Contemporary English Version Bible Vs. Human Sexuality

Different Views â€Å"Everything is pure for someone whose heart is pure. But nothing is pure for an unbeliever with a dirty mind. That person s mind and conscience are destroyed. Titus 1:5 (Contemporary English Version Bible) Since ancient times, the understanding the concept of sexuality has had its ups and downs since sexuality has been perceived by different philosophies be these in the family the moral, the professional and even in the political (as in this where the laws are created, even when are contrary what it is establish God.) These same views have been seeing sexuality as something ugly, dirty or degrading and in many instances allowing many sexual issues as legal as the pornography, and prostitution. However there must be a foundation that does not question what is sexuality, but this foundation can be the basis for what is built on it the respect of human sexuality and have the necessary answers to many of the questions that exist today regarding of what is and authentic human sexuality. This is where the present generation build the foundation for future generations about human sexuality, if in this case it is a sin, or what God created to be a way of reproduction and then for the purpose of those who are married to use sexuality for their own pleasurable enjoyment. However, there is currently considerable confusion in regard to what is sin and what is not sin, and with regard that sexuality that is taken it as sin they are right since when the sexualShow MoreRelatedExistentialism vs Essentialism23287 Words   |  94 Pages------------------------------------------------- Essentialism vs. Existentialism Essentialism: A belief that things have a set of characteristics that make them what they are, amp; that the task of science and philosophy is their discovery amp; expression; the doctrine that essence is prior to existence While, Existentialism:A philosophical theory or approach, that emphasizes the existence of the individual person as a free amp; responsibleRead MoreA Picatrix Miscellany52019 Words   |  209 PagesSloane manuscript 3679) passed down from Simon Forman (d. 1611) to Richard Napier (d. 1634) to Elias Ashmole (d. 1692) to William Lilly (d. 1681). E.M. Butler wrongly associates it with Gio. Peccatrix, (no doubt a pseudonym) who edited an Italian version of the Key of Solomon (British Library, Sloane manuscript 1307). Misled by some comments by Mathers and others, Dr. Butler incorrectly concluded that the Picatrix was â€Å"an Italian edition of the Clavicle, strongly impregnated with black elements† (RitualRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 PagesCentury †¢ Jose C. Moya and Adam McKeown 9 †¢ 2 Twentieth-Century Urbanization: In Search of an Urban Paradigm for an Urban World †¢ Howard Spodek 53 3 Women in the Twentieth-Century World Bonnie G. Smith 83 4 The Gendering of Human Rights in the International Systems of Law in the Twentieth Century †¢ Jean H. Quataert 116 5 The Impact of the Two World Wars in a Century of Violence †¢ John H. Morrow Jr. 161 6 Locating the United States in Twentieth-Century World History Read MoreLogical Reasoning189930 Words   |  760 Pagessold to students). (3) No Derivative Works You may not alter, transform, or build upon this work. An earlier version of the book was published by Wadsworth Publishing Company, Belmont, California USA in 1993 with ISBN number 0-534-17688-7. When Wadsworth decided no longer to print the book, they returned their publishing rights to the original author, Bradley Dowden. The current version has been significantly revised. If you would like to suggest changes to the text, the author would appreciate

Human Experimentation Is Only Moral With Informed Consent

Introduction The argument I will be making in this essay is that human experimentation is only moral with informed consent. I believe that it is essential to gain informed consent before starting experimentation as to prevent any uninformed and unnecessary harm coming to the subject. In arguing for informed consent, will do three things; first I will explain what informed consent means. Second, I will consider an argument that sometimes informed consent is not required as it is sometimes difficult to acquire and offer my objection to it. Third, and finally, I will offer my own argument that human experimentation with informed consent is always necessary. Informed Consent For the definition of informed consent, I will be using the†¦show more content†¦I believe that a person who is persuaded into an experiment is at an increased risk for being susceptible to harm. This issue has come up in history, such as in Word War II with the Nazis which resulted in particular guidelines to follow for experiments, knows as the Nuremberg Codes. Examples of these guidelines includes: â€Å"The voluntary consent of the human subject†¦the experiment should be conducted as to avoid all unnecessary physical and mental suffering and injury†¦during the course of the experiment, the human subject should be at liberty to bring the experiment to an end†¦Ã¢â‚¬  (The Nuremberg Trials). The requirements of informed consent are similar to these guidelines, and therefore should be considered necessary to all experiments in which human subjects are involved. When Informed Consent is Difficult to Obtain One argument against the requirement for informed consent is that at times, it can be difficult or impossible to obtain. An example of a case where informed consent might be difficult to obtain is in experiments where it is crucial for the subjects to not know they’re being experimented on. One case similar to this is the Milgram experiment. The Milgram was an experiment conducted in the 1960’s in which theyShow MoreRelatedThe Ethical Ethics Of The Tuskegee Syphilis Study1154 Words   |  5 PagesOver the years human experiments has developed the knowledge of human physiology and psychology. However, the use of human’s subject in research have to become a controversial issue in our society. It has become a debatable questions whether it’s ethical or not. There has to be a limit to where certain experiments can be implemented on humans such as trials for drugs and social experiments. There are moral principles t hat guides our research into deciding what is â€Å"right or wrong†. This principlesRead MoreEthical Implications Of The Clara Case835 Words   |  4 Pagesimplications of making a moral judgment on past actions by researchers regarding human experimentation are discussed. The central ethical conflicts of the Clara’s case are several infringements committed regarding human rights in human experimentation. According to the American Psychological Association Code of Ethics [APA] (2010) experiments such as Clara would have violated several sections from standard 8: 8.01 (obtaining institutional approval), 8.02 (participants’ informed consent), 8.04 (client/patientRead MoreThe Immortal Life Of Henrietta Lacks Essay1258 Words   |  6 Pagesour society, are the moral principles that govern our behavior, dictating what is right from wrong. The specifics of ethics changes as values in our society change and evolve. This occurs in Rebecca Skloots book, The Immortal Life of Henrietta Lacks. One major reoccurring theme in the book is the lack of informed consent and autonomy. Fortunately, now there are safeguards which protect human rights in regard to health care and research. The Commission for the Protection of Human Subjects of BiomedicalRead MoreThe Invention Of The Polio Vaccine920 Words   |  4 Pageshealed, or touched by the cells of a woman whose name we never knew. Her name was Henrietta Lacks. She was an African-American woman who died of an aggressive form of cervical cancer at Johns Hopkins in 1951. Her cells were taken without her consent nor the consent of her family members after her death and used for research from the effects of cosmetics to the formation of the polio vaccine. The cells, tagged as â€Å"HeLa† by the scientist who received them at Johns Hopkins where Henrietta had come for treatmentRead MoreIslamic and Catholic Views on Genetic Engineering1265 Words   |  6 Pagesunnecessary and unethical. It is an embellishment to human vanity and additionally, insults human integrity when the offspring is affected by the technology. (What is the Catholic view on genetic engineering? - Mary Meets Dolly. 12/ 05/ 2014.) The Catholic Church In 1983, Pope John Paul II mentioned in an address â€Å"genetic enhancement was permissible- indeed, laudable- even from a Catholic point of view, as long as it met certain basic moral rules. Among those rules: that these therapies be availableRead MoreEssay on Human Guinea Pigs: Prisoners2045 Words   |  9 Pagesof the social pyramid was always those seen as lacking morals. Whether immoral qualities were synonymous with skin color or occupation, a supposed lack of moral integrity allowed for those higher in stature to impose at times grueling oppression upon the degraded. As society evolved many advances pushed for equality among the masses so that each man or woman was allowed the freedom of bias or judgment. However, no matter how advanced the human race, there is still a hierarchy and at the lowest ofRead More Medical Research and Dependent People Essay3346 Words   |  14 Pages How may children and other dependent individuals are subjects in research projects to which they cannot consent and from which they cannot benefit? This topic was much discussed in the United States about twenty-five years ago, but has recently reemerged in the discussion of the European Convention on bioethics and through current discussion in the medical literature of the kinds of consent and experiments appropriate in the Third World. I summarize the U.S. discussion and solution, present theRead MoreWho Owns Your Cells? Essay1648 Words   |  7 Pagesuntil Rebecca Skloot uncovered it.1 Information about Henrietta Lacks uncovers a history of consent not being asked for, and certainly not being given, but because of the cells, medical discoveries were made without her family’s knowledge.1 It brings to light the idea that while cells are a part of a person’s body, once they are out of the human body there is no more ownership. Without informed consent though, is it still owned by the person whose cells they are? In the end, for Henrietta LacksRead MoreHuman Experimentation1684 Words   |  7 PagesTOPIC #4: Human Experimentation PRO: Prisoners should be allowed to participate in human research CON: Prisoners should not be allowed to participate in human research History and definitions Dating back to 1965, seventy-five prisoners at Holmesburg prison in Pennsylvania were purposely exposed to a poisonous agent. This study was conducted to determine the effects of dioxin, a potentially harmful substance. Dermatologist Dr. Albert Kligman, exposed prisoners to a dosage 468 times greaterRead More10 Principles Regaarding Ethical Clinic and Set of Guidelines on Clinical Research1071 Words   |  5 PagesNuremberg Code is a set of 10 sophisticate principles regarding ethical clinical research on human being (Grodin, 1994). It is mainly for protection of subjects’ human right (Shuster, 1997), such as compulsory of informed consent and the equal authority of subjects as the physician-researcher to end the experiment. 1.2 Helsinki Declaration (1964) Helsinki Declaration is a set of guidelines on clinical research for physician as their responsibility toward protection of their research subjects

Court Systems Free Essays

The article looks at a number of mental health services provided by a number of mental health courts in various counties in different states. For example, the specific mental health services offered by the Marion County in Indiana, Broward County in Florida, Alaska’s Anchorage and King County of Washington. The article then discusses the various issues that would ensure a successful implementation of mental health courts. We will write a custom essay sample on Court Systems or any similar topic only for you Order Now Such issues as due process, resource control and availability of the services will have to be addressed first. These authors are right with their insightful argument on what would work best for different groups of populations. In their analysis, they contend that some models of mental health courts would only be appropriate for small cities, suburban or rural populations. However, as they advocate for mental health services appropriate for the mentally ill offenders, they do not take into account the attainment of justice and do not talk about the role of the victim(s) in the rehabilitation process. From their point of view, it is clear that the authors were clearly biased and argued their case from the mentally ill offenders’ position. Sex Offender Commitment Law Rued Unconstitutional (Daly, R. March 2009). The author reports on the federal appellate court’s decision to overturn the ruling that requires sexual offenders to be subjected to prolonged civil commitment beyond their jail terms. The author then presents the opinion of the APA committee on the issue. The committee concurred with the court’s decision terming the subjection of sexual offenders to civil commitment as lacking in treatment but rather turns psychiatrists into jailers. This report is quite comprehensive because the author does not only present the history of this law but also presents the professional’s opinion and solution to this controversial issue in the criminal justice system. The author seeks neutrality in his reporting and only presents events and opinions of others. However, he fails to provide accounts and cases where the law has been successful in reducing recidivism in sex offenders. Readers of this report may get the impression that the law is totally wrong and incarcerating to the prisoners and therefore do not serve to rehabilitate and reintegrate offenders into the community. Reference Daly, R. (March, 2009). Sex-Offender Commitment Law Ruled Unconstitutional, Psychiatric News, Vol. 44(5):11 Watson, A. Hanrahan, P. Luchins, D. Lurigio, A. (April, 2001). Mental Health Courts and the Complex Issue of Mentally Ill Offenders, Psychiatric Services, Vol. 52:477-481. How to cite Court Systems, Papers Court Systems Free Essays The modern dual system of courts incorporates both federal and state or local courts. This system is the product of many years of gradual development. Outside this formally established structure, however, personal relationships between key court participants can guide court proceedings and procedures. We will write a custom essay sample on Court Systems or any similar topic only for you Order Now This paper will examine the history of the criminal courts, the dual system of the United States and modify the difference between the historical development and the dual court system of the United States.The origins of the contemporary criminal courts can be traced back through their colonial predecessors the Anglo-Saxon and English court systems. Contributions from outside this lineage were minor; although Louisiana’s legal system reflects a strong French influence, owing to the substantial early French settlement there. The earliest records of legal procedures for criminal matters in Anglo-Saxon England are found in proclamations (know as dooms) issued by King Aethelbert of Kent in 601-604C. E. that prohibited theft and provided for a variety of punishments for â€Å"violation of the king’s interests).Anglo-Saxon courts, in an attempt to move away from blood feuds (the long-running cycle of violent retaliation, typically between families or clans), used a variety of oaths and ordeals to determine an individual’s truth or guilt. The compurgatory oath required that the accused swear an oath of innocence: If the defendant’s testimony was supported by statements of a sufficient number of others (known as oath helpers, who were often relatives of the accused), the defendant would be acquitted and released.However, if the testimony was not convincing, the accused would face either trial by ordeal or trial by battle. The absence of burns or scars from an ordeal or simple survival in battle was indication of innocence. English common law and the English court system were the primary role models for the beginnings of the American court system. Colonial courts performed a variety of functions, ranging from legislative and executive activities, such as the determination of tax assessments, to more traditional activities associated with the judicial branch.These courts were relatively simple, with most of the judicial personnel being local influential citizens who were appointed to their positions by the colonial governor. Justice of the Peace courts were established at the local county level; they were typically administered by a person with some degree of status or recognition within the community rather than someone with formal legal training. When the American Revolution took place, the royal colonial courts were closed down and then reestablished as state courts by the new state assemblies.Although the basic structure of the courts remained essentially the same, the new state courts were move dec entralized than the colonial courts, and judges were either elected or appointed by the state legislature or governor. With the growing emphasis on popular democracy and responsiveness to the local community by the middle of the nineteenth century each new state entering the Union required the popular election of all or most of it judges, although only white male were allowed to vote. Specialized local courts and family courts were eventually created in larger cities to handle the growing number of cases as the U. S. population expanded. Most state courts were assigned general trial jurisdiction over both criminal and civil matters, and each state created at least one court appeals. As the states developed their individual constitutions, outlining the structure and the process of governmental operations, most also included in their constitutions a section protecting many rights of citizens accused of crimes that had been stipulated in the earlier colonial laws.The Constitution provided for the establishment of a federal judicial system, even as the states developed their own court structures, thereby creating a dual system of courts. Today, there are fifty independent state court systems as well separate court systems in the District of Columbia and the Commonwealth of Puerto Rico and territorial courts in the Virgin Islands, American Samoa, Guam, and the Northern Mariana Islands. For the most part, these systems have very similar structures and procedures.Each provides for general trial courts, appellate courts, and some sort of Supreme Court. Each state court system administers and interprets its own state’s laws, whereas the federal system deals with federal laws and violations. When a case that has been tried in a state court is appealed, it is appealed through the state appeals court system. In contrast cases that were originally tried in the federal courts are appealed through the federal appellate courts.In issues of the constitutionality of a particular law or procedure, state courts must consider both the state constitution and the federal constitution, whereas federal courts are generally limited to issues stemming from the federal constitution. It should also be noted that decisions made by a U. S. Court of Appeals are binding only on its specific jurisdiction, not on the entire country. The criminal court system in the United States today is largely a product of the Anglo-Saxon and English common law courts and the rights of citizen enumerated in the Magna Carta.Many of the procedural safeguards of the English courts were incorporated into the early colonial legal codes. After the American Revolution, each of the new states created its own independent court system. Congress established the basic structure of the federal court system in the Judiciary Act of 1789. Although there are many variations in the state court structures, all of them make similar distinctions between the courts according to their basic jurisdictionReferences Regoli, R. Hewitt, J. (2008) Exploring Criminal Justice. Jones and Bartlett Publisher, Inc. Sudbury, MA http://www. ovw. usdoj. gov/safehaven_desc. htm How to cite Court Systems, Papers Court Systems Free Essays When the founding fathers of the United States began to conceive the notion of how the nation’s legal system should work, they were determined we should have a country that operated differently and more effectively than the one left behind in the days of British control. They decided that states should have the power to make and govern their own laws and also the ability to enforce those laws. This did not eliminate the need for federal court systems, however, and so the dual court system was born. We will write a custom essay sample on Court Systems or any similar topic only for you Order Now The dual court system is the formal name for the way our country’s legal system works. The dual courts it refers to are the federal and state court systems. The state court system is constructed of local and state courts that are under the purview of state governments. The federal court system was established by the legislative body under the influence of the Constitution of the United States (Schmalleger, 2009). The state legislatures are free to create and enforce their own laws, but the federal government is there to oversee and intervene when necessary to ensure that there are no conflicts within the state systems or when the necessity exists because of multiple state involvements. In the state court system, each individual state has a separate system of courts that operated under the Constitution and laws of that particular state. Historically, the state courts are modeled after the British judicial system that was first brought to the United States when it was composed of English colonies. During that time, each of the original American colony had its own court system for resolving both civil and criminal disputes. As the colonies grew in size, it became necessary for counties to have their own court systems as well, which allowed the general court to focus its attention on appeals. The general court did reserve jurisdiction on certain cases, but typically only simple civil trials were heard there. All of the American colonies had a fully functional court system in place with these sort of arrangements in place by 1776 (Schmalleger, 2009). The turn of the century and early 1900s brought a measurable increase in civil litigation and criminal arrests, which forced the government to find new ways to keep up with the heavier load of reported cases (Schmalleger, 2009). Their answer was to establish multiple new courts at different levels of jurisdiction; including trial, appellate, and supreme court levels. They assigned particular duties and responsibilities to each level of court, from regulating ordinances and city laws to handling minor disputes like property and divorce. One especially important model that was adapted for use in state courts was the New York State Field Code of 1848. This code clarified jurisdictional claims of different issues and gave specifics in the matter of court procedures and regulations. It also established a set of simplified rules for pleadings and how they were to be brought before the court in different situations. It was named the â€Å"Field Code† because it was proposed by a man named David Dudley Field (Field Code of New York, 2011). The court system we have today is much more advanced, thanks mostly to new changes that have been introduced by the American Bar Association and the American Judicature Society (Schmalleger, 2009). Most of the changes center around reducing redundancies in the court system. This makes the courts much more capable of handling a bigger load of cases because they are not wasting time on cases that are also being handled at another level. The three tier system of the courts is still used, but the court system is much more effective and centralized thanks to the changes by these organizations. Like the state court system, the federal court system also has its foundations in the United States Constitution and in colonial law. Specifically, Article III Section 2 of the United States Constitution gives the federal courts jurisdiction over federal laws and treaties (Schmalleger, 2009). In general, this means that federal courts have purview over cases that cross between states or have clear federal jurisdiction such as terrorism cases or cyber crime. In the federal court system, there is only one of the three tiers that is actually mandated by United States Constitution. This is the Supreme Court of the United States. It was formed in 1869 and has always had one Chief Justice and eight Associate Justices. As the name suggests, the Supreme Court is the final and â€Å"supreme† word on any case that it hears. The Supreme court rules on appeals and also has jurisdiction over certain proprietary cases like those involving high ranking diplomats of both the United States and other foreign nations (Supreme Court of The United States, 2011). The other two tiers of the federal court system are the federal district courts and the court of appeals. The kind of cases handled by the federal district courts are cases relating to alleged Constitutional violations, maritime cases, cases that directly involve a state, cases involving the federal government, and cases that include foreign governments or citizens. The appeals court, on the other hand, addresses exactly what it sounds like. It has direct jurisdiction in cases that involve a challenge to an order of a federal regulatory agency, such as the Securities and Exchange Commission or Department of Homeland Security. There are also a few exceptions to federal jurisdiction, such as the military justice system, which is special and applies only to members of the United States Military and is carried out in the form of non judicial punishments and court martial proceedings (Supreme Court of The United States, 2011) Since the concept first formed in England and was carried over and adapted by our nation’s founding fathers, the dual court system as continued to become more effective and make American Justice some of the most effective and civilized in the world. From an outside perspective, our court system may seem complex and confusing, but the different levels of government all work effectively together because of the decades of improvements and legislation changes on both a state and federal level. Once you understand the details of the dual court system, it is actually much simpler than it seems. How to cite Court Systems, Essay examples

Barriers to Listening free essay sample

Barriers to listening A pointed out earlier, listening is not easy and there are a number of obstacles that stand in the way of effective listening, both within outside the workplace. These barriers may be categorized as follows. 1. Physiological Barriers: some people may have genuine hearing problems or deficiencies that prevent them from listening properly. Once detected, date and generally be treated. Some people may have difficulties in processing information, or memory related problem which make them poor listeners. Another physiological barrier is rapid though. Listeners have the ability to process information at the rate of approximately 500 words per minute, where as speaker talk at around 120 words per minute. Since listeners are left with a lot of spare time, there attention may not be focused on words the speaker is saying, but may under elsewhere. 2. Physical Barriers: These referred to distraction in the averment such as the sound of an air conditioner , cigarette smoke, or an overheated room, which interfere with the listening process. We will write a custom essay sample on Barriers to Listening or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page They could also be in the form of information overload. For example, if you are in meeting with your manager and the phone rings and your mobile beeps at the same time to let u know that you have the message. It is very hard to listen carefully to what is being said. 3. Attitudinal Barriers :- pre occupation which personal or work related problems can make it difficult to focus one’s attention completely on what speaker is saying, even what is being said is of crime importance. Another common attitudinal barrier is egocentrism, or the belief that you are more knowledgeable when the speaker and that you have nothing new to have to learn from his ideas. People with this kind of close minded attitude may very poor listeners. 4. Wrong Assumptions :- The success of communication depend on the both the sender and receiver, as we have seen in an earlier unit. It is wrong to assume that communication is the sole responsibility of the sender or the speaker and that listeners have no role to play. Such an assumption can be big barrier to listening. For example, a brilliant speech or presentation, however well delivered, is wasted if the receiver is not listening at the other end. Listeners have as much responsibility as speakers to make the communication successful, by paying attention seeking clarifications and giving feedback. Another wrong assumption is to think that listening is a passive activity, in which a listener merely the thoughts of the speaker. On the contrary, real listening or active listening is hard work – it requires speaking sometimes to ask question, agree or disagree with the speaker, give feedback etc. . Cultural Barriers :- accents can be barriers to listening, since they interfere with the ability to understand the meaning of words that are pronounced differently. The problem of different accents arises not only between cultures, but also within a culture. For example, in a country like india where there is enormous cultural diversity, accents may differ even between regions states. Another type o f cultural barrier is doddering cultural values. The importance attached to listening and speaking differs in westen and oriental cultures. Generally, orientals regeard listening and silence as almost a virtue, whereas Attach greater importance to speaking. Therefore this would interfere with the listening process, when two people from these two different cultures communicate. 6. Gender Barriers :- communication research has shown that gender can be barrier to listening. Studies have revealed that men and women listen very differently and for different purposes. Women are more likely to listen for the emotion behind a speaker’s words, when men listen more for the facts and the content. Example :- a salespersons giving a demonstration of a new type of office equipment may be asked by two colleagues if the equipment will work without ant problem and respond by saying â€Å"Sure. † A male user may take his at face value, where as the female user may detect some hesitation in his voice. This is because the male user listen for the content of the message, where as the female user listen for the tone of the message. 7. Lack of Training :- listening is not an inborn skill. People are not born good listeners. They have to develop the art of listening through practice and training. Lack of training in listing skills is an important barrier to listing, in the Indian Context. 8 Bad Listening Habits :- Most people are very average listeners who have developed poor listening habits that are hard to said and that act as barriers to listening. For example, some people have the habits of â€Å"faking† attention, or trying to look like a listeners, in order to impress the speaker and to assure him that they are paying attention. Others may tend to listen to each and every fact and, as a result, mis out on the main point.

Anna Karenina By Leo Tolstoy (1828 - 1910) Essays - Film, Fiction

Anna Karenina by Leo Tolstoy (1828 - 1910) Anna Karenina by Leo Tolstoy (1828 - 1910) Type of Work: Tragic love story Setting Moscow and St. Petersburg, Russia; nineteenth century Principal Characters Robert Jordan, an American fighting with Spanish Loyalists Anna Karenina, a beautiful young woman Alexey, her cold, vindictive husband Count Vronsky, a young military officer who falls in love with Anna Stepan Oblonsky, Anna's spendthrift brother Dolly, Stepan's frustrated wife Kitty, Dolly's sister Levin, Stepan's rusticc friend, and Kitty's suitor Story Overveiw Stepan Oblonsky's wife Dolly had discovered that her husband was having an affair. With her beauty fading and her household a wreck, she had had enough. Stepan fretfully wrote to his sister, Anna Karenina, asking her to come to Moscow and convince Dolly not to leave him. Later, while working at his job in the entrenched Moscow bureaucracy, Stepan received an unexpected visitor: Levin, an old friend from the university, came to discuss Dolly's sister Kitty, whom he wanted to marry. After being informed by Stepan that he had a rival for Kitty's affections, a certain Count Vronskv of St. Petersburg, Levin resolved that he would propose to Kitty that very night. At that same moment, Anna and Count Vronsky were riding together in a train bound for Moscow. Vronsky noticed the charming woman as he made his way to the first-class compartment that he shared with his mother. He had time to take note of "the suppressed eagerness which played over her face" as their eyes met, and she remained in his mind. However, upon reaching their destination, the two went their separate ways - Anna to her brother's home, Vronsky and his mother to a hotel. Approached by Anna, Dolly at first refused to discuss her husband's infidelity. "Everything's lost after what has happened, evervthinq's over!" she raged. But finally she relented to Anna's plea to keep the family together. Meanwhile, Levin had arrived early at a dinner party hosted by the parents of Kitty and Dolly, determined to make his desires known to Kitty before the appearance of the rich and handsome Count. But "That cannot be ... forgive me," Kitty replied upon hearing his stammering proposal. Crushed by the rejection, Levin escaped from the gathering at the first opportunity. A few days later, at her coming-out ball, Kitty couldn't help but notice how Anna and Vronsky kept gazing at each other. Vronsky's face had a look that puzzled her . . . "like the expression of an intelligent dog when it had done wrong." It was clear to Kitty that the two were in love. Nevertheless, with her task of seeing to Stepan and Dolly completed, Anna boarded the next train for St. Petersburg. She thought of her son, Seryozha, and her husband, Alexey..... Mv life will go on in the old way, all nice and as usual ' "' she thought. But she found that she could not easily dismiss Count Vronsky from her mind. And stepping along the way, as Anna stepped out for a breath of air, there he was. "You know that I have come to be where you are; I can't help it," confessed the officer. Anna was both delighted and flattered by this, but it was simply unthinkable that anything could come of his attraction to her. After all, she was a married woman. Back in Moscow, Kitty was devastated. Not only had Count Vronsky spurned her, but Levin had also left the city to supervise work on his country estate. Humiliated and distraught, Kitty became so ill with despair that she was soon unable to eat or sleep. Her frantic parents, after finding no restorative medical treatment in Moscow, sent her to Europe to consult various doctors. Meanwhile, life for Anna in St. Petersburg remained strangely unsettled. The happiness that in Moscow "had fairly flashed from her eyes, [now seemed] hidden somewhere far away." To her further disquiet, the love-struck Vronsky took every opportunity to see her. One night she knelt and begged him to leave her in peace; but still he persisted: "I can't think of you and myself apart. You and I are one to me." And at that moment Anna "let her eyes rest on him, full of love." Soon afterward, Alexey Karenina walked into a party and found his wife with Vronsky; but Anna denied any impropriety. Still, she and Vronsky met night after night, with Alexey seemingly powerless or unwilling to stop them. Anna by now felt "so sinful, so guilty"; but still she could not curb her passion for the Count. The following summer, while staving at her husband's villa outside the city, Anna confronted her lover with an announcement: she was pregnant. Though he

Viagras Team of Inventors and History

Viagra's Team of Inventors and History According to the British Press, Peter Dunn and Albert Wood  are named as the inventors of the process by which Viagra was created. Their names appeared on an application by Pfizer to patent (WOWO9849166A1) the manufacturing process of  Sildenafil Citrate, better known as Viagra. Peter Dunn and Albert Wood are both employees of Pfizer Pharmaceuticals at the Pfizer run research laboratories in Kent and thus are not allowed to discuss their status or non-status as inventors. In a statement,  Albert Wood said: I cant say anything, youll have to talk to the press office... On the invention of Viagra, a  Pfizer Pharmaceuticals spokesperson said: Life might seem cruel, but they are paid to work for the company and the company owns their inventions. Literally, hundreds of people at Pfizer have been involved in developing the drug. You cant really point to two individuals and say they spawned Viagra. More of a Team Effort   Anyhow, to the best of our knowledge, this is how the story goes. In 1991, inventors Andrew Bell, Dr. David Brown and Dr. Nicholas Terrett discovered that chemical compounds belonging to the pyrazolopyrimidine class were useful in treating heart problems such as angina. Some experts consider Terrett as the father of Viagra as he was named in the 1991 British patent for Sildenafil (trade name Viagra) as a possible heart medicine. It was in 1994, though, that Terrett and his colleague Peter Ellis discovered during the trial studies of Sildenafil as a potential heart medication that it also increased blood flow to the penis, allowing men to reverse erectile dysfunctions. The drug acts by enhancing the smooth muscle relaxant effects of nitric oxide, a chemical that is normally released in response to sexual stimulation. The smooth muscle relaxation allows increased blood flow into the penis, leading to an erection when combined with something arousing. While Terrett is not allowed to discuss whether he considers himself the real inventor of Viagra as he is still a Pfizer employee, he did once state: There were three  patents  put forward for Viagra. Basically, me and my team discovered how useful the drug might be... they (Wood and Dunn) created a way of mass producing it only.   Pfizer claims that hundreds of inventors were involved with the creation of Viagra and that there was not enough room on the patent application to name them all. Thus, only the department heads were listed. Dr. Simon Campbell, who until recently was the Senior Vice President Of Medicinal Discovery at Pfizer and oversaw Viagras development, is considered by the American press to be the inventor of Viagra. However, Campbell would rather be remembered as the father of Amlodipine, a cardiovascular drug.   Steps In Making Viagra Dunn and Wood worked on the crucial nine-step process to synthesize a Sildenafil (Viagra) compound into a pill. It was approved by the FDA on March 27, 1998, as the first pill to treat impotence. Here is a quick summary of the steps: Methylation of 3-propyl pyrazole-5-carboxylic acid ethyl ester with hot dimethyl sulfateHydrolysis with aqueous NaOH to free acidNitration with oleum/fuming nitric acidCarboxamide formation with refluxing thionyl chloride/NH4OHReduction of nitro group to aminoAcylation with 2-methoxybenzoyl chlorideCyclizationSulfonation to the chlorosulfonyl derivativeCondensation with 1-methylpiperazine Empirical formula C22H30N6O4Smolecular weight 474.5solubility 3.5 mg/mL in water Viagra and  Lawsuits One billion dollars in sales were made in Viagras first year of production. But soon many lawsuits against Viagra and Pfizer were filed. This included a suit filed for $110 million dollars on behalf of Joseph Moran, a car dealer from New Jersey. He claimed that he crashed his car into two parked cars after Viagra caused him to see blue lightning coming from his fingertips, at which point he blacked out. Joseph Moran was driving his Ford Thunderbird home after a date at the time.

Ethical Banking in UK Research Proposal Example | Topics and Well Written Essays - 4250 words

Ethical Banking in UK - Research Proposal Example This is interesting because the financial sector as a whole is reported to be reeling from the aftereffects of the sub-prime mortgage crisis in the US, the continued depreciation of the US dollar and rising global inflation. In fact, major banks and financial institutions around the world were reported to have suffered losses reaching $435 billion in July 2008, with many banks experiencing severe liquidity problems. Is it possible that ethical banking shields its practitioners from negative external factors We aim to find out the answer to this question. Business ethics in general is the application of moral principles in the making of business decisions (Rushton, 2002)), such that it places a premium on social responsibility. This responsibility represents the positive actions or responses that a company takes to fulfill its responsibilities towards its stakeholders, to the environment and to society as a whole. In the view of some economists, however, there is one and only social responsibility of business: to use its resources and engage in activities designed to increase its profits. Thus, when firms experience resource shortages as to threaten their very existence, they attack this problem by cheating on their social responsibility. ... That way, the firms give the false impression that they comply with the rules. To address internal resource shortages, such as inadequate capacity and expertise, they overestimate costs, falsify training records, pay excessive compensation and give undeserved promotions. To address external shortages, such as lack of raw materials, they arrange unethical deals with suppliers or service providers. These activities are taboo to ethical banks. 2. Aim & Objectives2.1 Aim Examine how the operations of ethical banks in UK differ from those of their counterparts in the conventional banking sector to see if the former thrive because of ethical banking or in spite of it. 2.2 Objectives (1) Measure the performance of ethical banks in economic terms to see if it is a feasible or reasonable line of business. (2) Observe how ethical banks compete with conventional banks in terms of profitability, size of clients and quality of service. (3) Discover the reasons that made the owners of ethical banks decide to go into this line of banking. Business ethics in general is the application of moral principles in the making of business decisions (Rushton, 2002)), such that it places a premium on social responsibility. This responsibility represents the positive actions or responses that a company takes to fulfill its responsibilities towards its stakeholders, to the environment and to society as a whole. In the view of some economists, however, there is one and only social responsibility of business: to use its resources and engage in activities designed to increase its profits. Thus, when firms experience resource shortages

First Mover Versus Follower Essay Example | Topics and Well Written Essays - 3750 words

First Mover Versus Follower - Essay Example This advantage seems to be borne out of the fact that the First mover has access to extent of resources that later entrants might not have and thus gain advantage that the latter might not have. However, often, the first mover is unable to take make use of the advantage and that leaves space for the Second mover or the follower to move in to avail the advantage that still exists. The term first mover advantage means the first company to launch a new kind of product or service should have a competitive advantage over those that start afterwards . The advantage exists in the form of an opportunity that has to be made best use of. The opportunity can be availed successfully by first movers only if before the competitors enter the market, they build a customer base, build a strong brand, develop economies of scale and develop distribution channels such that a competitive edge is built and sustained. However, a follower may overtake a First mover especially if it has one or more of the fo llowing: A better product: If the follower is able to learn from the mistakes the first mover made, then it is able to build a better product and have an edge over the former. Better distribution system: A follower might be able to build a better distribution system in turn helping it gain a lead over the first entrant. A strong brand: The Follower might be able to build a stronger brand and thus help them position themselves ahead of the first mover. The internet boom of the Nineties was what made the First mover concept and became apparent as a phenomenon, obvious in business terms. Till then it was more of a notion. However, this phenomenon and its importance as a business concept has been on the decline since the recent economic downturn. The first mover is the first major or significant company to move into a market and not necessarily the first company to do so. For a company to attempt becoming the ‘first mover’, it should figure out whether the benefits are more than the risks. Many times, the first movers are rewarded with profits and a monopoly in the market. However, at other times, they are unable to build up on the advantage and this leaves the opportunity for other entrants to compete and effectively gain advantages and potential to capitalize on the same. The term â€Å"First Mover advantage† was made popular in 1988 in a paper by Professor David Montgomery and co-author Marvin Lieberman. Overtime this phrase and the underlying concept caught the attention of the industry and business community and prompted huge spending in new businesses or markets often ignoring the nature and extent of underlying risks. Researchers have shown that First movers have inherent advantages based on empirical and theoretical study of the various mechanisms that confer advantages to the early entrants. However, they withdrew their claims about the concept in a retrospective paper written 10 years later. In a research conducted in 1993, researcher s concluded that almost half of the first movers in the market in their 500 sample brands had failed to gain advantage over competitors. The study also showed that followers who entered the market relatively early had greater success in the long run. As per their study, the said followers had entered the market on an average of 13 years later than the pioneers. As per studies, based on order of entry, the following is the

International Business of McDonald's Research Paper

International Business of McDonald's - Research Paper Example McDonald’s Thailand is trying to promote their products based on price, but the bottom line is that it is trying to create an appeal to the public based on taste and revealing of new product offerings that would be highly applicable in Thailand market (McDonalds Thailand, 2012). In addition, it simply tries to promote not only the products but the company itself. In its website, the marketing proposition ‘Welcome to McDonald’s like you’ve never seen it before’ implies that it simply is trying to promote the company in general through creating an impression of an innovation of product offerings. The website simply tries to promote the company and its products in a way that the customer should create an impression that there is something new to look forward to. In other words, McDonald’s Thailand is simply creating a need for its product offerings by simply initiating a move that would link innovation or product differentiation. McDonald’ s Turkey on the other hand specifically is focusing on offering products that would guarantee high value for nutrition (McDonald’s Turkey, 2012). ... As this case, it would be noted that McDonald’s simply combined the original trademark of the company and in addition it enhances its image by understanding the prevailing market trend. Considering that it is becoming obvious that McDonald’s simply tries to create highly nutritious product offerings, there is a significant market move that it is also creating marketing effort to improve and enhance the image of its company. In other words, just like how McDonald’s Thailand promotes its company, the same general move is established in its branch in Turkey. This means that generally, the two international branches of McDonald’s so far are trying to adhere to their marketing strategy by establishing a strong company brand recall. So far, this is a specific and general marketing effort that is common to them. However, unlike McDonald’s Thailand, the branch in Turkey simply would not only establish promotion based on price and taste, but most significant ly on something new with strong emphasis on nutrition, which is the same case that applies in the UK. McDonald’s UK on the other hand also promotes its product offerings with strong consideration on nutrition and dietary-related matters (McDonald’s UK, 2012). In fact, the company’s website reveals that it seeks to inform the public with the right nutrition that could be achieved out from its product offerings. Furthermore, McDonald’s UK is also specific on how they acquired the raw materials used in their product offerings. This means that the consumers in this country are becoming more sophisticated by simply being able to understand what they exactly want or need. However, this could also be probably the result of constant education regarding dietary requirements that McDonald’s UK is trying to

Soft And Hard Human Resource Management

Soft And Hard Human Resource Management HRM is an essential and vital function for organizational success. Areas within HRM like Manpower planning, Job analysis, Selection and Recruitment, Compensation and Benefits, Performance evaluations, Contract negotiations and Labor legislations are parts of hard HRM whereas functions like Organizational development, conflict management, human resource education, leadership development, organizational culture, and relationship building are components of soft HRM. The hard HRM can be categorized as the basic functions and soft HRM as advanced functions. In todays knowledge economy, where human capital determines the growth and success of an organization, both hard and soft HRM are sig. Hard HRM:- a very instrumental, practical approach, people seen as a passive resources to be used, deployed and if necessary disposed of HR planning is seen as a factor of production incompatible with trade unions-may necessitate confrontation to implement concepts. Soft HRM: sometimes known as development humanism stresses human side entails trust, collaboration, skill development place for unions in this model where unions are marginalized and by passed on many issues or alternative forms of employee representation are initiated above all, about commitment and partnership. Hard HR Management Soft HR Management Treats employees simply as a resource of the business (like machinery buildings) Strong link with corporate business planning what resources do we need, how do we get them and how much will they cost Treats employees as the most important resource in the business and a source of competitive advantage Employees are treated as individuals and their needs are planned accordingly Focus of HRM: identify workforce needs of the business and recruit manage accordingly (hiring, moving and firing) Focus of HRM: concentrate on the needs of employees their roles, rewards, motivation etc. Key features Key features Short-term changes in employee numbers (recruitment, redundancy) Strategic focus on longer-term workforce planning Minimal communication, from the top down Strong and regular two-way communication Pay enough to recruit and retain enough staff (e.g. minimum wage) Competitive pay structure, with suitable performance-related rewards (e.g. profit share, share options) Little empowerment or delegation Employees are empowered and encouraged to seek delegation and take responsibility Appraisal systems focused on making judgments (good and bad) about staff Appraisal systems focused on identifying and addressing training and other employee development needs Taller organizational structures Flatter organizational structures Suits autocratic leadership style Suits democratic leadership style As analyzing this, the hard approach to HR might be expected to result in a more cost-effective workforce where decision-making is quicker and focused on senior managers. However, such an approach pays relatively little attention to the needs of employees and a business adopting a genuinely hard approach might expect to suffer from higher absenteeism and staff turnover and less successful recruitment but the soft approach will certainly appeal to the touchy-feely among it who like to see people being treated nicely. And it can also make a good business case for an approach which rewards employee performance and motivates staff more effectively. However, the danger of taking too soft an approach is that when all the employee benefits are added up, the cost of the workforce leaves a business at a competitive disadvantage. HMR and Personal/ IR Practices with Compared to 27 Dimensions of Storys Definitions Storys model gives a clear idea about the difference between personal and industrial human resource management, According to storys model of human resource management: Human Resource Management has to be implemented into the organization strategy and has to be considered in the higher level of the organization. Human Resource Management needs to be included to management functions and creates an impact on the organizations ability to achieve their goals. Human Resource Managements main key function is to encourage commitment from the employees in the organization but not complaints. Humans ability, capability and commitment is what differentiate each organization has. Points of difference between personnel and IR practices and HRM practices Dimensions Personnel/IR HRM Beliefs Assumptions Contract Careful delineation of written contracts Aim to go beyond contract Guide to management action Procedures Business need Behavior referent Norms Values Managerial task via a vise labor Monitoring Nurturing Strategic Aspect Key relations Labor management Customer Corporate plan Marginal to Central to Speed of decision Slow Fast Line Management Management role Transactional Transformational leadership Communication Indirect Direct Standardization High Low Key Levelers Selection Separate, marginal task Integrated, key task Pay Job evaluation Performance related Conditions Separately negotiated Harmonization Labor management Collective bargaining contracts Towards individual contracts Role of the Line Managers and employees in the organization. The areas where front line managers and employees make a significant difference to people management practices are: Performance Appraisal Training, coaching and guidance Involvement and communication Openness how easy is it for employees to discuss matters with their front line manager Work-life balance Recognition the extent to which employees feel their contribution is recognized. These are all areas where, although the process may be designed by HR, it cannot be delivered by HR. The front line manager role is crucial in a number of respects In enabling the HR policies and practices, or bringing them to life. in acting upon advice or guidance from HR in controlling the work flow by directing and guiding the work of others To do this successfully, this part of the front line managers role must be given at least as much recognition as other operational areas and they must be allocated time within their work schedule to carry out the people management side of the job. The qualities and skills needed from front line managers. The Bath research found that front line managers exercise a strong influence over the level of discretion that an individual has over how they do their job. Some managers can permit and encourage people to be responsible for their own jobs whereas others can stifle initiative through controlling or autocratic behavior. To encourage the kind of discretionary behavior from employees associated with higher performance, front line managers need to: Build a good working relationship with their staff. They need to lead, listen, ask, communicate, be fair, respond to suggestions and deal with problems. Help and support employees to take more responsibility for how they do their jobs by coaching and guidance. Build effective teams. Many of the qualities and skills which are associated with higher quality front line management are around the behaviors of front line managers. It is not enough to educate front line managers in the behaviors required; organizations must also ensure they are developing the environment and culture in which front line managers are actively encouraged and permitted to exhibit the behaviors above. The Bath research found that organizations which had a strong shared culture with guiding principles for behavior which were embedded into practice over time were more successful Attribution: http://www.citehr.com/15998-role-front-line-managers-hr.html#ixzz21Teh5Dml Section B There are potential benefits for both the individual and the organization from using a proper performance management A good performance management system works towards the improvement of the overall organizational performance by managing the performances of terms and individuals for ensuring the achievement of the overall organizational ambitions and goals. An effective performance management system can play a very crucial role in managing the performance in an organization by: Improved business profits The bottom line of an organization improves significantly by increasing employee productivity and quality of work. Increase employee responsibility Communicating realistic but challenging job expectations and making employee accountable for their decisions and actions result in noticeable improvements in employee tardiness, absences and organizational commitment. Equitable treatment of employees All employees are treated fairly by implementing standardized procedures that promote consistency throughout an organization. Enhanced quality of work life Employees experience greater job satisfaction because they become more successful As a HR manager, you need to manage different human resource practices in the workplace Yes I do agree with the statement. Approaching the nature of HRM from a slightly different perspective, (Bowen and Ostroff, 2004) have argued that what they term a strong HR system is more likely to have an impact. Where more high performance practices are in place, and all helping to elicit the same kind of attitudes and behavior from employees, the cumulative impact is likely to be greater. In this context, the specific sets of practices that might be associated with competence, motivation or contribution become rather less important. Another reason why specific bundles of practices might be less significant and difficult to link to performance is that some practices might contribute to several HR outcomes. For example, job design or goal setting might affect both motivation and opportunity to contribute. This leads to two possibilities. On the one hand it may be most appropriate to follow the Bowen and Ostroff line and count the number of practices in place; on the other, it may b e sensible to explore whether specific practices are consistently associated with superior performance. There is an impact of globalization on issues such as human resource planning Yes I do agree with the statement. The interest in strategic human resource management (HRM) has spawned a number of empirical research studies that investigated the impact of HRM practices on organizational performance. However, very little attention has been paid to address the impact of HRM practices on operations management and to generalize the findings across countries and industries. Success of some business decisions. Globalization and The Changing Face of Human Resource Management The pressures on traditional IR models are not all due to globalization, as we shall see, but many of the changes taking place can be traced to globalization. It is not always easy to disentangle the causes and effects of globalization. However it would probably be true to say that globalization is represented by the opening up of markets due, in large measure to foreign direct investment consequent upon the lowering of investment barriers in practically all countries by the liberalization of trade and by the deregulation of financial markets in consequence of which governments increasingly have little control over the flow of capital across borders. All this implies the dominance of the market system, facilitated by the collapse of alternative economic systems. Introduction of new technology Pushing for a more deregulated and flexible labor market More emphasis on productivity and quality Greater employee involvement in the design and execution of work Shifting the focus of collective bargaining from the industry level to the enterprise level. Employers are of the view that issues relevant to the employment relationship such as work re-organization, flexible working hours and contractual arrangements, and pay for performance and skills, are increasingly workplace-related, and should therefore be addressed at the enterprise level. Downsizing the workforce. One important response has been the introduction of flexibility in the employment relationship to increase the capacity of enterprises to adapt rapidly to market changes. This has involved measures such as: flexible working hours, part-time work different types of employment contracts to the standard ones familiar to collective IR flexibility in functions, so that employees who are multi-skilled are not confined to the performance of only one task. They can cover up for absenteeism, and make some jobs redundant. Globalization has, through technology diffusion, substantially increased the introduction of new technology. This, as well as the need for flexible adaptation to market changes, has led to the re-organization of production systems and methods of work, such as the following: Reduction of narrow job classifications and demarcation lines between managers and workers, accompanied by skills enhancement needed to perform jobs with a broader range of tasks. The competition generated by globalization and rapid technological changes accompanied by shorter product life have, while destroying countless jobs in industrialized countries, created opportunities for multi-skilled and easily trainable workers, and for the most significant group of emerging employees the knowledge worker. Knowledge and skills have become the most important determinants of investment, employment opportunities, productivity and quality and of flexibility. Different national cultures and practices make an influence for making a culturally diverse workforce Difference national cultures and practices make an influence for making a culturally diverse workforce. The workforce of the twenty first century is increasingly diverse and multicultural. To effectively manage and lead in this environment, HR must be knowledgeable about cross cultural factors on both the domestic and global fronts in human resource management. By promoting education in cross cultural competencies throughout the organization HR can better serve the company to successfully achieve its mission and goals. As a concept and as a reality, culture is broad and multifaceted. On a daily basis culture influences who we are as individuals, families, communities, professions, industries, organizations and nations and how we interact with each other within and across regional and national borders. Defined as a set of values and beliefs with learned behaviors shared within a particular society, culture provides a sense of identity and belonging. From language, communication styles, history and religion to norms, values, symbolism and ways of being, culture is everywhere. In domestic and global workplace settings people in organizations reflect their respective cultures. As shifting demographics bring together people of many cultural backgrounds, human resource management must be thoughtfully examined and sometimes altered to support organizational goals. Special Expertise Panel members point out that for sustainability, organizational leaders must expand their perspectives from a local to a worldly view. HR professionals experienced in workplace diversity and cross cultural communication are well positioned to develop and implement culturally appropriate HRM strategies, policies and practices. While not exhaustive this Research Quarterly focuses on selected cross cultural factors in HRM in todays workplace and provides insights for HR to better serve the needs of the organization. Business Case for Cross Cultural HRM With the advent of globalization, research on cross cultural organizational behavior has become a pathway to understand the dynamics of multicultural domestic and international workplaces. In fact successful organizations of the 21st century require leaders who understand culturally diverse work environments and can work effectively with different cultures that have varying work ethics, norms and business protocols. Yet diverse cultures create HRM challenges. Gaining cross cultural competence takes time, education, experience, openness and sensitivity. When people lack intercultural skills miscommunications can damage business relationships deadlines can be missed projects may fail and talented people will go to the competition. Key HR responsibilities are to understand how cross cultural factors interact with HR, be the conduit for organizational learning for cross cultural intelligence and foster cross cultural communication throughout the organization. Cultural Value Dimensions Cross cultural intelligence is the ability to switch ethnic or national contexts and quickly learn new patterns of social interaction with appropriate behavioral responses. This competence is essential to work effectively in multicultural environments. Thus linking future career paths and global business success with cultural competence is important for HR to emphasize, with the goal that managers are motivated to acquire new behaviors and skills and understand the benefits of learning from different cultures. Task 02 Section A- Case Study Explain the Audit Firms model of flexibility. The concept of a flexible firm recognizes that organizations will requires enhanced flexibility to meet ever evolving market and competitive pressures. The flexible firm model suggests that we can design our workforces to proactively meet our business needs through flexible staffing arrangements. In other words it is a concept of simply integrating flexible conditions into the administration an organizations functional operations, in order o meet the demands of a highly competitive market and attain its strategic aims and goals. Flexibility is a calculated risk utilized by organization to survive and gain strategic competitive advantage. Therefor this case study, shows how they has developed and implemented flexible work practices improve its services and meet the changing needs of its staff. According to the contracts help the Audit commission to cope with all of its changing needs. They also help it to be flexible. There are three main types of flexibility they practice. Numerical Flexibility Functional Flexibility Place- of- work flexibility The Audit Commission is constantly face with peaks and troughs in the workload that cannot be met simply by having its employees on full time contracts. There are situations where they need either more staff or fewer staff. By increasing or reduce staff in their situation the Audit Commission has developed numerical flexibility. The Audit Commission has also developed flexibility through developing the skills of its employees to deal with a wider variety of work. This means that when the nature and type of work changes, employees are comfortable undertaking different tasks. This is known as functional flexibility. Homeworking is an example of place-of-work flexibility. The Audit Commission uses this way to respond to the challenges within their business environment. This method of working has helped it to meet more closely the needs of its staff. As part of its flexible working arrangements, homeworking has helped to transform the ways in which many people work and improve their work-life-balance. Briefly explain the need for flexibility. According to this firm do you believe that they are implementing the correct types of flexibility? Explain your answer. Employers have always wanted workers to be as flexible as possible. In the past this has mean paying overtime for extra hours worked, or higher rates for shift work. Faced with competition, businesses attempt to use their existing employees more effectively. Sometimes this could benefit employee. Working flexible hours could mean an employee may take time off for personal reasons and still work their required number of hours a week. The need for flexibility is increasing due to demographic and social changes the number of people in the paid work force with caring responsibilities is set to increase. In turn this will increase the demand for flexibility in the workplace. Moreover, increasing competition has placed emphasis on quality, innovation and reducing the unit cost of production: job design and the organization of work must both mobilize employees energies for quality innovation and reliable productivity. In addition to this Technological change, particularly in the automation and computerization of work process and information flows, has eroded traditional demarcation boundaries between jobs: job design and the organization of work must fit the new technology in order to secure its benefits for efficiency. Increasing market uncertainty means that organizations need to be more adaptable to changes in demand: able to vary the size and deployment of their workforces to meet demand as effectively and efficien tly as possible. Yes I do believe that they are practicing the correct types of flexibility. The benefits they are getting form those types are more and it will lead to build effective flexible working system. Flexibility is not about integration of the different spheres of life to reduce conflict or to harmonizing paid work with other parts of life; rather flexibility is about how self-managing employees constitute synthesis of work life and home life as distinct parts of one and the same life. If Audit Commission is very much concerned about their flexibility in the work place those types they are currently practicing is totally suitable. By regular homeworking helps an organization to develop family-friendly policies that improve the work-life balance of its staff. For the organization, homeworking assists in recruiting individuals who are attracted to this style of working and this enables the Audit Commission to retain a diverse workforce. Evaluate the advantages and dis advantages of flexible working practices from both of the employee and employer perspective relate with this firm. For Employee Advantages It reduces the transport cost for the employee and by reducing the transportation it is good for environment. Regular homeworking helps an organization to develop family-friendly policies that improve the work-life balance of its staff especially in Audit Commission. Employers have great freedom to organize their work to finish on time. By implementing flexible working system employers can improve morale and reducing absence and lateness. A better work/life balance being able to meet both work and personal commitments Increased sense of control leading to increased sense of well-being With the greater job satisfaction employees can make better working environment with a happier person all around. Being able to remain in the workforce longer with greater loyalty, trust and respect towards employers Disadvantages Lower salary if you work fewer hours. Possible sense of isolation from colleagues. Loneliness. Need for a dedicated work space. Difficulty in judging performance. Need to be self-disciplined and highly organized. Possible obstacle to promotion. A sense that you have been forced into it by circumstances not of your choosing. For Employer Advantages Happy and satisfied employees, who have a greater sense of trust and loyalty, create many business benefits: Attracting skilled and motivated employees Particularly those who wouldnt normally apply. For example mature aged workers those who have Auditing experience, those with family/care responsibilities and those seeking greater balance between work and personal interests. Keeping skilled and motivated employees Effective flexibility can reduce unwanted staff losses by up to 25%. A huge cost saving in terms of retaining knowledge, maintaining Agent relationships and in re-training, creating awareness and administration costs. Motivating and energizing staff Resulting in increased productivity and greater profits, as employees focus more on business success, are more flexible to meet its needs and driven to work harder specially service organization like Audit commission. Increasing employee satisfaction creating a happier workplace, with greater teamwork, collaboration and sharing of knowledge. Lower staff absences employees are less stressed about meeting their job and outside/family commitments and have a greater sense of well-being, reducing unplanned absences. Increasing skills and creativity of your managers Managers are challenged to look outside the square, develop leadership skills and manage a more diverse workforce Improving customer service and retention More committed employees, greater employee retention and a better match between peaks and troughs in workflows and staffing will allow you to more closely meet customers needs Becoming an Employer of Choice which expands the pool of talented workers that an advertisement will attract. Disadvantages Finding qualified employees who want to be part of a flexible workforce can be challenging, because people generally prefer jobs that provide a reliable and predictable income stream. It can be difficult to retain employees in a flexible workforce. Thats because during times when business is slow and members of a flexible workforce arent working, theyre likely to spend their time looking for other work. If Audit Commission is opened in non-working working hours as a result it will lead to increase the unwanted costs like electricity and heating and so on. Section B Essay Equal opportunities with in the workplace The term equal opportunities is a broadly used phrase which promotes the idea that everyone within an organization should have an equal chance to apply and be selected for posts, to be trained or promoted and to have their employment terminated equally. Providing equal opportunity and treating employers without prejudice is vital to achieve organizational objectives. Over the past 30 years, the workplace has changed dramatically. Women have become more empowered giving them the opportunity to seek career progression which had previously been denied to them. Disabled people who can work are being helped back to work and offered the same opportunities as able-bodied people and economic globalization of business has meant that managers must be aware of cultural and race issues. There should be no discrimination on the grounds of gender, homosexuality, age, racial origin, religious affiliation, disability or marital status. Employers can only discriminate on the grounds of ability, poten tial and all employment decisions taken on an individuals ability to do a particular job. There are two main forms of discrimination. First of all direct discrimination involves treating an individual within the workforce less favorably than others on sexual, marital, racial or disabled grounds. It occurs when interested group is treated less favorably than another. (Except for exempted cases) For example, Management decision is not to select or promote a woman because she is pregnant or because of her nationality. One act of discrimination is sufficient and must be directed at an individual for action to be taken. Second type of discrimination is indirect discrimination. Indirect discrimination describes a term or condition applicable to both sexes but where one sex has considerably less of an ability to comply with it than the other. It occurs when, an employer applies a provision, criterion practice to men and women equally, but it has the effect of putting one sex at a particular disadvantage without justification. For example, change the shift patterns to include an early morning to start, as a woman is more likely to be responsible for childcare or a condition that a candidate for a job must be of a minimum certain height. It is unlawful to discriminate in employment on the grounds of color, race, nationality, gender, gender reassignment, marital status, and disability for all staff, regardless of their hours, or patterns of work. Within the work environment the majority of discrimination claims Centre around the recruitment and selection process. Several pieces of employment legislation exist in order to provide a framework for implementing equal opportunities within the workplace. The main legislation is Equal Pay Act, Sex Discrimination Act, Race Relations Act, Human Rights Act, Race Relations, Employment Equality in Religion or Belief and Gender Recognition Act. In developed countries there are migrants and even students who work for lesser wages than the minimum wages. The wages that they are paid is less than the national wages that is allowed by the government and not only the payment is less but there could be situations where they work for longer hours than they can in a weeks time. In countri es such as Sri Lanka there are many places and organizations where framework is not followed and are broken with many discrimination such as sex, pay and also race but due to the fear of the influence and also the fact that they need the money to work the employees do not take necessary actions. Organizations consist of many individuals working together to achieve organizational success. These individuals collectively bring different attitudes, perceptions and learning experiences to the workplace, as well as ethnic, gender and personality differences. When the Equal Opportunities Commission was set up, it was to tackle the issue of Gender Discrimination predominantly and to offer women the same working rights as their male complements. However, in modern day society, equal opportunities has been broadened and backed up by law to provide the same level of protection to other minority groups in the workforce. Mainly there are three types of discrimination. First type of discrimination is age discrimination. Age discrimination involves treating employee less favorably because of his age. The Age Discrimination in Employment Act only forbids age discrimination against people who are age 40 or older. It does not protect workers under the age of 40, although some states do have l aws that protect younger workers from age discrimination. It is not illegal for an employer or other covered entity to favor an older worker over a younger one even if both workers are age 40 or older (The Employment Equality (Age) Regulations 2006, 2006). Second type of discrimination is sex discrimination. Sex

Do the right thing Essay -- essays research papers

The weather is sizzling hot and tensions are slowly coming to a boil in this Bedford-Stuyvesant Brooklyn neighborhood. Slowly but surely we see the heat melt away the barriers that were keeping anger from rising to the surface. The Blacks and the Hispanics own the streets the Koreans own the corner store and of course the Italians own the pizzeria, the Cops who happen to be all Caucasian, prowl the streets inside out, looking for anyone to harass. Toes are then stepped on and apologies are not made. Spike Lee creates the perfect set-up for a modern day in Bed-Stuyvesant. Without fail Spike Lee is transformed into an anthropologist. Spike Lee’s goal is to allow viewers to glimpse into the lives of real people and into a neighborhood they call home. After all this isn’t just some flight into an imaginary ghetto. It’s a journey into real life, real people and of course real circumstances. In the words of the local DJ Mr. Seà ±or Love Daddy its time to, â€Å" Waaa aake up!" and see what real life is really about. Our main character is Mooky, a black teenager, who works in Sal’s famous pizzeria. Mooky is the pizza parlor delivery boy and he is the only one of his friends to have a job. Sal and his two sons run the pizzeria. Sal is one of the very few white Italian business owners remaining in this predominately black neighborhood. Despite obvious tensions, Sal holds his ground in the neighborhood and remains proud of the fact that these people, meaning the kids of Bed-Stuy, have grown up on his pizza. Along the way we meet other characters such as Radio Raheem who is a neighborhood kid who walks the street with an oversize radio and decorates his fingers with the symbolic ‘love’ and ‘hate’ rings. Smile, a mentally disabled individual who runs around the streets selling the one existing photograph of Martin Luther King and Malcolm X. Then there is Mooky’s Puerto Rican girlfriend, who is raising their son and constantly nagging Mooky for being a deadbeat f ather. We also meet The Mayor, an alcoholic, elderly man who wanders the street looking for any type of chores to do in exchange for a small about of money. Lee’s choice of characters and actors seems noticeably ideal. Each character is full of life and more importantly each is an individual. Each character is created to retell a part of our society that we sometimes over look. This obviously makes Spike Lee a... ...ee demonstrates this when the viewers start to think about who really is to blame for the chaos that erupts near the end of the film. Perhaps Lee is asking his audience to simply judge people as individuals and not as representatives of an entire race, since he would like to prove that race is a social category not a biological fact. This is apparent when the audience comes to realize that each character belonging to a certain racial group has a counterpart who is very different in his or her views. For example the Italian Sal who shows some slight racist tendencies are nowhere as ignorant as one of his sons. In conclusion Spike Lee does show noteworthy signs of become an anthropologist. His ever quest to inform his audience that they should not judge a person from their ethnicity group and assume all actions of that person are typical traits of that race. He clearly tries to inform the viewers of race as a social category and not a biological race. Spike Lee simply wants us to open our eyes. The world is full of beautiful things and if we keep ourselves narrowminded, we end up missing a great deal. In the words of Mr. Seà ±or Love Daddy did say it best â€Å"Waaaaaaaaaaake up!† Do the right thing Essay -- essays research papers The weather is sizzling hot and tensions are slowly coming to a boil in this Bedford-Stuyvesant Brooklyn neighborhood. Slowly but surely we see the heat melt away the barriers that were keeping anger from rising to the surface. The Blacks and the Hispanics own the streets the Koreans own the corner store and of course the Italians own the pizzeria, the Cops who happen to be all Caucasian, prowl the streets inside out, looking for anyone to harass. Toes are then stepped on and apologies are not made. Spike Lee creates the perfect set-up for a modern day in Bed-Stuyvesant. Without fail Spike Lee is transformed into an anthropologist. Spike Lee’s goal is to allow viewers to glimpse into the lives of real people and into a neighborhood they call home. After all this isn’t just some flight into an imaginary ghetto. It’s a journey into real life, real people and of course real circumstances. In the words of the local DJ Mr. Seà ±or Love Daddy its time to, â€Å" Waaa aake up!" and see what real life is really about. Our main character is Mooky, a black teenager, who works in Sal’s famous pizzeria. Mooky is the pizza parlor delivery boy and he is the only one of his friends to have a job. Sal and his two sons run the pizzeria. Sal is one of the very few white Italian business owners remaining in this predominately black neighborhood. Despite obvious tensions, Sal holds his ground in the neighborhood and remains proud of the fact that these people, meaning the kids of Bed-Stuy, have grown up on his pizza. Along the way we meet other characters such as Radio Raheem who is a neighborhood kid who walks the street with an oversize radio and decorates his fingers with the symbolic ‘love’ and ‘hate’ rings. Smile, a mentally disabled individual who runs around the streets selling the one existing photograph of Martin Luther King and Malcolm X. Then there is Mooky’s Puerto Rican girlfriend, who is raising their son and constantly nagging Mooky for being a deadbeat f ather. We also meet The Mayor, an alcoholic, elderly man who wanders the street looking for any type of chores to do in exchange for a small about of money. Lee’s choice of characters and actors seems noticeably ideal. Each character is full of life and more importantly each is an individual. Each character is created to retell a part of our society that we sometimes over look. This obviously makes Spike Lee a... ...ee demonstrates this when the viewers start to think about who really is to blame for the chaos that erupts near the end of the film. Perhaps Lee is asking his audience to simply judge people as individuals and not as representatives of an entire race, since he would like to prove that race is a social category not a biological fact. This is apparent when the audience comes to realize that each character belonging to a certain racial group has a counterpart who is very different in his or her views. For example the Italian Sal who shows some slight racist tendencies are nowhere as ignorant as one of his sons. In conclusion Spike Lee does show noteworthy signs of become an anthropologist. His ever quest to inform his audience that they should not judge a person from their ethnicity group and assume all actions of that person are typical traits of that race. He clearly tries to inform the viewers of race as a social category and not a biological race. Spike Lee simply wants us to open our eyes. The world is full of beautiful things and if we keep ourselves narrowminded, we end up missing a great deal. In the words of Mr. Seà ±or Love Daddy did say it best â€Å"Waaaaaaaaaaake up!†

A Report to Determine the Benefits of a Good Staff Welfare System

A REPORT TO DETERMINE THE BENEFITS OF A GOOD STAFF WELFARE SYSTEM BY MARK ROSS 21ST October 2012 CONTENTS Introduction1 Executive Summary1 Staff welfare and organisational objectives1 Process for assessing staff welfare2 Actions to be taken2 Communicating responsibilities for staff welfare3 Recording and maintaining staff welfare systems4 Conclusion4 Bibliography4 i 1. INTRODUCTION 1. 1 This report has been asked for by my manager to determine the benefits to the company of good and well integrated staff welfare system.Recent statistics produced by the companies Human Resources department show that the levels of sickness and absenteeism are unacceptably high. 2. EXECUTIVE SUMMARY 2. 1 This Report considers 5 main objectives: Discuss the relationship between staff welfare and organisational objectives. Explain the process for assessing staff welfare. Identify the actions to be taken by the manager in dealing with a staff welfare Issue. Describe how to communicate responsibilities for staff welfare to then team. Discuss records that may be maintained to demonstrate that staff welfare is supported. . Discuss the relationship between staff welfare and organisational objectives. The relationship between staff welfare and organisational objectives can be can be a bit of a balancing act but there are many basic requirements we all expect when we go to work: Safe working conditions / work environment (risk assessments carried out) Safety from any kind of harassment e. g. bullying, sexual, racial. Good employee relations with people being treated with dignity and respect. Equal opportunities. Adequate induction into the company and ongoing training.Some of these process's come at a cost and given the current economic downturn many companies may want try and make cutbacks in certain areas namely ongoing training which can be expensive. If we are able to show our staff that we really care about there interests and personnel development it has been shown in studies to incr ease the overall feeling of well-being in the work place, this is proven to increase productivity and reduce rates of sickness and absenteeism which in-turn leads to a positive effect on bottom line profits. A study by Dr Kerstin Alfes of Kingston University Business School found that:Keeping staff happy might not be a high priority for employers in the economic downturn. But a report from Kingston University argues that a contented workforce can help an organisation to succeed and can even make the difference between whether or not a struggling company survives the recession. 1 4. Explain the process for assessing staff welfare. The process for assessing staff welfare can be achieved in several ways, all are based on an open and honest flow of communication from front-line staff up the chain of command using well defined process's.Making the chain of command clear is also very important so staff know the correct approach to take and who to contact with any given issue/grievance. He re are some of the methods we currently have in place to assess staff welfare: Surveys / Questionnaires. Suggestion Box's (Anonymous). Regular performance reviews / appraisals. Near-miss and accident reporting. Back to work interviews. All these process's are based on getting an understanding of how the workforce feel at work and improvements that may be needed to make things run smoother. One process our company hasn't yet developed fully is a workplace counselling scheme.This concept originated in the USA and looks at staff welfare not only in the work place but outside it too, it recognises that many problems affecting productivity and welfare are not only work related. This counselling must be confidential and empathetic to the personal needs on the individual employee. 5. Identify the actions to be taken by the manager in dealing with a staff welfare issue. A manager may deal with staff welfare issues in the following ways, closely assessing the information gathered during the processing of a staff welfare issue and also looking into other relevant information is one of the most important step.We need to get to the bottom of the issue and take a balanced view on all the concerns raised. Actions to be taken: Following of policies and procedures that are in place. Meetings with those concerned with the specific staff welfare issue. Close assessment of information gathered. These actions should lead to a good overall picture of the staff welfare issue and allow use to take the correct approach in rectifying or putting controlling measures in place to minimize the issue. Often policies and procedures may need to be updated to incorporate things we have learnt from individual issues.This can be seen to be good management tool also as it shows our employees that as a company we are always open to continual improvement. 2 6. Describe how to communicate responsibilities for staff welfare to the team. Staff welfare responsibilities can be communicated to staff via newsletters regular meeting appraisals Notice boards eg last accident/near miss currently our company collects data on accident reports/nears misses but it only used as a tool to pass onto higher management and isn't made freely available to staff, In previous jobs this information has been made public knowledge and published on notice board.I feel this can be used as a good tool to show that we're striving to reduce these figures, the same approach could also be taken with sickness and absenteeism. Publishing information such as days lost due to sickness and cost to the company in having to pay for overtime to cover time could show how important we take this issue. 7. Discuss records that may be maintained to demonstrate that staff welfare is supported. There are several ways in which records can be maintained to support staff welfare such as 8. Conclusion 9. Bibliography http://www. kingston. ac. uk/pressoffice/news/59/26-01-2010-a-happy-workforce-is-good-for-business. html

Study Of Titanium And Its Alloys Engineering Essay

This chapter describes theoretical background associated with the research subject. This subject involves Ti and its metal. The most common job that restricts the usage of deep-rooted metallic stuffs is their biocompatibility such as low bioactivity and mismatch of mechanical belongingss with assorted organic structure tissues, hence reviews on both are besides presented. Porous constructions of implant stuffs are stimulate bone tissue turning that can better the arrested development. Both pulverization sintering procedures ( PSP ) and pressurized pore enlargement procedures ( PPEP ) were employed to fabricate porous construction of the stuffs, consequently reviews on these subjects are besides undertaken. Titanium is transition metal occurred in mineral beginnings as rutile-TiO2 and ilmenite- ( Fe, Mg, Mn ) TiO3 that are dispersed about 0.6 % of the Earth ‘s crust [ 1 ] . The runing point temperature of pure Ti is 1670oC, much higher compared to aluminium. Although the Ti ‘s strength is comparatively the same as some of steels, the denseness is a half of that of steel. However, due to high responsiveness with O taking to instantaneous formation of oxide surface bed, which is high corrosion resistant in nature, it is expensive procedure. Titanium processing from metal ore requires energy more two crease than that of the Fe processing ( 431 x 106 Btu/ton compared to 203 tens 106 Btu/ton ) [ 2 ] . At room temperature, Ti has hexangular unit cell of the i stage which are values of the lattice parametric quantities a ( 0.295 nanometer ) and c ( 0.468 nanometer ) . Pure Ti undergoes an allotropic transmutation at 882.5oC [ 3 ] changing from hexangular close-packed crystal constr uction ( i ) below the temperature to body-centered three-dimensional crystal construction ( i ) above the temperature and remains stable up to the thaw point. Some of the basic physical belongingss of the unalloyed metals e.g, Ti, Nb, Ta and Zr are presented in table 2aˆ‘1. Since Ti is passage metal holding uncomplete shell, it allows developing solid solutions with Numberss of subtitutional elements which have size factor within  ±20 % , therefore the exact temperature is attributed by add-on metal elements. Table 2aˆ‘2.Summary of physical belongingss of the unalloyed metals e.g. Ti, Nb, Ta and Zr Property Titanium ( Ti ) [ 4 ] Niobium ( Nb ) [ 5 ] Tantalum ( Ta ) [ 5 ] Zirconium ( Zr ) [ 5 ] Atomic figure 22 41 73 40 Atomic weight 47.867 92.906 180.948 91.224 Allotropic transmutation temperature ( oC ) 882.5––863 Lattice Structure [ 6 ] Density ( 20oC ) ( g/cm3 ) Coefficient of Thermal enlargement, a, at 20oC ( K-1 ) i‚? 882oC Alphaiˆ : hcp, degree Celsius ( & A ; Aring ; ) : 4.6826 a ( & A ; Aring ; ) : 2.9505 i‚?882oC Beta: bcc, , a ( & A ; Aring ; ) : 3.3065 4.51 8.4 X 10-6 Beta: bcc a ( & A ; Aring ; ) : 3.3066 8.57 7.07 x 10-6* Beta: bcc a ( & A ; Aring ; ) : 3.3058 16.65 6.6 x 10-6 i‚? 863oC Alphaiˆ : hcp, degree Celsius ( & A ; Aring ; ) :5.1475 a ( & A ; Aring ; ) : 3.2316 i‚?863oC Beta: bcc, a ( & A ; Aring ; ) : 3.6090 6.51 5.7 x 10-6 Thermal conduction ( W/ ( m.K ) 19.2 53.7 57.5 22.7 Melting temperature ( oC ) 1668 2468 2996 1857 Young ‘s Modulus, E, ( GPa ) 100-145 [ 7 ] 3 104.9 [ 8 ] 185.7 [ 9 ] 98 [ 10 ] Output strength, iys, ( MPa ) 140 [ 7 ] 3 1051 [ 8 ] 1701 [ 9 ] 276 [ 11 ] Ultimate tensile strength, iu, ( MPa ) 235 [ 7 ] 3 1951 [ 8 ] 5852 [ 8 ] 2851 [ 9 ] 6502 [ 9 ] 379 [ 11 ] Noted: 1 Anealed 2 Cold Worked 3 Refference [ 7 ] page 20 Harmonizing to the nature of their microstructure upon the room temperature commercial Ti metals may be divided as i metals, iiˆÂ «i alloys and i metals, with farther subdivision into near-i metals and metastable i alloys [ 12, 13 ] . Base on that, debasing elements of Ti are classified into i-stabilizers, i-stabilizers and neutrals, Fig II-1. Debasing elements taking to an addition in the stage transmutation temperature such as Al, O, N and C are categorised as i-stabilizer elements. On the other manus, elements dissolved in Ti diminishing the allotropic transmutation temperature are known as i-stabilizers which by and large comprises of the passage metals and baronial metals [ 3, 14 ] . The i-stabilizer elements are divided into i isomorphic component ( e.g. , V, Nb, Mo, Ta ) and i eutectoid forming elements ( e.g. Fe, Mn, Cr, Ni, Cu, Si, H ) . While impersonal elements produce no important alteration in the transmutation temperature ( e.g. , Sn, Zr ) [ 14 ] . The belongingss of Ti metals are attributed to debase elements composing, metallurgical processing status and comparative proportion of the phases/ microstructure formed [ 14-17 ] . Alpha Ti metals are chiefly fabricated by CP Ti and alloys with iiˆ stabilizer elements singly or combination ensuing in microstructure of iˆ i stage at room temperature. The i stage is categorized as the deficiency of heat intervention response since metastable stage no remain after chilling from high temperature. These alloy show acceptable strength, good stamina, high weirdo opposition, good weldability because they are insensitive to heat intervention, hapless forgeability peculiarly at temperature below the beta transus, and due to absence of ductile-brittle passage, the nature belongings of bcc construction, they suitable for cryogenies application. Beta Ti metals are attained by add-on high sum of i stabilizer elements to titanium. This add-on allows diminishing the beta transus and besides enables cut downing martensite start temperature ( Ms ) . Further, martensitically transmutation of i metal will be really restricted upon slaking to room temperature, ensuing in a metastable i stage. In some instances i metastable stage can partly transform into i? · stage and/or martensitic-iiˆ during the slaking processing for temperature scope depending on chilling rate and metal composing [ 18 ] . In many less of stabilised i metal, metastable i stage besides can be triggered to transform to martensitic-i because of cold work at ambient temperature [ 19, 20 ] . While, the stable i stage can be dispersed as a finely signifier in the maintained iiˆ stage after solution handling taking to increase in the mechanical belongingss [ 14 ] iˆÂ ® The advantages of the beta metal are they have high hardenability, excellence forgeabi lity, can be deformed at low temperature, high corrosion opposition and can be strengthen to high strength degree [ 21 ] . The disadvantages of the metals are higher denseness than that of iiˆÂ «i metal and lower weirdo opposition. Alpha-Beta Ti metals have composings with adequate sum of i and i stabilizer that consequence in a mixture of alpha and beta stages at room temperature. The mechanical belongingss of the iiˆÂ «i metals are tailored by composing, thermic intervention and thermo-mechanical intervention status to set the microstructural and precipitational provinces of the i constituent. The most normally used alpha beta Ti metal is Ti-Al-V. Figure 2aˆ‘1 Consequence of debasing component on stage diagram [ 14 ] Titanium and Ti metal are normally known as an attractive stuff for application in aerospace [ 22 ] , military [ 23 ] , biomedical [ 24, 25 ] , chemical industries, automotive, athleticss and many others [ 14 ] . The broad application of the metals are owing to its singular belongingss chiefly, good corrosion opposition, good biocompatibility and high strength to denseness ratio i.e. Ti possesses comparative high strength combined with low denseness [ 26, 27 ] .