents this class were the Philippine Serpent Eagle (Spilornis holospilus), Brahminy Kite (Haliastur indicus), Single-wattled Cassowary (Casuarius unappendiculatus), Dwarf Cassowary (Cassuarius bennetti), Indian Blue Peafowl (Pavo cristatus), Indian Ringneck Parakeet (Psittacula krameri), Blue-naped Parrot (Tanygnathus lucionensis), Pied Imperial Pigoen (Ducula bicolor), Nicobar Pigeon (Caleonas nicobarica), Golden Pheasant (Chrysolophus pictus), Spotted Imperial Pigeon (Ducula carola), Lady Amherst Pheasant (Chrysolophus amherstiae), Blacked-chinned Fruit Dove (Ptilinopus leclancheri), True Silver Pheasant (Lophura nycthemera), Mindanao Rofous Hornbill (Buceros hydrocorax mindanensis), Visayan Hornbill (Penelopide panini ), and lastly the African Ostrich (Struthio camelius) which I liked the most because of its beautiful eyes and long eyelashes. Ostrich is also the largest and fastest living bird. It is a two-toed fast-running bird with a long bare neck, small head, and fluffy dropping feathers. But sad to say, it cannot fly. The third and last animal I visited were the reptiles. Reptiles are animals with tough, dry skin covered with horny scales. Reptiles are vertebrates – animals with backbone. They share characteristics common to other vertebrates – fish, amphibians, birds, and mammals. But reptiles display a unique combination of characteristics that distinguishes them from other vertebrates. Like amphibians, modern reptiles are cold-blooded, or ectothermic. This means that they are unable to produce their own body heat, so they rely on the sun for body warmth, and much of their behavior is directed toward regulating their body temperature. Some of the most widespread living reptiles are turtles, lizards, snakes, crocodiles, and alligators. The park only exhibit crocodiles among the class reptilian. They have the Saltwater Crocodile (Crocodylus porosus), and the Philippine Crocodile (Crocodylus mindorensis). The Bukidnon Deer Park and Wildlife Center helped for the maintenance of these wild animals that are near to endangerment and they also hatch eggs and do breeding for these animals to survive in this cruel world. This is very important so that our next generation can still see this wonderful creatures and gain knowledge at them.

Determination of Refractive Index of Prism Using Spectrometer and Various Light Sources

Determination of Refractive Index of Prism using Spectrometer and Various Light Sources Dimain, Marion; Gonzales, Jade; Pancho Jr. , Ronel; Viloria, Matthew David College of Engineering, University of the Philippines, Diliman, Quezon City 1101, Philippines [email  protected] com [email  protected] com [email  protected] com tewhmat. [email  protected] com Abstract The study aims to measure the refractive index of a triangular prism using a spectrometer, utilizing different gas discharge tubes as light source.With the use of the discrete spectrum of mercury vapor, hydrogen gas and neon gas, each of the visible color in their respective spectrum passing through the prism was used as the incident ray. The results determined that the red light of the neon discharge tube brought about a calculated refractive index closest to the theoretical value. I. Introduction The spectrometer is an instrument for analyzing the spectra of radiations. A prism refracts the light into a single spe ctrum, whereas the diffraction grating divides the available light into several spectra.Because of this, slit images formed using a prism are generally brighter than those formed using a grating. Spectral lines that are too dim to be seen with a grating can often be seen using a prism. Unfortunately, the increased brightness of the spectral lines is offset by a decreased resolution, since the prism doesn’t separate the different lines as effectively as the grating. However, the brighter lines allow a narrow slit width to be used, which partially compensates for the reduced resolution. Prism refers to any transparent medium having two or more plane surfaces.A familiar example is the triangular prism, usually made of glass, used to split beam of white light into its component colors. When light is refracted through a prism it is dispersed into its constituent colors, and the angle at which the light emerges from the prism depends upon its wavelength. A prism spectrometer can be used to measure the deviation angles. Since the deviation angles also depend upon the index of refraction of the glass from which the prism is made, they can be used to calculate the index of refraction ? at the different wavelengths via: ? sinA+Dmin2sinA2 (1) where A is the apex angle of the prism and Dmin is the minimum deviation angle of a specific color in the discrete spectrum. [3] The tip of the prism where the two refracting surfaces meet is the apex angle. Deviation angle is defined as the angle between the original incident beam and the final transmitted beam. Figure 1. The apex angle A and the deviation angle D. [5] With reference to Figure 1, light travelling in medium n1 is incident at an angle ? i1 to the normal of one face of the prism having refractive index n2.The incident light is refracted at the first interface and travels at angle ? t1 with respect to the normal. This light is incident at the second face of the prism at an angle ? i2 and finally refracted again to exit the prism at angle ? t2. The deviation angle is therefore equal to: D=(? i1 – ? t1) + (? t2-? i2) (2) In Figure 1, the polygon abcd, there are two right angles ? abc and ? adc. Also for the polygon, since the sum of opposite angles should be 180? so ? bcd + ? A = 180?. [5] Further, in triangle bcd we have ? bcd+? 1+ ? i2=180?. Therefore, the sum of angle A is ? t1+? i2. Relating D and A, D=? i1+ ? t2- ? A. When the prism is rotated perpendicular to the plane of incidence, i. e. such that the incidence angle ? i1 is varied continuously, the deviation of the transmitted light changes. [5] This deviation goes through a minimum Dmin. By symmetry we can argue that the minimum deviation position should be independent of the direction in which light enters the prism. In other words, light entering the prism from the left or right should exhibit the same properties of refraction, minimum deviation, etc. 5] Therefore, if we reverse the direction of light, thus having the new incident light ? i1new=? t2old and ? t2new=? i1old. Experimentally, it is observed that Dmin occurs when the refracted ray inside the prism makes equal angles with the two faces. This means that if we reverse the direction in which light is incident on the prism, we have a new ? i1= ? t2at which the Dmin occurs. However, experimentally, only one Dmin occurs and therefore ? i1= ? t2 at Dmin. [5] Using Snell’s law, we have: n1n2=sin? i1sin? t1 (3) Using minimum deviation we have:Dmin=2sin? i1-A or ? i1=Dmin+A2 (4) From the equivalent sum of angle A, ? t1=A-? i2. Thus, using the minimum angle condition we have ? t1=A2. Substituting the values of ? i1 and ? t1 with n2 as one on Equation 3, yields Equation 1. II. Methodology The materials utilized in the study were triangular prism of unknown refractive index, laser light source, protractor, gas discharge tubes (mercury, hydrogen, and neon), high voltage power supply for discharge tubes and spectrometer.The index of refraction of the prism was first measured using the protractor, laser light source and prism. First the telescope was focused to distant objects i. e. infinity and maintained until the experiment is over, so as not to refocus again. [2] The collimator was adjusted such that the image seen in the telescope is sharp. [2] The diffraction grating holder from the spectrometer table was removed and replaced with prism clamp. The triangular prism was placed and clipped on the table and oriented as shown in Figure 2.The telescope was set to read the angle of the light that is reflected off each face of the prism. The difference between the scale readings at clockwise point a and counterclockwise point b, shown in the Figure 2, equals twice the apex angle A. The value of the apex angle A was calculated. Figure 2. The experimental set-up and measurement of the apex angle A. [3] Using the positioning jig, the prism was rotated on the spectrometer table so that it is oriented as shown in Figure 3. When gas es or vapors of elements are heated or exposed to high voltage they emit light.The emitted light can be split into its component wavelengths by passing it through a diffraction grating or prism. The emission spectrum is unique and characteristic to each element. The discrete spectrum each gas discharge tube was observed. The average angular displacements (clockwise and counter-clockwise) of each color were tabulated while rotating the telescope as the visible colors of the spectra was scanned. Using the values gathered for the apex angles and angle of minimum deviation, the index refraction was computed using Equation 1. Figure 3.Measurement of the angle of minimum deviation D. [3] III. Results and Discussion The measured apex angle A of the prism was 60?. Using the laser light source the angle of 45? was used as incident angle with respect to the normal line, the emergent ray has a 28?. The calculated refractive index, using Equation 3, was 1. 506175959; this will be treated as the theoretical value. The table below shows the calculated index of refraction using Equation 1. The only visible colors for mercury discharge tube were violet, green and yellow, red and blue-green for hydrogen, and yellow and red for neon.The visible colors in each spectrum using prism were less compared when using diffraction grating. This can be due to the limited scope observable using triangular prisms as dispersion agent of the spectrometer. There was an increasing trend of indices as minimum deviation angle increases and as the wavelength of the colored light decreases independent of the element contained in the discharge tube. A prism refracts the light into a single spectrum, whereas the diffraction grating divides the available light into several spectra.Because of this, slit images formed using a prism are generally brighter than those formed using a grating. That is why prisms are preferred when the desired dispersion is weak. Spectral lines that are too dim to be seen wit h a grating can often be seen using a prism. Unfortunately, the increased brightness of the spectral lines is offset by a decreased resolution, since the prism doesn’t separate the different lines as effectively as the grating. However, the brighter lines allow a narrow slit width to be used, which partially compensates for the reduced resolution.The lesser number of colors of light seen in the scope of a spectrometer utilizing a prism as a dispersion medium can also be associated to the unseparated spectral lines of the discharge tubes. The average value of the refractive index closest to the theoretical was given off by the neon discharge tube with 1. 515508062 and 0. 6196% deviation. The color red of neon gave off the refractive index closest to the theoretical with 1. 513609903. It connotes that it is more reliable to use neon discharge than mercury and hydrogen in measuring the index of refraction of a prism.The experimental design inadequately addressed the hypothesis d ue to unavailability of materials; further experimentation could be done using other elements and other prism of different refractive indices and apex angles to explore if there will a significant difference with respect to the gathered data. Table 1. Different minimum deviation angles of the spectrum of different discharge tubes. Element| Color| Minimum Deviation Angle D| Index of Refraction ? | Average Index of Refraction ? | Percent Deviation| Mercury| Violet| 41? 30’| 1. 548785288| 1. 540510872| 2. 2796%| | Green| 40? 44’| 1. 540284548| | | | Yellow| 40? 2’| 1. 3246278| | | Hydrogen| Blue-Green| 39? 56’| 1. 53134071| 1. 528902825| 1. 8384%| | Red| 39? 30’| 1. 52646494| | | Neon| Yellow| 38? 42’| 1. 517406221| 1. 515508062| 0. 6196%| | Red| 38? 22’| 1. 513609903| | | IV. Conclusion and Recommendation It is therefore concluded that the refractive index of a prism can be measured using a spectrometer. The most reliable gas discharge tube between hydrogen, mercury and neon to measure refractive indices was neon with 1. 515508062 and 0. 6196 percent deviated from the theoretical value of 1. 506175959. The color red of neon gave off the refractive index closest to the theoretical with 1. 13609903. The visible colors in each spectrum using prism were less compared when using diffraction grating. There was an increasing trend of indices as minimum deviation angle increases and as the wavelength of colored light decreases independent of the element contained in the discharge tube. The experimental design inadequately addressed the hypothesis due to unavailability of materials, further experimentation could be done using other elements and other prism of different refractive indices and apex angles to explore if there will a significant difference with respect to the gathered data.Acknowledgements First and foremost, the students would like to thank Mrs. Jen-jen Manuel, our physics laboratory instructor, for his patie nce, guidance and understanding. The National Institute of Physics for letting us conduct this experiment. The staff in-charge-of-the-instruments for letting the students borrow instruments vouched by University of the Philippines I. D. References 1. Young, H. , University Physics, 12th Edition L. P. E. , Chapter 38: Photons: Light Waves Behaving As Particles, Photoelectric Effect, Pearson Education South Asia PTE LTD (2009). 2. Go, Mary Ann, et. l. (Laboratory Manual Authors), Physics 73. 1, Spectral Fingerprinting, The Spectrometer (2007). 3. http://www. cmi. ac. in/~debangshu/lab1/spectrometer. pdf 4. http://uregina. ca/~szymanss/uglabs/p112/Experiments/112-08Spectr08. pdf 5. https://www. google. com. ph/url? sa=t&rct=j&q=&esrc=s&source=web&cd=4&cad=rja&ved=0CEUQFjAD&url=http%3A%2F%2Fphysics. wustl. edu%2Fclassinfo%2F316%2FTheory%2FRefraction. pdf&ei=0I0xUe_iA6i9iAfiooGoBg&usg=AFQjCNEfjICiK9bxd9xT7AZsYZT-j5ybDw&sig2=s9OmxcBtP3WtmnbVM7nlQQ&bvm=bv. 43148975,d. aGc

Cipd Assignment Example | Topics and Well Written Essays - 1500 words

Cipd - Assignment Example For example, employees requests for additional time to complete a particular task, while the manager requires from them, to complete the task within the specified time. In such cases, the issue is usually resolved as per the companies’ policy. But, if it is not possible to do so, then, those with the supreme authority and responsibility seek to resolve the issue in the light of their relevant knowledge and experience. In a business environment, verbal communication plays a crucial role, because, in a business environment, one deals with people, belonging to different background, culture and race and of different ages as well. Examples of verbal communication include: After agreeing on the particular service to be provided, it should be provided accordingly, that is, as per the agreement. This would assist you to obtain customer’s confidence on you which is the foundation of strong business relationship with customers. It is essential to keep the customers well informed about the current situation regarding the service to be provided. This would be helpful, in case it becomes difficult to provide the service to the customer in the agreed time period and a reasonable justification is required to be presented to the customer as to why the service could not be offered in the agreed time period. It is necessary to prioritize work, in order to manage time. It should be determined that which work is very important and urgent and which work is the least important and urgent, so that it can be carried out accordingly. It is imperative to keep reviewing the service on regular intervals by acting as per the feedback of the customers. This would facilitate you to improve to the quality of your service and would also create a positive impact on your customers. CPD is basically a mixture of various approaches, thoughts and methods which facilitate a person learn and achieve growth constantly. CPD’s essential focus is on the practical advantages which it offers

Financing Education Equitably & Sources of Revenue Essay

Financing Education Equitably & Sources of Revenue - Essay Example But are these funds enough to cater for the rising population? The issue of funds allocation in the education system has over the years been debatable. 1. In the modern century, several trends have come up which detects the mode of allocation and expenditure of the funds. In general the trends are developed to determine the school district wealth. One of the most used methods is the determining of the state’s current operating expenditure per pupil (COEPP). The measurement covers expenditure on curriculum materials and teacher’s salaries. It is also inclusive of administration and student’s transportation charges. Generally, it detects the difference in expenditure costs per children in different regions of the country. This trend however provides a good field to fraud the government. According to Brimley & Rulon (2008) the trend can be easily fraud by increasing the totals in the expenditures which will provide unnecessary inequality. Another trend is the assump tion of activities and projects to be undertaken by a school at the start of every educational year. These assumptions are obtained from the regional school calendar. The calendar contains all the possible events of the year and their financial estimates. Apart from the activities there is also the determination of possible curriculum changes. The teachers’ funds are also included in the estimates. The estimates and assumptions are close to accurate which provides less probability for great deficits. After the allocation of these funds the regional schools are provided with surplus cash which will cover small adjustments in the course of the year. With these allocations, there is prior planning and management of these funds and school projects. However, if in the course of the year there are major adjustments it could be difficult for regions to tackle the issues. Another shortcoming is that schools may be forced to stick to a particular program and curriculum thus preventing elasticity (Brimley & Rulon, 2008). 2 a. Equity: This is the financial benefits of investors after all liabilities have been accounted for. In educational matters if refers to the benefits the students will have from allocation of funds. Generally, it can be referred to the value of an institution or organization’s assets after all debts and liabilities have been cleared. b. Regressive tax: This is a tax whereby the taxation rate reduces while the amount subject to taxation increases. c. Proportional tax: This is tax whereby the tax rate remained fixed. The amount subject to taxation is directly proportional to the amount of the tax. d. Progressive tax: this is a tax imposed whereby the tax rate increases while the amount subject to taxation also increases. e. Tennessee Basic Education Program (BEP): this is a money generating and funding program whereby state education funds are generated and distributed to Tennessee schools. f. ADA: It is the acronym of Average Daily Atten dance. The average student attendance helps in the determining of allocation of funds. ADA is calculated by the number of days of school attendance by a student divided by the number of the days teachers taught in the school (Brimley & Rulon, 2008). For example, if Isaac attended 142 days of the total 142 of teaching days, he has a 1.0 ADA. g. ADM: it the acronym of Average Daily Membership. This is the count of residential and state based

Teen Suicide Essay Example | Topics and Well Written Essays - 1250 words

Teen Suicide - Essay Example Teenage suicide is a voluntary move made by a person to end their lives. It is to be noted that teenage is one of the most common problem and is fast turning out to be a grave issue. Teen suicides issues are not something that came into news recently rather it is a common happening for some decades now. Teen suicide is the most common problems that is faced all over the world and it is one pressing issue that has been going on in regional, national as well as international levels. It is quiet shocking to note that teenage suicides are more in comparison to that of the adult suicide rates. Teens are not children and they are not adults as well which causes a lot of confusion and stress on them. The Centers for Disease Control and Prevention carried out a survey on the top causes for occurrence of death. In this survey, it has been proven that suicide is the third most common cause for death all over the world. It is to be noted that homicide and accidents comes in the first two slots in this survey. Teen suicide is not only an emotional problem but with the kind of influence that it has, it is soon turning out to be one of the major social problems as well. Suicides in general cause a lot of havoc on the people who are related to the person in question and it opens up a lot of other problems as well (Murphy, 1999). Teenage and adolescents are the two most common age groups who are prone to taking off their own life. Some of the countries that records highest rates of teen suicide on a global level includes that of USA, Australia and also India. There are various causes that can be attributed to the occurrence of teen suicide. Most of the times teen suicides can be prevented by taking adequate steps at the right point of time. Some of the suicides are committed emotionally whereas some others are committed because of severe pain. Teen suicides can be categorized into different areas. Suicides can be avoided if the

Iraqi Refugee Settlement in Australia Essay Example | Topics and Well Written Essays - 1250 words

Iraqi Refugee Settlement in Australia - Essay Example Their state of mind tends not to be trustful or overly optimistic; indeed, these are people who have escaped from wars, from persecution for beliefs or affiliations, and in many cases suffered human rights violations. These people often include those whom have arrived in Australia under the government's Humanitarian Program, in the refugee stream, as Special Humanitarian Entrants, and have been granted permanent protection visas after arrival. There also include, and this is an important distinction, people that have arrived as asylum seekers and, after an assessment, have been granted only temporary protection visas. Classification issues, whether one is granted permanent or temporary protection, is highly relevant. The Iraqi communities in Australia have become an increasingly important concern as war rages in their homeland and as more and more Iraqis seek refuge in Australia. The 2001 Census recorded 24,760 Iraq-born people in Australia (an increase of 77 per cent over 1996); these people were diverse in terms of precise ethnic backgrounds, and actually included Arabic Iraqis (44 per cent), Assyrian Iraqis (41 per cent) and Kurdish-speaking groups from Iraq (4 per cent). (Victorian Multicultural Affairs, 2003) As an instance of local increases in Iraqi refugee populations, Victoria's Iraq-born population has increased from 3500 in 1996 to 6773 in 2003; this is a significant 93 per cent increase (Department of Victoria Communities, 2003). Some 77 percent of Iraqi arrivals since 1996 have been humanitarian entrants (refugees). Others have come as family members or as skilled migrants. Some came as unauthorised arrivals by boat, were put in detention centres, and were subsequently recognized as refugees, but were only granted temporary protection. Thus, not only is the Iraqi population in Australia fractured by diverse ethnic affiliations, but they are also present under different legal designations. Many settled in NSW and other state; Greater Shepparton is a city of some 55,000 people, 180 kilometres north of Melbourne, where many Iraqis have decided to settle. Local estimates are that the Iraqi community living in the Shepparton area in 2004 numbered about 3000 people, including Australian-born children. There are also some seasonal increases. The refugees have been mainly Muslims from the centre and south of Iraq. Various accounts are given of the first Iraqis coming to Shepparton. The first few Iraqis apparently came to the fruit and vegetable-producing Goulburn Valley in the early 1990s seeking employment. Larger numbers of Iraqi refugees arrived from 1997, having come from camps in Saudi Arabia and gone first to Sydney and Melbourne, then on to Kyabram, Cobram, and Shepparton. These refugees were granted permanent protection status. Within a couple of years, most of the Iraqis who had come to Kyabram relocated to Shepparton. Then, from 1999, some Iraqi refugees started arr iving in Australia by boat and were placed in detention centres and later released with Temporary Protection Visas. Some of these Iraqis settled in Shepparton with the support of the Ethnic Community Council. There were some 700 to 800 Iraqis on

Sample Cyber Security Profile Essay Example | Topics and Well Written Essays - 1000 words

Sample Cyber Security Profile - Essay Example According to many publications, NIST is very proactive in this element as one of the main is attacks on User Domain. There are several types of attacks on the User Domain that are prevalent, as they can be quite successful against an uninformed or untrained employee. By implementing good company policies and ensuring that best practices against these attacks are used, an organization should be able to mitigate the risks found in the User Domain. Within the realm of User Domain, NIST is also very comprehensive in its understanding spoofing and DDoS. One of the worst vulnerabilities for user domains is insider attacks. Insider attacks occur. For instance, denial of service and spoofing are one the most common themes that occur. The problem is the fact that intercepting authentication or other sensitive information can be executed with the current WAN technology since it utilizes the traditional TCP/IP in user domains. (Best Practices for the Security 2013)Moreover, spoofing can also be conducted since an intruder can deceive the network that it recognizes a possible unauthorized access. The problem with installing firewalls in a user domain is the fact that they are fully feasible. Insider attacks occur when one user domain gains more privilege than the other user and shares that information. Tipton (2005) This becomes extremely dangerous because it allows the hacker to have one central location to exploit information. (Best P ractices for the Security 2013) Inside attacks can be vast and potent depending on the type of attack. For instance, an executing script can copy sensitive information and can make one central machine a master. This can be detrimental to a data breach. This master to slave configuration can be used with full throttle for malicious attacks.  

The inequality Essay Example | Topics and Well Written Essays - 750 words

The inequality - Essay Example The blame game going on is deep-rooted in the inappropriate structure of the American economy that cultivates inequality. Economic inequality can be gauged by comparing the earnings of a worker at the top with those of a worker at the middle. The economic inequality has grown more than two-folds from 1978 to 2010. Today, 400 Americans have more income than half of the total population of The US. In the economic boom from the Second World War up until 1978, economic benefits were widely distributed and the whole society benefited. But as the US started to recover from the economic recession of 2008, 95% of the gains went to the top 1% people. Something happened in the early 1980s that altered the relationship between economic growth and wages for the worse. Along with the stagnation of wages for the middle-class, costs of housing, education, healthcare and other facilities have soared up. Multinational companies are not increasing their products or services’ range so that more people would be hired because more and more people are aspiring to join the middle class while the purchasing power of the massive middle class in the US is decreasing. The stringent tax laws of the US serve as a disincentive for multinational corporations to bring their money to the US, so they instead spend their money buying other companies e.g. Microsoft buying Nokia. Some inequality is desirable in a capitalist system to motivate people to work hard and rise up economically, but the real problem is rooted in the inequality of opportunities in the US. The inequality of opportunities is much attributable to biased tax laws determined by the top 1% in their own favor. The existing economic structure of the US is shattering Americans’ confidence in democracy at large. An economy cannot be stable without having a strong middle-class. When adjusted for inflation, the median wage in the US is declining, and that is increasing the

Analysis essay Example | Topics and Well Written Essays - 1000 words - 1

Analysis - Essay Example With this exposure a new sense of understanding and confidence is gained. The new world has its own realities and customs. It is the experience of an individual which changes reality for him as he perceives it to be. Antonio and Longoria are two individuals suffering from abrupt changes. Longoria completely changes his beliefs and principles after he joins the battalion, whereas Antonio enjoys a mundane life until his wife and son are killed by guerillas. It is this experience of life that changes the reality for Antonio. So in this theory on education, Plato argued that if one were to learn or search for truth, he ought to do so in a gradual manner (PSYOPS). The characters mentioned above were exposed to sudden and unexpected experiences and as a result they could not grasp the real meanings of such experiences and hence the way they perceived reality was changed. Characterized as an ordinary citizen under rural setting, Antonio Bernal is a Guatemalan who sought to live a life of simplicity which he managed to fulfill with a radical wife and son Carlitos in brief span, despite his feeblish attributes. Originally, he is that type of fellow who is far from engaging complex ideas and would rather prefer humble settlement and not demand beyond ordinary living at San Cristobal, Acatapan. He does not find satisfaction in complex ideas and the results that arise as a result of acting on such ideas. Little does he know that his joyful pursuits in wedlock with Elena, whose fulfillment lies further on revolutionary movements against unlawful regularities in their region, is bound to culminate into tragedy. Longoria, on the other hand, is a peasant who leaves his mother in spite of his reluctance to join the army, where he got completely altered on becoming an official member of the Jaguar Battalion. His life is completely disturbed and changed by the s udden change in circumstances that he encounters after

Direct Manipulation Research Paper Example | Topics and Well Written Essays - 1000 words

Direct Manipulation - Research Paper Example This way, users meet their senses of control (Allison et al., 2012). The second principle is quick, flexible, and incremental actions (Bennett and Flach, 2011). The impacts of these actions on simulated objects are instantly visible. Otherwise known as the principle of virtuality, this principle shows direct manipulation can represent a controllable reality. This principle is applied in video game controls through fast-response correspondence between game controller manipulation and video game response. Examples of virtual responses in video games are characters, weapons, vehicles, or natural and manmade surroundings. Numerous actions are flexible under the rules of a video game. For instance, walking, opening, or closing doors, picking or dropping items are physical, reversible actions that video game controls manipulate through direct manipulation (Richer and Drury, 2006). Lastly, direct manipulation allows the user to make physical actions by pressing marked buttons on a controlling device rather than using compound syntax (Booth, 2014). Direction manipulation under this principle occurs with physical actions such as pointing at an object using a cursor rather than typing a pointing command. This principle fosters a feeling of immersion directly in a virtual reality instead of interacting with an intermediate. Video game controls have marked buttons that foster tasks that concentrate on local and precise interaction with virtual characters or objects. With video game controls, users do not have to type commands for characters or objects to interact with their virtual surroundings (Allison et al., 2012). Video game-type interfaces give users required information and control abilities in an interactive and enjoyable manner. These interfaces successfully streamline input/output frameworks. To a user, these streamlining protocols make a video game slightly more than just an interface. Many computer programs have interfaces that act as intermediaries for

Nokia Sustainability Report Essay Example for Free

Nokia Sustainability Report Essay Nokia Corporation is a Finnish multinational communications and information technology organization that originated and is headquartered in Finland. Its main products are mobile phones and portable information technology devices. It also offers Internet services such as games, music, media, messaging, applications, as well as free map information and navigations tools through its exclusively owned subsidiary Navteq. Nokia also has a joint venture with Siemens, and Nokia Siemens Networks, a telecommunications network equipment and services company. Nokia is a large company, with almost 100,000 employees in 120 countries, with sales in more than 150 countries; it is the world’s second largest mobile phone manufacturer, after Samsung, by 2012 unit sales. However, beginning in 2007, this organization is undergoing a major crisis that is challenging its current and future sustainability. While it was the world’s prime vendor of mobile phone from 1998 to 2012, it has suffered a declining market share over the past five years due to the outpouring popularity of smartphones from companies like Apple (iPhone) and Samsung. Therefore, Nokia’s share price has significantly lowered from a US$40 in 2007 to under US$2 in mid-2012. After this huge downfall, Nokia decided to implement a strategic partnership with Microsoft in which Nokia smartphones will have Microsoft’s Windows Phone operating system within them, replacing Nokia’s previous operating system, Symbian. However, this decision did not prove to be a success nor save Nokia from its downfall, as the company reported six consecutive loss-making quarters before finally returning to a profit in its fourth quarter in 2012. So what exactly happened to Nokia that has brought it to its current financial and economic state today? Is there any way that they can bounce back from this tragedy? If so, how? In this research report, I will attempt to explain how and why Nokia is now facing a severe technological challenge, as well as why it has now become an organizational and managerial failure, a sharp contrast to how successful it once was. Next, I will explain how Nokia’s failure to outsmart the competition and its poor choice of disregarding technological trends and advancements has brought it to its economic and financial state today. I will then remark on Nokia’s current management’s actions and reactions in terms of the organization’s state and whether or not I believe these actions will lead to either sustainability or failure for the future of this company. I will then end this report by providing some suggestions on how to improve Nokia’s chance for sustainability, and hopefully, success in the near and further future. While Nokia faces sustainability, global, and technological challenges, I will focus on their technological failures which greatly attributed to their catastrophic downfall. Nokia was once one of the worlds’ leading mobile-phone producers. However, in 2012, they failed to adjust their strategy to comply with the new ways people used their phones. By looking through Nokia’s long-running history, it comes as a shock to some as to how disastrous and despairing their situation has become. Nokia started as a riverside paper mill in south-western Finland in the year 1865. It then evolved to produce rubber products such as rubber boots and tires. It was not until 1912 that Nokia began its cable and electronics business. Nokia’s first electronic device was a pulse analyzer for use in nuclear power plants, produced in 1962. The company’s first endeavour into telecommunications was made in 1963 when it developed radio telephones for military and emergency services. Nokia’s hugely successful period began in the 1979, beginning with the creation of a radio telephone company, and launching the Nordic Mobile Telephone (NMT) service, the â€Å"world’s first international cellular network†¦to allow international roaming (Nokia. com). In 1987, Nokia introduced its first handheld phone for NMT Networks and became a classic. The Global System for Mobile (GSM) communications was also implemented as the European standard for digital mobile technology. International roaming, text messaging, and high-quality voice calls were all easily available on GSM, providing Nokia with a starting point for further innovation. Nokia manufactured its first GSM phone, the Nokia 1011, in 1992. In the same year, new Nokia President and CEO Jorma Ollila made a crucial and game-changing decision to solely focus on mobile-phone manufacturing. In 1994, Nokia began producing the 2100 series of mobile phones and by 1998, it is the world leader in mobile phones; the company’s strategic decision to focus solely on telecommunications definitely paid off. Innovation and continued success did not end there; in 1999, Nokia launched the Nokia 7110, a phone equipped with web-based capabilities such as email and web browsing, the first of its kind. They also produced a phone that included a built in camera and video capture in the early 2000s. However, Nokia’s biggest success was in 2002, when the introduction of 3G technologies allowed them to create phones with a wide range of functions including downloading music, watching TV on the go, and so much more. In 2005, due its huge success and impact on the mobile technology industry, Nokia was named the 5th most valuable brand internationally. Things began to take a turn for the worst in 2010 when Nokia met its competitors, namely Apple and Android-based devices. The smartphone era was surging in popularity leaving Nokia behind with its â€Å"candy-bar style† phones and outdated operating system. This downfall for this once highly successful company called for some serious changes, including the assigning of new President and CEO, Stephen Elop, a former head of Microsoft’s business division. Elop has â€Å"a strong software background and proven record change management (Nokia. com). † It may come as no surprise then that Nokia announces its partnership with Microsoft; Nokia mobile phones will be adopting the Windows 7 operating system in order to compete with the Apple iOS and Android. Nokia launched its first Windows phone in 2011. Since the introduction of Apple and Android devices, Nokia’s economic state has never been the same; and it is quite difficult to say whether they will ever reach that same success in the future again. There are several reasons that can be credited to Nokia’s downward spiral. Firstly, Nokia failed to respond to the changing consumer trend in technology; while consumers were moving on to smartphones with newer, faster operating systems within the likes of Apple and Samsung, Nokia’s Symbian operating platform remained the same and struggled to compete with these new â€Å"pocket-sized mini-computers. In summary, Nokia did not react quickly enough to changing consumer demand, and therefore, were aggressively crushed by the competition in terms of capturing market share. Their late response with the introduction of the Windows phone did not occur until 2011, while Apple and Samsung have been continuously improving their devices and operating systems since 2007. With technology improving so quickly nowadays, four years is a long period for Nokia to, with any luck, catch up. The integration of Microsoft’s Windows 7 as Nokia’s mobile operating system has yet to reap rewards for the organization either. This may be due to the fact that Apple’s iOS and Google’s Android platforms have gained popularity since their early introduction and remain the leaders of mobile operating systems. Another problem that Nokia encountered is due to its late strategic change; many people associate its classic ‘candy-bar style’, brick phone with outdated technology, just like cassette tape players, and VHS players. Today’s consumers are also very technologically savvy; they need to have the best and newest device as soon as they can get their hands on it. Nokia also did not market itself as an innovative brand as it stuck by its brick-style phone and operating system for almost a decade before considering any major changes. While Nokia and Microsoft are both huge and strong companies, they will have to go through some rough patches before, and if, they can reach success again. As of now, they are in a financial struggle, cutting many jobs and other financial expenditures. Nokia is indeed focusing on attempting to reinvent the company, and to, hopefully, bring it back to where it once was: a leader in mobile technology. While there are many opinions floating around the media, it is hard to say what will happen to Nokia in the near future. While they have not done anything drastic, such as file for bankruptcy, they are going through some major, rough changes right now, including cutting thousands of jobs worldwide, and the closure of several factories. In 2012, Nokia announced their plans to cut 10,000 jobs internationally by the end of 2013 as well as the closure of research and development facilities in Finland, Germany, and Canada as stock prices continue to fall. Nokia’s market value today is below $10 billion. At the end of 2013, it is estimated that about 25,000 employees will be laid off at Nokia; this number of job cuts totals to about 36% of Nokia’s workforce. Things continue to look dim for this organization as Moody’s Investor Services downgraded Nokia’s rating to ‘junk’, further proving its dire state. Nokia’s human resource management did not play a part in its recent downfall as it was due to a technological failure, not a human resource issue. Nokia was a large, multinational company for quite some time, and its long-run success proves that their human resources teams are nothing short of competent, effective, and diligent. The goal of their human resources management is to satisfy their customers, motivate employees, and increase the dexterity and flexibility of management to address specific HR needs. Nokia’s HR team is also responsible for creating customer satisfaction through the manufacture and delivery of products and services in order to fulfill customer needs. They were able to do this by providing leading and innovative technology, in the past, to a wide range of clients around the world. Nokia’s intangible services, such as telephone helplines, are available 365 days a year, exemplifying dedicated and excellent customer service. Nokia also treats its employees very well. This organization works together with its employees in order to create a healthy, efficient, and successful environment so everyone can achieve their full potential. Encouragement, motivation, and keeping employees happy are vital for Nokia to perform productively. Because Nokia is a goods manufacturer, the free flow and exchange of ideas among employees at any level is strongly encouraged. In order to encourage and motivate employees, Nokia has compensation plan consisting of an annual base salary and bonuses. Short-term incentives for both individual and group projects also exist. Overtime pay and call-out pay are also implemented, and employees are able to purchase stock or performance shares. Finally, employee health and pension benefits are compensated to Nokia’s employees to form a healthy and productive work environment. While the HR strategy and structure at Nokia seem sustainable, some may argue that Nokia’s current and most recent President and CEO, Stephen Elop, has contributed to its present dismal state. Before working for Nokia, Elop worked for Microsoft from 2008 to 2010, and was responsible for Microsoft Office products as a member of the organization’s senior leadership team. The controversy surrounding Elop when he first joined Nokia was the release of his internal company memo titled â€Å"Burning Platform† which was immediately leaked to the media. The memo compared Nokia’s current situation, failing within the flourishing smartphone industry, to a person on a burning oil platform. The reception received from the media was mixed, some stating that Nokia needed that harsh wake-up call to make some drastic changes in strategy, while others called it â€Å"the costliest management memo ever written (Ahonen, 2011),† believing he should be fired due to Nokia’s severe and rapid disasters since his arrival. In 2011, Elop made the decision for Nokia to discontinue their in-house mobile operating systems and replace it with Microsoft’s Windows Phone operating system. The plan was to be carried out gradually in the next few years, with Elop expecting a full discontinuation of the previous Symbian platform by 2016. Technology writers have criticised Elop for this decision by stating that it was done in bad timing and with a lack of communication; later, Elop himself admitted to the damaging effects of his Burning Platform memo. Ahonen has also stated that, because of this memo and Elop’s lack of communication to Nokia employees, the organization â€Å"is doing the most rapid death in the shortest period of time ever, for a global market leader Fortune 500 company. So what’s next for Nokia? Throughout all the journals, newspaper articles, blogs, and interviews, it is quite obvious what the main message for Nokia is: do something, and fast. While it is apparent that Nokia faces all three challenges of sustainability, technology, and global endurance, technology is and will remain to be their biggest challenge. Unless Nokia succeeds thr ough technology, being a mobile phone manufacturer, they will not be able to overcome or accomplish the other two challenges of global endurance and sustainability. It is quite unfortunate that Nokia, once a world leader in its field, failed to meet the technology challenge of keeping up with the current, fast-moving trends of technology and consumers. Nokia’s slow reaction to the shifting trends and the reactions they have made to support themselves have negatively impacted the company’s current economic state, as well as the state of their human resources. Elop’s poor strategic decisions in the hopes of saving Nokia have yet to bear fruit; instead, Nokia has been forced to cut thousands of jobs, and close some of their facilities worldwide. While these decisions are crucial for Nokia’s short-term survival, serious changes need to be implemented to obtain long-term sustainability, besides partnering with Microsoft. Nokia is a huge, well-known company, and its brand is something everyone knows of; their challenge is to change the way people think about and look at the company: not as an old, obsolete form of mobile technology, but a new, state-of-the-art organization that can adjust to the ever-changing technological tendencies. Elop still has some time to redeem himself as the President and CEO of Nokia, but unless he makes some rastic, positive changes to Nokia, other forms of recovery should be considered. One suggestion for Nokia would be to change its operating system from Microsoft’s Windows Phone to Google’s Android. One of Nokia’s mistakes leading to failure was making the unpopular choice of using Windows as its operating system; they should have realized that choosing Android as their platform would have reaped huge benefits for them as its surging popularity and success have made brands such as Samsung and LG skyrocket to economic prosperity. Technology experts, such as one engineering executive has even stated that they â€Å"don’t understand why Nokia couldn’t develop Android phones—even in parallel with Microsoft’s Windows phones. † Choosing Windows instead of Android as their new operating system is a huge opportunity Nokia definitely missed out on. Another recommendation would be to sell the company to a successful brand, such as Samsung, who has now redeemed themselves to become Apple’s leading, and closest rival. By putting themselves under Samsung’s wing, Nokia will gain Samsung’s competitive advantage of being a visionary and innovator, and a fast mover in capturing modern technological trends. While it is never an easy task to admit defeat, selling Nokia to a prosperous company just may be what this organization needs to save itself from further fiascos. A merger with a strong, competitive company, with massive market share and organizational resources may just be what Nokia needs to bring itself back up to what it used to be: an innovative, mobile communications giant with shareholder value, technological advancement, and worldwide success.

Recruitment and selection methods and procedures of IBM

Recruitment and selection methods and procedures of IBM Increased globalisation coupled with enhanced customer expectations makes it very difficult for a firm to grow and succeed. Firms need to constantly change the way they react and adapt to this ever changing global environment. Attracting and retaining high quality individuals can lead a firm to have a competitive edge. One of the ways in which a firm can achieve competitive advantage is by attracting and retaining high quality individuals (Newell as cited in Bach, 2005). Telephone call centres today are part of the ever changing global environment (Callaghan and Thompson, 2002). In recent years there has been increased migration of call centre operations to Asia especially India due to comparatively less expensive labour, infrastructure and technology (Taylor and Bain, 2005). According to Mirchandani (2004), in the year 2003, there were approximately 800 call centres set up in India which employed more than 2 million Indians. This fast growth has caused increased attention from policy makers, the media and academics (Kinnie et al, 2000). Most of the research relating to call centres has been confined to countries like the UK and the US with a lot of focus on subject areas like work relations, labour processes and emotional labour (Callaghan and Thompson, 2002; Budhwar et al, 2006). On the contrary, a very limited research has been undertaken in the field of recruitment and selection Not much research has been carried out on the recruitment and selection practices and procedures in the Indian call centre context. Purpose of the research This research aims at evaluating the recruitment and selection methods and procedures of IBM Daksh, a rapidly growing call centre in India, in a critical way. The aim of this research is to critically evaluate the recruitment and selection practice and procedures in IBM Daksh, which is one of the fastest growing call centres in India. Company background IBM Daksh, which is one of the amongst the largest call centres in India, was used for the purpose of the report. IBM Daksh offers business performance improvement rather than just cost-savings and is a step closer to Business Transformation Outsourcing (BTO) (IBM Daksh website). IBM Daksh focuses on improving business through performance along with cost-savings and is closely moving towards business transformation outsourcing. In April 2004, IBM Corporation acquired Daksh e-Services to form IBM Daksh. IBM Daksh today serves as a global hub to manage business processes for clients across the world. With 25 service delivery centres in India and the Philippines, IBM Daksh is an integral part of IBMs Business Process Outsourcing (BPO) delivery network around the world. Today, IBM Daksh employs more than 30,000 people and has won several major awards for employee satisfaction, delivery excellence, innovation, and diversity and inclusivity (IBM Daksh website). IBM daksh today, acts an international hub for managing business processes for customers all over the world. It serves as an integral part to IBMs business process outsourcing network with 25 service centres in india and the Philippines. Research objectives: The following are the research objectives: RESEARCH QUESTION 1 What are the recruitment methods used in IBM Daksh? RESEARCH QUESTION 2 What are the selection methods used in IBM Daksh? RESEARCH QUESTION 3 What are the positive and negative aspects of the recruitment and selection process in IBM Daksh? Report Structure The next section of the report will conduct a literature review which will examine various academic perspectives. The third section of the report is the methodology which explains the various methods used and gives a justification for the choice of methods. The third section of the report describes the methodology, detailing the different methods used and gives a justification for the choice of methods. CHAPTER 2 LITERATURE REVIEW This section examines the academic literature within the proposed research area. The aim of the literature review is to look at the various stages of the recruitment and selection cycle. Although all the sections within the literature review are interlinked it has been divided into sections and sub-sections to help guide the reader through the report. Section one will outline the significance of recruitment and selection. Section two will discuss the process of HR planning. Section three will examine the different stages in the systematic approach to recruitment and selection. Section four will explain how HRM contributes to recruitment and selection. Section 1 2.1 Significance of Recruitment and selection for businesses In most academic literature the terms Recruitment and Selection (RS) are used together, however it is necessary at the very onset to explain the difference between the two terms as recruitment and selection are entirely two different functions of HR as they are completely two different functions of HR (Taylor, 2005). According to dowling and schuler recruitment refers to Dowling and Schuler (1990), define recruitment as searching for and obtaining potential job candidates in sufficient numbers and quality that the organisation can select the most appropriate people to fill its job needs (cited in Beardwell and Holden, 2001:226). Whereas, Selection techniques are used to decide which of the applicants is best suited to fill in the vacancy in question (Taylor, 2005:166). The process of recruitment and selection is considered to be as one of the four fundamental functions of Human resource management; recruitment, training, compensation and employee relations (350). The process of recru itment and selection is considered to be amongst the four fundamental functions of human resource management; recruiting, training, compensation and employee relations. Hiring competent and proficient individuals is of utmost significance which, solely relies on the effectiveness of recruitment and selection procedures. Having the right people at the right time in the right place, willing and able to work effectively, at a cost that the organisation can afford, is something for which all managers strive for. The significance of this should not be over looked as incorrect RS decisions can lead an organisation to incur heavy losses in terms of productivity, clients, training and advertising related costs which sum up to almost 30% of an individuals first year earnings (Bach, 2005). The most important features of RS are that it should be effective, efficient and fair. Efficient relates to cost effective methods and sources (ACAS, 2010). It is necessary to decide the need for recruitment, the source and the media to be used and at what cost. The process of recruitment can lead to various expenses such as such as advertising, employee referral bonuses, a gency fees, staff travel, and relocation costs and recruiters salary. Thus, choosing a cost effective approach is dependent on factors specific to each organisation and the various kinds of vacancies (Marchington and Wilkinson, 2005).It should be effective in attracting a good number of quality of candidates (ACAS, 2010). Fair means ensuring that the decisions made during the process is based on merit alone (ACAS, 2010). In order to reduce the risks of discrimination lawsuits, organizations should make use of fair and legal procedures (tme). Also, it is essential to consider Legal issues when recruiting, particularly in the design and wording of adverts and in online channels (hrmaw).These three criteria are crucial for organisational success. Section 3 2.3 Systematic approach to Recruitment and Selection There seems to be a general agreement within the literature that the most popular approach to recruitment and selection is the systematic approach (Pilbeam and Corbridge, 2002; CIPD, 2009). According to Roberts (1997), a systematic approach to recruitment helps to streamline selection and help decrease cost. It also helps to better organisational performance and foster good employee relations (Pilbeam and Corbridge, 2002). In recent years, organizations are realizing that the failure to recruit employees systematically can impact their success (tme). Adopting a more systematic approach to recruitment and selection helps reduce bias and errors (Bach, 2005). The systematic approach is built on the concept that a system has inputs (candidates), processing units (RS methods) and outputs (effective employees or unsuccessful candidates). This system is subject to external influences such as labour market conditions, competitor activity and legal obligations (ibid, 2002). Within the system each stage affects and is co-dependent upon the others. For instance, a sophisticated selection tool is useless if the recruitment methods fail to supply a sufficient quality and quantity of applicants (ibid, 2002). The literature review will discuss the systems approach (Table 1.1) described by Pilbeam and Corbridge (2002) to provide a framework for the RS process. This approach is supported by various other research perspectives. Table 1.1 The recruitment and selection sub-systems Sub-systems Purpose Activities Attraction Attracting suitable candidates Pre-recruitment activity establishing a case for recruitment; consideration of the labour market Use of recruitment methods Responding to enquiries. Reduction Eliminating unsuitable candidates Filtering, screening and short listing. Selection Assessing, choosing and appointing a suitable candidate. Use of selection methods and techniques Making the appointment offer and Acceptance Transition Converting the successful candidate to an effective employee Pre-engagement process Induction and appraisal. Source: Pilbeam and Corbridge, 2002 2.3. STAGE 1: ATTRACTION Establishing a case for recruitment According to Plumbley (1985) any vacancy which is created either through resignation, dismissal or increased workload presents management an opportunity and with a choice. The opportunity is freedom to consider whether the job is necessary (and, hence, a chance to re-allot the work). The choice is between recruitment and other courses of action (such as internal promotion or temporary transfer) (ibid, 1985 pp:15). Job analysis, Job descriptions and Person specifications The next stage after the case for recruitment is established is the process of job analysis, writing up job descriptions and person specifications. According to Robert (1997), job analysis is the basis for effective recruitment and selection. Job analysis is imperative because it provides the information required for two documents: job description and person specification. Job analysis also looks at how each job fits into the organisation, what its purpose is, and at the skills and personality traits required to carry it out. A number of distinct methods such as interviews, questionnaires, diaries and observation are employed for gathering job analysis data (Taylor, 2005). As stated earlier, from the job analysis the job description and person specification is written. Job descriptions relate to the tasks to be undertaken, whereas person specifications outline the human attributes seen as necessary to do the job. Most employers in large organisations make use of job descriptions and person specifications to draw potential candidates (Taylor, 2005). Person specification can be drawn up using two well known frameworks, Rodgers Seven Point Plan (1952) and Frasers Five-point plan (1966). These frameworks however, include some categories which are inappropriate and potentially discriminatory, for example, categories relating to disposition or interests (Pilbeam and Corbridge, 2002). Therefore, the recruitment teams in call centres must have a clear understanding of anti-discrimination laws and equality laws before publishing any job description or person specification. Pilbeam and Corbridge, (2002) emphasise the significance of skills, aptitude and knowledg e included in the person specifications and should specifically relate to job needs. Competency-based approach Competency framework is the alternative approach to the job analysis process. This approach has overcome a number of drawbacks of the job analysis/ person specification/ job description process. Competencies were defined by Boyzatis (1982) as an underlying characteristic of a person which results in effective and superior performance in a job (Taylor, 2005: 156-157). The most significant advantage of the competency framework is its focus on the behaviours of applicants. There is therefore no need to make inferences about personal qualities that might underpin behaviour (Newell and Shackleton, 2001:26 as cited in Marchington and Wilkinson, 2005:169). In addition, the competencies can be related to specific performance outcomes rather than being concerned with potentially inappropriate processes, such as disposition or interests outside work (ibid, 2005). According to an Industrial Relations Survey (IRS) study the most commonly used competencies are team orientation, communication, peo ple management, customer focus, results-orientation and problem-solving (Rankin and Epstein, 2001). In call centres there is emphasis on social competencies which are essential to ensure an effective interaction between the employee and the customer. `It is this interaction that is crucial to customer satisfaction` (Newell, 2005 as cited in Bach, 2005:116). For example, a detailed case study of recruitment in a call centre was conducted by Callaghan and Thompson (2002) who found that competencies such as communication, customer focus, building relationships and problem solving were important. Despite the many advantages of this approach, critiques suggest that it could lead to a form of cloning where all new recruits tend to behave similarly to those already in the posts; hence diversity is lost (Taylor, 2005). Recruitment methods After all the preparatory work is complete, in terms of planning, forecasting and job analysis the stage of recruitment can begin. It is imperative that organisations analyse the costs involved in selecting the methods of recruitment (tme). There are a range of recruitment methods from which call centres must choose, these can be used exclusively or in combination. They are listed in Table 2.The objective of a recruitment method is to attract an appropriate number of suitable candidates at the least cost (Pilbeam and Corbridge, 2002). Table 1.2 Recruitment methods Recruitment Method Examples Internal methods Internal promotion, internal transfers, job rotation schemes, rehiring former staff Print media National newspapers, local newspaper, trade and professional journal, magazines Education liaison Careers services, career fairs, college tutors External agencies Job centres, outplacement consultants, head-hunters, employment agencies, recruitment consultants Other media Direct mail, local radio, internet, cinema Professional contacts Conferences, trade union referrals, suppliers, industry contacts Other methods factory gate posters, past applicant records, open days, word of mouth, poaching Source: Taylor (2005: 170) Recruitment can be internal, which attempts to fill vacancies from the pool of existing workers or external, which recruits individuals from outside, the choice and timing of which varies between organisations. Many organisations today attempt internal recruitment because it is cost effective (Taylor, 2005). Other advantages include building on existing staffs skills and training and providing opportunities for promotion and development (ACAS, 2010)acas 2009. There are disadvantages, however, of relying on internal recruitment as it can be potentially unfair and discriminatory, since it tends to perpetuate the existing workforce. It also prevents the organisation from bringing in new talent, which can only come through external recruitment (Bach, 2005). When existing employees are encouraged and rewarded for introducing suitable recruits it is termed as employee referrals (CIPD, 2009). The advantage of this method is that the new recruits are likely to have a better understanding of the organisations culture and values as well as the nature of work as compared to the average recruit. Call centres encourage this method as it is cost efficient (Bach. 2005). However, it is important that employers do not rely on this scheme as it limits attracting a diverse workforce (CIPD, 2009). Many Call centres attempt external recruitment because internal sources are often not sufficient enough to supply a suitable pool of applications (Newell, 2005 as cited in Bach, 2005). Table 2 lists the different types of recruitment methods. When there is pressure to fill in vacancies very quickly, often methods like employment agencies, job centres, and local papers that advertise positions on a daily basis can be used (Taylor, 2005). The external agencies already have a pool of potential applicants registered with them so they can provide a quick recruitment turn around time (ACAS, 2010). Since many call centres have to fill in vacancies within days they often rely on employment agencies (Kinnie, et al., 2000) who take over a larger part of the recruitment process by advertising, they also sift initial applicants and provide employers with a short-list of candidates (Taylor, 2005). According to IRS (1997) corporate websites and local newspapers are used universally to attract applicants (used by 75% of organisations) (CIPD, 2009). Job advertisements are quick way of attracting a large pool of candidates. When placing a job advertisement, there are many factors which should be considered like the content, the layout (example size, position and typeface) and the timing (example dates). Table 3 provides a suggested content checklist against which the advertisement used in IBM Daksh can later be measured. Table 1.3: Suggested content for Recruitment advertisements Content Organisations name and logo The job title and brief description of the job (duties involved and main aspects of the person specification, and main aspects of the person specification and any qualifications required) Where the job is based The salary (either the amount or scale) any allowances and facilities An equal opportunities statement Application procedures, the closing date (and interview date) Where to get further details Source: Taylor (2005) Other ways of attracting applicants include building links with local colleges, working with job centre and holding open days (CIPD, 2009). When deciding which method to use, Taylor (2005) suggests that organisations should consider how precisely the approach adopted will reach its target audience. Recruitment of the right people is the most important role of the recruiters in call centres (Townsend, 2005). Therefore it is of utmost importance to invest time and effort right from the outset of the recruitment process. STAGE 2 REDUCTION The attraction of applicants is succeeded by efforts to narrow down the total number of applications received to a pool of candidates that can be managed effectively in the more detailed assessment stage of selection process (CIPD, 2009). This can be done indirectly through the characteristics of the recruitment activity, and directly through using the person specification criteria. The processes involved are filtering, screening and short listing, by an assessment of the application form or CV (Pilbeam and Corbridge, 2002). Application forms and Curriculum Vitas (CV) The application form and the CV are principle tools for the applicant in the selection process. Many organisations use application forms which allow information to be gathered in a standardised way (Searle, 2003). Some studies have shown it is used in 98 percent of selection projects (Roberts, 2005). With the growth of the internet many organisations now use online applications especially for jobs that receive large volumes of applicants (Searle, 2003). Most employers make use of both CVs and application forms (Taylor, 2005). From the perspective of the employer there are advantages and disadvantages to both approaches. A CV is an opportunity for candidates to sell themselves and can thus tailor their application in their own way, however this can be a disadvantage as well as candidates could over sell themselves to a potential employer. They may also include irrelevant information in the CVs (ibid, 2005). Application forms, on the other hand provide the organisation with only the information it requests and hence aids the short listing and interview process (Pilbeam and Corbridge, 2002). Application forms have become so much a part of the process that it is wholly expected by the candidates and taken for granted by the recruiters. According to Roberts (2005: 103) `It is probably one of the most maligned and misused recruitment tools`. Much of the information it requests is for administration purposes which can be collected at a later stage. The application form should focus only on the job and its related selection criteria (Pilbeam and Corbridge, 2002). According to Taylor (2005), the application form should be designed clearly, use concise language and have a good layout. If it is designed carefully and administered sensitively and sensibly it can become an extremely effective part of the overall selection process (Plumbley, 1985). Short listing This process reduces the number of candidates proceeding to the selection stage by assessing the application form or CV. Research indicates that this process is often subjective, inconsistent and lacking focus (Roberts, 1997). There are a number of simple principles to guide the construction of a final shortlist. First, assessments should be made against the criteria using the person specification or competency framework and each application can then be rated according to these standards or a scoring system can be used (CIPD, 2009). Second, a shortlist should be of a manageable size in relation to the resources of the organisation and the selection methods being employed (Pilbeam and Corbridge, 2002). Third, contingency arrangements should be made to compensate for candidates who withdraw due to the time spent on short listing (ibid, 2002). STAGE 3 SELECTION The RS process can be made more systematic however it will unavoidably remain subjective. A structured RS system with rigour and consistency in the application of selection methods is highly desirable, but the appointment decision remains a matter of human judgement (Pilbeam and Corbridge, 2002:139). The selection choice is dependent on factors such as type and level of job, abilities of the manager involved, time required, accuracy demanded and cost (Torrington, et al., 1991). The process should be fair to selected and unsuccessful candidates with a degree of flexibility to ensure its the most appropriate means of selecting a candidate in question (CIPD, 2009). Wrong decisions not only affect the various individuals associated with them (employers, applicants, agencies) but also result to frustration, repetive training and low morale prior to the termination of the newly hired employee. Small organisations are affected more by such decisions, while large scale organisations can reta in or relocate the inappropriate placement, such a luxury can be very expensive for small scale organisations (tme). This section reviews selection methods which relate to those used in IBM Daksh. Many of the methods such as work sampling, assessment centres and graphology are not used by IBM Daksh due to the nature of the work. Hence this section examines interviews and ability tests in detail. Sound selection decisions ensure the organisations that their financial investments in the employees will pay off (tme). It is important to mention that no single method, regardless of how well it is designed and administered, is capable of producing perfect selection decisions that predict with certainty which individuals will perform well in a particular role. Employers are therefore use a combination of various methods (Marchington and Wilkinson, 2005). Ability tests Ability tests or aptitude tests focus on numeric, verbal reasoning, abstract reasoning and logical reasoning (Taylor, 2005). The aim of tests is to increase the quality of selection decisions (Torrington et al, 1991). According to Plumbley (1985) tests can help measure some attributes which are difficult to measure in an interview and thus reduce subjective judgement and of possible human error in the selection process as a whole. According to ACAS (2009) candidates for telesales/call centre work will almost invariably be asked to undertake a practical test for verbal reasoning. Tests scores should be used to supplement the interview. It is critical that those who administer the tests should be qualified to interpret them hence training for administrators is necessary (Torrington et al, 1991). The interview The purpose of the interview is two-fold. One is to find out if the candidate is suitable for the job, and second is to give the candidate information about the job and the organisation. There is a general agreement within the literature that traditional selection interviews are poor predictors of future job performance (Torrington et. al, (1999); ACAS, 2010; Plumbley (1985). The term traditional refers to unstructured interviews in which the interviewer may ask different sets of questions to different candidates (Taylor, 2005: 210). Quick judgements are a common pitfall in the use of interviews (Roberts, 2005). According to Webster (1964, as cited in Torrington et al, 1991) interviewers often decide whether to accept or reject a candidate within four minutes, and then look for evidence to justify their decision. Literature recommends that the interviewer spends adequate time in listening to the candidates (ibid, 1991). Another pitfall is the concentration span of interviewers, which tends to drop in the course of the interview and hence it is recommended that note taking helps in continued concentration (Roberts, 2005). Despite the problems associated with interviews, it is one of the most widely used selection techniques, and the validity of face-to-face conversation is high (Torrington et al, 1991). Recent studies by the CIPD have shown that interviews are used in 90 percent of selection processes (Roberts, 2005). Literature advocates the use of structured interviews rather than unstructured. Research by Barclay (1999, as cited in Pilbeam and Corbridge, 2002) found that structured interviews have recently gained popularity. A structured interview is designed to determine all the relevant information and assess the competencies of the applicant. This method focuses on the match between job and candidate (acas, 2009) which helps better selection decisions and better consistency and fairness in the treatment of candidates (Taylor, 2005). Job offer and Rejection It is important to inform all the applicants of the outcome as soon as possible, whether successful or unsuccessful. If the decision is delayed (acas 2009) the candidates should be advised. Unsuccessful candidates should be given feedback on any aspects they could reasonably improve for future success (ACAS, 2010). For the successful candidates the job offer and acceptance formalises the relationship between the employer and employee. An offer of employment is normally a written document which should include all the features of employment, for example job, hours, start date, pay and benefits (Pilbeam and Corbridge, 2002). Torrington et al. (1991) suggests that it is essential to send the offer letter to the candidate as soon as possible, as the best candidates may have offers elsewhere. STAGE 4 TRANSITION Induction Induction is used in the workplace context to help employees adjust and acclimatise to their jobs and working environment (CIPD, 2010). According to CIPD (2010) a good induction should consist of the following elements: Orientation (physical) describing where the facilities are. Orientation (organisational) explaining how the employee fits into the team and how their role fits with the organisations strategy and goals. Health and safety information Explanation of the terms and conditions Details of the organisations history, culture and values. A clear outline of the job/role requirements. A good induction is an important element in contributing to the successful transition from an applicant to an employee (Pilbeam and Corbridge, 2002). It is essential to have a well-designed induction programme to create a good first impression and make the employees feel welcome. It also helps increase employee retention (Taylor, 2005; CIPD, 2010). Section 4 The importance of HRM in Recruitment and Selection The human resource department of an organisation plays a vital role in the process of recruitment and selection (Browning et al, 2009). The entire setting of human resource function in hiring candidates is interconnected with the recruitment and the human resources strategy. Human resource managers play a significant role in the recruitment and selection process. It is essential to identify the appropriate candidate requirements and ways to attract them (Bach, 2005). Traditionally, human resource managers were required to administer the entire process of recruitment. The managers were accountable for managing the advertising and monitoring of vacancies, but the human resource managers were not much influential in the overall recruitment process. However, as the need for human resources in organisations is increasing, certain changes in the human resource strategy were incorporated. Human resource managers are delegated the entire responsibility of managing organisational personnel an d in such circumstances the process of recruitment and selection takes the first place. It is the basic and major role of any human resource department to hire competent candidates for the organisation (Budhwar and Boyne, 2004). Human resource activities are directly related to the productivity. Extensive recruitment and selection strategies can lead to an increase in the productivity. Moreover investments in the area of Human Resources are in align with the fiscal progress of the organisation such as training and development, Recruitment and selection (hrmrs). Generally human resource managers consider issues related to HR as significant to organizational success. It is necessary to include line managers in the decision making process with regards to human resources. However, the use of such practices differs from organisation to organisation (hrmrs). it has been found that the integration of HR into the firms strategies, is significantly related to outputs of turnover, productivity and financial performance (hrmrs). CHAPTER 3 METHODOLOGY This section describes the various methods that will be used in this report and will attempt to give a justification for the choice of methods. 3.1 Research Philosophy Research philosophy relates to the development of

Low ÃŽ- Irradiation Doses on Saccharomyces Cerevisiae

Low Î’- Irradiation Doses on Saccharomyces Cerevisiae RESULTS OF LOW ÃŽ ²- IRRADIATION DOSES ON SACCHAROMYCES CEREVISIAE FERMETATION PROCESS LetiÃ…Â £ia OPREAN1, Dan CHICEA2, EnikÅ‘ GASPAR, Ecaterina LENGYEL Abstract Four different strains of Saccharomyces cerevisiae yeast samples were irradiated using a 90Sr nuclear source. The results of this ongoing study reveal that the small irradiation doses used in the work reported here produce measurable changes in the fermentation parameters and in the lipid and phospholipid levels. Key words: Saccharomyces cerevisiae, small doses, fermentation. 1. INTRODUCTION Yeasts are a growth form of eukaryotic microorganisms classified in the kingdom Fungi. Approximately 1500 species of yeasts have been described, most of which reproduce asexually by budding, although in a few cases by binary fission. Yeasts are unicellular, although some species with yeast forms may become multicellular through the formation of a string of connected budding cells known as pseudohyphae, or true hyphae as seen in most moulds. Industrial yeasts are of special interest for microbiology and biotechnology because they have a big content of lipids and phospholipids that are currently used in naturist products preparation. Nowadays, comprehensive research is being done with respect to the methods of obtaining lipids and phospholipids from lipid biocomponents, in order to identify new methods for obtaining liposomal substances, needed by the pharmaceutical, cosmetic and medical industry. At present, egg lecithin is being used instead but the use of this source has several drawbacks, such as for example the fact that it oxidizes easily. Eukaryotes (yeasts, fungi, algae) are the main microorganisms that produce lipids and phospholipids. Of great interest to microbiology and biotechnology are the researches conducted in the field of phospholipids synthesis, of obtaining phospholipids from microorganisms and of optimizing culture media for their cultivation. During the last decades, ionizing radiations have been investigated to determine their influence on living organisms. Radionuclides are released into the environment from various sources: nuclear accidents, as planned discharges from the nuclear power industry, disposal of radioactive waste, medical use, nuclear weapons development or recycling. Ionizing radiations are able to cause toxically and genetic effects on organisms, because radionuclides do accumulate in biotic and abiotic components of the environment [1]. Nuclear radiation can stimulate morphogenetic changes manifest in the early development stages [2], [3]. Nuclear radiation can directly disturb metabolic processes, such as photosynthesis, growth, plant respiration, active transport as well as ionic balance and enzyme synthesis [4]. The literature reveals that low doses of ionizing radiations can stimulate cell proliferation [5], [6]. In this study, we investigated the low doses of beta radiation influence on the four Sa ccharomyces cerevisia strings, mainly the influence on the fermentation process. The details of the samples irradiation and fermentation analysis are presented in sections 2 and 3. 2. SAMPLE IRRADIATION The samples were irradiated one at a time in an irradiation chamber that was build for this purpose. The hole in the upper part fits a glass tube than can be easily inserted and extracted. The tube is used to place the sample in the proximity of the beta irradiation source. The schematic of the irradiation chamber is presented in Fig.1. The dose debit through the glass tube, in the very location where the yest samples were placed one by one, was measured using a RFT KD27012 dosimeter with an ion chamber. Fig. 1 The beta-irradiation chamber The ÃŽ ²- source was 90Sr and decays by the scheme: (1) having Eà ¯Ã‚ Ã‚ ¢=546 keV, with a branching ratio of 100% [7]. The daughter nucleus, 90Y, is unstable as well. It decays by the scheme: (2) with the energies, branching ratios and half-lives presented in Table 1. Table 1 The ÃŽ ² energies, branching ratios and half-lives of the 90Y [7]. Eà ¯Ã‚ Ã‚ ¢ (keV) Ià ¯Ã‚ Ã‚ ¢ (%) Half-life, hours 93.83 0.0000014 64.00 519.39 0.0115 64.00 642.77 0.0018 3.19 2280.1 99.9885 64.00 Four strings of Saccharomyces cerevisiae yeast samples were used. The first string, labeled SCP, was separated from Turkish yeast having the trademark Pakmaya. The second string was labeled SCO and was separated from yeast having the trademark Dr.Oetker. The third string, labeled SCSL, was separated from French yeast having the trademark Saff Levure. The fourth string, labeled SCH, was separated from Dutch yeast having the trademark Hollandia. Two sample of each string were prepared, having a suffix 1, for the control, nonirradiated samples and 2 for the irradiated samples. The yeast sample type, irradiation time and irradiation dosis are presented in Table 2 Table 2 The sample type, irradiation time and irradiation dosis Nr. Sample Irradiation time (h) Irradiation Dosis, (Gray) 1 SCP1 0 0 2 SCP2 5 12 3 SCO1 0 0 4 SCO2 5 12 5 SCSF1 0 0 6 SCSF2 5 12 7 SCH1 0 0 8 SCH2 5 12 3. Fermentation details Both the control and the irradiated samples were cultivated in Malt Agar. Malt Agar is used for isolating and cultivating yeasts and molds from food and for cultivating yeast and mold stock cultures [8], [9]. Malt Agar contains malt extract which provides the carbon, protein and nutrient sources required for the growth of microorganisms. Agar is the solidifying agent. The acidic pH of Malt Agar allows for optimal growth of molds and yeasts while restricting bacterial growth. The eight samples described above were subject to a fermentation process conducted in identical conditions, in an ECONOMY 20 fermenter. The temperature was maintained constant at 28 °C. The acidity was maintained at pH=5.8. The maltasic activity (which is defined as catalysis of the hydrolysis of maltose by an alpha-D-glucosidase-type action) and the CO2 emission were monitored for 96 hours [10]. The results of the fermentation activity, measured as CO2 emission and the maltasic activity measured at 24 hours interval are presented in Table 3. The CO2 emission at 24 hours interval is presented in Fig. 2 and the maltasic activity in Fig. 3. Table 3 Results of the fermentation activity Nr. crt. Yeast string CO2-24h maltasic activity 24 h CO2-48h maltasic activity 48 h CO2-72h maltasic activity 72 h CO2-96h maltasic activity 96 h 1 SCP1 0.5 780 1.5 810 1.3 800 0.3 760 2 SCP2 0.8 1220 1.6 1240 1.5 1200 0.5 1200 3 SCO1 0.7 840 1.3 850 1.1 830 0.2 820 4 SCO2 0.9 1280 1.7 1290 1.5 1280 0.4 1250 5 SCSL1 0.6 760 1.4 780 1.2 750 0.3 750 6 SCSL2 0.7 1190 1.5 1210 1.3 1160 0.3 1180 7 SCH1 0.7 860 1.4 920 1.1 900 0.4 850 8 SCH2 0.8 1230 1.6 1240 1.4 1220 0.2 1220 Fig. 2 The CO2 emission for the four Saccharomyces cerevisiae yeast strings Examining Table 1, Fig. 2 and 3 we notice that the fermentation process produced by the irradiated samples (batch having the suffix 2) is more intense, which is proved by the increased CO2 emission and by the increased maltasic activity. 4. Conclusions and discussions One of the efficient procedures to select high productivity yeasts is irradiating the samples with nuclear radiation. To our knowledge, results of ÃŽ ² irradiation on yeast have not been reported yet and the literature is poor in ÃŽ ² yeast irradiation [11]. Examining the results we can conclude that for all four Saccharomyces cerevisiae yeast strings the low 12 Gray ÃŽ ² irradiation dosis had a stimulating effect in respect of the fermentation process. The SCO and SCH strings had the higher stimulation effect. Fig. 3 The maltasic activity for the four Saccharomyces cerevisiae yeast strings We believe that the differences are produced by the yeast genome changes produced by à ¯Ã‚ Ã‚ ¢ irradiation. The results of this ongoing study revealed that the small irradiation doses used in the work reported here produce measurable improvement in the fermentation parameters. Special care must be taken in evaluating the side effects of the à ¯Ã‚ Ã‚ ¢ irradiation REFERENCES V.I. Kryukov, V.I. Shishkin, S.F. Sokolenko, Radiacionnaja biologija. Radioekologija, 36, 209, (1996). I.W. Mericle, R.P. Mericle, Radiat. Botany, 7, 449, (1967). D. Chicea, M. Racuciu, Romanian Journal of Physics 52, 5-6, 589, (2007). V.A. Sidorov, Naukova dumka, Kiev, (1990). Conter, D. Dupouy, H. Planel, Int J Radiat Blot, 43, 421, (1983). F. Croute, J.P. Soleilhavoup, S. Vidal, S. Dupouy, H. Planel, Rad.Res., 92, 560, (1982). LBNL Isotopes Project Nuclear Data Dissemination Home Page. Retrieved March 11, 2002, from http://ie.lbl.gov/toi.html Ewing, Davis and Reavis, Public Health Lab. 15, 153, (1957). MacFaddin, Media for isolation-cultivation-identification-maintenance of medical bacteria, vol. 1, Williams Wilkins, Baltimore, (1985). H. Kuriyama, W. Mahakarnchanakul, S. Matsui, H. Kobayashi, Biotechnol. Lett., 15 (2), 189, (1993). J. Kiefer, M. Ebert, Biophysik., 6, 3, 271, (1970).

electric cars speech -- essays research papers

Just about everyone wants a car but no one Wants to pay for gas well now thanks to technology we don’t have to yes thanks to the discovery of the electronic car people can travel solely on the power of electricity but most people say that Unless some new type of battery is invented these electronic Car are nothing more than a dream but these are far more than a dream and very much so a part of reality But what does the future hold for these cars Well electricity is already a large part of our lives so to start using electricity powered cars would not be so much of a change from our normal routine as people may seem to think And they’re already many people using these electrical cars one man mentioned That he uses The Corbin Sparrow (a single person electric vehicle) As his primary commute vehicle he has a 50mi. Total commute To and from work mostly freeway so not that much stop and go traffic but once he gets to work his batteries drained about 50 percent but because the car does not require a special charging stations he can plug it into any standard three prong outlet So he pluges his car and at work and returns home on a 100 percent charge Saving gas and money every day allowing his car to pay for itself but Basically, here's what the Sparrow offers: †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Seats 1 person, and ample space for laptop, papers and small grocery run. †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  13 lead acid batteries, different in detail from conventional automotive batteries, but not fundamentally so. The batteries provide for a very low center of gravity. †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Fiberglass body for keeping the weight down while increasing the energy efficiency considerably. I'm averaging .16KwH/mile or thereabouts for my typical commute. †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  110v charging that takes about 8 hours. However, in my typical usage, I get to 80+% in less than 2 hours, and recharging stations are nearly *everywhere* however an extension cord can be helpful †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  and a top speed of about 80mph now this may be good for the average driver or maybe-trips back and forth to and from work but what would you do for a long drive with no time in between to recharge this car This car would definitely not be the car for the job of but thats where our next car, comes in 25 February 2000 -- DaimlerChrysler's engineers might have mis... ...he same period. I found the RAV4-EV a thoroughly enjoyable driving experience the brief time I was behind the wheel. It handles well, accelerating as briskly as a 4 cylinder IC-engine version. It's quiet inside, though the low rolling-resistance tires are a bit noisy. It certainly brakes well as I learned when an inattentive driver tried to pull out in front us during our test drive around Disney World. The RAV4-EV will make an ideal intra-city commuter for many motorists. Since the average American workplace commute is under 50 miles round trip, the RAV4-EV can get you there and back again with style and comfort. Toyota's Armstock made an interesting comment near the end of our test drive. When asked when we can expect to see the RAV4-EV go on sale to consumers, he remarked that the technology is advancing so rapidly that he expects the current model to be as obsolete in thee years as a pesonal computer with an Intel 286 micro-processor is today. That's an exciting prospect, considering how well integrated the RAV4-EV is even now. Regardless of the pace of technological change, this is one nicely done SUV, one that makes a lot of sense right now, especially now. END STORY