A Red Shifted Variant Of Channelrhodopsin Allows Deep...

Lin, J.Y., Magne Knutsen, P., Muller, A., Kleinfeld, D., Tsien, R.Y. (2013) ReaChR: a red-shifted variant of channelrhodopsin enables deep transcranial optogenetic excitation. Nature neuroscience, 16 (10), 1499-1507. This paper focusing on a res-shifted variant of Channelrhodopsin shows that using red light can improve transcranial excitation because of the properties of red light. Red light is less scattered by tissue and is absorbed less by blood than previously used wavelengths. This development is very important for the potential use of optogenetics in chronic studies to treat neurological disorders, as cranial windows can be avoided. The opsin created is called ReaChR and has a spectral response to light at wavelengths greater than†¦show more content†¦Raimondo, J.V., Kay, L., Ellender, T.J., Akerman, C.J. (2012) Optogenetic silencing strategies differ in their effects on inhibitory transmission. Nature neuroscience, 15(8), 1102-1104. It is important to know that optogenetic silencers can have different effects on synaptic transmission. For example, a light-driven inward Cl-pump, NpHR, causes changes in the reversal potential of the membrane potential of GABA receptors causing a spike after illumination. Arch, also an inward Cl- pump, on the other hand does not result in a spike after illumination. This article provides useful insight of light-activated proteins that can be used as modulators. The ability to change GABA membrane potential can be extremely useful when working with Parkinson models since these receptors are involved in some of the Parkinson’s symptoms. Tà ¸nnesen, J. et al. (2011) Functional Integration of Grafted Neural Stem Cell-Derived Dopaminergic Neurons Monitored by Optogenetics in an In Vitro Parkinson Model. PlosOne, 6(3), 1-10 Intrastriatal grafts of stem cell-derived dopamine neurons induce behavioral recovery in animal models of Parkinson’s disease. This could possibly be used in non-animal models, however previously it was unknown how these transplanted grafts integrated in the host circuitry. By using optogenetic activation of grafted cells and inhibition of host neurons, Tà ¸nnesen and colleagues were able to

Leadership Theories and Concepts Free Essays

string(44) " some values and behaviours in their staff\." Evolution of leadership theories 1) The Great man Theory (Trait Theories) These were basis of leadership research until 1940’s. The great man theory from Aristoteham philosophy asserts that some people are born to lead whereas others are born to be led. Trait theory(ies) assume that some people have certain characteristics or personality trait that make them better leaders than others. We will write a custom essay sample on Leadership Theories and Concepts or any similar topic only for you Order Now (refer to traits as stipulated by Bass (notes) Behavioral Theories During human relations era, many behavioural and social scientists studying management also studied leadership. Emphasis was on what the leader did – leaders style of leadership (Lewin 1951) and White LippiH (1960) came up with leadership styles: i) Authoritarian ii) Democratic leissez-faire Authoritarian leader is characterized by the following behaviours (refer previous notes also) i) Strong control is maintained over the work group. ii) Others are motivated by coercion. iii) Others are directed with commands. iv) Communication flows downwards. v) Decision making does not involve others. vi) Emphasis is on difference in status (â€Å"I† and â€Å"you†). ii) Criticism is punitive (should be constructive) Productivity is high but creativity, self motivation and autonomy are reduced. Authoritarian leadership is useful in crisis situations and frequently found in large bureaucrasis such as Armed Forces. Democratic leader exhibits the following behaviours * Less control is maintained. * Economic and ego awards are used to motivate. * Others are directed thorough suggestions and guidance. * Communication flows up and down. * Decision making involves others. * Emphasis is on â€Å"we† rather than â€Å"I† and â€Å"you†. * Criticism is constructive. Because many people have to be consulted it takes time and therefore frustrating to these who wants modified. Leissez-Fair Leader * Is permissive with little or no control. * Motivate by support when requested by the group or individuals. * Provides little or no direction. * Uses upward and downward communication – members of group. * Places emphasis on the group and does not criticize. * Leissezfare leadership is appropriate when problems are poorly defined and brainstorming is needed to generate alternative solutions. Situational Contingency Leadership Theories: No one leadership style is ideal for every situation Situational Theories: Leaders are product of a given situation. It supports the follower theory which states that people will follow people who they see as means of accomplishing their personal ends. Contingency Theory .The theory urgues that leaders must alter their style in a manner consistent with the aspects of the context Combines traits and situation. People become leaders because of their responsibility and situational factors. * Leader subordinate relationship (a leader/people to lead). The extent to which the leader is liked, trusted and respected by followers. * The task structure, whether jobs are structured and clarified. The position power and degree of influence a leader has over the group e. g. hire or fire, discipline promotes rewards and 1. Blake and Moutonris managerial grid 9 roles of managerial gnd). The managerial grid Five leadership styles are plotted in four quadrants of a two dimensional grid. The grid depi cts various degrees of leader 1. Impoverished – Low concern for both production and people. 2. Authority compliance – high concern for production and low concern for people. . Middle of the road – moderate concern for production and people. 4. Country club – High concern for people and low concern for production. 5. Team – High concern for both production and people. MANAGERIAL GRID 91. 9 Country club9. 9 Team 8 Concern for people 7 6 55. 5 Middle of the road 4 3 2 1 1. 1 Impoverished9. 1 Authority Compliance 0123456789 Concern for production Continuum of leadership behavior Leadership is depicted as occurring along a continuum. It focuses on decision making styles of managers let and continuum – reflects a manager’s centred style. Managers are autocratic and directive and simply makes and announces decisions. At the right end, managers are employee centred. They use a laissez-faire style and permit employees to set their own goals and function within established parameters. NB: No leadership style is appropriate/correct for every management situation. Manager centred leadershipEmployee centred leadership Use of Authority by The manager Area of freedom for employees * incentives. Contemporary Theories of Leadership i) Schein (1970) – Systems Theory. SYSTEM 4 MANAGEMENT Developed by Likert. It is based on the premise that involving employees in decisions about work is central to effective leadership. It has four dimensions based on increasing levels of employee’s involvement. 1. Autocratic leaders – have little trust in employees and exclude them in decision making. 2. Benevolent leaders – Are kind to employees but still do not involve them in decision making. 3. Consultative leaders – Seek employee’s advice about decisions. 4. Participative or democratic leaders – they value employees involvement, team work and team building. They also have high levels of confidence in employees and seek consensus in decision making. Transformational Leadership Burns (1978) suggested that both leaders and followers have the ability to raise each other to higher levels of motivation and morality. He identified this concept as transformational leadership. He maintained that there are two types of leaders in management. 1. The traditional manager, concerned with the day to day operations was termed as Transactional Leader. 2. The manager who is committed, has a vision and is able to empower others with this vision was termed as Transformational leader. Differences between the two: Transactional LeaderTransformational Leader * Focuses on management tasks. – Identifies common values. * Is caretaker (takes care of tasks. – Is committed (extra mile). * Uses tradeoffs to meet goals. – Inspires others with vision. * Shared values not identified. – Has longterm vision. * Examiner causes. – Looks at effects. * Uses contingency rewards. – Empowers others. Vision is the essence of transformational leadership. Vision implies the ability to picture some future state and describe it to others so they will begin to share the dream. Wolf and colleagues (1994) defined transformational leadership as an interactive relationship based on trust that positively impacts both the leader and the follower. * The purposes of the leader and follower become focused, crating unity, wholeness and collective purpose. Transformational leaders are able to crate change because of their futuristic focus, values, creativity and innovations. * They value organizational culture and values strongly perpetuating these some values and behaviours in their staff. You read "Leadership Theories and Concepts" in category "Papers" â€Å"Visioning is the mark of transformational leader; visionary leadership allows nurses to create a picture of an ideal future. In sharing these visions the transformational leader empowers staff to find a common ground and a sense of connection. Transformational leaders do the following to achieve results: i. Involve stakeholders (including staff) from the outset when change occurs. ii. Focus on the quality of service. iii. Use non-hierarchical teams with devolved leadership. iv. Create supportive and informal culture. v. Implement successful change leadership. Important concepts in leading/directing Supervision (overseeing) Supervision is another leadership behavior. It includes inspecting another’s work, evaluating his/her performance and approving or correcting performance. Good supervision is facilitative because a good supervisor inspects work in progress and can remedy inadequate performance before serious consequences develop. The intensity of supervision should match situational requirements, employees needs and managers leadership skills. Supervision must be appropriate in type and intensity for work groups members to interact effectively e. g. technical nurses need closer supervision than professional nurses. Intensity of supervision should also depend on manger-caregiver ration. A manager can effectively supervise a large number of subordinates when they are confined in a small area, perform similar jobs and are fairly educated. The purpose of supervision is to inspect, evaluate and improve worker performance. Therefore a criteria is needed for judging the quality of work processes and outcomes. Job description and associated performance standards provide such evaluation criteria. The following performance elements should be appraised. 1. Quantity of work output 2. Quality of output 3. Time use 4. Conservation of resources 5. Assistance to co-workers 6. Support of administrators Co-ordination This is another leadership activity. It includes all activities that enable work group members to work together harmoniously. Co-ordination ensures that everything that needs to be done is done and that no two people are doing the same thing (or duplication of activity). Coordinating means: 1. Distributing authority 2. Providing channels of communication 3. Arranging work so that the * Right things are done. * At the right time * In the right place * In the right way * By the right people The overall results of coordination should be orderly work, harmonious, efficient and successful activities Communication Management is working through others in order to achieve organizational goals. Therefore a manager must be able to communicate ideas, opinions, requests and directions effectively to co-workers. Effective communications consist of transmitting an accurate message to the proper recipients at the appropriate time in a manner that conserves the senders and receivers energy, followed by checking that the intended message was received. Communication can therefore be defined as the exchange of information or understanding between a sender (source) and a receiver (audience). It includes verbal and non verbal through which meaning is conveyed to others. Silence is also considered as communication since it can also convey a meaning. The process involves a message which is encoded and transmitted through some medium to a receiver who decodes the message and then a feedback to the sender. Communication model: Methods of communication (channels) Receiver Sender Message Feedback Giving feedback indicates understanding of the message; hence there is effective two way communication which is necessary for effective management: ORGANIZATION COMMUNICATION: (give a handout) Formal channels of communication: Those are the official paths prescribed by the management which generally follow the organizational chain of command: information may be communicated in several ways: a. Downward communication b. Upward communication c. Horizontal communication Downward communication: The information flows down the organizational hierarchy from managers to subordinates and the objectives of this four of communication is: * To give directives. The staff is told what needs to be done or given information to facilitate the job to be done e. g. procedure guidelines. Upward Communication: Occurs from staff to management or from lower management to middle or upper management. It mainly involves reporting pertinent information to facilitate problem solving and decision making. It reveals problem areas, indicates status of worker ‘s morale and makes workers feel part of the organization. Horizontal communication: This is routinely achieved through committees or teams e. g. Outpatient management teams, clerical teams. Committees provide a mechanism for representatives of different organizational units at similar levels to discuss common problems and potential problems face to face. This is time consuming, expensive and their decisions are often compromises that may represent ineffectual solution. Lateral Communication: Occurs between individuals or departments at the same hierarchical level (e. g. nurse managers). Diagonal Communication: Involves individuals or departments at different hierarchical levels (staff nurse to chief of medical staff). Both lateral and diagonal communication involves information sharing, discussion and negotiation. Informal Communication: An informal channel seen in organization is the grapevine (i. e. rumours and gossips). This is often rapid, haphazard and prone to distortion. Managers can control negative aspects of the grapevine by communicating accurately, timely information, by maintaining and activating open channels of communication in all directions and by moving quickly to correct inaccurate information. BARRIERS OF COMMUNICATION 1. Environmental Barriers: (Noise, Attention, Time) a. Noise – Can cause misunderstanding since it makes it difficult for one to hear. b. Attention – Multiple and Simultaneous demands on the sender may cause the message content to be packaged inappropriately (phone, signing documents). c. Time – If less, the sender may have little opportunity to completely think through structure the message to be conveyed, while to the receiver there is inadequate opportunity to ascertain its meaning. 2. Philosophy, Levels, Power Status a. Philosophy – an organization that is not interested in promoting communication upward or downward will certainly establish procedural and organizational blockages. E. g. inaccessibility to superiors, lack of interest in employees, insufficient time to receive information, retard communication flow, lack of action with regard to complaints, ideas, and problems tend to discourage flow of information. Multiple levels in an organization hierarchy tend to cause message distortion. b. Levels: When multiple links exists in the communication chain information will be rearranged as it is transmitted to other receivers. c. Power status relationship: This can also distort or inhibit transmission of message. A discordant superior-subordinate relationship can dampen the flow and content of information. In health organizations it is quite common e. g. patients may not question the doctor or a very experienced nurse may not tell a doctor that the treatment is wrong! d. Terminology and Complexity of the message: Words mean specific things to those who are familiar with them and tend to minimize misunderstanding vice versa. Complexity of message with terminology that may be unfamiliar to the receiver will obviously lead to misunderstanding of the message. COMMUNICATION IN GROUPS / TEAMS A GROUP:- A group is an aggregate of individual who interact and mutually influence each other. We have two types of Groups Formal Groups These are clusters of individuals designated by an organization to perform specified organ tasks. Taskforces, committees teams e. injection control team. Informal Groups Groups that evolve from social interactions that are not defined by an organizational structure. e. g People who take levels together who convince sponeneously to discuss a clinical dilemma. A. Teams Teams are real groups in which individuals must work co0operatively with other in order to achieve some goals. They demonstrate healthy interdependence. A team is compo sed of a small number of people with complementary skills who are committed to a common purpose, set of performance goals and approach for which they held themselves mutually accountable. Teams have commend or line authonty to perform tasks and membership is based on the specific skills required to accomplish the task. Phases of GROUP AND formation Concepts/ leaves develop in the following phases 1. Forming 2. Storming 3. Norming 4. Performing 5. Adjourning 1. Forming This is the initial stage of group development in which individual members assemble into a well defined cluster ( members get to know each other, and very cautions. 2. Storming The second stage of group department, in which group members develop ** and relationship; competition and conflict generally occur. . Norming 3rd stage of Group development. The Group defines its goals and rules of behavior. They define acceptable and unacceptable behavior attitudes. They define acceptable and unacceptable behavior attitudes ** develops. 4. performing (4th stage) The members agree on basic purposes and activities and came out the work. Cooperation improves and emotional issues subside. Members communicate effectiv ely and interact in a relaxed atmosphere of sharing. 5. Adjourning This is the final stage of group development, in which a group dissolves after achieving its objectives. Team building/ team development. This is a group development technique that focuses on task and relationship aspects of group functioning in order to build team cohesiveness. Team building involves a) Gathering data through individual interviews, questioners and or group meetings a benefit the team and its functioning. b) Digressing the team strengths and arcsine need of development. c) Helding semi- structural retreat sessions usually ducted by an experienced facilitator aimed at addressing priority team problem. Characteristics of effective teams 1. Clear objectives and agreed goals . Openness and confrontation 3. Support and trust 4. Co-operation and conflict 5. Sound procedures 6. Appropriate leadership 7. Regular review 8. Individual development 9. Sound intergroup relations Communicating in Groups Characteristics of Groups 1) Norms: These are informal rule sin behaviour shared and enforced by group members e. g Time keeping, changing of shifts. Roles A role is a set of expected behaviors that fit together into a unified whole and are characteristic of persons in a given context. Roles commonly seen in groups can be classified as auther; Task Roles Nurturing roles or social emotional roles Individuals performing task roles attempt to keep group focused on its goals. STATUS This is a social ranking of individual relative to others in a group based on the position they occupy. Status comes from factors the group values such as achievement, personal characteristics the ability to control rewards or the ability to control information. Higher status members often exercise more influence in group decisions than others. In Summary Communication is influenced by the status and roles of the individuals who dominate team discussions. e. High – status members who are fulfilling key roles in relation to a teams priorities are likely to exercise considerable control over communication in the group by determining topics, setting the tone of the discussions and influencing how decisions are made. Communicating with others in the clinical setting 1. Communicating with supervisions Communicate with supervision to develop a good working r elationship. 1. Always observe professional courtesy. 2. incase of any problem, follow the policy and procedure of the organization 3. If not an emergency, request for an appointment, to discuss the problem further. This demonstrates right time and place. 4. State the concern clearly and accurately. 5. Provide supporting evidence 6. State a willingness to co-operate in finding the solution. 7. Match behaviors to words. Communicating with co-workers * To collectively provide quality patients care, nurses depend on co-workers and this requires effective communication. * Do unto others as you wound have them do into you * Your perspective should be that all members of the team are important to successfully realize quality patient care. * Appreciate others for work well done * Offer constructive feedback Be open to the possibility that coworkers especially those with experience have some wisdom to share with you. Communicating with others practitioners * Always introduce yourself to other practitioners. ( or if you are the manager, introduce new gradates. Students to other practitioners) * Be honest and up front. Ask something that you are not aware off. * Show respect and consideration for other pr actitioners you work with ( But don’t be a dormant) * Present information in a straight forward manner, clearly delineating the problem supported by pertinent evidence. Document well especially if the expected actions were not done in the incident book. MOTIVATION Motivation describes the factors that initiate and direct behavior. Therefore a nurse manager’s most important leadership task is to maximize subordinates work motivation because employees bring to the organization different needs and goals, the type and intensity of motivators vary among employees. Therefore the nurse manager must know which needs the employee expects to satisfy through employment and should be able to predict, which needs will be satisfied through the job duties of each nursing position. Importance of Motivation Motivation is a very important for an organization because of the following benefits it provides:- 1. Puts human resources into action Every concern requires physical, financial and human resources to accomplish the goals. It is through motivation that the human resources can be utilized by making full use of it. This can be done by building willingness in employees to work. This will help the enterprise in securing best possible utilization of resources. 2. Improves level of efficiency of employees The level of a subordinate or a employee does not only depend upon his qualifications and abilities. For getting best of his work performance, the gap between ability and willingness has to be filled which helps in improving the level of performance of subordinates. This will result into- a. Increase in productivity, b. Reducing cost of operations, and c. Improving overall efficiency. 3. Leads to achievement of organizational goals The goals of an enterprise can be achieved only when the following factors take place :- d. There is best possible utilization of resources, e. There is a co-operative work environment, f. The employees are goal-directed and they act in a purposive manner, g. Goals can be achieved if co-ordination and co-operation takes place simultaneously which can be effectively done through motivation. 4. Builds friendly relationship Motivation is an important factor which brings employees satisfaction. This can be done by keeping into mind and framing an incentive plan for the benefit of the employees. This could initiate the following things: h. Monetary and non-monetary incentives, i. Promotion opportunities for employees, j. Disincentives for inefficient employees. In order to build a cordial, friendly atmosphere in a concern, the above steps should be taken by a manager. This would help in: a. Effective co-operation which brings stability, b. Industrial dispute and unrest in employees will reduce, c. The employees will be adaptable to the changes and there will be no resistance to the change, d. This will help in providing a smooth and sound concern in which individual interests will coincide with the organizational interests, e. This will result in profit maximization through increased productivity. 1. Leads to stability of work force Stability of workforce is very important from the point of view of reputation and goodwill of a concern. The employees can remain loyal to the enterprise only when they have a feeling of participation in the management. The skills and efficiency of employees will always be of advantage to employees as well as employees. This will lead to a good public image in the market which will attract competent and qualified people into a concern. As it is said, â€Å"Old is gold† which suffices with the role of motivation here, the older the people, more the experience and their adjustment into a concern which can be of benefit to the enterprise. From the above discussion, we can say that otivation is an internal feeling which can be understood only by manager since he is in close contact with the employees. Needs, wants and desires are inter-related and they are the driving force to act. These needs can be understood by the manager and he can frame motivation plans accordingly. We can say that motivation therefore is a continuous process since motivation process is based on needs which are unlimited. The process has to be continued throughout. We can summarize by saying that motivation is important both to an individual and a business. Motivation is important to an individual as: 1. Motivation will help him achieve his personal goals. 2. If an individual is motivated, he will have job satisfaction. 3. Motivation will help in self-development of individual. 4. An individual would always gain by working with a dynamic team. Similarly, motivation is important to a business as: 1. The more motivated the employees are, the more empowered the team is. 2. The more is the team work and individual employee contribution, more profitable and successful is the business. 3. During period of amendments, there will be more adaptability and creativity. 4. Motivation will lead to an optimistic and challenging attitude at work place. Motivational theories (REFER TO NOTES ON NEOCLASSICAL THEORISTS) Motivational theories were concerned with three things: a. What mobilizes or energizes human behavior. b. What directs behavior towards the accomplishment of some objectives. c. How such behavior is sustained over-time. Motivation theorists 1. Maslow Hierarchy of needs (5). 2. Alderfer – 3 need levels: Existence, relatedness, growth theories. 3. Herzbergs two factor theory 4. Skirine’s reinforcement theory – behavior modification (behavior becomes associated with a particular consequence. Consequences may be positive or negative. A positive reinforces reward, a negative reinforces like punishment. 5. Vrooms expectancy theory – emphasizes the role of rewards and this relationship to the performance of desired behavior. 6. Adams (equity theory) – the motivational theory that suggests that effort and job satisfaction depend on the degree of equity or 7. Goal Theory (locke). 8. Equity – the perception that one’s work contribution is rewarded in the same proportion that another person’s contribution is reward. How to cite Leadership Theories and Concepts, Papers

Wouldnt get any education Essay Example For Students

Wouldnt get any education Essay During chapter eight Pip visits Miss Havisham and Stella as Uncle Pumblechook arranged for Pip to go and play there. When Pip is in Satis House, hes character is in contrast to Estella and Miss Havisham. His low class is established through the way he looks and talks compared with Miss Havisham and Estella. The difference in their classes can be seen clearly, as Miss Havisham uses words such as obstinate and melancholy to intricate the sentences with big words. On the contrary, Pip replies back with monosyllabic such as yes maam or no the language technique portrays the difference between the low class and upper class during those times. We will write a custom essay on Wouldnt get any education specifically for you for only $16.38 $13.9/page Order now Pip is immediately seen as a working class boy as he walks into the satin house as Pip is surprised as he sees furniture,, much of it was of forms and uses the quite unknown, to him, this definitely made Pip feel out of place. Like the other rich women at the mid 1800s Miss Havisham is also dressed in rich materials while Pip was dressed in his coarse boots. This lead Pip to learn more about the life of the rich and poor and his desire became stronger as he too wanted to improve his living standard. Pip is targeted and victimised through out novel by Estella because of their class division. This is shown through the way she talks to him why he is a common labouring boy suggesting that Estella feels that she is too good for Pip because she is rich and wealthy, whereas Pip is a working class boy with no luxury. Estella enjoys the fact that Pip is lower class compared to her because Pip says she gave me a triumphant glance in passing me as if she rejoiced that my hands were so coarse and my boots were thick. This implies that Pip is ashamed of his hands being dirty and his boots being thick because this gives the appearance of him being working class. These are two of the many ways Estella embarrasses Pip and makes Pip feel cynical about himself. The way Estella treated Pip made him feel self-conscious and this lead Pip to change because of his blossoming feelings for Estella. Dickens suggests a small childs perspective by limiting the narrator to what a child  (Pip) would see. Older Pip thinks like a child in the beginning of the novel, recollecting memories. The first-person narrative causes the reader to have more consideration towards Pip, and it enables them to experience what hes feeling since he describes it as it happened to him. Chapter 14 reflects Pips discontentment and his aspirations especially in relation to Estella and Joe. The relationship between Joe and Pip has changes throughout the novel this is because Pip no longer wants to work as a black smith and he doesnt want to get his hands dirty and no longer wants to roll up his shirt-sleeves. This is because Pip feels ashamed of home and how Estella his love looks down at him when he looks deprived and unfortunate. Pip blames Joe for the fact that he has been brought up in a working class way, I wished Joe had been rather more genteelly brought up, and then I should had been so too. Pip used to confide in Joe about anything that was going on his life, but now, I am glad to know that I never breathed a murmur to Joe while my indentures lasted Pip becomes ashamed of being a blacksmiths apprentice. Pip is ashamed of home this changes the relationship between Joe and Pip because Joe wants to act like Pips father and wants Pip to follow in his foot steps, whereas Pip wants to be a gentleman for someone that has no desire for him. .u804c550c0668b25d5527b4f422753b82 , .u804c550c0668b25d5527b4f422753b82 .postImageUrl , .u804c550c0668b25d5527b4f422753b82 .centered-text-area { min-height: 80px; position: relative; } .u804c550c0668b25d5527b4f422753b82 , .u804c550c0668b25d5527b4f422753b82:hover , .u804c550c0668b25d5527b4f422753b82:visited , .u804c550c0668b25d5527b4f422753b82:active { border:0!important; } .u804c550c0668b25d5527b4f422753b82 .clearfix:after { content: ""; display: table; clear: both; } .u804c550c0668b25d5527b4f422753b82 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u804c550c0668b25d5527b4f422753b82:active , .u804c550c0668b25d5527b4f422753b82:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u804c550c0668b25d5527b4f422753b82 .centered-text-area { width: 100%; position: relative ; } .u804c550c0668b25d5527b4f422753b82 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u804c550c0668b25d5527b4f422753b82 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u804c550c0668b25d5527b4f422753b82 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u804c550c0668b25d5527b4f422753b82:hover .ctaButton { background-color: #34495E!important; } .u804c550c0668b25d5527b4f422753b82 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u804c550c0668b25d5527b4f422753b82 .u804c550c0668b25d5527b4f422753b82-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u804c550c0668b25d5527b4f422753b82:after { content: ""; display: block; clear: both; } READ: Nothings Changed and 2 scavengers EssayAs Pip understands more about poverty, ignorance and immorality Pip desires more to become rich, wealthy and educated. This is due to the fact that the rich and the poor were divided in great dept during the Victorian times. The reality at those days was the fact that people didnt have as much opportunity to get their ambitions in the rural country side. Therefore, when Pip visits Miss Havisham he feels discarded, unwanted and bad about himself as he thought he wouldnt get any education. Through out the novel Ive learnt that education is some thing that every one should get as it is vital in our every day life, but for those that do not get it such as Pip youve got to find it yourself. The reason that Pip wanted to become a scholar and gentleman was fuelled by his desire for Estellas attention. Being educated also means that you are respected by your fellow peers and also family. It has great value in society and Pip wanted that, he didnt want to be a nobody and do nothing in his life. He wanted to be a great person that some one can look up to or even be a role model. This way he knew that Estella could be his as he would be greatly cherished. At last after education Pip learns that its a most miserable thing to feel ashamed of home. This implies that he regrets being selfish and feels guilty about Joe as Joe loved him like his own child and Pip never appreciated the love. He realised that even though that he had a discontent home life and never enjoyed it much, he still had soft feeling for it underneath. In conclusion, Dickens employs the Bildungsroman technique to great effect in portraying to the reader how Pip changes throughout his life. We know this because it is recollections of Pips story though his own eyes. The protagonist is usually an orphan such as Pip. The education that Pip got was very poor and he has to live in harsh social conditions. During the start of the novel Pip is a very delicate child for instance he cries and he is easily scared. For example in the second chapter he fears by saying I was in mortal terror of the young man who wanted my heart and liver this suggests that Pip was very gullible as a young child. However as time changed he changed as we see a different side of him as he became a different person with money and fame. We follow his desire though love, family, friendship and money. Through out the book we see that Dickens establishes young Pips individuality through language techniques such as imagery and bildungsroman (vulnerability). During the first part of the book Pip was portrayed as an innocent and vulnerable child who gained a lot of sympathy from the reader. Dickens wrote the book Great Expectation in first person this enables the reader to help establish more about Pips character and also a close relationship which graves the readers attention making them more interested. The link to bildungsroman allows the Dickens to successfully show Pips character as the audience sympathise and also support Pip while he is selfish and mocking.

Women as a Minority Group essays

Women as a Minority Group essays Women have been discriminated against since the beginning of time, as early as the first people, Adam and Eve. Eve was called the evil one, who ate fruit from the tree of knowledge. Once she had the knowledge to know right from wrong, she chose to do wrong and give the fruit to Adam. Examples like these can be shown all over history books, in stories, tales and legends across the entire world. Women have been subordinate to men in virtually all societies throughout history. The ideology that one sex is superior to the other is called sexism. The presumption of male sexism led to patterns of prejudice and discrimination against women. These prejudices and discriminations have led to many beliefs or ideas of why women are inferior to men. They range from brain size to sexual differences, including personalities based on genitalia. Cross-cultural studies demonstrate how the socialization process and societal expectations of men and women produce variances in As the realization of women as an exploited group increases, the similarity of their position to that of racial and ethnic groups becomes more apparent. Women are born into their sexual identity and are easily distinguished by physical and cultural characteristics. In addition, women now identify that they are all sufferers of an ideology (sexism) that tries to justify their inferior treatment. In all societies around the world, women are treated as if they are a minority group, just like any racial or ethnic group that is out of the norm. The justification for considering women as a minority group and the existence of sexism becomes clear through the examination of social indicators, including education, employment, and income. Education was sex segregated for hundreds of years. Men and women went to different schools or were physically and academically separated into coeducational&qu...

Industrial Workers of the World (IWW) History

Industrial Workers of the World (IWW) History The Industrial Workers of the World (IWW) is an industrial labor union, founded in 1905 as a more radical alternative to craft unions. An industrial union organizes by industry, rather than by craft. The IWW is also intended to be a radical and socialist union, with an anti-capitalist agenda, not just reformist agenda within an overall capitalist system. The current constitution of the IWW makes clear its class struggle orientation: The working class and the employing class have nothing in common. There can be no peace so long as hunger and want are found among millions of the working people and the few, who make up the employing class, have all the good things of life.Between these two classes a struggle must go on until the workers of the world organize as a class, take possession of the means of production, abolish the wage system, and live in harmony with the Earth.†¦.It is the historic mission of the working class to do away with capitalism. The army of production must be organized, not only for everyday struggle with capitalists, but also to carry on production when capitalism shall have been overthrown. By organizing industrially we are forming the structure of the new society within the shell of the old. Informally called the â€Å"Wobblies,† the IWW originally brought together 43 labor organizations into â€Å"one big union.† The Western Federation of Miners (WFM) was one of the larger groups that inspired the founding. The organization also brought together Marxists, democratic socialists, anarchists, and others. The union was also committed to organizing workers regardless of sex, race, ethnicity, or immigrant status. Founding Convention The Industrial Workers of the World was founded at a convention in Chicago called on June 27, 1905, which â€Å"Big Bill† Haywood called â€Å"the Continental Congress of the working class.† The convention set the direction of the IWW as a confederation of workers for â€Å"the emancipation of the working class from the slave bondage of capitalism.† Second Convention The following year, 1906, with Debs and Haywood absent, Daniel DeLeon led his followers within the organization to remove the president and abolish that office, and to diminish the influence of the Western Federation of Miners, which DeLeon and his Socialist Labor Party fellows considered too conservative. Western Federation of Miners Trial At the end of 1905, after confronting the Western Federation of Miners on strike at Coeur d’Alene, someone assassinated the governor of Idaho, Frank Steunenberg.  In the first months of 1906, the Idaho authorities kidnapped Haywood, another union official Charles Moyer, and sympathizer George A. Pettibone, taking them across state lines to stand trial in Idaho.  Clarence Darrow took up the defense of the accused, winning the case at the trial from May 9 to July 27, which was widely publicized.  Darrow won an acquittal for the three men, and the union profited from the publicity. 1908 Split In 1908, a split in the party formed when Daniel DeLeon and his followers argued that the IWW should pursue political goals through the Social Labor Party (SLP). The faction which prevailed, often identified with â€Å"Big Bill† Haywood, supported strikes, boycotts, and general propaganda, and opposed political organization. The SLP faction left the IWW, forming the Workers’ International Industrial Union, which lasted until 1924. Strikes The first IWW strike of note was the Pressed Steel Car Strike, 1909, in Pennsylvania. The Lawrence textile strike of 1912 began among the workers at the Lawrence mills and then attracted IWW organizers to help out. The strikers numbered about 60% of the city’s population and were successful in their strike. In the east and Midwest, the IWW organized many strikes. Then they organized miners and lumberjacks in the west.   People Key early organizers of the IWW included Eugene Debs, â€Å"Big Bill† Haywood, â€Å"Mother† Jones, Daniel DeLeon, Lucy Parsons, Ralph Chaplin, William Trautmann, and others.  Elizabeth Gurley Flynn gave speeches for the IWW until she was expelled from high school, then she became a full-time organizer. Joe Hill (remembered in the â€Å"Ballad of Joe Hill†) was another early member who contributed his skill in writing song lyrics including parodies.  Helen Keller joined in 1918, to considerable criticism. Many workers joined the IWW when it was organizing a particular strike, and dropped membership when the strike was over.  In 1908, the union, despite its larger-than-life image, had only 3700 members. By 1912, the membership was 30,000 but was only half that the next three years.  Some have estimated that 50,000 to 100,000 workers may have belonged to the IWW at various times. Tactics The IWW used a variety of radical and conventional union tactics. The IWW supported collective bargaining, with the union and the owners negotiating over wages and working conditions. The IWW opposed the use of arbitration – settlement with negotiations run by a third party.  They organized in mills and factories, railroad yards and railroad cars. Factory owners used propaganda, strike-breaking, and police actions to break up IWW efforts. One tactic was using Salvation Army bands to drown out IWW speakers. (No wonder some IWW songs make fun of the Salvation Army, especially Pie in the Sky or Preacher and Slave.) When the IWW struck in company towns or work camps, employers responded with violent and brutal repression. Frank Little, partly of Native American heritage, was lynched in Butte, Montana, in 1917. The American Legion attacked an IWW hall in 1919 and murdered Wesley Everest. Trials of IWW organizers on trumped-up charges was another tactic. From the Haywood trial, to the trial of immigrant Joe Hill (the evidence was slim and then disappeared) for which he was convicted and the executed in 1915, to a Seattle rally where deputies fired on a boat and a dozen people died, to the 1200 Arizona strikers and family members detained, put in railroad cars, and dumped in the desert in 1917. In 1909, when Elizabeth Gurley Flynn was arrested in Spokane, Washington, under a new law against street speeches, the IWW developed a response: whenever any member was arrested for speaking, many others would also begin speaking in the same place, daring the police to arrest them, and overwhelming the local jails.  The defense of free speech brought attention to the movement, and in some places, also brought out vigilantes using force and violence to oppose street meetings.  Free speech fights continued from 1909 through 1914 in a number of cities. The IWW advocated for general strikes to oppose capitalism in general as an economic system. Songs To build solidarity, the members of IWW often used music.  Dump the Bosses Off Your Back, Pie in the Sky (Preacher and Slave), One Big Industrial Union, Popular Wobbly, Rebel Girl were among those included in the IWW’s â€Å"Little Red Songbook.† The IWW Today The IWW still exists.  But its power diminished during World War I, as sedition laws were used to put many of its leaders in prison, totaling almost 300 people. Local police and off duty military personnel forcibly closed IWW offices. Then some key IWW leaders, immediately after the Russian Revolution of 1917, left the IWW to found the Communist Party, USA.  Haywood, charged with sedition and out on bail, fled to the Soviet Union. After the war, a few strikes were won through the 1920s and 1930s, but the IWW had faded to a very small group with little national power.

Local News Stories of Interest in Corpus Christi, Texas Essay

Local News Stories of Interest in Corpus Christi, Texas - Essay Example In fact, the citys organizational goal is to be a national leader of excellence in public service† (City of Corpus Christi: History, 1). In this regard, the population, totaling 287,438 as of July 2009 (City-Data, 1), reveal diverse interests and concerns, in their pursuit to be a national leader of excellence through social responsibility and servant leadership. The local residents’ concerns and issues are divulged through one of the news websites in the city, the Caller Times. A search at the official website of Caller Times disclose interesting local news articles where some articles generate an extraordinarily large amount of comments. Politics remain to preoccupy the local residents’ affairs as they recently focused on the clamor for recount by Republican and Democratic Party officials. One article, written by Rick Spruill entitled Ortiz requests $13,000 in donations for recount generated, posted on November 8, generated a staggering 61 comments, to date. Spruill indicated in the report that â€Å"U.S. Rep. Solomon Ortiz on Monday asked supporters for $13,000 for the recount. He said in an e-mailed statement to supporters the money must be raised by midnight† (par. 2). This enraged most citizens indicating their frustration and rage for Ortiz’s solicitation for the money despite being a millionaire. Aside from politics, the weather has been a perennial issue due to the strategic location of Corpus Christi. Citizens are concerned on hurricanes, cold fronts (where a discussion actually ensued regarding the exact nature), and other possible calamities and weather disturbances brought about by the climate change, in general. Weather is a crucial issue as local residents’ schedules for various activities would highly depend on weather forecasts. A more extensive search in the news would bring to light the genuine enthusiasm for

Journalling Personal Experiences Essay Example | Topics and Well Written Essays - 1750 words

Journalling Personal Experiences - Essay Example Yet, it’s is more fun for me to personally see the facial expression and body language of the person I am talking to. And hence suddenly not being able to see who I am talking to particularly when I am chatting with a group that I am not acquainted with can be quite perplexing. Yet, the whole endeavor is engaging and interesting especially when I am trying to keep the conversation going, choose carefully my statements, and sustain the interest of the person or group I am conversing with. In the chat room, these are more quite difficult to attain than in face-to-face interaction. Eventually, when I learned my way through the online environment, my opinion on this new approach of learning and teaching started to change. I guess†¦ I discerned many advantages and conveniences of online classes, especially if these are performed appropriately. So far all my online classes have been very successful because our professors used different means such as chat rooms, video conferenci ng, e-mail, etc. Even though the whole experience is far from being ‘real’, it really kept me motivated and involved. Entry # Time Task Behavior 2 12:00 pm- 1:00 pm Consulting a friend regarding whether to take an online course or a face-to-face class. If I had to choose between taking a course face-to-face and online, I would choose the latter. However if I discovered that the instructor did not know how to take advantage of or make the online learning setting efficient, if they are actually familiar with the online environment and know how to use it correctly, if they are then I would take a class online, otherwise, I would prefer face-to-face. Yet again I have to really be sure if the lecturer, professor, or instructor, whatever designation the person whose supervising the course has, has a proficient knowledge of the purpose, use, and importance of the online learning environment. It is an issue of convenience and practicality but also value and success of the learn ing experience. Thus I think I have to be prepared. I think I have to be dedicated to this endeavor because it is more demanding and challenging in a distinct manner. I think I have to be conscientious and professors should be always available online to address students’ concerns; if not, it is not successful†¦ and teachers cannot lead an online course and keep in touch with their students on a regular basis. It would be equivalent to not attending your classes. But I still believe that there should be face-to-face meetings as well, a substantial portion of the learning environment should be this way. It cannot be entirely online. That won’t work. I experienced taking an online course which does not meet face-to-face, even once. When I had things to clarify with the instructor, for instance, through the chat room, our streams of conversation were usually interrupted or, worst, lost in a barrage of questions, issues, and concerns popping out of the chat room all at the same time. Entry # Time Task Behavior 3 1:00 pm- 3:00 pm Meeting with a computer instructor to discuss about my problems with WebCT One of the things that take place in the online environment is the formation of peer groups, and I suppose I would not encourage any person from taking part in an online course that was merely random. I believe we have to develop that learning environment and have the help and advocacy of a peer to carry out a higher course online. I would suggest to all my pupils in