A Parasite Is Defined As An Organism That Lives In Or On Another Organ

A parasite is defined as an organism that lives in or on another organism, called a host (2). If the parasite has the capacity to cause disease in the host then the parasite is called a pathogen. Disease in the host is caused by the infection of the parasite. The interaction between the host and parasite is complex. Both the pathogen and the host strive for survival in some of the cases. The pathogen divides within or on the host in an attempt to keep its species alive while the host's defense mechanisms simultaneously attempt to eliminate the pathogen. The extent of the battle for survival varies depending on the relationship. This paper discusses the disease state of Chlamydia; how the organism invades its host, evades the host's defense mechanisms, multiplies within the host, and is released from the host. Certain aspects of the chlamydiae will be compared to the other pathogens, Rickettsia and the Herpesviruses as they relate to the disease state. Bacteria are classified into four categories according to shared characteristics, these categories are then divided into groups, and the groups are divided further into subgroups. The ninth group of bacteria contains only two subgroups called the Rickettsias and Chlamydias (1). According to 16S r RNA sequencing Rickettsias are related to the purple Bacteria and Chlamydias comprise a major branch of Bacteria (2). Viruses are not grouped among the prokaryotes. In fact viruses are not really organisms by definition. They are genetic elements that are replicated by host cells. The herpesvirus group contains over seventy viruses all of which are potentially pathogenic. Only five of these viruses infect humans. This group of viruses resemble each other and have biological properties in common, particularly the latency-reactivation stages in the disease state. Before discussing the host-parasite interactions the developmental cycle of chlamydiae need to be mentioned briefly. Chlamydiae alternate between two cell types called elementary bodies and reticulate bodies. The elementary bodies are released from infected host cells and enter uninfected host cells. In the newly infected host cells the elementary bodies transform to reticulate bodies. The reticulate bodies divide in the host cell and then transform themselves into new elementary bodies. The elementary bodies never divide and the reticulate bodies never invade host cells, they are both incapable of doing the other's job. The morphology and metabolisms of viruses are completely different from that of bacteria. The herpes group of viruses consist of a central core, called a nucleoid, containing the viral DNA. The nucleoid is surrounded by a capsid made of tubular protein subunits called capsomeres. The capsid is surrounded by an envelope coated with viral antigens. Other viruses have variations of this morphology. In the sense that chlamydiae change form between infecting and multiplying they can be compared to viruses. Viruses have extracellular and intracellular forms. In the extracellular form the virus is in the form described in the previous paragraph. When the virus infects the host cell it leaves behind its capsid and envelope so that only its nucleic acid enters the host cell. The viral nucleic acid is replicated by host cell machinery. So both chlamydiae and viruses, including the herpesviruses, have an extracellular form that attaches to the host cell and an intracellular form that replicates or is replicated in the host cell. The first step in the host-parasite interaction is the attachment of the parasite to the host cell. Chlamydial cell walls resemble those of gram-negative bacteria except that the chlamydial cell walls lack peptidoglycan. Instead of the peptide cross links in the peptidoglycan layer, disulfide bonds between outer membrane proteins provide rigidity to the wall. Interestingly, rickettsiae also have a gram-negative type of cell wall and they too lack peptidoglycan. The same outer membrane proteins of the chlamydial cell walls have also been reported in the scrub typhus rickettsiae. It has been suggested [by Hatch et al.,(1981) that] negative chlamydial ligands are neutralized by electrostatic interaction with host ligands, thus leading to the binding of chlamydiae to host cells by powerful van der Waals forces (3). It is not yet clear whether chlamydiae enter the host cell by means of microfilament-dependent phagocytosis or receptor-mediated endocytosis or if both of these pathways are s omehow involved together (3). The major

Lorena and John Bobbitt Revenge Story

Lorena and John Bobbitt Revenge Story Lorena Bobbitt made headlines around the world when she cut off half her husbands penis and threw it out a car window on June 23, 1993. The Incident On the night of June 23, 1993, 26-year-old John Wayne Bobbitt came home to his Manassas, Virginia apartment after a night out partying and drinking. According to his wife, Lorena Bobbitt, John then raped her. The couple had already been married for four years and during that time, Lorena had allegedly suffered from years of emotional, physical, and sexual abuse by John. John also frequently boasted about his infidelities and had forced Lorena to have an abortion. All this built up to this particular night  when Lorena finally snapped. While John was asleep, Lorena got out of bed and went into the kitchen for a drink of water. While in the kitchen, she saw an eight-inch carving knife sitting on the counter. Lorena grabbed the knife, then walked back to the bedroom where John was sleeping. She pulled back the covers and then sliced John Bobbitts penis nearly in half. Throwing It Out the Window In a daze, Lorena got into her car and started heading to her work, while still holding both the knife and the severed penis. After driving for a little while, she rolled down her car window and threw the severed penis out the window. It landed in an empty field. Shortly thereafter, Lorena realized, at least partly, the severity of her actions and called 911. John was rushed to a hospital in the hopes of stopping the bleeding. After an extensive search by police, Johns severed penis was found, packed in ice, and also rushed to the hospital. After nine hours of surgery, John Bobbitts penis was reattached. The Trial and Worldwide Publicity The story of Lorena and John Bobbitt quickly became international news. The brutality of the Bobbitt incident seemed to have struck a chord with the public. Men feared that kind of brutal retaliation and many women cheered for the obvious revenge. It made many couples analyze their own interactions and relationships. It also brought public attention to spousal rape. In 1994, Lorena Bobbitt went to trial for her actions. After many witnesses confirmed the long history of abuse, the jury found Lorena to be not guilty due to temporary insanity. She was sentenced to undergo a 45-day evaluation period in a mental hospital, after which she was released. In 1995, Lorena and John Bobbitt divorced. Life After the Brutal Attack Because of the publicity from both the incident and the trial, Lorena and John Bobbitt had become public figures. However, while Lorena tried to hide from the spotlight, John seemed to delight in it. Since the incident, John has appeared in a number of celebrity shows and more notably, made two adult films. Lorena, on the other hand, has worked as a real estate agent and a hair stylist and established ​Lorenas Red Wagon, an organization to help other women who have suffered from domestic abuse.

Briefly examine the place of ethno-religious identity and affiliation Essay

Briefly examine the place of ethno-religious identity and affiliation within the rise of the group calling itself IS ect. and how this group should be opposed - Essay Example The sympathizers of the group argue that it is only applying Islam fully, an argument it uses to justify the killing of its opponents. The IS was founded by Abu Musab al-Zarqawi. In 2003, the group attacked a UN compound in Baghdad in one of its biggest attacks. The attack claimed 22 lives, among them the UN special representative Sergio Vieira de Mello. The attack was closely followed by the killing of 150 people in twin attacks in Baghdad and Shiite during the Ashura festival. The group’s leader also personally beheaded American and British hostages in the year 2004. It is in the same year that group joined Al-Qaeda to be known as Al-Qaeda in Iraq (AQI). It is said that the group was part of Al-Qaeda and was expelled from Afghanistan for being too extreme and radical. In fact, it participated in the war against American forces after the death of President Saddam Hussein. In 2013, the group was actively involved in the Syrian Civil War, where it grew its tenets. In fact, the Islamic state emphasized more on building an Islamic state rather than the regime change that was so desired. The group has been on a growth trajectory ever since as is evidenced by the establishment of an Islamic caliphate in mid 2014. The group’s caliph was declared to be Abu Bakr al-Baghdadi. The group, in 2006, planned to enforce its sharia laws in Iraq but was opposed by the local community. Tribal militias, with the support of American forces, fought against the ISIS group pushing it off Iraqi. Following the Iraq government’s failure to recruit the tribal militias in the security forces, they turned and joined ISIS. Between 2013 and 2014, the group built its base in Syria, specifically in Raqqa district. The struggle to seize this area, however, was not an easy one because they faced challenges from other rebel groups. The group used the tactic of divide and rule to strengthen its allies and weaken its antagonists. This strategy effectively helped IS to

The history of lynchings in the united states between 1882 and 1930 Research Paper

The history of lynchings in the united states between 1882 and 1930 - Research Paper Example This traditional narrative, for all its tragedy, excluded the White males, White females, and black females who were also lynching victims and took for granted the dynamic part of White women in supporting or opposing mob violence. Moreover, Black women were completely absent in the mainstream lynching narrative (Logan, 1999). However, as this paper argues, Black women belonging to the middle class, headed by Ida B. Wells, became the most expressive and bold detractors of lynching. The work of Ida Wells against lynching provokes a re-evaluation of the extraordinary influence of Black women on structured campaign against lynching. Ida’s revolutionary analysis of the politics of race and gender and her worldwide exposure crusade signified a radical deviation to the public role of Black women. It initiated the presence of feminization within American reform that oriented its critical tendencies into a more cultivated type of women’s position (Logan, 1999). The campaign of Black women against lynching by the 1920s, even though remained public, was influenced more powerfully by sexuality and gendered practices of women’s society, evangelicalism, charity, and the expression of motherhood and womanhood (Loewenberg & Bogin, 1976), all uniquely dissimilar from the prior campaign of Ida. The lynchings of Will Stewart, Calvin McDowell, and Thomas Moss in 1892 were not an issue for their uncommonness: in 1892, hundreds of Blacks were murdered by furious mobs for suspected crimes against White people (Brundage, 1997, 295). The site of the lynchings in Tennessee was not noteworthy; seventeen Black people from Tennessee were lynched in 1892 and forty-six Blacks had died in a race disturbance in Memphis in 1866 (Brundage, 1997, 295). The three casualties took particular relevance mainly due to their influence on Ida Wells as a young writer. She was well acquainted with the three men. Infuriated by the death of her comrades, Ida mustered her great gifts and efforts to

Learning Disabilities of Gifted and Talented Children Research Paper

Learning Disabilities of Gifted and Talented Children - Research Paper Example In 1981, the Johns Hopkins University arranged a tutorial in which experts belonging to both the fields of the giftedness and learning disabilities were called together to consider this issue from various aspects (Brody and Mills, 1997). That was the time when the educationalists expressed interest in addressing the concerns of the gifted children as well as others with the learning disabilities, but the students with both the traits had not received sufficient recognition. The participants of the tutorial mutually consented upon the existence of the students with both the traits and also the fact that they are overlooked because of the conventional trend of assessing the students either for learning disabilities or for giftedness. The dual exceptionality has been defined as â€Å"emerging within the context of moral concern for the civil right of all children to have an appropriate public school education that will help them fully develop their potential for life satisfaction and c ontribution to society†. Children who are gifted and also have the learning disability can be characterized into three main subgroups. The first kind is of those students who are known for their giftedness but they experience difficulties in the school. These children are perceived to be underachievers. Their underachievement is attributed to their lack of motivation, the subjectivity of self-perception and laziness. For a major part of their educational tenure, their learning disabilities remain unidentified.  ... For a major part of their educational tenure, their learning disabilities remain unidentified. As the level of difficulty of the studies increases, things become so difficult for these students that they fall considerably behind their class fellows and thus, they become prominent as students with learning disabilities. The second kind of these students is that in which the students’ learning disabilities are known but their giftedness is unrealized. So this kind is the opposite of the first kind. The population of this kind of students with dual exceptionality is larger than that of the first kind. Baum (1985 cited in Brody and Mills, 1997) conducted a research and found this kind of students to be 33 per cent of the total number of students with learning disabilities. The intellectual abilities of these students are underestimated because of their poor performance in the IQ tests or inadequate assessment of the teachers. These students are not fortunate enough to be referred for the gifted services because their giftedness is never realized. The third kind of students with dual exceptionality is the largest in population. These are the students whose abilities and disabilities cover each other. The students of this kind are educated in the general classrooms and are deemed unsuitable for the services prescribed to the students with learning disabilities or giftedness. These students are thought to possess average abilities. Despite the fact that the magnitude of performance of these students is considerably lower than it can potentially be, they perform good enough to pass and are hence promoted. However, as the level of difficulty of the education increases, these students start to

The Turnover Culture In The Hotel Industry

The Turnover Culture In The Hotel Industry Part B Abstract It is revealed that high labor turnover is a major global problem in hotel industry. The human resource management in the hotel industry is facing challenge about retaining employees and minimizes the turnover. Therefore, it is worth to investigate about the human resource management in the hotel industry. The purpose of this study is to explore the labor turnover in hotel industry, and its associated the factors affecting the labor turnover and how to manage the labor turnover. The labor turnover in hotel industry is influenced by the work related factors, external factors and external factors. According to some statistics, the cost of labor turnover in hotel industry is very high. Moreover, some retention strategy are propose to overcome the labor turnover are discussed including training, employee motivation and employee recognition. Section 1 : Introduction Reason for choice of topic The tourism industry is the leading industry in many countries. Hong Kong tourism industry contributing $162.8 billion or 10.8% of gross domestic product in 2009(http://www.gov.hk/en/residents/, http://www.tourism.gov.hk/textonly/english/statistics/statistics_perform.html ) and Thailand tourism industry generate 6.5% of gross domestic product in 2008 (http://www.thaiwebsites.com/tourism.asp). Accommodation is an essential element of tourism service and it is vital to the quality of the tourist experience, as it constitutes a major part of consumption. This study is to investigate the labor turnover in the hotel organization. It is general known that the hospitality industry has a major challenge about the labor turnover and staff stability rates. These problems are usually occur in the front-line staff as it is related to a lot of unfavorable working conditions in hotel, such as the long working hours, unstable working schedule and lack of promotion opportunities. Therefore, many people are not willing to enter to the hotel industry or some people have work for many years in hotel industry but shift to another industry because of those unfavorable working conditions. Besides, the human resource management in the hotel industry are facing some serious problems about retaining the employees and recruits the right people to fill in the right job. Therefore, it is worthwhile to investigate the factors that cause the front-line employees to quit the job. In addition, to discuss what the human resource management can do to retain the st aff and manage the labor turnover in the hotel organization. Another reason for choosing this topic to study is the authors want to become the human resource manager in a hotel. Therefore, it is vital that the author have a clear understanding of what challenges that the human resource management are facing and to use the specific approach to overcome those problems. 1.2 Academic objectives of dissertation This paper aims to achieve the followings objectives: To find out what is the meaning of labor turnover and have an overview of the turnover culture in the hotel industry To discuss the factors that influence labor turnover in hotel industry. To explain the cost of labor turnover in hotel industry. To find out what the human resource management can do to managing the labor turnover. Outline of sections In section 1, the author talked about her reason for choice this topic and the major objectives through this project. In section 2, the authors explained the concepts of labor turnover briefly and provide an overview of the turnover culture in the hotel industry. In section 3, the author would explain the factors influence the turnover in the hotel industry and have an understanding of the cost of labor turnover. It could help to show the labor turnover is a serious problem within the industry. Moreover, in section 4, the author wants to make others understand how to manage the labor turnover in the hotel industry. Finally in section 5, would be the summary and conclusion about this project. Section 2: Literature review 2.1 What is labor turnover? According to Price (1977, p.15) the term turnover is defined as the ratio of the number of organization members who have left during the period being considered divided by the average number of people in that organization during the period and also each time a position is vacated, a new employee must be hired and trained. This replacement cycle is known as turnover (Woods, 1995, p. 345). Labor turnover refers to the movement of employees in and out of a business. Labor turnover affects both workers and firms: workers may need to learn new job-specific skills, whilst firms incur the costs of hiring and training new workers (Brown et. al., 2009). The new workers may be more highly motivated and more highly skilled. Hence, turnover may enhance firm performance. However, high labor turnover causes problems for the firm as it is costly, lowers productivity and morale. Labor turnover can be divided into two main types: voluntary, where the employees leave of their own free will, and involuntary, where the employer decides that employment should terminate. Retirement can fall into either category (Boella, 2000). Most often the voluntary turnover arises where some employees leave to escape negative work environment factors and other are pulled away from the organization by more attractive opportunities and Cheng and Brown (1998) stated that people quit their job for many reasons, but most reasons are not related to management. In recent study, the involuntary turnover can applied to those employees have a poor performance or have did some serious mistakes then the organization would encourage them to quit than fire them. 2.2 The turnover culture in the hotel industry Everyone knows that the hotel industry is a highly labor-intensive industry but the high labor turnover is a serious problem within the industry all around the world. Some theorists such as Mobley (1977), Price (1977), Price and Mueller (1986) identified a range of other variables such as pay, communication, social integration, reutilization, role overload, promotional opportunity, training, supervisor and co-worker support, and distributive justice as having a significant impact upon turnover. According to the research Griffith University, the primary reason for managerial and operational turnover was voluntary resignation, followed by an internal transfer. Performance related terminations were very low. The main motivating factors for executives, managerial and supervisory staff to change jobs, within the hotel industry, were better career opportunities and better working hours. Changing jobs outside the industry was primarily motivated by higher salaries, working hours and better career opportunities. The data suggests that higher wages and better working hours are the major drivers for managerial employees to leave. Similarly, operational staff seek better wages, better working hours and improved career opportunities. In the pervious years, a small among of staff in hotel industry will stay for longer than five years but the voluntary turnover is gradually increase compared with the last decades. According to Kennedy and Berger (1994, p. 58) they stated that, in the hospitality industry, the highest turnover occurred during the first 4 weeks (in employment). The cause of turnover is often poor human resource decisions and the unmet expectations of newcomers. 2.3 Factors affecting employee intent to leave in the hotel industry There are many factors affecting employee turnover. According to a widely accepted though, employees usually quit their jobs because of lack of wages. However, many studies show that there are also many complex factors affecting employee turnover other than wage, such as the management of the company, economics, and psychology. In the following section, some factors affecting employee turnover are discussed. 2.3.1 Work Related Factors The work related factors are other factors that will influence the labor turnover in the hotel industry. The following section will mainly focus on the job satisfaction, pay, working environment, work performance, promotion opportunities and the organization commitment how to influence the labor turnover. 2.3.1.1 Job Satisfaction Job satisfaction is containing the satisfaction with pay, satisfaction with the work itself, satisfaction with the supervision, satisfaction with the promotion opportunities (Khatri et. al., 2003). According to Davis (1981), job satisfaction can be defined as pleasantness or unpleasantness of employees while working. In addition, Oshagbemi (2000) has defined job satisfaction as individuals positive emotional reaction to particular job. The term job satisfaction is considered an attribute that exists as the equity of a variety of desired and non-desired job-related experiences. It is also defines as the degree of fit between the features of a job and employees expectations. In addition, there are researchers who view that job satisfaction is a result of both employees expectations and aspirations and their existing status (Clark Oswald, 1996). When the employees with a lack of job satisfaction they will be quitting the job, and the basic reason is that they expect to have a more sati sfying job. On the other hand, if the employees have a high job satisfaction, the organization will be fewer labor turnovers. Price and Mueller (1981) stated that job satisfaction has an indirect influence on turnover through its direct influence on formation of intent to leave. Another study stated that employees with higher degree of trust would have higher levels of job satisfaction in the hospitality industry (Gill, 2008). 2.3.1.1.1 Pay According to the past study, the average annual wages of hotel are very low compare with the other industries such as the IT technology and education industry. A low starting salary is found in the frontline department in the hotel industry such as the housekeeping, Food and Beverage and front office. It was shown that dissatisfaction with pay is among the significant factors responsible for turnover (Pavesic and Brymer, 1990; Pizam and Ellis, 1999). Pay is received by the staff and money is equivalent to staffs effort to provide service. The salary, compensation and fringe benefit received by the staff are also the pay. Therefore, if the pay is increase, it can reduce the labor turnover. The relationship between pay and job satisfaction has received considerable attention (Churchill, FordWalker, 1974; Lawler, 1995). The pay was the most important job attribute contributing to job satisfaction in the Hong Kong hotel industry. Therefore, higher pay is significantly related to greater job satisfaction. The staff will be more satisfied with their job when the actual pay is more than the expected pay. The other situation that causes the staff to be more likely to leave their organization is that when they perceive that they are receiving lower salary but they know the other people elsewhere are offered better pay. Therefore, offering higher wages than competing organization will enable the organization to retain some talented worker. 2.3.1.1.2 The work itself The work itself is a critical dimension in employee job satisfaction (Luthans, 1992; Lawler, 1995; Qu, Ryan Chu, 2001; Groot Van Den Brink, 1999) and Glisson and Durick (1988) considered the worker and the nature of the work itself as two important factors affecting job satisfaction. The internal satisfactory factors are related to the work itself, such as: feeling of achievement, feeling of independence, self-esteem, feeling of control and other similar feelings obtained from work. And the external satisfactory factors such as: receiving praise from the boss, good relationships with colleagues, good working environment, high salary, good welfare and utilities. There is a relationship between job satisfaction and stress. Barsky, Thoresen, Warren and Kaplan(2004) argued that high level of work stress will be decrease the job satisfaction and finally leaving the organization because workers feel their job duties are difficult to fulfill. Price (1977) divided job stress into four types: lack of resources to perform, the amount of workload, the clarity of the role obligations and the role conflict. Those job stresses will also make the employees intent to quit the organization. 2.3.1.1.3 The supervision Supervision, being one of the dimensions of job satisfaction (Rust et al., 1996), is defined from the employee-centeredness perspective, it is manifested in ways such as checking to see how well the subordinate is doing, providing advice and assistance to the individual, and communicating with the worker on a personal as well as an official level (Luthans, 1992, pp. 121-122). Some information show that, satisfaction with supervisor will influence job satisfaction positively and finally decrease the labor turnover. If the supervisor provide more concern and social support to the employees, they will be more satisfy and the turnover will be decrease. 2.3.1.1.4 The promotion opportunities Price (2001) stated that promotion opportunities are the potential degree of movement to a higher level status within an organization. The promotion opportunities are also the important category to define the employees are satisfy or dissatisfy, because promotion opportunities are usually associated with increase the salary. However, the result show that hotel sector are lack of promotion opportunities rather than not having enough fair promotion policy (Iverson and Derry. 1997). Due to the hotel industry are lack of promotion opportunities, it will reduce the chance to retain the talented employees in the organization. When employees suffering from unfair treatment, they will change their job attitude immediately and may quit in long run (Vigoda, 2000). 2.3.1.2 The Organization Commitment According to Pennstate (2006), organizational commitment is the relative strength of an employees attachment or involvement with the organization where he or she is employed. Organizational commitment is important because committed employees are less likely to leave for another job and are more likely to perform at higher levels. There are three dimensions of organizational commitment, which are affective commitment, continuance commitment and normative commitment. Turnover literature has consistently found a strong relationship between turnover and organizational commitment, indicating that employees with low commitment are likely to withdraw from the organization. Alternatively, a positive relationship has been found between organizational commitment and career progress or internal promotions indicating that promoted employees are more likely to exhibit higher organizational commitment. 2.3.1.3 Work Performance Employees work performance is another factor affecting labor turnover. According to a study conducted by Jewell and Siegal (2003), it was found that the employees having high performance were not willing to leave their jobs. At this point of view, if the employees having low performance leave their jobs for any reasons, labor turnover is not an important matter for the company. On the other hand, if the employees have a high job performance. Low wages, exclusion from prizes, unsuitable jobs are also among the reasons causing low performance and high employee turnover. 2.3.1.4 Personal Reason Some employees also leave their jobs because of personal reasons. A principal reason that employees leave their jobs is lack of incentives (Pizam and Ellis, 1999). Employees may simply want recognition or an opportunity in advance. For example, The Ritz Carlton Company has reduced employee turnover by focusing on quality recruitment, providing better training and orientation, establishing realistic career opportunities and creating long-term incentive and reward systems. 2.3.2 Demographic Factor Most voluntary turnover models include demographic variables such as age, gender, race, tenure, marital status, number of dependents, and educational experience. However, this paper only focuses on the level of education, gender, marital status and age. 2.3.2.1 Level of Education One of the major challenges of the hospitality industry is the retention of highly educated employees. We define highly educated staff as employees who have followed a higher education program at a bachelors or masters level successfully ( Deery and Shaw, 1999). Carbery et al. (2003) noted that those more highly educated managers or non-managers are more likely to intent to make a turnover decision. One research study by (Blomme et. al., 2010), it shows that among alumni of the Hotel School The Hague who are working worldwide has shown that within 6 years after graduation about 70% of all graduates from the hotel school The Hague leave the organization in which they are working. The more highly educated staff will be less easily satisfied with their jobs than those staff with lower education level because the highly educated staff have higher expectations in job status and salary and they may not be willing to join or stay in the hotel industry. In addition, the external labor market s will provide many opportunities for those highly educated people to satisfy their high expectation on financial benefit. (Wong, Siu Tseng, 1999) 2.3.2.2 Gender Some study noted that, the female and male have their particular behavior that would influence the labor turnover. According to a study conducted by(Doherty and Manfredi,2001:62), it was found that women workers leave their jobs more than men workers, because the roles of women have to taking care of children, having baby in a society and doing house work. In addition, Hersch and Stratton (1997) stated that women, especially married women, spend more time engaged in household activities and are substantially more prepared to quit their job for a family-related reason than men . Some women workers also do not want to return to their jobs after having baby. On the other hand, the study conducted by Tang and Talpade (1999), it stated that males tended to have higher satisfaction with pay than females, whereas females tended to have higher satisfaction with co-workers than males. Its means that women tend to rate social needs as more important than men such as working with people and being helpful to other. Men tend to consider pay more important than do women. Women often begin their careers with much lower expectations than men do and they are willing to take career risks and change employers to do so. Finally, women workers usually work at the entry level jobs in hotel and accordingly get less pay than their men co-workers. According to a study conducted by Iverson (2000) in the USA, it was found that women managers in hotel got very less wages than men managers whether in the beginning or top of their careers. In a similar study, it was found that men workers got more wages than women workers got (Burgess, 2000). It was also found that in order to balance the wage differences among men and women workers, basic and routine job were given to women workers than men workers. 2.3.2.3 Marital Status According to Pizam and Ellis (1999), it stated that marital status could influence labor turnover. Those married employees are most concerned with the balance between their work and family life. Hom and Griffeth (1995),stated that married employees will not want to have a voluntary turnover. Because they have many concerns about the financial needs for their family. If they cannot afford the long and unstable working hours, they will tend to give up the job. However, this issue mostly occurs on women. Therefore, they will have more time for family life and take care of their child. On the other side, the unmarried employees will consider factors related to their jobs such as promotion opportunities and organization commitment more than those married employees (Wong, Siu Tsang, 1999). Therefore, they are less satisfied with their job than married employees. 2.3.2.4 Age In recent study, Hartman and Yrle (1996) points out that the Generation Y employee mostly creates the labor turnover in hospitality industry. In addition, the study conducted by Iverson and Deery (1997), it stated that younger employees have a higher propensity to leave than older employees. The problem was arisen in this decade; as the employees born in the baby boomer are retire gradually. The baby boomer is anyone born between 1946 and 1964. They have been through periods of war; therefore have less opportunity in education institutions. They tend to demand more stability in their workplace, and they are very loyalty to their employees. On the other hand, the Generation Y employee who was born between the years 1979 and 1994, they can adapt the changes easily and seek a higher standard of life therefore, they consider more about their interest in the work. Furthermore, they usually change their job, as they want to gain more experience and make their life more diversity. 2.3.3 External Factors The external factors are the factors that we cannot control and very difficult to predict. Some of these factors include political shifts, legislation, new or modified regulations, global economic conditions, technology changes and major mining disasters. In some study, the hotel industry is quite easily influenced by the global economic conditions. The economic situation could predict most of the labor turnover within the industry. Therefore, the unemployment rate affects the employees perception on job satisfaction. If the economic is down turn, the employees who perceive a high level of job dissatisfaction, they may still stay in organization because they dont want to lose their current job and also the job market is a lack of opportunities for them to get a better job. On the other hand, if the economic condition have improve, the employees will leave the organization immediately to find a better job. Therefore, it may create the high level of labor turnover when the economic have improved. In the later part of the literature will focus on how to manage the labor turnover in order to minimize the labor turnover within the hotel industry. 2.4 The cost of labor turnover In the previous section, some of the critical factors that affect the labor turnover are discussed. The following section will focus on the cost of labor turnover and its impact. Labor turnover is a significant cost to hotel and it may be the most significant factor affecting hotel profitability, service quality and skills training. (Davidson et. al., 2009). The cause of labor turnover is multidimensional, such as low morale, low productivity, low standard of performance and absenteeism. According to the statistics from TTF Australia(2006), the annual cost of replacing managerial employees was $109,909 per hotel and the annual cost of replacing operational employees was $9,591 per employee. The total annual cost of turnover ($49M) equates to 19.5% of 64 surveyed hotels total payroll costs ($250M). Another study stated that the Marriott Corporation alone estimated that each 1% increase in its employee turnover rate, costs the company between $5 and $15 million in lost revenues (Schlesinger and Heskett, 1991).Therefore, the cost of labor turnover is very high. Labour turnover is not only a significant tangible dollar cost but also an intangible or hidden cost associated with loss of skills, inefficiency and replacement costs (Lashley Chaplain, 1999). The direct impact of labor turnover will cause financial suffering such as administrative cost and Lashley (1999) refers to lost investment in training and lost staff expertise as particular examples of turnover costs and opportunity costs. For the indirect impacts caused by high labor turnover are lack of manpower, poor quality of service and low morale of employees and also if turnover increases, service quality may decline as it takes time and resources to back fill departing employees, especially at busy hotels (Lynn, 2002). Labour is a significant cost and the leakage of human capital through unnecessary turnover is an element of critical importance to bottom line performance. A number of HRM practices have been suggested as potential solutions for turnover, such as investment in training, offering organisational support, adopting innovative recruitment and selection processes, offering better career opportunities (Cheng Brown, 1998; Forrier Sels, 2003; Hinkin Tracey, 2000; Walsh Taylor, 2007; Walters Raybould, 2007) and adopting measures to increase job satisfaction and commitment. 2.5 How to manage the labor turnover in the hotel industry? High staff turnover is the common problem in hotel industry, it is also a major factor affecting workplace efficiency, productivity, and hotel cost structure. Labor turnover represents a challenge for contemporary HRM strategies and practices. Therefore, in this section, it will turn to focus on how to manage the labor turnover from the human resources perspective. In the previous section, the cost of labor turnover in the hotel is discussed. The total annual cost of turnover ($49M) equates to 19.5% of 64 surveyed hotels total payroll costs ($250M). The turnover cost are very high, thus the awareness of the importance of employees staying with an organization is evident. Hinkin and Tracey (2000) advocate that hospitality executives who understand the value of human capital and adopt organizational policies and management practices in pursuit of employee retention will outperform the competition. Effectively designed and well implemented employee retention programs that increase employee tenure more than pay for themselves through reduced turnover costs and increased productivity (Hinkin and Tracey, 2000). According to 2500 supervisors, managers and executives within this sector, the top five most important aspects a company can provide to retain their people are as follows: communication, Leadership, Career path, development and understanding aspirations and helping the individual towards achieving them.(Baum ,2006) This shows that, the employee are highly concern for this five elements to determine their job satisfaction. Therefore, when HRM design for a retention scheme, they can consider those five elements before their decision. 2.5.1 Training In organizations where employees receive the proper training needed to assume greater responsibilities, turnover rates are generally lower. Several studies show that training activities are correlated with productivity and retention (Delery and Doty, 1996; Huselid, 1995; Kallenberg and Moody, 1994; MacDuffie, 1995; Shaw et al., 1998; Terpstra and Rozell, 1993; US Department of Labor, 1993, Walsh and Taylor, 2007; Youndt et al., 1996). Staff is a unique asset in the company. Therefore, many hotel have invest a huge number of money per year for staff development. Because they realize that provide training to their employees would enhance the organization produtivity and improve their job performance. For the long-term purpose, training can solve the problem of high labor turnover in a hotel. Moreover, the hotel industry are now have a general shortage of the middle management staff. Therefore, the training should be around to develop and train new management personnel. For example, in 2004 Shangri-La Hotel Resorts Shangri-La Academy was born, this is a full-time facility that handles internal training for progression up the ranks. In addition, the Intercontinental Hotel Group also launched an in-house training center in order to groom their high potential employees to take on managerial positions within their company. Those measures of the Shangri-La Hotel and the Intercontinental Hotel Group is to do the retention of their employees and confront the trend of shortage of experienced staff and try to minimize the labor turnover. 2.5.2 Motivate the employee Staff motivation is as vital to success as any skill or personal attribute and its also plays a key role in staff retention. Motivation is the process by which a persons efforts are energized, directed, and sustained toward attaining a goal.(Stephen Coulter, 2006:482) . Staff motivation is a key element in retaining staff and help them increase the job satisfaction thus the labor turnover rate may be decrease. It is essential for the management of hotels to develop efficient HRM polices and practices that enable them to motivate competent employees who can contribute to the achievement of their objectives. This requires employees at different levels of management and at different stages in their career in order to maintain high morale and high performance (Enz and Siguaw, 2000). If hotel managers can satisfy their employees, it will help them to improve customer satisfaction in the long run and retain them. (Tsaur and Lin, 2004). 2.5.3 Employee recognition, rewards and compensation Numerous studies have addressed the impact of employee compensation, rewards and recognition on turnover and retention. If the hotel manager gives more recognition, rewards and compensation to their employees, it can minimize the turnover. Several research studies found that highly competitive wage systems promote employee commitment and thus results in the attraction and retention of a superior workforce (Becker and Huselid, 1999; Guthrie, 2001; Shaw et al., 1998). Shaw et al.s (1998) study further noted that employees will remain with an organization as long as it serves their self-interest to do so better than the alternatives available to them elsewhere. The study also found that companies providing incentive plans to employees are more likely to experience lower turnover rates among non-managerial employees. Milman (2003) concluded that the most significant retention predictors included intrinsic fulfillment and working conditions rather than monetary rewards. Similarly, the study by Walsh and Taylor (2007) revealed that although compensation and work-life balance are important, it is the absence of opportunity for professional growth and development that affects management retention and turnover (Walsh andTaylor, 2007). Section 3: Summary and Conclusions Labor turnover refers to the movement of employees in and out of a business. Labor turnover may enhance firm performance but high labor turnover causes problems for the firm such as lowers productivity and morale. Labor turnover can be divided into two main types: voluntary and involuntary. High labor turnover is a serious problem within the industry all around the world. A range of other variables such as pay, communication, social integration, reutilization, role overload, promotional opportunity, training, supervisor and co-worker support, and distributive justice as having a significant impact upon turnover. The reasons of labor turnover in hotel industry can be classified as work related factors, demographic factors and external factors. For the work related factors, job satisfaction can be defined as pleasantness or unpleasantness of employees while working. It is containing the satisfaction with pay, satisfaction with the work itself, satisfaction with the supervision, satisfaction with the promotion opportunities When the employees with a lack of job satisfaction they will be quitting the job. On the other hand, if the employees have a high job satisfaction, the organization will be fewer labor turnovers.

Eros and The Modern World Essay -- Greek Mythology

In the ancient world there were two different images that could be presented of the god Eros. The first was that of a young man with wings and rings in his hands, illustrated by a statue that was created around 400 BCE by the sculptor Praxiteles (Fig.1). Second is the depiction of a mischievous baby by an unknown sculptor from the first century BCE (Fig.2). This second depiction also had wings but once again the bow was missing. If the god Eros is depicted as a child he is generally with Aphrodite his mother. Of these two depictions the most common in the modern world is the baby depiction. Even though the baby depiction is the most common, in some instances whoever is working with the depiction will choose to use the young man. Since both depictions are still used in the modern world, there are really only two significant changes since antiquity. First is the idea that Eros is one member of a race of mythical creatures. Second is the misconception that Eros is the god of love when he is really the god of sexual desire. Although Eros is commonly depicted in the modern world he is more often recognized by his Roman name Cupid. By using the name Cupid it becomes much easier to find depictions of the god Eros. For this assignment I have chosen to use three depictions from the modern world and one from the nineteenth century. Of these depictions, three come from video clips and one is a painting. All of these depictions encompass different aspects of the god. In some of these depictions he is the only cupid and in others he is just one of many. Another aspect these depictions cannot agree on is whether or not he is the young man or the baby. On top of both of these disagreements, one of the clips seems to contend that... ...ed Fig.6 MrPhanhonnhien. â€Å"Charmedvn tap 18-The Torn Identity_ part2.avi.† 19 July 2011. Youtube. Web. 20 March 2012. Video http://www.youtube.com/watch?v=mmbbm1L9hls&feature=related Fig. 7 heatmaster20. â€Å"Charmed-Forever Charmed Part 4.† 19 January 2009. Youtube. Web. 20 March 2012. Video http://www.youtube.com/watch?v=_InMQ7LuXwg&feature=related Fig.8 MrPhanhonnhien. â€Å"Charmedvn tap 18-The Torn Identity_ part3.avi.† 19 July 2011. Youtube. Web. 20 March 2012. Video http://www.youtube.com/watch?v=0UnTWByK5hc&feature=related Fig. 9 BluTaiger. â€Å"Pastoral Symphony 2/4: Centaur Courtship.† 12 January 2010. Youtube. Web. 20 March 2012. Video http://www.youtube.com/watch?v=0BzfBwyjkYM&feature=related Fig.10 ChrisTheGreek2007. â€Å"Comedy of Arrows part 1.† 7 March 2008. Youtube. Web. 20 March 2012. Video http://www.youtube.com/watch?v=830frPb6eaA&feature=related Eros and The Modern World Essay -- Greek Mythology In the ancient world there were two different images that could be presented of the god Eros. The first was that of a young man with wings and rings in his hands, illustrated by a statue that was created around 400 BCE by the sculptor Praxiteles (Fig.1). Second is the depiction of a mischievous baby by an unknown sculptor from the first century BCE (Fig.2). This second depiction also had wings but once again the bow was missing. If the god Eros is depicted as a child he is generally with Aphrodite his mother. Of these two depictions the most common in the modern world is the baby depiction. Even though the baby depiction is the most common, in some instances whoever is working with the depiction will choose to use the young man. Since both depictions are still used in the modern world, there are really only two significant changes since antiquity. First is the idea that Eros is one member of a race of mythical creatures. Second is the misconception that Eros is the god of love when he is really the god of sexual desire. Although Eros is commonly depicted in the modern world he is more often recognized by his Roman name Cupid. By using the name Cupid it becomes much easier to find depictions of the god Eros. For this assignment I have chosen to use three depictions from the modern world and one from the nineteenth century. Of these depictions, three come from video clips and one is a painting. All of these depictions encompass different aspects of the god. In some of these depictions he is the only cupid and in others he is just one of many. Another aspect these depictions cannot agree on is whether or not he is the young man or the baby. On top of both of these disagreements, one of the clips seems to contend that... ...ed Fig.6 MrPhanhonnhien. â€Å"Charmedvn tap 18-The Torn Identity_ part2.avi.† 19 July 2011. Youtube. Web. 20 March 2012. Video http://www.youtube.com/watch?v=mmbbm1L9hls&feature=related Fig. 7 heatmaster20. â€Å"Charmed-Forever Charmed Part 4.† 19 January 2009. Youtube. Web. 20 March 2012. Video http://www.youtube.com/watch?v=_InMQ7LuXwg&feature=related Fig.8 MrPhanhonnhien. â€Å"Charmedvn tap 18-The Torn Identity_ part3.avi.† 19 July 2011. Youtube. Web. 20 March 2012. Video http://www.youtube.com/watch?v=0UnTWByK5hc&feature=related Fig. 9 BluTaiger. â€Å"Pastoral Symphony 2/4: Centaur Courtship.† 12 January 2010. Youtube. Web. 20 March 2012. Video http://www.youtube.com/watch?v=0BzfBwyjkYM&feature=related Fig.10 ChrisTheGreek2007. â€Å"Comedy of Arrows part 1.† 7 March 2008. Youtube. Web. 20 March 2012. Video http://www.youtube.com/watch?v=830frPb6eaA&feature=related

Pompeii: Life and Death Essay

It took only 19 hours, not even a full day. That was all the time it needed on August 24, 70 A. D. to bury Pompeii (Rosella Lorenzi). Mount Vesuvius, south of Pompeii and the cities of Herculaneum and Stabiae (Encarta) erupted, releasing tons of volcanic debris, pumice, ash, and sulfuric gas reaching several miles into the air (Eyewitness to History). The ensuing â€Å"firestorm† of lethal gases and red hot volcanic debris overwhelmed the neighboring communities that suffocated the residents of the cities beside Pompeii, namely Herculaneum and Stabiae (Eyewitness). Tons of debris falling from the skies began to fill the streets (Eyewitness). The eruption of Vesuvius effectively annihilated the town (Mummy Tombs). The volcanic ash and debris rained on the town for 18 or so hours, reaching heights of 8 to 10 feet (Mummy Tombs). After the explosion and the rain of debris, the event was followed by nuee ardente, extremely hot gas that engulfed Pompeii in six deadly waves (Mummy Tombs). What happened to Pompeii and the neighboring towns? History of Pompeii Pompeii was situated in the mouth of the present-day Sarno River (Encarta). Oscans in 600 BC , who were later conqured by the Samnites (Encarta). Lucius Cornelius Sulla, the Roman dictator, made Pompeii into a Roman colony in the year 80 BC (Encarta). Pompeii later developed into a resort town for the enjoyment of wealthy Romans (Encarta). Romans belonging to the upper echelons of the Roman government enjoyed the pleasures of the resort town nestled in their villas surrounding the Bay of Naples (Smatch). At the beginning of the Christian period in history, Pompeii reached a population of about 20,000 people (Encarta). Aside from the wealthy and middle class Romans who enjoyed the worldly pleasures of the city, there was a larger than usual number of slaves and freemen (Smatch). They were the ones who took care of the needs of the vacationing Romans and other travellers, tourists and others who would indulge in the pleasures that the city had to offer (Smatch). Aside from the pleasures that the city rolled out for the travellers and tourists, the city was also an important trade destination and route (Encarta). The region’s natural resources had allowed Campania to develop its trade and raise their living standards (Minnesota State University Mankato). The shoreline surrounding the Gulf of Naples soon became the address of the country residences of members of the aristocracy of the Roman Empire (Minnesota). As the city became more wealthy, they developed their luxury service sector, enhanced their trade with other states, and enhanced their agriculture (Minnesota). It would look as if Pompeii was firmly established in the life of the Roman Empire (Minnesota). Or was it just the window to disaster? Signs of the impending disaster The citizens of Pompeii had no idea that Vesuvius carried with it the death of the town (Professor Andrew Wadrice-Hadrill). The Romans had an extreme interest in the prediction of the future (Wadrice-Hadrill). They prided themselves in being able to tell the times that the gods were going to unleash their wrath on them, and used the signs, such as strange occurences and births, to determine these things (Wadrice- Hadrill). But even with these as references, Vesuvius still gave out no warning signs (Wadrice- Hadrill). Even though Mount Vesuvius had once been active, the volcano remained dormant for the most part of human memory for the residents of Pompeii and the outlying communities (Minnesota). Since there was no recorded incident that the volcano was destructive, the residents didn’t realize the danger that was about to befall the town (Minnesota). The city was rocked by an earthquake on the 5th of February , AD 62 (Minnesota). The quake began as the residents heard what they describes as a prolonged, subdued roar that shook the area; nobody could tell the origin or even identify what it was (Minnesota). Soon after, the buildings began to shake and collapse, and the people ran into the streets (Minnesota). The people ran from the towns thinking that they will be safe from the falling debris (Minnesota). But they fell into the deep cracks that the eruption opened up in the earth (Minnesota). Adding to the chaos was the flooding caused by the bursting of the town’s reservior (Minnesota). Though the quake proved fatal, it did not last long; it was followed by another quake after an hour (Minnesota). The tremors occurred throughout the rest of the day, until the evening hours (Minnesota). Earthquakes by themselves were taken to be omens of things to come (Wadrice- Hadrill). Roman historian Cassius Dio wrote that he observed the presence of giants running on the land on numerous occasions (Wadrice-Hadrill). This observation of Dio carried an ominous sign for the town, because according to the Romans, the volacanoes in the southern part of the Italian peninsula was the burial place of some rebellious giants that were defeated by the gods (Wadrice Hadrill). It was the giant’s movements that bought about these eruptions (Wadrice Hadrill). The destruction of Pompeii After the destruction of Pompeii caused by the earthquake in AD 62, the people spent seventeen years repairing the damage wrought upon their town (Minnesota). It was their intent to make their town even more beautiful than it was before the tremor (Minnesota). As the citizens of the region rebuilt their towns, trade began once again to flourish and they became wealthy again (Minnesota). As the life of those living in Pompeii and the outlying communities unfolded, they did not have any sense of the impending catastrophe waiting to explode on their city. The wrath of the gods The beginning of the end for Pompeii began on the 24th of August of 79AD (Minnesota). There were small upheavals of the ground, but since the tremors were so small and insignificant, hardly anyone gave them a second notice (Minnesota). Springs and other sources of drinking water for the people dried up, an ominous sign that indicated the anger of the gods (Minnesota). Other signs of the impending destruction soon followed the omens. On the 20th of August, cracks had began to appear on the surface of the land, accompanied by rumblings (Minnesota). The calm sea of the Gulf gave way to high waves. Livestock-horses, cattle and even birds- all of them became uneasy and restless, as if they could sense the disaster about to befall the town (Minnesota). In the morning hours of August 24, 79 AD, Vesuvius detonated with such violent force (Minnesota). Mud, smoke and poisonous fumes rumbled down the mountain, sending a deluge of ash and red hot rocks on the countryside (Minnesota). Farms situated on the slopes of the erupting giant were obliterated, as well as some plantations and homes of wealthy Romans (Minnesota). Acrid fumes that came with the volcanic debris further contributed to the chaos that reigned during the eruption (Minnesota). These fumes made the residents of Pompeii to suffer from delusions, then asphyxiated them causing to be suffocated and die (Minnesota). Others chose just to lock themselves in their rooms, while others tried to flee the anarchy with their beasts of burden (Minnesota). Some that chose to stay, thinking that the structures in the towns such as buildings and the like would support the rain of ash and debris, but would eventually be killed by the same structures they had sought refuge (Minnesota). Others would be overcome by the stench from the gases, while others would die getting buried in the falling ash (Minnesota). And the volume of the ash that fell on the town of Pompeii was truly enormous (Smatch). Pompeii, situated about eight kilometers south from the volcano, was entombed in about 3 meters deep of ashfall (Smatch). But thicker pyroclastic deposits would destroy the towns of Herculaneum and Stabiae, buried under 20 meters of volcanic ash and debris (Smatch). Pieces of volcanic debris called tephra flew to around 70 miles of the site, and other debris were found hundreds of miles farther out (Smatch). Even some in Rome claimed to have seen the column of smoke from the eruption, and even heard the rumblings from the volcano (Smatch). Modern day scientists have estimated the volume of the pyroclastic debris that was ejected from Vesuvius to be four cubic kilomters (Smatch). Among the dead in the destruction of Pompeii was Pliny the Elder, author of the book Natural History (Smatch). Pliny the Elder had been given the command of the resort town as a gift (Smatch). He died trying to rescue the people caught in the eruption of the volcano, as the account of his nephew, Pliny the Younger, would bear out (Smatch). Lines of communication to the stricken town had been cut, but there was evidence of some rescue attempts made (Smatch). Imprints of Roman sandals were engraved on the top ashfall layers testifies that there were rescue attempts, theoritically attributed to the Roman garrisons that had survived the eruption (Smatch). The fleet of the Roman Empire stationed at Misenum had been dispatched to Pompeii by Pliny the Elder to assist in the evacuation efforts at Pompeii and the surrounding areas (Awesome Stories). The elder Pliny, who commanded the fleet, sent the ships for the rescue effort while he personally directed efforts at Stabiae (Awesome Stories). This is where he met his death on August 24, falling to a heart attack (Awesome Stories). All in all, the death toll of the eruption of Vesuvius, was a staggering 16,000 people, including 2,000 in Pompeii (Awesome Stories). Uncovering the past Pompeii had lain silent under the debris for at least 1500 years (Encarta). In 1748, efforts were undertaken to discover the anicient community, entombed under 3 meters of ash, frozen in limbo in the acount of Pliny the Younger (Lorenzi). German archaelogist Johann Joachim Winkelmann imparted the importance of the discoveries to the world (Encarta). What was remarkable about the discoveries of the remains of Pompeii was the degree of preservation of artifacts in the ruins (Encarta). The ash fall that engulfed the town basically produced an envelope around the town, sealing the town from the decay of the elements, shielding the artifacts, structures, buildings, temples, shops, baths and houses (Encarta). Some of the discoveries in the town included the remains of the 2000 people believed to be left in the rescue efforts, including Roman gladiators that were left tied to stop them form escaping or killing themselves (Encarta). The ashes, that were mixed with rainfall, had remained on the bodies of the people, forming molds around the remains after the bodies had turned to dust (Encarta). These hollow spaces were filled out and were molded around the bodies of those killed in the eruption (Encarta). These molds were preserved and put on display at the Porta Marina Museum (Encarta). These were formed by the air space left over when the human remains of the victims turned to ash, and the excavators poured in liquid plaster into the air spaces, since the air spaces left an imprint of the body that was encapsulated in the ash (Mummy Tombs). These â€Å"plaster mummies† gave an image of the debacle that befell Pompeii and the surrounding areas (Mummy Tombs). Aside from the remains that framed the tragedy of the people in Pompeii, the ruins gave a striking and vivid insight into the daily life of the Romans in the day (Eyewitness). As many of the residents of Pompeii had escaped the tragedy, they carried with them anything that was readily movable (Encarta). After the eruption, these residents came back and dug tunnels through the ash around the houses and the structures in the town, removing even slabs of marble on the pillars and walls (Encarta). Save for these things, what was left of the town, some of the wall paintings and the frescos left in the city have been taken from the site and housed in the National Museum located in Naples (Encarta). If pieced together, the structures, buildings and what was left of the movable items gave students of history a thorough and complete picture of the daily life in an Italian city in the provinces of the Roman Empire during the 1st century AD (Encarta). The structures that remained standing gave historians valuable information on the study of the architectural designs of the Romans (Encarta). These buildings and other standing structures gave a framework of the transition of a Greek style of building to the methods that the Romans used in building their edifices (Encarta). Many people assumed, as discused earlier in the paper, that the people in Pompeii had been killed by suffocation (Lorenzi). But research focusing on the fractures and the position of the bodies of the victims suggest another horrific way of death for them (Lorenzi). Research on the bodies in Pompeii suggest that they may have been killed almost instantly from the â€Å"thermal surges† that roared down the beach area with such velocity that it covered the distance of seven miles all the way to the coast in just about four minutes (Lorenzi). This occurred in the second and possibly third phases of the eruption (Smatch). The first part of the eruption included the primary ejection of the volcano of several meters of what is called â€Å"inflated pumice† on the town (Smatch). Inflated pumice are glass-like fragments expanded by the gases and volcanic steam (Smatch). The second and third waves of the eruption happened either when the vent of the volcano widened or the volatility level of the material had diminshed (Smatch). At this time, the plume of the cloud, 33 kilometers high, imploded and the material it carried rushed down the slopes with newly acquired hot gases and pyroclastic materials (Smatch). Searing surges, some as hot as 500 degrees centigrade, swooped over the towns (Smatch). These surges literally flattened everything surrounding the volcano and its neighboring areas, killing off evertything that ran against its path- humans, livestock and plant life (Smatch). The town of Herculaneum, though to be buried under the layers by lehars or mudflows coming from the volcano after an eruption, was in reality entombed by these pyroclastic flows (Smatch). The primary head of the flow covered the distance from the summit to the town in just under four minutes, a distance of 6 kilometers (Smatch). The third phase of the eruption began the encapsulation of the entire area with a light and finer area of a thick layer of volcanic ash, known as tuff (Smatch). Excavation of the site The fate of Pompeii had lingered around for many centuries, but no serious undertaking had been done to excavate the ruins (Dr. Salvatore Ciro Nappo). But the exploration and discovery of Pompeii began in earnest in an area called â€Å"Civita† in the year 1748 (Ciro Nappo). In the first stage of the of the work, the main goal was the discovery of items of art for the private art trove of Charles III, who reigned from 1759 to 1788 (Ciro Nappo). These artifacts were removed from the site and hauled off to Naples, where they are presently housed in the National Museum (Ciro Nappo). Other paintings and art works from the site were either lost or stripped from their placings on the walls and then framed (Ciro Nappo). Still other items were lost due to irreparability or to damage (Ciro Nappo). After the ransacking of the site, structures such as the Villa de Cicerone and the Villa di Giulia Felice were the next targets, but some scholars, such as the German Winckelmann, strongly countered the move, as they had done against the previous decimation (Ciro Nappo). Because of the pressure they bought to bear against the initiative, the policy was put to a halt in some ways, although the wall paintings were still being stripped (Ciro Nappo). By the turn of the century, twin areas had been unearthed: the Quartiere dei Teatri and the Via delle Tombbe and the Villa di Diomede (Ciro Nappo). Karl Weber and Francisco La Vega were the archaelogists with the most involvement in this part of the excavatioon (Ciro Nappo). They wrote extensive diary notes on the progress of their work and the designs of the structures that they uncovered (Ciro Nappo). Then the territory came under the control of the French (Ciro Nappo). It was during this period in the chronology of the excavation that the methodogy used in the excavation took a new turn (Ciro Nappo). During this time, the excavation became more standardized, and itineraries were made for visits of scholars and other important people to the work site (Ciro Nappo). The French had wanted to make a systematic way for unearthing the site, progressing from the east to the wset of the dig site (Ciro Nappo). At one point of their work on the site, they had in their employ as many as 1500 laborers, resulting in a large scale excavation of the buried town, as the Foro, the Casa di Pansa, Casa di Sallustio and the Casa del Chrirurgo were all unearthed (Ciro Nappo). In 1863, Giuseppe Fiorelli took charge of the Pompeii excavations from 1863 to 1875 (Ciro Nappo). Fiorelli imposed a new method for the direction of the excavation work. Instead of the current method of unearthing the streets as the first step in the work, Fiorelli directed that the work begin from the top going down to the streets of the town (Ciro Nappo). What he wanted to do was enforce a new system of preserving the artifacts that were discovered as the group worked its way down to the streets of the town (Ciro Nappo). With the information accumulated in the excavation, the data could be utilized in the restoration and rebuilding of the structures as well as their interiors (Ciro Nappo). Fiorelli also devised the plans to make use of the plaster molds to restore the forms of the plant life and the human remains that had been enveloped in the downfall of the volcanic ash (Ciro Nappo). These plaster mummies, as earlier discussed, were formed as the bodies of the victims underwent declension, or turned into dust after centuries of being trapped in the ash (Mummy Tombs). The â€Å" holes†, as they were termed, were filled by plaster, allowing the molds to render the forms of the bodies entombed in the ash (Mummy Tombs). The plaster casts of the bodies were discovered in several areas of the excavation site, among them the Garden of the Fugitives, the Stabian Thermal Baths, the Horrea and the Forum, and the Macellum (Mummy Tombs). At present, at least 44 of the town’s 66 hectares have been uncovered, and the remaining 22 hectares of the town has been determined off limits to excavation (Ciro Nappo). This was decided upon as to preserve this area for the future generations to discover (Ciro Nappo). To date, the eruption of Mount Vesuvius is still ranked as among the most lethal volcanic incidents in history (Awesome Stories). Vesuvius is a graphic reminder of how virulent and dangerous volcanoes can be (Christopher Joyce).

Short, Wise Quotes About Life

Short, Wise Quotes About Life Wisdom need not always be verbose. In fact, some of the wisest, most memorable quotes by famous people are pretty darn short, yet they pack a lot of meaning in their punch. Keeping it short works well probably because of K.I.S.S.: Keep it simple, stupid. George Bernard Shaw: Life isnt about finding yourself. Life is about creating yourself. Eleanor Roosevelt: You must do the things you think you cannot do. Frank Lloyd Wright: The truth is more important than the facts.​​ Mother Teresa: If you judge people, you have no time to love them. Lucille Ball: Love yourself first, and everything else falls into place. Stephen Colbert: Dreams can change. If we’d all stuck with our first dream, the world would be overrun with cowboys and princesses. Oprah Winfrey: Failure is another stepping-stone to greatness. Stephen Hawking: Be curious. Mother Teresa: If you cant feed a hundred people, then feed just one. William Shakespeare: Love all, trust a few.​ Michelle Obama: Success isnt about how much money you make. Its about the difference you make in peoples lives. Wayne  Gretzky: You miss 100 percent of the shots you dont take. Gabrielle Giffords​: Be bold, be courageous, be your best. Madeleine Albright: Real leadership...comes from realizing that the time has come to move beyond waiting to doing. Babe Ruth: Dont let the fear of striking out hold you back. Seneca: Luck is what happens when preparation meets opportunity. Anna Quindlen: Don’t ever confuse the two:  your life and your work. The second is only part of the first. Thomas Jefferson: He who knows best knows how little he knows. Dolly Parton: If you want the rainbow, you gotta put up with the rain. Francis David: We need not think alike to love alike.​ John Quincy Adams: If your actions inspire others to dream more, learn more, do more, and become more, you are a leader. Maya Angelou: People will forget what you said, people will forget what you did, but people will never forget how you made them feel.   Malcolm X: If you dont stand for something, youll fall for anything. Hillary Clinton: Every moment wasted looking back keeps us from moving forward. Thomas A. Edison: Many of lifes failures are people who did not realize how close they were to success when they gave up. Katie Couric: You cant please everyone, and you cant make everyone like you. Jon Bon Jovi: Miracles happen every day. Change your perception of what a miracle is and youll see them all around you.​ Eleanor Roosevelt: Do one thing every day that scares you.   Tina Fey: There are no mistakes, only opportunities. Francis Bacon: A prudent question is one half of wisdom.​ Sheryl Sandberg: If youre offered a seat on a rocket ship, dont ask what seat! Just get on. Eleanor Roosevelt: Remember, no one can make you feel inferior without your consent. Florence Nightingale: I attribute my success to this: I never gave or took any excuse. Edwin Land: Creativity is the sudden cessation of stupidity. Maya Angelou: You can’t use up creativity. The more you use, the more you have. Mahatma Gandhi: â€Å"Be the change that you wish to see in the world.†Ã‚   Lao Tzu, Tao Te Ching: When I let go of who I am, I become what I might be. Rosa Parks​: When ones mind is made up, this diminishes fear. Henry Ford: Whether you think you can or you think you can’t, you’re right. Gloria Steinem: Dreaming, after all, is a form of planning.​​​ Christopher Reeve: Once you choose hope, anythings possible. Kate Winslet: Life is short, and it is here to be lived. Mahatma Gandhi: â€Å"Live as if you were to die tomorrow. Learn as if you were to live forever.†Ã‚   Alice Walker: The most common way people give up their power is by thinking they don’t have any. Lao Tzu, Tao Te Ching: Great acts are made up of small deeds. Amelia Earhart: The most difficult thing is the decision to act. The rest is merely tenacity. Ellen DeGeneres: Sometimes you cant see yourself clearly until you see yourself through the eyes of others.   Walt Disney: All our dreams can come true if we have the courage to pursue them.

Jennifer Connelly essays

Jennifer Connelly essays Jennifer Connelly has, just within the last few years, emerged as a powerhouse actress in her own right. True, I concede that Winslet HAS garnered more nominations in various award categories, but after a blockbuster movie like "Titanic," it's only natural that she would be offered just about any role available, and I do give her credit for choosing wisely. However, although we are not here to debate their respective levels of fame, it is nevertheless important to keep in mind that recognition for challenging and critically acclaimed roles generally emerge only AFTER public acknowledgement. Up until "A Beautiful Mind," Jennifer Connelly was largely unknown to the world despite her rendezvous with fame back in the 80s after "Labyrinth." While "Requiem for a Dream" brought her to the attention of various directors, namely Ron Howard, it wasn't until the completion of "A Beautiful Mind" that finally set her star in motion. "A Beautiful Mind" did for Connelly what "Titanic" did for Winsl et - it put the actress on the map and brought about opportunities for further success. Nor was her performance as Alicia Nash short of the Oscar win in any way, shape, or form; her win was anticipated and expected even amongst the toughest of critics - other nominees in that category were merely dark horses, even the illustrious Ms. Winslet herself. Very rarely does ANY actress pull off a performance so stellar that it leaves little room for any challengers to contest, but Connelly managed to do so. What followed were two roles that were difficult in their respective forms - the role of Betty Ross is often underrated, for if you watch Connelly slice through the character with her uncanny intelligence and ability to perceive and portray a boundless spectrum of emotions, you will understand why acclaimed director Ang Lee demanded the role be played by her and her only. As for the role in "House of Sand ...

Interpreting Policies and Expectations Research Paper

Interpreting Policies and Expectations - Research Paper Example Evidently, discussion posting aims to assist the candidate to acquire new knowledge and to improve his/her knowledge base. Components of Scholarly Response The three components of scholarly discussion posting response are comprehensive, in-depth, and focused writing; APA style and citations, and relevance of the topic. The first element requires the candidate to provide comprehensive responses and to keep the responses specifically focused on the topic under consideration. It also requires candidates to give thoughtful postings after paying particular attention to week’s readings, relevant news, and other sources such as colleagues’ postings. It is vital for the candidate to depend on course sources as well as external sources to contribute to the authenticity of the posting. While using such sources, candidates are required to follow APA style so as to maintain uniformity and a high standard of scholarship. The use of APA style and citations are greatly beneficial to f acilitate the participation of all course participants. The relevance of the topic is the key tool for assessing the effectiveness of the participation. In order to ensure effective participation in discussion posting, candidates are expected to maintain the logical thread of discussion, which would enhance developing appropriate and useful ideas. Course Grades and Feedback Course grades will be based on participation in discussion postings and completion of assignments listed in the course syllabus. As described in the syllabus, the Course Grading Matrix gives an exact idea of course grading. A grade will be given for scores of 90% and above (900-1,000), B grade for scores of 80%-89% (800-899), C grade for scores of 70%-79% (700-799), and D grade for scores of 69% and below (699 or less).Feedback on all assignments will be given to the candidate by the 7th day of the week following the one in which the assignment was due. To illustrate, if the assignment was due in Week 3, the cand idate would receive feedback on that particular assignment by the 7th day of the Week 4. If a candidate thinks that he/she is not obtaining enough feedback, he/she is strongly encouraged to contact his/her instructor and ask for more feedback. The candidates can find contact information for his/her instructor under the Contact the Instructor area. The candidate may also refer to the Faculty members’ accessibility area of the Student policy excerpts in the Guidelines and Policies area to obtain further information on feedback. Walden University e-mail If the candidate has a course-related question, he can post his doubt in the discussion area or in the Contact the Instructor area. Since responses to a candidate’s question can be probably useful for others in the class, candidates are not advised to e-mail course-related queries to the Instructor or fellow classmates. Candidates are provided with Walden e-mail account to carry out their all official Walden University bus iness. They are expected to check their Walden e-mail account every day throughout the course period. Students are not expected to send copies of their postings to the Instructor or fellow classmates via e-mail. According to this course schedule policy, all postings have to be made in each week’s Discussion area of the course.  Ã‚  

Employee resourcing, talent management, HRD and the skills agenda Essay

Employee resourcing, talent management, HRD and the skills agenda - Essay Example Social media, on the other hand, has mostly integrated into most internet users’ personal lives. Content and information sharing has taken a new shape where each individual can directly broadcast to his whole social circle over the internet. Businesses targeting this type of internet audience develop a whole new set of marketing strategies which involve content sharing giving the customers something to share about the business to their social circles. This implies the advent of social media has morphed business marketing. This directly influences the human resources as well. Where marketing is being morphed by the era of sharing and collaboration, human resource management is also being driven by networked employees that directly share business related information with each other. Such professional networks make it possible for the human resource developers and managements to search for, hire, and evaluate employees over the internet as well as establish continuous professiona l communications to directly manage them over the internet. This allows the degree of freedom to the employees giving them the space to manage themselves and takes this load off the company; essentially being workforce empowering and power delegation. The industries, to compete with the ever expanding businesses and to cater for the ever expanding market, change and improve continuously. Human resourcing in such conditions is, at best, a task for those who understand personalities and roles in field specific tasks and can find such people efficiently.