The Jesuits Essay Example For Students

The Jesuits Essay Word Count: 1334 missionaries in America faced many problems, one in particular dealt with relations between the missionaries and the Natives. The letter deals with the treatment of prisoners after a brief military engagement and in addition, attempts by the Jesuits to convert the captured Iroquois. The treatment of the prisoners seems benevolent, compared to the past modus operandi used by the Church to hasten conversion. Furthermore, the letter exemplifies the hypocrisy of the missionaries after the prisoners, willingly, convert. This letter is a perfect of the Counter Reformation, and Churchs attempt to expend its areas of influence as well as to save more souls from the Devil. Furthermore, the content of the letter can be easily proven to be bias towards the Iroquois in order to promote Catholicism. This letter, being one of many, is a part of the Counter-Reformation and serves as propaganda for the Catholic Church. We will write a custom essay on The Jesuits specifically for you for only $16.38 $13.9/page Order now The author of the Relations letters, Jerome Lalemant, tells of a victory over the Iroquois. The first paragraph describes how the Algonquins, allies of the French, easily defeat the Iroquois without a single loss of their own. Immediately, the letter seems to embellish the victory of the Algonquins. The Iroquois were one of the most powerful tribes in the French America, possessing a large army of veteran, gun armed, warriors. In fact by 1675, the Iroquois had wiped out or absorbed four tribes, and destroyed most of the Huron country (Eccles, 138). Do to the strength of the Iroquois, it seems unlikely that the Algonquins would have been able to defeat the Iroquois, without inquiring a single loss of their own. In the second paragraph, the Jesuit priest describes the treatment of the captured foe. The author acknowledges that the first action that the Algonquins take, however, is to .return thanks to Heaven. The meaning of that can be interpreted in two ways. The first, is that the Algonquins are going to thank their native Gods. However, since this letter is being written to the Vicar General in France and the Papacy in the Vatican, however, it seems unlikely that Jerome would discuss native offerings. The second interpretation can be that the Algonquins have infact converted to Catholicism.Jerome continues with his observation of the treatment of the captives, by noting that they are not tortured. .instead of the shower of blows wherewith prisoners are usually received, instead of the cutting off of fingers, the pulling out of tendons, and other caresses, for so they call the prisoners first torments, which form the prelude to those that he is made to suffer by fire.(Thwaites, 107). Infact, the Iroquois are taken to the local Chapel, were they urge the captives to receive Baptism, and intone Canticles of devotion in their presence. It seems, that Jerome wishes to establish an image of, savages, as the Europeans called them, becoming pious Catholics. It is doubtful, yet not unrealistic, that the natives have become such dedicated Christians. Furthermore, the natives usually did not turn to Christianity due to the teaching, but rather of the advantages, it gave them. For example, .many Huron turned to Christianity as protection against sickness. In their zeal, priests (Jesuits) were not above using their influence to secure special privileges (firearms) for those who accepted baptism (Parkman, 264). The Iroquois finally agree to be Baptized before they are killed. The priest notes this act as; .the most heroic acts possible on the part of Savages. (Thwaites, 107). The Father considers the offering a chance to become Christian before death, a heroic act. This seems a bit hypocritical, due to the teaching of Ben Joseph (a.k.a. Jesus Christ), which stressed none violence. Jerome Lalemant, points out the animosity between the Huron, Algonquin, and Iroquois tribes, that even those Algonquins and Hurons who believed in Christianity, could not accept the believe that all Christian souls go to the same location. What, my brothers, would you have those people go with us to Paradise? How could we live there in peace? Do you imagine you can make the soul of a Huron agree with that of an Iroquois (Thwaites, 108)? However, it also seems that Jerome views the natives as less than human, even though it was natural to view the native with less regard, however, again it seems hypercritic to rega rd them as less human, even after the show of such pious Christianity. .u3cb32729c91ac3258047a9f424c9610a , .u3cb32729c91ac3258047a9f424c9610a .postImageUrl , .u3cb32729c91ac3258047a9f424c9610a .centered-text-area { min-height: 80px; position: relative; } .u3cb32729c91ac3258047a9f424c9610a , .u3cb32729c91ac3258047a9f424c9610a:hover , .u3cb32729c91ac3258047a9f424c9610a:visited , .u3cb32729c91ac3258047a9f424c9610a:active { border:0!important; } .u3cb32729c91ac3258047a9f424c9610a .clearfix:after { content: ""; display: table; clear: both; } .u3cb32729c91ac3258047a9f424c9610a { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u3cb32729c91ac3258047a9f424c9610a:active , .u3cb32729c91ac3258047a9f424c9610a:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u3cb32729c91ac3258047a9f424c9610a .centered-text-area { width: 100%; position: relative ; } .u3cb32729c91ac3258047a9f424c9610a .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u3cb32729c91ac3258047a9f424c9610a .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u3cb32729c91ac3258047a9f424c9610a .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u3cb32729c91ac3258047a9f424c9610a:hover .ctaButton { background-color: #34495E!important; } .u3cb32729c91ac3258047a9f424c9610a .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u3cb32729c91ac3258047a9f424c9610a .u3cb32729c91ac3258047a9f424c9610a-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u3cb32729c91ac3258047a9f424c9610a:after { content: ""; display: block; clear: both; } READ: Roosevelts Conservation and Consumer Protection EssayIn the fourth paragraph, the Jesuit priest claims that the Iroquois accept the teachings of Christianity with open hearts and souls.In addition, he adds that they exclaimed, How fortunate for us, that he who made Heaven and Earth, and who has no need of us, saved our lives. (Thwaites, 109). However, in the fifth paragraph, Jerome acknowledges that, these poor prisoners knew not what to think of such marvels; they were bewildered, and their last songs, which they call death-songs, were only upon the life Everlasting (Thwaites, 109). It seems ironic, that the people who only a short time before that accepted Christianity w ith open hearts, were now bewildered and confused. Furthermore, the Iroquois obviously believed that their lives were being spared, however, the Iroquois were tricked. Instead of being burned at the stakes like gentiles, however, the prisoners were dispatched with muskets. It seems obvious that the Iroquois believed that by converting to Christianity, however, their lives would be spared. However, not all the prisoners were executed, one of the Iroquois had Huron lineage, and was spared, this seems due to the fact that the French and Huron had an alliance. The Catholic Encyclopedia states that, force, violence, or fraud may not be employed to bring about the conversion of an unbeliever. Such means would be sinful (Vatican, 479). However, the Counter-Reformation was in full affect, and the use of torture, force, or fraud seemed a perfectly acceptable means of conversion as is exemplified in this letter. In paragraph seven, Jerome Lalemant claims that those take prisoners by the Iroqu ois are not treated this graciously. However, Jerome states that the Christians have the last laugh, since the infidels will spend eternity in either Purgatory or suffering in Hell. Furthermore, Jerome supports his believe by the brave actions of three Hurons who, a short time before the letter was written, were burned by the Agniee. Father Jerome claims that the three Hurons saved their souls, by uttering amid the flames, I am going to Heaven, which he claims they chanted with such ardor as to charm even their executioners. Furthermore, Jerome believes that their martyrdom served as an example to the executioners of how powerful Christianity is. It seems ironic that before the death of these three Hurons, prior to their death, were encouraged by Father Helene to meet their death with firmness in the possession of the Faith. This letter seems to be more of propaganda than a report. Infact, the mission reports, Relations Letters, were sent to the Propaganda, the Roman Congregation overseeing all missionary activity. It seems ironic the name of the Congregation, that received letters from around the world from their missionaries would be called Propaganda. Furthermore, the letter was published, and in the interest of spreading Catholic sentiments during the Counter-Reformation, however, for that reason the letters were reviewed in Paris and were edited. In conclusion, it seems that Father Jerome Lalemant seems to present ironic situations, most likely in order to please the Vicar General as well as the Propaganda Council. Some of the actions and relations seem embellished and exaggerated. Although the letter contains certain uncertainties, however, the letter does provide a case study of the relations between the European and native governments, relations between native tribes, attempt at pro-Catholic prop aganda, and the affects the Counter-Reformation had on religious policies towards the New World.

The Naysayers Make the Most Noise

The Naysayers Make the Most Noise A writer wrote me about how distraught he was at the negativity about becoming a writer. He professed to being an introvert, and he felt I would understand his concerns because I profess to being an introvert. So we chatted. He has made his way through life via his writing more so than his verbal repartee. Oh boy, I can really relate to that. Every success I ever had in my life somehow originated from the written word. He fought to find his way in this writing mayhem out there, to see how he can make a partial living from his writing. Â  However, what upset him was the deluge of negativity. = Most people dont edit well enough to sell. Â   = There are too many writers so dont expect to sell much. = The agents take advantage of you. = The publishers take advantage of you. = Editors dont understand writers. = Vanity presses rip you off. = Editors rip you off. = Contracts rip you off. I could go on for the entire newsletter with that list. All the racket on the internet warns writers to watch out, be careful, demons await you around every turn and in every click to a how-to website. Well, let me tell you something, my sweethearts trembling in the shadows . . . those that screw up usually make the most noise. The people who struggled with their book and made no sales, who were taken advantage of Like I tell people in my classes . . . do your homework before publishing. Dont listen to the screamers who were taken advantage of or made bad decisions. Usually they are still uninformed, still stinging from being duped, and only have revenge in their sights. Dont get sucked into the drama. Take your time writing, then take your time editing, then take your time publishing. Know your options and know them well. I speak to writers each and every day about slowing down and educating themselves. But I can only shake my head at the ones who then reply (often sharply): = I found this one publisher who sounds good and wants my material (yet the writer cannot tell me if they are traditional or indie). = I trust this. (Sorry, but you dont trust a publisher . . . you have a business relationship sealed in a negotiated contract and you are NOT friends.) = The publisher will edit this for me. They wont let bad stuff get published. (Then I hear its a vanity press.) = I cannot afford an editor, website, or time to promote; so Ill put it up on Amazon and see what happens. = Im writing this book now, and my plan is to have it published = Im not writing/promoting/blogging like everyone else, so the rules dont apply to me (two of those this week). The noise isnt always the place to run too. Sometimes its what you run from.

Fashion and consumer science Term Paper Example | Topics and Well Written Essays - 3250 words - 1

Fashion and consumer science - Term Paper Example This term paper talks about consumers around the world that reflect some distinct behavioural traits while going for purchasing luxury products. Luxury products are purchased by the consumers not only depending on the features and advantages obtained from the product but also tends to avail a large plethora of experiences attached to such. The people availing such luxury products also tend to relate their identity with the products purchased and also with the specific brands and companies from which such commodities are purchased. Consumers do not resort to logical decision making while making the relevant purchases but rather are made to satiate the growing desires of comfort and luxury. It also helps the consumers to create a different social image for them in the society. To satisfy consumerism related to fashion commodities different types of retail formats have grown around the world which help the consumers to sustain their lifestyles. The purchasing activities related to luxur y commodities are conducted by consumers both on the physical and on the virtual plane. On the physical front the consumers tend to frequent the stores from where the commodities can be availed. However the consumers in the modern periods are also found to avail such commodities through the online sphere or through shopping activities conducted by the help of mobiles. The evaluation of the benefits availed through the purchase of luxury commodities is done based on the level of reflection that the consumers gain with the products. Still the luxury commodities produced around the world have some considerable lifetime after which such products or services become redundant and their place is taken by other such products and services. With the increase in sophistication and growth of consumer desires the luxury goods and services need to be enhanced in an aspiring manner to help meet future needs (Okonkwo, 2007, p.63-64). Research Question The research paper in question

The Portray of African-American women in 1960s Research Paper

The Portray of African-American women in 1960s - Research Paper Example John F. Kennedy was elected president in 1961 and he became a president who was very much dedicated to the protection and establishment of civil rights for all Americans (Zeitz, 2006). Two years after he was elected, Martin Luther King, Jr. gave his ‘I Have a Dream’ speech, and in the process, inspired many African Americans and civil rights groups to firmly seek the equal protection of their rights, regardless of their skin color (Zeitz, 2006). When President Lyndon Johnson took over as president after Kennedy’s assassination, he also firmly pressed support for civil rights laws, and in 1964, the Civil Rights Act was signed by Johnson. This law made racial segregation in America legally actionable (Marwick, 1998). A year after the Civil Rights Act was signed, the National Voting Rights Act was also passed into law, and this law also ensured that discrimination in voting practices would become legally actionable (Marwick, 1998). Towards the end of the 1960s, Presi dent Richard Nixon would soon take over and the Vietnam War would also take center stage in American issues and politics. Nevertheless, the legal foundations for civil rights were laid out during the 1960s (Marwick, 1998). For African-Americans, it marked a time when they were finally able to gain full equal and legal status as their white counterparts. For African-American women in the 1960s, it also marked a period of transition. The Emancipation Proclamation during the 1860s was meant to free African-Americans from slavery, however, this did not necessarily grant the African-Americans equal rights under the law (Stack, 1974). They were still very much discriminated against by general society, and not allowed the same rights and privileges as the whites. The Jim Crow Laws of 1876 also passed segregation laws for the black communities, separating them from the white communities (Stack, 1974). These laws also indicated where the African-Americans were supposed to live. These practic es would however soon gain the ire of the African-Americans as gradually many of them, along with civil rights activists sought equal rights for all Americans regardless of race (Quintard, 2003). The decision of the Supreme Court in 1954 on the Brown v. Board of Education of Topeka, Kansas also started the ball rolling for the desegregation in schools. However, major strides towards racial desegregation on a wider scale were still not seen (Quintard, 2003). Anthropologist Carol Stack in her book ‘All Our Kin’ focused on what she refers to as Jackson Harbor in order to examine the discrimination practices against the African Americans (Stack, 1974). Stack (1974) discusses that in Jackson Harbor, in Mississippi, poverty and racial discrimination played a huge part in romantic inclinations and relations. For one, women usually viewed men in a stereotypical fashion – behaving bad, drinking, being violent, being involved in crimes, and the like (Stack, 1974). Women al so saw themselves as the more reliable individuals, and the fact that they had access to welfare made them more formidable individuals than their male counterparts. Stack (1974) discusses how within the community, the African-American women possessed equal rights in relation to African American men. However as far as the bigger world is concerned, the white-dominated American society through its racist and sexist practices had great control over the lives of African American women. In effect, these women had the power to make the decisions for their families and themselves,

House of Lords Reform Essay Example | Topics and Well Written Essays - 1250 words

House of Lords Reform - Essay Example 110). That same year the government took its first significant steps in reforming the House with the Constitutional Reform Act. This act mandated the Supreme Court of the United Kingdom to take over the existing role of the Law Lords, in addition to taking on a role in the Judicial Committee of the Privy Council. It also removed the powers of the Speaker of the House of Lords and Head of the Judiciary of England and Wales from the office of Lord Chancellor. This change has been the most contentious of those proposed. The number of elected representatives that should be allowed has been the subject of considerable debate. It was proposed that 120 members be elected by the public, 120 appointed by a statutory independent commission and the rest would be appointed by political parties in proportion to votes received by a party at the most recent general election. Despite the debate surrounding the number of members a larger issue is at stake. In the report put forward by Clarke, Cook, Tyler, Wright and Young (2005) they claim that it is not so much the number of elected members but rather the powers they will receive that is at issue (p. 8). They state, "Whilst there has been a great deal of support for the introduction of elected members, some in the political world have been concerned that this would make the second chamber more powerful, and therefore result in a challenge to the traditional primacy of the House of Commons" (p. 8). merits and dismerits: There is little doubt that the introduction of elected members to the House of Lords would allow for a greater degree of democratic representation than is seen today, particularly within the regions. Yet, it could cause an unfavorable change in the balance of power between the two houses if elected members do not take the spirit of the Salisbury Doctrine into consideration, something many doubt would happen. Roger and Walters (2004) state the Salisbury convention is perhaps more a code of behaviour for the Conservative Party when in opposition in the Lords than a convention of the House. Indeed it is a moot point whether, following the passage of the House of Lords Act 1999, the expulsion of the hereditary members and the ending of the overwhelming numerical advantage of the Conservative Party, the Salisbury convention as originally devised can have any continuing validity (p. 19)1. If the House of Commons and the Executive wish for there to be a check on the Ho use of Lord's powers of bill prevention they must look to making such limitations. 2. The reduction of the number of House members Currently the House of Lords has over 700 members and is one of the largest parliamentary chambers in the world. Although, since members are appointed for life and often reach an age where they cannot sit in on House meetings as often, attendance is considerably lower than the total number of

Muscarinic Acetylcholine Receptors In The Pig Urinary Bladder Biology Essay

Muscarinic Acetylcholine Receptors In The Pig Urinary Bladder Biology Essay Background and purpose. This investigation sought to identify the principal muscarinic receptor subtype associated with contraction of the pig bladder. Additionally, comparisons of muscarinic receptor expression in the pig bladder and caudate nucleus were conducted. Experimental approach. Contractility of isolated strips of pig bladder was assessed using isotonic tension recordings in an organ bath. Radioligand binding to particulate preparations from pig caudate nucleus and bladder detrusor was assessed using [3H]-quinuclidinylbenzilate. Key results. The results obtained from the contractile response experiment showed that the best antagonists for pig bladder contractions were methoctramine, pirnezepine and oxybutynin, this was according to the pEC50 data. These results led to the identification of the presence of M1 and M3 receptor subtypes in the bladder. Whereas M1 and M2 receptor subtypes were found to occur in the brain. Pirenzepine exhibited the smallest Rmax value, and was therefore the most successful antagonist. Whereas 4-DAMP had the largest Rmax value, identifying this as the worst antagonist. Conclusions and Implications. It is clear that M3 muscarinic receptors are found in the bladder, but are absent in the brain. This is made more certain as 4-DAMP showed fairly low affinity for muscarinic receptors in the bladder, but its affinity was higher than that recorded in the brain which is known to contain a low amount of M3 receptors. 4-DAMP also has the highest affinity recorded in the brain, due to binding at the M1 muscarinic receptor. Introduction There are five distinct types of muscarinic receptors (M1,M2,M3,M4,M5), all of which belong to the same family of G-protein-coupled receptors. M1 receptors are found mainly in the cortex and hippocampus of the brain, but also on the CNS and peripheral neurons. These receptors are excitatory, this excitation is produced by a decrease in potassium ions which causes membrane depolarization. M2 receptors exert inhibitory effects; they are present in the heart and so are of little importance in this experiment. M3 receptors reside in smooth muscle. These receptors are excitatory and produce vasodilatation and bronchodilatation, via an increase in intracellular calcium levels. As this experiment includes analysis on the effects of muscarinic antagonists on muscarinic receptors in the brain and bladder, it is mainly the M1 and M3 receptors which are being concentrated on. The aim of the experiment was to add a range of antagonists pig bladder tissue, and then recording the effect each had on the tissues contraction. The five antagonists used in the experiment were atropine, pirenzepine, methoctramine, 4-DAMP and oxybutynin. Each of the antagonists used are able to bind to muscarinic receptors, but they bind to different subtypes as they have differing affinities. Atropine is a non-selective antagonist, which acts via competitive inhibition of muscarinic acetylcholine receptors. It is a naturally occurring alkaloid which can be found in solanaceous plants, for example the deadly nightshade (Atropa belladonna). Atropine causes anti-cholinergic effects such as mydriasis, salivary inhibition, tachycardia, inhibition of GI motility and smooth muscle relaxation. It can be used clinically to treat anticholinesterase poisoning, bradycardia and GI hypermotility. Pirenzepine is a muscarinic receptor antagonist, and is slightly selective for the M1 sub-type. It is used clinically for the treatment of peptic ulcers, whereby it inhibits gastric acid secretion. Methoctramine is a slightly M2 selective antagonist. It has also been found to show selectivity for cardiac M2 muscarinic receptors, but to have low affinity for both vascular M2 and ganglionic M1 receptors. 4-DAMP is a slightly M3 selective antagonist, although it has only low affinity. There is no clinical use for 4-DAMP, it is mainly used in experiments for the analysis of muscarinic receptors. Oxybutynin is a non-selective muscarinic antagonist. It is used clinically to decrease muscle spasms of the bladder in patients suffering from frequent urination or urge incontinence. During the contractile experiment these antagonists will be used to determine which of the muscarinic receptors are present in the bladder, and which occur in the greatest amount. The same antagonists will then be used in the radioligand experiment, to compare each of their effects on brain tissue. Once both experiments are performed, the results can be used to compare the presence of muscarinic effects in the bladder and brain tissue. Materials and Methods Contractile response studies Strips of urinary detrusor were stored overnight at 4  °C in Krebs Ringer solution [composition (mM): NaCl (118); KCl (4.9), MgCl2 (1.2); KH2PO4 (1.2); D-glucose (12); NaHCO3 (25); CaCl2 (1.3); gassed with O2:CO2 (95:5)], as previously described (Lot and Wilson, 1994). On the morning of the experiment, tissue was removed from the refrigerator and allowed to equilibrate to room temperature. Thereafter, strips were mounted in an organ bath at 37  °C in Krebs Ringer solution. Contractility was monitored using isotonic transducers connected to CED 1502 amplifiers and recorded on a personal computer running Spike 2 software (CED, Cambs, UK). A steady baseline was then achieved for 20 minutes before 1ml 3M KCl was added to 50ml of Krebs solution (in water bath), to achieve a final concentration of 60mM. The tissue was then washed out three times once a maximal response was recorded, and this was then left for a further 20 minutes until a steady baseline was achieved once again. 10 dilutions containing varying concentrations of carbachol were then prepared in LP4 tubes, using 3-fold dilutions. A cumulative-concentration curve was created by adding the preparation containing the lowest concentration of carbachol to the organ bath first. After waiting for 7 minutes, the next preparation with a higher concentration was added. This process was repeated without washing out the tissue, until there was no further increase in tissue tone recorded. Once this part of the experiment was completed, the tissue was washed out 3 times with warm Krebs solution. This was followed by the addition of the putative antagonist and the tissue was left for 60 minutes. After achieving a steady baseline, a cumulative-concentration curve was created by carrying out the same process with increasing concentrations of carbachol as before; but this time in the presence of the putative antagonist. The results were printed off once the process was completed. Radioligand binding studies Radioligand binding to total particulate preparations from the pig was conducted essentially as previously described (Alexander et al., 1994). Briefly, tissue was homogenised in 10-30 volumes of 0.1 M phosphate buffer (pH 7.5) using an Ultra-Turrax homogeniser. After centrifugation at 30 000 g for 15 minutes at 4 °C, the supernatant layer was discarded. This homogenisation/centrifugation cycle was repeated twice more and the resulting pellet was re-suspended in 10 volumes. After storage at -20  °C, thawed tissue was incubated in a total volume of 500  µL 0.1 M phosphate buffer (pH 7.5), containing 0.25 nM [3H]-QNB for 30 minutes at 37  °C. Rapid filtration with repeated washing allowed isolation of bound radioligand, which was then estimated using liquid scintillation counting. A dilution curve was prepared using 10-fold dilutions once the drug was provided, this contained the highest concentration. 32 LP4 tubes were labelled 1-32 and these were placed in test tube racks. 50  µl aliquots of different concentrations of drug were then added to tubes 5-28, with each being made up to 500  µl by adding 450  µl of buffer. 50  µl of buffer was added to tubes 1-4, these acted as a control whilst atropine was added to the remained tubes 29-32. 400  µl of the radioligand was added to each of the tubes, with 50  µl of particulate preparation being added to the tubes in groups of 10 at 12 minute intervals. Once this process was completed, the tubes were incubated in a water bath at 37 °C for 30 minutes. The Whatman GF/B filters were placed in the 10-place manifold and were wet using the buffer solution. Ten of the tubes were then removed from the water bath, and 3ml of ice-cold buffer was added to each of them. They were filtered immediately after this process. Once two additions of 3ml of ice-cold buffer had taken place on each filter paper, they were washed. This was repeated for each of the LP4 tubes, once incubation in the water bath was halted on their removal. The filter papers were then placed into labelled scintillation vials, they were then analysed. Data analysis and statistical procedures There are equations which can be used to analyse the data collected in the experiment, once the information has been put into a concentration curve graph. The first equation used is the Gaddum equation: pKi = log (CR 1) log [Ant] In order to make use of this equation it is neccessary to work out the EC50, which is the effective concentration of drug required to give 50% of the maximum response. This EC50 value can be obtained from the concentration curve, as it is at 50% of the maximum response on the graph. The results collected from the graphs were Molar, these can be converted to  µM by multiplying the values by 106. These values can now be used to produce a concentration ratio, indicating the EC50 response with and without the presence of the antagonist. Graph 1 shows bladder tissue contractile responses to histamine in the presence of different concentrations of promethazine. The EC50 values recorded for histamine and promethazine were -6.5 and -5 respectively. By converting these Molar values to  µM by using the technique stated above, histamine 0.316  µM and promethazine 3.16  µM can be inputted into the Gaddum equation. The pKi value which is calculated in this equation is an indication of potency of the antagonist used, and a high pKi indicates a high affinity for the receptor. The pKi in this case was -8.5. As the radioligand was being carried out, calculations were made in order to work out the Kd and Bmax. The equation used in the radioligand binding experiment was the Cheng-Prusoff equation: IC50/Ki = 1 + [A]/Kd To work out the pKi, the same process as the contractile response experiment is used. Then the pIC50, the concentration of the antagonist which displaces 50% of the ligand, can be calculated. It is then necessary to work out the IC50 value to be used in the Cheng-Prusoff equation, this is achieved by -log of the pIC50 value. Finally, -log of the Ki obtained from the equation gives a pKi value of 8.2. Drugs, chemicals, reagents and other materials Porcine material (from pigs of the modern Hybrid white strain, either sex, approximately 50-70 kg) was obtained from an abattoir and transported rapidly to the laboratory on ice. [3H]-QNB (specific activity 1591 GBq mmole-1) was obtained from Amersham Pharmacia Biotech (Herts, UK), while muscarinic receptor ligands were all obtained from Sigma (Dorset, UK). All drug and molecular target nomenclature conforms to the British Journal of Pharmacologys Guide to Receptors and Channels (Alexander et al., 2008). Results Table 1. Contractile response results: Drug pEC50 Rmax Concentration Ratio pKi Atropine 4.5 131 20.9 9.1 Pirenzepine 4.3 109 42.6 7.4 Methoctramine 4.3 50.2 7.1 4-DAMP 4.6 139 37.9 9.2 Oxybutynin 4.3 210.5 8.1 Water 4.7 116 5.0 Table 1 shows the results obtained from the contractile response experiment, whereby the pig bladder tissue was exposed to five antagonists and the contractility of the tissue was measured. Table 2. Radioligand binding results: Brain Bladder Drug pKi SEM pKi SEM Atropine 9.8 0.1 9.8 0.1 Pirenzepine 7.7 0.2 8.0 0.6 Methoctramine 8.0 0.0 7.7 0.1 4-DAMP 9.2 0.0 8.4 0.1 Oxybutynin 7.4 0.0 7.8 0.0 Carbachol 4.8 0.1 4.3 0.0 Table 2 shows the results obtained from the radioligand experiment, which identified the different muscarinic receptors found in the brain and bladder tissue. Discussion and conclusions The conclusions that can be made from the results are that the main types of muscarinic receptor involved in the contraction of the bladder are the M1 and M3 receptor. Whereas, M1 and M2 muscarinic receptor subtypes occur in the brain. Therefore, an ideal drug for therapeutic treatment of urge incontinence and bladder dysfunction would be M3 selective. This would not have any adverse effects in the brain, as M3 receptors are not present in this part of the body. Bladder contractions occur due to activation of muscarinic receptors leading to an increase in intracellular calcium, which causes contraction of the smooth muscle. The results collected in the contractile response experiment were due to antagonism of M1 and M3 receptor subtypes. 4-DAMP recorded a pKi value of 9.2, a value which corresponded with the M3 subtype and was the highest of all the antagonists. This antagonist is M3 selective but also has affinity for the M1 muscarinic receptor; this may have caused its high pKi value to be due to binding at this muscarinic receptor subtype. Atropine recorded the second highest pKi, 9.1 .This was to be expected as it is a non-selective antagonist, with high affinity for each of the muscarinic receptor subtypes able to cause contraction of the bladder tissue. Oxybutynin recorded the third highest pKi value, 8.1. Oxybutynin has a slightly higher affinity for the M3 muscarinic receptor, therefore the pKi value is due to binding at this receptor subtype. Pirenzepine, being an M1 selective antagonist, would be expected to have a similarly high pKi to 4-DAMP. This was not the case as pirenzepine only recorded a pKi of 7.4, a value expected to be obtained from M3 selective antagonists. Methoctramine recorded a pKi value of 7.1, the lowest of all the antagonists. Although it is an M2 selective antagonist, the pKi value leads to the conclusion that contractile response is due to the presence of M1 or M3 receptors. The results obtained in the radioligand experiment revealed that mostly M1 and M2 muscarinic receptors occur in the brain. Methoctramine has low affinity at the M1 receptor, even so, the results recorded in the experiment showed the antagonist to have high affinity. The pKi range of the M2 receptor subtype for methoctramine is 7.8-8.3. Therefore, the recorded pKi value of 8.0 suggests the presence of M2 receptor subtypes in the brain. The pKi of 8.0 is quite far from the pKi range of methoctramine for the M3 receptor subtype, leading to the conclusion that there are a small number of M3 receptors in the brain. Atropine, perenzepine, 4-DAMP and oxybutynin antagonists are able to act at the M1 muscarinic receptor and each of these antagonists possess similar affinities for the receptor. Atropine (pKi 9.8) and oxybutynin (pKi 7.4) are both non-selective antagonists, so as in the contractile response will have fairly high affinities for any of the muscarinic receptor subtypes present in the brain. Perenzepine recorded a pKi value of 7.7; this failed to fall into any of the pKi ranges expected for the muscarinic receptors. The value was closest to the M1 subtype range (7.8-8.5). The SEM recorded was the highest of all the antagonists (0.2) concluding that some of the results may have been anomalous, with most of the pKi values falling within the M1 range. The Pki range of pirenzepine for the M3 receptor subtype is 6.7-7.1. The pKi recorded, much like that of methoctramine, was quite far from the M3 range. 4-DAMP recorded a high pKi of 9.2. This pKi value fell into the ranges for both the M1 and M3 muscarinic receptors, showing high affinity of the antagonist for both subtypes. In this experiment the pKi value recorded was with respect to the M1 receptor, not the M3 subtype. The non-selective muscarinic antagonist oxybutynin is the principle drug used to treat urge incontinence. This antagonistic drug possesses anticholinergic and antispasmolytic properties, which together act on the bladder to inhibit micturition. However, there are significant adverse effects associated with this choice of therapeutic treatment; such as dry mouth, constipation and blurred vision. These side effects highlight the non-selectivity of oxybutynin as each occurs due to antagonism at the M1 receptor. The radioligand binding experimental results show that oxybutynin has a pKi of 7.8 in the bladder, which is only slightly higher than the pKi of 7.4 recorded in the brain. These pKi values indicate that oxybutynin is slightly more selective towards the M3 receptor subtype present in the bladder. However, it is evident that the antagonist also has significant affinity towards the M1 and M2 receptor subtypes which are present in the brain. There were a few limitations encountered in both parts of the experiment. The contractile response experiment was carried out for a fairly short amount of time, more reliable results could be obtained by increasing the amount of time that the experiment is undertaken. As not all of the tissues used in the experiment were of the same source or size, the results obtained were inconsistent the responses recorded were of varying degrees. By ensuring every piece of tissue is the same size, more accurate and reliable could be obtained. Human error when collecting and interpreting the data in the experiment could have caused considerable variations in the results recorded. During the radioligand binding experiment complications arose due to contamination, with various external factors such as temperature and buffer strength affecting the results.

The Brother Rice High School Community :: Christianity Education Essays

The Brother Rice High School Community High School is every Junior High students dream. It is a time in a student’s life where he/she receives a large amount of freedom as well as responsibility. Mom no longer accompanies the teenagers at the movies and one can even drive himself/herself there. Academics are important also because these grades determine if you are college bound material. But, are freedom and academics the only parts of a solid High School career? I myself believe that there is more to High School then freedom and academics. High School is also a time when young adults are entering into society as individuals. They are on their way to adulthood and their education during this time should stretch further than just an academic education. I attended a private high school known as "Brother Rice High School", where I received more than just an academic experience. When some people hear the word "Private" school they think of words such as: "Stuck up," "Rich," or "Snobby," but these are not accurate po rtrayals. One must look inside the doors of the school before making such negative connotations and if you did you would realize that this is not the case. Brother Rice High School is an academic institution that teaches young men academic fundamentals as well as Christian morals and social values. The Christian Brothers of Ireland, followers of Edmund Ignatius Rice, founded the school in 1960. Edmund Rice was bom in 1762. He was educated first at home, then in a 'hedge school', and finally in Kilkenny, Ireland. Mr. Rice married, and became a prosperous merchant and a leader of Catholic activities in the City of Waterford. After the death of Edmund's wife, he had intentions of entering a monastery on the continent, but the Bishop of Waterford encouraged him to stay in Ireland and begin a school for poor boys. The new school greatly effected the youth of Waterford that Edmund soon had requests to open schools in other cities. Pope Pius VII gave papal approval to the Congregation in 1820. Edmund took the name of Brother Ignatius and in 1822 Brother Edmund Ignatius Rice was elected the first Superior General of the new congregation. Brother Edmund Ignatius Rice died on August 29, 1844, at Mount Sion, Waterford. In 1997 Brother Edmund Ignatius Rice was declared Blessed by Pope John Paul II.

Fringe Benefits

Fringe Benefit – meaning: †¢ Any privilege, service, facility or amenity, directly or indirectly provided to employee by an employer †¢ Any reimbursement for any purpose . †¢ Contribution to approved superannuation fund The term Fringe benefits refer to various extra benefits provided to the employees, in addition to the compensation paid in the form of wage or salary. These benefits can be defined as any wage cost not directly connected with the employees productive effort, performance, service or sacrifice.Different terms are used to denote fringe benefits. They are welfare measures, social charges, social security measures, supplements, sub-wages, employee benefits etc. In addition workers commonly receive such benefits as holiday with pay, low cost meals, low-rent housing etc. Such additions to the wage proper are sometimes referred to as fringe benefits. Benefits that have no relation to employment or wages should not be regarded as fringe benefits even tho ugh they may constitute a significant part of the workers total income.Thus, fringe benefits are those monetary and non-monetary benefits given to the employees during and post employment period which are connected with employment but not to the employees contributions to the organization. Coverage: Fringe benefits covers bonus, social security measures, retirement benefits like provident fund, gratuity, pension, workmen’s compensation, housing, medical, canteen, co-operative credit, consumer stores, educational facilities, recreational facilities, financial advice and so on. OBJECTIVES OF FRINGE BENEFITS: The important objectives of fringe benefits are: 1.To create and improve sound industrial relations 2. To boost up employee morale. 3. To motivate the employees by identifying and satisfying their unsatisfied needs. 4. To provide qualitative work environment and work life. 5. To provide security to the employees against social risks like old age benefits and maternity benef its. 6. To protect the health of the employees and to provide safety to the employees against accidents. 7. To promote employees welfare by providing welfare measures like recreation facilities. 8. To create a sense of belongingness among employees and to retain them.Hence, fringe benefits are called golden hand-cuffs. 9. To meet requirements of various legislations relating to fringe benefits. NEED FOR EXTENDING FRINGE BENEFITS Most organisation have been extending the fringe to their employees, year after year, for the following reasons i) Rising prices and cost of living has brought about incessant demand for provision of extra benefit to the employees. (ii) Employers too have found that fringe benefits present attractive areas of negotiation when large wage and salary increases are not feasible. iii) As organizations have developed ore elaborate fringe benefits programs for their employees, greater pressure has been placed upon competing organizations to match these benefits in order to attract and keep employees. (iv)Recognition that fringe benefits are non-taxable rewards has been major stimulus to their expansion. v) The growing volume of labor legislation, particularly social security legislation, made it imperative for employers to share equally with their employees the cost of old age, survivor and disability benefits. vi) The growth and strength of trade unions has substantially influenced the growth of company benefits and services. (vii) The management has increasingly realized its responsibility towards its employees and has come to the conclusion that the benefits of increase in productivity resulting from increasing industrialization should go, at least partly, to the employees who are responsible for it, so that they may be protected against the insecurity arising from unemployment, sickness, injury and old age. Company benefits-and-services programs are among some of the mechanisms which managers use to supply this security.TYPES OF FRINGE BE NEFITS: Organizations provide a variety of fringe benefits. The fringe benefits are classified under four heads as given here under: [pic] 1. For Employment Security : Benefits under this head include unemployment, insurance, technological adjustment pay, leave travel pay, overtime pay, level for negotiation, leave for maternity, leave for grievances, holidays, cost of living bonus, call-back pay, lay-off, retiring rooms, jobs to the sons/daughters of the employees and the like. 2. For Health Protection:Benefits under this head include accident insurance, disability insurance, health insurance, hospitalization, life insurance, medical care, sick benefits, sick leave, etc. 3. For Old Age and Retirement: Benefits under this category include: deferred income plans, pension, gratuity, provident fund, old age assistance, old age counseling , medical benefits for retired employees, traveling concession to retired employees, jobs to sons/daughters of the deceased employee and the like. 4. For Personnel Identification, Participation and Stimulation: This category overs the following benefits: anniversary awards, attendance bonus, canteen, cooperative credit societies, educational facilities, beauty parlor services, housing, income tax aid, counseling, quality bonus, recreational programs, stress counseling, safety measures etc. CLASSIFICATION OF FRINGE BENEFITS 1. PAYEMENT FOR TIME NOT WORKED:-Benefits under this category include sick leave with pay, vacation pay, paid rest and relief time, paid lunch periods, grievance time, bargaining time, travel time etc. 2.EXTRA TIME FOR TIME WORKED:-This category covers benefits such as premium pay, incentive bonus, shift premium, old age insurance, profit sharing, unemployment compensation, deewali or pooja bonus, food cost subsidy, housing subsidy, recreation etc. 3. EMPLOYEE SECURITY:-Provided with the benefits of confirmation of the employee on the job creates a sense of job security. Further, a minimum and continuous wage o r salary gives a sense of security to life. 4. SAFETY AND HEALTH:-In India, the Factories Act, 1948, stipulated certain requirements regarding working conditions with a view to providing a safe working environment.FRINGE BENEFITS IN A MANUFACTURING FIRM To study the fringe benefits provided to employees particularly in a manufacturing concern , lets look at some of the major manufacturing companies. These are: i) Larsen and Toubro iii)Nokia ii)Mahindra and Mahindra iv)Tata Motors LARSEN AND TOUBRO: The governing theme in this organisation is the well being of employees. The salary and benefits offered are on par with the best available in Construction Industry.A few important perquisites & welfare schemes are highlighted below: Special Facilities for Site employees are provided. These special facilities include: ? Subsidized accommodation, ? Part furnishing of accommodation provided ? Free transport facilities for work. ? Special Medical Insurance Scheme – This scheme is in a ddition to other medical benefits available to employees. Employees have the option of covering their parents, aged upto 85 years under this scheme. ? Retirement Benefits – All staff members are covered under Provident Fund and Gratuity Scheme. L&T Institute of Technology, Mumbai is an exclusive facility for L&T employees' children. -The Institute conducts four-year industry-integrated diploma courses in Mechanical Engineering and Electronics Engineering. On successful course completion, students are awarded diplomas by the Directorate of Technical Education, Maharashtra to which LTIT is affiliated. Prize Money for Academic Achievement: To acknowledge and motivate meritorious wards of employees, the Welfare Department of L;T presents cash awards to students who have scored high percentage marks. There are several additional benefits at Managerial Levels.Several attractive benefits are available including ? Provision of company car, ? Loans for furniture, housing ? Childrenâ⠂¬â„¢ higher education ? Purchase of Personal Computer, ? Membership of Superannuation scheme ? Reimbursement of expenses on club membership MAHINDRA AND MAHINDRA: COMPENSATION RULES AND DESIGN GUIDELINES Monthly Components Guidelines ? Basic Minimum Basic figure for skilled, semi skilled and un skilled employees is a minimum of Rs. 2650, 2950 and 3250/-. However on the safer side, Basic figure less is not less than Rs. 3500/- p. m. Income Tax Benefit: NIL House Rent Allowance (HRA) Maximum 50% basic (Metro cities) 40% basic (non metro cities).Income Tax Benefit: Excess of Actual rent paid over 10% of Basic salary OR Maximum HRA allowed (50% or 60% of basic) OR Actual Rent Paid – whichever is lower is Exempt from Tax. ? Transport Allowance Conveyance allowance meant for transportation between office and residence only. Income Tax Benefit: Exempt maximum up to Rs. 800/- per month. No proof required. ? Children’s education allowance Income Tax Benefit: Rs. 100 per child subject to max 2 children. Hence maximum Rs. 200/- is exempt Special Allowance Balancing figure – after choosing all the above components with respect to their maximum limits absorbed, remaining amount can be named as Special Allowance. It is fully taxable. ? Medical Reimbursements Pay against medical bills Income Tax Benefit: Maximum Rs. 1250/- p. m. (Rs. 15000 p. a. ) is exempt only if Original Bills are provided ? Food Coupons Non cash component, exempt up to Rs. 1000/- p. m. ? Provident Fund (Retrials) Employer’s contribution (this is given to RPFC directly. However employee’s contribution is deducted from his Monthly salary above and sent to RPFC.Hence total deduction works out to be 12+12 = 24% of Basic. Income Tax Benefit: Employee’s contribution of 12% is eligible for Deduction from Taxable income. It can be treated as exempt investment. ? Gratuity(Retirals) It is an annual component. 15 days monthly basic per year. ? Leave Travel Allowance / Conc ession (Annual) Journey within India primarily by Rail – 2nd A/c class for employee and his immediate family (spouse, children, parents, siblings). ? Gift Vouchers Non cash component, these coupon companies like Sodexho Pass provide attractive Gift Vouchers, which is given on Diwali Festival Occasion.For junior employees amount can be lower, for seniors, amount can be higher up to Rs. 5000 or so. PERQUISITES For Senior Management Employees only ? Rent Free Accommodation Income Tax effect :Taxable perquisite – Value of rent free accommodation is considered to be taxable for the period of house occupied is either of the following: 10% of Salary (for metro cities) or (7. 5% for non metro cities) + Excess of Fair Rent Value (market rent) over 60% of salary (i. e. Market Rent – 60% of salary) = Total taxable value of rent free accommodation ? Car (For personal) Owned by the EmployerIncome Tax effect: Taxable Value includes the following – Actual Running ; Main tenance expenditure incurred by the employer + Driver’s Salary + Depreciation – any amount charged by employer to employee for personal use of the car. ? Employee Stock Option Plan – Employee exercises the option plan by buying out the shares during the exercise period however tax liability occurs only when an employee sells the shares on the value of sale made under the Capital Gains head of income. OTHER BENEFITS ? Personal Accident Insurance Scheme (For employee only) Medical Insurance Scheme (For employee ; dependents which can be spouse,first two children, parents or in-laws (either of them) etc. ? Performance linked insurance plan – The Performance Linked Incentive Plan is based on employee’s Performance Ratings during the Annual Performance Appraisal Plan in the month of March / April each year. Each employee would be eligible for a performance based incentive plan based on following guidelines. Maximum Potential Incentives under PLIP will b e 30% of Total Monthly Salary. OR up to Rs. 75000/- p. a. TATA MOTORS i) Gratuity – The Company has an obligation towards gratuity, a defined benefit retirement plan covering eligible employees. The plan provides for a lump sum payment to vested employees at retirement, death while in employment or on termination of employment of an amount equivalent to 15 to 30 days salary payable for each completed year of service. Vesting occurs upon completion of five years of service. The Company makes annual contributions to gratuity fund established as trust. The Company accounts for the liability for gratuity benefits payable in future based on an independent actuarial valuation. ii) Superannuation – The Company has two superannuation plans, a defined benefit plan and a defined contribution plan. Employees who are members of the defined benefit superannuation plan are entitled to benefits depending on the years of service and salary drawn. The monthly pension benefits after ret irement range from 0. 75% to 2% of the annual basic salary for each year of service. The Company accounts for the liability for superannuation benefits payable in future under the plan based on an independent actuarial valuation.With effect from April 1, 2003, this plan was amended and benefits earned by covered employees have been protected as at March 31, 2003. Employees covered by this plan are prospectively entitled to benefits computed on a basis that ensures that the annual cost of providing the pension benefits would not exceed 15% of salary. The Company maintains a separate irrevocable trust for employees covered and entitled to benefits. The Company contributes up to 15% of the eligible employees’ salary to the trust every year. The Company recognizes such contributions as an expense when incurred.The Company has no further obligation beyond this contribution. (iii) Bhavishya Kalyan Yojana (BKY): BKY is an unfunded defined benefit plan. The benefits of the plan accru e to an eligible employee at the time of death or permanent disablement, while in service, either as a result of an injury or as certified by the Company’s Medical Board. The monthly payment to dependents of the deceased / disabled employee under the plan equals 50% of the salary drawn at the time of death or accident or a specified amount, whichever is higher. The Company accounts for the liability for BKY benefits ayable in future based on an independent actuarial valuation. (iv) Post-retirement Medicare Scheme – Under this scheme, employees get medical benefits subject to certain limits of amount, periods after retirement and types of benefits, depending on their grade and location at the time of retirement. Employees separated from the Company as part of Early Separation Scheme, on medical grounds or due to permanent disablement are also covered under the scheme. The liability for post-retirement medical scheme is based on an independent actuarial valuation. v) Pro vident Fund – The eligible employees of the Company are entitled to receive benefits under the provident fund, a defined contribution plan, in which both employees and the Company make monthly contributions at a specified percentage of the covered employees’ salary (currently 12% of employees’ salary). The contributions as specified under the law are paid to the provident fund and pension fund set up as irrevocable trust by the Company or to respective Regional Provident Fund Commissioner and the Central Provident Fund under the State Pension scheme.The Company is generally liable for annual contributions and any shortfall in the fund assets based on the government specified minimum rates of return or pension and recognises such contributions and shortfall, if any, as an expense in the year incurred. (vi) Compensated absences – The Company provides for the encashment of leave or leave with pay subject to certain rules. The employees are entitled to accumu late leave subject to certain limits, for future encashment. The liability is provided based on the number of days of unutilised leave at each balance sheet date on the basis of an independent actuarial valuation.Some other benefits advanced to the permanent employees are: ? Allowances like Transport allowance, Education allowance, Sanitation allowance, ? Leave and travel allowance etc. ? Annual Performance linked Payment ? Free Medical facility for family ? Company loans ; advances NOKIA Nokia is the world leader in mobility, driving the transformation and growth of the converging internet and communication industry. Nokia started its operations in India in 1995 and since then has played a pioneering role in the growth of cellular technology in India.Today it is the leading brand in the mobile devices market in India with one of the largest distribution networks. COMPENSATION ; BENEFITS †¢ Nokia’s Total Compensation Package is tailored for each country. †¢ It typic ally consists of elements such as annual base salary, incentives, bonuses, possible stock options or performance shares, flexible Work-Life balance solutions, and other local benefits. †¢ Nokia rewards employees for good performance, competence development, and for overall company success. This creates a positive and encouraging environment with opportunities for employees to optimize their potential and be rewarded fairly. †¢ Higher performance and contribution leads to higher rewards. The Nokia global market competitive rewards structure addresses the need for flexibility, personalization, empowerment and commitment. The basic salary is set to meet market conditions, the demands of the job and individual competence and performance. The variable part may consist of incentives or bonuses and other compensation, such as overtime pay and call-out pay.Nokia provides compensation on competitive basis it provides employees with market competitive rewards through a flexible glob al structure. The Compensation package consists the following ? Basic pay, equity bonuses and incentives ? Health and welfare benefits ? Vacation and time off The compensation also includes various benefits: ? Insurance (healthcare and life) ? Transportation (free buses) ? gifts on special occasions (e. g. birthday, marriage) ? Relocation support (need based) ? Work related mobile phone ? Education assistance ? Creche support ? Bonus SystemShort-term incentive programs such as individual, team, project/program incentives and the Nokia Connecting People Bonus allow Nokia to offer immediate rewards for employee and team achievements. Eligibility for an incentive, bonus or stock option plans is defined by the content and nature of each individual's job. Local Benefits – Additional local rewards and benefits are also developed to complement the global programs and to ensure that the local market conditions are met. Annual Reviews -Nokia has implemented a global process, where the change in the pay level for each employee is based on the results of the annual performance review.Health -Nokia's Work-Life balance solutions provide health benefits and local retirement benefits are tailored to individual needs according to factors such as tenure, contribution, performance, roles and responsibilities. Nokia offers services, programs and guidelines to support employees? possibilities to maintain work-life balance according to their changing needs and life situations. Typically they include teleworking, mobile working, flexible working hours, sabbaticals, study leaves, health care services as well as recreational activities and other activity clubs.Flexible Working -Depending on the situation and needs, flexible working solutions can provide alternative modes of working such as teleworking at home or at other locations (e. g. working at remote sites). Nokia provide employees with innovative solutions aiming at having positive effects on the overall quality of life, job satisfaction and job performance. Flexi Time – Depending on the local market conditions, employees may take advantage of flexi time including flexible working hours and part-time working. Time Off- Nokia? s flexible working solutions include unpaid time off and sabbaticals.These solutions support Nokia? s philosophy of Employee Personal Growth and Self-management and enable employees to take extended leave from work. Health-care Services – Nokia aims to maintain and improve the working environment and well-being of its employees by offering medical check-ups, counselling and insurance programs to the employees. Volunteering – Nokia's global volunteer program Nokia Helping Hands gives employees a chance to contribute their time and effort to worthy causes in their communities. Nokia employees can use 1-2 working days per year for Nokia Helping Hands volunteering.Other Services – Sporting, social and cultural activities and workplace relationships are promoted within the company. These well-being services can also include laundry service, cafeteria, take-away food, day care and on-site concierge services etc. CONCLUSION Each company is pioneer in their own way of producing their products and equally compensating the employees. TATA Motors, L&T and most companies have evolved from the traditional fixed pay and more and more variable pay is introduced in every company. Nowadays we find that the variable component is quite large as compared to the fixed one.There are huge advantages due to a variable pay and fringe benefits which are as follows: ? Employee accountability ? Motivation to perform more ? Performance leading to rewards and recognition ? High self motivation to perform However, critics have argued that such a pay structure would always put huge loads of pressure on the employees and hence an employee is looked merely as a machine with no emotions. Some of the disadvantages may be as follows ? Increased stress levels due to heavy expectations ? Performance anxiety ? Employee worn-outThus the three manufacturing companies are equally good in compensating the employees. It should be noted that by giving only monetary benefits would not suffice the needs of the employees as not everyone is motivated only by money. Nokia has this ideology of overall growth of an individual which is the best way to compensate an employee. Thus the company should look after the overall growth of the individual and align his career aims with the goals of the company. [pic] ———————– Personnel Identification, Participation and Stimulation Old Age and Retirement Health Protection Employment Security Fringe Benefits Fringe Benefit – meaning: †¢ Any privilege, service, facility or amenity, directly or indirectly provided to employee by an employer †¢ Any reimbursement for any purpose . †¢ Contribution to approved superannuation fund The term Fringe benefits refer to various extra benefits provided to the employees, in addition to the compensation paid in the form of wage or salary. These benefits can be defined as any wage cost not directly connected with the employees productive effort, performance, service or sacrifice.Different terms are used to denote fringe benefits. They are welfare measures, social charges, social security measures, supplements, sub-wages, employee benefits etc. In addition workers commonly receive such benefits as holiday with pay, low cost meals, low-rent housing etc. Such additions to the wage proper are sometimes referred to as fringe benefits. Benefits that have no relation to employment or wages should not be regarded as fringe benefits even tho ugh they may constitute a significant part of the workers total income.Thus, fringe benefits are those monetary and non-monetary benefits given to the employees during and post employment period which are connected with employment but not to the employees contributions to the organization. Coverage: Fringe benefits covers bonus, social security measures, retirement benefits like provident fund, gratuity, pension, workmen’s compensation, housing, medical, canteen, co-operative credit, consumer stores, educational facilities, recreational facilities, financial advice and so on. OBJECTIVES OF FRINGE BENEFITS: The important objectives of fringe benefits are: 1.To create and improve sound industrial relations 2. To boost up employee morale. 3. To motivate the employees by identifying and satisfying their unsatisfied needs. 4. To provide qualitative work environment and work life. 5. To provide security to the employees against social risks like old age benefits and maternity benef its. 6. To protect the health of the employees and to provide safety to the employees against accidents. 7. To promote employees welfare by providing welfare measures like recreation facilities. 8. To create a sense of belongingness among employees and to retain them.Hence, fringe benefits are called golden hand-cuffs. 9. To meet requirements of various legislations relating to fringe benefits. NEED FOR EXTENDING FRINGE BENEFITS Most organisation have been extending the fringe to their employees, year after year, for the following reasons i) Rising prices and cost of living has brought about incessant demand for provision of extra benefit to the employees. (ii) Employers too have found that fringe benefits present attractive areas of negotiation when large wage and salary increases are not feasible. iii) As organizations have developed ore elaborate fringe benefits programs for their employees, greater pressure has been placed upon competing organizations to match these benefits in order to attract and keep employees. (iv)Recognition that fringe benefits are non-taxable rewards has been major stimulus to their expansion. v) The growing volume of labor legislation, particularly social security legislation, made it imperative for employers to share equally with their employees the cost of old age, survivor and disability benefits. vi) The growth and strength of trade unions has substantially influenced the growth of company benefits and services. (vii) The management has increasingly realized its responsibility towards its employees and has come to the conclusion that the benefits of increase in productivity resulting from increasing industrialization should go, at least partly, to the employees who are responsible for it, so that they may be protected against the insecurity arising from unemployment, sickness, injury and old age. Company benefits-and-services programs are among some of the mechanisms which managers use to supply this security.TYPES OF FRINGE BE NEFITS: Organizations provide a variety of fringe benefits. The fringe benefits are classified under four heads as given here under: [pic] 1. For Employment Security : Benefits under this head include unemployment, insurance, technological adjustment pay, leave travel pay, overtime pay, level for negotiation, leave for maternity, leave for grievances, holidays, cost of living bonus, call-back pay, lay-off, retiring rooms, jobs to the sons/daughters of the employees and the like. 2. For Health Protection:Benefits under this head include accident insurance, disability insurance, health insurance, hospitalization, life insurance, medical care, sick benefits, sick leave, etc. 3. For Old Age and Retirement: Benefits under this category include: deferred income plans, pension, gratuity, provident fund, old age assistance, old age counseling , medical benefits for retired employees, traveling concession to retired employees, jobs to sons/daughters of the deceased employee and the like. 4. For Personnel Identification, Participation and Stimulation: This category overs the following benefits: anniversary awards, attendance bonus, canteen, cooperative credit societies, educational facilities, beauty parlor services, housing, income tax aid, counseling, quality bonus, recreational programs, stress counseling, safety measures etc. CLASSIFICATION OF FRINGE BENEFITS 1. PAYEMENT FOR TIME NOT WORKED:-Benefits under this category include sick leave with pay, vacation pay, paid rest and relief time, paid lunch periods, grievance time, bargaining time, travel time etc. 2.EXTRA TIME FOR TIME WORKED:-This category covers benefits such as premium pay, incentive bonus, shift premium, old age insurance, profit sharing, unemployment compensation, deewali or pooja bonus, food cost subsidy, housing subsidy, recreation etc. 3. EMPLOYEE SECURITY:-Provided with the benefits of confirmation of the employee on the job creates a sense of job security. Further, a minimum and continuous wage o r salary gives a sense of security to life. 4. SAFETY AND HEALTH:-In India, the Factories Act, 1948, stipulated certain requirements regarding working conditions with a view to providing a safe working environment.FRINGE BENEFITS IN A MANUFACTURING FIRM To study the fringe benefits provided to employees particularly in a manufacturing concern , lets look at some of the major manufacturing companies. These are: i) Larsen and Toubro iii)Nokia ii)Mahindra and Mahindra iv)Tata Motors LARSEN AND TOUBRO: The governing theme in this organisation is the well being of employees. The salary and benefits offered are on par with the best available in Construction Industry.A few important perquisites & welfare schemes are highlighted below: Special Facilities for Site employees are provided. These special facilities include: ? Subsidized accommodation, ? Part furnishing of accommodation provided ? Free transport facilities for work. ? Special Medical Insurance Scheme – This scheme is in a ddition to other medical benefits available to employees. Employees have the option of covering their parents, aged upto 85 years under this scheme. ? Retirement Benefits – All staff members are covered under Provident Fund and Gratuity Scheme. L&T Institute of Technology, Mumbai is an exclusive facility for L&T employees' children. -The Institute conducts four-year industry-integrated diploma courses in Mechanical Engineering and Electronics Engineering. On successful course completion, students are awarded diplomas by the Directorate of Technical Education, Maharashtra to which LTIT is affiliated. Prize Money for Academic Achievement: To acknowledge and motivate meritorious wards of employees, the Welfare Department of L;T presents cash awards to students who have scored high percentage marks. There are several additional benefits at Managerial Levels.Several attractive benefits are available including ? Provision of company car, ? Loans for furniture, housing ? Childrenâ⠂¬â„¢ higher education ? Purchase of Personal Computer, ? Membership of Superannuation scheme ? Reimbursement of expenses on club membership MAHINDRA AND MAHINDRA: COMPENSATION RULES AND DESIGN GUIDELINES Monthly Components Guidelines ? Basic Minimum Basic figure for skilled, semi skilled and un skilled employees is a minimum of Rs. 2650, 2950 and 3250/-. However on the safer side, Basic figure less is not less than Rs. 3500/- p. m. Income Tax Benefit: NIL House Rent Allowance (HRA) Maximum 50% basic (Metro cities) 40% basic (non metro cities).Income Tax Benefit: Excess of Actual rent paid over 10% of Basic salary OR Maximum HRA allowed (50% or 60% of basic) OR Actual Rent Paid – whichever is lower is Exempt from Tax. ? Transport Allowance Conveyance allowance meant for transportation between office and residence only. Income Tax Benefit: Exempt maximum up to Rs. 800/- per month. No proof required. ? Children’s education allowance Income Tax Benefit: Rs. 100 per child subject to max 2 children. Hence maximum Rs. 200/- is exempt Special Allowance Balancing figure – after choosing all the above components with respect to their maximum limits absorbed, remaining amount can be named as Special Allowance. It is fully taxable. ? Medical Reimbursements Pay against medical bills Income Tax Benefit: Maximum Rs. 1250/- p. m. (Rs. 15000 p. a. ) is exempt only if Original Bills are provided ? Food Coupons Non cash component, exempt up to Rs. 1000/- p. m. ? Provident Fund (Retrials) Employer’s contribution (this is given to RPFC directly. However employee’s contribution is deducted from his Monthly salary above and sent to RPFC.Hence total deduction works out to be 12+12 = 24% of Basic. Income Tax Benefit: Employee’s contribution of 12% is eligible for Deduction from Taxable income. It can be treated as exempt investment. ? Gratuity(Retirals) It is an annual component. 15 days monthly basic per year. ? Leave Travel Allowance / Conc ession (Annual) Journey within India primarily by Rail – 2nd A/c class for employee and his immediate family (spouse, children, parents, siblings). ? Gift Vouchers Non cash component, these coupon companies like Sodexho Pass provide attractive Gift Vouchers, which is given on Diwali Festival Occasion.For junior employees amount can be lower, for seniors, amount can be higher up to Rs. 5000 or so. PERQUISITES For Senior Management Employees only ? Rent Free Accommodation Income Tax effect :Taxable perquisite – Value of rent free accommodation is considered to be taxable for the period of house occupied is either of the following: 10% of Salary (for metro cities) or (7. 5% for non metro cities) + Excess of Fair Rent Value (market rent) over 60% of salary (i. e. Market Rent – 60% of salary) = Total taxable value of rent free accommodation ? Car (For personal) Owned by the EmployerIncome Tax effect: Taxable Value includes the following – Actual Running ; Main tenance expenditure incurred by the employer + Driver’s Salary + Depreciation – any amount charged by employer to employee for personal use of the car. ? Employee Stock Option Plan – Employee exercises the option plan by buying out the shares during the exercise period however tax liability occurs only when an employee sells the shares on the value of sale made under the Capital Gains head of income. OTHER BENEFITS ? Personal Accident Insurance Scheme (For employee only) Medical Insurance Scheme (For employee ; dependents which can be spouse,first two children, parents or in-laws (either of them) etc. ? Performance linked insurance plan – The Performance Linked Incentive Plan is based on employee’s Performance Ratings during the Annual Performance Appraisal Plan in the month of March / April each year. Each employee would be eligible for a performance based incentive plan based on following guidelines. Maximum Potential Incentives under PLIP will b e 30% of Total Monthly Salary. OR up to Rs. 75000/- p. a. TATA MOTORS i) Gratuity – The Company has an obligation towards gratuity, a defined benefit retirement plan covering eligible employees. The plan provides for a lump sum payment to vested employees at retirement, death while in employment or on termination of employment of an amount equivalent to 15 to 30 days salary payable for each completed year of service. Vesting occurs upon completion of five years of service. The Company makes annual contributions to gratuity fund established as trust. The Company accounts for the liability for gratuity benefits payable in future based on an independent actuarial valuation. ii) Superannuation – The Company has two superannuation plans, a defined benefit plan and a defined contribution plan. Employees who are members of the defined benefit superannuation plan are entitled to benefits depending on the years of service and salary drawn. The monthly pension benefits after ret irement range from 0. 75% to 2% of the annual basic salary for each year of service. The Company accounts for the liability for superannuation benefits payable in future under the plan based on an independent actuarial valuation.With effect from April 1, 2003, this plan was amended and benefits earned by covered employees have been protected as at March 31, 2003. Employees covered by this plan are prospectively entitled to benefits computed on a basis that ensures that the annual cost of providing the pension benefits would not exceed 15% of salary. The Company maintains a separate irrevocable trust for employees covered and entitled to benefits. The Company contributes up to 15% of the eligible employees’ salary to the trust every year. The Company recognizes such contributions as an expense when incurred.The Company has no further obligation beyond this contribution. (iii) Bhavishya Kalyan Yojana (BKY): BKY is an unfunded defined benefit plan. The benefits of the plan accru e to an eligible employee at the time of death or permanent disablement, while in service, either as a result of an injury or as certified by the Company’s Medical Board. The monthly payment to dependents of the deceased / disabled employee under the plan equals 50% of the salary drawn at the time of death or accident or a specified amount, whichever is higher. The Company accounts for the liability for BKY benefits ayable in future based on an independent actuarial valuation. (iv) Post-retirement Medicare Scheme – Under this scheme, employees get medical benefits subject to certain limits of amount, periods after retirement and types of benefits, depending on their grade and location at the time of retirement. Employees separated from the Company as part of Early Separation Scheme, on medical grounds or due to permanent disablement are also covered under the scheme. The liability for post-retirement medical scheme is based on an independent actuarial valuation. v) Pro vident Fund – The eligible employees of the Company are entitled to receive benefits under the provident fund, a defined contribution plan, in which both employees and the Company make monthly contributions at a specified percentage of the covered employees’ salary (currently 12% of employees’ salary). The contributions as specified under the law are paid to the provident fund and pension fund set up as irrevocable trust by the Company or to respective Regional Provident Fund Commissioner and the Central Provident Fund under the State Pension scheme.The Company is generally liable for annual contributions and any shortfall in the fund assets based on the government specified minimum rates of return or pension and recognises such contributions and shortfall, if any, as an expense in the year incurred. (vi) Compensated absences – The Company provides for the encashment of leave or leave with pay subject to certain rules. The employees are entitled to accumu late leave subject to certain limits, for future encashment. The liability is provided based on the number of days of unutilised leave at each balance sheet date on the basis of an independent actuarial valuation.Some other benefits advanced to the permanent employees are: ? Allowances like Transport allowance, Education allowance, Sanitation allowance, ? Leave and travel allowance etc. ? Annual Performance linked Payment ? Free Medical facility for family ? Company loans ; advances NOKIA Nokia is the world leader in mobility, driving the transformation and growth of the converging internet and communication industry. Nokia started its operations in India in 1995 and since then has played a pioneering role in the growth of cellular technology in India.Today it is the leading brand in the mobile devices market in India with one of the largest distribution networks. COMPENSATION ; BENEFITS †¢ Nokia’s Total Compensation Package is tailored for each country. †¢ It typic ally consists of elements such as annual base salary, incentives, bonuses, possible stock options or performance shares, flexible Work-Life balance solutions, and other local benefits. †¢ Nokia rewards employees for good performance, competence development, and for overall company success. This creates a positive and encouraging environment with opportunities for employees to optimize their potential and be rewarded fairly. †¢ Higher performance and contribution leads to higher rewards. The Nokia global market competitive rewards structure addresses the need for flexibility, personalization, empowerment and commitment. The basic salary is set to meet market conditions, the demands of the job and individual competence and performance. The variable part may consist of incentives or bonuses and other compensation, such as overtime pay and call-out pay.Nokia provides compensation on competitive basis it provides employees with market competitive rewards through a flexible glob al structure. The Compensation package consists the following ? Basic pay, equity bonuses and incentives ? Health and welfare benefits ? Vacation and time off The compensation also includes various benefits: ? Insurance (healthcare and life) ? Transportation (free buses) ? gifts on special occasions (e. g. birthday, marriage) ? Relocation support (need based) ? Work related mobile phone ? Education assistance ? Creche support ? Bonus SystemShort-term incentive programs such as individual, team, project/program incentives and the Nokia Connecting People Bonus allow Nokia to offer immediate rewards for employee and team achievements. Eligibility for an incentive, bonus or stock option plans is defined by the content and nature of each individual's job. Local Benefits – Additional local rewards and benefits are also developed to complement the global programs and to ensure that the local market conditions are met. Annual Reviews -Nokia has implemented a global process, where the change in the pay level for each employee is based on the results of the annual performance review.Health -Nokia's Work-Life balance solutions provide health benefits and local retirement benefits are tailored to individual needs according to factors such as tenure, contribution, performance, roles and responsibilities. Nokia offers services, programs and guidelines to support employees? possibilities to maintain work-life balance according to their changing needs and life situations. Typically they include teleworking, mobile working, flexible working hours, sabbaticals, study leaves, health care services as well as recreational activities and other activity clubs.Flexible Working -Depending on the situation and needs, flexible working solutions can provide alternative modes of working such as teleworking at home or at other locations (e. g. working at remote sites). Nokia provide employees with innovative solutions aiming at having positive effects on the overall quality of life, job satisfaction and job performance. Flexi Time – Depending on the local market conditions, employees may take advantage of flexi time including flexible working hours and part-time working. Time Off- Nokia? s flexible working solutions include unpaid time off and sabbaticals.These solutions support Nokia? s philosophy of Employee Personal Growth and Self-management and enable employees to take extended leave from work. Health-care Services – Nokia aims to maintain and improve the working environment and well-being of its employees by offering medical check-ups, counselling and insurance programs to the employees. Volunteering – Nokia's global volunteer program Nokia Helping Hands gives employees a chance to contribute their time and effort to worthy causes in their communities. Nokia employees can use 1-2 working days per year for Nokia Helping Hands volunteering.Other Services – Sporting, social and cultural activities and workplace relationships are promoted within the company. These well-being services can also include laundry service, cafeteria, take-away food, day care and on-site concierge services etc. CONCLUSION Each company is pioneer in their own way of producing their products and equally compensating the employees. TATA Motors, L&T and most companies have evolved from the traditional fixed pay and more and more variable pay is introduced in every company. Nowadays we find that the variable component is quite large as compared to the fixed one.There are huge advantages due to a variable pay and fringe benefits which are as follows: ? Employee accountability ? Motivation to perform more ? Performance leading to rewards and recognition ? High self motivation to perform However, critics have argued that such a pay structure would always put huge loads of pressure on the employees and hence an employee is looked merely as a machine with no emotions. Some of the disadvantages may be as follows ? Increased stress levels due to heavy expectations ? Performance anxiety ? Employee worn-outThus the three manufacturing companies are equally good in compensating the employees. It should be noted that by giving only monetary benefits would not suffice the needs of the employees as not everyone is motivated only by money. Nokia has this ideology of overall growth of an individual which is the best way to compensate an employee. Thus the company should look after the overall growth of the individual and align his career aims with the goals of the company. [pic] ———————– Personnel Identification, Participation and Stimulation Old Age and Retirement Health Protection Employment Security

Resume summariesâ€how to write and use them

Resume summaries- how to write and use them Your resume has your contact information. It has your education and experience. It even has a creatively written section that makes your hobby of making small hats for cats look relevant for your next job opportunity. But are you sure you’re done and ready to send it out? Let’s look at whether your resume needs to have a resume summary- and if so, how to get it done. What IS a Resume Summary, Anyway?You might think that â€Å"resume summary† sounds like an objective, or a headline. And in theory, it’s similar: a resume summary, or statement, is a brief piece of text at the top of your resume, designed to call the reader’s attention to specific information. But the similarities actually stop there. A resume summary is a little more in-depth than your average headline, which is a pithy one-liner that sums you up. And while an objective tells the reader more about your goals, a summary is a way to convey what you already have in your pocket- skills, ex perience, awards, etc.The resume statement is more of a highlight reel than a headline, calling out a few key bullet points that make your resume The One. The reader will (ideally) find more information about these points later in your resume, but the summary gives them a sneak peek, and helps to grab attention to ensure that they keep reading. After all, the average recruiter or hiring manager spends only a few seconds reading a resume before deciding whether to keep it or junk it and move on to the next candidate. Those seconds are precious, so you want any advantage you can seize.You may also have seen resume statements referred to as â€Å"executive summary† (for high-level positions), â€Å"competencies,† or â€Å"qualifications summary.† These are all just different ways of saying the same thing: a collection of the talking points you want to set for your resume.Do You Need a Resume Summary?Short answer: no one has ever died from not having a resume summar y. And it’s not an element that every job seeker necessarily needs. Although it’s optional, resume statements are a way to help make your resume stand out in a pile of similar-looking printouts, from people who may be very much like you (at least on paper). Consider using a resume summary if you are:Experienced in your fieldLooking to move up in the same fieldTrying to emphasize particular stats (like sales performance, awards, or special skills that set you apart)In these cases, the resume summary is helpful because it calls out the stars of your resume- the experience points you’ve built throughout your career. You have an advantage here over the hiring manager: you know how qualified you are for the job, and what you bring to the table. Because you already have that information, isn’t it also your responsibility to make sure it sees the light of day?In an ideal world, every hiring manager or recruiter would take the time to pore over each resume, looki ng for nuances and details that show how qualified the candidate is. In reality, these are busy professionals just trying to move things along so they can fill a position. They may be juggling all sorts of other duties with the hiring process, so there just may not be enough time and attention to give each resume what it deserves. Or your resume isn’t being read by human eyes at all, but rather a screening program- and in that case, a resume summary offers you an extra chance to cram in some high-quality keywords to help bump you up to the next round.Consider skipping the resume summary if you are:Seeking an entry-level job with little experienceChanging careers without much experience in the new fieldIn those cases, where you don’t necessarily want to call attention to the experience you don’t yet have, an objective statement might be much more effective. So it’s really your own judgment call. Think about what you’re applying for, what your on-pap er strengths are, and decide accordingly whether you really need to include a resume summary.Writing a Resume SummaryOnce you’ve decided that a resume summary belongs on your own resume, let’s talk about how to craft one. Here are three strategies to use while writing your sentence.Keep it short. Include a few sentences (usually 4-6), either as bullet points or a brief narrative paragraph. These points should outline what makes you most qualified for the job at hand.Use strong, concise writing that gets right to the point. Action verbs are definitely your best friends here. You want your words to pack a punch, without taking up too much space in your valuable resume real estate.Target the information directly to the job for which you’re applying. Your whole resume should be targeted and edited accordingly for each job opening, but this is especially true in your resume summary, given that it’s your attempt to get noticed for all the right reasons. And thi s is where proofreading your resume becomes extra important- you don’t want information applicable to Job X sneaking into your resume for Job Y, especially in a high-profile spot like the resume summary. That’s almost like putting the wrong company name in your cover letter (which I’ve seen done- and it’s not pretty).And what should this information be, you ask? It can actually be anything you think is important to convey about yourself for the job opening: skills, experience, honors, direct qualifications. To figure out what you want to include in your summary, ask yourself some key questions:What are my top selling points as a candidate here?What were the high points of my career so far?What are my key strengths?What is my greatest value as a potential employee?What certifications or achievements do I have that can set me apart?What can my strengths do for this company?At this point, feel free to brainstorm. Write down what you think should be included, then take that bigger list and wrangle it into the 4-6 bullet points you think are most essential.Let’s look at some different examples of resume summaries, from different fields.OPERATIONS COORDINATORSeasoned project manager with 10+ years of completing large-scale projects on time and on spec. Excellent written and verbal interpersonal communications skills, with a focus on managing client relationships and communicating with stakeholders at all levels. Proficient in JIRA and Basecamp project management tools. Expert in leading diverse teams to timely and successful outcomes.This summary hits several key points in a very short amount of time. Right away, the reader knows that he has 10 years of experience, is good at working with team members, and is focused on results.SALES QUALIFICATIONS SUMMARYSales director with a 15-year track record of team leadership and surpassing sales goals by an average of 5%.Innovative approach to sales and customer data analysis to generate mo re/better leads.Increased customer base by more than 10%.Adept at coaching and developing talent to build teams and enhance company performance.This summary goes for a very direct, bulleted approach. This sales director wants you to know that she gets results, and provides snippets of sales and customer performance stats (which can be fleshed out later in the resume). She also emphasizes team-building and leadership, instead of just saying, â€Å"I have leadership skills.†REGISTERED NURSERegistered nurse with more than 12 years of providing end-of-life care in a hospice setting.Extensive experience and thorough understanding of pathophysiology of terminally ill patients.Work extensively with patients and families to ease the transition to hospice care, and educate patients on what to expect.Currently lead a team of charge nurses to provide comprehensive, seamless care for hospice patients.Certified Hospice and Palliative Nurse (CHPN ®) since 2005.This nurse uses her resume summary to do two things: show her experience and certification, and also to call out her patient care skills, mentioning how she relates to patients and their families in the hospital setting.Remember: your summary shouldn’t be a complete rundown of your resume. You just want it to be the greatest hits, so that the reader can read it and think, â€Å"Hmm, this person sounds great from these introductory bits. Tell me more!† You can go more in-depth with your experience bullet points, or your skills summary later on. The summary is a chance up front to set the narrative for your own resume, and let the reader know that the time they spend reading and considering your resume will be worthwhile.Good luck!

Prothesis in English grammar

Prothesis in English grammar Prothesis is a term used in phonetics and phonology to refer to the addition of a  syllable  or  a sound (usually a vowel) to the beginning of a word (for example, especial). Adjective: prothetic. Also called intrusion or  word-initial epenthesis.   Linguist David Crystal notes that the phenomenon of prothesis is common both in historical change  . . .  and in connected speech (A Dictionary of Linguistics and Phonetics, 1997).   The opposite of prothesis is aphesis  (or  aphaeresis  or procope)that is, the  loss of a short unaccented vowel  (or syllable) at the beginning of a word.   The intrusion of an extra sound at the end of a word (for example, whilst) is called epithesis or  paragoge. The intrusion of a sound between two consonants in the middle of a word (for example, fillum for film) is called anaptyxis or, more generally, epenthesis. Examples and Observations And its a hard, and its a hard, its a hard, its a hard,And its a hard rains a-gonna fall.(Bob Dylan, A Hard Rains A-Gonna Fall. The Freewheelin Bob Dylan, 1962)My characters will hence forth go afishing, and they will read Afield Astream. Some of them, perhaps all of them, will be asexual.(E.B. White in a letter to a New Yorker editor who changed the word fresh to afresh in one of his essays)[A prothetic sound is a vowel etc.] that has developed historically at the beginning of a word. E.g. the e of establish is in origin a prothetic vowel in Old French establir, from Latin stabilire.(P.H. Matthews, Oxford Concise Dictionary of Linguistics, 2nd ed. Oxford University Press, 2007)Old fond eyes, beweep this cause again.(King Lear in The Tragedy of King Lear, by William Shakespeare)

Effect of Childhood Sexual Abuse Within Institutions Literature review

Effect of Childhood Sexual Abuse Within Institutions - Literature review Example udy Conclusions 29 Recommendations for Future Action 30 Chapter Summary 34 List of Works cited 35 CHAPTER ONE INTRODUCTION Overview Childhood sexual abuse is a human rights violation affecting all age groups within the childhood period globally. Effects of the Childhood sexual abuse on young lives are very devastating and have both short and long term consequences. Prevalence rate of sexual abuse has been difficult to determine for various reasons; estimates have broadly varied as a result of different definitions of the term and the sensitive nature of the phenomenon accompanied by shame and stigma experienced by victims (Julia, P.46). This makes it disincentive for victims to report its occurrence for fear of stigmatisation. World Health Organization (WHO) estimates that about 223 million children (150 million girls and 73 million boys) have experienced forced sexual intercourse or other forms of sexual violence globally as reported by (Dube and Anda, p.123). Recent research effort s suggest that sexual exploitation and abuse within institution is a widespread but largely unrecognized problem in many countries. The closed nature of the school environment means that children can be at great risk of sexual abuse in schools. There is a recognized child sexual abuse problem in schools. For this realization, the following dissertation seeks to establish the effects of childhood sexual abuse within institutions. The first chapter introduces the research problem by presenting background information, stating the objectives and significance of the study as well the research questions. Background to the study The UN Convention on the Rights of the Child (Article 34, CRC, 1990) prohibits child sexual abuse. Since UK is a signatory to this convention, (Brown, p.74) argues that... This study has established that Child Sexual Abuse exists in all the schools in the study areas. Child sexual abuse is intense and widespread mostly in SHS and JHS, manifesting itself in both contact and non-contact forms. Girls are more vulnerable than boys in a ratio of 11: 9 and children within age range of 14-16 years are more at risk of sexual abuse. Poverty, sexual pleasure, lack of protection and peer influence are found to be the main causes of child sexual abuse in schools in the areas studied. The weak protective environment is further complicated by the ineffective enforcement of laws and implementation of policies and programmes designed for child protection. This study employed both exploratory and descriptive survey. This research approach sought to elicit facts and data on the nature, distribution, degree and the reasons for perpetration of child sexual abuse in schools in the study areas, as well as respondents’ beliefs and perspectives and clearly describe the m. Additionally the present study employed library based research design whereby secondary information from multiple archival sources was also compiled to compare and validate the primary sources of empirical materials. This paper makes a conclusion that the study presented in the preceding chapter four and outlined the conclusions that the study found relevant. The chapter further highlighted several recommendations that can be adopted for conducting future research in an attempt to address the research problem under investigation. Several key issues that have emerged throughout the dissertation were revisited as highlighted in the foregoing sections.