Vladeks Quirks and Habits - 1594 Words

Valerie Alvarado Instructor: Darci Cather English 1302-SP2 5-12-14 Vladek’s Reaction to the Holocaust The Holocaust was a traumatizing and depressing time period in history due to the Nazis in the leadership of their dictator Adolf Hitler. The Nazis were a Political Party during World War ΙΙ from 1941 through 1945. Many Jews during this time were discriminated, murdered, and humiliated in front of many other Jews and Germans. â€Å"Six million Jews died in a merciless way at the hands of the Nazis† (Sherbok 1). The Holocaust is an unforgettable period in history that left a scar on many Jews including Vladek. Vladek was a Jew and a survivor of the Holocaust that experienced and witnessed several tragedies during this time. The war was†¦show more content†¦I can pack the fruitcake in with the cereal for you to take home† (Spiegelman 78) this simply characterizes Vladek as being stingy by not wanting to waste or throw anything away. He wanted for Artie to take it home and prefer for it not go to waste because the H olocaust had traumatized and caused him to be more resourceful with food. He was not fed enough during his awful experiences in the Holocaust and Hitler â€Å"ever since Hitler I don’t like to throw out even a crumb† (Spiegelman 78) Vladek explained to Artie. Vladek then decided to go back to the grocery store and return the cereal box that had already been opened and partially eaten from he did not wanted to waste any food and especially throw it away so he thought that returning the cereal will be better than just throwing it away to waste. When he got to the grocery store he got to return the cereal box and got in return â€Å"six dollars worth of new groceries† (Spiegelman 90). The experiences that Vladek went through during Hitter’s invasion definitely affected him by changing his life style because as described before he went back to the grocery store to return something that had already been used and not throw it away this can be described as being resourceful. Vladek was not only resourceful with his food but he was also very careful with his money. Artie would frequently go to his father’sShow MoreRelated Living the Holocaust by the Survivors Essay2801 Words   |  12 Pagespersonality changes would persist even in the rearing of the children of the survivors, to which Melvin Bukiet referred as the â€Å"Second Generation†. (13) The children wondered why their parents were not like other adults in terms of personality, behavioral quirks, obsessions, and having tattooed numbers. (14) As the Second Generation realized why their parents were the way they were, it began to feel a sense of sharing the inheritance and tried to develop coping mechanisms, such as writing and retelling,

How major minerals differentiate from trace minerals Free Essays

How are the major minerals differentiated from the hint minerals? What are 2 factors that can diminish bioavailability of a mineral? What are 3 maps of minerals in the organic structure? Minerals that we need to devour more than 100mg per twenty-four hours see as major mineral, minerals that we need to devour less than 100mg per twenty-four hours is considered as trace mineral ( Bryd-Bredbenner et al. 2009 ) . The bioavailability of a mineral is referred to a step of the proportion of the sum in a diet that is absorbed and utilized for normal organic structure map. We will write a custom essay sample on How major minerals differentiate from trace minerals or any similar topic only for you Order Now The sum of mineral that is absorbed from the GI piece of land determines their bioavailability. However it is different between minerals. Bioavailability is affected by the interactions with other dietetic constituents in the GI piece of land. For illustration, vitamin C enhances iron soaking up but tannins suppress it. Besides, the looks of cellular transporters, which allow the mineworkers to be transported into blood stream from stomachic lms, besides affect the bioavailability. When there is less transported, intending the mineral will hold lower bioavailability ( Harvey, L 2001 ) . Minerals in our organic structure keep the H2O balance in our organic structure. The concentration of the minerals in and out of the cells drives the H2O in and out of the cells. When the concentration of Na is higher in the cell, the H2O will travel into the cell through osmosis. Besides, Na, K and Ca assistance in the transmittal of nervousnesss urges throughout the organic structure. In the absence of Ca, musculus contractions will ne’er happen. Some minerals like Mg, Cu and Se act as cofactors and enable enzymes to transport out chemical reactions ( Bryd-Bredbenner et al. 2009 ) . What are the chief maps of Na and how is extra Na eliminated from the organic structure? Intakes of salt in the Australian diet remain high ; explicate why there is a demand for Na at all in the diet. What are some schemes for diminishing Na in the diet? Excess Na is eliminated out of the organic structure by micturition. When the Na degree is high in our organic structure, we have higher blood force per unit area. This reduces the production of chymosin enzyme by kidney. Therefore, angiotensinogen is less produced, so angiotesin II is non form. Angiotesin II helps in the release of aldosterone by adrenal secretory organ. Since the permeableness of kidney tubule is controlled by the aldosterone, the kidney tubule is non permeable to sodium when the Na degree in blood is high. Therefore, the Na is so excreted together with H2O in the signifier of piss ( Campbell et al. 2009 ) . Sodium helps in the soaking up of glucose and some aminic acids in little bowel. Besides, it is of import in musculus contraction and presenting the nervus impulse through the nervus cells. Muscle contraction and nervus impulse conductivity is conducted by the shifting of both the K and Na ion across the nervus cell membrane. Sodium besides aids in H2O balance. Sodium is the chief solute in extracellular fluid. It regulates the ECF and plasma volume. When the sum of Na in organic structure additions, more H2O is retained in our organic structure until extra Na is excreted ( Bryd-Bredbenner et al. 2009 ) . There is a demand for Na at all in the diet because salt is of import in the agitation of nutrients. Fermentation preserves nutrients for due to the suppression of peculiar types of bugs. Salt inhibits the growing of spoilage bacteriums and Fungis that present in the nutrient. Salt besides helps to pull H2O and sugars out of works tissues during agitation of veggies which reduces O and prevents the growing of lactic acid bacteriums. Salt is besides used in the processing of merchandises such as sausages and restructured meats. The presence of salt solubilizes myofibrillar proteins that are indissoluble in H2O. It helps to pull out these salt-soluble proteins to the surface of the meat and lodge the little pieces of meat together during cookery ( National Center for Biotechnology Information 2010 ) . Schemes for diminishing Na in the diet are to cook the nutrient with small salt. Beside, nutrient can be prepared with sodium-free flavoring such as basil, bay foliages, curry, garlic and ginger. Last, ever choice low-salt merchandise or salt-free merchandises when available ( Rolfes, Pinna A ; Whitney 2006 ) . Where is most K in the organic structure found? What are 2 serious upsets linked to low K consumptions? Why is hyperkalemia rare? Potassium is largely found in the cells of the organic structure and performs many of the same maps as Na. Low blood K is known as hypokalemia. It is a life endangering disease. Low K can besides do high blood force per unit area. Hyperkalemia is rare because even though the consumption of K is high, the extra K is readily excreted by kidney ( Bryd-Bredbenner et al. 2009 ) . What are the maps of Mg in the diet? Where is Mg in the organic structure found and what are the symptoms of Mg lack. Which groups are most likely to be magnesium deficient? Magnesium is of import in stabilising the ATP by adhering to the phosphate group of this molecule. Magnesium is needed by more than 300 enzymes that utilize ATP, including those required for energy metamorphosis, musculus contraction and protein synthesis. Magnesium is besides needed for Deoxyribonucleic acid and RNA synthesis. Its function in Ca metamorphosis contributes to cram construction to cram construction and mineralization. It is besides of import for nervus transmittal, bosom and smooth musculus contraction. It besides decreases blood force per unit area by distending the arterias, prevents bosom beat abnormalcies and protect against bilestone formation ( Bryd-Bredbenner et al. 2009 ) . Magnesium is chiefly stored in bone. Magnesium lack causes irregular pulse, sometimes accompanied by failing, musculus cramp, freak out, sickness, purging and ictuss. This is due to the damage of Na and K pumping ( Bryd-Bredbenner et al. 2009 ) . Magnesium lack most frequently occurs in people who have been fed intravenously for a long clip, whose diet does n’t incorporate adequate Mg, or who are unable to absorb and egest the mineral decently ( Harvey 2001 ) . Describe the function of Ca in the patterned advance of osteoporosis, including in your drumhead an overview of Ca metamorphosis, demands in the lifecycle and Ca beginnings. Further discourse how make parathyroid endocrine and vitamin D regulate serum Ca? Osteoporosis is a disease caused by the low consumption of Ca. When Ca consumption is unequal, organic structure withdraws Ca s from the bone to maintain the indispensable map of Ca. For illustration, Ca is needed to maintain our musculus catching ( Bryd-Bredbenner et al. 2009 ) . Bone formation needs Ca and P and other minerals. As bone begins to organize, Ca salts and phosphorus signifier crystal, hydroapatite, and bind with the collagen fibres. As the crystal become denser ( mineralization ) , they give strength and rigidness to the maturating castanetss. Collagen protein allows the skeleton to absorb impact. When Ca degree in blood is low, parathyroid endocrine is released by parathyroid secretory organ. This endocrine associated with 1,25 ( OH ) 2 vitamin D stimulate the release of Ca from the bone into blood stream to increase the Ca degree in blood. Besides, the endocrine besides increases the consumption of Ca in bowel to increase blood Ca degree. Third, parathyroid secretory organ besides increases blood Ca in association with 1,25 ( OH ) 2 vitamin D to increase the kidneysaa‚Â ¬a„? resorption of Ca which eventually prevent the elimination of Ca. When blood Ca degree is high, the release of parathyroid endocrine falls. This causes the Ca elimination via the piss to increase. The synthesis of 1,25 ( OH ) 2 vitamin D besides decreases, doing bead in Ca soaking up. Besides, thyroid secretory organ secretes hormone calcitonin which prevents the Ca from loss from castanetss. The Ca degree in blood eventually back to norm al degree. Calciums are usually come from yoghurt, milk and cereal ( Bryd-Bredbenner et al. 2009 ) . How to cite How major minerals differentiate from trace minerals, Essay examples

Arachnophobia †Fear of Spiders free essay sample

Symptoms can surface just at the mere thought of any encounter with feared object or situation. The effects can severely limit normal everyday activities and sometimes a erson with a phobia may try using drugs or alcohol in an attempt to minimize the anxiety. Most patients are usually aware that the actuality of being harmed by an actual spider is very slim or even nonexistent. However, they will sometimes take extreme precautions to make sure they do not encounter their worst fear. Some will avoid going barefoot even in their own homes, avoid dark places, and use caution when getting in and out of bed or using the restroom. Patients experience nightmares and can eventually become agoraphobic.No one can be sure of the true cause for phobias. Phobias can run in families especially when a child is taught to fear what their parents are afraid of. Phobias can also develop as a result of traumatic events or situations. We will write a custom essay sample on Arachnophobia – Fear of Spiders or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Phobias are the most common of anxiety disorders, and they affect men and women of all ages, income levels, and ethnic groups. Psychologists today have gone leaps and bounds in understanding the nature of phobias. There are many new treatments that are helping people vulnerable to such fears to overcome them.Using new depressant or stimulant medications are proving to help phobic’s overcome their fears. Hospitalization and many advanced treatment options are becoming more readily available for these patients. Exposure therapies that habituate phobic individuals to become nonresponsive to the thing that once terrorized them are now a reality. New virtual-reality programs that simulate the thing that the phobic person most fears are being conducted in safe environments to treat this confusing and terrifying epidemic. Another treatment of arachnophobia is called systematic desensitisation.With the help of a therapist, the sufferer will slowly learn to face their fears. First they will be exposed to pictures of spiders. Later they will come face to face with real spiders. When they are able to hold a live spider without feeling anxious, they will have conquered their phobia. Citations: arachnophobia. (2003). In Websters New Worldâ„ ¢ Medical Dictionary. Retrieved from http://www. credoreference. com. ezp-02. lirn. net/entry/webstermed/arachnophobia arachnophobia. (2003). In Websters New Worldâ„ ¢ Medical Dictionary.

The Pull free essay sample

I can’t feel bad. It’s not my fault. I’m not the reason he’s here. I found myself at the entrance to the Physical Therapy wing at Froedert Hospital. I walked in carefully, like a child sneaking down for a midnight snack. â€Å"Hello, Robbie,† a pleasant voice said. â€Å"I am so excited that you decided to shadow here today.† It was the manager of the Physical Therapy department. â€Å"Thank you for having me.† I forced a smile to make sure she thought I was just as thrilled as she was. â€Å"Today you will be working with a man who is paralyzed.† I whirled around as if I was the last bowling pin ready to fall. What? No, I was supposed to be with people who need help learning to run and play sports again. I don’t know how to work with paralyzed people. He may have been in a wheelchair, but with his demeanor, you would have thought he just won the World Cup. We will write a custom essay sample on The Pull or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page His name was Peter. A quick look at him and there wasn’t one thing I envied about this guy. He had been brutally attacked. His skull slammed into the pavement repeatedly. By the time they were done, he couldn’t see. All he could do was lie motionless while his own blood trickled over his body. On this particular day, I had to perform two exercises with Peter. The manager pulled me aside like she was giving me the final play to run in the state championship game. â€Å"Now, Robbie, I know these tasks may seem simple to you, but Peter may get frustrated and I’ve seen people get choked up.† Okay, I understand. I don’t think it will be hard to stay calm. Besides, I am a guy and guys don’t get choked up. My first task was to help him to learn to get in and out of bed. Wait, you’re saying that he needs to be taught how to get in bed? Immediately, I asked her what the second task was and she said I had to help him learn how to use the toi let with his wheelchair. People always talk about having lumps in their throats, but what I had was a hill. I couldn’t speak. I had to leave the room. He’s only 16. At a time in life when people think of you as â€Å"invincible† and he needs help to do the simplest things. He’s a normal teenage boy like me. The only difference is he will never walk again. He can’t wake up and escape this nightmare. I could sprint out of here and never comeback. But I can’t feel bad. It’s not my fault. I’m not the reason he’s here. How can the pain of someone else dig so deep into you? It takes a part of you that you can’t get back. It’s like losing your luggage at the airport. It isn’t coming back. This is the moment when I believe I found what I will do with the rest of my life. It’s the moment I felt if I didn’t do what’s pulling at my heart, then I’d keep looking over my shoulder†¦wondering.

Freud Dream Theory Essay Example

Freud Dream Theory Essay Example Freud Dream Theory Paper Freud Dream Theory Paper The Freud dream theory also known as â€Å"wish fulfillment† states that dreams are disguised as a way to satisfy unconscious urges or to resolve internal conflicts. That to humans is too hard or complex to deal with consciously (Douglas Bernstein, 2008). I am in accordance with Frauds theory, the brain is a very complex and mystifying organ. I feel that there is no way that these images, or scenes are a type of waste that the body produces, like your regular bowel movements. However I do believe just like any other theory that you have to have multiple dreams and recordings to successfully â€Å"decode† a person. Such as in the â€Å"Barbra Sanders case study† this study is based on various samples within a dream journal of about 3,116 dreams over a period of 20+ years from a middle-aged adult woman (Schneider, 2010). The findings helped researchers see patters and familiarities in her everyday life and what was being portrayed in her dreams. I am not saying that that your dreams will always be interpreted the same as someone else’s. That could all be tossed to an individual’s life experiences. Such as me, the reason that I saw spiders in a dream would be different to Jane Smith. Being as I hate spiders and am not keen on their presence, where as Jane may love them and have one for a pet. This also brings up my next point in â€Å"Lucid dreams† (Douglas Bernstein, 2008) there have been many individuals that have progressed in life because of what they had seen in a dream. : People, such as Salvador Dali saw images in his dreams and progressed with his craft to make interesting works of art, becoming a well renowned artist of his time. There is also Albert Einstein who will forever plague the world with his astounding brain and understanding of mathematical and scientific theories that were well beyond his time, that he saw in his dreams. If a dream was some sort of waste or things that the body did just to do it, I feel that there would not be so many case studies and experiments that go along with it. We all know that the body does everything for a reason. We sweat to cool down our core temperature; sleep to stay rested and alert thought the day. Our eyes water if there is dirt in them as a way to cleanse the eye. The body does nothing just to do it as an action; therefore I believe that dreams are a byproduct of the human body just like everything else. Individual

Attachment and Infant Child Care Centers

There are many advantages in an infant and toddlers emotional attachment to caregivers. Infants pay special attention to attachment figures. This attention helps the child learn from how the adult reacts and how they speak. Infants learn through informal direction, not a formal lesson or instruction from a teacher. Infants and toddlers learn how to respond to events based on how their caregiver(s) react. Emotional reactions affect an infant or toddlers response to an event. The child learns from caregivers what to think about things (a toy, a spider, an open door). This kind of learning comes from observation of the caregiver’s facial expression, gestures, posture, and tone of voice. Infants carefully observe the responses of attachment figures to unfamiliar events. Emotional attachment to child care providers helps infants learn about emotional reactions during the many hours they are at the child care center, just as they would do if they were cared for at home throughout the day. Infants and toddlers also learn by exploring their surroundings, but they refrain from doing so unless an attachment figure is present. This is because the child views the attachment figure as a â€Å"secure base†, a place where they can go to in order to feel safe when there are unknown objects or strangers around. When a child is securely emotionally attached to an adult, they will make short ventures into an unfamiliar environment, occasionally looking back at the secure base for emotional support. If an attachment figure is not present, then the child is much less likely to explore and may stay in one spot, crying or rocking themselves to soothe their anxiety. Infants and toddlers are able to emotionally attach to people who are biologically unrelated to them. Infants and toddlers have no more than three or four emotional attachment figures. Developing emotional attachments to caregivers in a child care center does not take away from the child’s primary emotional attachment to their parents. Although a child who has a revolving door of caregivers will probably not develop a secure attachment to any of them, it is common for infants to have secure attachments to mother and father, a primary caregiver, and another caregiver who regularly comes to take care of the child. The child care center itself can either help or hinder attachment. If a child is to develop an emotional attachment to their caregiver, she must have the opportunity to spend long periods of time with hat child, to be reliably available to respond to the child’s needs and communications, and to have responsibility for a small enough number of children. Good child care center policies will want to encourage child-caregiver attachment. In order to do so the center would structure the classroom schedule so that the caregiver can talk and play with each child for periods of time every day. She will know each child’s likes or dislikes, their facial expressions, vocalizations, and other methods of c ommunication used by each child in her care, and she will respond to these communications in a helpful, playful, and affectionate way. This style of regular attention and responsiveness is where attachment is built. Another important factor in the development of attachment to child care providers pertains to a caregiver’s salary. In order to maintain a consistent staff at any child care center, (and thus building secure emotional attachments with children), caregivers must be paid a worthy wage that reflects the hard work that they perform. This can reduce the number of revolving door teachers (teachers who come and go within weeks or months of being hired).

BUSINESS TAXATION ( Uinted KingdomTAX System ) Essay

BUSINESS TAXATION ( Uinted KingdomTAX System ) - Essay Example This often inclusive of the value, which the item was sold at. According a journal therefore understanding the different forms of taxation and meeting their obligations is of great importance to any business. One can save money by understanding what taxation involves in a given type of business whether a sole trader or partnership. As stated in the Tax Advisor (2012), a businessperson would also take advantage of any exemptions that they might be entitled to which would at the end boost the business. This paper will explain the terms and concepts in business taxation that will aid a clear understanding; it will assess the consequences that come as a result of incorporating a sole trader business, recommendations to the trader and finally whether the business qualifies for capital gains tax incorporation relief. A sole trader is a person who runs and operates a business on their own. The sole proprietor is liable for all the assets and liabilities of the business. Moreover, sole traders have full control of their business with all the profit. In 2012, The Tax Chartered Advisor stated that the taxation system for a sole trader in the UK allows one to complete a self assessment of their business. In this form, the sole trader is allowed to show total expenses, the total income and then subtracts to get the losses or profit for the business. Should the company show a loss then it does not owe the government otherwise, the business is taxed depending on the profits earned. An incorporated company is a form of business that is owned by one person who is the director with employees working for the company. This type of business is not solely owned by one person and decisions regarding the company are made as a group. With the new tax rates that were released in the UK, it has been realized that the best way to save money by avoiding paying a lot of taxes is through the start of companies. According to Payroll Practitioner (2009), the tax

Correlational Methods Essay Example | Topics and Well Written Essays - 500 words

Correlational Methods - Essay Example On the other hand, the recent performance evaluation of each subject provided by the deputy chiefs was used to measure job performance. The scores obtained from each of the variables were correlated with one another. It was found that among the personality factors emotional stability and liveliness are positively correlated with job performance. Moreover, the subjects were found to be generally satisfied with their job, which is correlated to the good performance manifested in the subjects’ evaluation. In another graduate research paper conducted by Nimalathasan (2010), the relationship of job satisfaction and work performance among the employees of fourteen branches of people’s bank in Jaffna peninsula. The sample size consisting o f sixty subjects was computed by getting thirty percent of the total population. Stratified random sampling was employed in selecting the participants; however, the specific steps on how it was done were not explained in the research. A ques tionnaire in the form of Likert scale covers factors that measure the two variables mentioned.

Marx’s Theory of Alienation Essay Example for Free

Marx’s Theory of Alienation Essay Marx used the ‘theory of alienation† to expose what he claimed as a highly exploitative, unfair social relationship existing in a capitalist system which effectively divides society into two opposing groups. He argued that this unfair social relationship came into being because of the â€Å"concept of private property† which, according to him, refers to a situation where the means of production (such as factories and plants) are owned by private persons. This private ownership of the means of production gave birth to the two antagonistic social classes: â€Å"the property owners [or the capitalists] and the propertyless workers. † (Alienation, n.d.)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   According to Marx, here lies the first alienation of the workers in a capitalist society. The capitalists own the means of production and the workers have only their labor to sell so that they could survive. Using the plants and factories at their disposal, the capitalists utilize the labor of the workers to enrich themselves by producing â€Å"surplus value† or profit. What worsens the situation for the workers is the fact that capitalists, in order to increase their profit or maximize their surplus value, are disposed to keep wages to the minimum, often barely enough for workers to live a humanely comfortable life. Needless to say, the lower the wages paid to workers, the greater the profit for the capitalists. (Alienation, n.d.) This led Marx to assert that under the capitalist system, the only way to go is for the workers to become poorer and for the capitalists to grow richer. He cited the fact that in capitalist societies, there is an ever increasing number â€Å"in the ‘working poor’ families who remain mired in poverty although every family member works, often more than one job †¦ [because] the wealth of the few depends on the poverty of the many.† (Introduction, n.d.) In other words, capitalism, according to Marx, was tailored so that capitalists who control the means of production should get rich and the workers, whose labor produce the coveted surplus value are shamelessly exploited.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Then the workers are alienated â€Å"from the activity of working† itself.   Marx claimed that workers in a capitalist society do not work because they want to, or enjoy what they do. Neither do they work to improve their lot nor to create a happier, more humane society. Rather, they work simply because they have to earn in order to live. In other words, Marx said that they are â€Å"forced† to work – implying that workers in a capitalist society are far from being happy individuals who have no control even over the course or objective of their labor. The decision rests solely on the capitalists who have already acquired control over their labor after paying for it. Since the only goal of capitalists is more profits, their only objective, therefore, is to utilize labor to gainful undertaking regardless of whether their enterprise benefits society or endangers it. Marx declared that â€Å"If greater profits can be made with weapons than with hula hoops, then that is where they will invest their capital.† In this context, workers who are anti-war are compelled to produce war materials. (Alienation, n.d.) Marx also suggested that in a capitalist society, people are alienated from one another. He argued that workers are not only â€Å"forced† to work under any conditions and for whatever purpose in order to survive they are also kept separate from one another, pitted against each other. This is because in their desire to live, they have to compete for work. In their craving for a comfortable life, they have to practically elbow each other out for better-paying jobs. It is not only workers who are being alienated from their fellow workers. Capitalists also turn against other capitalists in their quest for profit and power. Marx said that this never-ending competition for jobs and profits â€Å"favors the most ruthless, at other times the most opportunistic or well-connected.† In fact, Marx insinuated that this rat race which characterizes life in a capitalistic society is the start of the process of the dehumanization of man. Their failure to shape society according to their needs, their desires, and their concept of civilization, completes the process because this ability to create the kind of society that they want is what distinguishes man from the lower forms of animal.   (Introduction, n.d.) References Alienation. (n.d.). Order #32797436 attachment. Introduction. (n.d.). Order #32797436 attachment.

good versus evil :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  In the chapter titled Rebellion (or his book title), Feodor Dostoevski’s character, Ivan Karamazov, demonstrates that his angry and resentful attitude is the by-product of his very choosing. The fundamental principal of our own humanity is God’s acknowledgment of our expression of free will. Found between the boundaries of man’s ownership of worldly acts and thoughts, which can lead him to an eternity of joy or damnation, is that critical choice of what attitude we will wrap ourselves in for our finite time here. The extreme, and perhaps somewhat all too common, result of this human choice between simple joy and compounding suffering is presented in Ivan. As highlighted in Genesis account of Gods’ pure joy and pleasure of man, and His authoritative command for man’s dominion over all of His creations, it is impossible to imagine our Creator desiring our willing choice for suffering.   Ã‚  Ã‚  Ã‚  Ã‚  God’s divine plan for man starts and ends upon love. God provides overflowing and unconditional love so we can grasp the extent of His love for the purpose of developing our own love of self. The evolvement of our personal faith instills in us the divine sense of worth and desire, we some how come to â€Å"know† originates from our Creator. Ivan has neither grasped nor developed this love, let alone experienced this instilment. Genesis states God said, â€Å"Let us make man in our image, after our likeness† (KJV Gen 5:26). In the shared likeness of God Himself, we must assume we all have the full capacity to experience and share God’s innate love and joy. God’s sending of His son in order to redeem us, His children, is the ultimate act of both heavenly and earthly love. Through His written word and through His son, God explicitly teaches us that love and joy are the nature of His being. Man, in God’s likeness, must activel y counter this nature in order to derive an attitude of suffering, through the denial of natural joy and love. Ivan is a clear example of this suffering activism, as he clearly stands against most issues rather than necessarily in agreement or support of any higher principal. In Feodor Dostoevski’s book The Brothers Karamazov, this excerpted chapter is appropriately titled â€Å"Rebellion†. Rebellion is defined as the willful resistance or defiance of an established principal or authority. In our definition of activism, Ivan’s rebellion would be considered the most aggressive and destructive form of activism.

International Human Resource Management Essay

The practise of Human Resources is moving from the traditional forms of managing people to a more strategic form whereby the Human Resources function is closely linked with organisational performance and success. This strategic form of human resources has increased the need for the Human Resource professional to understand the linkages between Corporate Strategy, Human Resource Strategy and Employee Integration. Our firm has set out to Internationalise its operations by opening to different facilities One in China Assembling and Maintaining Aircraft Engines and the other in Europe fabricating turbine blades for Aircraft engines. We have shown in the case of China the key strategies required for Organisational success and we have identified that success in China is assured if the Firm can get its strategy of Recruitment and Retention right. We have also identified that expatriate managers which are core to the operations of the facility must have a fit with the Chinese environment and as Internationally mobile employees must have an indepth understanding of the cultural and societal norms of the Chinese people thus be enabled to  manage employees to achieve success. In locating our facility in China, we chose to locate it the Shanghai area as this area is key to the aviation industry of China and has an abundance of Key Skilled and Competent people even though these people are in short supply. We have articulated a strategy for ensuring commitment and loyalty from our staff. Our Europe facility is located in the UK. We have identified the UK as a suitable location because of the abundance of the required technical skills as well as the flexible and business friendly labour laws. Even though the cost of labour is higher than some Eastern European countries, we believe that this is overshadowed by the quality of the work we would get, access to the global markets as well as the stability of the UK which is essential to the aircraft industry as delays on orders leads to very losses for all concerned in the Industry. The UK’s tax structure for business is also less stringent than comparable European economies and Airbus Industries with its main factories in France is much closer to the UK than most Eastern European countries. The issues we identified with Human Resourcing in the UK is mostly in the area of ensuring Equal Opportunities and Union/Labour Relations. The UK has very strong Unions and the laws allow the formation of Unions for willing employees thus managing this strong Unions will be one key task for HR Managers in the UK facility. We have shown in the two facilities that HR is an integral part of the organisation structure as its strategic inputs are required to guide organisational direction, visions and strategy. AEROPLANE ENGINE ASSEMBLY AND MAINTENANCE FACILITY INTRODUCTION The Peoples Republic of China is a one party state with Power centralised in the Chinese Communist Party. Though a Communist state their have been significant capitalist models applied in the certain areas of National development mainly the Economic, Industrial and Financial sectors. This liberalization of certain sectors has led to substantial growth in the Chinese economy with average â€Å"Real GDP growth rates of 10% between 2001 and 2006† (Source: Global Insight, 2007). The â€Å"Open Door Policy† adopted by China in 1979 has brought about enormous growth in the industrial output as well as the economy as a whole. As the country moved away from its â€Å"iron rice bowl† system consisting of state-owned enterprises and â€Å"lifetime† workers, various types of employment contractual agreements have begun. The past two decades have witnessed the rapid growth of Chinese and foreign owned multinational enterprises which are set to play an increasingly important role in the future of the global economy. The opening up of the vast market has created many opportunities and, at the same time, many problems to foreign enterprises. Because of the unique political, economic and cultural environment in China, it is difficult for foreign joint ventures and wholly owned foreign subsidiaries to introduce their preferred approach in managing the employees and the organisation in China. This has highlighted a crucial issue for international companies to be aware of the cross-cultural implications in the conception, design and implementation of the various market entry strategies for the Chinese markets, especially when considering the Human Resources Management strategies since Corporate Strategy will in turn determine the Human Resource (HR) strategy to be deployed. China graduates about 1.5 million students from institutions of higher learning each year. This large pool of graduates are of varying quality and those with scientific and technical degrees are very much in demand thus there is a shortage of Skilled and graduate engineers in the Chinese market.  This has led to intense competition amongst firms trying to secure these persons employment loyalties. Potential employees, having more choice in the labour markets need to be assured of the value of working for the various firms and thus Compensation and Benefit models need to be well structured. As a Wholly Owned Foreign subsidiary in the Chinese market Our Aero Engine Assembly and Maintenance firm will encounter significant challenges as a Greenfield start up within the Chinese markets and our Human Resource Strategy will be key to competitive advantage. To achieve this objective of basing our Competitive advantage on our Human Resources, there is a need for us to answer the following questions: What are the key employment issues likely to be encountered in the Chinese market? Based on the identified employment issues, what key principles of HR strategy would we suggest? What strategy are we going to deploy to manage our key skills within the firm? What other HR related issues should be considered within the Chinese market? EMPLOYMENT ISSUES IN CHINA The principle statute that governs employment and labour issues in China is the 1994 Labour Law. The Ministry of Labour and Social Security occasionally promulgates rules and regulations that supplement the law. Apart from National legislation, foreign enterprises in China are subject to Labour regulations of the area in which they operate. In June 2007, China’s parliament passed a new labour contract law requiring employers to, among other things; provide written employment contracts to their workers. To be implemented on January 1 2008, the law will require employment contracts to stipulate minimum wage and safety regulations. They  must also be drawn up within a month of starting work. The new ruling will apply to both domestic and foreign firms, except for foreign representative offices in China. These new labour laws though good for the Chinese worker do not necessarily guarantee success for a Foreign Investment Entreprise (FIE) in China. There were roughly 460,000 approved foreign companies in China at the end of 2003 (Zhou, Lu and Jiang, 2005). Many of these 460,000 firms discovered that human resources management is different in China (Zhu and Dowling, Summer 2000). CENTRAL GOVERNMENT INFLUENCE Some reasons adduced for the difference in HRM practise in China are though the country has significantly embraced market led business practises, central planning still exists in certain areas i.e. a government run mandatory personnel file system, a single labour union for the whole country and restrictions on city migration (Dessler, 2006). CULTURAL ISSUES Secondly the issue of culture and cross cultural sensitivities are critical to success of an FIE in China. Many HR practices commonly used in western countries being introduced through the operation of foreign invested enterprise in China, do not take cognizance of the cultural and social backgrounds in China. These cultural norms include: Preserving â€Å"Face† in Public (Chen in 1995 refers to face as a combination of dignity, self respect and prestige, one’s social standing and position as perceived by others). Another norm is the concept of guanxi. This concept is defined as â€Å"relationships that imply a continued exchange of favours which need not be founded on friendship† (Chen, 1995). The concept of time for the western manager is sequential, in short supply and strictly limits the amount of time he can afford to give to others while Chinese culturally view time as synchronic, in abundant supply and subordinate to person relationships (Trompenaars, 1993, Chapter 9). The above norms as regards Chinese culture have been ascribed to â€Å"Confucian work dynamism† as studied by Bond and his colleagues (Brewster et al, 2007). The Confucian work dynamism basically shows that countries with high Confucian work dynamism are generally long term oriented with a focus on the future, thrift and persistence. There is evidence that these cultural issues are gradually being better managed in the workplace with the adoption of training and career development programmes, and a closer linkage between personnel strategy and business strategy. EXPATRIATE STAFF MANAGEMENT The issues associated with expatriate staffing include inadequate selection methods and the lack of attention to cultural adaptability of the expatriate staff and family. Research has shown that a number of FIEs in the Chinese markets send out expatriate managers without any prior cross cultural training. The other issues encountered include the management of repatriation after the overseas assignment with issues ranging from limited continuity in International assignments, and difficulties of adjusting to more specialized and less autonomous positions at home, lack of career prospects and under valuation of the International experience. Management succession in the case of sudden expatriate manager departure and balancing the local and expatriate staff at Chinese FIEs can also be a problem. Finding local managers with strong managerial skills in the areas such as  problem solving, decision making and management of human resources could also be difficult as more foreign multinationals seek local management after expanding into China (Gamble, 2000; Melvin and Sylvester, 1997). RECRUITMENT AND SELECTION The market for skilled and graduate engineers in the Chinese market is tight resulting in rapid wage increases and high turnover rates. Poaching of employees is a common thread. Nepotism and over hiring can be a problem where there is a heavy influence of _guanxi_ and arranging for the transfer of staff from one firm to another maybe difficult due to the influence of the state and the need for staff to gain approval from former work units. The poaching of an employee could lead to liability for economic loss payable to the former employers of the FIEs new recruit. EMPLOYEE RETENTION The retention of well trained local staff has been a big challenge for FIEs in China due to the tight labour supply against overwhelming demand. To address the situation of retention most foreign owned firms in China have taken advantage of the labour laws in setting Compensation and benefits that are very competitive and also providing the other career building services into labour contracts e.g. over attachments, thus making themselves more attractive than the competition. OUR HUMAN RESOURCES STRATEGY IN CHINA Our firm is an aero engine assembly and maintenance in Shanghai, China. This firm is a Wholly owned Foreign subsidiary or Foreign Investment Enterprise (FIE). This strategy of market entry is as a result of a need to keep complete control over the entire Aero Engine Assembly and Maintenance process by applying World class Business and Quality Management tools. The firm has entered into partnership with Key Chinese Aero Engine parts suppliers for certain parts. These partners are recognised world wide for the quality of their products and have been supplying other aero engine  firms globally. We have recognised as fundamental to our success in China the need to employ and integrate the highest quality of staff including Home Country Nationals, Home Country Expatriates and Foreign Expatriates. Home Country Nationals are Chinese nationals based in China and recruited in China, Home Country Expatriates are Chinese Nationals who we have recruited overseas and have worked in our company with the end goal being they would be a spearhead in our move into the Chinese market while Foreign Expatriates are Nationals of other countries using their skills in China to optimise business potentials and ensure quality. Our aim is to deploy an all engaging Human Resource Strategy and our strategy is to develop the firm as a Learning Organisation. RECRUITMENT AND SELECTION Recruitment and Selection in our Chinese operations is going to be conducted on a localised basis with the local HR Managers being responsible for the Process of recruiting staff at the graduate level and middle management level for Home Country Nationals. The selections and recruitment of Expatriates either Home Country or Foreign would be conducted by the Head Office and the same applies for the Recruitment and Selection of senior management and executive Management staff. Where the senior or executive management staff is Chinese the local HR Managers would have an input into the process as they would have been involved in the process from the onset. Our recruitment process would differ according to the type of staff we are seeking to recruit. We would divide this process into three parts mainly Graduate Engineers and Skilled Technicians Middle Management Senior and Executive Management Expatriate Staff GRADUATE AND SKILLED TECHNICIANS The process for recruitment and selecting graduate engineers and skilled technicians would be carried out with a low cost model in mind. This is as a result of the expected high number of applications. In ensuring that we recruit the best Graduate Engineers, we would be seeking to develop relationships with Universities thereby targeting these engineers as they are leaving the Colleges and thus moulding them from the start to fit with our organisation style and culture. We would also use the mass media to reach out for applications mainly newspapers and the internet. We would deploy a web based filter system, so even though we have placed adverts in newspapers we still expect that all applications will be filled out online. The application forms would all be in Chinese but we expect any prospective applicant to be ready to learn English. Our selection process is going to be based on Testing and Interviews, we would not encourage the use of psychometric tests as we cannot assure of the validity in this environment (Chow, 2004) MIDDLE MANAGEMENT The recruiting of staff at this level would be carried out by placing adverts in newspapers, head hunting and poaching. The shortage of skilled labour in China has made employees highly mobile and thus headhunting and poaching are socially acceptable means of recruiting. Though poaching is allowed, an employer can be sued for economic damages by the former employer if the employee’s termination was not properly done. In other to ensure our indemnity any prospective employee that has been poached needs to provide evidence that his past employer has released him without any liabilities. Selection for Graduate Engineers, Skilled Technicians and Middle Management staff would be conducted via interviews. These interviews would be structured interview, job oriented questions with pre determined answers that tuned around the prospective job descriptions. These interviews will be conducted by a panel which ensures that an all round assessment is performed. SENIOR AND EXECUTIVE MANAGEMENT The recruitment of this class of persons would be carried out with the assistance of an executive management recruitment agency though we expect to have difficulty in finding such agencies (Chang, 2004). We also plan to head hunt and seek the opinion of other businesses within the Chinese markets. The process of identifying, Interviewing and selection would involve the Head Office from start to contract signing. Interviews for these positions would be conducted at the head office, this is to ensure that key members of staff at the head office have the opportunity to evaluate the potential staff. EXPATRIATE STAFF The recruitment of expatriate staff would be the sole responsibility of the head office while the local HR Managers would be responsible for managing the expatriates when they are in country. The head office must ensure that the clear objectives are set for Expatriate staffs and that these persons have been selected to fit the job and the culture. The success of this class of staff will ultimately lead to organisational success as they would drive the process of instilling, Corporate culture and values, Quality Management targets and process and they would also facilitate Knowledge Transfer in the work place. It is intrinsic to success that these persons understand the values and fundamentals of local cultures as highlighted above in the section under employment issues. A thorough culture immersion programme and pre-departure visits may also be ideal. The local HR Managers must also develop programmes geared at ensuring  cultural and in country integration for expatriates both foreign and Home Country (because a national who has not lived in country for a number of years would most certainly need some form of integration back into the society). It would also be expedient for the home office HR Managers when recruiting married expatriate staff to consider the fit of the spouse to the new environment as poor spousal fit has been attributed to some expatriate failures. All offers made after selection must be written in clearly constructed contracts stating the Job description and responsibilities, remuneration, working conditions, conditions of termination and liabilities for breach of contract. Agreed clauses based on benefits structure include: terms of probation, training, confidentiality, holiday days and paid leave (www.hr.com). All labour contracts must be in Chinese and copies kept in both Chinese and English. The local HR managers must also ensure that personnel files have been received from the labour bureau before any prospective employee signs a labour contract. It has be noticed that this process could delay employment (China Staff, 2003) so it is expedient to start making the request immediately the employment process starts. RETENTION STRATEGY TRAINING AND DEVELOPMENT Training in China is more focused on improving current performance deficiencies than on career development. The absence of career development plans plus a heavy emphasis on material incentives have contributed to the problems of high turnover and disloyalty observed in many enterprises, including foreign invested enterprise (Tomlinson, 1997). We consider training and development an integral part of our retention  strategy. As a study carried out showed that even in state owned enterprise â€Å"the level of ambition and commitment to learning and self improvement among the young employees was quite remarkable† (Lewis, 2003). The HR department intends to use ongoing training, well mapped out and articulated career development plans, and out placement services as a tool for employee loyalty and retention. All graduate engineers employed would have the opportunity to undergo a 24 month out placement in our UK based Aero Engine plant. This out placement is contingent on the employee returning to China after the outplacement period. The outplacement period also gives the employee the opportunity to attend several career developing programmes instituted between the firm and certain engineering universities in our own internal continuing education programmes. This use of outplacement is not limited to Graduate engineers alone as Middle Management and Senior Management staff would also undergo outplacement albeit to a much shorter duration and to meet certain function specific requirements. The use of in house sessions and on the job training would also be encouraged and all expatriates have a Performance related objective of ensuring Knowledge Transfer in the work place. COMPENSATION, BENEFITS AND REWARDS The compensation strategy of the firm would be based on a combination of salaries and wages, Performance based remuneration for collective efforts and individual performance bonuses. The salaries and wages would be determined by level and grade within any specific levels these salaries and wages would be constantly reviewed to be competitive with what obtains in the Engineering Industry but these reviews would also be tied to organisational performance. Workgroups meeting certain set targets would be eligible to collective  bonuses and staff performing excellently in the Graduate and Middle management would be compensated via promotions and awards while senior management and executive management staff both Home Country Nationals and Expatriates would be eligible to promotions and individual performance bonuses as set out in their contracts of employment. We have to be careful in Compensation structure because of Chinas cultural and traditional values of collectivist approach to work but at the same time we need to reward those who are contributing to organisational performance. Benefits would be determined by the contractual agreements and the stated benefits for individual positions. To foster more employee loyalties we would tie certain benefits to length of stay with the firm e.g. Leave days increase the longer you are in our employ, our contribution to social security on behalf of employee increases above that required by government increases the longer you are with the firm but this would be tied to employee performance, and we will introduce end of year profit sharing formulas for all staff which we believe is key to fostering employee commitment and loyalty. STRATEGY FOR MANAGING KEY SKILLS In developing a strategy for managing our organisations key skills we would need a model that considers how the human resources function will manage the key skills of the firms employees and at the same time create value for the stakeholders of the organisation. The Balance Scorecard model of strategic management developed by Kaplan and Norton can be adapted for this purpose. Figure 1. overleaf shows a model Human Resources Strategy Map for an organisation it has been developed based on the concept of the Balance Scorecard and does well to link all the processes from which value is added. We hope to use a similar model in managing the Key skills of our employees and one very key thing about this model it recognises that culture is an essential ingredient in ensuring organisational success. Figure 1. Human Resources Strategy Map (Source: www.hr.civilservice.gov.uk) OTHER HUMAN RESOURCES ISSUES IN CHINA UNION AND LABOUR RELATIONS Threatened by the All China Federation of Trade Unions (ACFTU), the notably anti-union Wal-Mart recently agreed to let its Chinese workers unionize if they asked (MMR, 2004). The above statement shows that though the unions in China are normally passive, there is a growing movement in China and its beginning to make itself felt in the Business environment. The ACFTU is the only Union permitted to operate in China but this Union has about 906,000 affiliates, with 123 million members. About 40% of the two million private companies have trade unions, representing about 67% of private sector employees. Of the approximately 460,000 foreign companies in China, 20% have trade unions (Hewitt, Nov. 2004). The trade union law of China as amended stipulates amongst other things, that employees form Unions on a voluntary basis but those unions â€Å"should be established† in enterprises with more than 25 employees. The above law has been met with some confusion e.g. must firms with 25 or more employees have a union, or only if employees request one (Hewitt, Nov. 2004). This law also does not stipulate whether it’s the unions, employees or employers that are responsible for setting up this union. It has also been noticed that after years of non adversarial relationships between unions and managements, unions in China are growing more aggressive e.g. the ACFTU has also threatened to blacklist any firms refusing to allow  its workers unionize and has also been active in identifying multinationals as non compliant and ensuring wages are agreed and paid (Hewitt, Nov. 2004). UK AERO PARTS FABRICATION PLANT INTRODUCTION In the 1980’s there was a vigorous and academic debate about the nature of the American models of HRM and their relevance to UK situation. The US value system which is not truly reflected in the UK, and is certainly not reflected in continental Europe. There were a number of similarities in 1980’s between the UK and the US. Despite its cultural distance from many European countries, the nature of HRM in the UK is significantly different from the rest of Europe. As a member of European Union and a significant target for Foreign Direct Investment practisers in the UK are undergoing as much change as are those in continental Europe. As a wholly-owned large fabrication plant based in the Filton, United Kingdom, we would be producing core components (turbine blades) for a broad range of aero and related engines. In order to gain a competitive advantage over our competitors, it is very important for us to develop and encounter key human resource issues and strategies. After a long series of researches, United Kingdom was an easy choice as the ideal location to set up our plant due to the various reasons. Firstly, in the United Kingdom, the government laws relating to setting up a new plant are quite flexible, compared to most other countries in the European Union. Also, the infrastructure, as in, the technology, communication and transport systems are highly developed. Thus setting up a new plant would be easier and faster as compared to other under-developed countries. Secondly, the trade unions in the United Kingdom are not as strong as they are in a few other European Union countries (For example, Germany). So, it is easier to deal and negotiate with trade unions. Thirdly, there is easy availability of skilled labour. With the European Union working for close integration between countries, it is also easy to  acquire labour and staff from all over the European Union. Fourthly, language is not going to be a barrier in United Kingdom, as English is widely spoken all over the country. Cost of production is obviously, one of the most important issues when considering setting up a new unit. We believe that cost is going to be an issue in the United Kingdom, but the corporate strategy model we have implemented is a low cost model because we do not have a large requirement for skilled labour, expatriate staff and senior level executives. We would employ more fresh graduate engineers and managers. This is due to the fact that our assembly and maintenance plant is based in Shanghai, China, where we require more skilled labour and senior executives. As the level of education in the United Kingdom is extremely sound, it would be easier for us to employ fresh and talented graduate engineers and managers, thus reducing cost. We would now like to elaborate on the key employment issues in the UK and discuss the strategy we have adopted to combat the various human resource issues we would be facing. KEY EMPLOYMENT ISSUES IN THE U.K. The trends in the UK human resource management (HRM) are shaped by its cost-driven and competitiveness-enhancing nature. The development and implementation of HR policies is crucial to obtaining and retaining a high performing workforce. The policies need to reflect the strategic objectives of organizations together with recognizing the impact of wider demographic, sociological and technological trends and consider the medium and longer-term implications of these. The intro of new labour government since 1997 there has been signs of more protective values towards employees. However, it is the influence of EU membership that has become a greater source of initiatives aimed at employee welfare and involvement. This scene must be placed in context, with an ageing population and an uneven distribution of employment, to gain some understanding of the challenges facing HRM in the UK. The drive for leaner organizations has led to increased use of labour flexibility, downsizing and outsourcing, whilst rewards have become more performance related and benchmarking is seen as a tool for HRM  practitioners. Such trends have received strong government support. The workforce requirements need to be considered strategically and help deliver national priorities as set out in local delivery or business plans. It is essential that there is a clear ‘line of sight’ between HR practices and the delivery of high quality services. Of central importance is creating the ‘right’ culture and developing ‘customer’ focused values. This section outlines the thinking behind these goals and explains the various strategies that are helping to achieve them. KEY HRM ISSUES RECRUITMENT AND SELECTION PROCESS: The Company ‘s greatest assets are the staff force hence the right recruitment and induction processes are vital in ensuring that the new employee becomes effective in the shortest time. The success of the Company depends on having the precise number of staff, with the precise skills and abilities. The best Human resource practice which can be adopted by and aero engine unit: Defining the job process of each individual skill required to ensure it meets our business desires. If a member of staff is leaving the company analysis over a short period of time if there is a real need to replace the role, if required will do it immediately or compensate within the current work force. Before recruiting company draws up a job description and the candidates are judged based on whether he/she will possess the key skills to meet key tasks. This process helps opportunities to outline the key tasks and responsibilities. The process of recruitment involves key steps: Advertising using the right medium to attract the right person. Using recruitment agency, describing them the job profile of the vacancy to  match the requirement with the apt candidate. Internet can serve as good tool for recruitment. Fresh talent recruitments (graduates). Campaigns, road shows, job fairs, etc†¦.. LEGISLATION Company’s responsibility to ensure current legislation is covered when applying any employment process and failure to do so could mean that the organization is breaking the law. The law prohibits for company to take into account a person’s gender, marriage, colour, race, nationality, ethnic or national origin or disability in employment decisions. Taking these legislations into consideration, company adopts an important strategy when developing a job description and person specification that it must be undertaken thoroughly and objectively as the first step to ensure compliance with legislation Key areas, if legislation to be considered is: Disability Discrimination Act 1995 Sex Discrimination Act 1975 & 1986 Race Relations Act 1976 Working Time Regulations 1998 HEALTH AND SAFETY AT WORK: The health and safety at work is majorly concerned in U.K. Each and every company needs to adopt the health and safety. The company which fails to will be fined a huge amount. At manufacturing unit it is regularly monitored and nearly recruited employed are briefed with health and safety. The employee who fails to follow the procedure will be dismissed from work  according to the health and safety regulation law. TRADE UNIONS A trade union is an organized group of employers or labours. Its main goal is to protect and advance the interests of its employee .A union often negotiates agreements with employers on pay and conditions. It may also provide legal and financial advice, sickness benefits and education facilities to its members. If a union is recognized by an employer, it can negotiate with the employer over terms and conditions known as ‘collective bargaining’. For it to work, unions and employers need to agree on how the arrangement is to operate. For example, they might make agreements providing for the deduction of union subscriptions from employers wages, which is to represent workers in negotiations and how often meetings will take place. Both these agreements on procedure and agreements between employers and unions changes the terms applying to workers are called ‘collective agreements’. EMPLOYMENT CONTRACTS AND CONDITIONS: A contract of employment is an agreement between an employer and an employee. Type of Contracts: Fixed-term contract: Fixed-term workers have the same minimum rights as permanent workers. There are special regulations which protect fixed-term employees. The fixed-term employees are issued contract for certain period of time. Additional staff recruited for six months during a peak period A specialist employee taken on for the duration of a project. Someone employed to cover during another employee’s maternity leave/absence. The fixed-term employees have the right as the permanent staff: The same pay and conditions as permanent workers. The same or equivalent benefits package as permanent workers The right to be informed about permanent employment opportunities in the organization Part-time: Working part time can be a good way of balancing the work and personal commitments. Part-time, workers will be having the same right and be treated fairly in comparison to full-time colleagues. OUR HUMAN RESOURCES STRATEGY IN UK RECRUITMENT AND SELECTION: Recruitment is the process of generating a pool of candidates from which to select the appropriate person to fill a job vacancy. Vacancies may also be created when additional or new work has to be undertaken or significant changes occur in technology, procedures, or circumstances. Recruitment and selection are the processes by which organizations solicit, contact and engender interest in potential new appointees to vacant positions in the organization, and then in some way establish their suitability for appointment. The traditional or normal view regarding recruitment and selection is to assert that it is perhaps the most basic of personnel activities- if we get the wrong people in the organization, there will be problems. The problems that we might face are high labour turnover, absenteeism, disciplinary problem, disputes and low productivity. Therefore, having the right people in the organization is very crucial. A key feature of our recruitment and selection strategy would be to follow the traditional approach of interviews, application forms and references and at times, more sophisticated techniques like psychometric tests and assessment centres. Internal candidates may be sort by searching the records, asking managers or supervisors for recommendations, or internal advertisement on notice boards and in-house journals. Besides, we would also be selecting candidates with the help of recruitment agencies and consultancies, advertisements in newspapers, Internet recruitment will also play a major part in our recruitment strategy, for example, vacancy pages on our company website, providing vacancies on commercial job websites, websites of educational institutions, etc. We would also be recruiting fresh talented graduates directly from universities in UK. This is very important to us as we would require a large number of fresh graduates for our plant. Recruiting fresh graduates directly from un iversities would save us both time and money. GRADUATE ENGINEERS AND SKILLED TECHNICIANS: As mentioned above our main focus would be to recruit fresh graduates directly from universities in UK and Europe. As our plant in UK would only be a fabrication plant and does not involve assembly or maintenance, there would not be a very high requirement of skilled technicians. We would use recruitment agencies, advertisements, and references to recruit our skilled technicians from UK and Europe. MIDDLE MANAGEMENT There is a considerable requirement of middle managers for our concern and thus internet recruitment, word of mouth, application forms and interviews will be used for recruiting such managers. SENIOR AND EXECUTIVE MANAGERS The need for senior and executive managers in our UK fabrication plant is limited and so we would only be following the process of applications and one-on-one interviews to assess senior managers.

Anthem comparison

The novel 1984 takes place in a dyspepsia society in which everyone is treated equal, and the government has complete control over every aspect of a person's life. This Is much like the novel Anthem. In both books, all the citizens of the societies are equal, punishments are very strict, and the government has absolute power over all people. In 1984, every is treated equal. People In the country of Oceania cannot have friends, they have comrades, because everyone Is equal In the eyes of big brother.This Is much like the citizens In Anthem. The citizens of this society also cannot have friends, they must treat everyone the same and they are not supposed to Like one person more than another. In both novels, crimes are punished very severely. In 1984 any person who Is convicted of committing a â€Å"thought crime† Is Annealed†. This Is when the thought police kill the person and any record of their existence Is completely erased from history. In the Anthem, crimes are also punished severely.In this society, any person who breaks a rule, or does something that the council does not tell you to do, that person is sent to prison. Or if the council finds the crime to be too serious, the person is burned at the stake in the town square. Another way both stories are the same, is the way the government has complete control over all the citizens. In 1984, the ministries are in complete control of rationing food, punishing crimes, and what is allowed in the media.These ministries are very much like the councils in the Anthem. The councils are in charge of creating all laws, punishing crimes, and choosing Jobs for all the citizens of the society. In conclusion, all the citizens of the societies are equal, punishments are very strict, and the government has absolute power over all people in both 1984 and Anthem. These are only three of the many numerous ways that these two novels are similar.

Free Essays on Personality Types

Personality types The enduring characteristics of an individual's behavior, attitude, and feelings in everyday social situations make up personality. There are many influences on an individual's personality, including culture, genetics, and early family life (as an infant or young child). Certain studies have shown that people with certain personality characteristics are more suitable for specific occupations or special activities. Personality studies can also reveal the relationship between specific types of personalities and the incidence of disease, divorce, and stress-related problems. There are many different theories concerning the nature and development of personality and the causes of personality changes. The ancient Greek physician Hippocrates believed that people behave differently because they have a predominance of one type of bodily fluid, or humor. According to this theory, people with calm or passive personalities have one dominant humor, while impulsive and temperamental people have a different dominant humor. In the 20th century, other classification schemes were advanced. The German psychiatrist Ernst Kretschmer thought that personality was determined by the person's body typesuch as plump, lean, or athletic. He suggested that short persons were more likely to be social, friendly, and lively. Both of these theories remain unproven. Major advances have been made through behavioral genetics, the field concerned with the relative influence of genetic and environmental factors on individual behavior. One approach is to study the personalities of identical (monozygotic) twins who have been separated since birth. Such individuals have the same genetic makeup but differ in the environments in which they are reared. In a related method of study, the personalities of individuals who are adopted from birth are compared to the personalities of their adoptive and biological parents. ... Free Essays on Personality Types Free Essays on Personality Types Personality types The enduring characteristics of an individual's behavior, attitude, and feelings in everyday social situations make up personality. There are many influences on an individual's personality, including culture, genetics, and early family life (as an infant or young child). Certain studies have shown that people with certain personality characteristics are more suitable for specific occupations or special activities. Personality studies can also reveal the relationship between specific types of personalities and the incidence of disease, divorce, and stress-related problems. There are many different theories concerning the nature and development of personality and the causes of personality changes. The ancient Greek physician Hippocrates believed that people behave differently because they have a predominance of one type of bodily fluid, or humor. According to this theory, people with calm or passive personalities have one dominant humor, while impulsive and temperamental people have a different dominant humor. In the 20th century, other classification schemes were advanced. The German psychiatrist Ernst Kretschmer thought that personality was determined by the person's body typesuch as plump, lean, or athletic. He suggested that short persons were more likely to be social, friendly, and lively. Both of these theories remain unproven. Major advances have been made through behavioral genetics, the field concerned with the relative influence of genetic and environmental factors on individual behavior. One approach is to study the personalities of identical (monozygotic) twins who have been separated since birth. Such individuals have the same genetic makeup but differ in the environments in which they are reared. In a related method of study, the personalities of individuals who are adopted from birth are compared to the personalities of their adoptive and biological parents. ...

Socrates Essay Example | Topics and Well Written Essays - 1750 words

Socrates - Essay Example Socrates uses himself as an example when he teaches that beauty does not guarantee happiness. True beauty is inner beauty, the beauty of one’s spirit and character. In conjunction with happiness, which was also a construct that Socrates discussed, he denotes that one cannot tell if a person is happy or not based on his external appearance, but happiness, like kindness, is a matter of inner qualities. His famous motto: â€Å"An unexamined life is not worth living† is a testimony to how much he values thinking and philosophy and the perennial introspection of why we exist. Constantly reflecting about one’s life and impact on others creates meaning for a person and Socrates encourages that we indulge in deep, critical thinking ourselves at all times. Socrates’ legacy is not volumes of his philosophical writings, but how he impacted the thinking of other philosophers. Plato described him as an â€Å"unambivalent† individual who stood clearly for some va lues and firm against others. For him, there were no gray areas2. As a sophist, or wizened people who taught valuable skills for a price, Socrates went against their practice and did not charge for his instruction3. He is considered a paradigmic individual who is known to provoke intense reactions among people – love and acceptance or rejection and exclusion of his ideas. Being so, he is very â€Å"influential as a teacher, adviser, social reformer or a significant religious figure†4. His words are powerful enough to strike one’s emotions and conscience especially with moral dilemmas that can compromise one’s integrity. He has been known for his discourses using questioning or the Socratic dialectic wherein he draws out the truth from people by asking them questions. He believes that each person possesses an inherent truth and it only takes deep questioning to let it out. In doing so, the person comes up with a clearer definition of a key concept from his own thinking. Socrates believes this as a more effective method of learning rather than filling up an empty vessel with knowledge, or spoonfeeding information. The Socratic method involves a series of questions until a contradicting view surfaces to oppose the initial assumption.5 His controversial style is unparalleled and can be considered too heavy for some people because he communicates on more than one level. With his Socratic irony, he maintains two levels of meaning – the literal or obvious level and the hidden or real level. People with deep wisdom can easily understand his thinking and realize that things are not always as they first appear. Sometimes, there is a deeper meaning that should be unearthed6. The inquisitor begins with a position of not knowing anything but leads the questioning.7 At times, though, he uses ambiguous, but well-chosen examples in his discourses. They may even be counterintuitive or poorly supported claims, but he uses them with discernment , knowing that it would bring about more thinking from his students and could be a better strategy in achieving protreptic and pedagogical goals.8 In this way, Socrates may be considered a unique kind of teacher who successfully keeps his audience at awe of his teachings, ever alert and vigilant for bits of knowledge they can gain from such a wise man. From his earlier interest in scientific theories, he moved on to thinking about the development of the moral character of a person.9 Having served as a

Case study of Aetna 2000 Example | Topics and Well Written Essays - 750 words

Of Aetna 2000 - Case Study Example been purchasing a new business, thus, expanding its range of operations, and in turn having a variety of services in the healthcare sector with its various health products. They also offer a range of financial products and services. The company, due to its acquisition of a number of businesses, operates internationally and even provides pension services. The company is considering reorganizing its structures so that the health services will be grouped as global health, and the financial services will be grouped as global financial. This will facilitate efficiency and cost effectiveness in the company due to the sharing of resources for both local and international operations, as well as the use of technology. Through this, quality will be achieved in the company’s operations. Due to the procedure of its operation and those of the newly purchased businesses, the company is facing so many legal issues, with the government finding out that it is operating against what is legally recommended for such operations. After acquisition of Well Point Inc. business, Aetna went into an agreement to purchase other businesses dealing in insurance products, yet the businesses were operating as non-profit ones yet Well Point is a profit making business. This means that Aetna did not expect to make any profits from the acquisition. The company was involved in the provision of managed health care services. It is provided that for any loss of life, such businesses will be liable, and with this being a law within the nation, the business was obliged to ensure that no loss occurs to their client so that they are not held liable. There has been an increase in the cost of health care in the nation with a very high percentage. This has affected the company because just like other companies in the organization, they are committed to enhancing a reduction of the cost for the benefit of their clients, which may results to a decline in profitability. There is increased competition from

Code of Ethical Conduct in the Workplace Essay Example | Topics and Well Written Essays - 1000 words - 25

Code of Ethical Conduct in the Workplace - Essay Example Another negative harm could be Dennis’s mother getting a hold of the spread of information which she gave out in confidentiality and end up withdrawing her son from school and even a possible transfer. There is no way the outcome of this situation can be anticipated, though the negative outcome seems to overpower the positive. Thus, Natasha has to weigh the situation well so as to ensure whatever decision she makes neither Dennis’ nor the teacher's reputation gets ruined. Â  Natasha is a teacher to Dennis thus she has an obligation to protect Dennis’s rights as his student but also a friend to Gal she has to maintain a workable professional courtesy. Most situations do not allow time for one to go back to the NAEYC codebook to refer as they require the prompt response for damage control. Natasha deals with such a situation. The problem is a workplace problem which involves ethics. It is an ethical dilemma as Natasha’s decision falls between whether to protect Dennis or to protect Gail. The NAEYC code 1-2.2 on an ethical responsibility to families dictates that we should develop relationships of mutual trust and create partnerships with the families we serve. This thus forces Natasha to ensure that Dennis’s mother does not regret trusting her son’s teachers with confidential information so as to maintain the trust. Â  The ethics code under code P-2.12 protect Dennis’s rights: This forces Natasha to have knowledge of the code at heart to ensure that whatever decision she makes does not ruin her reputation as a teacher to the parents and students. Â  

Hewlett Foundation Case Study Example | Topics and Well Written Essays - 1000 words

Hewlett Foundation - Case Study Example The asset allocation policies are formulated by the foundation, internally managed but uses external manager to invest the portfolio. The external managers can either invest 100% of the asset in indexed instruments or invest partially depending on the allocation method. There are four methods that the foundation uses in evaluating the performance of its portfolio. To begin with, it uses a benchmark with which it compares the performance of each asset. If the portfolio outperforms its benchmark, then it is a worth portfolio to invest in. on the other hand, if its performance is less than that of the benchmark, then it’s not a worth portfolio. The second is comparing the performance of HF ‘composite benchmark’ with that of U.S stocks and bonds. The other method is by comparing performance of its portfolio relative to that of other tax-exempt institutions. Finally, accessing whether the return on assets exceeds the rate of inflation. It is evident that the process do es not use the mean-variance optimization method in the process. It is the most accurate method in analyzing portfolios as it incorporates risk and returns (Goetzmann at.al, 2006). Therefore, it is recommendable for HF to consider using it in asset allocation process. 1.2 Decision-making framework Proposal 2 In this option, 5% of the assets will be committed to a global distressed real estate fund. In order to assess the viability of this investment, the allocation committee should use discounted cash flows (DCF) models such as the Net present Value and the interest rate of return (IRR) (Goetzmann at.al, 2006). These methods take into account the aspect of time value for money and make use of cash flows not profits. The process starts by accessing the initial investment costs and then projecting cash flows. The project is acceptable if the NPV is greater than one meaning that the discounted cash flows should be greater than the initial cost of the investment. In the case for IRR, th e investment is acceptable if IRR is greater than the required rate of return and vice versa. Proposal 1 In this proposal, the committee aim is to reduce the foundation’s exposure to domestic equities, and instead increase this allocation to absolute return strategies and US TIPS (Treasury Inflation Protected Securities). TIPS are short term investments which are risk free. Therefore, they can use Capital asset pricing model (CAPM) in decision making. CAPM is a theoretical model used to determine the required rate of return of an asset. It also considers the risk free asset. Once the required rate of return (Ri) is calculated using the CAPM model, it is compared to the assets estimated rate return over a specific investment horizon to determine the viability of the investment. That is, whether the investment is worth to take. For such comparisons, technical analysis techniques such as the price earning ratio (P/E) can be used. Generally, an asset is said to be well priced if the estimated price is same as the required rates of

Determination of Sodium Thiopental Using Gold Nanoparticles

Determination of Sodium Thiopental Using Gold Nanoparticles Development of a new colorimetric method for the determination of sodium thiopental using gold nanoparticles Sodium thiopental (sodium pentothal) is in a group of drugs called barbiturates.this barbiturate commonly used anesthetic induction agents in man and animals because recovery is rapid and it has the advantage of having very little or no side effects[1].It is used for intensive-care patients with head injuries to control convulsions and reduce raised intracranial pressure[2]. As a resultmonitoring of theserum concentrations is important in this patient population. Several analytical procedures have been reported for the quantitative determination of thiopental. Among these high-performance liquid chromatography (HPLC) are more popular. HPLC assays are not completely reliable, and do not have the short process-time required in most of the above-mentioned indications[3, 4]. other methods are available for determining thiopental including stripping voltammetry[5],membrane sensors[6],capacitive chemical sensor [7],gas chromatography (GC)[8],spectrophotometric and spectrophotofluorometric[9, 10]. Donald et al[11]reported that, after the usual 4.8 mg/kg induction doses, thiopental concentration in serum as a function of time varies between 10 mg/L to 25 mg/L during 50h.As stated before most of these currently used methods for sodium thiopental detection usually need expensive and complicated instruments and are time-consuming, making on-site and real-time thiopental detection difficult. Therefore, it is important to develop a simple reliable and hig hly sensitive method for on-site and real-time detection of sodium thiopental. Recently, gold nanoparticles (NPs) explored for metallic NP-based colorimetric detection have attracted considerable attention due to biocompatibility, stability, and high extinction coefficients[12]. gold nanoparticles present size-dependent optical properties owing to the surface plasma resonance(SPR)[12]. The color of the colloidal Au NPs can be readily and precisely changed via aggregation of Au NPs.Au NPs were widely applied in colorimetric detection of several analytes such as protein, DNA, metal ions and small molecules[ ]. In this study, we used gold nanoparticles as a colorimetric probe for sensitive and selective detection of sodium thiopental. The gold nanoparticles were prepared using the classical citrate method [12].thiopental on the surface of AuNPs displaced the stabilizing citrate ions because thiol group of sodium thiopental tends to readily adsorb onto the surface of colloidal gold via chemisorptions-type interactions. The thiopental capped Au NPs were stable at basic and neutral conditions .Puntes et al [13] have studied the stability of cationic gold nanoparticle bioconjugates as a function of pH and the presence of citrate in solution. The pH of an aqueous solution of thiopental-Au NPs was varied by direct addition of citrate buffer. the thiopental-Au NPs can be aggregated by adding certain amounts of citrate buffer due to the electrostatic attraction between amino group contained in thiopental molecular and citrate ion on the surface of Au NPs, the amino group of the thiopental would be positively charged at the given pH value and they would therefore interact electrostatically with the negative charges of the citrate molecules. Thus forcing the aggregation of the conjugated Au NPs and subsequently resulting in the color change from wine red to purple or blue color.So that we detected it by UV–Vis spectrophotometer and paptode techniques and contrast both methods.First time at 2004 paptode was developed in Dr. Abbaspour group for speciation of iron(II) and iron(III) and the full range pH monitoring [14]. Then it was used for the determination of dopamine [15], hydrazine [16]. In paptode, conventional à ¯Ã‚ ¬Ã¢â‚¬Å¡atbed -scanner (as a nondestructive detector) was used to acquire the analytical parameters for quantitative determination of analyte that occurs via colorimetric reaction. The estimated re à ¯Ã‚ ¬Ã¢â‚¬Å¡ection density, as an analytical parameter, is obtained from an area of the sensing zone of spots using the average Red (R), Green (G) and Blue (B) channel. Degrees of the color of the spots are found to be proportional to the concentration of the testedanalyte. Experimental section: Reagents: HAuCl4.3H2O, trisodium citrate and citric acid were purchased from Sigma. Thiopental was obtained from Biochemie (Kundl, Austria) and zinc sulfate purchased from Fluka All solutions were prepared with ultrapure water Apparatus and software: The colorimetric study of NPs were performed by means of a Shimadzu 1601PC UV–Vis spectrophotometer (Kyoto, Japan)from 300 to 700 nm. Also a Canon scanner were used to record the color changes in paptode technique. The paptode Cells were built by creation of the holes (i.d 1.5 cm) in the sheet of plexiglas (thickness 0.9 cm). We used by photoshop Cs6 software to convert the recorded pictures of color of cells to RGB (Red, Green and Blue) and L*a*b data. The morphology and size of the nanoparticles were characterized by a transmission electron microscope (TEM model CM10; Philips). The X-Ray diffraction (XRD) patterns were obtained by using a D8 ADVANCE type (BRUKER-Germany) with Cu-KÃŽ ± radiation (ÃŽ »= 0.1542 nm). Powder XRD patterns were taken in 0.02 ° steps at 1 s per step. All the experiments were carried out at room temperature(25  ± 2 C) Synthesis of citrate-stabilized Au nanocrystals: Nanoparticles of noble metal were prepared by classical citrate method[12].the10ml of 0.014M of trisodium citrate dehydrate solution was added quickly to the 100ml of boiling solution of 0.5mM of HAuCl4.3H2O under magnetic stirring. The stirring was continued until a dark red color was observed (around 20 min) and the maximum absorbance of AuNPs solution was centered at 520 nm Sample preparation: Fresh human blood samples (2.0 mL) were obtained from volunteers of the local hospital. After letting sample stand for 60 min at room temperature we centrifuged at 4000 rpm for 10 min. The supernatant was used as the source of the serum. We used zinc sulfate method as a deproteinization technique[]: we vortex-mix for 10s of the 10ml of serum sample and 150mg zinc sulfate, then we centrifuged the mixture at 3000 rpm for 20 min. The supernatant, which excluded protein, was used for further analysis. Procedures for the detection of sodium thiopental: In a typical detection of sodium thiopental, different amounts of thiopental solution were added to the above XmlAu NPs solutions at room temperature. we proceeded to study the behavior of the conjugated system by modifying the pH . To investigate the effect of pH of the buffer solutions on thiopental detection, 0.5 mL of 0.1 M buffer solution (citric buffer solution in the pH range of 3.0–6.0 ) was added in mixture of thiopental and Au NPs solution. The obvious color change was observed with the naked eye and the absorbance spectra and scanning images of the solution were recorded 1 min after the addition of citrate buffer. In spectroscopy technique ,The concentration of sodium thiopental was quantified by the absorption ratio (A670/A520). Results and discussion Citrate was chosen as the stabilizer for AuNPs because it is negatively charged, and can act as a stabilizingagent to disperse AuNPs in aqueous solutions. The Au NPs after synthesis showed a surface plasmon resonance (SPR) band at 405 nm (Fig. 1a). the addition of sodium thiopental doesn’t led to a color change of Au NPsin ultrapure water, although the thiol group of sodium thiopental tends to readily adsorb onto the surface of Au NPs.The pH of AuNPs solution in present of sodium thiopental is 10.2 and Puntes et al[13]reportedthat the presence of charged molecules insolution may induce NPs aggregation by bridging particlestogether. It was observed that multiple electrostatic interactions between the conjugates mediated by cross-linking species led to an effective strong bond and consequently to irreversible aggregation and precipitation. So that at the given pH value , charge of thiopental can be change and thenthe color of the colloidal thiopental-Au NPs can be changed to blu e (broad band above 600 nm).*Scrutiny of pH/Concentrate diagrams of citrate and thiopental shows that at the pH of between 5 to 7 , charge of citrate and thiopental can benegative and neutralfig S1. But when sodium thiopental add to AuNPs solution, the S- group in the sodium thiopental provides a strong affinity for gold. So that orbital of thiol group of thiopentalinvolved for Au NPs surface and when pH change from 10.2 to 6 , the amino group of the thiopental would be accepted H + and get positive charge. In present of excesscitrate at the pH of 6 , thiopental-AuNPscan be aggregated via electrostatic attraction between the citrate ions and the thiopental. So that in this study we used citrate buffer solutionfor control of pH( in the pH range of 3.0–6.0) and source of citrate (as a bridging factor). The aggregation mechanism of Au NPs is illustrated in Fig. 1. Optimization pH and time we proceeded to study the behavior of the conjugated system by modifying the pH( 7.1-5.4). The pH of an aqueous solution of0.00001M thiopental capped AuNPs was varied by direct addition of 0.05Mcitrate buffer to the solution andThe UV-Vis spectrum wasmonitored and the extinction ratio of absorbance at 600 nm to 420 nm (A600/A410) is plotted against the pH inFig. 3A. The thiopental-capped Au NPs were stable at basic and neutral conditions.When the pH of the solution was below the 6.4 , Au NPs agglomerated.the aggregation was solely due to the bridging citrate between the amine functionality.Onthe basis of this optimization experiment, the pH was set to 6.2 to achieve a best aggregationFig. 3A.When the pH was decreased immediately from 5.4 after the addition of the citrate buffer scatteringwasobserved.Fig. 3A illustrates theabsorption spectra of AuNPs at different pH value. At the concentration of sodium thiopental as 0.00001M, the extinction ratio ofA650/A520 at room temperatureexhibited a rapid increaseduring the first 1.5min,then increased gradually from 1 min to 18 min and then remained constantFig 3B. Thus, the detection time was chosen as 20 min. We choseto use the absorbance ratio at 500 and 600 wavelengths to quantify thecolor of the system,thecolor change at various sodium thiopental concentrations were monitored byUV/Vis spectroscopyfig4A.Quantitative analysis was performed by monitoringthe absorbanceat 1minute after the addition of citrate buffer Fig4B .The linear range, detection limit and reproducibilityof the method were evaluated under the optimumconditions.Thecalibration curve for sodium thiopental was linear in two ranges of( †¦Ã¢â‚¬ ¦. To †¦Ã¢â‚¬ ¦ and†¦Ã¢â‚¬ ¦ to †¦Ã¢â‚¬ ¦) with correlation coefficients 0.9981 and0.9979, respectively. The Experimental detection limit has been obtained as 2 µM. The relative standard deviation(R.S.D.) for1.0Ãâ€"10−8M thiopental measurementwas2.7% (n=11)Fig4A .when thiopental concentrationincreased above 0.0005M, scattering was observed fig3B because thiopental polymerized white citrate molecule. So that we tried paptode techniques to resolve thisproblem FigS1. Although the higher concentrations of sodium thiopental was determined by paptode, but the limit of detection was rather high (LOD 10  µM) in comparison to the spectrophotometric method. The detailed procedure for sodium thiopental determination by the paptode method is explained in supporting information. To test the selectivity of the above method for sodium thiopental, we testing the response of the assay to some potential interference species and structurally similar to the sodium thiopental such as†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.in optimum condition and different concentration .the results areshown in bar diagramFigure 8 .red barsexhibit Color changes of the solution in thepresence of various interference species at concentrations of 10mMand bluebars exhibit Color changes in presence ofinterference species at real concentration in serum ( 1M cysteine, 2M†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦), The maximum absorption wavelength of AuNPs did notchange in the presence of the tested species, Except for cysteineat concentrations of 10mM. Therefore, AuNPs had good selectivity for sodium thiopental detection in optimum condition in the serum. Colorimetric detection of sodium thiopental in serum: To validate the reliability of the proposed method for sodium thiopental detection in real samples, The unknown amounts of thiopental were added to thethree different human serum samples before samplespre-treatment .Detecting of sodium thiopental in a serum is not easy because of the serum constituents.the color of the Au NPs was not stable by the addition of the blank serum. So that it mustdiluted ten times. As regardsthe calibration curve for detection thiopental by this methodand dilution of serum and thiopental concentration in serum as a function of time varies after the usual 4.8 mg/kg induction doses [] , we can detect sodium thiopental in human serumbefore 3 hour.samples were determined by both the AuNP-based method reported herein and the standard addition method. Satisfactory results and recoveries as shown in Table 2. The satisfactory results obtained indicate that proposed sensors can be applied to real sample assays. 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