Should Animal s Organ Be Used For Human Transplantation

Should animal’s organ be used for human transplantation? Xenotransplantation: a subject about which people hold strong contrasting views. Rare attempts have been made to transplant animal organs or tissues into human beings since the early years of this century. Curiosity surrounding the procedure known as Xenotransplantation has increased in the last few years because it is seen as one way of reducing the shortage of human organs for transplantation. Currently, this shortage strictly edges the potential of transplantation for treating human diseases. The worldwide requirement for organs is growing significantly. For example, in 2004, the United Network of organ sharing found that over 100,000 patients could have had an advantage from organ transplant, but only 29,000 were available. In 1963 Doctor Keith Reemtsma a surgeon who experimented with organ transplants. Thirteen chimpanzee’s kidneys were transferred into humans. Twelve patients survived for 60 days. One patient survived for nine months, so this option was considered a v iable one. In the USA approximately 3,000 people are currently on the waiting list for heart transplant, but only 2,000 donors’ hearts become available each year. In the meantime, heart patients awaiting a transplant must depend on mechanical procedures, which can raise the risk of infection, blood clots and bleeding in the patient. Doctor Muhammed M.Mohiuddin a cardiothoracic surgery specialist therefore explains the rationality behindShow MoreRelatedNo Secret That The Organ Transplantation917 Words   |  4 Pageshave to be put on a donor list to get a replacement of a diagnosed organ that must be replaced to live. It is no secret that the organ transplantation list has a significant amount of people and every day a handful of them die. A average of twenty one people die everyday, according to the American Transplant Foundation. Many scientist and medically certified personals have been trying to come up with alternative genetic modified organs to give to needed patients, instead of w aiting for a donor to comeRead More The Ethics of Xenotransplantation Essay examples1615 Words   |  7 Pages parts of organs, or even whole organs from one species of animal, and implanting them into another species. The FDA has given their own definition of xenotransplantation which they say is â€Å"any procedure that involves the transplantation, implantation, or infusion into a human recipient of either live cells, tissues, or organs from a non human animal source, or human body fluids, cells, tissues or organs that have had ex vivo contact with live non human animal cells, tissues or organs.† The mainRead MoreThe Use Of Immunotherapy And Genetic Engineering1198 Words   |  5 PagesOrgan transplants save thousands of lives each year and are one of the most significant medical innovations of the past century. Despite that, each year, the number of patients on the waiting list continues to grow, while the number of donors and transplants remains stagnant. One solution scientists are investigating to solve this problem is xenotransplantation, a procedure which involves the â€Å"transplantation, implantation, or infusion of live cells, tissues, or organs from a non-primate source intoRead MoreThe Human Of Bone Marrow Transplantation1632 Words   |  7 Pagesâ€Å"It should be noted that marrow grafting could not have reached clinical application without animal research, first in inbred rodents and then in outbred species† E. Donnall Thomas, The Nobel Prizes, 1990 Animal research, as mentioned by Dr. E. Donnall Thomas in 1990 during his Nobel Prize award, has been crucial for the understanding of bone marrow transplantation (BMT) as a clinical therapy 138. His studies extensively used both mice and dogs as animal models. Other important models used inRead MoreBioprinting Human Organs: The Past, Present, And Future.1488 Words   |  6 Pages Bioprinting Human Organs: The Past, Present, and Future Written by: Emmitt Mikkelson, Alexander Turnbull and John Wesley Table of Contents: I. Introduction II. History of Organ Transplants III. Development of Bioprinting IV. Current Bioprinting Processes V. Bioprinting Human Organs for Transplantation VI. Insurance Coverage for Organ Transplants VII. Ethical Considerations and Alternative Ideas VIII. The Future of Bioprinting IX. Conclusion Read MoreEssay Xenotransplants - Animal to Human Organ Transplants1398 Words   |  6 PagesXenotransplants - Animal to Human Organ Transplants We should NOT risk the human race for the benefit of the few! When asked how he feels about the advancement of science to places that were once notions to be the job of the creator, Dr. Martin Luther King replies by saying, â€Å"Cowardice asks is it safe? Expedience asks is it political? Vanity asks is it popular? But the conscience asks is it right?† This essay is about animal to human organ transplants otherwise known as XenotransplantsRead MoreEssay on Organ Donation1638 Words   |  7 Pagescurrent process of procuring organs for transplantation. It will also explore technology on the horizon and alternates to donation. The waiting list for transplant surgery far exceeds the current supply. Black Market organ trade in this, as well in foreign countries is alive and well. Donation is not able to keep up with demand. We have to take measures to ensure those in the most need are taken care of. We already allow people to sell eggs, sperm and blood why not other organs? I will attempt to showRead MoreThe Ethical Issue Of Xenotransplantation And The Catholic Churches Essay1765 Words   |  8 Pagesit. Xenotransplantation is a procedure involving the transplantation of live cells, organs and tissues from nonhumans into humans. It provides an alternative way to treat serious and fatal diseases such as Alzheimer s, diabetes and Parkinson s disease. It also poses as a solution for the ongoing problem of organ shortage. Generally, Xenotransplantation is a reoccurring ethical issue as this specific procedure utilises organs from animals, such as pigs and nonhuman primates. Individuals who goRead MoreOrgan Donation And The Ethical Implications1441 Words   |  6 Pagesof becoming an organ donor can save lives and improve the quality of life of the recipient. When an individual is in need of an organ transplant, it is typically known that they are in need of an organ that facilitates a restoration of physiological functioning and will often mean the difference between life and death. A vast majority of individuals are apprehensive about what happens to their bodies after their death. In this paper we will go through the origins and history of organ donation, theRead MoreShould Xenotransplantation Be Allowed? Essay1366 Words   |  6 PagesTopic: Xenotransplantation (Animal to Human Transplants) Research Question: Should Xenotransplantation be allowed? (Animal parts transferred into Humans) Introduction: Scientists have developed a way for a pig heart to be transplanted into a baboon, which has been living for more than a year. This breakthrough means that sometime soon, we may be able to use pig hearts for human bodies, when we don’t have any human parts to spare. For this investigation, I am going to find out how Xenotransplantation

Sizes of the areas also differ Free Essays

One of the few places on earth that has continued to fascinate people for centuries is the Bermuda Triangle. The Devil’s Triangle Vincent Gaddis, credited with putting the triangle â€Å"on the map† in a 1964 Argosy feature, described the triangle as extending from Florida to Bermuda, southwest to Puerto Rico and back to Florida through the Bahamas; while another author puts the apexes of the triangle somewhere in Virginia, on the western coast of Bermuda and around Cuba, Dominican Republic and Puerto Rico (Rosenberg, 1974). Sizes of the areas also differ, with descriptions ranging from 500,000 to 1. We will write a custom essay sample on Sizes of the areas also differ or any similar topic only for you Order Now 5 million square miles. The geography of the area is perplexing. The humid subtropical climate of the region brings it an annual heavy rainfall in excess of 60 inches (152 cm). Dangerous hurricanes and harsh thunderstorms occasionally drop 10 inches of rain within hours. The floor area of the region has also not been totally mapped out because it varies greatly in depth. The Florida coastline is shallow but farther off, the ground just sink to depths of thousands of feet. About 100 miles north of Puerto Rico is the deepest part of the Atlantic, the Puerto Rico Trench, estimated at 30,000 feet deep while the Florida Straits within this area are approximately 5000 feet deep (â€Å"Bermuda Triangle†). Mysteries in the Bermuda Christopher Columbus – in his journals, he recounts a bizarre experience when his ship ran into the Sargasso Sea. He could see no land in sight for miles and his compass acted strangely. He saw a big meteoric ball fall from the sky before Columbus and his crew saw dancing lights in the horizon. They wandered about in the Carribbean for over a week yet before finally sighting land (â€Å"Bermuda Triangle†). 1974 – Charles Berlitz wrote the book, The Bermuda Triangle. It sold more than 18 million copies and translated into 30 languages. The publication was followed by a documentary by Richard Winer (Hagen, 2004). The more popular incidents include the following (â€Å"Startling New Secrets†): ? March 6, 1918, the USS Cyclops, a huge collier used to carry coal to facilitate US Navy operations during World War I, with a crew of 306, disappeared en route from Barbados to Virginia. ? January 30, 1921, a cargo schooner, the Carroll Deering, was found adrift at Diamond Shoals near North Carolina without a sign of its crew. ? December 5, 1945, five US Navy bombers on a training exercise became disoriented and then disappeared. Search-and-rescue (SAR) operations were unsuccessful, and one of the SAR vessels, a Mariner aircraft, also vanished. ? January 30, 1948, the Star Tiger, a four-engined Tudor IV with 31 people on board vanished on a flight to Bermuda from the Azores. ? January 17, 1949, the Star Ariel, another Tudor IV would vanish on the same region with 19 passengers on board. ? October 30, 1954, Flight 441, a U. S. Navy R7V-1 (the military version of a Lockheed Super Constellation) crewed by 42 sailors, disappeared between Patuxent River NAS and Lajes, Azores ? February 3, 1963, the SS Marine Sulphur Queen, vanished en route to Virginia from Texas with a crew of 39, shortly after it radioed its position near Key West, Florida. Three days after, a lifeboat from the tanker was found by Coast Guard searchers but no bodies or wreckage was recovered. ? December 22, 1967. A cabin cruiser with the ironic name of Witchcraft disappeared off the Miami coast. These coincidences only fascinated the people even more. Theories Behind the Mysteries Countless theories have been proposed to explain the numerous disappearances that occur in this area (â€Å"The Bermuda Triangle†). ? The Bermuda Triangle is one of the two places on earth that a magnetic ompass point towards true north, a variation of as much as 20 degrees toward the magnetic north. The navigator who does not realize this would find himself in deep trouble. ? The character of the Gulf Stream flowing through the area is swift and turbulent and can quickly erase any evidence of a disaster. ? Dr. Ben Clennell of Leeds University in England theorizes that the high concentration of methane hydrates below the seabed oftentimes escape during events of landslides making any ship floating above sink. ? The Triangle is a portal to another dimension and it opens at certain time intervals How to cite Sizes of the areas also differ, Papers

Managerial and Professional Development Deloitte Touché Company

Organisation’s Approach to Learning An evaluation of Deloitte Touchà © Company Learning is a gradual and systematic process that has become even more imperative in the contemporary days with professional competence in organisations being a paramount criterion in evaluating an employee’s performance and pay (Harrison 2005).Advertising We will write a custom essay sample on Managerial and Professional Development: Deloitte Touchà © Company specifically for you for only $16.05 $11/page Learn More Rating of workforce nowadays depends largely on a personal level of knowledge, educational level, expertise, and experience as well as several other leadership skills that are integral in determining organisational progress (Sadler-Smith 2006). In a bid to curb the growing challenges regarding organisational performance and employee professional competence, numerous organisations in the current days now acknowledge the significance of employee tra ining and development in organisations (Routledge Carmichael 2007). Central to the issues surrounding organisational approaches to learning and development, this segment provides a comprehensive appraisal of Deloitte Touchà © Company regarding the aforementioned subject. In so doing, this section also describes Deloitte Touchà © Company’s organisational policy and its practices and approaches to learning and development. Overview of Deloitte Touchà © Company The organisation herein discussion and evaluation is Deloitte Touchà © Company that hails from the United States and it possesses subsidiaries with approximately 57,000 professionals embedded by a single purpose, viz. â€Å"serving our clients and helping them solve their toughest problems† (Deloitte 2013, Para. 3). Deloitte Touchà © Company is a CPA accounting firm that works in four major business areas namely financial advisory, audit, tax, and consulting. Nonetheless, a combination of the four major business paradigms underscores Deloitte’s real strength and all these paradigms are equally significant to this firm. According to the Chief Executive Officer, this financial organisation has been featuring regularly in the Fortune and Business Week renowned business magazines in United States as the best organisations to work in (Deloitte 2013).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Since the organisation works with complex financial problems regarding customers, the organisational Chief Executive Officer affirms that employees form an integral part of the organisation and their proficiency is paramount. Deloitte Touchà © Company is a company that has crossed boarders within Europe and invested in a number of countries in the West. Deloitte â€Å"is the brand under which tens of thousands of dedicated professionals in independent firms throughout the world collaborate t o provide audit, consulting, financial advisory, risk management and tax services to selected clients† (Deloitte 2013, Para. 2). The firms are in turn under the membership of â€Å"Deloitte Touchà © Tohmatsu Limited (DTTL), which is a UK private company under limited guarantee†¦every firm is responsible for providing services within particular geographic area subject to professional regulations and laws articulated within its operational country† (Deloitte 2013, Para.12). Each DTTL normally act as distinct legal entity, with no obligation to one another (Deloitte 2013). Within the United States, Deloitte LLP functions under Deloitte Touchà © Tohmatsu Limited (DTTL) and just as others, it does not provide services to clients, but the subsidiaries are responsible for service provision. Deloitte Touchà © organisation’s policy It is normally important for any organisation, whether profit-based or non-profit organisation to understand that success hinges on d esigning and implementing significant operational policies that aid in productivity (Roper Pettit 2002). There are numerous policies governing Deloitte in its operations and among them, safe harbour privacy policy, health policy, spouses and spousal polices, structure policies, fiscal institutions and economic policies, as well as professionalism policies form an integral part of Deloitte and its management (Deloitte 2013). Two important policies may deem significant in understanding the current Deloitte’s approaches to learning and development within its organisation. Central to this argument, the policies of workplace flexibility and professionalism are present in Deloitte and operational to date (Deloitte 2013).Advertising We will write a custom essay sample on Managerial and Professional Development: Deloitte Touchà © Company specifically for you for only $16.05 $11/page Learn More In connection to the aspect of organisational policing, fr om their official website, Deloitte is normally in the forefront in ensuring that both employees and customers feel the necessary comfort in their commitment and engagement with the organisation. Practices and approaches to learning and development Perhaps, Deloitte ranking as the best workplace in the Fortune and Business Week is not a favourable stratagem and this element may be evident from how the organisation handles issues regarding practices and approaches to learning and development. Deloitte, in its reports, has the policy of workplace flexibility as aforementioned, where workers and clients get orientation in the on professional development through different learning stratagems (Deloitte 2013). As stated in its website, â€Å"our professionals start by assessing how flexibility aligns with and enables both the client’s business strategy, talent strategy and supporting infrastructure platform and then determine† (Deloitte 2013, Para 2). According to Whetton an d Cameron (2010), for employee functionality to remain right, flexibility in management is one of the key factors that influence workers’ professional development and productivity. Key features that depict the presence of LD in Deloitte are: Presence of consultant professionals and practitioner Another significant feature in Deloitte that depicts its dedication towards practices and approaches to learning and development is the availability of professionals who are competent in business and talent improvement and as consultants within this firm (Deloitte, 2013). As noted by Sadler-Smith (2006), an organisation only deems to appreciate the practices and approaches to learning and development only when there is evidence of a strategic approach to learning and development, with practitioners and consultants being paramount in this case.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It is evident in the case of Deloitte since the organisation itself posits that it instils deep industrial experience, integrated subject matter of knowledge, and great instructional blueprint and advancement of expertise (Deloitte 2013). Apart from this element, Deloitte possesses a clear structure that consists of well-articulated organisational goals and values including LD policies that propel motivation towards professional development of employees (Deloitte 2013). The organisation and its senior management acknowledge that it is imperative to retain employees rather than regular recruitments and layoffs. Presence of external inputs in Deloitte For any organisation to demonstrate evidence of practices and approaches to learning and development (LD), numerous external inputs have been essential in determining its dedication to LD (Roper Pettit 2002). According to Sadler-Smith (2006), external inputs are significant organisational factors in the surrounding that may influence ac hievement of LD. Integration and development of modern technologies in organisations like the Internet may be integral factors that trigger learning morale among employees (Sadler-Smith 2006). In Deloitte, these aspect hinges in equipping the federal workforce with matters pertaining to cyber age, encouragement of consumption of newly integrated social media platforms, and well equipped with tools as modern technologies that trigger LD. According to Deloitte (2013), per rough estimate, the company spends approximately $12,000 and $15,000 for an employee’s single facility. According to Deloitte (2013), best practices in knowledge coupled with talent expansion are key features in Deloitte and workers undergo talent explosion beyond their normal desire, with resources to enable them explore their creativity and abilities readily available. Presence of LD teams In the appraisal of Deloitte, one of the key features that demonstrate practices and approaches to learning and developm ent is the presence learning governance policies that exist within the LD autonomous teams. According to Deloitte (2013), this organisation possess Learning and Development (LD) teams that bear the responsibility of bridging critical workforce skill gap that is essential in productivity. As conjectured by Sadler-Smith (2006), the senior management needs to show participation through providing human and financial resources to support workforce participation in learning. Using their recently released paper dubbed â€Å"use learning governance to improve business results†, Deloitte Consulting LLP took considerable steps to develop effective governance framework that involved the formation of Learning and Development (LD) teams (Deloitte 2013, Para. 3). This effective governance framework entailed evaluating the prevailing governance model, current-state learning governance, learning governance framework, and appraising future-state learning ascendancy framework. From the LD stra tegy, feedback is essential and in Deloitte learning progress undergoes evaluation and a feedback comes of evaluators. A Development Action Plan and Commentary Given the fact that the current corporate world is facing a number of unremitting challenges that may hamper organisational effectiveness and efficiency, it is important to take appropriate actions to curb certain loopholes that bar development (Nemeth 1997). Modern organisations have awakened to these realities knowing very well that organisational challenges are normal and finding apposite stratagems to curb certain risks of failure has been essential (Gibb 2002). In a bid to ensure that an organisation remains competent and avoid failure, developing an action plan has been a significant strategy to organisations. Every individual employee with his/her personal skills plays a significant role in ensuring that organisations succeed and any individual problem may impact organisational progress (Newton 2010). This section of t his portfolio aims at developing an action plan for addressing personal skills and a commentary on the expected challenges in developing this time-management action plan. The approach embedded herein is Specific, Measurable, Attainable, Realistic, and Time-Bound (SMART) action plan. SMART action plan SMART action management plan will form part of this portfolio where integral aspects like Specificity in the development of the action plan will be paramount in this case. Specific, Measurable, Attainable, Realistic, and Time-Bound are factors that will receive substantial consideration in this time management plan. Being specific means that all the goals and objectives intended in this plan must be specific in nature (Conzemius O’Neil 2006). Measurability or being measurable means that the intended time management plan will consider developing goals and objectives that are quantifiable in their progress (Mattiske 2012). In this time management action plan, attainability (achiev ability) will be central in developing the goals and objectives where the plan must consider the likelihood of meeting all conditions necessary to accomplish the goals stated (Mattiske 2012). Realistic nature of the objectives is paramount in this plan. Finally, under the SMART action plan, time-bound will be another significant factor to consider while undertaking this time-management action plan. Specificity in Time management plan Time management in Deloitte Company has been a factor and reported in several cases within its offices. According to Berry and Thomas (2008), â€Å"when generic, off-the-shelf objectives get the SMART treatment they emerge as targets that engage focus, action, feedback, and learning† (p.1). Firstly, developing time management plan in this case aims at developing personal skills that are significant in time management. To be specific, the main of this time-management action plan, however, is to ensure that time management in organisation is among employees’ intrinsic aspects that will be achievable by developing new time related policies. Strategic planning will be the first approach in developing the objectives. Management is crucial in time management plan (Newton 2010).This time-management plan will focus on engaging the entire Deloitte management in establishing long and short-term time management goals in the organisation on the new time management policies that the organisation’s management will confer before the implementation process. Table 1: presents purpose and intended outcomes. Purpose and intended outcomes Short term goals and objectives Progress goals (likelihood of success) Within one month, employees should be capable of understanding new time management policies. Within this one month, at least 40% of employees will manage to portray and observe these policies. Facilitation on time management will commence through time management seminars and workshops. Approximately 55% of workers will have attended time management seminars and workshops within the first month. Within two months, the action plan will have conducted a research on the progress of the plan The planning committee will be capable to conduct progress research to and attain approximately 62% progress coverage Long term, progress Within an estimated during of four months, the action plan will have ensured that employees keep time By this moment, the goal achievement should range approximately 69-75% employees who keep time in workplace Within duration of eight moments, the intended time management workshops will be completing their projects By then, an approximated percentage of 79-89% of workers will have understood time policies and keeping time properly. Within the duration of one year, the employees will be capable to manage time effectively with minimal errors. Without doubt, the percentage of employees practicing time management will approximate to 95-99% Monitoring each devel opment progress The aforementioned section on the above table that occupies progress goal has already covered the aspect of measurability as required in the SMART action plan. Monitoring each developmental objective in the action plan requires keenness and dedication so that the results expected will yield (Pedler et al. 2007). Monitoring in the â€Å"context of action planning is the ongoing assessment of how an organisation or project is performing against its action plans† (Shapiro 2001, p.44). The SMART action time approach contains the last T, which as described earlier, represents the Time-bound and according to Hanna and Picciotto (2002), it must receive considerable attention. Most integral questions that monitoring in this time management action plan will address include if outputs are achievable within time-bound, if resources are well-utilised, if the action plan is meeting its targets, if units are meeting their set objectives, and whether individuals are meeting the stated requirements within the action plan (Forsyth 2010). Monitoring of this progress will involve a continuous process that includes constant assessments.In the monitoring and evaluation case, the action plan will consider hiring or formulating a strategic assessment committee that will oversee the actions of all the principles involved in the time management action plan (Roesch 1998). The management, which will comprise the senior management and lower management, will provide necessary support to the development and achievement of the time management action plan (Sadler-Smith 2009). Technology will be essential here since the organisation’s offices are located far from one another, and the use of integrated technologies to communicate with the overseers of the project is essential (Haynes 2006). Deep research and investigations concerning the progress of the action manoeuvre will be the responsibility of the appraisal committee that will analyse the situation from the ground, inclusive of the progress of the training workshops and seminars. According to Whitmell (2005), this monitoring will enable the project initiator to evaluate progress. Where necessary, modification of the objectives will commence to enhance the probability of successfulness of the intended plan. A Reflective Account Perceived aims of MBA in general Education in the current days has grown from minute learning to complicated learning frameworks that the world deems significantly essential in preparing new generations towards the unremitting professional challenges (Dennis Smith 2006). Traditionally, there has been a great disparity between education and practice in the management field and MBA emerged primarily to settle this matter, and has managed to influence a multitude of learners (Peterson’s 2009). It is significant to understand that learning, being a continuous process, determining its successfulness and understanding the objectivity behind learning certain asp ects is quite imperative (Canals 2011). The aim of MBA degrees is normally to prepare graduates for greater managerial roles in the professional field, help them gain a deeper insight into issues surrounding industrial world, and its significant requirements. Dennis and Smith (2006) assert that a common perception within studying MBA also hinges upon the notion that MBA management education enriches graduates with appropriate and competent organisational management skills that deem continuously significant in their careers. Personal reflective account on MBA program A reflective account generally refers to personal philosophical judgments over certain events or practice (Brockbank McGill 2007). Perhaps, one with little knowledge within the MBA studying program may find it uneasy to understand the significance of possessing higher level learning degrees like the MBA degree. While trying to comprehend on the notions and perceptions entangled within the MBA program, personally I can b e in the most suitable position to justify and confer the realities behind any literature, theory, or any prior reflective account provided. Business administration â€Å"is a vague, remains shifting, rather formless subject where neither the foundations at the undergraduate level nor the superstructure at the graduate level can provide significant definition† (Dennis Smith 2006, p.16). I can barely understand the imperativeness or intention of this statement based on the arguments and experience I have managed to acquire through MBA program. Based on an argumentative and engaging learning in this MBA program, I can concur the following: I have acquired professionalism I concur with the fact that MBA program in business administration is indeed an important learning parameter that the intellectuals decided to invent. Beginning from the candidature itself, going through the MBA degree program has been a matter of considering competence required to improve management in the co ntemporary decades just as noted by Hunt and Weintraub (2010). Giving a special attention to the topic of managerial and professional development, much has protracted to how I initially perceived management as a subject and from its interactive management, I can consider myself quite competent and determined to meet the unremitting professional management challenges. As postulated by Brockbank McGill (2007), initially, managers and employers have had an immense challenge in marking traditional students work and since the advent of MBA graduate program, it has been easy for managers to provide orientation to new management employees. I have acquired significant management skills including planning and developing projects through integrated management skills that may ease my practice in management. As noted by Wedlin (2006), the need for professional managers is augmenting and I can consider the MBA learning program as the most suitable personal choice I have made in my life. Matchin g my ambitions with productivity, reality has been achievable through concepts achieved from managerial and professional development unit, which with no doubt forms the focal point of the entire MBA degree program (Sharbatoghlie et al. 2007). A continuum of professional management skills ranging from marketing, ethics, organisational behaviour, skills development, accounting and financial concepts, law governing business, management information systems, and even human resource matters have been achievable in my MBA learning progress (Swann Henderson 1998). This assertion depicts that MBA has been capable of building a broad knowledge base in me, with all these aspects expected to feature within the professional management practice and thus changing my entire personality from the social to professional paradigm, which has given me the aptitude to undertake personal self-assessment. Important terminologies achieved in my MBA A continuum of terminologies that I have been anticipating to understand has featured in this MBA degree-learning program. Essential elements of management and characteristics essential to managers in the professional manner normally exist in MBA, as demonstrated by Swann and Henderson (1998) by terming them as basic competency skills, has been achievable in my MBA progress. Of the most anticipated skills that MBA learning program has planted in me are the leadership skills, relationship skills, communication skills, personal development skills, and career management skills, and information and communication skills, goal-setting skills, quantitative skills, as well as modernised technological skills among other important skills (Sharbatoghlie et al. 2007). With these skills incorporated in my knowledge base, I have attained a sustainable approach towards self-awareness, self-reliance, and enhanced personal effectiveness in the entire management paradigm. More importantly, official communication, which was a challenge for my professional dev elopment, has greatly improved since I began undertaking my MBA program. Essential learning skills enhanced MBA learning program is not only a matter of developing and preparing graduates in engaging on matters regarding professional management, but great emphases have existed in improving learning skills that are still essential in future professional growth (Witzel 2003). As postulated by Sharbatoghlie et al. (2007), â€Å"MBA program studies increase the learning skills of its participants compared to entering student scores and a control group† (p.4). To my experience, this statement has been practically true as I have learned and mastered numerous higher learning skills that have really made me improve my learning knowledge. Most of the imperative skills normally developed through learning the MBA are researching skills that are normally posing constant challenges to learners in the undergraduate levels (Buckley Jim 2007). In researching, some essential skills concernin g referencing have developed immensely in me and understanding principles of research have been part of my MBA learning process. If asked to recommend, MBA in business administration should proceed in the management paradigm. Reference List Berry, S Thomas, R 2008, Use SMART Objectives to Focus Goals, Plans and Performance. Web. Brockbank, A McGill I 2007, Facilitating Reflective Learning in Higher Education, McGraw-Hill International, Maidenhead. Buckley, R Jim C 2007, The Theory and Practice of Training, Kogan Page Publishers, New York. Canals, J 2011, The Future of Leadership Development: Corporate Needs and the Role of Business School, Palgrave Macmillan, New York. Conzemius, A O’Neil, J 2006, The Power of SMART Goals: Using Goals to Improve Student Learning, Solution Tree Press, Bloomington. Deloitte: About Deloitte 2013. Web. Dennis, E Smith, S 2006, Finding the Best Business School for You: Looking Past the Rankings, Greenwood Publishing Group, Connecticut. Forsy th, P 2010, Successful Time Management: Volume 54 of Creating Success, Kogan Page Publishers, New York. Gibb S 2002, Learning and Development Processes, Practices and Perspectives at Work, Palgrave MacMillan, Basingstoke. Hanna, N Picciotto, R 2002, Making Development Work: Development Learning in a World of Poverty and Wealth, Transaction Publishers, New Jersey. Harrison, R 2005, Learning and Development, CIPD Publishing, London. Haynes, M 2006, Time Management, Thomson Publishing, New York. Hunt, J Weintraub J 2010, The Coaching Manager: Developing Top Talent in Business, SAGE Publishers, New York. Mattiske, C 2012, Effective Time Management, AudioInk, Issaquah, WA. Nemeth, S 1997, Measuring Organisational Learning, National Library of Canada, Ottawa. Newton, I 2010, Time Management Secrets, Ian Newton Publishers, Victoria. Pedler, M, Burgoyne, J Boydell, T 2007, A Manager’s Guide to Self Development, McGraw-Hill Professional, Maidenhead. Peterson’s 2009, MBA Prog rams: More Than 4,000 Graduate-Level International Business Programs, Peterson’s, New York. Roesch, R 1998, Time Management for Busy People, McGraw-Hill, New York. Roper, L Pettit, J 2002, ‘Development and the Learning Organisation: an introduction’, Development in Practice, vol.12 no. 3 4, pp. 258-271. Routledge C Carmichael J 2007, Personal Development and Management Skills, CIPD, London. Sadler-Smith E 2006, The Strategic and Organisational Contexts of Learning and Development, Blackwell Publishing, Oxford. Sadler-Smith, E 2009, Learning and Development for Managers: Perspectives from Research and Practice, John Wiley Sons, New Jersey. Shapiro, J 2001, Action Planning. Web. Sharbatoghlie, A, Mosleh, M Emani, S 2007, Work experience and learning: a case study of MBA students. Web. Swann, C Henderson, S 1998, Handbook for the College Admissions Profession, Greenwood Publishing Group, Connecticut. Wedlin, L 2006, Ranking Business Schools: Forming Fields, Ide ntities, and Boundaries in International Management Education, Edward Elgar Publishing, New York. Whetton, D Cameron, K 2010, Developing Management Skills, Pearson publishers, Harlow. Whitmell, V 2005, Staff Planning In a Time of Demographic Change, Scarecrow Press, Maryland. Witzel, M 2003, Fifty Key Figures in Management, Routledge, New York. This essay on Managerial and Professional Development: Deloitte Touchà © Company was written and submitted by user Princeton M. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Positive Feedback Amplifier Essays

Positive Feedback Amplifier Essays Positive Feedback Amplifier Essay Positive Feedback Amplifier Essay FEEDBACK AMPLIFIER FEED BACK: The process of applying a fraction of output energy of some device back to the input known as feedback. FEEDBACK AMPLIFIER: The amplifier using feed back process is called feedback amplifier. TYPES OF FEEDBACK AMPLIFIER: There are two types of feedback amplifier: a)Positive feedback amplifier b)Negative feedback amplifier POSITIVE FEEDBACK AMPLIFIER: >The amplifier in which feedback energy is applied in the same polarity or in same phase is called as positive feedback amplifier. increases the voltage gain of mplifier. his distortion is more. has increased instability. seldom used as an amplifier. Mostly used in oscillator. NEGATIVE FEEDBACK AMPLIFIER: >The amplifier in which feedback energy is applied in the opposite polarity or out of phase with input is called negative feedback amplifier. decreases the voltage gain. this distortion is less. is more stable. is mostly used as an amplifier. PRINCIPLE OF NEGATIVE FEEDBACK AMPLIFIER: >Block diagram of negative feedback amplifier: >A=Voltage gain without feedback. Af=Aoltage gain with feedback. Vi=lnput signal to be amplified. Vo= Output signal of amplifier Vd=Actual input signal to the amplifier. Vf= Feedback signal applied to input side. m=feedback fraction >From block diagram it is clear that, m=VfNo i. e. Vf=mVo Again A=VoNd i. e. i. e. Vo=AVi-AmVo i. e. Vo+AmVo=AVl i. e. Af=l /(! +mA) OF NEGATIVE FEEDBACK AMPLIFIER: 1 -Resultant gain is independent of transistor parameters or supply voltage fluctuation. Hence gain is stable. 2-lt reduces non-linear distortion by a factor (1 +mA). 3-lt improves frequency response. 4-lt increases circuit stability. lt increases input impedance decreases output impedance. INPUT IMPEDANCE OUTPUT IMPEDANCE WITH FEEDBACK: >Figure shows the block diagram: >Given that: Zi=input impedance without feedback=Vd/i1 Zif=lnput impedance with feedback†Wil Zo=Output impedance without feedback Zof=output impedance with feedback il †input current >From block diagram it is clear that Now Or VI/ It is clear that input impedance with feedback increases by a factor (1 +mA). Si milarly, it can be derived that output impedance without feedback decreases by a factor 1 +mA). . e. +mA) EMITTER FOLLOWER: *It is a current amplifier that has no voltage gain. * It is a negative current feedback circuit. *It has high input impedance low output impedance. *It is used for impedance matching. *It is also known as common collector amplifier. *Circuit diagram: *Circuit details: It consists of transistor Q, biasing resistor Rl R2, emitter resistor RE, input coupling capacitor Cin, biasing supply +VCC, output coupling capacitor CC. Emitter resistance RE acts as the load a. c. output voltage Vo is taken across RE. Here biasing is provided by voltage divider method. lt has no collector resistance no emitter bypass capacitor. *Operation: ac emitter current produces an output voltage across RE. This voltage opposes the input voltage, thus providing negative feedback. The output voltage Vo is equl to input voltage i. e. output voltage follows the input voltage. Hence the name is voltage follower. CHARACTERISTIC OF EMITTER FOLLOWER: *No voltage gain. Practically close to one. *It has high current gain power gain. *Input output ac voltages are in phase.

How to Get Good Grades in Business School

How to Get Good Grades in Business School Every business school works differently when it comes to grades. Some grading systems are based on instructional approaches. For example, lecture-based courses sometimes base grades on class assignments or test scores. Programs that use the case method, like Harvard School of Business, often base a percentage of your grade on classroom participation. In some cases, schools wont even award traditional grades. Yale School of Management, for example, has grading categories like Distinction, Proficient, Pass, and Fail. Other schools, like Wharton, request that professors keep average class GPAs below a certain number, ensuring that only a certain number of students will receive a perfect 4.0. How Important Are Grades in Business School? Before you begin worrying about grades too much, its important to note that GPA isnt really that important if youre an MBA student. Obviously, you want to be able to pass your class and do well, but when it comes down to it, MBA grades just aren’t as important as high school or undergraduate grades. Employers are willing to overlook soft grades for MBA grads who fit the company culture or excel in a particular area, such as leadership. If youre a student in an undergraduate business program, on the other hand, your GPA is important. A low undergraduate GPA can keep you out of a top-ranked graduate school. It can also affect your employment prospects, as employers are much more likely to ask about your class rank and success rate in a particular class. Tips for Getting Good Grades in Business School Determination is an important quality for all MBA students. Without it, you are going to have a hard time wading through the notoriously rigorous curriculum and keeping up with your cohorts. If you can keep your determination level high, your persistence will pay off with good grades or at least an A for effort - professors notice enthusiasm and effort and will find some way to reward it. A few other tips to help you get good grades in business school: Show up for class. You don’t need to attend every single class, but if you attend a small business program, your empty seat will be noticed. Since many business programs are teamwork-based, you will also be letting down your classmates when you do not pull your weight.Participate in class. Remember, participation can account for a large portion of your grade. If you don’t get involved in class discussion or at least look interested in class, you won’t fare well in a case-based curriculum or a course that emphasizes involvement.Learn to read fast. In two years of business school, you could read as many as 50 textbooks and 500 cases. Learning how to take in a lot of dry text in a short amount of time will save you time and allow you to focus on other work.Join or form a study group. Study group members can learn from one another. Making yourself accountable to a group can also keep you motivated and on track.Read case studies. A good case study/analysis combo is th e perfect way to learn how to answer questions in a business school class. If you know what topic you will be studying next week in class, prepare with a few case studies in private this week. Master time management. There is never enough time to get all of your work done in business school. The more you can learn and practice time management, the easier it will be for you to at least get to 90 percent of your work.Network with everyone. Grades are important, but networking is what will help you survive business school and thrive after graduation. Don’t sacrifice your time with other people for hours in the books.

Carbon Emissions Essay Example | Topics and Well Written Essays - 1250 words

Carbon Emissions - Essay Example It has plans of using the latest science to be able to reduce the percentages of the gas that is daily being emitted. By the year 2030, it hopes that it would have been able to reduce the percentage by 60%. (Grubb, 1989) However, the consumers' lifestyle in the U.K. has also contributed to the increase of carbon emissions. Being the director of communications for carbon trust, I would want to see that these levels go down and that the problems caused by carbon emissions are managed. The problems associated with carbon emissions are many. This is why I want to look for a Public Relations consultancy firm that will be able to educate U.K. citizens about the dangers of emitting a lot of carbon in the atmosphere. Carbon emission is the major cause of global warming. This results due to greenhouse effect and it is a detrimental and the worst thing that can ever occur. The accumulation of carbon in the atmosphere causes temperatures to rise by approximately 3.6 F. Consumers' lifestyles in the U.K. have really played a major role in the increase of carbon that is emitted daily to the atmosphere. There are some things that they need to be warned about if the level is to go down. 40% of the carbon is produced by vehicles. The citizens have not been using environment friendly forms of transport. To start with, vehicles are owned by almost everybody. Journeys by public vehicles would reduce 90% of the emissions that is caused when everyone uses their personal vehicles. (Fraser, 1994). Then, the exhaust emissions of the vehicles are not made in such a way that it can limit the amount of exhaust fumes released. The more the exhaust fumes being released, the more the level of the emission of carbon dioxide to the air. The fuels they use produce a lot of carbon. It has been noted that the use of petrol as fuel contributes to large amounts of carbon emission. If alternative fuels are sought and the citizens encouraged using these, then there would be u p to 75% reduction in the amount of carbon that would be emitted to the atmosphere. Fuels such as ethanol have been proven to produce low levels of emissions. Therefore, it would be prudent enough for the citizens to adopt this type of fuel. The government wants to come up with a program that will enable filling stations to be able to lease out electric car batteries to car owners. Citizens of the U.K also use the heating system, which has been known to emit some levels of carbon. (Rose, A. et al, 1998). This fact has been discussed in meetings organised by the government. It was decided that the heating system was mainly used because of the poor standards of the houses that the people lived in. Therefore, the government set up a policy that required all landlords to build houses up to standards that do not require any heating system. This was in the faith that it will help towards reducing the levels of carbon emission. The use of garden floodlights and incandescent light bulbs have been on the increase in the U.K. These are also responsible for the carbon emission. These causes of carbon emission are not known by most of the people in the U.K. A lot of people contribute to the levels of carbon emission without knowing. Therefore, this calls for an introduction of some channels through which the relevant information can reach them. This is why I thought of consulting a Public Relations

The Effects of Economic Growth on Olympic Performance Research Proposal

The Effects of Economic Growth on Olympic Performance - Research Proposal Example ent variable, Olympic performance will be considered in totality with regard to all the various factors that work together to affect the nature of the performance in a positive or negative way. The research question adopted for this study is important in three main perspectives. First, the question is designed to highlight the inherent challenges in Olympic performance as understood from the perspective of economic influences. It will help to enhance the understanding of any imbalances, advantages, and any other factors that promote or detract from the fairness and competitive nature of sports. This is a correlation study that seeks to establish the link between dynamics of economic growth and performance in Olympics. The aspect of economic growth shall be considered from the level of the participating countries. As such, the research question could provide a resourceful guide on the patterns of performance between the poor countries and the rich countries in line with past and recent studies that cited disparities in economic progress as the guiding factor towards the usual outcomes. Past empirical studies have shown that the performance in Olympics is significantly dependent on the level of economic development (Bian, 2004; Bhattacharya, 2006). Correlation research findings have indicated that the level of performance is significantly related to the Gross Domestic Product (GDP) of the participating countries (Nielsen, 2013). Precisely, countries with low GDP measures tend to show poor performance in athletics as compared to countries with relatively higher GDP values. The general thinking is that economic power provides the developed world with a higher advantage than the struggling economies. Rich countries invest larger sums of money into the development of sports infrastructure as compared to the poor countries. According to some studies, the difference in the level of investment is the baseline factor that creates the variations in performance (Kothari,