The Unwritten History of Cave Paintings Essay -- Art History

Religious stories and scientific theories have tried for thousands of years to accurately date the formation of man. However, in the 1860s, a new art was discovered that changed the view of human creation forever. This new insight was cave painting. Cave painting is a form of prehistoric art that dates back hundreds of thousands of years. Analysts are unable to specify the reasoning behind these paintings of objects on cave walls, but many theories have been formulated to surmise the rational behind the art. Questions arise like, â€Å"why did man find a need to paint the walls of caves† and is this part of the foundation of the origin of human life as we know it? (Beacon) The ecumenical belief is rooted at history, cave paintings are man’s unwritten story of evolution. In the Upper Paleolithic period, from 40000 B.C. to 10000 B.C., paintings were created in over 300 caves across the globe. â€Å"There are two types of cave art: petroglyphs, which are pictures carved in stone and pictographs, which are pictures painted on stone† (Cave Painting). The art is usually found in hidden caves that are difficult to locate. For this reason, scientists have taken great interest in discovering why man wished to go to such extremes to produce the artistry. The graphics include mainly animals, geometric figures, and signs but rarely depict any relevance to humans. The visual communication gives valuable clues to the culture and beliefs of that era. The degree of preciseness of the images, being at such a high level, suggests that the art was not merely decorations that covered the bare surfaces of the caves, but were created for purpose. â€Å"The tonal qualities, and the ingenious use of surfaces in the rock, suggest depth and even a kin... ... However which way you interpret it, it still provides us with one thing: history. It has taught us the lives of our ancestry and the society in which they survived. The evolution from that era to today is astonishing. We see it simply in the development from our society daily. Their ideas combined with that overtime have created a new perspective for us about our own history. And before we can learn the history of other things, we must learn about ourselves first. Even through interpretation, we learned immensely from the simple paintings and carvings on a cave wall. It will continue to teach us generation after generation. But in the end, the controversies shouldn’t arise from the ambiguous paintings. If interpretation is all we have to go by, then that is what we do. And isn’t that what all history is? An interpretation of facts versus opinion.

Mr. Blake’s views on Upon Westminster Bridge :: Westminster Bridge Poetry Essays

Mr. Blake’s views on Upon Westminster Bridge I read Mr Wordsworth’s poem. I was dismayed by his views on London. I was horrified when I read the first line. â€Å"Earth has not anything to show more fair,† I believed he would have experienced beautiful views since he was brought up in the Lake District. He obviously has not seen London in 1794. I have lived in London for many years of my life. I have seen people in poverty from the poorest parts of London to people in mansions the richest places. One day I was walking through the streets of London and it sprung upon me to write a poem. This is my view on the real London. I opened the poem with the line â€Å"I wonder through each chartered street† I used this word wandered to make it seem as if I was freely roaming the streets not knowing where I was or where I was going. As if I was lost down the back streets of London. Chartered street carry’s the mark of changed and revolutionised London. All the streets seemed dull and grim and had something mysterious about them. My second line was on the same theme as the first line first from it id talking about the Thames! â€Å"Near where the chartered Thames does flow,† in the first draft of this poem I wrote dirty Thames instead of â€Å"chartered Thames.† I changed because I felt that it would have more effect. Everywhere is dirty in London, but I am trying to say that everywhere is dull and grim; also as you are walking through the streets it is like deja vu. One of the most distinct things about London is how the people look and feel. My next two lines are, â€Å"And mark in every face I meet marks of weakness marks of woe† As l walked though the streets I could see no one was smiling. I actually felt sorry for some people. Nearly every person I met looked ill or suffered from malnutrition due to over working, low income, no food and poor living space. I used this stanza to emphasize my views and to make it sound more obvious, to paint a picture in the readers mind â€Å"In every cry of everyman â€Å" this next stanza is very strong and meaningful. A crying man is not often heard. Unless he is under real distress. Suffering is a very big theme in the street of London everywhere you walk you can see it in the stanza, I started the first three lines with â€Å"in every† to emphasize my point.

Retention Management

What is Employee Retention ? Employee retention refers to the various policies and practices which let the employees stick to an organization for a longer period of time. Every organization invests time and money to groom a new joinee, make him a corporate ready material and bring him at par with the existing employees. The organization is completely at loss when the employees leave their job once they are fully trained. Employee retention takes into account the various measures taken so that an individual stays in an organization for the maximum period of time.Importance of Retention Manage Employee Turnover Employers implement retention strategies to manage employee turnover and attract quality employees into the organization. Retention programs focus on the relationship between management and their workers. Competitive pay, benefits, employee recognition and employee assistance programs are all apart of a company's attempt to maintain employee satisfaction. Human resources special ists utilize feedback they receive from exit interviews and focus groups to improve employee relations and reduce turnover. Cost EffectiveA company can significantly benefit from employee retention programs because of a direct effect on an employer’s bottom line. High turnover can be very expensive. According to the Society for Human Resources Management, â€Å"employee replacement costs can reach as high as 50 to 60 percent of an employee’s annual salary. † Strategies geared towards retaining good workers helps offset employee replacement costs and reduces the indirect costs such as decreased productivity and lost clients. Maintain Performance And Productivity Employee retention practices help support an organization’s productivity.Recruiting and training new employees takes time. An unfilled position means work is not getting done. Even if a position is filled, there is still a learning curve most employees must overcome before their work becomes profit able. Taking the necessary steps to keep current workers satisfied with their roles will ensure productivity is not interrupted. Enhances Recruitment Effective retention strategies often begin during the employee recruitment process. Employees are more inclined to remain with a company that fulfills the promises made when their employment offer was extended.Companies that provide a realistic view of their corporate environment, advancement opportunities and job expectations to new hires can positively influence employee retention. Increases Morale Employees that enjoy what they do and the atmosphere in which they work are more likely to remain employed with their company. Retention strategies are important because they help create a positive work environment and strengthen an employee’s commitment to the organization. Strategies that target employee engagement, such as team-builders and community involvement, increase company morale and give employees a sense of pride in what they do.The procedure of Retention Management The procedure of retention management consists of six steps[5]: 1. Identification of the target and actual needs of the staff 2. Analysis of the fluctuation risk of the staff 3. The Analysis of factors of Motivation/Demotivation of the retention group 4. Identification of the targeted measures 5. Implementation of the measures 6. Evaluation of the measures Step 1: Identification of target and actual needs of the staff The starting point is the corporate strategy and business objectives.The product, market or organisational goals of the company can help to identify strategic staffing needs and the strategic relevant skills of employees. Step 2: Analysis of the fluctuation risk of staff In step 2, the HR manager is interested in the degree of the fluctuation risk. First, it is important, to analyse the common portfolio of the potentials and performance of the employees. In large companies, this could be done through a management audit. In small businesses this can be clarified with an employee interview. This gives the manager information about the power structure in the relevant group.But this information is not enough to estimate the probability of fluctuation. It is also necessary to consider the demand for the relevant skills in the labor market. When a manager combines the results of the analysis he can identify three risk categories, which would cause a priority for the retention management: * Those employees, who are in great demand in the labor market and who have a high capacity, are the key target group for retention management measures. * Those employees, who perform well and whose skills are somewhat in demand in the labor market, have a mean fluctuation risk.Depending on the corporate strategy they are the second important target group for retention management measures. * Employees that have skills that exist in large numbers in the labor market and who also who perform well are currently not a relevant retention target. Step 3: Analysis of factors of Motivation/Demotivation of the retention group Now motivators and demotivators must be found in the identified retention target group. The motivators must be taken into account and demotivators must be removed with the help of appropriate measures, to ensure that the employees develop affective commitment.Motivators and demotivators can be estimated from the outcome of questionnaires. Subsequently a Motivation/Demotivation profile of the retention target group should be formed. Step 4: Identification of the targeted measures The various measures of human resource management relate to different motivational factors. These connections can be used to create a specific matrix in which the action areas of personnel management and appropriate measures will be brought together with the motivational factors. Step 5: Implementation of the measures After the analysis measures will be implemented.Here are some important aspects: * Conceptual fo undations: The measures must be defined and applied according to clear rules, in this context ad hoc measures lead only to short-term success with negative cultural impact. * Cultural fit: Measures must be in accordance with the corporate culture and the existing Management tool system For example, a variable compensation system makes little sense without a performance appraisal system! * Marketing personnel action: The application of the measures must be accompanied by internal communication. Only then the efforts of a retention manager will be perceived! Retention factors: By the design and implementation of retention management policies respect and transparency must be taken into account. Only when these measures convey these values, they will have great influence! Step 6: Evaluation of the measures After the implementation of the measures it is necessary to assess the success of the activities. This can be achieved by comparing the results to the objectives that were set in the retention management strategy. After the expiry of the defined period and after application of the retention policies the manager can check how the objectives were achieved.For example, if the objective was that 80% of the defined strategically relevant staff should be in business at time X, then the manager can determine whether this ratio was reached at time X, and whether it was exceeded or not exceeded. From this statement the manager can derive new measures and draw conclusions about the practice of the concept of retention management. Important conditions for the success of retention management are on the one hand, human resource management in the company, and on the other hand project management of the implementation of retention management. Determinants of Retention CAREER DEVELOPMENT OPPORTUNITIESCareer development is a system which is organized, formalized and it’s a planned effort of achieving a balance between the individual career needs and the organizationâ€⠄¢s workforce requirements (Leiboiwitz et al, 1986). The rapidly growing awareness makes it obvious that people can give the firm its leading edge in the market place. The new challenge for the HR professionals is to identify the developmental strategies which can inspire the commitment of employees to the firm’s mission and values so that the employees become motivated and help the firm to gain and maintain a competitive advantage (Graddick, 1988).A company that wants to strengthen its bond with its employees must invest in the development of their employees (Hall ;amp; Moss, 1998; Hsu, Jiang, Klein ;amp; Tang, 2003; Steel et al. , 2002; Woodruffe, 1999). It entails in creating opportunities for promotion within the company and also providing opportunities for training and skill development that let employees to improve their employability on the internal and/or external labour market (Butler ;amp; Waldrop, 2001). Growth opportunities which were offered by the employers are reduced due to turnover intentions of employees because the lack of training and romotional opportunities was the main cause for high-performers to leave the company (Allen, Shore ;amp; Griffeth, 2003; Steel et al. , 2002). Career development is important for both the organization and individual (Hall, 2002). It’s a mutual benefit process because career development provides the important outcomes for both parties (Hall, 1996; Kyriakidou and Ozbilgin, 2004). Organizations need talented employees for maintaining the sustainable competitive advantage and individuals require career opportunities to develop and grow their competencies (Prince, 2005).SUPERVISOR SUPPORT One of the most important factors that have impact on retention is the relationship between a worker and a supervisor. Supervisors are the â€Å"human face† of an organization. According to Eisenberger and associates (1990), a worker’s view of the organization is strongly influenced by their relationshi p with their supervisor. By having support, workers are less likely to leave an organization and be more engaged by having good relationship and open communication with the supervisor (Greenhaus, 1987).Supervisors interact as a link to practice applications among stated goals and expectations. By harmonizing the competing demands, they support in managing both inside and outside the work environment. If the relationship does not exceed then employee will seek to any other opportunity for new employment and vice versa. The supervisor support is so essential to retention that it can be said that employees leave bosses, not jobs. Organization must groom supervisors to well build the place where employees want to stay.Providing each level of performance and opportunities can enhance their capabilities to work. WORK ENVIRONMENT Numerous studies have attempted to explain work environment in various areas such as for example employee turnover job satisfaction employee turnover, job involve ment and organizational commitment. Work environment is one of the factors that affect employee’s decision to stay with the organization. Hytter (2008) analyzed that work environment has commonly been discussed by industrial perspective, i. e. ith a focus on physical aspects such as, heavy lifts, noise, exposure to toxic substances etc. The interesting part is; characteristics of work environment vary in services sector as compare to production sector because it has to interact with the clients/consumers (Normann 1986). Depending on the kind of business and kind of job, interactions will be more or less frequent and more or less intense. The interaction between employees and consumer/client hence demands a move of focus from the physical to the Psycho social dimension of work environment.Psycho social work environment includes support, work load, demands, decision latitude, stressors etc. It’s very important to recognize the emerging needs of individuals to keep them c ommitted and provide the work environment as necessitate (Ramlall, 2003). Milory (2004) reported that people enjoy working, and strive to work in those organizations that provide positive work environment where they feel they are making difference and where most people in the organization are proficient and pulling together to move the organization forward. REWARDSThe term ‘reward’ is discussed frequently in the literature as something that the organization gives to the employees in response of their contributions and performance and also something which is desired by the employees. A reward can be extrinsic or intrinsic it can be a cash reward such as bounces or it can be recognition such as naming a worker employee of the month, and at other times a reward refers to a tangible incentive, reward is the thing that an organization gives to the employee in response of their contribution or performance so that the employees become motivated for future positive behavior.In a corporate environment rewards can take several forms. It includes, cash bonuses, recognition awards, free merchandise and free trips. It is very important that the rewards have a lasting impression on the employee and it will continue to substantiate the employee’s perception that they are valued. Rewards are very important for job satisfaction because it fulfills the basic needs as well as helps to attain the higher level of goals. Earnings is the way by which worker get to know that how much they are gaining by dedicating their time, effort and skills in a job.Attractive remuneration packages are one of the very important factors of retention because it fulfills the financial and material desires as well as provide the means of being social by employee’s status and position of power in the organization. Many researchers demonstrate that there is a great deal of inter-individual difference in understanding the significance of financial rewards for employee retention . An organization’s reward system can affect the performance of the employee and their desire to remain employed. WORK-LIFE POLICIESMany researchers tested the impact of work and family benefits which comprise of flexible schedules, childcare assistance, parental leave, childcare information and parental leave on organization commitment. Researches showed that there is greater organizational commitment if employees had access to work life policies and also these employees articulated considerably with lower intent to renounce their profession. Today a major concern in business is Workplace flexibility. The one thing becomes very clear that money alone is not enough; employees are willing to trade a certain amount of money for reduced work hours in their schedules.It is argued by the researchers that reduced work hour options should have the potential of win-win situation for both individuals and organizations, there should be a fit between the schedule the person needs and th e actual number of hours worked. Distress and fatigue from excessive time on job can lead to decline in performances of the employee and also it affects the safety level. A large amount of time at work is not a good predictor of productivity and it is observed that periods of time away from work can be extremely beneficial to the quality and productivity of a person’s work.The employee willingness to opt for reduced –hours schedules is not simply a matter of scheduling it involves redesigning work arrangements which leads to change in organization culture and careers, viable reduced-hours career options require simultaneous changes in the areas of compensation, assignments and promotions. So it is more cost-effective and productive for management to design the work arrangements to fit the human than it is force the human to fit the system (Barnet ;amp; Hall, 2001).By applying work-life course of actions, an organization can enhance its ability to respond to demands of customers for better access to services and also the tactics for the organizations to deal with the revolutionized way in order to satisfy both employees and employers . ABSENTEEISM Absenteeism is a serious workplace problem and an expensive occurrence for both employersand employees seemingly unpredictable in nature. A satisfactory level of attendance byemployees at work is necessary to allow the achievement of objectives and targetsby a department. Employee Absenteeism is the absence of an employee from work.It is a major problem faced by almost all employers of today. Employees are absentfrom work and thus the work suffers. Absenteeism of employees from work leads toback logs, piling of work and thus work delay. Absenteeism is of two types -1. Innocent absenteeism – Is one in which the employee is absent from workdue to genuine cause or reason. It may be due to his illness or personalfamily problem or any other real reason2. Culpable Absenteeism – is one in which a person is absent from workwithout any genuine reason or cause. He may be pretending to be ill or justwanted a holiday and stay at home.Many employees will, on occasions, need a few days off work because of illness, however, whenabsences become more frequent or long term and reach an unacceptable level, action bymanagement is necessary. Absence from work can be expensive in both monetary and humanterms. The costs incurred when an employee is absent from work may include:(i) Replacing the employee or requiring other staff to cover the absence;(ii) Inability to provide services, or achieve section and departmental objectives;(iii) Low morale and general dissatisfaction from other staff, particularly if the absence isHigh absenteeism in the workplace may be indicative of poor morale, but absences can also be caused by workplace hazards or sick building syndrome. Many employers use statistics such as the Bradford factor that do not distinguish between genuine illness and absence for inap propriate reasons. As a result, many employees feel obliged to come to work while ill, and transmit communicable diseases to their co-workers. This leads to even greater absenteeism and reduced productivity among other workers who try to work while ill.Work forces often excuse absenteeism caused by medical reasons if the worker supplies a doctor's note or other form of documentation. Sometimes, people choose not to show up for work and do not call in advance, which businesses may find to be unprofessional and inconsiderate. This is called a â€Å"no call, no show†. According to Nelson & Quick (2008) people who are dissatisfied with their jobs are absent more frequently. They went on to say that the type of dissatisfaction that most often leads employees to miss work is dissatisfaction with the work itself.The psychological model that discusses this is the â€Å"withdrawal model†, which assumes that absenteeism represents individual withdrawal from dissatisfying wor king conditions. This finds empirical support in a negative association between absence and job satisfaction, especially satisfaction with the work itself. [1] Medical-based understanding of absenteeism find support in research that links absenteeism with smoking, problem drinking, low back pain, and migraines. [2] Absence ascribed to medical causes is often still, at least in part, voluntary.Research shows that over one trillion dollars is lost annually due to productivity shortages as a result of medical-related absenteeism, and that increased focus on preventative wellness could reduce these costs. [3] The line between psychological and medical causation is blurry, given that there are positive links between both work stress and depression and absenteeism. [2] Depressive tendencies may lie behind some of the absence ascribed to poor physical health, as with adoption of a â€Å"culturally approved sick role†.This places the adjective â€Å"sickness† before the word à ¢â‚¬Å"absence†, and carries a burden of more proof than is usually offered. Evidence indicates that absence is generally viewed as â€Å"mildly deviant workplace behavior†. For example, people tend to hold negative stereotypes of absentees, under report their own absenteeism, and believe their own attendance record is better than that of their peers. Negative attributions about absence then bring about three outcomes: the behavior is open to social control, sensitive to social context, and is a potential source of workplace conflict.Thomas suggests that there tends to be a higher level of stress with people who work with or interact with a narcissist, which in turn increases absenteeism and staff turnover TURNOVER Employee turnover is the process of replacing one worker with another for any reason. A turnover rate is the percentage of employees that a company must replace within a given time period. This rate is a concern to most companies because employee turnover can be a costly expense, especially for lower-paying jobs, which typically have the highest turnover rates. Having n employee leave a company, either because of his or her choice or after being fired or otherwise let go, might require various administrative tasks to be performed and severance pay or other payments made to the employee. Replacing the employee might require such things as advertising the open position, using a so-called headhunter or other service to find potential job candidates, bringing in candidates for interviews and eventually training the new employee. Types Of Turnover The two general types of turnover are voluntary and involuntary.Voluntary turnover is when the employee chooses to leave for whatever reason. Involuntary turnover is caused by layoffs and similar actions where the decision for an employee to leave is made by the company and not the employee. As a general rule, voluntary turnover is the measure used to discuss and compare employers. It is the type mo st directly affected by the front line supervisors. Involuntary turnover, caused by layoffs, can be a long-term result of high levels of voluntary turnover. What Is Turnover RateTurnover rate is a calculation of the number of employees who have left the company and it is expressed as a percentage of the total number of employees. Although turnover rate is usually calculated and reported as a percentage per year it can be for different periods. How to prevent turnover Employees are important in any running of a business; without them the business would be unsuccessful. However, more and more employers today are finding that employees remain for approximately 23 to 24 months, according to the 2006 Bureau of Labor Statistics.The Employment Policy Foundation states that it costs a company an average of $15,000  per employee, which includes separation costs, including paperwork, unemployment; vacancy costs, including overtime or temporary employees; and replacement costs including adve rtisement, interview time, relocation, training, and decreased productivity when colleagues depart. Providing a stimulating workplace environment, which fosters happy, motivated and empowered individuals, lowers employee turnover and absentee rates. 10] Promoting a work environment that fosters personal and professional growth promotes harmony and encouragement on all levels, so the effects are felt company wide. [10] Continual training and reinforcement develops a work force that is competent, consistent, competitive, effective and efficient. [10] Beginning on the first day of work, providing the individual with the necessary skills to perform their job is important. [11]Before the first day, it is important the interview and hiring process expose new hires to an explanation of the company, so individuals know whether the job is their best choice. 12] Networking and strategizing within the company provides ongoing performance management and helps build relationships among co-worker s. [12] It is also important to motivate employees to focus on customer success, profitable growth and the company well-being . [12] Employers can keep their employees informed and involved by including them in future plans, new purchases, policy changes, as well as introducing new employees to the employees who have gone above and beyond in meetings. [12] Early engagement and engagement along the way, shows employees they are valuable through information or recognition rewards, making them feel included. 12] When companies hire the best people, new talent hired and veterans are enabled to reach company goals, maximizing the investment of each employee. [12] Taking the time to listen to employees and making them feel involved will create loyalty, in turn reducing turnover allowing for growth. ATTRITION Attrition or Employee Attrition is a voluntary reduction in an organization’s manpower through resignations or retirements. A high attrition rate causes a high employee turnove r in an organization, reducing quantity and quality of an organization’s manpower.This in turn causes a huge expenditure on human resource, by contributing towards repeated acquisition, training and development, and performance management. Attrition or voluntary turnover, although undesirable to any firm, is not completely avoidable. Yet, by improving employee morale and providing a satisfactory working environment, this problem can be nullified to a greater extent. A major cause for voluntary turnover is uninteresting and unchallenging job that offers boredom rather than enthusiasm for employees. Employees who experience boredom at work usually try exploring alternatives to make their work life happier.An easy track to retain these employees is by adopting some sort of job shift through job enrichment, empowerment, de-jobbing, or job rotation. There is also a great impact from the working environment that an organization offers to its employees. An unhappy employee with orga nizational culture, superiors, subordinates, or even customers cause high attrition rate to that organization. These employees can also influence his peers and subordinates by sharing their feelings and opinion. There is also another group of employees who hunt for better alternatives and hop as they get one.These employees may rather spend their majority of working hours in searching new options than contributing to the present employer. This means, behaviour and attitude of an employee also can cause attrition. Why do Employees Leave the Organization? It is said that people leave their bosses,not organizations. When employees are happy with their superiors they choose to stay, if not they look for a switch. So now I see the following reasons to Leave the Boss * Higher pay * Work timings * Career growth * Higher education * Relocation to other places Women leave the job after marriage to take up their house-hold duties * Work pressure * Work Environment * Poor performance. * Losing faith on merger/acquisition * Verbal abuse The Brighter Side of Attrition * A poor performer is replaced by a more effective employee * A senior retirement allows the promotion or acquisition of welcome ‘fresh blood'. * When business is slack it is straight forward to hold off filling recently created vacancies for some weeks. Diagnosing Attrition Commonly Used Techniques in the Industry: 1. Surveys : They are commonly used as part of the information gathering process.They are a reasonable way of obtaining relevant information, though response rates are often disappointing. Questionnaires need to be designed carefully to be effective. They should be easy to use, anonymous and fairly brief. Questions can be open or closed, multiple choice answers, ranking of items or checklist format. 2. Exit Interviews : Exit interviews are used by the majority of companies. They tend to be conducted just before an employee leaves, though some firms wait until after the departure. Exit interv iews will normally to be done in the form of a questionnaire, though one to one interviews are also used.

How does the body obtain and utilise energy? Essay

The cardiovascular system The myocardium, commonly referred to as the heart, acts as a pump for transporting blood around the body via a collective system, known as the cardiovascular system. This system has various components; blood vessels; mainly arteries, veins and capillaries. The cardiovascular system has four main functions within the body. Firstly to transport dissolved oxygen, hormones, nutrients, salts, enzymes and urea to cells located around various places within the body, whilst at the same time eliminating any waste products such as carbon dioxide and water. Secondly, to protect the body from infection and blood loss. Thirdly, to distribute heat around the body to enable a healthy temperature of 37oc and finally to aid the body to maintain fluid balance. This ‘human pump’ can be regarded as two pumps. The fist sized organ contains two muscular chambers; the upper chamber; the atrium and the lower; the ventricle. The right side of the heart pumps deoxygenated blood from the veins to the lungs for oxygenation, whilst the left side pumps oxygenated blood from the lungs to the body. It is important to note that the two sides are separated by a septum. The blood flows through the heart twice within one cycle, this is known as ‘double circulation’. The cardiovascular system carries oxygen and glucose to the cells and transports waste products such as co2 and urea away from the cells and to other parts of the body, such as the lungs and kidneys. Adenosine triphosphate, also known as ATP, is a chemical energy that is produced when nutrient molecules are burnt. ATP is constantly being produced on a daily basis due to the breakdown of glucose. Glucose is a sugar which is the main  source of energy for the body. Glucose is broken down and the energy from the glucose molecule chemical bonds are released and utilized by the cell to produce ATP molecules. Catabolism is a metabolic action that breaks down more complex molecules, such as lipids and proteins and transforms them into simpler molecules, such as fatty acids and amino acids in order to release energy. The breakdown of food allows energy to be released as the foods molecules’ bonds are breaking. This energy is then utilized to refine the bonds that have been broken to enable an increase of ATP to be created. More energy can be produce when oxygen is present. An aerobic production of ATP takes place within the mitochondria. The broken down food molecules enter the blood stream. The blood is a liquid which is made up of red and white cells. The red blood cells are attached to a protein called hemoglobin, (which is responsible for giving blood its red appearance) oxygen is present within these red blood cells. Glucose is dissolved in the plasma. Plasma consist of water, fats, proteins and salts. Plasma is responsible for transporting blood cells throughout the body and nutrients i.e. glucose, It also transports waste products, antibodies, clotting proteins and hormones. Iron is also present within red blood cells and iron attracts oxygen. The cells require oxygen to produce energy. The body would not receive the nutrients it needs if the cardiovascular system was not in place, therefore it is essential. The cardiovascular system is dependent on metabolic reactions. The heart itself needs ATP to function therefore the CV system would not work without the products of metabolism. The digestive system The digestive system consist of various organs such as, the pancreas, stomach and gall bladder, which all work together to convert food into energy and to extract the vital nutrients that the body requires to function efficiently. The digestive system has several components which all have their own duties to carry out in order to break down the food step by step. Although digestion has several steps there are two main forms of digestion that these  steps fall into. The first form being; mechanical digestion. Mechanical digestion involves physically breaking the food into smaller pieces by chewing. The second form being; chemical digestion. This involves breaking down the food into simpler nutrients with the assistance of digestive enzymes such as, proteins, carbohydrates and lipids. Digestive enzymes are proteins that break up large molecules of food into smaller molecules to enable them to be absorbed and used by the cells in the form of nutrition. The digestive tract plays a vital role within the digestive system, it is a tube that is responsible for passing the food to be further broken down. It consist of; the mouth, pharynx, esophagus, the small and large intestines and the anus. The other organs that work within the digestive system include; teeth, tongue, three pairs of salivary glands, the liver, the pancreas and the gall bladder. The teeth cut and grind the food in order for it to be swallowed, the salivary glands also produce and secrete salvia to aid the swallowing. As stated before there are three salivary glands which all carry out a different function; the parotid, which produces amylase in order to digest the carbohydrates. The submandibular provides mucin as a form of lubrication for the food bolus to travel down the esophagus to the stomach. Finally, the submandibular which secretes mucus. The tongues job is to roll and mix the food into a formulae known as bolus, which consists of small pieces of  mashed up f ood. Once the bolus is made, the tongue pushes it towards the pharynx and into the esophagus during the process of swallowing. The esophagus takes the food down to the stomach. The stomach is where the food is churned and mixed together with gastric fluids, such as enzymes and hydrochloric acid secreted by the stomach walls to make a paste like substance known as chyme. The alimentary canal is the small intestine. The alimentary canal is a tube that flows from the mouth to the anus. It consist of three parts; the duodenum, the jejunum and the ileum. The duodenum is attached to the stomach and is majorly involved in the breaking down process. Digestive enzymes are secreted by the pancreas to the duodenum. These enzymes are responsible for breaking down proteins, fats and carbohydrates. The pancreas also performs the role of producing insulin,  which is the main hormone responsible for metabolizing sugar, secreting it directly into the bloodstream. The jejunum and the ileum absorb the nutrients into the bloodstream. Contents of the small intestine initially begin semi-solid and transform into complete liquid form after passing through the organ. Water, bile enzymes and mucus are responsible for the change in consistency. The villi are vital for the absorption of digestive nutrients. The cells of the villi transport the food from the digestive tract into the bloodstream where the body can utilize them efficiently. The villi increase the surface area of the small intestine, they also contain specialized cells which transfer various types of nutrients into the blood. The liver then takes over and processes the absorbed nutrients from the small intestine. Liver also secrets bile into the small intestine which aids in the digestion of fats. There is a muscular tube known as the colon, which provides a pathway from the small intestine to the rectum. The large intestine plays a crucial role within the digestive system, it is responsible for processing waste which allows the emptying of the bowels to be easy and efficient. Undigested food is transferred from the small intestine to the large intestine. Once in the large intestine water is reabsorbed and undigested food and fibre are eliminated. After this process the food waste products harden and turn into faeces. Which are finally excreted via the anus. Once food has completed the process of digestion and has completely broken down, energy is provided to enable physical activity from walking to talking, from sports to working. Food provides the energy that is essential for everyday tasks. It also provides energy for involuntary activities such as, thinking, breathing, nerves, organs (especially the heart) to carry out their functions and the ability to build and repair tissues.

Nitrogen removal from wastewater using anaerobic ammonium oxidation Term Paper

Nitrogen removal from wastewater using anaerobic ammonium oxidation (Anammox) process - Term Paper Example Generally, this bacterial can be found almost everywhere. Findings have shown that the contribution of this bacterium on the removal of nitrogen in the environment can be immense. The process, said to be chemolithrophic, is a very new loop in the biogeochemical nitrogen cycle hitherto unknown to engineering (Dong & Sun, 2007). While there is very little, that is known about the ecology, genetics, or even the physiology of the bacteria, this research project will be very important in shedding some light on the community structure of the Anaerobic Ammonium Oxidation bacterial and all their involvement in environmental parameters that include nitrate, ammonium, and the salinity levels. This project discusses the effects of pH and salinity on the anammox process with results showing that the salinity is among the few factors that are really affecting the effectiveness of the whole process. My thanks go to Mr. XXXX through whose guidance I have learned molecular techniques used for the investigation of bacteria. It is due to his patient and undying support that pushed this study through. A good and encouraging attitude and his excitement about this work encouraged me to explore deeper into learning as much as possible in the process. I wish to also thank Ms. YYYY who also made this research a success through teaching me about the most fundamental and traditional microbiology techniques. Mr. QQQQ introduced the isotope ratio mass spectrometer to me. He was also very encouraging and it was through his words of wisdom that the concept behind stable isotope geochemistry became one that I can handle well, and with ease. This research owes its completion to WWWW who collected the sediment samples from XXX Estuary. All the other members of the microbiology laboratory were very helpful throughout my visits to the lab. It was their long, well-informed discussions that made the research a success, and I will forever cherish such

Organizational Behavior and Leadership Essay Example | Topics and Well Written Essays - 1750 words

Organizational Behavior and Leadership - Essay Example National productivity, increasing organizational effectiveness, reducing employee absenteeism, and increasing job satisfaction among the employees of a company. When an employee joins a new organization, he or she brings to the organization a new and unique set of personal background and characteristics from other organizations (Griffin & Moorhead 2010, p. 3). The manager of that organization must be able to recognize the unique perspective of the new employee in order to manage a better working relationship with that employee. This understanding of employee behaviors in order to improve organizational effectiveness is known as organizational behavior. The main purpose of the study of organizational behaviors is to apply principles to increase the organizational effectiveness by examining the individual impact and to bring required improvements in the organizational structure. Implementation of the essential principles is very important to bring a positive change in the organizationa l structure. Management of the company needs to be fully aware of the basic goals and objectives of the company in order to implement the principles behind any organizational behavior. Some of the main objectives for the application of principles include understanding the employees’ nature, understanding the organizational culture, developing effective leaders, developing good teams, and increasing the productivity (Stevens 2007). Studying organizational behavior is extremely important for the mangers for increasing productivity of any company or organization (Miner 2007). The studies not only makes an employee know his importance in the organization as an employee but also helps him develop good characteristics and behaviors required to progress in the professional career. If we talk about multinational organizations, we can say that such organizations have distinctive organizational characteristics that provide a unique context for organizational behaviors.

Its our actions that show us who we really are J.K Rowling (critical Essay

Its our actions that show us who we really are J.K Rowling (critical lens) - Essay Example The play follows, in large part, the physical and psychological actions of Prince Hamlet as he feigns madness and deliberates killing the King and his step-father. Perhaps more than in any work of literature the notion of actions are implemented as a primary element of determining who the character really is. One of the major quotes of the play is made by Hamlet when he states, "The play's the thing/ Wherein I'll catch the conscience of the king" (Act 2, scene ii). Here Shakespeare is implementing foreshadowing to demonstrate the true nature of Hamlet’s character as hesitant and contemplative. Indeed, Hamlet’s action in not killing the King becomes a major theme throughout the play and demonstrates significant characterization. Throughout many instances and examples Shakespeare demonstrates that rather than being a decisive individual Hamlet is contemplative and existential. This contemplation is implemented in a number of monologues and soliloquys in explaining intimat e and detailed aspects of Hamlet’s character. Ultimately, through theme, characterization, and foreshadowing, Shakespeare demonstrates that Hamlet’s actions in refraining from killing the King reveal a significant amount about who he really is.