Human Cloning Essay -- essays papers

Human Cloning There are many opinions on the topic of cloning, particularly on the controversy of human cloning. Lots of people have many fears over if we should continue this form of study, whereas others think that this technology should be pushed forward with high hopes. However, no side should rule out the other, but instead, should compliment one another. Both arguments should be heard and acknowledged before any decision is made towards this new area of study. For example, many people think that their fears are unanswerable and should cause the absolute ban on cloning. Although many scientists are in the field of cloning, many other people have scientific reasons why this shouldn’t happen. One reason is that if a human clone were ever successfully made, it wouldn’t be an exact clone anyway; Einstein wasn’t smart solely because of his genes, but the environment that he was surrounded by. However, a positive side to this is that since another exact copy wouldn’t be made, another Hitler could also not be created, as many may fear. In fact, twins are closer to one another that any clone that could be made because of a seemingly special bond created during pregnancy. New techniques are also feared, such as with Dolly. Another group of reasons concern Dolly. Originally an attempt at creating a sheep that produced a special quality of milk, Dolly was created from a group led by Dr. Ian Wilmut at the Roslin Institute in Scotland on July 5, 1996. They used a different method for mammals than used previously by starving the pre-cloned cells into hibernation, and then using nuclear transfer (copying the nucleus of the cell). Some say that if we continue with cloning, it would be extremely risky, because it is known that it took 277 tries to create Dolly. However, bans have been made to prohibit public uses of cloning. It is also known that Dolly was born with short telomeres. Telomeres power the successful reproduction and division of cells, and are found in the DNA (deoxyribonucleic acid) of genes found in chromosomes. When she was tested, it was discovered that her telomeres were shorter than other non-cloned sheep her age. However, scientists say that this mistake could be useful for treatment of cancer. By giving cancer cells in the body short telomeres and putting them back into the body, other cancer cells would be infected, and would die qui... ...ning should not happen if it endangers any living being or if it causes loss of respect for the lives of humans and animals. This new technology has the power to do some very serious damage to mankind. On the other hand, the positive possibilities are staggering, and with the correct precautions, cloning will become a very powerful force in the scientific world as you know it. Bibliography: â€Å"Cloned Baby of Dead son in the Works.† The Province 18 Feb. 2001: A p.37. â€Å"Cloned DNA a Cure for Rare Immune.† The Vancouver Sun 23 Dec. 1998: B p.6. Cloning. (Online). Available http://members.tripod.com/~cloning/intro.htm, March 15, 2001. History of Cloning. (Online). Available http://vparker.home.texas.net/Thinkquest/Manipulating/Experimentation/Cloning/longdoc.htm, March 15, 2001. Hyde, Margaret O., and Lawrence E. Hyde. Cloning and the new Genetics. U.S.: Enslow, 1984. Jeffens, David. Cloning: Frontiers of Genetic Engineering. Ontario: Megatech, 1999. â€Å"Monkeys Cloned in Oregon.† The Province 3 Mar. 1997: A p.13. â€Å"More ORE. Cloned Monkeys on Way.† The Province 4 Mar. 1997: A p.18. Pollack, Robert. â€Å"Beyond Cloning.† The New York Times 17 Nov. 1993: A p.27.

Curley in Of Mice and Men Essay

Curley is the son of the ranch boss. He is portrayed as a small, semi-privileged man with a very short temper and something of an inferiority complex. He is always itching for a scuffle and is constantly seeking the opportunity to prove himself on the ranch among other bigger, â€Å"better† men. From the moment we are introduced to Curley we discover this, due to the way in which he acts when he meets George and Lennie, â€Å"His eyes passed over the new men and he stopped. He glanced coldly at George and then at Lennie. His arms gradually bent at the elbows and his hands closed into fists. He stiffened and went into a slight crouch. † This illustrates that he is not mentally secure about himself, and quickly goes into a poised posture as if he is willing to lash out on the two new men to prove his manliness and authority. After a deliberately elongated stare down, Curley speaks but in short menacing sentences. â€Å"You the new guys the old man was waitin’ for? And when George is the only one to reply he quickly retorts in a provocative manner â€Å"Let the big guy talk† Once again this justifies the fact that Curley is insecure and is always trying to prove himself as the alpha male on the ranch, so he tries doing so by badmouthing Lennie as he feels that by doing so he will be regarded as strong, manly and valiant. When Lennie refuses to speak the situation hastily increase due to Curley’s short temper. Unlike most other characters in the story Curley is probably the only one that does not develop much over the course of the book but he stands out as a character with whom the author simply does not sympathize. While everyone else is struggling, Curley’s busy picking fights and trying to throw his weight around his dad’s ranch. He seems outside of the economic struggle and even the personal struggle of the Depression. Curley’s the kind of jerk you need in contrast to the other characters, so he maintains this â€Å"bad† reputation with the reader from the beginning right to the end. The next encounter with Curley is in chapter 3 when all the men are in the bunkhouse. Curley is clearly frustrated and agitated by the fact that he can’t find his wife, a sign of weakness and lack of authority, and when he is told that Slim is at the barn he rushes out and starts interrogating him but when Slim shows that he is in control, Curley’s fake ego is quickly shattered and it is obvious that he is quickly forced back into his place. â€Å"Well, I didn’t mean nothing, Slim. I just ast you. † But Curley being the short fused jerk hat he is could not just leave it there and in a matter of seconds he is all up on Lennie punching him in the face. He did this because he evidently lost the argument with Slim and knowing Lennie’s friendly, unaggressive nature finds him the best solution to blow of some steam, as well as prove his dominance by overpowering a huge, defenseless man. But once Lennie retaliates and breaks Curley’s puny hand he finally realizes that he has lost twice and he should just leave it there. Our final encounter with Curley is when his wife is killed by Lennie. It is apparent that he does not care about the death of his wife and is simply too absorbed into his own world were only he and his reputation matter. â€Å"Curley- maybe you better stay here with your wife† â€Å"I’m goin, I’m gonna shoot the guts out of the big bastard myself† This shows that the death of his wife is not very significant, but gaining fame and revenge by shooting the man that killed her would seem far more favorable, it would certainly be more manly than staying back and weeping over a dead female.

Speech-Language Pathologists

School Speech-Language Pathologists Hayley K. Mason Ball State University School Speech-Language Psychologists Speech-language pathologists began their impact in schools in 1910 in the Chicago public school systems. These programs commenced due to educators acknowledging how speech and hearing problems affected performance in the classroom. Today, 55% of all speech-language pathologists (SLPs) work in the school systems, 95. 5% of those being females (Plante & Beeson, 2008). They are required to perform a vast array of important tasks.They determine, diagnose, treat, and assist in preventing disorders related to speech, communication, language, and fluency. According to a study done by Plante and Beeson (2008), their caseloads may accommodate multiple handicapped children or those with distinguishing speech and language hindrances. Their work is in-depth and very meticulous. School speech-language pathologists administer distinctive diagnostic tests to help recognize the particul ar area of complications a child encounters. The child may face problems with stuttering, fluency, swallowing, articulation of words, or many other serious cases.Once the impairment of a student is recognized, they write an individualized education plan (IEP). This is comprised of a set of simple goals and objectives for each of their students throughout the duration of the school year. They may work with the students individually, in a small group, or with an entire classroom to accomplish these goals (Plante & Beeson, 2008). Each school day has a fixed number of allotted time slots for a school SLP. It must be filled with activities mandated by the state, federal laws, or local education problems and procedures (â€Å"Executive summary: A,† 2003).If needed, they may work with other professionals to help treat children. Classroom teachers can aid in sharing with the speech-language pathologist what the child’s struggles with in the classroom. Audiologists and scho ol speech-language pathologists work side-by-side in many cases determining the problems and best treatment fort he child. Occupational therapists, physical therapists, child psychologists, and special education teachers also work together to evaluate a student. Joint evaluation of a child speeds up the process and allows for a diagnosis and treatment methods to be put in place sooner.It is also a benefit because all of these professionals have experience working with this particular population (Plante & Beeson, 2008). Caseloads, not to be confused with workloads, are typically defined as the number of students with IEPs that school SLPs serve directly and/or indirectly. However, in some school districts it might also include those students whom do not have identified disabilities but still receive assistance (â€Å"Executive summary: A,† 2003). By ASHA’s recommendation, the maximum caseload for a school SLP should be no more than 40 students.However, the results f rom the study completed by Katz, Maag, Fallon, Blenkarn, and Smith (2010) suggest that it is typical for a caseload to fluctuate between 45 and 59 students. Too many caseloads can put too much added pressure on a school SLP, causing them to become less satisfied with their job. Job satisfaction is characterized as an attitudinal variable estimating the degree to which employees are pleased by their jobs and the miscellaneous aspects of their jobs (Edgar & Rosa-Lugo, 2007). Speech-language pathologists exceeding 40 caseloads expressed significantly less satisfaction with their career choice.They felt pressured by lack of time in completing assessments compared to those with fewer caseloads (Katz, Maag, Fallon, Blenkarn & Smith, 2010). Most employees’ voice that having reliable coworkers, enough time to get work done, and a friendly supervisor all contribute to higher job satisfaction. This in turn correlates to their likelihood to remain in the profession (Katz et al, 2010). Those who have been in the profession for a greater number of years have a higher job satisfaction than those who are just starting out.Although, they are often unsatisfied with their opportunity for promotion or advancement in the field, fellow coworkers, pay and pay rises, and their primary supervisor (Edgar & Rosa-Lugo, 2007). Despite some downfalls, school speech-language pathology is a fast growing career. Numerous states across the United States have undergone a significant net gain in population. Immigration levels are on the rise in states such as New York, Florida, Minnesota, California, and Texas. Thus, increasing the number of speech-language pathologists needed in school districts (Edgar & Rosa-Lugo, 2007). There will be a larger demand for speech-language athologists that specialize with certain age groups, especially school-age children. Currently, there are approximately 54,120 speech-language pathologists working in private and public school systems. B y 2020, that number is expected to increase by more than 12,000 employed school speech-language pathologists (U. S. Bureau of Labor Statistics, 2012). There are countless benefits that are enticing more people into the field. Mothers (and sometimes fathers) of school-age children enjoy that their working hours are very similar to their children’s schedules. They can work full-time and still get their child off the school bus everyday.Majority of school SLPs (93%) only work 9-10 months out of the year, allowing them to have the summers off to spend with their families but still be paid on an annual basis (Brook, 2012). Generous benefit packages are usually offered, including health, dental, and vision insurance programs and maternity leave. Furthermore, the salary of a school speech-language pathologist also definitely has its advantages. Salary fluctuates depending on years of experience, geographic location, and type of school system. According to the results of a study done by Brook (2012), the median earning of a school speech-language pathologist was around $58,000.Those who work in the Northeast region have a higher median income those who work in alternative regions of the country, especially the South and Midwest. By working in a suburban or metropolitan area, school SLPs are likely to make about $10,000 more than those working in rural areas. Secondary and elementary school speech-language pathologists generally have a higher income than those who work with in preschools. Those with 28 years of experience or more made up to $25,000 more than those first starting out in the profession (Brook, 2012). A range fluctuating between 88% and 94% of school SLPs were paid on an annual basis. .

Change Initiative Paper Essay

Introduction Perhaps one of the greatest triumphs in United States history, World War II was essentially ended upon the dropping of the atomic bomb on Hiroshima. The boom heard around the world was not the only important outcome but rather what came after which was the baby boom. Many weary husbands that were coming home to eager wives caused one of the biggest statistical jumps of birth rates following the war. Often referred to as the â€Å"baby boomers†, this generation becomes especially important to the medical field in the present day. This is where hospice comes into play, allowing individuals the choice of obtaining this benefit upon reaching a 6 month or less terminal diagnosis. Hospice gives the individual a chance to die comfortably in a nursing facility, a general impatient hospital, or their own home. As an individual who used to work for Vitas Innovative Hospice, I ran the Telecare department which was responsible for the after-hours phone lines available to the patients and families. Patient Care Secretaries were assigned to handle calls and create tickets based on the customer needs whether it is a symptom or equipment failure. Nurses were similar, however, they were to receive the call from the secretary or call back the patient in order to triage the symptom properly. Vitas Telecare must adapt to be ready for the incoming flux of new patients from not only the baby boomers but from future generations to come. The Need for Change The change to be delivered is not a specific target but rather a broad change to efficiency to maximize profits while still maintaining Vitas’ core values â€Å"patients and families come first†. In the past decade, hospice in general has been coming under fire for keeping patients too long in their services should their prognosis improve. According to the Union Tribune, it was announced on February 13 of 2013; San Diego Hospice had filed bankruptcy and closed due to the Medicare audits that investigated patient eligibility. This type of publicity not only brought a negative light upon San Diego hospice but all across San Diego including Vitas. While the change may not come too easily, steps must be taken toward reshaping the public view in order to regain their trust to put their loved ones into Vitas services. Additionally, with the economy still not in a great state, lack of efficiency is costing the company. As the Patient Care Administrator of Telecare, I was responsible for maintaining a smooth flow of calls without tying up the customers on hold for too long. One of the biggest flaws that contributed to high call volume was the lack of both communication and following of scheduled breaks. Too often, employees were all taking lunches or breaks around the same time creating a heavy back up of calls as the only remaining employees could not handle them all. Vitas recently implanted a break management system called Workforce Management that not only observes peak and down call flow, but also manages break times accordingly to maximize efficiency. The problem, however, is the lack of employee discipline to follow the suggested break times. Several changes must be enacted including following of Workforce Management, focus on customer service, and continued efforts towards preparing for the future. The Change Model One of the most influential men today, John Kotter from Harvard Business School developed the Kotter’s Eight-Step Change Model as the most effective way to implement a change within an organization. The eight steps in order is as follows: create urgency, form a powerful coalition, create a vision for change, communicate the vision, remove obstacles, create short-term wins, build on the change, and anchor the changes in corporate culture. Kotter believed following these steps in the correct order created long lasting and successful change in any business if done correctly. This change model was selected based on several factors including success rate, concrete order of directions, and its ability to build upon existing success. The Role of the Leader in the Change Initiative In order for this success to commence, there are several leaders that must be in place during this re-creation of the Telecare department. The most important idea to realize is that everyone plays a part and that the leaders are just there to lead by example. This must be reiterated time and time again to assure the employees that everyone is included regardless of position. Sometimes during change, individuals feel left out just purely out  of their position in the matter or not being notified of everything going on. In order for employees to buy in initially, a sense of belonging must be established. The several leaders other than the Patient Care Administrator (PCA) would include supervisors under the PCA, a senior Patient Care Secretary (PCS) and a senior triage Registered Nurse (RN). The supervisor would walk around throughout the shift to make sure breaks and lunches are being followed as well as address any concerns of any of the employees. The senior PCS and senior RN would be in charge of holding a pre-shift meeting prior to taking the phone calls making sure to reiterate important do’s and do not’s of the job. Anytime employees of the same discipline would have a question, they could address it to their senior. Finally, the role of PCA is to assist the supervisors or seniors in any way or if any individual needs additional help. Meetings lead by the PCA must be held monthly to address progress and award individuals for their hard work. Process of Change As mentioned above, adopting Kotter’s Eight Step Change Model requires a strict following of the steps in order to generate long term change success. The first order of business is to establish a sense of urgency among all the employees in Telecare. A meeting would be called by the PCA in order to introduce the concept of the change and the reasons behind it. The meeting will be mandatory but also offer food and beverages or even encourage a potluck to involve them. Several concerns for the company would start broad pointing out how hospitals are starting their own hospices and continue to threaten the current status quo of Vitas. A good example would be Scripps Hospice or Sharp Hospice. Additionally, address the economic downturn that has not improved too much over the last decade and that job security is a must due to the depleting social security funds. Lastly, ask individuals one by one why they work this job, what is important to them and what can they do to help it. Next is to create a guiding coalition to direct others in the right direction towards the change. Change can be chaotic but when directed others will follow. As stated earlier, there is no hierarchy of bosses but rather a string of leaders to drive and lead by example. Employees must know that the supervisors and seniors are there to encourage them and address any problems they may come across during a phone call. For example, a PCS receives an angry caller and ends up becoming frustrated themselves so they put the caller on hold. Rather than allow the PCS to continue the call, the senior PCS could take the call and allow the PCS to take a short break to gather their thoughts. The beginning of the change is all about employee buy in. After the initial shock of starting the change, another meeting would be called to describe and communicate the vision, hoping that previous efforts have started to get employees to buy into the change. The main purpose of the change is to keep Vitas strong and competitive among other rising hospices by superior customer service and employees that we ll taken care of especially for their hard work. The next step requires others to empower the broad based change, meaning that every individual must feel like they are always involved and an important aspect of the process. The constant reiteration of this by the seniors and supervisors should continue this effort. If a pre-shift is finished early, the seniors may ask individuals about their daily lives and allow them to connect with each other. Working alone is a preference for some but being able to come to work with friends just gives them another incentive. Kotter’s next step is planning for and creating short-term wins. If there is something that causes an individual to work hard, it’s something they want. The PCA should create an incentive system based on an individual’s consistency and dedication. This all depends on the discipline since a PCS does not handle the medical work of a RN. An example of an incentive for a PCS would be a small raise for having a consistently high calls answered through several months. Additionally, an RN would receive a small raise based on customer satisfaction surveys or recommendation from a supervisor for observation of great work. The last two steps involve improving on previous successes and maintaining a bar by addressing the state of the call center every monthly meeting. Awards should be continued to recognize individual efforts but also continued awareness of each employee’s efforts. Overcoming Barriers to Change and Sustaining Change There will be always some resistance to change despite the hardest efforts but there are several ways that will encourage a shift. One reason a person works is for the money to pay and enjoy the lifestyle they have chosen. With the incentive already addressing this through incremental raises, employees should continue to look for ways to be consistent and work hard. Additionally, many people have families, personal days or things they would  like to do on certain days. Vitas may address this through hiring of employees in order to be flexible with schedules. Lastly, in order to feel involved, the PCA should look to meet with individual employees to communicate the vision and address any concerns they may have. Sustaining change requires the efforts of everyone including the PCA. Continued reinforcement means fixing problems as they appear or prepping for future conflicts. Conclusion Despite the new technology to save more and more lives daily, so too does the technology to destroy them. E-cigarettes and processed foods are just to name a few. Vitas Hospice should be ready for the many years to come and the health problems that cause terminal diagnosis’ to arise. With this change in place, Vitas will be ready. References Sisson, P. (2014). SD Hospice to Close; Scripps Steps in. Union Tribune. Retrieved September 9, 2014, from http://www.utsandiego.com/news/2013/feb/13/san-diego-hospice-closing/Webster, M. (2014). Successful Change Management – Kotter’s 8-Step Change Model. Retrieved September 9, 2014, from http://www.leadershipthoughts.com/kotters-8-step-change-model/

Strategy Evaluation Essay Example | Topics and Well Written Essays - 250 words

Strategy Evaluation - Essay Example A case of assuming availability of traditional work force to undertake a task that involves more drudgery but is very cost-effective may not work if better opportunities are available to the targeted work force (Allan). On proper allocation of resources, even though required financial resources might have been arranged , it might not have considered the need for skilled and competent employees. Further, the manager must also be able to ensure a compatibility in the operational styles with the other departments and units in the same organization. The creation of an environment for consensus and acceptability of ideas across the group need to be present for a viable strategy for the business. A clear judgment on the time allocation for various processes like market analysis, product generation, test marketing and final launch must be carefully position to prevent the loss in the advantageous position that the company might have had initially (Allan). Due to all these reasons the strate gy evaluation often tends to be very complex and sensitive exercise.

In class essay2 (1) Essay Example | Topics and Well Written Essays - 500 words

In class essay2 (1) - Essay Example Therefore, if the bone of contention is cost of installation, then concern should be addressed through government subsidy whereby the government should be made to understand that in the event that it subsidize cables, then it is easy for power companies to consider laying power cables underground. This will limit exposure to adverse weather elements that cause interruptions. This way, the government will be helping in making sure that its citizens have access to uninterrupted power supply and probably say bye to blackouts associated with adverse weather conditions (Fecht 1). Assuming that the government does consider subsidy, or even if it does not consider subsidy, whose responsibility should it be to see that the underground cables are laid? In other words should the government, or residents pay for the cost of installing underground power line? As much as this question may be subjected to various opinions, it appears to me that all of them are stakeholders. The government, residents, and the power company should all contribute towards the cost of installing the underground power line. The government has a responsibility to its citizens. As such, should provide part of the funds for installation. The moment there is power blackout, a lot of government job goes undone, inevitably drawing the government in as a stakeholder in the whole scenario. Coupled with its responsibility to ensure that citizens receive all the essential services, the government should not play the second fiddle in the matter. Secondly, the power company should also contribute to t he cost of installation since eventually, all the installations remain their assets from which they earn profits. Lastly, the residents should also contribute something little so that they can have a voice in the whole process to facilitate speedy resolution and installation. However, the

Business Research Paper about Currency Example | Topics and Well Written Essays - 500 words

Business about Currency - Research Paper Example (See Table I – 2010 U.S. Unemployment Rate below) Because of the debt of Greece, investors were reluctant whether or not a solution will be developed to solve Greece’s debts (CNN Money a). Due to the distress in euro zone, the real value of USD increased against major currencies like Euro. This explains the weakening of Euro against USD between March 22 and March 23, 2010. The uncertainty in the U.S. healthcare bill caused the decline in the USD against Euro exchange rate starting March 24, 2010 (Twin). The real value of USD fell against Euro by 0.5% to US$1.3479. This was due to the strengthening of the Euro when the European Union leaders announced their decision to financially aid the debt of Greece during the summit in Brussels (Pepitone). The emergency bailout plan which aims to rescue to economic condition of Greece regain the confidence of investors with Euro. Between April 5 to April 8, USD weakened against the Euro. This is probably due to the fact that the U.S. job market worsened as compared to the previous weeks or previous months (Trading Economics). Other than the increased in the U.S. unemployment rate, the U.S. light crude oil for the period of May delivery increased by $1.75 per barrel. Because of the high cost of crude oil per barrel (US$86.62), a lot of investors became less confident with regards to how trading will go over the next few days or next few months (Twin, CNN News). Although there was a slight change in the cost of May delivery of crude oil last Thursday (April 8), decrease in the market price of imported crude oil per barrel remains high (US$85.39) (Twin, CNN Money). Stocks also fell when big companies like General Motors announced its huge loss in the market. These factors together with the strengthening of Greece and other Euro members made the value of USD against Euro fell back on April 8. Aside from what is going on in the U.S. economy, the success of the European and Asian markets made the currency of USD