10 Real-Life Chimeras from the Annals of Paleontology

The Secrets of a Teenage Life - 900 Words

The Secrets of a Teenage Life Many actions and feelings are expressed from J.D. Salinger through his character Holden Caulfield by both physical actions and expressed emotions in the book The Catcher in the Rye. The overall main message of the book is to express the troubles that are involved with growing up in the adolescence years, to Holden Caulfied, the main character of the book, growing up involves dealing with the phoniness of others and just not caring about much that is expected of life. Many negative effects come out of the adolescence years in the eyes of J.D Salingers, Holden Caulfield. In the The Catcher in the Rye, it seems almost as if Holden is invisible to the world because of the troubles he is trying to overcome within†¦show more content†¦Not only is depression a major part of a teenagers life, but growing up, as a whole, is just as painful sometimes. Furthermore, Salinger also shows the negative effects of adolescence by expressing Holden’s though ts and actions about how growing up could be so painful. This is shown when Holden gets angry due to his brother’s death. Growing up means that you have less time with your loved ones, every second brings you closer to either your death or to those whom you love. Holden shows the pain due to growing up through his actions as well. For example, the fact that Holden is still a virgin is due to the fact that losing your virginity is a major milestone in growing up, he holds on to that so he doesn’t grow up so fast. Throughout the book, it seems as if Holden almost refuses to grow up because he is scared of the pain that the adulthood may bring into his life, although he never wants to admit it. â€Å"People always think something’s all true. I don’t give a damn, except that I get bored sometimes when people tell me to act my age. Sometimes I act a lot older than I am-I really do-but people never notice it. People never notice anything† (Salinger 9). A nother example is when Holden is walking down the street and notices the boy singing in the road. This bothered Holden because the little boy’s parents were not paying attention to the kid and that made Holden think that the boy was almost a representation of his own life. Holden feels so alone in his lifeShow MoreRelatedDeviance on Television1049 Words   |  5 Pagesfolkways to taboos. The Secret Life of the American Teenager, an American television series on the ABC Family television network, is one of the many contemporary shows that portray deviant behaviors on national television. It’s intended for the target audience of teens and their families who are trying to cope in a culture where teen girls and boys are sexually active. I chose this particular show, because of one key reason. Secret Life of the American Teenager explores a teenage taboo. 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Vinyl seats cracking, teenage girls laughing and the makeshift radio blasting we followed behind the boys in their SUV to Woodland Park. The brisk March wind rattled the old windows of our little white and blue, borrowed bus. Miles of twisting roads and pine trees that seemed to pierce the low floating clouds lead us to our retreat house. Gravel crunchedRead MoreAbortion And Racism : An Advocate For Men And Women Seeking Post Abortion Healing1336 Words   |  6 Pagesat a time. An abortion leaves the mother in a vulnerable state, even more so when the mother is a teenager. Abortions negatively affect a teenage girl psychologically, physically and socially. The effects that an abortion leaves on a teenage girl are extremely negative and forces their lives to resentfully change. Abortion psychologically impaires a teenage mother negatively. the majority of abortions that are performed, are performed on young girls who are not fully developed into adulthoodRead MoreTeenage Depression - Teen Suicide1399 Words   |  6 Pagesyears’ teenage depression has drastically increased due to multiple factors such as peer pressure and bullying. According to Linda Lamb’s article Young People Can Suffer From Depression, Too,† The suicide rate among teenagers [today] is about 10 per 100,000†. A handout from the Health and Human Services Department and National Institute of Mental Health stated,† in the last 25 years, the rate of suicide among teenagers and young adults has increased dramatically.† The awareness of teenage depressionRead MoreRunning With Scissors By Augusten Burroughs1444 Words   |  6 Pagespotential without the guidance of an adult figure, such as a mother, father, sibling, or guardian. 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Aristotelian Tragedy Macbeth Free Essays

Aristotelian Tragedy: Macbeth Aristotle is known widely for developing his ideas on tragedy. He recorded these ideas in his Poetics in which he comments on the plot, purpose, and effect that a true tragedy must have. The structure of these tragedies has been an example for many writers including Shakespeare himself. We will write a custom essay sample on Aristotelian Tragedy Macbeth or any similar topic only for you Order Now Many of Shakespeare’s plays follow Aristotelian ideas of tragedy, for instance Macbeth does a decent job in shadowing Aristotle’s model. Aristotle describes one of the most important elements of a tragedy to be a tragic hero. The tragic hero however must present certain qualities such as nobility and virtue. In the play Macbeth, Macbeth is a perfect example of a tragic hero. Macbeth begins the play coming home from battle, he is said to have fought with great courage and King Duncan himself awards him the title of the thane of Cawdor in reward for his bravery. The qualities make Macbeth a tragic hero as he possesses not only a noble title, but also the assets of a great warrior and hero. However, Aristotle emphasizes that if the tragic hero was as perfect as he seems than the audience would not be able to identify with him and this would not be considered a tragedy. Macbeth shows us his humanity very early in the play when he learns that Malcolm, Duncan’s son, will be the heir to the throne of Scotland. In response, Macbeth acknowledges that he himself should be awarded the crown and will not rest until royalty is his. Macbeth is an ambitious character, which is a quality that many humans can identify with. This ambitiousness is known as Macbeth’s tragic flaw. This leads to Aristotle’s next component of a tragedy, the tragic flaw. The hero’s tragic flaw must lead to the downfall of the character; his demise can be caused by no one other than himself. Macbeth’s ambitious personality leads him to become caught up in attaining power for himself. Macbeth’s ruthless behavior causes him to commit murder to Duncan in order to gain kingship. Even after his wish comes true, he continues to sacrifice the lives of others, including his close friend Banquo, to assure that he never loses his throne. However, Macbeth does not go unpunished as he suffers countless dreams and illusions that drive him to insanity. The loss of his wife also brings Macbeth to his final denouement. In the end, Macbeth is killed by Macduff; because of his arrogance he believed he was invincible even after being told his fate. Macbeth reaches his end through the same way he lived his life, through murder and deception. Many argue over the fairness of Macbeth’s life, but the goal of a tragedy in Aristotle’s view point is to strike fear and pity in the audience through harsh punishment upon the hero in extreme ways. Finally, Aristotle claims that in order for a tragedy to be effective, the fear and pity must be released from the audience through catharsis. First the tragic hero must gain some knowledge from his tragic life. Macbeth shows this self-realization in his ‘yellow leaf’ soliloquy when he expresses remorse for his actions. Also, in the end he knows he must fight until the end whether his fate is death. At this point the audience is cleansed of the emotions of the plot and the tragedy is finished. Macbeth is a primary example of a typical Aristotelian tragedy. It follows the structure necessary from the tragic hero, to his downfall and ultimately to the catharsis necessary for an original Greek drama. The aspects of this play are a perfect example of the tragedies of that era. How to cite Aristotelian Tragedy Macbeth, Essay examples

HR Role In Strategic Acquisition

Question: Individually prepare a Business Report that addresses the human resource issues raised in the case study as provided on the Moodle course site? Answer: Introduction 1. Purpose: Todays business environment is changing rapidly due to various factors like globalization, increasing culture of outsourcing, requirement of speed up growth and continuous shortening product life cycle tend towards the companys acquisition, it is completely part of the business strategy in order to accomplish their companys business objectives. The report will focus on the various aspects of human resource regarding to acquisition. This report particularly focuses on effectiveness of HR role during the strategic acquisition. As merger or acquisition is part of business strategy, it is also essential to discuss reasons for its success and failure. 2. Background: This report talks about acquisition of two book seller companies in Australia. Australian book market is very competitive and Mainly Books Company, 18 stores book retail chain is struggling in its targeted market from last three years it had been facing loss in trading. Hence it has been acquired by another book retail chain Wordsmiths and the acquisition is considered as good opportunity strategically in order to enhance the companys market presence and gain competitive advantage. Instead of focusing on the acquisitions reasons the main goal of both the company has to gain advantage for both and deal should benefit both buying and selling companies. Though there are various reasons have been talked about failures of acquisitions, the main area both the companies have to focus and give importance is management process of human resources. The HR of both the companies should managed so as they will retain in the company as well as collaborate to each other effectively with higher levels of performance. The report talks about issues and challenges of human resource due to strategic acquisition, planning for new staffing, legal issues in designing redundancy process, and evaluate HR planning process. Finally the report provides recommendation for acquisition process and HR planning. Literature Review: Issues related to human resources have to be handles in a unique way at the time of acquisition procedures in order to get successful results. During the international acquisition condition it is obvious that staff cannot comfortably communicate with the top management and a consequence of it after acquisition it can become weakness indication for acquiring company (Wright and McMahan, 1992). Hence in this condition HR management team has to face additional difficulty in understanding the cultural issues. Today merger and acquisition trend is increasing among every fields companys and does not seem any downturn in this field at least for 10 years, only required to manage the human resource effectively by the professionals to achieve successful acquisition result. When both the sides have new opportunities in front of them the chances of successful acquisition is more. HR managers of both acquiring and acquired firm have big responsibility and acquisition activity impose different and unique challenges for them and it can also have serious impact on employees performance during transition time (Gordon, 1972). Human resource need to recognize particular main issues to increase the opportunities of success and that includes, proper understanding of situation, good acquisition conditions, objective for signing the deal, determine culture differences before finalizing deal (Hendry and Pettigrew, 1990). If all these issues are recognized effectively, implementation of strategies after acquisition gets easy and effective as well. Here the management team and HR manager Gemma of acquiring company realize the importance of incorporation of human resources in their acquisition strategy. Mainly Book Company has to adopt expertise and other functions performed by their acquiring company but it is observed that most of the firms fail to adopt the diversity. Thinking about the acquired companys human resources, it may be urgent for them to understand all the goals and ideas of acquiring company and work and perform according to it (Kazmi and Ahmad, 2001). On other hand acquiring company should also have to understand about the acquired company employees, their working situations, and companys culture because all these things are essential in managing merger process effectively. Human Resource Management System: In acquisition transferring process has been followed from acquiring to acquired company. Like purchasing stalk, purchasing assets the acquisition process conducted and it is generic term used to communicate ownership handover. 1. Differences in Acquiring and acquired firms HR functions: According to the case study the acquired firm does not have any HR function and all the matters related to employment are handled by the store manager. Mainly Books store also does not have any program which manages and record all the human resource activities and hence no workforce data is available in the acquired firm. It is known that managing the human resources is important aspect of any company and which company fails to this lead towards issues. The acquiring firm has proper HR department and that department have right to undertake all the decision regarding to the employees working in the company (Lundy, 1994). The WordSmith the acquiring firm current workforce is of 600 employees and in between those half are fulltime workers and remaining working as part time, in the case of Mainly store it is exactly opposite they only have 225 employees and all working as fulltime. Analysis of Mainly stores operation and costs has received that most of the store in this store chain are o verstaffed and balance of fulltime and contingent workers are not right. Due to this reason financial performance has been getting poor and hence Mainly books require downsizing. As the acquiring firm WordSmith has good HR system which will be able to generate the reports for workforce characteristics and trends, it get clear that acquired firm needed certain amount of downsizing and dependencies on fulltime workers also has to reduce. 2. Incorporation process of acquired firm: In the given case findings it is observed that employees are the key towards making merger work, human resource related problem occur during the acquisition such as both the firms culture classes has been observed, disputes between management level people, change does not managed well due to inability (Schuler and Jackson, 2007). It is needed to incorporate the acquired firm workforces into acquiring firm human resource management system. The Mainly Book stores staff has been handled by the acquiring firm after acquisition. Incorporation has to be done effectively in order to sustain financial performance inability, recover from loss of productivity, gel between each others culture, sustaining the key talent and management styles without any clash and managing the changes effectively and understanding. All the above points are part of the strategic management of human resource and handling cultural differences between both acquired and acquiring companies, because it can be the barrier to the success. IN the pre-deal stage, main focus has to be on organizational design, especially on assessing and choosing correct persons for leadership. Remuneration plays important role and required to be considered from different angle of strategy, which would impact employee, employers and cost (McGovern et al., 1997). Other vital role playing areas are maintaining and building morale and loyalty. After acquisition takes place HR responsibility also get increase and they have plan and manage the integration process. Human Resource Management Issues during Acquisition: HR management does not involve much before the acquisition, and hence it then goes long way to explain why the issues related to workforce, culture of organization has to be overlooked, and it strongly feel that for assessing such issues the management team is not properly trained (Wright and McMahan, 1992). Acquisition has profound impact on both companies workforce and in order to establish successful transition in certain aspects like leadership, business model this impact has to be managed well. The impact of acquisition on each staff member has to identify and respond well and HR managers planning can decide long-term success or failure of the new company. 1.Ethical issues: It is not possible that the merging companies are identical in all aspects and hence at the time of acquisition of the two companies, there are certain areas of mismatching between them and further it lead towards very serious issues (Becker and Gerhart, 1996). One firm wants to invest on the labor while another firm mostly focuses on share holders and customers. Due to the cultural and legal differences between the firm issues can be raised. In this situation where differences are more, the HR managers of both the companies must have to fight with the differences and also have to indentify the fair sets of issues between them and find out solutions to help them out in order to build the cohesive organization with single ethical standard. In order to minimize the insecurity and doubt of employees in both the companies, there is need to establish strong communication between employees and HR department. The management has to take employees in confidence and ensure them about their job security, need to clarify their doubts and answer to their all questions (Boxall and Purcell, 2003). Senior management team has to make less distance from employees to understand their views and clarify the issues. 2.Cultural Integration: Both the book companies had their own culture and own standard in the targeted market and obviously had their own culture, values and belief, hence after acquisition the main challenging area for HR managers is the about the cultural (Mathis and Jackson, 2008). It is one of the most difficult aspects to understand and change according to the combined firm. Most of the cases barrier in cultural integration creates hurdles for success as every company has their own business culture. Sales mentality may dominate companies or some firms have paternalism of culture and others are more democratic. Hence while trying to bring culturally different organization there is possibility of creating frictions. Legislation and Statutory roles within acquisition: Gemma is HR manager of WordSmith book organization, Australia which acquired Mainly Store which had been struggling in very competitive book market from last three years. The company have to consider some legislations and obey them while performing acquisition and are given as below: 1.property registration authority act: Registration of Deeds and Title Act 2006 [PRA Act] establishes the property registration authority act. Some functions of authority has been provided by the Act which should be followed by acquirer before acquisition (Bratton and Gold, 2007). This Act would help in managing and controlling the Land and Deeds registry. The Act will require promoting and extending the land ownership and require creating legal registration of it. 2.Chief Executives: PRA Act also provides the right of getting appointment by the Minister under the Public Appointment Service recommendation of CEO. The Person on the post of CEO should act as civil servant and must followed the functions such as performing the implementation and policies related decisions of the Authority (Desssler, 2008). Also the right has been provided in which they perform managing and controlling of their staff functions, administrative department of business and should perform all the functions come under his or her job position rights and according to the Act. Conclusion: The report shows role of HR is very important in strategic acquisition of companies. As in the acquisition one company owns another one and hence the insecurity regarding the job role, salaries and working environment make the employees stressed. Hence human resource challenges are becoming vital and at the same time very difficult as compare to other business factors. This also indicated that the existing employees would require gathering and performing synergic collaboration benefits to produce high level performance. The report discuss over the various aspects of human resource regarding to acquisition. This report particularly focuses on effectiveness of HR role during the strategic acquisition. As merger or acquisition is part of business strategy, it is also essential to discuss reasons for its success and failure (Hollenbeck, Noe, Gerhart, Wright, 2003). Today, it is observed that functioning of HR also growing along with the acquisition process of companies. Effective communi cation is the key element of managing issues related to integration. Thus the report discusses effective participation of HR in the given acquisition case and explains the main factors throughout the report. Recommendations: Following are some recommendation for both the companies involved in the acquisition process. The recommendations are useful for the acquiring company in making the acquisition process more useful and it also help to retain the employees and also protect the staff rights and can tend acquisition towards creating successful business output. 1. While performing acquisition it is necessary to set clear and strategic vision that is what the companies actually want from the acquisition. According to Mainly Book stores point of view they want to improve their financial performance and their market situation which had gone down from past three years. 2. While acquisition process is starting, it is important to involve HR early in the negotiation process, due to which mapping of companies culture, values and working styles get cleared. 3. To achieve greater profit and good result from acquisition, create a new chart of company, and the chart would contain recent staffs competencies detailed audit, which would help in mapping responsibilities and roles according to new chart. 4. In order to minimize the insecurity and doubt of employees in both the companies, there is need to establish strong communication between employees and HR department. The management has to take employees in confidence and ensure them about their job security, need to clarify their doubts and answer to their all questions. Senior management team has to make less distance from employees to understand their views and clarify the issues. 5. To clearly understand the plans continuous effective communication is needed. There is another option, if required neutral agency can be included for the same purpose. 6. Employees can be engaged in productive work in order to keep then motivated and satisfies, because motivated and satisfied employees are highly committed towards their organization. Reference List: Wright, P.M. McMahan, G.C. 1992. Theoretical perspectives for strategic human resource management. Journal of Management, 18 (2): 295-320. Gordon, M.E. 1972. Three ways to effectively evaluate personnel programs. Personnel Journal, 51 (7): 498-510. Hendry, C. Pettigrew, A. 1990. Human resource management: An agenda for the 1990's. International Journal of Human Resource Management, 1 (1): 17-44. Kazmi, A. Ahmad, F. 2001. Differing approaches to strategic human resource management. Journal of Management Research, 1 (3): 133-140. Lundy, O. 1994. From personnel management to strategic human resource management. International Journal of Human Resource Management, 5 (3): 687-720. McGovern, P., Gratton, L. Hope-Hailey, V., Stiles, P. Truss, C. 1997. Human resource management on the line? Human Resource Management Journal, 7 (4): 12-29. Wright, P.M. McMahan, G.C. 1992. Theoretical perspectives for strategic human resource management. Journal of Management, 18 (2): 295-320. Becker, B., Gerhart, B. 1996. The impact of human resource management on organizational performance: progress and prospects during Acquisition. Academy of Management Journal, 39 (4): 779-802. Boxall P Purcell J (2003) Strategy and Human Resource Management' Palgrave Macmillan, New York, USA. Bratton J Gold J (2007) Human Resource Management: Theory and practice'4th edition, Palgrave Macmillan, New York, USA. (J, 2007). Desssler (2008) Human Resource Management' Prentice Hall, Australia. Hollenbeck J, Noe R, Gerhart B, Wright P (2003) HRM gaining a competitive Advantage' 4th edition McGraw Hill, New York, USA. Mathis R and Jackson J (2008) Human Resource Management' 12th edition, Thomson South-Western, USA. Noe R (2006) Human Resource Management: Gaining a competitive advantage', 5th edition, McGraw Hill, USA. Schuler R and Jackson S (2007) Strategic Human Resource Management' 2nd edition, Blackwell Publishing, Malden, USA. Salaman G, Storey J, and Billsberry J (2005) Strategic Human Resource Management: Theory and Practice' 2nd edition, SAGE publications Ltd, London, USA. Torrington D, Hall L and Taylor S (2005) Human Resource Management' 6th edition, Prentice Hall, Essex, England.

Career Analysis free essay sample

By contrast, federal government/law enforcement employees report an average salary of $107,000 and the averages and medians. Highest median of any sector at 105,000. The distinction between the federal sector and the publicly held commercial sector provides a useful image for assessing compensation characteristics using both. For publicly held companies, which tend to be larger than sole proprietorships, there was a spread of $18,000 between the average and median; the spread shows that there is more upward potential. The federal sector had the higher median with a difference of Just $2,000 between average and median, showing. Security Guard Educational Requirements The main requirement for security guards in almost all of the tates is the license (sometimes known as the guard card. ) While each state has its own guidelines for licenses, most require the applicant to be at least 18, a high school graduate (or GED holder), pass a background check, complete classroom training, and successfully pass a drug test according to the BLS, www. We will write a custom essay sample on Career Analysis or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page bls. gov. Classroom training can be one or any number of classes in subjects such as propertys legal, emergency protocols, and properly detaining suspected criminals. Typically, post-secondary education degrees are not needed for those interested in ecoming a security officer. However the type of position I am pursuing in Criminal Justice field a bachelors degree will be needed. Best Location for Career in Security Finding a security guard Job is not tough; all you need to do is follow a systematic approach and demonstrate patience and persistence. If you feel that the exposure to internet is not enough to get you the best security guard Job or if you feel you have to have all the options opened, you can enroll or register with any placement service provider. These placement service providers try to find the Job for he candidates in their preferred niche. So actually there is no best location for this position. But if a location had to be chosen it probably would be in the Federal sector. Most Impactful Person/Persons in the Field Its never easy to come up with a definitive list of IT professionals with the most influence on the way we secure desktops, networks and mobile devices. But according to my research this is the person who stand out today as stirring the imagination and forcing us to rethink our approach to security in an always-on world. Tavis Ormandy Google Security Team. Is by far the most impactful individual in the security field today. As goes Google, so goes Web 2. 0 security. Tavis Ormandy, one of the most visible hackers/researchers on the Google Security Team, faces the smell test. A security guru, Ormandy is tasked with identifying and analyzing vulnerabilities and exploitsand with getting them fixed before the bad guys can do damage. He is also co-lead of the Gentoo Security Team, shoring up the security of the Linux distribution. References BLSwww. bls. gov Education Portal. com Eweek. com

A Guide to Conjugating the French Amener (to Bring, Take)

A Guide to Conjugating the French Amener (to Bring, Take) When learning French, you will often need to use the verb  amener  which means to take or to bring. This is used in the context of take the dog to the park or something similar. This is a relatively easy French lesson to follow and good practice for conjugating a stem-changing verb. How to Conjugate the French Verb  Amener To conjugate a verb means to adapt it to match the subject pronoun you are speaking about. We do the same thing in English, though the conjugations are often simple such as using takes instead of take. Each verb form for  amener  is slightly different depending on subject. Pronouns like I, you, he, or we each have their own translation in French j, tu, il, nous, etc. Its also important to know that  amener  is a  stem-changing verb. This means that conjugating  the verb uses the same endings as regular -er verbs. That makes this a very easy conjugation. Study this chart to learn how to conjugate this verb in French. It tells you which form to use with each subject and in each tense.  For example, to say I bring, you will say jamà ¨ne. To say we will bring, you will say nous  amà ¨nerez. Subject Present Future Imperfect j' amà ¨ne amà ¨nerai amenais tu amà ¨nes amà ¨neras amenais il amà ¨ne amà ¨nera amenait nous amenons amà ¨nerons amenions vous amenez amà ¨nerez ameniez ils amà ¨nent amà ¨neront amenaient Amener and the Present Participle The  present participle  of  amener  is  amenant. The -ant ending is similar to the -ing we use in English, which makes the verb mean bringing or taking. This verb form is quite resourceful as it can also be an adjective, gerund, or even a noun in the right context. Amener  in the Past Tense Passà © composà ©Ã‚  is the most common form of past tense in the French language. When you want to say that you brought or took something, you will need to add the appropriate  auxiliary verb. In the case of amener, that is  avoir. Were not quite done, though, because you will also need the  past participle  of the verb to complete the phrase. For amener, that is simply  amenà ©. That is used no matter the subject pronoun. Now that we know all the pieces for the past tense, lets put it to use. To say I brought in French, you will say jai  amenà ©. In this case,  ai  is the conjugate for that helping or auxiliary verb,  avoir. More Conjugations of  Amener Those are the simple conjugations of  amener  and ones that you will use quite often. There are other forms of this verb that you may or may not need, but its good to be aware of them. The subjunctive refers to a verb mood expressing that something is uncertain. The conditional is another verb mood that is used when the action might happen under certain conditions. The passà ©Ã‚  simple and imperfect subjunctive forms are used in formal writing. Unless youre learning how to write properly in French, its not likely that you will use them. Subject Subjunctive Conditional Passà © Simple Imperfect Subjunctive j' amà ¨ne amà ¨nerais amenai amenasse tu amà ¨nes amà ¨nerais amenas amenasses il amà ¨ne amà ¨nerait amena amenà ¢t nous amenions amà ¨nerions amenà ¢mes amenassions vous ameniez amà ¨neriez amenà ¢tes amenassiez ils amà ¨nent amà ¨neraient amenà ¨rent amenassent Heres where things can get a bit confusing when conjugating French verbs. The imperative form is another verb mood used to request, give, or make a request. The primary difference here is that you will not use the subject pronoun. Instead, you simply use the imperative verb form. For example, instead of saying tu  amà ¨ne you can simply say amà ¨ne. Imperative (tu) amà ¨ne (nous) amenons (vous) amenez Other Verbs Meaning To Take In English, we use the word take in many contexts. There is no single to take word in French.  As with many languages, French uses a few verbs to indicate the different meanings of to take.   Where  amener  is more like to bring,  accepter  means to accept. The verb for actually taking something is  prendre. Its a good idea to study all of these at once so you know when to use each.

222#5 Assignment Example | Topics and Well Written Essays - 250 words

222#5 - Assignment Example In some cases temperatures were seen to rise above 100 degrees in summer (the Texas tribune). An increased number of inmates also adds pressure to the already under paid and overworked correctional officers. Thus they have to work longer hours with the minimal pay and this leads to turnover or the conducting illegal businesses in prison. High turnover presents a couple of challenges to the correctional facilities. In a research done on turnover, high turnover in newly employed staff showed that the resources used in recruiting and training the staff do not produce the required returns. Therefore, this results to fewer resources required to promote other staff retention and betterment of inmate programs. Available officers therefore end up working overtime which further translates to fatigue and burn out. In a report by Oklahoma watch, prison staff have been reported to be involved in car accidents due to fatigue (watch). The major step needed to be taken is increase of the personnel wages. This will act as a motivator and less will be forced to turnover. This step should be followed by improvement of the working conditions, air conditioning, better housing and reduced overtime. Reducing the number of inmates is also key. This can be done by moving small crime inmates to community rehabilitation centres instead of placing them in correctional facilities. This will reduce the number of inmates to be supervised by one officer. The Texas Tribune,. Prison Officials Seek Ways To Recruit, Retain Officers, By Brandi Grissom. N.p., 2015. Web. 20 Apr.

Seneca, On the Shortness of Time Essay Example | Topics and Well Written Essays - 250 words

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Collision 1D Lab Report Example | Topics and Well Written Essays - 1250 words

Collision 1D - Lab Report Example It is as well known to be a vector quantity and its direction is same as the velocity. There is no special name for momentum unit but commonly letter p is used to represent the momentum vector. Momentum conservation can be derived using Newton’s third law. There is conservation of momentum in cases where there is interaction of interacting objects with each other. For instance, if p1is the systems initial momentum before collision and pf is the final systems momentum after collision, then we have: Energy conservation is considered to be another important conservation law. Energy is not a vector but a scalar. Whereby a scalar has no direction but it has magnitude only. There is conservation of energy based on whether the forces between are conservative. Gravity magnetic forces and electric are example of conservative forces. Other forces at nuclear physics level are also conservative. Friction is considered to be the most critical non-conservative force and it was been considered in this experiment. It is non-conservative force because there is energy conversion to heat. Two bodies sticking together after collision is also considered to be another non-conservative force. This is a special friction case since the energy is converted to heat in the process The experiment dealt with collisions only in one dimension. The bodies’ motion was constrained by a horizontal track. This implied that momentum and velocity was only in one direction(x or -x).Where x represents the tracks co-ordinates. Because we dealt with 2 bodies, the momentum conservation law can be illustrated as. Hence, the masses of the 2 bodies as well as their vectors velocity after and before collision is supposed to be known is order to show momentum conservation. It is mandatory to evaluate the energy after and before collision in order to find out if the energy conserved. The gravitational potential energy is not changed in this case

Magnetic Resonance Imaging Business

Magnetic Resonance Imaging Business 1. The Magnetic Resonance Imaging Business Magnetic Resonance Imaging (MRI) is a non-invasive medical imaging modality that has emerged in the first half of 1980s and become a preferred tool in detecting a wide range of diseases (Yildirim, et al., 2015)[1]. Since its invention, MRI has undergone a continuous flow of innovations and proven itself as a versatile tool that addresses an increasing number of clinical problems and enables research in a growing spectrum of clinical and technological fields. Over the course of its evolution MRI has proven itself has a well-established diagnostic tool and enabler in particularly neuro-radiological applications, functional and anatomical imaging of the brain, imaging of the musculoskeletal (MSK) system and the spine, and a strong contender in cardiovascular imaging, breast imaging and imaging of the abdomen and pelvic region. As a result of its versatility and non-invasive nature, MRI enjoys an increasing demand (Wilson, et al., 1999; Al-Kwifi McNaughton, 2013) and becomes a strong alternative to less costly modalities such as X-ray and Computed Tomography (Semelka, 2004). Despite all the innovations, and the advantages it offers with respect to other techniques, MRI remains the most expensive medical imaging modality, both in terms of production costs and cost of ownership constitutes a global market that is currently about à ¢Ã¢â‚¬Å¡Ã‚ ¬ 5 billion, and is expected to exceed à ¢Ã¢â‚¬Å¡Ã‚ ¬ 7 billion by 2021 (MarketsAndMarkets, 2015). Figure 1 MRI, applications areas and competing technologies.   1.1. The Market Over the past three and a half decades, the MRI business has evolved into a nearly mature market, particularly in terms of number of installations and users, which mainly consist of academic hospitals and research institutes, public and private hospitals and specialized clinics and centres (Oh, et al., 2004; MarketsAndMarkets, 2015). The MRI market is dominated by three vendors, namely Siemens, General Electric (GE) and Philips, which cover about 75% of the market, and followed by smaller firms like Toshiba and Hitachi as well as relatively smaller firms and new entrants such as Fonar, Alltech and United Imaging (MarketsAndMarkets, 2015). Geographically, the MRI market is dominated by North America and Europe, which happen to be the birthplaces of the modality (Lauterbur, 1973; Mansfield, 1977), with respective shares of 31% and 29% (MarketsAndMarkets, 2015). These, so to speak, old regions are followed by a younger and dynamic region, Asia, which has a share of 25% and observes a demand that is rapidly increasing (MarketsAndMarkets, 2015). The remainder of the MRI market is populated by emerging markets such as Latin America, the Middle East, the Pacific and Africa (MarketsAndMarkets, 2015). Figure 2 Global MRI market (Adapted from MarketsAndMarkets, 2015). The industry is governed by fast technological change and substantial heterogeneity in terms of technology and implementation among vendors (Krieg, 2004; MarketsAndMarkets, 2015). While products can roughly be categorized into groups representing magnetic field strength expressed in Teslas (e.g. 1.0T, 1.5T, 3.0T) or architecture (e.g. open versus narrow-bore or wide-bore cylindrical) (MarketsAndMarkets, 2015), differentiation among products and vendors is dictated by features, clinical applications and research techniques that come integrated with a MRI system (Krieg, 2004; Al-Kwifi McNaughton, 2013). In recent years, the business has observed a significant development that manifested itself as a clear split in market segmentation, with premium (or high-end) products catering to the upper half of the market and value products (or low-end or low-cost) catering to the lower half (Donoghue, et al., 2012; Global Industry Analysts Inc., 2015). This split, which was initially caused by the demand structure seen in the Asian and emerging markets, also found acceptance and support in Europe and North America, particularly in sectors where cost began to assume a primary role in purchase decisions as well as reimbursement policies (Proval, 2014; Global Industry Analysts Inc., 2015). In older markets such as North America and Europe, and also in Japan, the business seems to have reached a certain level of maturity (AuntMinnie.com, 2013). In these regions, the market shows a declining growth rate, mostly as a result of substantial market saturation and negative environmental influences such as declining reimbursements resulting from more stringent policies implemented by governments and insurance companies (Proval, 2014; Global Industry Analysts Inc., 2015). Another development that challenges the vendors is the increased number of brand switching, which, to some extent, can be related to market saturation (Al-Kwifi McNaughton, 2013). Customers moving from one vendor to another as such is observed to accelerate price erosion and hurt profitability significantly. In developing markets and markets showing a positive growth rate, like the emerging markets and Asian regions such as China and India (AuntMinnie.com, 2013), cost of investment and operation emerges as the primary factor affecting the business (Global Industry Analysts Inc., 2015). Additionally, the business, particularly of the incumbent firms (i.e. the big five) is challenged by governmental policies that directly or indirectly favour local competition, particularly in the low-end segment (Torsekar, 2014; Rizzo, 2016; Business Standard, 2016). Access to a larger portion of these markets is blocked by either complicated bureaucratic procedures (Torsekar, 2014), elevated import taxes (Business Standard, 2016), or by directly backing local manufacturers by means of targeted subsidies or privileged contracts (credible source needed).      Ã‚   1.2. Product Innovation Historically, MRI has been a technology driven industry, and as it is typical for high-tech businesses, product innovation has been critical to market performance and central to sustainability of the business (Krieg, 2004; Paladino, 2006). Different than most high-tech industries, however, MRI has strongly benefitted from a co-creation culture where most innovations have emerged from interactions and partnerships between vendors and key, and mostly academic, users (Figure 3). This culture led to a symbiotic vendor-user relationship that resulted into a rapid pace of product innovation, which, in turn, boosted demand for more advanced and specialized products (Krieg, 2004). Figure 3 A history of co-creation in MRI (Adapted from Philips Healthcare, 2016) However, the rate of ground-breaking and truly differentiating innovations is facing a slowdown (Holloway, 2014). In the last 10 years very few breakthroughs led to a significant or long lasting technological and competitive advantage, or have opened new areas of application and research. In the fields where MRI has proven itself as a mature diagnostic apparatus, such as neurology, MSK and brain imaging, all major vendors products are known to deliver very similar performances and adequate quality as far as general purpose use is concerned. Only in case of very specific needs, a particular vendor is seen to differentiate itself from the others and gain advantage in winning a bid or public tender. This situation, which can be defined as technological equilibrium, and relatively long presence of the modality in old markets, with an average age of about 15 years in North America, is believed to propel brand-switching (Al-Kwifi McNaughton, 2013), and more importantly, to move the accent of product innovation away from revolutionary breakthroughs to more evolutionary changes that particularly improve ease of use, patient comfort and productivity (Global Industry Analysts Inc., 2015).   1.3. Established Marketing Strategies Almost every major MRI vendor is part of a multi-national conglomerate that is active in multiple areas of business. Therefore, the strategies followed by individual companies draw a lot from the business group they belong to, and show differences particularly in cultural background, brand positioning and messaging. Yet, over time the medical device business, and particularly MRI, has developed its own common ground and generally accepted and practiced traditions. The business commercial heart-beat is primarily set by the annual gathering of the Radiological Society of North America (RSNA), which is held towards the end of the year and known to be the stage for new product launches, and secondarily the annual meeting of the International Society of Magnetic Resonance in Medicine (ISMRM), which takes place in spring time and lays the emphasis more on scientific and technological advancements in the field. While aligning their annual activities with these two events, vendors seem to show little indifference in the marketing strategies they follow, resulting into an equilibrium state very much similar to that seen in product innovation. Even, marketing materials, such product brochures and whitepapers give the impression as if they originate out of same hands, aside from small nuances in messaging, branding and company culture[2]. Inferred from marketing materials and product pricing, target market definition is predominantly based on pricing, which is strongly correlated with hardware characteristics (e.g. field strength, gradient system, receiver architecture etc.) and applicatory capabilities (Figure 4). Figure 4 In practice, however, the market seems to be far from consisting of two segments clearly separated from each other, as such. In his empirical study investigating the effectiveness of marketing strategies in medical markets, Brian Smith (Smith, 2003) identified that the segments are divided into sub-segments based on varying behavioural and preferential characteristics of users. However, the study also established that, despite such variation, the market does not show a continuum of homogeneous and distinct motivator based sub-segments, as seen in most consumer businesses, but rather consists of a discrete segmentation with limited degrees of freedom, which most possibly arises from the rather rigid, dominant and costly hardware characteristics of the modality and the highly regulated nature of the business environment. Of course, the relatively low number of incumbents, and their close collaboration and interaction in determining the industry standards under the directive of the Inte rnational Electrotechnical Commission (IEC), also plays also a significant role in the setting and rigidity of the boundaries of the business. Despite the constraints inherent to the nature of the modality and business environment and financial boundaries set by the customers budgetary considerations, vendors seem to seek strategic strength and competitive advantage by recognizing behavioural and preferential differences and formulating value propositions that match the specific needs of the users (Smith, 2003). In MRI, this is mainly done by fine-tuning the product composition, particularly the applicatory capabilities, which, while being very dependent on the underlying hardware platform, are defined by the software capabilities, namely data-acquisition routines (a.k.a. pulse-sequences), image reconstruction algorithms, and post-processing tools. The value-proposition is further augmented with service and support, as well as more intangible offerings and benefits of secondary and tertiary importance, such as membership of strong user network, participation in advanced research activities etc. Such customization approaches , however, are mostly left to the discretion of the local marketing and sales teams, and observed to show strong variation depending not only on the needs of the customers, but also on the specific circumstances of the negotiation and/or bidding process and position with respect to competition. From general and global marketing activities perspective, the business seems to rely on downstream activities, which centralize around new product offerings in terms of new hardware platforms and configurations, and applications consisting of novel pulse-sequences, reconstruction algorithms and post-processing methods and focus mostly on the RSNA, and upstream activities, which involve input gathering from the customer base, particularly from the so called key opinion leaders (a.k.a. key users), research collaborations with a select number of sites as well as general user surveys, feedback from local marketing and sales teams, and competitive analysis of market changes. While downstream marketing and the show to be put on stage during the RSNA help the vendors catch the attention of the market, and, more importantly, the prospective customers, it is mostly the upstream activities, and the subsequent product definition and development process, that paves the way of success, and embodi es the governing dynamics the organization. 1.4. Governing business model While exact implementation may vary from one vendor to another, it is observed that the majority of the major players follow product definition and development processes that are quite similar in the general sense. According to this, input gathered from upstream activities are converted into a user requirement specification, which subsequently is translated into one or more product definitions, and evaluated as a combined or individual business cases, with market and sales projections based on feedback from local marketing and sales teams and competitive analysis. Based on the value offered by each case product proposals are accepted to the annual operations plan (AOP), and are programmed for feasibility studies, if any needed, and product development. Most vendors, divide their annual plan into two parts, first spanning the first half of the year and catering to the installed base in terms of service releases and product updates, and second spanning the second half of the year and f ocusing on the new product introductions intended for the RSNA. 1.5. Changes in the Market Historically, the target audience of medical devices in general, and MRI in particular, has been the medical practitioners (e.g. radiologists, specialists), administrators of medical institutions and clinics and research scientists from various medical and engineering. In the earlier years of the business, the composition of this audience was mostly dominated by researchers and medical professionals with strong understanding of the physics and engineering of MRI, and driven by the desire of exploring new fields of research and application disciplines (van den Brink, et al., 2015). However, as the modality matured, the market evolved into a state where the focus shifted more to utilizing MRI as a robust and reliable diagnostic tool, than just a research platform (Holloway, 2014). Paired with this change, the proportion and influence of the medical professionals, including administrators, started to exceed those of researchers and scientists disciplines (van den Brink, et al., 2015). Over the years, and driven by increase in demand for clinical MR scans, the business also saw the entrance and influence of a new type of user, namely the operator, also known as the technologist or radiographer. In time, in the clinical, as well as in a considerable portion of the research settings, the day-to-day of operation of the systems were seen to be taken over from highly knowledgeable medical professionals, engineers and scientists, by operators whose sole responsibility was to operate the MRs disciplines (van den Brink, et al., 2015). Hence, as a combined result of these changes, the practical knowledge of utilizing MR in a clinical setting increased, together with the demand for clinical MR scans, and number of MR installations, and the average knowledge of MR physics and engineering of the people sitting on the operators chair declined (Yildirim, et al., 2015). This, together with the demand for higher productivity (i.e. higher number of scans per day) and desire for shorter training investments brought new factors into the equation of product formulation, namely, workflow and usability (Holloway, 2014; Duszak, 2012). Aware of the increasing importance of workflow and usability, the vendors have implemented marketing strategies that emphasize the productivity and efficiency of their existing products, in addition to the technical capabilities. At the same time, vendors introduced product changes that focus on higher patient throughput, simplified patient handling, improved usability of the MR console etc. As a consequence of these changes the jargon governing product and marketing materials slowly shifted from a technically savvy language to a softer language expressing customer excellence, efficient workflow, easy scanning. In addition to the changes in market demographics and demand structure, which mostly arose from the internal dynamics of the market, the MR business is also observed to be influenced by external changes, particularly advancements in mobile communications, information technologies (IT), the internet and social media. As mentioned before, the MR business is based on a strong co-creation culture and close interaction between customers and vendors. As an integral part of this culture, there is strong empathy among MR users for the complexity of the technology and challenges vendors face during product development and manufacturing. However, the empathy of MR users may not last very long. In a recent survey conducted among MR users (Yildirim, et al., 2015), it was observed that the MR user becomes less tolerant to lengthy product service update cycles and new product introduction cycles that are measured in months to years. There is a significant lack of empirical studies addressing this change. However, this behavioural change believed to be an extension of the observed impact of technological advancements on consumer behaviour, particularly in e-commerce, online services, IT and telecommunications products. Studies conducted in these businesses have shown that the consumers have become more and mor e accustomed to high responsiveness from companies in acquiring goods and services, as well as prompt feedback in case of inquiries and complaints.   2. Purpose of work 2.1. Problem Statement In light of the changes and trends observed in the market, as well as the level of maturity reached in about 65% of the global market, the number of challenges the MR business is facing, and will likely continue to face in the foreseeable future can be summarized as follows: High costs associated with high-end scanners Increasing demand for low-end scanners Slowdown in ground-breaking innovations Homogenization of technology Brand-switching in mature markets Changing market demographics and declining technical proficiency of users Shifting of demand from novel applications to clinical utilization and efficiency Weakening of co-creating culture and increasing impatience of users On global scale the MR market is far from stagnation. However, challenges above make maintaining market share and gaining new grounds a difficult task. Some of these problems, particularly those related to high costs of innovation, manufacturing and ownership, are not new to the industry. But problems arising from the changes in the market, particularly those related to the maturation of the market, changes in user profile and behaviour and demand structure are new. Strategies based on technological innovations, while being helpful in preserving brand image and presence in high-end segment, will not suffice to address these issues and sustain competitive advantage and profitability. In order to stay afloat, the business, and particularly an incumbent, will need to explore new strategies and solutions to deal with the emerging problems. This work, aims at contributing to such an exploration by addressing the following problem statement: How can the MR business, particularly an incumbent, overcome the challenges arising from market changes, without resorting to costly technological innovations? Obviously, such a statement is very broad and may require a comprehensive solution, also including product innovations, and probably a total overhaul of the business strategy. But in respect to imitations inherent to a dissertation, the scope of the work presented will mostly focus on solutions that will address changes in demand structure and user profile.   2.2. Proposed Solution Reducing manufacturing costs and cost of ownership, improving robustness and usability and introducing products that meet the needs of the low-end segment will require solutions that greatly rely on innovations in product design and manufacturing. However, these issues, and specifically issues related to changes in demand structure, demographic composition, focus of utilization as well as competitive elements involving homogenization and brand-switching can also be addressed by innovations in organizational and operational approach to the business. Today MR vendors seem to focus too much on the future in terms of the next novel technology and new markets or users to be conquered. The business process is almost sole based on this focus. Next to being future oriented the business may also find benefit in focusing on the past, or more accurately, the existing installed base. This idea, encouraged largely by the level of maturity of the market, entails learning from collective experience of users, and on the larger scale, from the collective experience of the whole MRI world, and formulate product improvement, marketing and sales strategies based on this learning. Learning as such can be realized in many ways and, in fact, is not new to the MR business. Vendors, collect information from their customers through regular and structured surveys, or occasional direct contact by marketing and sales teams. Also annual events, like RSNA and ISMRM, form a viable platform for information and feedback gathering. Next to these, firms also collect information and receive feedback from third party sources like Net Promotor Score surveys and market research reports, which also contribute to the business intelligence activities of the companies. In addition to such business and market oriented feedback gathering, vendors also receive feedback from another type of source: customer complaints. A customer complaint, as the name implies, is an expression of dissatisfaction (Landon, 1980), and is a formal and regulated entity in MRI in particular, and medical imaging in general. Customer complaints, may entail actual product defects, that is, unintended behaviour or malfunction of the product or a component thereof, or annoyances that arise from the intended behaviour or design of the product. Regardless the reason, customer complaints are issued using formal tools, and monitored by regulating bodies with strict rules regarding handling and processing (U.S. Food and Drug Administration, 2015). While in general, a low number of customer complaints, is very much desirable, feedback as such is an invaluable opportunity for vendors to learn from their mistakes.   Sources mentioned so far, while all beneficial, have one character in common. They are, in one form another, expressions of explicit feedback, which is known to mostly capture the part that is immediately visible, and therefore is prone to being incomplete or insufficient in uncovering actual user experience and value (Vargo, et al., 2007; MacDonald, et al., 2011). As a complementary source, this work proposes the utilization of implicit feedback, which is tacit in nature and captured in various forms of data generated by the user, or more accurately, the use of MR systems. The data consists of so called machine-data, which are mostly log files that are generated by the MR systems automatically, as well as human-data, such as clinical protocols that are created by users and reflect preferred ways of system use, and scientific output in the form of publications and conference contributions, particularly generated by academic users. Currently there are about 35 to 40 thousand operational MRI systems, with a yearly expansion of 2500-3000 systems. That means that, currently, a major incumbent would have had about 10 thousand operational systems, and over the past 10 years about 7500-8000 in average. Considering has been producing at least one log file per day, the minimum number of log files estimated to have been accumulated would be about 30 million. Assuming that each file is of 100 MB ins size, such a collection will yield 3000TB of data, large enough to fill more than half a million DVDs. Adding, protocols, publications and other sources to this, the data will multiply massively in size reaching the zettabyte scale (Raghupathi Raghupathi, 2014). In information science, datasets of such size and complexity are defined by the term Big Data (Russom, 2011; Singh Singh, 2011; Madden, 2012) whereas the processes and techniques used to structure and analyse such complex data and retrieve meaningful information out of it are brought together under the term Data Analytics (Russom, 2011; Singh Singh, 2011).   Ã‚   The proposed solution relies heavily on Big Data and Data Analytics, or shortly Big Data Analytics. But rather than being an exercise of solely academic nature, the work aims at defining a framework that integrates Big Data Analytics into the operational and organizational structure of an incumbent MR vendor. The work also includes practical examples of how to utilize Big Data Analytics in identification of implicit and hidden user needs, product formulation as well as, and particularly, in marketing and sales and create value for both the company and customers. 3. Big Data Analytics Big Data is a term used for massively large data sets with complex and heterogeneous structure that cannot be handled, i.e. stored and analyzed, using conventional techniques (Russom, 2011; Singh Singh, 2011; Madden, 2012). Data Analytics, on the other hand, is a collection of techniques and procedures that are used to process and analyze massive amounts of data. Brought together under the name Big Data Analytics, the purpose of this toolset is to identify hidden correlations and patterns in data, and convert a seemingly unordered pile of data into meaningful information and insights (Russom, 2011; Singh Singh, 2011). Although the concept of Big Data has emerged no longer than a decade ago, the use of data analytics in business practices is not a new idea. In 1950s businesses were analyzing information captured in electronic spreadsheets manually in order to uncover and understand trends and changes in data (Handfield, 2013). With the advances in of computer technology, the spreadsheets have been evolved into large electronic databases and later into data-warehouses, whereas the labor intensive manual processing practices made room for computer programs capable of running complex algorithms in an automated and efficient manner. In time and with technological advances particularly in computing and communications, the number of events and amount of information worth recording increased dramatically, and with decreasing cost of electronic storage, so did the record keeping. It is even said that, more than 90% of what is described as Big Data, has been created in the past few years (Dragland, 2013), and has the potential to transform business, provided that it is processed and consumed properly (LaValle, et al., 2011). Nevertheless, handling Big Data, and converting it into meaningful and actionable insights is not a trivial task. In their field work, LaValle et al. (2011), identified that there are three levels of capabilities, or stages, in which organizations go through on their Big Data Analytics journey: aspirational, experienced and transformed. Organizations in aspirational stage are described to be furthest of achieving the analytical targets they set, and lacking some of the essential requirements such as expertise and tools. Organizations that are described to be experienced, are those have managed to lay down a basis that enable better ways to collect data, conduct analytics and act upon insights. These organizations, also look to go beyond the immediate benefits of Big Data Analytics, which is typically in cost management, and create value in other domains as well. It is however the transformed organizations that make most of Big Data Analytics. Transformed organizations are those that have passed the stage of acquiring expertise, implementing tools and exploring new uses of Big Data Analytics beyond cost management. Instead, they are deemed to be proficient in data driven resource management and optimization of tools and processes and they use Big Data Analytics to create competitive advantage (LaValle, et al., 2011). 3.1. The Five Vs of Big Data Analytics In order to progress from the aspirational stage towards the transformed stage, a business first needs to develop a solid understanding of Big Data and what makes it big and challenging to deal with. Technically, Big Data is characterized by a set of attributes, which are called the Vs of Big Data: Variety, Velocity and Volume (Laney, 2001). As the name implies, Volume represents the amount of data, whereas Variety represents the heterogeneous composition of data sources and data originating thereof. It is particularly Volume and Variety that make Big Data really big and complex (Laney, 2001; Qureshi Gupta, 2014). Velocity, on the other hand covers the flux of data inflow, as well as the rate of change. Velocity also has implications regarding the speed of processing and analysis of data, and is a source of a different type of challenge that manifests itself in constraints and complexities in operational implementation and execution (Qureshi Gupta, 2014). Beyond the basis laid down by Laney (2001), recent studies in the field have extended the Vs of Big Data further by adding Veracity (Morgan, 2012) and Value (Qureshi Gupta, 2014). Veracity mainly deals with the quality and reliability of data. Expectedly, and particularly considering the high volume and velocity, Big Data is far from being 100% correct and usable. Nonetheless, it has to be valid and of good quality at a certain level to be useful. Without Veracity inte

Breast Cancer Essay -- essays research papers

BREAST CANCER I) Anatomy of the breast   Ã‚  Ã‚  Ã‚  Ã‚  The breast is a gland designed to make milk.   Ã‚  Ã‚  Ã‚  Ã‚   II) What is breast cancer?   Ã‚  Ã‚  Ã‚  Ã‚  Breast cancer is an abnormal growth of cells.   Ã‚  Ã‚  Ã‚  Ã‚  These abnormal growths are called tumors. Not all tumors are cancerous.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Non-cancerous tumors – benign   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Cancerous tumors – malignant   Ã‚  Ã‚  Ã‚  Ã‚  If not treated the cancer may spread to other parts of the body.   Ã‚  Ã‚  Ã‚  Ã‚  Breast cancer is the most common malignancy in women and the   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  second leading cause of cancer death next to lung cancer.   Ã‚  Ã‚  Ã‚  Ã‚  The incidence of breast cancer is very low in women in their twenties,   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  plateaus at 45 and the increase dramatically after fifty. Fifty   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  percent of breast cancer is diagnosed in women over sixty-five. III) Risk factors   Ã‚  Ã‚  Ã‚  Ã‚  Early onset of menses/menstrual cycle prior to age 12   Ã‚  Ã‚  Ã‚  Ã‚  Menopause   Ã‚  Ã‚  Ã‚  Ã‚  Diets high in saturated fats   Ã‚  Ã‚  Ã‚  Ã‚  Family history   Ã‚  Ã‚  Ã‚  Ã‚  Late or no pregnancies   Ã‚  Ã‚  Ã‚  Ã‚  Moderate alcohol intake   Ã‚  Ã‚  Ã‚  Ã‚  Smoking   Ã‚  Ã‚  Ã‚  Ã‚  History of prior breast cancer   Ã‚  Ã‚  Ã‚  Ã‚  Estrogen replacement therapy   Ã‚  Ã‚  Ã‚  Ã‚  Therapeutic radiation to chest wall   Ã‚  Ã‚  Ã‚  Ã‚  Gene mutations   Ã‚  Ã‚  Ã‚  Ã‚  Moderate obesity   Ã‚  Ã‚  Ã‚  Ã‚  Female **Every woman is at some risk for breast cancer (does not necessarily mean that just because it does not run in your family that you will not develop breast cancer – According to the National Breast Cancer Foundation 85% of women with breast cancer have a negative family history   Ã‚  Ã‚  Ã‚  Ã‚   IV) Symptoms/Early signs   Ã‚  Ã‚  Ã‚  Ã‚  A lump in or near your breast   Ã‚  Ã‚  Ã‚  Ã‚  A change in the size or shape of your breast   Ã‚  Ã‚  Ã‚  &nbs... ...run in your family, you will not get it.   Ã‚  Ã‚  Ã‚  Ã‚  NO – every woman has some risk of breast cancer, 85% of women who get breast   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  cancer has no known family history   Ã‚  Ã‚  Ã‚  Ã‚  Only your mother’s family history of breast cancer can affect your risk.   Ã‚  Ã‚  Ã‚  Ã‚  NO – a history in your mother or father’s family will influence equally   Ã‚  Ã‚  Ã‚  Ã‚  Using antiperspirants causes breast cancer.   Ã‚  Ã‚  Ã‚  Ã‚  NO – there is no evidence that influences breast cancer risk   Ã‚  Ã‚  Ã‚  Ã‚  Birth control pills cause breast cancer.   Ã‚  Ã‚  Ã‚  Ã‚  NO – most birth control pills contain a low dose of estrogens and progesterone   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  (they however can provide protection against ovarian cancer)   Ã‚  Ã‚  Ã‚  Ã‚  Breast cancer diagnosis is an automatic death sentence   Ã‚  Ã‚  Ã‚  Ã‚  NO – 96% of women diagnosed with breast cancer live at least 5 years, more than   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  70% will survive 10 years