Flannery O'Connor's Essay Example | Topics and Well Written Essays - 500 words

Flannery O'Connor's - Essay Example The Hopewell farm is in a somewhat rural area. This is known because of the fact that Joy-Hulga lost her leg in a hunting accident when she was 10, something girls arent normally a part of unless they live in the country, and that Manley Pointer was able to leave her, abandoned and legless, in an old barn where no one would be likely to hear her cries for help. This is important to OConnors stories because of the tradition she pulls from: ""The Southern writer is forced from all sides to make his gaze extend beyond the surface, beyond mere problems, until it touches that realm which is the concern of prophets and poets." Simply placing her stories in the South immediately associates her work with the strong tradition coming out of the South at that time and programs her readers to look for the deeper meanings. Other than her love of the South, one can also see OConnors preoccupation with the grotesque in this story. Joy has changed her name to Hulga in a deliberate attempt to make her name match her ugly self-image. This is, to some degree, a reflection of OConnors struggle with lupus, an illness that wasnt well understood at that time but that can cause ugly red splotches on the face and elsewhere and that causes unexplained pain at random. She usually explained this interest in another way though: "Whenever I’m asked why Southern writers particularly have a penchant for writing about freaks, I say it is because we are still able to recognize one." Although she watched her father die of the disease at a young age and struggled with it herself for 14 years, OConnor always tried to keep it in perspective. Part of the reason she was able to keep it in perspective so well was because of the deep nature of her Catholic faith, elements of which also play a big role in this story. The surface action of the story is that of a young Bible salesman coming to the Hopewell farm, charming

Report on Air Asia Essay Example for Free

Report on Air Asia Essay The route map of all the destinations covered by Air Asia and Air Asia X are also shown. Booking services Once the destinations are selected the flight times and the base prices will be displayed AirAsia GoAir Asia Go ensures customers to book flights and the hotel rooms in their preferred destinations at the click of the mouse. AirAsia Credit Cards With the Air Asia credit cards, each customer is entitled for great deals and discounts on selected flights and purchases from Air Asia. AirAsia Insure Air Asia has its own travel insurance, which is Air Asia Insure travel protection. AirAsia CourierWith Air Asia Courier, the courier rates are 50% lower than the nearest competitor prices. It has two main services, that is Delivery to Door and Airport to Airport services. AirAsia RedTix An online ticket service in which customers can buy tickets for upcoming sporting events, theatre shows, and many more. Air Asia RedTix partners with premier event organizers to bring customers the world of high class performances and entertainments. Red MegastoreA merchandise service from Air Asia in which you can browse and shop for exclusive merchandise from the comforts of your home. Exclusive Air Asia merchandise, collectibles, exclusive cosmetics and fragrances are available for customers to choose from. AirAsia. cafeThis is an in-flight experience that is specially tailored to cater to the needs of the customers’ needs and expectations. Food and Beverages, AirAsia Merchandise, and in flight entertainment. Figure: 8 Product Services of Air Asia (Accessed on 25th May 2010) http://www. redmegastore. com/webshaper/store/viewCat. asp 3. 0 Mega Environment Mega environment are the general condition outside an organization. Mega environment have 5 elements. These are Technological, Economic, Legal Political, Social culture and International. In this particular time our group will be explaining about Technological and Social Culture. 3. 1 Social/Culture Brand culture With the tagline ‘Now everyone can fly’, Air Asia’s philosophy of low fares is aimed to make flying affordable for everyone. Air Asia also aims at making travel easy, convenient and fun for its guests Malaysia is a multiracial country, boasting races of Malays, Chinese, Indians and others. Malaysia’s state religion is Islam, but people are free to choose their religion. Malay is the official language in Malaysia, as English is also widely used. Fernandess management style to build on the basis of culture, creating a strong brand, and using his own unique way. He stressed that the departments are closely linked, and also the importance of distinguishing. He explained in the aviation industry, The pilots think they are God, and also the engineers as these are very important people. † Air Asias philosophy is: not only affordable flights, but also interesting and fun experience in each flight.

Summary Of Latex Allergy :: essays research papers

Summary on Latex Allergy in the Workplace (from JADA) Latex Allergy in the Workplace first talks about the background of the obvious problem of Latex allergy. Natural rubber latex is extracted from the milky sap of the rubber tree Hevea Braziliensis namely in Malaysia. The history of Latex gloves began over a hundred years ago. The first recorded incidence of hypersensitivity (allergic reaction) to the natural rubber Latex occurred in 1939. Because of the upsurge of infectious diseases there was an increase in imported Latex gloves increased from one million in 1987 to eight million in 1988. Also, because of this increase in demand, foreign suppliers didn't live up to the US requirements in manufacturing the gloves, which has of course resulted in a higher latex exposure. And because of Latex being an allergen, the repeated exposure to it may become life threatening. Some types of allergic reactions are as follows: ICD – Irritant Contact Dermatitis – Because of around 200 different compounding chemicals in the gloves, and not properly washing hands after use an itchy, irritated, dryness occurs on the hands. ACD – Allergic Contact Dermatitis (Type IV) – is a delayed reaction to the Latex and usually occurs 24 to 96 hours after exposure. The symptoms of this certain reaction, is similar to poison ivy. Immediate Hypersensitivity (Type I) – Although the least common reactions to latex, these are the most severe and life-threatening. There have been serious reactions to Latex when inhaled as the proteins are aerosolized during glove cleaning and removal. In 1997 62% of Latex related deaths were from gloves alone. A positive diagnosis of Latex allergy is made by using the results of a medical history, physical exam, diagnostic/exposure related evaluation, and tests. Some tests include, the patch test, the prick skin test, and radio allegro-sorbent tests. With all these tests there is yet to be a 'gold standard'; for diagnosing Latex allergy. The big problem with these tests is that there are a significant number of wrong diagnosis results. The article goes on to tell just who is at risk to this allergy and who has increased risk. Everyone really is at risk to developing an allergy to Latex because even if you are not healthcare providers, workers that produce Latex products, or children with spina bifida or urogenital defect (all which have increased risk) you can still be exposed to Latex in many ways.

Diverse Succession Planning

DIVERSE SUCCESSION PLANNING (DSP) INTRODUCTION â€Å"The future of many organizations is likely to depend on their mastery of diverse succession planning given that building bench strength among women and minorities will be critical in the competitive war for talent†. (Charles R. Greer and Meghna Virick, 2008. ) They stressed further: â€Å"Aside from the leadership provided by CEOs and diversity officers, management of diversity should be embraced by the entire leadership team and not perceived as the exclusive domain of the HR function. Cisco System becomes a $12 billion high-technology company with over 47,000 employees in not less than 54 countries of the world due to its strategic management policies and practices among which is diverse succession planning. Cisco puts in place its diversity initiatives and gender Initiatives because of its belief that connection of businesses, people and communities is a business imperative. This simple presentation on diverse succession planning is intended to explain the following points: 1- The concept of diverse succession planning (DSP) 2- The advantages of diverse succession planning – The steps involved in developing a diverse succession plan 4- Conclusion with the comments of some senior diversity leaders. What is Succession planning and diverse succession planning? Simply put, Succession planning is the process of identifying high-potential employees, evaluating and improving their skills and abilities, and preparing them for advancement into positions which are keys to the success of business operations and objectives. Diverse Succession implies incorporation of gender and racial diversity with succession planning by identifying methods for developing women and minorities as successors for key positions. Charles R. Greer and Meghna Virick 2008). Putting together, diverse succession planning is a process of identifying high-potential employees of any age, culture, ethnicity, gender, geographic backg round or sexual orientation, evaluating and improving their skills and abilities, and preparing them for advancement into positions which are keys to the success of business operations and objectives. Workforce diversity† describes the differences, similarities, and unique features that exist in an organization's workforce ue to the mixture of gender, ethnicity, race, national origin, disabilities, veteran status, sexual orientation, gender identity, religious beliefs and other factors. The advantages of Diverse Succession Planning (DSP) Diverse Succession Planning has the following advantages: * It helps to avoid extended and costly vacancies in key positions and assure the stability of business operations. * It provides meaningful developmental opportunities for both the organization and its employees as it targets key leadership positions at varying levels. It helps to develop a diverse workforce by enabling decision makers to look at the future make-up of the organization as a whole. * It helps to connect business people and communities. * It facilitates better decision making * It helps in anticipating important market changes and be more responsive to customer needs. * It facilitates equal opportunity policy through recruitment, training and promotion process regardless of employees’ race, colour, sexual orientation, age, disability, religious background and nationality. * It boasts global workforce.The steps involved in developing a diverse succession plan Succession planning involves: * Understanding the organization's long-term goals and objectives. * Identifying the high-potential candidates and their respective developmental needs. * Determining workforce trends and predictions. * Identifying legal and diversity issues to consider. * Establishing present and future leadership roles and objectives. * Selecting key employees. * Evaluating the strengths, weaknesses and readiness for succession in key employees. * Planning for the individua l development of and ways to retain key employees. Identifying â€Å"emergency† positions without successors. * Planning for positions that cannot be filled internally. Going by the recommendations of Greer and Virick (2008) Companies should formalize a commitment to diverse succession planning throughout the organization and viewing it as a broad-based strategic imperative instead of solely a human-resources function. The company must clearly envision diversity as essential to business strategy because of the competitive advantages that follow. Companies should also identify early on the talented individuals who can be developed for advancement.They should design objective standards for performance evaluations. They should also identify and cultivate outstanding mentors They should also allow the chief diversity officer to have direct access to the CEO. They should also Base executive bonuses partly on achieving diversity goals. â€Å"Companies need to reach deep, almost do wn to entry level, for talented women and minorities who can rise to leadership positions. Early identification and development of talent is crucial,† says Dr. Greer. â€Å"Also, identifying skilled mentors and fully utilizing their talents should be a priority.Mentoring has great importance in terms of succession. † Patience and persistence are required, he says. Results can take four or five years, or more. So companies should be ready for a long-term commitment and be willing to work through the risks and challenges. Diversity Succession Planning in Malaysian Context John PG Tan (2009) revealed that most of Malaysian Companies do not engaged in leadership succession planning and implementation and few that engaged in it report low success rates. Companies commonly practice leadership replacement rather than leadership succession.Meanwhile, leadership positions are the key positions upon which rest the success of any organization. Western Companies are flourishing due to incorporation of diversity in to their succession planning. However, in Universiti Utara Malaysia, there has been a kind of diversity succession planning. Some foreigners are being employed as Lecturers in the University. This is also observed in some Universities in Malaysia. This would provide meaningful developmental opportunities for both the organization and its employees as well.It will also give the university an opportunity to pursue more effectively its mission through the participation of a diverse workforce; also there would be enrichment of the dimensions of expanded organizational learning. Observations of some experts in Management An emerging body of empirical evidence (e. g. , Richard, 2000; Wright, Ferris, Hiller, & Kroll, 1995) indicates positive performance effects for diversity, and there are increasing indicators of the strategic importance of diversity to the success of companies.PepsiCo’s previous CEO, Steve Reinemund, has said, â€Å"I believe tha t companies that figure out the diversity challenge first will clearly have a competitive advantage† (Terhune, 2005). A leading insurer, Allstate, also has embraced diversity and sees it as a source of competitive advantage, particularly in terms of expanding the number of minority policyholders (Crockett, 1999). Cosmetics maker L’Oreal attributes its global success in developing and marketing cosmetics to marketing initiatives that have drawn on international diversity (Salz, 2005). Bridge Partners LLC (www. ridgepartnersllc. com) is a retained executive search firm founded by principals with extensive experience and credentials in leadership and senior-level recruitment, both in the US and internationally. Billie Williamson, Partner, Americas Inclusiveness Officer, Ernst & Young: â€Å"We have to ensure the talent is here to begin with, so hiring the right people and making sure they are trained and provided with the right experiences is key †¦ A second thing th at is key to getting diversity to the top of an organization is people have to learn to put their biases aside.Sometimes we think it’s risky to put a woman or an ethnically diverse individual or an LGBT individual in a leadership role, and it’s really not a risk, but somehow we have created that in our biases and our frame of reference. The third thing that is key is that [senior] leadership has to set this as a personal goal that they care about. † Eugene Kelly, Worldwide Director, Global Workplace Initiatives, Colgate-Palmolive Co. : â€Å"It is critical for us to manage our talent well if we are going to continue to be successful.We have 30,000 employees around the world, 8,000 in the United States, and today, 82 percent of our revenues are generated outside the United States. Those statistics alone will tell you why we must get this right and why we must manage our talent. It’s a discipline that enables us at any point in time to identify the next two leaders or successors for any key position. Having a diverse slate of talent to do that is really the key. For us, it’s really important to have discipline and the CEO’s direct commitment. Rohini Anand, Senior Vice President, Global Chief Diversity Officer, Sodexo: â€Å"It’s really an end-to-end process. It’s about doing the diagnostics, understanding where the gaps are. For us, it’s about getting more women and people of color into operational †¦ profit-and-loss kinds of roles, which is the career path to senior-level positions in our company, doing that early on and making sure we provide enough substantive career tracks. In terms of succession †¦ having that accountability and commitment from the top is absolutely critical.It can’t only be a numbers piece. It has to be the behavioral piece. It has to be the commitment along with the metrics and the data so you get a holistic approach. † Conclusion All said and done, onc e those high potential individuals are a part of an organization that places value on diversity-inclusion initiatives, retention rates will increase as employees take pride in those initiatives, viewing their firm as an employer of choice, where appreciation for all people and their differences creates a work environment where all can thrive.The flip side is that, in companies where diversity initiatives are a low priority, employees may leave because they don’t believe they are valued, because they perceive a workplace to be unwelcoming, or because they believe a competitor organization shows precedent in developing careers paths for a more diverse range of executives. Both money and time invested in those employees are lost. Without a succession plan an organization will find it harder to grow. Without a strong diversity inclusion initiative, retention is a whole lot more difficult.Reference: * John PG Tan (2009). An investigation of Corporate Leadership Succession Planning and Implementation: The Malaysian Experience. A PhD thesis submitted to Massey University. * Human Resource Management Journal, Volume 47, Issue 2, Article first published online: 15 MAY 2008 accessed at Wiley online Library. * Diverse Succession Planning for Supervisors, a presentation by Society for Human resource Management (SHRM). * http://www. diversityinc. com/diversity-events/succession-planning-moving-diver

Battle of Algiers Analysis Essay

The Battle of Algiers is a 1966 film that depicts the Algerian uprising against the French rule in the city of Algeria. The cause of the conflict in the film is the constant oppression felt by the Arab Algerians because of French colonialism. The injustice suffered by the native Arabs is shown in a number of ways: the living space difference between the Arabs and French, the difference in occupation, and the condescending attitudes the French have towards the Arabs. The populations of Algeria (Arab and French), are separated into two locations. The French live in a modern city with stores, buildings, lights, and automobiles many things that people take for granted. While the Arabs live in poverty compressed in a dark Casbah; an old walled in citadel. The French seem to have a well-established middle class while the native Arabs of Algeria have to struggle to survive. The difference in occupations by the natives and the French is also blatantly shown. The Arabs are mainly engaged in manual labor and only work with the French when they work under them – the servant of the police commissioner. On the other hand the French have a deep-rooted monopoly on all civil affairs. These differences show the injustice experienced by the native population but it is more apparent by the condescending and arrogant perception the French have toward the Arabs. Throughout the film the French try to persuade the native population to quell their rebellion by showing how French occupation has given them â€Å"civilization and prosperity.† But this is not true because of the difference in living conditions between the two races of people. Also throughout the film the French refer to the native Algerians as â€Å"dirty Arabs,† and â€Å"rats.† The dehumanization of the Arabs is also shown when Lieutenant-Colonel Mathieu compares the Arabs to â€Å"tapeworms.† It is ironic that the French officer refers to the Arabs as parasites when it is truly the French who colonized the country and exploits its resources. Lieutenant Mathieu also shows his disrespect for the Arabs when he names his counter measures to the Arabs rebellion â€Å"operation champagne.† (Alcohol is forbidden to Muslims) The film The Battle of Algiers shows the constant injustice to the native population by the foreign imperialists. The movie shows the difference in location, occupation, and respect that both people have for each other. The film also shows the constant racism of the French toward the native population and depicts the various reasons as to why the Arabs rebelled.

This Space Intentionally Left Blank

This Space Intentionally Left Blank This past Thursday, a woman near and dear to my heart, my Aunt Mickey, left this world unexpectedly. As her son, my cousin Michael, wrote the night she died, â€Å"There is a massive hole in the universe tonight – and its name is Maxine Lois Simon Unger.† In thinking how to honor the memory of a woman who, despite how much she loved me, refused to subscribe to my blog, I thought what could be more befitting than a [mostly] blank entry. Aunt Mickey, I won’t be forwarding my blog to you this week. But perhaps, from wherever you are, you’ll know this one is for you. All my love, Brandy Category:Life and LeadershipBy Brenda BernsteinMarch 28, 2016

RHEUMATIC Essays - Medicine, RTT, Clinical Medicine, Health

RHEUMATIC Essays - Medicine, RTT, Clinical Medicine, Health RHEUMATIC FEVER Neelakantan Viswanathan It is an acute inflammatory disease of children and young adults caused by infection with pharyngeal strains of Group A beta haemolytic streptococci (serotypes 3,5,18,24). It is not due to a direct infection or toxin production but due to an autoimmune reaction triggered by molecular mimicry between the M proteins of the infecting Streptococcus pyogenes and cardiac myosin and the sarcolemmal membrane protein, laminin. During active carditis, helper CD4 lymphocytes increase in number and the ratio of CD4 to CD8 cells increase in the heart valves and peripheral blood. All patients with acute rheumatic fever demonstrate a non-HLA alloantigen which is expressed on the B cells (D8/17). HLA DR1,2,3,4,7 and 53 have also been linked to acute rheumatic fever. The mean age of onset is 5-15 years being prevalent in the developing world and is rare in Europe and North America. The time taken for rheumatic fever to develop after an attack of streptococcal pharyngitis is about 2 weeks. It is said to" lick" the joints but "bite" the heart. The other organs affected are the central nervous system and the skin. Overcrowding and poor sanitation may augment the spread amongst people. Valvular heart disease that is chronic and progressive is the end result in about 50 % of those affected. There is no gender predilection but mitral stenosis and chorea occur more commonly in females. About 1.5 million people have rheumatic heart disease in India but the incidence is declining nowadays due to improvement in sanitation. It is a pancarditis affecting all layers of the heart.The characteristic lesion is the Aschoff nodule, composed of multinucleated giant cells, having elongated nuclei with distinct chromatin pattern, surrounded by macrophages and T lymphocytes,occurring in the subendocardium of the left ventricle, and consists of a granulomatous lesion with an area of central fibrinoid necrosis. Anichkov's myocytes are cells containing these elongated "caterpillar" or "owl- eye" nuclei. Mac Callum's patch in the left atrial wall above the posterior mitral valve leaflet, which is thick and rough, is a predisposing lesion for infective endocarditis, where vegetations form. Small vegetations may occur on the endocardium (on the valves) and valvular regurgitation results to a certain degree. A serofibrinous effusion may occur in the pericardium. During the acute inflammation, subcutaneous nodules and synovitis occur. The large joints are affected as opposed to predominant small joints involvement in rheumatoid arthritis. Diagnosis of acute rheumatic fever is based on revised Duckett Jones criteria (1992) which requires the presence of at least two major or one major with two minor criteria to make a diagnosis, associated with evidence of a preceding streptococcal infection. MAJOR CRITERIA: 1. Carditis 2. Polyarthritis 3. Subcutaneous nodules 4. Erythema marginatum 5. Chorea MINOR CRITERIA: 1. Arthralgia 2. Fever 3. Leucocytosis 4. Elevated ESR and/or C-reactive protein 5. Prolonged PR interval in electrocardiogram ( First degree heart block) 6. Previous rheumatic fever EVIDENCE OF PRECEDING STREPTOCOCCAL INFECTION: A history of recent scarlet fever or ASLO titre (anti-stretolysin O titre > 250 Todd units in adults and > 333 in children or a positive rapid streptococcal antigen test. Other streptococcal antibodies are anti- hyaluronidase , anti- DNase and anti-streptokinase or a positive Streptozyme test. Throat cultures, if positive , for streptococci would be ideal. In this part of the world, we encounter many other manifestations of rheumatic fever as 1.Rheumatic pneumonia or pleural effusions 2.Abdominal pain (due to mesenteric adenitis commonly) 3.Epistaxis ( recurrent) Clinical features: CARDITIS : is classically a pancarditis characterized by pericarditis, myocarditis and endocarditis.It may be manifested by chest pain, pericardial rub and effusion , tachycardia out of proportion to fever , muffled heart sounds, gallop, low cardiac output and rarely syncope. Cardiomegaly and a "mushy" quality of the first heart sound are also encountered. Endocarditis is characterized by fever and changing murmurs. A murmur of mitral regurgitation is the most common while Carey Coombs murmur ( mid diastolic murmur at the apex) due to acute rheumatic valvulitis and a murmur of aortic regurgitation may also occur. Congestive heart failure with hepatic congestion are recognized features. Echocardiographically, since the left ventricular systolic function is preserved the cardiac failure is due to valve dilatation and not due to myocarditis. ST-T wave changes, reduction in QRS voltages, first degree AV block and other conduction defects may feature in the electrocardiogram . SUBCUTANEOUS NODULES: usually occur over bony prominences as olecranon, external occipital protuberance and vertebral bodies.They measure 0.5-2 cm in size. They go hand in hand with carditis and are firm and painless. They may also occur over joints and tendons. They have a histological pattern resembling Aschoff nodules. ARTHRITIS: is classically a polyarthritis which is