The Welfare State A Cost Benefit Analysis essays

The Welfare State A Cost Benefit Analysis essays The Welfare State - A Cost Benefit Analysis The role of welfare within our society has always been controversial. This problem emphasizes the need to understand the roles of variable factors when pertaining to the subject of welfare within our society. The proposed analysis will address the phenomenon of welfare assistance and several factors which may contribute to the increase or decrease of welfare assistance to the poor in 4 ways: (1) by defining major concepts and any other concepts about which there is likely to be misunderstanding (2) by further examining the past history pertaining to the subject of welfare assistance within the United States; (3) by developing the formulation of a hypothesis which will provide for an explanation of welfare; and finally (4) determining whether or not the benefits of welfare assistance outweigh the cost. Ultimately, the purpose of this research analysis is to investigate variable factors that may contribute to the increase or decrease of welfare assistance. This cost benefit analysis is an attempt to explain the tentative assumptions of others pertaining to the subject of welfare, in order to determine and explain the relationship of welfare to the economic cost and benefits. Before welfare assistance can be analyzed there is a need to define the terms that will be used. Policies like welfare assistance are worthwhile only if the benefits to society are greater than the costs. When choosing among a set of policies, the policy with the greatest net benefit (benefit over cost) should be chosen. Hence, this is where the term cost-benefit analysis comes from. Cost-benefit analysis is a technique for determining the optimal level of an economic activity such as welfare. In general, an activity such as welfare assistance should be expanded as long as it leads to greater benefits than costs. In purely economic terms, does the benefit of welfare assistance justify the costs of welf...

Reglas para el ingreso de mascotas a Estados Unidos

Reglas para el ingreso de mascotas a Estados Unidos El ingreso de mascotas est sujeto a reglas que hay que seguir. Tener en cuenta que aquà ­ se explican las que afectan a las aduanas estadounidenses pero que hay que respetar tambià ©n las del otro paà ­s del que se viaja o que es destino final. Lo primero que hay que saber es que las reglas aplican tanto a las personas que residen habitualmente en Estados Unidos y regresan al paà ­s con su mascota como a los que viven en otros paà ­ses e ingresan a los Estados Unidos por la razà ³n que sea. Los segundo, es que las mascotas deben de estar sanas. Y si no lo estn pueden ser sometidas a cuarentena. Y que en casos especà ­ficos simplemente se prohibir su ingreso. Y lo tercero es que hay reglas especà ­ficas segà ºn el tipo de la mascota. Asimismo,  si se considera que est en peligro aplicarn reglas especiales. A continuacià ³n los casos ms comunes de reglas para mascotas y hacia el final la normativa que regula el ingreso de las piezas de caza en Estados Unidos. Se acaba con un listado de los puertos de entrada al paà ­s para el caso de caza y mascotas especiales. Reglas para ingreso de roedores a Estados Unidos Conejos, conejillos de indias, hamsters y hurones que son mascotas pueden ingresar a Estados Unidos si tienen buena salud. Si no la tuvieran, sern sometidos a cuarentena y el dueà ±o deber correr con los gastos. Los erizos sà ³lo se pueden traer a travà ©s de determinados puertos de entrada, que incluye aeropuertos. Consultar con la CBP. En todo caso, no se pueden ingresar los que proceden de Nueva Zelanda.   En cuanto a ratas, puerco espà ­n, ratones, ardillas y lirones, estn prohibidos sà ³lo si proceden de Africa.   Reglas para ingresar con perros a Estados Unidos Deben tener un certificado de vacuna contra la rabia si proceden de un paà ­s en las que existe tal enfermedad. Adems, se requiere uno de que est libre de gusano barrenador (screwworm en inglà ©s), si procede de un paà ­s en el que existe dicha enfermedad. Finalmente, si se trata de un perro guà ­a y se ingresa a los Estados Unidos en avià ³n deber consultarse con la aerolà ­nea del vuelo, por si piden documentacià ³n adicional.   Reglas para viajar con gatos a Estados Unidos No se requiere la presentacià ³n de la vacuna contra la rabia en el caso de animales que son mascotas.   Reglas para ingresar a mascotas como monos y dems primates No pueden ser traà ­dos a Estados Unidos como mascotas en ninguna circunstancia. No se admiten excepciones. Ingreso a Estados Unidos de tortugas como mascotas Las tortugas vivas con caparazà ³n y que miden ms de 4 pulgadas y que se ingresan como mascotas pueden ser importadas sin restricciones. Pero siempre a travà ©s de un puerto de entrada que se ocupa de tramitar la papelerà ­a para animales salvajes (ver ms abajo). Las tortugas vivas con caparazà ³n y menos de 4 pulgadas pueden ser importadas sin fines comerciales, pero con un mximo de 7 ejemplares. Lo mismo sucede con los huevos viables de tortuga. Tambià ©n deben de ingresar a travà ©s de un puerto de entrada que procesa animales salvajes.   Peces Si no estn incluidos en listas de animales en peligro de extincià ³n ni en listados de especies daà ±inas (injurios species) entonces pueden ser importados como mascotas. Es necesario utilizar para ello uno de los puertos de ingreso designados para tramitar la entrada de peces  al paà ­s Reglas que aplican a la caza para ingresar a Estados Unidos Las reglas para ingresar a los Estados Unidos aves y otros animales abatidos por cazadores son como siguen: En primer lugar, si se trata de un pjaro o de otro animal no considerado como protegido y que ha sido cazado por un un ciudadano estadounidense o por un residente permanente legal en Canad o en Mà ©xico y el fin de la importacià ³n es no comercial: se puede producir el ingreso en cualquier puerto de entrada (aeropuerto, puerto o frontera terrestre). Pero es necesario llenar la planilla Form 3-177. En segundo lugar, si la pieza cazada procede de otro paà ­s entonces el ingreso se debe realizar a travà ©s de un puerto designado para tramitar esa documentacià ³n. Adems, deber presentarse papeles mostrando la licencia del cazador, sellos y el documento de exportacià ³n del paà ­s en el que se haya cazado al animal, si dicho paà ­s lo requiere. Finalmente, tener en cuenta que para no pagar impuestos de importacià ³n es preciso que la pieza haya sido legalmente cazada por el que la trae, es decir, no puede ser comprada. Asimismo, es necesario ser ciudadano o residente permanente de los Estados Unidos.   Aves migratorias, animales protegidos o considerados amenazas Si se ha cazado un ave migratoria o se desea importar un animal o mamà ­feros marinos o cualquier otro animal considerado protegido o amenazante para las especies de los Estados Unidos, consultar antes con el Servicio de Peces y Fauna, porque podrà ­a estar prohibido traer la pieza a los Estados Unidos. El telà ©fono al que marcar es el 1-800-358-2104. Ahà ­ se puede obtenre informacià ³n sobre quà © documentacià ³n adicional se podrà ­a necesitar o si, simplemente, no es posible traer un determinado animal a los Estados Unidos.   Atencià ³n a los ingresos de marfil El paso de marfil por las Aduanas de los Estados Unidos est sujeta a restricciones, incluso cuando forma parte de instrumentos o muebles. Puerto de entrada para procesar la papelerà ­a de Peces y Fauna El Servicio de Peces y Fauna (Fish and Wildlife en inglà ©s) est presente en los siguientes puertos de entrada: AtlantaBaltimoreBostonChicagoDallas / Fort WorthHonoluluLos Angeles  MiamiNueva OrleansNueva YorkNewarkPorlandSan Francisco  Seattle A tener en cuenta para pasar control migratorio y aduanero fcilmente Para evitar tener problemas en las aduanas, esto es un compendio de todo lo que no se puede ingresar o est sujeto a algà ºn tipo de restricciones, desde alimentos a medicamentos.   Adems del control migratorio, al llegar a un puerto de entrada a Estados Unidos se pasa por un control migratorio. Esto es lo que saben los oficiales fronterizos. Finalmente, cabe destacar que si el ingreso se realiza a travà ©s de uno de los puestos de control migratorio en la frontera entre Mà ©xico y EE.UU. las demoras pueden ser largas, particularmente en fechas seà ±aladas. Para evitarlo o estar preparado es posible consultar cunto tiempo se est tardando en cruzar en cualquier puesto en particular. Este es un artà ­culo informativo. No es asesorà ­a legal.

Econometrics 'A' project for MSc Economics degree course Essay

Econometrics 'A' project for MSc Economics degree course - Essay Example However, in this research we are only interested in examining the effect of total experience and attainment of a specific level of education on the wage differential between the sexes. Total experience was obtained by adding ‘months since hire’ and ‘previous Experience’ This study utilized secondary sources for data collection. The use of secondary data is useful because it is cost efficient and saves time for the independent researcher (Glaser, 1963; Hyman, 1978; Hayashi, 2000). The independent researcher has limited financial resources because he or she works alone. Such researchers are usually professionals who attempt to research some significant social problem on a part-time basis. Description of the Research Design A two-step attempt was made to discover if the income of professional females increases at the same rate as that of males with comparable education as the experience increase. During the first step the existence and strength of a relationshi p between salary and experience for male and female professionals with a given university degree in a specific job were researched using correlational methodology. During the second step a comparison was made between the incomes of males and females with the same experience. Attainment of an educational degree was held constant for each given professional position. The correlational research method was selected as the primary methodology because of its ability to discover relationships among logical variables (Wooldridge, 2008). Research Hypothesis It appears that there is a lack of congruence in the literature in establishing an association between level of income, experience and gender, and also a lack of significant research efforts towards establishing a link between income and experience by gender identification, therefore, the hypothesis was stated as a null hypothesis (Albrect et al., 2003; Atkinson et al., 2003; Blau et al., 2006). Locke, Spirduso, and Silverman (1987) recom mend that if one researches a question where no well-established theory exists one should use the format of the null-hypothesis. There will be no difference in the salary of males and females at given experience when other factors, such as academic degree (bachelor's, master's, or associate degree), and professional position are held constant. Variables The variables in this study's regression analysis are as follows: Male/female relationship (the numerical value of 0 was assigned to the male and 1 to the female variable), education and experience were considered indepen ­dent variables; annual salary depends on the aforementioned variables and therefore is considered the dependent vari ­able. A dummy variable was introduced by multiplying experience by the value of the male/female relationship for the reason mentioned below. The first independent variable, that is, male/female, was selected for its possible effect on the difference in earnings between the sexes. The second inde pendent variable, experience (in months), was chosen for its possible effect on the earning of any individual. The third indepen ­dent variable, education, allows the individual to enter a given professional position. And finally the fourth independent variable, the dummy variable, was supposed to trigger possible changes over time, that is, the closing of the male/female

The e-businesss decision making and the customers decision makings Literature review

The e-businesss decision making and the customers decision makings effect each other - Literature review Example Assael believed that the process of decision-making can mainly divided into two parts, choosing and making decision (P48, 2000). It is a well known that the decision making process is an essential aspect of the business and most leaders are aware of the intensity and importance of decision making to the business. The process of decision making generally involves a high number of uncertainties and confusions. As very well explained by Chris Brogan, â€Å"Things are running well and you come up with a hundred new ideas to expand; Things go poorly, and you find yourself grinding through dozens of ideas of what will fix it. But the success youll eventually experience will come from understanding those decisions deeply† (Brogan, 2010). The main aim of good decision making is the need to understand the decisions and choices being made. Decision making has been referred to with a number of words like ‘difficult, perplexing, and nerve racking’ (Arsham, 2010). It is essential to note that these terms are only used on decision making as the process of making a decision is one which is a critical moment for the business and can impact the business in a number of ways. Decisions are the heart and blood of organizations and need to be taken with extreme care and with high levels of focus. Decision making has been defined as â€Å"the process of responding to a problem by searching for and selecting a solution or course of action that will create value for organizational stakeholders† (Scribd, 2010). It is also essential to note that decision making stands on six C’s, these include, a) Construct, b) Compile, c) Collect, d) Compare, e) Consider, f) Commit. Having understood the meaning of decision making, it is essential to understand the decision making process. The next sub section details the decision making process. The decision making process is more of looped process and

Managing Culture and Change Essay Example for Free

Managing Culture and Change Essay The present scenario has made the future of organizations uncertain. Companies that are excelling in their relevant industries right now may be pushed out in the near future by upstarts with better ideas and more versatility than them. It has happened so often in the past that the only certainty is that it will keep on happening in the future. The only long term sustainable competitive advantage that organizations can hope to create is through their people, and the behaviour of these people is largely determined by the corporate culture in which they are immersed. A successful corporate culture will see the organization through the near future, but unless the organization is proactive in its bid to keep on adapting to the changing business environment, that same corporate culture may sound the death knell for the organization in the future. CORPORATE CULTURE AND PERFORMANCE The question on every entrepreneur, every CEO, and on every member of the Board of Directors’ mind since before the inception of the concept of an organization as an institution has been: how to make more money? Once this fundamental urge has been recognized one can comprehend the reason behind the actions of the above-mentioned in ensuring the success of their respective organizations, as the evidence of past decades have proved that organizational success is the key determinant of greater financial reward for them; hence stemmed the need to identify the factors that would translate into success for an organization. The idea that an organizations culture would influence its performance is hardly new. ‘Search of Excellence’, published in 1982 and authored by Waterman and Peters made the concept famous, and in 1992 in ‘Corporate Culture and Performance’, Hesket and Kotter compared various organizations and the relation of their performance within a time period with their cultures. But with increasing research being conducted on the correlation between an organizations vision and the employees’ actions, doubt is cast on the efficacy of expecting that an organizations culture will determine its performance. Instead, consensus is being established that a few core values largely determine the success or failure of organizations. SUCCESS Success of an organization can be defined differently depending on the industry in which the organization operates. An organization in a high risk industry can view success as the ability to survive all these years. Another organization may view continuing growth over and above competitors as success, while still another might seek to become the market leader in its particular industry in order for it to be considered a success. Pyramid of Organizational Development Whatever the perception an organization has, in order to be successful an organization needs to follow six steps or tasks at each level of its growth in order for it to succeed at all of those stages. It needs to determine its market niche in which it will operate, develop the product/service accordingly, acquire the relevant resources be they land labour or capital, develops a system of standardized procedures for operations, and then the same for management, and finally, develop a corporate culture that management perceives as being important to lead the firm. Before any further discussion can be carried out, corporate culture must be defined as, a structure of collective values and beliefs that work together with the systems, the organizational structure, and the employees to produce norms, which then turn into what is necessary to the organization, and the processes of getting things done – the how and the why. It is an intangible aspect of an organization that cannot be seen, touched, heard or smelt, but is present nonetheless and which ultimately determines whether that organization will succeed or not. It is the core values that were mentioned earlier, to produce the norms that determine the behaviour of the employees, which ultimately determines the productivity and thus success of the firm. The steps taken together are framed as a hierarchical model into a pyramid of organizational development that emphasizes the importance of each step for the organizations development depending on the stage of growth the organization is in at that point. The last three of the steps form the structure that will be the sustainable competitive advantage of the firm, inimitable by competitors, thus ensuring long term success for the firm. ROLES OF CORPORATE CULTURE Corporate culture by itself plays several roles in the organization. It develops a cultural identity in an employee by establishing a commitment of the employee to achieving the organizations goals and objectives. That identity serves to increase the devotion and involvement of the employee by making him/her reconcile the organizations success as his/her own. Corporate culture also uses a deductive approach to align an employee’s behaviour with acceptable norms that have been already determined by the organization so that it need not worry about policing the employee to do what is right according to the organization. Instead of the management having to interfere now the employee’s peers can bring a maverick back in line with acceptable behaviour as determined by the values of the organization. In addition to these, an organizations culture acts as a motivational tool that is more effective than managerial insistence. However, if the organization’s stated values are out of sync with the culture that is being promoted the employees will become disillusioned with the organization and its stated commitment to quality of work life as the rewards will be based on the stated values as opposed to what the prevailing organizational culture promotes. TYPES OF CORPORATE CULTURE Strong The desired roles that the culture of the organization is to play and reality may starkly differ depending on the type of culture that is prevalent in the organization. A Strong Culture is reminiscent of an organization that spends a significant amount of time and resources in communication and reinforcement by management of the values of the organization to the various employees. This is facilitated by having well-defined vision and mission statements that have been established with the help of both the top and bottom rung of the organization. In addition, these statements and their espoused values are adopted by top management and thus succeed in their task of influencing the employees by convincing them of their commitment to the organization and its value system. Weak On the other hand a Weak Culture is quite the opposite, in its lack of cultural identity and the divergence of employee behaviour and organizational goals. A weak culture also involuntarily imparts an image of punishing those employees that might be working towards organizational success, through the actions of their peers who have this weak corporate value system ingrained into them. Thus there is little allegiance to the organization and little unity inside it. Unhealthy An Unhealthy corporate culture rests on the basis that change is undesirable. In such an environment risk-taking and experimentation for the sake of innovation is frowned upon, and so the organization has to seek ideas outside the firm for better practices and approaches. This is a costly result of the politicized environment that prevails in such an organization, where decisions are made based on the power wielded by the participants and not on the value of their respective input. Adaptive The fourth type of culture in an organization is an Adaptive one which is contrary to the unhealthy culture in its regard for entrepreneurial activities. Such an organization is a proactive entity that actively seeks out innovative and experimental solutions to any issues that might have to be faced. Risk taking is encouraged to the extent that employees might be funded to bring their ideas to life, in the recognition that successful adaption to the environment through risky enterprises enable the organization to prosper over its competitors. CONFLICT IN CORPORATE CULTURE An organizations culture is influenced by the social power of relationships, more specifically, the potential loss of those relationships. This invokes cognitive dissonance in a person more than does any other action, and thus motivates us the most to make sure that such a situation does not arise. From this motivation an organizations culture is developed as a means to protect these relationships, leading to the theory of conflict resolution and culture development. Social influences in the form of formal and informal networks, family networks, relationships with leaders, and legal regulations are what determine the behaviour of a person in an organization with regards to conflict resolution. Although conflict invariably leads to closer bond in relationships than before, it can also lead to rejection or coercion by one or both party. The conflict can only be resolved when both parties either cooperate in or reject the relationship. The eventual conflict resolution results in a differing viewpoint held by the onlookers as either a matter of public discourse or of private thought, which viewpoints are shared with others depending on the closeness of their relationship. And while cooperative conflict resolutions foster greater trust and unity, competitive conflict resolution in hierarchically dominated organizations, where management often passes judgement rather than mediates, results in a chasm between formal and informal cultures that causes a drop in organizational performance. HUMAN RESOURCE MANAGERS Human Resource Management has become an increasingly important function in organizations with the findings of several researches supporting the relation between high-performance and HR practices. The recognition through these researches that the only long term sustainable competitive advantage that an organization enjoys is the capabilities of its human resource has further caused organizations to reinvent this previously neglected function as well as resulted in an increase in the perceived advantages of a strategically-focused Human Resource Department. Amongst these, cultural management is an important benefit that pertains to the development, communication, reinforcement, and change of the corporate culture to the employees. SUCCESSFUL CORPORATE CULTURE An organization’s corporate culture can either hinder or contribute to the success of a firm by influencing the behaviours and attitudes of employees with respect to the overall organizational strategy. A corporate culture that promotes behaviours that are aligned with the company’s values provides guidance to the employees with respect to the accepted norms of the organization and reinforces those peer actions that support the desired culture. The HR as the manager of the corporate culture aligns its own practices in an effort to increase commitment amongst employees towards achieving the desired vision of the organization by reaching their performance targets, and by engaging in adaptive and innovative entrepreneurial activities. A successful corporate culture is one which supports the organizations execution of its strategy, with the help of HR managers, who align the desired values of the organization with the values that are actually prevalent. While some organizations seek to prescribe specific corporate values that will lead to greater performance, it has been discovered that instead it is the fit of these values to the internal and external realities of the organization – the employees’ behaviour and the business environment – that the HR must focus on as a culturally compatible management system. To do so, the practices of the HR Management, more specifically, the staffing, training and development, incentive and payment packages, performance appraisals and job design, all become areas where HR can influence the cultural communication strategy. As a company that dedicated its existence to the production and sale of coffee, Starbucks has experience phenomenal growth to reach its current market leadership position. From generating sales of $122 million in 1993, Starbuck’s has grown to such an extent that its competitors have less outlets in all of the United States than Starbucks has in California. And the stated reason by its CEO, Howard Schultz, for this success is its people. â€Å"The way we treat our people affects the way they treat our customers and, in turn, our financial performance. † In lieu of this statement Starbucks offers good quality of work life to its employees, adopts diversity as an integral part of doing business, maintains a high standard in its production processes, develops its customers, engages in Corporate Social Responsibility, and recognizes the importance of maintaining profitability as a means of continued success. NOT-SO-SUCCESSFUL CORPORATE CULTURE Unfortunately, discovering the right fit of values that an organization can use as a component of its successful corporate strategy can become ‘the winner’s curse’ if left unmonitored, for while it is difficult to change any culture in any organization, changing a seemingly successful culture is next to impossible. No one wants to mess with a winning formula, whether due to superstition, the belief that it will weather any competition, or due to inability to accept that the environment has changed. Whatever the reason, history is replete with examples of how successful companies were brought to their knees by a more versatile competitor. The US automobile industry was indifferent of the lower-costing, higher-quality Japanese cars until it was too late, believing that the Japanese cars were just a momentary novelty. In the same way, until sales started decreasing fast Sears remained ignorant of the changes brought to the organizations environment by Wal-Mart. The McDonnell Douglas Corporation is another example of a company that failed to adapt to the changing environment, and was acquired by Boeing. Core Rigidities Inducting the use of Standard Operating Procedures as a means to increase production by cutting down on wastage of time and resources, while beneficial in producing economies of scale can be harmful to the future success of the firm as well. These procedures and routines can serve as a source of suitable solutions to any problems that might be faced, but in doing so negate the possibility of searching for knowledge and innovation outside the organization. Consequently the core competency of the firm is transformed into the core rigidity as exploration is shelved for exploitation. In addition to which, the feedback from the use of SOPs is ignored due to selective filter of already existing procedures which siphon out any corrective measures that the feedback might have been trying to highlight. This is largely due to the fact that no firm can keep changing forever. There is an absorptive capacity for every organization beyond which it is incapable of adapting to any more change. Crisis The only way to break out of such a potentially hazardous ‘advantage’ is for there to be an existence of a crisis that jolts the organization out of its routine. Some companies even try to introduce the perception of a crisis in the organization in order to stimulate innovation, such as Hewlett Packard, following the story by Sturgeon, ‘Microcosmic God’ in which Sturgeon talks of a miniature world which is introduced to numerous difficulties such as earthquakes, and droughts, and whose inhabitants are forced to either evolve or die out. While such practices might seem unethical it is disputed whether it is more advisable to let a firm fail because the leader of the organization could not bring it upon himself/herself to fool the employees for their future benefit. CONCLUSION If an organization’s successful culture eventually ends up costing the organization in the future, can it really be deemed a ‘successful’ corporate culture? Up to the limit of an organization’s absorptive capacity, a successful corporate culture should be redefined as a culture that while maintains all the characteristics as mentioned previously, is also a culture that can recognize that no matter what the fit of the organization’s culture is at present, that fit can change, and the possibility of that change should not be ignored, rather it should be actively sought out. And while it is a difficult thing to change a culture at any point, the organization should be ready to do so if it is to maintain its competitive advantage and not be replaced by a more nimble and recent competitor like Sears was by Wal-Mart. BIBLIOGRAPHY Cummings, T. G. Worley, C. G. (2005) Organization Development and Change. USA. Thomson South-Western. Davenport, T. H. Prusak, L. (2000) Working Knowledge. Harvard Business Press Hassard, J. Pym, D.(1993) The Theory and Philosophy of Organizations. Routledge Hitt, M. A. , Hoskisson, R. E. Ireland, R. D. (1998) Strategic Management: Competitiveness and Globalization. Cengage Learning Kono, T. Clegg, S. (1998) Transformations of Corporate Culture. Walter de Gruyter Kotter, J. (1992) Corporate Culture and Performance. Free Press. Thompson, A. A. Jr. , Strickland III, A. J. Gamble, J. E. (2006) Crafting and Executing Strategy. United States. McGraw-Hill Balkaran, L. (1995) Corporate Culture. Find Articles [Internet]. Available from http://findarticles. com/p/articles/mi_m4153/is_/ai_17365781 [December 19, 2008] Denison, D. How your corporate culture can impact your business performance. IMD Webletter [Internet]. Available from http://www01. imd. ch/webletter/pdf/LinkingCorporateCulture. pdf [December 19, 2008] Flamholtz, E. Hua, W. (2002) Strategic Organizational Development and the Bottom

Essay --

Introduction of Clinical Question In a normal brain neurons in the substantia nigra produce a chemical called dopamine that acts to control motor functions. In a person with Parkinson’s disease, there is insufficient dopamine and motor symptoms such as tremors, rigidity, problems with balance and bradykinesia can occur. According to the National Parkinson Foundation, four to six million people worldwide are estimated to have Parkinson’s Disease. In the United States alone, the incidence is estimated at fifty to sixty thousand new cases diagnosed each year. Additionally, the Center for Disease Control puts complications from Parkinson’s disease as the 14th leading cause of death. While there is no cure, the symptoms can be controlled with medications and surgery. [6] A 2011 German cross sectional study revealed that people with Parkinson’s Disease had poorer oral health. They were found to have more caries, tooth mobility, gingival recession and periodontal pocketing than the control cohort. Additionally, the group with Parkinson’s disease reported less frequent tooth brushing and dental visits, and exhibited reduced salivary flow. [4]. Supporting this, a separate Japanese study showed more untreated caries and deeper periodontal pockets, leading to fewer natural teeth in persons with Parkinson’s Disease [2]. There is a significant population with Parkinson’s Disease, a condition that has been shown to have a negative impact on oral health. Increased caries and periodontal problems can lead to tooth loss and edentulism, a condition treatable with traditional or implant retained overdentures. Patient RM is a male with Parkinson’s disease. He is partially edentulous with six maxillary teeth and two mandibular teeth. ... ...100. [2] Hanaoka A, Kashihara K. Increased frequencies of caries, periodontal disease and tooth loss in patients with Parkinson’s disease. Journal of Clinical Neuroscience. 2009; 16: 1279-1282. [3] Heckmann SM, Heckmann JG, Weber H-P. Clinical outcomes of three Parkinson’s disease patients treated with mandibular implant ovedentures. Clin Oral Impl Res. 2000; 11: 566-571. [4] Muller T, Palluch R, Jackowski J. Caries and periodontal disease in patients with Parkinson’s disease. Spec Care Dentist. 2011; 31(5): 178-181. [5] Packer M, Nikitin V, Coward T, Davis D, Fiske J. The potential benefits of dental implants on the oral health quality of life of people with Parkinson’s disease. Gerodontology. 2009; 26: 11-18. [6] Welcome to Parkinson.org [Internet]. Miami (FL): National Parkinson Foundation; 2014 [cited 2014 Mar 7]. Available from: http://www.parkinson.org/.

Cell and Molecular Biology

Cell and Molecular Biology Final Name: Hadeel Binomar30 pts. Protein misfolding can be an aspect of several different human disorders, including cystic fibrosis, Alzheimer's disease, and atherosclerosis. Many times, the misfolded protein is a membrane protein. In fact, a type of diabetes insipidus results from a mutation in the G-protein-coupled vasopressin 2 receptor that prevents the protein from making it to the cell membrane A) Describe how this type of receptor would normally get targeted to the membrane (from the beginning of translation) and B) then propose one mechanism by which the mutation could cause a lack of proper targeting. One of the most important protein's target is G protein-coupled receptors, several signaling mechanisms depend on this type of receptor to change both internal and external stimuli to the intracellular responses. Basically, one of the G couple receptor subfamilies is G-coupled Vasopressin-2- Receptor (V2R), and this receptor is going through a strict quality control process at the endoplasmic reticulum, which presents the only correctly folded protein to gets through the secretory pathway. The primary function of the V2 receptor is to activate the attached G protein that bound to the ? subunit then phosphorylated to GTP. The G protein couple receptor then activates the enzyme adenylate cyclase that catalyzes the reaction in the ER and forms cAMP from ATP. After that, cAMP acts as a second messenger and activates a protein kinase that phosphorylates the integral membrane proteins on the cell surface. Moreover, the secretory pathway organelles' and the plasma membrane both are first introduced into the Endoplasmic reticulum, and the co-translationally proteins that can cross the ER are synthesized by the ribosome first then binds by chaperones to gets moves to the ER surface using GTP that allows them to move toward the receptor then release it. The soluble proteins and the integral membrane proteins as I mentioned above, can be targeted through the ER and then translocated by the same mechanism.Further, several mutations occurring in the transmembrane region which affect the structure of the protein. These are multiple mutation sites, such as mutations occurring in the amino acid residues which was acting as a causative agent for human disease. Also, there are other mutations occurring on the single site position that will affect the translation mechanism and cause many human diseases like: cystic fibrosis, Alzheimer's disease, and atherosclerosis that proves the function of V2R protein which plays important role in the translation during the protein folding process. One of the mechanism that may a reason for lacking the proper target protein is when the mutations of the CFTR gene occurring and affect the function of the chloride ion channels and cause defect in the protein sequences which lead to the production of diseases and misfolded of the proteins that are unable to recognize their functional destinations. Otherwise, Lack of the stop signals is another issue that prevents the protein from getting into the surface of the ER, also called the non-stop decay cellular pathway, because lack of this stop signals prevents mRNA from synthesis and translate the proteins, these consider as a point mutation that inhibits the essential stop codons. 30 pts. Describe the experiment shown in figure 3 from the paper we discussed in class (Miller et al, 2003). (A) In your description, consider the following questions: Why did they do it? How did they do it? What did they learn? (B) Diagram the results that you would expect to see in Lanes T, 1, 2, 3, and 4, if the amino acid signal DID in the protein Gap1p was mutated to random amino acids and tell why; and (C) Give two possible (different) results that might occur if the amino acid signal LxxLE in Bet1p was mutated to the amino acids DID (which are the signal in Gap1p). Diagram the results expected in Lanes T, 1, 2, 3, and 4 and explain why you predicted this result for each case.left20840701.A001.A4467225201739500The experiment was performed to study the role of cargo binding domain of Sec24p in the process of protein sorting. To perform this study, both mutant and wild types subunit Sec23/24p and Sec23/24L616W were harvested from microsomal membranes. The immunoblotting assay performed to quantify cargo molecules using radio-labeled secondary antibodies. Comparison of the mutant subunit with wild type illustrated omission of some molecules in mutant one, these molecules were cargo protein molecules. While some of them are packed in a way that similar to the wild-type. It meant that there were some signals that remained unaffected although mutation was there. Unexpectedly, it was found that in these unaffected molecules of mutation in Sec23/24p, packaging was better than the wild type. Further, they found the proteins that were highly affected had Bet1p and Gap1p/Sys1p chimera, because they completely depending on the Sys1p di-acidic of COPII vesicles. If the amino acid signal DID in the protein Gap1p was mutated to random amino acids, the resulting bands would be seen as in figure 1. A because the amino acids might be present in all the lanes. And Gap1p is required for di-acidic motifs to fuse together with the COPII vesicles at the mutated domain. Also, Sys1 peptide is not involved in Sec 23/24p hence its mutation is not contained in a di-acidic motif. If the signal LxxLE was mutated to the DID, the expected Bet1p packaging would be shown in figure 2. A as not be seen in lanes containing Bet1p because the amino acid signal LxxLE does not exit after mutating to amino acids DID. The second probability for the Bet1p would be expected to bind with the vesicle for packaging when it interacts with di-acidic motifs which is needed as shown in figure 2.B290512515621000581025113030004781550412752.B002.B6286501346202.A002.A20 pts. Explain the experiment shown in Figure 5C from the Shen et al. (2018) paper on the phosphorylation of CDC25 that we discussed in class. In addition, be sure to also address the following: A) why did they do this experiment (the central issue); B) what did they learn; and C) what is another control experiment they could have done? D) Would these results change if you added a constitutively active form of LKB1 to the reaction? If so, how and why? A) Overall, the main purpose of this paper is to explain how the division of cells is highly regulated such that cells that fail to pass some specific stage-based tests cannot advance to the proceeding stages. In this particular experiment, HeLa cells were subjected to chemicals that are known to activate the enzyme AMPK. Also, the main catabolic processes that are involved to generate energy for cells to transition from G1/G2 were determined by the application of radiochemical approaches, the experiment required to approve how highly conserved cellular energy sensor can significantly delay mitosis entry and activation of AMP-activated protein kinase (AMPK). Further, Wee 1 family inactivates the cell cycle G2/M Phase which is controlled by Cdc3/cyclic B (mitotic cyclin-dependent kinase complex). They found that AMPK-dependents phosphorylation of CDC25C arranges a metabolic control point for the M-phase transition and the cell cycle phase G2. B) Also, they learned that suppression of Wee 1 or acute induction partially reinstates mitosis ingress in the circumstance of activated protein kinase (AMPK). This experiment showed that when Phosphorylates Cdc25 is in a distributive and disordered state, it results into ultra-sensitivity in protein phosphorylation. C) For another control experiment, they might try exposing the U2OS (cell line) clones conditionally exhibiting Cdc25A etoposide. That will help to test whether Cdc25A degradation is significant for the G2 control point or not.D) If they add an active form of LKB1 to the reaction, the results will not change, because in cells LKBI activity inhibits AMPK activation in response to different stimulations. Also, LKBI is lost upon consistent isolation and therefore no effects of phosphates observed.20 pts. Briefly describe the role of cyclin-CDK in the cell cycle and give an example of positive and negative control in this system. Also, describe how cell cycle regulation links to the stimulation of apoptosis at the molecular level. In the beginning, the cell cycle depends on many basic factors that control the regulation process starting from the signal transcription molecules, growth factors and the Cyclin Dependent Kinases enzymes include the checkpoints which control the transition process between the cell cycle phases by binding to the cyclin proteins CDKs then phosphorylate other proteins to transfer from one phase to another. The role of transcription factors is to turn on the signals for gene expression, DNA replication, and cell divisions. As an example of CDKs, cyclin-dependent kinase 1 CDK1 is a cell division cycle protein homolog 2, that has a primary role in human cancer cells because CDK1 rather than any types of CDKs is fatal to the mutated version of MYC- dependent cancer that leads to a depletion of oncogenes like (Fos and Jun) in human cancer cells. Fos and Jun are combined forms of the transcription factor called AP1 that activates the delayed response genes such as cyclin D and CDK4. Recent studies reveal that the reason for the MYC breast cancer cells duplation is targeting CDF1 exhibit any other CDKs cell lines. Also, CDK1 inhibition can control and target the cancer cells in human and both phosphorylation and expression of MYC during the cell cycle process. To initiate intracellular signaling pathways and stimulate the cell cycle entry, mitogens substance bind to the cell surface receptor with the activation form of GTPase Ras that activates MAP kinase cascade. That will lead to the expression of encoding gene of the transcription regulatory protein like MYC. Moreover, E2F transcription factor is a target for cyclin D and CDKs that stimulate proteins expression to initiate S phase, also E2F regulated by the tumor suppressor gene Rb (Retinoblastoma protein). At early G1 Phase, Rb protein combined with E2f to form the histone deacetylases protein that remains chromatic condensed, then cyclin kinase phosphorylates Rb protein, causing it to disassociate from E2F. That allows recruitment of histone acetylates, which decondense the chromatin and helps transcription complexes to form in G1 and S phase and to form a positive feedback. For the negative control, if there are no growth factors present to stimulate the synthesis of Cyclin D in the new cell, Rb phosphorylated will turn off, and Rb will rebind to E2F, then the cell cycle will stop and that will lead to many negative results like prevent it to bind with DNA, or DNA damage and cells will return to the G0 phase. Apoptosis is a consequence of DNA damage; if the damage is not repaired, the cell cycle will divert towards apoptosis, otherwise, if the cell has DNA defects and fail to undergo apoptosis, that will change to the cancer cell. G1 phase regulators such as P53 and E2F are essential to promote the cell regulations and eliminate any damage or abnormal changes during the cell cycle. P53 has a primary function to prevent any mutation in DNA during cell progression, so any defect in P53 will lead to cancer, and it's usually mutated in cancer cells. Further, Rb protein considers as a tumor suppressor and also promotes apoptosis. Additionally, most human cancers have inactive Rb protein, either mutated Rb or the non-phosphorylated (inactivated form) of Rb protein

The Perceptions of American Women about “New Beauty Therapy Services for Kids”

The issue of beauty therapy among American women and sometimes men has been around for a long period that no one can really determine, however, the society has undergone great civilization/modernization and recently beauty salons for young kids have started emerging. These salons offer all sort of beauty therapy services ranging from manicure, pedicure, facials and many other beauty therapy services to young girls, due to the fact that the idea has not been in the market for along time the few salons that offer beauty therapy services to young girls charge a lot of money. Nevertheless, this new trend has received both positive and negative sentiments from the American public. I recently carried out a study to investigate the perceptions of the people towards this new idea. I developed a short questionnaire consisting of five questions and distributed them to ten literate and grown up women with young daughters between the ages of three and eight, within my neighborhood, Brooklyn. The questionnaire comprised of questions that were sensitive to various respondents’ perceptions as they allowed for the choosing of more precise answers. [Russ-Eft, D. F. 1980)] For instance, the second question required them to state whether they supported the idea of kids’ beauty therapy services or not, with answer options ranging from, â€Å"I strongly support, I support, I somewhat support, I strongly oppose, I oppose, I somewhat oppose. † The other three questions were depended on the answer to the first question and the second questions. The quest ions were dispatched through a reliable delivery method (hand delivery) and enough time provided for the answering of the questions, the respondents were also advised not to seek assistance from other people. As expected the survey yielded varying responses, with 80% of the respondents indicating that they are aware that kids beauty therapy services have been introduced in the market, while the rest indicated that they are not aware of the new service. Those who were not aware of the new kids’ beauty therapy services were discontinued from the interview as the answers to the rest of the questions depended on the knowledge of the new kids’ beauty therapy service. Interestingly only a paltry 20% of the survey sample who knew about the new kids beauty therapy services indicated that they â€Å"strongly supported† the new service and a further 20% indicated that they â€Å"somehow supported the new service. † 40% indicated that they â€Å"strongly opposed the new service† and the remaining 20% showed that they â€Å"opposed the new service to kids. † Since the answering of the other three questions of the study was dependent on the answer to question number two only 40% of the respondents went on to answer the remaining questions. This is so because the other three questions were meant to elicit the answers as to what needed to be done and what should not be done about the new beauty therapy service to the kids. It was therefore irrelevant for respondents who did not support the idea to continue answering the other questions as they were bound to give out unreliable answers since in the first place they did not have any interests on the new service. [Wentland, E, J. & Smith, K. W. (1993)] Out of the 40% of the survey sample that proceeded with the rest of questions (by virtue of their support to the new kids’ beauty therapy service) 20% indicated they have once or twice taken their young daughters to the kids beauty therapy salons while the remaining 20% showed they have never done so but they were planning to do so in future. Interestingly 30% agreed that indeed the services are good for their young daughters but they are being overcharged and therefore the charges need to be adjusted. The remaining 10% indicated that the charges were reasonable compared to the good beatification services done to the young kids. On the question of whether some services currently in the kids’ beauty therapy package should be scrapped, they all (100%) agreed that some services needs to be removed from the package as they just did not make sense to young kids. [Wentland, E, J. & Smith, K. W. (1993)] The overall response of the five questions was very reliable as it systematically and precisely gave out information on the perceptions of the respondents. From the results this is visible from the answers to question one through question five. The questions were also arranged in a logical manner to avoid clue giving, those who gave â€Å"NO† as their answer to question one were discontinued from the interview as the study was dependent on the knowledge of the issue being investigated i. e. new beauty therapy services for kids. Further, those who had their answer as â€Å"I strongly oppose/ I oppose/I somewhat oppose† for question two were similarly discontinued from the interview. The remaining questions of the survey were about what needed to be done or not about the new service and therefore it was in order to discontinue those who did not know about the service or support it. The main reason behind this was to avoid false and unreliable answers as those did not support the service did not have any business to comment as to what needs to be done or not about the new service. [Russ-Eft, D. F. (1980)] The simple survey comprising of five-question questionnaire gave out very precise information that could have otherwise not been possible if heavily worded questions were used. This helped the respondents to perceive the questions as not bothersome or requiring much of their time and energy and therefore they gave out correct answers according to their perceptions (or lack of them) on the issue being investigated. Again, the survey sample was small (ten literate women) and the questionnaire comprised of simple questions with instructions written in bold attached on core questions to help extract valid and reliable data. The language used in the questionnaire was simple and unambiguous, further still, the questions were very sensitive in order to extract finer details from the respondents, for instance question number two was very prompting to the respondents as it gave six options for answer. Russ-Eft, D. F. (1980)] In conclusion the questionnaire met all the requirements of the specific criteria of a good measurement i. e. reliability, validity, and sensitivity. It is reliable because that gave out results that could repeatedly be got if the same sample was to be used again; it was valid because it followed a systematic procedure and gave out valid results, and it was sensitive because it allowed respondents a more options for answers. [Russ-Eft, D. F. (1980)]

How to Become a Paraprofessional

How to Become a Paraprofessional When you think of a classroom, you may think of one teacher at the head of the class, working with a group of students. What you may not consider is that many classrooms have another adult there, helping students learn- a paraprofessional, or teaching assistant.What Does a Paraprofessional Educator Do?Paraprofessionals are an essential part of the education system- think of them as classroom all-stars. They may work closely with teachers on general classroom lessons or tasks, or work one-on-one with students who have special needs or disabilities. Paraprofessionals can be found in elementary schools, secondary schools, or daycare facilities. Their tasks may include:Assisting teachers with lessons or classroom activitiesAssisting teachers with paperworkHelping teachers with lesson planningPreparing classroom equipment or technologyWorking with students who need individualized attention in the classroomSupplementing classroom lessons with additional guidance or activitiesTutoring stude nts who need extra helpMonitoring student behavior both in the classroom and at school activitiesAssisting students who have special physical needs (lifting, feeding, moving)Processing homeworkTaking classroom attendanceParaprofessionals may also choose to specialize. For example, some paraprofessionals work in school libraries/media centers. Some are assigned to specific classrooms. Some work exclusively with special education students. Paraprofessionals can be found in all types of schools, plus childcare facilities as well.What Skills Do Paraprofessional Educators Have?Paraprofessional educators need many of the same skill sets that any teacher would need, given that they work directly with students in an educational setting. These are some of the most crucial skills you’d need to have as a paraprofessional:They Like KIdsThis may seem like a no-brainer, but if you don’t like kids, or have trouble relating to them, this would be a very challenging career path. Patien ce is a major asset for anyone working with students.Theyre Team PlayersParaprofessionals are part of a squad of teachers, administrators, and support staff who help educate students. Knowing how to work as part of a team to maintain students’ best interests is essential.Theyre Great CommunicatorsParaprofessionals may be called upon to teach new concepts to kids, or translate information so that a student can learn and understand. Paraprofessionals may also be in the position of having to interpret what a student is trying to say, so listening skills are key as well. Because paraprofessionals will need to communicate with students, teachers, administrators, and possibly parents/guardians, the ability to communicate clearly and articulately is a major part of the job.Theyre OrganizedIf you’ve ever been in a classroom, you may have noticed that good organization can be the difference between a calm learning environment and chaos that distracts everyone from the tasks at hand. As a paraprofessional, you should have a good sense of organization when it comes to recordkeeping and classroom behavior.Theyre Good TeachersParaprofessionals are often assistants and helpers, but they are also educators. As an educator, you should have the ability to teach information to students of varying abilities and learning styles.What Education Do Paraprofessionals Need?Paraprofessionals can usually get started in the field without a four-year college degree, but it helps to have completed some college courses or an Associate’s degree, particularly in Education.Each state and school district has its own rules for paraprofessional certification, so you should see what your state requires. However, many require that paraprofessionals complete an aptitude test (like ETS’s ParaPro exam) to certify that these educators meet a minimum standard.How Much Do Paraprofessionals Get Paid?According to the U.S. Bureau of Labor Statistics, paraprofessionals earn a medi an salary of $25,410 per year. This can vary according to location, and paraprofessionals who are multilingual, or who specialize in areas like special needs or special education, can earn more as well.What’s the Outlook for Paraprofessionals?While education changes constantly, some parts of it never do- there will always be a need for qualified teaching professionals to assist in classrooms and work with students. The U.S. Bureau of Labor Statistics predicts that the field will grow by about 6% by 2024- about the average for all occupations.Becoming a paraprofessional is a great option if you’re just figuring out whether you want to work in education in the long term, or if you know you want to be an educator but just aren’t ready to complete the education and certification required of teachers. Being an educator is one of the most challenging and rewarding paths you can choose, and if you think it just might be your calling, becoming a paraprofessional could b e your ideal first step.

Why ACT Reading Paired Passages Are So Hard

Why ACT Reading Paired Passages Are So Hard SAT / ACT Prep Online Guides and Tips Paired passages on the ACT are a relatively new phenomenon, first announced by ACT, Inc in spring of 2013. Just as the changes to the new SAT have made it resemble the ACT, so have some of the changes to the ACT made it more like the SAT. What are paired passages, why are they suddenly on the ACT, and what’s the best way to prepfor them? Read on to find out. feature image credit: Pencil Biting by Walt Stoneburner, used under CC BY 2.0. ACT Reading Paired Passages: The Origin Story As far as I’ve been able to research it out, the first time any mention of two short passages (paired pasages) appeared in the â€Å"preparing for the ACT† manual was 2012-2013 (in 2011-2012, the Reading section was still made up of â€Å"four prose passages† with questions that asked about individual passages). For a long time, however, despite the fact that as early as June 2014 the ACT was including paired passages on official test administrations (as per PrepScholar co-founder Allen Cheng, who took the ACT then), the only place with official practice for ACT paired passage questions was the ACT website, which provided 9 paired passage questions (3 of which asked about multiple passages). Most prep books (including The Real ACT, 3rd (and current) edition, Kaplan's ACT Premier 2014 guide, the ACT Black Book, and Meltzer's The Complete Guide to ACT Reading) do not include paired passage practice questions, let along any strategies to deal with them. As of July 2015, the new 2015-2016 "Preparing for the ACT" guide finally includes a test with paired passages and 10 questions on these passages (incuding another 3 on both passages). Fun fact: as I was looking through the new guide, I noticed that the ACT Reading questions looked really familiar, and so I double checked with Allen's June 2014 booklet (acquired through TIR) and confirmed that yes, the test included in the "Preparing for the ACT: 2015-2016" guide is the (US administered) June 2014 ACT. Why Does This Make Paired Passages on ACT Reading Extra Difficult? I don’t mean to climb on my soapbox, but I see this as more than a â€Å"minor† change. We at PrepScholar have always stated that the best way to practice for the ACT is to use actual ACT Reading practice questions, because only the ACT words the questions (and answer choices) in that certain way. If there are no (or relatively few) questions to practice with, how are students supposed to prepare for the test? Moreover, how can the scores of students who took the ACT without paired passages on the Reading section (any student who took the ACT prior to June 2014) be compared to those of students who are taking the ACT with paired passages (any student who took the test June 2014 or later)? For the most part, answering a question about multiple passages is more difficult than answering a question about just one passage, because nswering questions on multiple passages requires you to synthesize more information and juggling multiple perspectives in your head, as you try to keep track of who said what where and when did she say it. This is definitely a valuable skill to develop, particularly for students heading to college. However, ACT Reading is already a big time crunch (35 minutes to answer 40 questions), and going from 4 to 5 passages, even if those passages are now 2/5 shorter, is not insignificant. chubby soapbox by daretoeatapeach, used under CC BY 2.0. This is clearly a photorealistic portrait of me done as I was writing this article. Clearly. Paired Passage Question: A Comparison Below is a comparison of a paired passage question with a single-passage question, modified to be on the same topic. For each question, I list the steps needed to successfully answer the question. Paired passage example (adapted from an ACTual ACT Reading question): Based on these two passages, which pair of phrases best compares Stark’s relationship to Science and Banner’s relationship to Science? F. Aimless researcher versus idle dreamer G. Fascinated onlooker versus pragmatic worker H. Casual alchemist versus thoughtful artist J. Indifferent outsider versus sarcastic farmer How do you answer this question? You must go through Passage A and find information about Stark’s relationship to Science, then go to Passage B and find information about Banner’s relationship to Science, then compare the two, and then see which answer matches reality. That's a four step process. When answering a comparable question on a single passage, you only have to go through two steps. Take the following (adapted) ACT question: Stark’s approach to the task of converting the junk in the cave to a functioning energy source can best be described as: F. reluctant until his companion’s plans inspire him.G. enthusiastic until his companion’s error puts them both in an awkward position.H. apprehensive until he discovers his error is not a devastating one.J. thrilled until he remembers that his companion is a poor planner. All you need to do in order to answer this question is go through the passage and find information about Stark’s approach to converting junk into functioning energy source and then see which answer matches reality. What Can I Do To Practice Paired Passages? Since there are so few official sample questions out there, this makes it difficult (but not impossible!) to create tailored advice. I recommend starting with my article on how to attack paired passages in ACT Reading, which goes into great detail on this very topic. In short, though, here are the takeaway strategies from that article: 1. Answer questions on individual passages first. As I discussed above, questions on single passages are generally less complex than those on multiple passages, which makes them better to tackle first. In addition, answering questions on a particular passage may lead to your finding information that is useful for answering multipassage questions. 2. Guess on all multi-passage questions. If you’re not aiming for above a 31 on Reading, you can safely skip/guess on the 3 questions per ACT Reading section that ask about multiple questions, and still have some room for other errors. Choose your favorite letter pair (A/F, B/G, and so on) and go for it! 3. Eliminate three wrong answers (yes, that good old standby). Answer choices to questions on multiple passages tend to be relatively complicated, but this means that they can also be easier to eliminate, since if any part of the answer choice is wrong, then the whole thing must be wrong. 4. Practice with official SAT paired passage questions. Currently, there are 8 free official SAT practice tests that contain ACT-length paired passages. Each set of these paired passages has around 12 questions, for a total of 95 paired passage questions (yes, I did actually go in and count it). That's exactly 5x as many questions as compared to the 19 total (not just free, but TOTAL) official paired passage questions provided by the ACT. What’s Next? Want to make sure you're practicing ACT Reading as effectively as possible? Find out more about paired passages and strategies to help answer questions on multiple passages here. How should you approach passages in the first place? Our blog has explanations of three different ways to approach the passage on ACT Reading. Want to improve your ACT Reading skills? Read our series of targeted articles on big picture, little picture, and vocab in context questions - articles about function and inference questions on ACT Reading are coming soon! Want to improve your ACT score by 4 points? Check out our best-in-class online ACT prep program. We guarantee your money back if you don't improve your ACT score by 4 points or more. Our program is entirely online, and it customizes what you study to your strengths and weaknesses. If you liked this Reading lesson, you'll love our program.Along with more detailed lessons, you'll get thousands ofpractice problems organized by individual skills so you learn most effectively. We'll also give you a step-by-step program to follow so you'll never be confused about what to study next. Check out our 5-day free trial:

Foundations of Management for Healthcare Essay Example | Topics and Well Written Essays - 1500 words - 1

Foundations of Management for Healthcare - Essay Example Taylor was one of the main contributors in the theory of scientific management. In fact, he is referred to as the father scientific management. Taylor proposes that organisation need to do a study on tasks and then develop appropriate procedures (Cliffsnotes par 3). For instance, organizations can make calculations on how to improve the performance of its employees by using correct procedures and movements. According to Taylor, people are significantly motivated by money. The study conducted by Tylor on the steel company Indicated that An organisation can significantly increase its product by the use of appropriate management practices in organisation of the tasks (Cliffsnotes part 4). The study further indicated that employees’ productivity can be improved though effective management and arrangement of activities in an organisation. For instance, the employees’ productivity increased significantly. This can be realized through development of the appropriate incentives to induce employees to put more effort. This contribution was of great significance in the management of organizations. This principle can be of great significant in the heath care. Application of this principle can lead to an increase in the level of employees’ productivity hence increased level of services. According to Mayo, for an organisation to be successful, it should not only consider the monetary needs of its employees, but also the non monetary needs (Scribd par 4). According to this principle, people are motivated by social needs as well as good job relationships. In addition, people will tend to be better to work in a group relationship rather than individuals. According to this principle, satisfaction of psychological needs should be packed in the front line in every organisation. McGregor did an intensive examination of the theories of individual behaviors at the workplace. Through this examination, he