Strategies to Decrease the Duration of Indwelling Urethral Catheters

Question: Identify the facts, data, or resources the author uses to support his/her argument? Answer: 1. The important information: Patient found catheter to be uncomfortable as they caused psychological distress and physiological problems such as bladder inflammation and catheter associated urinary tract infections. About 80% of the infections are associated with catheter. Long term effect of catheter associated urinary tracts infections are sepsis and even death. A study demonstrated the proper use of catheter and its maintenance (Rhodes, 2012). His study focused on the use of sterile equipment, cleaning of perianal area and proper washing of hands before insertion of catheter. placing catheter tube and bag below the bladder will prevent clogging of tube. Evidences showed that the use of multiuse lubricant instead of single tube for inserting catheter, as this will prevent CAUTI. In a study of Bernard 2012, it was evidenced that about 13000 deaths annually were associated with catheter infections. Various steps were implemented to minimize risk of CAUTI, as nurses should be aware of the procedure of maintenance of catheter and should be well trained. According to observational cohort study demonstrated that taking bath from 2% chlorhexidine gluconate, significantly reduce the risk of central line blood stream infections, surgical site infection, MRSA and VRE, which are causes of CAUTI (Carter, N.M., 2014). The article concluded that the use of indwelling catheter should be based on necessity not on convenience, as it is convenient in incontinent patients, but this is not evidence based reason. Alternatives to indwelling catheter should be provided so that risk associated with catheter infections can be minimized. Nurses should have authority to remove catheter without permission of prescribers as soon as patient meet the removal standards. Nurses should be well trained and aware with proper maintenance of catheter. References: 1. Bernard, M.S., Hunter, K.F., Moore, K.N. (2012). A review of strategies to decrease the duration of indwelling urethral catheters and potentially reduce the incidence of catheter-associated urinary tract infections. Urol Nurs. Vol. 32, No. 1, pp: 29-37. 2. Carter, N. M., Reitmeier, L., Goodloe, L. R. (2014). An evidence-based approach to the prevention of catheter-associated urinary tract infections. Urologic Nursing. Vol. 34, No. 5, pp: 238-241.

Leadership Practical Booth

Question: Determine how the practice of OB must be redesigned and realigned in multiethnic/multicultural contexts to ensure cultural appropriateness and to achieve organisational effectiveness. Answer: Leadership is booth of the practical skill as well as the research area about the capability of an organization or an individual for guiding as well as leading other teams, individuals or the entire organizations (Bass, 2015). On the other hand, the simple term, Diversity actually refers to the difference variety among people in a particular company (Pieterse, Van Knippenberg Van Dierendonck, 2013). However, both of the two terms have a significant as well as a crucial relationship between them in terms of the organizational culture (Bass Avolio, 2013). Australia is such a country which has the most culturally diverse workforces all over the world. Nevertheless, the cultural differentiations often result into some conflicts those are caused by the ineffectiveness interaction as well as the enhancing ethical and moral degradation at the organizational workplaces continue to the consequences of developing concern (Northouse, 2015). In addition, the labour power may force the employme nt relationship improvement and call for the different types of leaderships as the workforces become more multigenerational as well as diverse (Daft, 2014). Therefore, this particular study is mainly aimed to identify as well as analyze critically and discuss the challenges incorporated in communication that a leader would expect for encountering in relation to the cultural diversity of several organizations in Australia. Therefore, this study also focuses on the critical discussion of how the leaders can resolve the ethical consequences in relation to the cultural diversity in several companies in Australia. At last, this study also aims to discuss synthesis as well as identify an optimal mix of the leadership styles that can be associated with the way of managing the cultural diversity in the organizational workplaces. Moreover, these should be flexible sufficiently as well as capable to be adopted appropriately in the organizations in Australia. Communication Challenges in Australian Organizations Every leader has to face several challenges or problems as it is not easy always for working through the others for getting the outcomes that a leader require (Avolio and Yammarino, 2013). Managing the poor performance inside the workplace of an organization always is one of the most difficult challenges for a leader for facing but then again, so is managing the poor outcomes (Dubrin, 2015). The communication involves the message transmission from a sender to the receiver. Communication is the key factor for the leaders in order to create effectiveness in an organization as well as survival of an organization. In other words, communication is the most effective as well as significant key for getting success by a leader in an organization (Frohlich Oppenheimer, 2015). In a small business the effective leadership needs knowing how for communicating with all of organizational elements, incorporating the leaders. The Leaders of an organization should have the knowledge regarding the proper communication style that is appropriate for the leadership. They must be capable of adapting based on the group they are interacting with at the time (Chhokar, Brodbeck, House, 2013). The skills of effective communication are an important as well as a significant aspect of the portfolio of the experience as well as skills of any leader (Ubben, Hughes Norris, 2015). However, in reality the problem is that many of the leaders do not have the knowledge as well as the proper concept of the effective communication with the help of which they can create an excellent communication system with the employee for making an exclusive and significant coordination in the workplace (Hargreaves Fink, 2012). Australia has the most diverse workplaces in the organizations located in that country. Therefore, the organizations in Australia are always aware of as well as concerned about the issues or the challenges faced by t he leaders. In order to mitigate the challenges faced by the leaders while making communication within the workplaces of the organizations, it is required to identify as well as discuss what are the significant issues or challenges those must be eliminated in order to bring a clear and well-structured diversity within the organisational workplace (Chemers, 2014). Leaders are unable for exchanging the details important to the regular activities or the operations of the leaders and make a network of communication for carrying new data of product. Therefore, the communication challenges as well as the issues faced by the leaders in the workplaces of the Australian organizations mainly prevent effective leadership (Tannenbaum, Weschler Massarik, 2013). Therefore, ultimately, the important operations of the organization are hampered due to the inactiveness of the leaders in terms of their ineffective communication with their subordinates as the leaders have the supreme authority or they should have the potential to manage a huge number of employees who are working under his instructions. Therefore, the challenges should be identified properly (Rice, 2013). There are several important challenges those must be identified, discussed as well as analyzed in order to overcome the issues. Potential to recognize the employee Achievements Identification It has often been seen that the many leaders are unsuccessful to recognize the achievements or the potential to achieve a certain milestone in an organizational workplace (Kang, 2015). It is a very crucial problem that can be identified as the result of the poor communication capability of a particular leader. Discussion and Analysis As per the statistics provided in the figure given above, it can be said that it is the most effective as well as the most crucial challenge for the leaders. It has often been seen that most of the leaders do not have the capability of recognizing the achievements and potential (Barak, 2013). This kind of problem mainly occurred due the lack in the willingness of the leaders to communicate with the employees. Therefore, it becomes difficult for the leaders to segregate tasks among employees as per their capabilities (Harvey Allard, 2015). Thus, a hectic situation is created within the organization due to which productivity is hampered. Potential to provide clear directions Identification Not giving clear as well as proper direction to the employees or the subordinates by the leaders in order to some certain tasks is another very critical challenge for the leader (Schaeffer Mattis, 2012). In other words, it is a significant challenge that can be identified as the result of the poor communication capability of a particular leader (Chrobot-Mason Aramovich, 2013). Discussion and Analysis As per the given statistics, it has been proven that the not giving clear direction is a crucial challenge for the leader (Canas Sondak, 2013). The leaders of an organization must have the potential to provide the right direction, exact as well as an understandable direction or procedure through which employees can be able to implement certain important tasks for the organization (Kato Kodama, 2016). However, it must be said that this sort of problem generally happens due to the inability to communicate with the employees. Time to meet with employees Identification It can often be noticed that the employees do not get the chance to make a face to face conversation regarding certain operation with their leaders as they have very less time to communicate with the employees (Durrani, Rajagopal, 2016). Therefore, no time to meet the employees can be identified as a significant communication problem for the leaders. Discussion and Analysis the leaders should keep time for their subordinates as well as the employees, who are working under them so that they can effectively communicate regarding the job, productivity and many other things (Suedekum, Wolf Blien, 2014). However, in reality many of the leaders are failed to do so. Therefore, it is a huge communication challenge that must be overcome (Pieterse et al. 2013). Communicating with the Subordinates Identification Refusing to talk with the subordinates is a very crucial communication challenge that carries negative point for the leaders (Bass, 2015). Discussion and Analysis Such communication problem is simply obtained due to the lack in willingness to talk to the employees as a result of the leadership aggressiveness which is totally incorrect (Bass Avolio, 2013). Thus, the relationship between the leaders and the employees become worse and as a result of which a problematic situation arises in the workplace (Northouse, 2015). On the other hand, due to such problem the productivity is hampered as a whole. The leaders must be concerned regarding such communication challenge so that a good relation can be maintained (Daft, 2014). Telephonic Conversation Identification Some leaders often refuse to talk over the phone as they dislike making a telephonic conversation. Therefore, it can also be identified as an important communication challenge for the leaders (Avolio Yammarino, 2013). Discussion and Analysis some leaders simply have a fear to talk over the phone as they do not have the potential to make a proper telephonic conversation. Telephonic conversation is very difficult and many things have to be followed by the leaders or any other employees in order to make a proper conversation over the phone (Dubrin, 2015). Due to such problem, the organization can face several difficulties in terms of their business as the leaders always have to talk to the important clients of the organization in order to make certain essential contracts and deals (Frohlich Oppenheimer, 2015). The data in the above drawn figure presents that huge number of leaders are not involving in the critical moments through their effective communication that can help the employees see them as trustworthy (Chhokar et al. 2013). The effective leaders should have the knowledge that the healthy communication needs the connection potential with the feedback, meaning interaction, clear direction and inclusion as the nerve centre of the organization (Ubben et al. 2015). Addressing Issues Related to Culturally Diverse Workforces in Australian Organisations The term, Cultural Diversity is a group of diverse individuals from the distinct societies or the cultures. In workplace of organization, cultural diversity not only involves how people can perceive them but also how they can perceive other people. These kinds of perceptions can affect their interactions (Hargreaves Fink, 2012). Human Resource Professional and specially the leaders of a particular organization require for dealing effectively with issues like change, adaptability as well as communication for a wide assortment of the employees for effectively functioning as a company. Maintaining cultural diversity in the workplace is very much essential in order to run a successful business of an organization (Chemers, 2014). The heterogeneous groups can deliver a better critical analysis as well as the solutions, thus a leader must run as well as structure a company in such a manner that can promote the diversity in the workplace (Tannenbaum, Weschler Massarik, 2013). There are few ways through which the mentioned issues of cultural diversity can be resolved by the effective leaders in the Australian organizational workplaces. These are as follows: Recognition the leaders of the organizations must have the capability of recognizing the fact that the people have differences, it can be cultural, generational or physical and the leader cannot pretend that these challenges have been broken down. Instead, the leaders o that particular organization should celebrate the differentiations among the employees or the subordinates who are working under the leaders as well as motivate and encourage them for letting their individualities show (Rice, 2013). For a instance, the leaders should not make any hesitation for asking someone from the another culture regarding the etiquette practices of their cultures (Marshall, 2013). The knowledge of the employees could prove very useful to those particular businesses. The leaders should not pigeonhole their employees. The worth of a particular employee generally comes from more than the age or the ethnicity of the employee. Fairness It is the most significant as well as the most effective way through which the leaders can be able to create a well-structured diversity within the organizations. Acting uniformly as well as acting fairly is totally different and the only one enables a leader for dealing successfully the diversity in the workplace of his or her organization (Kang, 2015). The employees should not be fool by thinking that the particular employee is demonstrating a respecting diversity as well as a fair diversity by treating everyone exactly the same. Instead of that, the leaders should treat every people in a fair manner as well as respect the differences or the cultural differences among the employees that make them who they are. For an instance, the leaders should not make a schedule of a mandatory meeting that falls on a religious holiday of Australia (Barak, 2013). It can demonstrate an insensitivity of the leaders of an organization and can breed resentment as well as can also foster fee lings of being left out in any worker that are unable for attending the religious function (Harvey Allard, 2015). Employee Assessments As a leader or a manager of a particular business organization, that leader or the manager conduct already assessments and reviews as well (Schaeffer Mattis, 2012). the leaders must also examine the attitudes of the employees while preparing these kinds of assessments or reviews, specifically how the employees can work with other employees in that particular organization (Chrobot-Mason Aramovich, 2013). If the leader or the manager can make an observation that an employee only delegate jobs to the people of a particular race or if a worker in that organization discounts the ideas or the concepts of people above or below a certain age, it is thus the leaders responsibility for addressing the consequences. The leaders should recognize the issues among the employees as well as brig them up while making the assessment of the performance of the employees who are working under the instruction of the leader (Canas Sondak, 2013). Encourage interaction the leaders can maintain the diversity in the workplace effectively by encouraging interaction among the employees who working in the organization as the leaders subordinates (Kato Kodama, 2016). While the leaders can recognize the issues those are related to the diversity or the cultural diversity in the workplace, therefore, the leaders should make a thorough discussion regarding those issues with the employees in a very non-confrontational way (Durrani Rajagopal, 2016). For an instance, the leaders should encourage and motivate employees for working with other of different generations as well as different backgrounds. With the help of the initiation of this sort of interactions can motivate the employees for learning more regarding the goals, talents as well as styles of communication of their own as well as those of their co-workers (Suedekum et al. 2014). Appropriate Leadership Models or Styles Managing cultural diversity in the organizational workplace is a very crucial as well as critical concern all the organization in Australia as this country has been recognized as one of the growing countries in terms of enhancing diversity in the workplace all over the world (Pieterse et al. 2013). Therefore, as mentioned and discussed in the earlier section, the leaders can play a significant role in the order to maintain a huge cultural diversity within the organizational workplaces. In order to manage the cultural diversity in the organizational workplace, the leaders should follow some specific strategies or procedures (Bass Avolio, 2013). However, the leadership styles can be very much effective for the leaders in order to manage the cultural diversity (Northouse, 2015). There are several different and significant styles of leadership with the help of which the leaders can be able to maintain a culturally diverse workplace in a particular organization so that the employee relat ion, relation between the leaders and the employees as well as the productivity as a whole cannot be hampered. These leadership styles are as follows, Laissez-Faire Leadership Style the leaders who follow this particular leadership style lacks direct employees supervision as well as fails for providing feedback in a regular basis under the supervision of that particular leader. This particular style of leadership mainly hinders the production of the supervision that is employee needing (Daft, 2014). Thus, this kind of leadership style produces no supervision or leadership efforts from the leaders that can result in the increasing costs, lack of control as well as poor production. Therefore, it can easily be said that this particular style of leadership is not appropriate for managing cultural diversity within the organizational workplace (Avolio Yammarino, 2013). Autocratic Leadership Style this particular style o leadership permits managers for making decisions alone without the input of others. The leaders as well as the managers possess total authority as well as impose their will on the workers. No one can challenges the decisions of the leaders who follow this leadership style (Dubrin, 2015). Any developing countries like Australia who are democratic would not follow this particular style o leadership as this autocratic leadership style cannot be effective for the maintenance of the cultural diversity within the organizational workplace. Participative Leadership Style this particular style of leadership mainly values the input of the peers as well as the team members, but the responsibility of implementing the final and ultimate decision rests with this kind of leaders. This leadership boosts the morale of employee as the employees can contribute to the process of decision making through which diversity can be maintained within the organization (Frohlich Oppenheimer, 2015). While an organization requires for making changes in order to maintain diversity within the company, this style of leadership helps the employees to easily accept changes as they play a significant role in the process. Thus, this kind of leadership style can be very much effective for an organization to manage diversity within the company. Transactional Leadership Style - the managers or the leaders who are using the style of transactional leadership receive some particular tasks for providing as well as performing punishments or rewards towards the team members on the basis of the results of the performance of the employees (Ubben et al. 2015). The team members as well as the managers or the leaders can set the goals of predetermination together and workers agree for following the direction as well as the leadership of the leader or the manager for accomplishing those particular objectives or goals (Hargreaves Fink, 2012). The leaders can possess the power for reviewing the outcomes as well as correcting or training employees while the team members are failed for meeting the objectives (Chemers, 2014). Employees receive several rewards like the bonuses or the incentives while they accomplish their organizational objectives. Therefore, by analyzing the functionality of this particular style of leadership, t can also b e stated that the transactional leadership style can be able to manage the cultural diversity within the organization. Transformational Leadership Style this particular style of leadership is mainly depended on the high levels of the interaction or communication from the leaders in the higher management for meeting the goals. The leaders can have the potential motivating and encouraging employees as well as enhancing efficiency as well as the productivity through the high visibility and communication. This transformational leadership style needs the management involvement for meeting objectives (Rice, 2013). The leaders who follow the transformational leadership style focus on the big image within a company as well as delegate smaller tasks to the team for accomplishing objectives (Marshall, 2013). Therefore, all of the features of this particular leadership style can be very effective to create a well-diverse workplace in an Australian organization. Conclusion From the entire discussion made based on the effective leadership as well as the cultural diversity, a conclusion can be drawn that the leaders can play a significant role in the maintenance of the cultural diversity in the organizational workplace. Thus, the leaders in organizations should have to follow those leadership styles those are very much effective in order to manage the diversity among the employees in the organizational workplace. Australia is that country, where all of the organizations have diverse work culture. However, it must be said that without proper effectiveness of the leaders, it would not be possible for the Australian organizations to maintain a world popular diversity in their workplaces. On the other hand, it must be said that the leaders of the organizations must be able to make an effective communication capability so that they could be able to make a smooth and a good relation with the employees. However, the leaders of the Australian organizations have that capability to mitigate all the barriers of communication. Therefore, they have become successful in order to build diverse organizational workplaces. However, the leaders should always remember these concerns so that such kind of problems due to the communication gap or the problems of cultural diversity could not be taken place further in future. References Avolio, B.J. Yammarino, F.J. eds., (2013).Transformational and charismatic leadership: The road ahead. Emerald Group Publishing. Barak, M. E. M. (2013).Managing diversity: Toward a globally inclusive workplace. Sage Publications. Bass, B. M. (2015).Leadership and performance beyond expectations. Free Press; Collier Macmillan. Bass, B. M., Avolio, B. J. (2013).Full range leadership development: Manual for the Multifactor Leadership Questionnaire(pp. 43-44). Palo Alto, CA: Mind Garden. Canas, K., Sondak, H. (2013).Opportunities and challenges of workplace diversity. Pearson Higher Ed. Chemers, M. (2014).An integrative theory of leadership. Psychology Press. Chhokar, J. S., Brodbeck, F. C., House, R. J. (Eds.). (2013).Culture and leadership across the world: The GLOBE book of in-depth studies of 25 societies. Routledge. Chrobot-Mason, D., Aramovich, N. P. (2013). The psychological benefits of creating an affirming climate for workplace diversity.Group Organization Management,38(6), 659-689. Daft, R. (2014).The leadership experience. Cengage Learning. Dubrin, A. (2015).Leadership: Research findings, practice, and skills. Nelson Education. Durrani, A. S., Rajagopal, L. (2016). Restaurant human resource managers attitudes towards workplace diversity, perceptions and definition of ethical hiring.International Journal of Hospitality Management,53, 145-151. Frohlich, N., Oppenheimer, J. A. (2015).Political leadership and collective goods. Princeton University Press. Hargreaves, A., Fink, D. (2012).Sustainable leadership(Vol. 6). John Wiley Sons. Harvey, C. P., Allard, M. (2015).Understanding and managing diversity. Pearson. Kang, J. (2015). Effectiveness of the KLD Social Ratings as a Measure of Workforce Diversity and Corporate GovernanceReactions to diversity in recruitment advertisingAre differences black and white? Executive compensation as an agency problemThe predictive validity of multiple-item versus single-item measures of the same constructsDoes stakeholder orientation matter? The relationship between stakeholder management models and firm financial performanceWomen corporate directors: Current research and future .... Kato, T., Kodama, N. (2016).Corporate Social Responsibility and Gender Diversity in the Workplace: Evidence from Japan. Research Institute of Economy, Trade and Industry (RIETI). Marshall, S. (2013). Evaluating the strategic and leadership challenges of MOOCs.Journal of Online Learning and Teaching,9(2), 216. Northouse, P. G. (2015).Leadership: Theory and practice. Sage publications. Pieterse, A. N., Van Knippenberg, D., Van Dierendonck, D. (2013). Cultural diversity and team performance: The role of team member goal orientation.Academy of Management Journal,56(3), 782-804. Rice, A. K. (Ed.). (2013).Learning for leadership: Interpersonal and intergroup relations. Routledge. Schaeffer, C. B., Mattis, J. S. (2012). Diversity, religiosity, and spirituality in the workplace.Journal of management, spirituality religion,9(4), 317-333. Suedekum, J., Wolf, K., Blien, U. (2014). Cultural diversity and local labour markets.Regional Studies,48(1), 173-191. Tannenbaum, R., Weschler, I., Massarik, F. (2013).Leadership and organization. Routledge. Ubben, G. C., Hughes, L. W., Norris, C. J. (2015).The principal: Creative leadership for excellence in schools. Pearson.

Tom Buchanan Example of Arrogance Essay Example For Students

Tom Buchanan Example of Arrogance Essay The 1920s, ten years of thriving life in America. People living the good life and people living in the slumps. East Egg, the prominent community of the old rich. People who have known money all their lives. West Egg, the up and coming community of the newly rich. Manhattan, the city of life. The Valley of Ashes, separating the Eggs from the city. Symbolizing the poor. An aftermath of the industrial revolution. Four regions making up Long Island. In between them, the Long Island Sound. A stretch of water cutting through the land, separating the East from the West. All peoples living inside having the same American dream. All wanting to become successful and well loved, but most of all having money was a top priority for all of them. In F. Scott Fitzgeralds The Great Gatsby, the character Tom Buchanan believes that just because he has lots of money, it enables him to look down on others as inferior. Tom Buchanan is married to Daisy Baker, cousin of Nick Carraway. In his first meeting w ith Nick, who he knew from collage at New Haven, Nick sees Toms arrogance. To Nick, it seems that Tom uses his money mostly as an excuse to make himself seem higher than other people around him. Even to Nick. He applies this opinion of himself on many occasions, maybe not directly, but non the less his subliminal point gets across. Like saying just because Im stronger and more of a man than you are(pg.11) implies that his arrogance is there. To Tom, his money justifies his actions towards others no matter what they are. He believes that his money lets him justify his racial slurs. His biggest prejudice is that the white race is superior and this is evident when he tells Nick of the book, The Rise of the Coloured Empires. Toms idea is that if they dont look out, the white race will be utterly submerged(pg. 17). The reason he can say these things, he feels, is that because he is so rich nobody can touch him. Even with people closest to him. Such as Daisy, his wife. Even with her, he f eels that he can get away with anything and insult her with his arrogance. Take his relationship with Myrtle. Right under Daisys nose he has the audacity cheat on her. He even takes Nick to go see Myrtle. Were getting off! he insisted I want you to meet my girl.(pg. 28) He said this to Nick. Nick, Daisys second cousin once removed. He also finds the time to disrespect Myrtle when she mentions Daisy. By yelling at her and even beating her. He make a short deft movement and broke her nose with his open hand.(pg. 41) By doing this, he shows that looks down on even Myrtle and Daisy. When things are the worst for him, Tom Buchanan runs to his money and hides behind it. Same with Daisy. They were careless people, Tom and Daisy- they smashed up things and creatures and then retreated back into their money or their vast carelessness or whatever kept them together.(pg. 184) It was their money that kept them together. They used their money as shields. Used it also as an excuse and a reason to look down on others. Bibliography: We will write a custom essay on Tom Buchanan Example of Arrogance specifically for you for only $16.38 $13.9/page Order now

Animal Rights and the Ethics of Testing

Animal Rights and the Ethics of Testing Animals have been used as test subjects for medical experiments and other scientific investigations for hundreds of years. With the rise of the modern animal rights movement in the 1970s and 80s, however, many people began to question the ethics of using living creatures for such tests. Although animal testing remains commonplace today, public support for such practices has declined in recent years. Testing Regulations In the  United States, the  Animal Welfare Act  sets certain minimum requirements for the humane treatment of non-human animals in laboratories and other settings. It was signed into law by President Lyndon Johnson in 1966. The law, according to the U.S. Department of Agriculture, sets minimum standards of care and treatment be provided for certain animals bred for commercial sale, used in research, transported commercially, or exhibited to the public. However, anti-testing advocates rightfully claim that this law has limited enforcement power. For example, the AWA explicitly excludes from protection all rats and mice, which make up approximately 95 percent of the animals used in laboratories. To address this, a number of amendments have been passed in subsequent years. In 2016, for example, the Toxic Substances Control Act included language that encouraged the use of non-animal alternative testing methodologies. The AWA also requires institutions that perform vivisection to establish committees that are supposed to oversee and approve the use of animals, making sure that non-animal alternatives are considered. Activists counter that many of these oversight panels are ineffective or biased in favor of animal experiments. Furthermore, the AWA does not prohibit invasive procedures or the killing of the animals when the experiments are over. Estimates vary from 10 million to 100 million animals used for testing worldwide on an annual basis, but there are few sources of reliable data available. According to The Baltimore Sun, every drug test requires at least 800 animal test subjects.   The Animal Rights Movement The first law in the U.S. prohibiting the abuse of animals was enacted in 1641 in the colony of Massachusetts. It banned mistreatment of animals kept for mans use. But it wasnt until the early 1800s that people began advocating for animal rights in both the U.S. and the U.K. The first major animal welfare state-sponsored legislation in the U.S. established the Society for Prevention of Cruelty to Animals in New York in 1866. Most scholars say the modern animal rights movement began in 1975 with the publication of Animal Rights by Peter Singer, an Australian philosopher. Singer argued that animals could suffer just as humans do and therefore deserved to be treated with similar care, minimizing pain whenever possible. To treat them differently and say that experimentation on non-human animals is justified but experimentation on humans is not would be  speciesist. U.S. philosopher Tom Regan went even farther in his 1983 text The Case for Animal Rights. In it, he argued that animals were individual beings just as humans are, with emotions and intellect. In the following decades, organizations such as People for the Ethical Treatment of Animals and retailers such as The Body Shop have become strong anti-testing advocates. In 2013, the Nonhuman Rights Project, an animal rights legal organization, petitioned New York courts on behalf of four chimpanzees. The filings argued that the chimps had a legal right to personhood, and therefore deserved to be freed. The three cases were repeatedly rejected or thrown out in lower courts. In 2017, the NRO announced it would appeal to the New York State Court of Appeals. The Future of Animal Testing Animal rights activists frequently argue that ending vivisection would not end medical progress because non-animal research would continue. They point to recent developments in stem-cell technology, which some researchers say could one day replace animal tests. Other advocates also say  tissue cultures, epidemiological studies, and ethical human experimentation with fully informed consent could also find a place in a new medical or commercial testing environment. Resources and Further Reading Davis, Janet M. The History of Animal Protection in the United States Organization of American Historians. Nov. 2015. Funk, Cary and Raine, Lee. Opinion About the Use of Animals in Testing.  Pew Research Center. 1 Jul. 2015. United States Department of Agriculture. Animal Welfare Act. USDA.org Should Animals Be Used for Scientific or Commercial Testing? ProCon.org. Updated 11 Oct. 2017.

Dunkle v. State, 2006 Okla. Crim. 29, 139 P.3d 228, 2006 Okla. Crim Assignment

Dunkle v. State, 2006 Okla. Crim. 29, 139 P.3d 228, 2006 Okla. Crim. App. Lexis 29 (2006), - Assignment Example Character evidence was used in the court for the purpose of proving action and computer-generated crime scene re-enactments were used to persuade the jury that the state’s version were consistent with evidence at the scene and the defendant’s was not. Based on this, Dunkle was convicted of first degree murder. Dunkle has now appealed for her sentence and conviction. The issue is whether, by using improper character evidence, the appellant was denied of a fair trial. It is to be seen if character evidence provided is relevant and admissible in the court of law. Another issue is whether the computer-generated re-enactments are actual images of the crime or a set of possibilities. Previously, the Court had convicted Dunkle of first degree murder, but the decision has now been reversed and the case has been remanded for a new trial. It was found that there were reversible errors in admitting of computer-generated reconstructions and, irrelevant and inappropriate character evidence. The previous court had decided that the character evidence showcased and the evidence from computer-generated re-enactments were sufficient to prove that Dunkle had committed the crime and hence was convicted of first degree murder. But this court is of the opinion that evidence is insufficient to justify the decision. The court came to this conclusion as most of the arguments of the State were directed towards establishing that Dunkle had a bad character and a person who would kill someone but there was no attempt made to establish an apparent motive for the crime. The majority of the character evidence presented was irrelevant to the murder charge. And with respect to computer-generated re-enactments, the evidence only proves that defendant’s version is not consistent with the evidence at the scene but in no way proves the claim of the state that the

Drugs and Crime - Neurotransmitters Assignment Example | Topics and Well Written Essays - 500 words

Drugs and Crime - Neurotransmitters - Assignment Example The brain as an entry of the CNS is the centre of control in the body that has three main components; brainstem, forebrain and the hindbrain. The forebrain’s responsibility is stretched several functions such as thinking, understanding, perceiving, reception and sensory information processing among others. Some of the structures forming it include thalamus, hypothalamus, cerebrum and the cerebral cortex (Nieuwenhuys, 2008). The hind and midbrain from the brainstem. Visual and auditory responses are carried out in the midbrain. About the hindbrain, it stretches from the spinal cord. It holds structures that build it such as the cerebellum and the pons. This region is vital for the maintenance of equilibrium and balance, coordination and conducting the sensory information. The medulla oblongata is also in the hindbrain, responsible for automated functions such as heart rate, digestion and breathing. The spinal cord is also a structure in the central nervous system; it takes a cylindrical form of bundled nerve fibres that are connected to the brain, running in the protective column that extends from the neck. Its nerves relay external stimuli to and from the brain. Body cells contain neurons and are the basic units of the CNS, they hold nerve processes which consist of dendrites and axons to transmit and conduct signals. Axons ferry signals outside the cell body, while dendrites do the reverse (Nieuwenhuys, 2008). Neurons are further classified as sensory or motor, inter-neurons. The motor neurons transport information from the CNS to glands, muscles and organs while the sensory neurons carry information to the CNS from external or internal stimuli. Signals between the sensory and motor are relayed by the inter-neurons The synapse is the gap between the axon and dendrites that holds the synapse fluid where axon releases the neurotransmitters.  Neurotransmitters are mostly associated with dopamine and schizophrenia.     

Sustainability Policy of the Chambers Institute

Sustainability Policy of the Chambers Institute The objective of this Policy is to outline the Institutes commitment to incorporate sustainability principles into its major functional areas i.e. teaching, research, operations and community engagement. A sustainable thriving environment on premises and in local communities. To support students, staff, stakeholders, administration to use resources more sustainably and to take practical action on climate change. This Policy applies to all staff members, students and members engaged in institutions activities or activities closely related to the institution and provides a common framework for sustainable practices and activities at Chambers Institute and all major function areas for which this policy is intended for. Chambers Institute aims to: minimize the effect of its operations and move towards reestablishing ecological balance add to human wellbeing and prosperity advance social equity, value and assorted qualities Sustainability also known as sustainable development, is defines as development that meets the needs of the present without compromising the ability of future generations to meet their own needs. It contains within it two key concepts: the concept of needs, in particular the essential needs of the worlds poor, to which overriding priority should be given; and the idea of limitations imposed by the state of technology and social organization on the environments ability to meet present and future needs. (UN Documents, 1987). The Institutes Sustainability Policy is based upon the principles outlined as follows: Participation Communication The Institution involves students, staff and community in decision making process related to sustainability. All sorts of thoughts and expressions are welcome and will be taken under consideration. Integration Long-term economic, social and environmental considerations are integrated into the Institutes strategic decision-making processes to improve Sustainability outcomes. Shared Responsibility All members of the Institution i.e. students, staff and people related to institution shares responsibility for the Instructions Sustainability performance. Global Perspective Chambers Institute makes sure that its activities have an influence beyond the boundaries due to its close ties to the local global communities. Precautionary Principle Lack of understating will not be used to justify postponement of any precautionary measure to prevent any risk of irreversible environmental and social damage. Continuous Improvement The Institutions makes consistent change in Sustainability execution regarding ecological integrity, financial viability, social value and diversity. Leading for Improvement Drive-in, endorse and advance sustainability into learning, teaching, operation and community engagement techniques and exercises. Managing Intrinsic Impacts Reduce consumption of energy, water and consumables, reduce waste to landfill and improve our recycling system, record energy usage and keep track of annual estimate of carbon emissions, recycling of paper, cardboard and printer cartridges, promoting use of tele and video conferencing as a preference to travel and incorporate sustainability measures into relevant business decisions. Managing Operational Impacts Improve energy efficiency and reduce overall energy use, increase use of sustainable transport to and from institution, improve water efficiency in day to day operation and reduce overall water usage, improve environmental and health outcomes. The Vice-Chancellor is responsible for the effective implementation and coordination of this policy with the help of the Administration and other coordinating committee. Vice-Chancellor will direct initiatives to Develop and effectively implement a sustainability strategy. Ensure that the policy and strategy complies with all local national laws and regulations. Make consistent improvement in execution to maximize social good and ecological integrity while minimizing any adverse impact. Promote and embed principles of sustainability into academic programs, teaching practice. Monitor and evaluate performance on regular basis to keep a check on how well we are doing and if there is any scope of improvement. Make sure all members including students, staff, independent contractors and people related to the intuition complies with the policy outlined. National Greenhouse and Energy Reporting Act 2007 An Act to provide for the reporting and dissemination of information related to greenhouse gas emissions, greenhouse gas projects, energy production and energy consumption, and for other purposes. (Australian Government, 2007) Environment Protection and Biodiversity Conservation Act 1999 (EPBC Act) The Environment Protection and Biodiversity Conservation Act 1999 (the EPBC Act) is the Australian Governments central piece of environmental legislation. It provides a legal framework to protect and manage nationally and internationally important flora, fauna, ecological communities and heritage places defined in the EPBC Act as matters of national environmental significance. (Australian Government, 1999) Sustainability Victoria Act 2005 Sustainability Victoria is a Victorian government statutory authority delivering programs on integrated waste management and resource efficiency. Established under the Sustainability Victoria Act 2005, SVs board is appointed by the Minister for Energy, Environment and Climate Change. (www.legislation.vic.gov.au, 2005) National Construction Code The NCC is an initiative of the Council of Australian Governments developed to incorporate all on-site building and plumbing requirements into a single code. The NCC sets the minimum requirements for the design, construction and performance of buildings throughout Australia. (Australian Building Codes Board, n.d.) References   Australian Building Codes Board. (n.d.). NCC Suite. Retrieved from Australian Building Codes Board: http://www.abcb.gov.au/Resources/NCC Australian Government. (1999). Environment Protection and Biodiversity Conservation Act 1999. Retrieved from Federal Register of Legislation: https://www.legislation.gov.au/Series/C2004A00485 Australian Government. (2007). National Greenhouse and Energy Reporting Act 2007. Retrieved from Fedral Register of Legislation: https://www.legislation.gov.au/Details/C2007A00175 UN Documents. (1987). Our Common Future, Chapter 2: Towards Sustainable Development. Retrieved from http://www.un-documents.net: http://www.un-documents.net/our-common-future.pdf www.legislation.vic.gov.au. (2005). Sustainability Victoria Act 2005 . Retrieved from Victorian Legislation and Parliamentary Documents: http://www.legislation.vic.gov.au/Domino/Web_Notes/LDMS/LTObject_Store/LTObjSt4.nsf/DDE300B846EED9C7CA257616000A3571/E5BE74E39849EB1CCA25776100328F4F/$FILE/05-65a003.pdf