Organisations and behaviour Assignment Example | Topics and Well Written Essays - 2750 words

Organisations and behaviour - Assignment Example Organizational structure is said to have a considerable influence on the organizational learning and outcome which can affect the efficiency and productivity of the employees (Hao, Kasper and Muehlbacher, 2012). A hierarchy is depicted in the form of pyramid where the ranking or the position of the individuals or employees signifies authority and power. The individuals at the top most level are known as top level managers who are responsible for managerial decision making and commanding over their subordinates. The middle level managers are responsible for managing the lower level managers and to check whether the actions are being executed as per the plans or not. The lower level managers are responsible for following the instructions and executing the actions. Traditionally, the organizations followed a hierarchical structure which composed of various layers and was also know as top down approach (Harley, n.d). The organization possessed a bureaucratic culture which signifies that the employees followed the policies and regulations laid down by the management stringently and the managers of the organization exhibited autocratic leadership approach (San Jose State University, 2009). It can be observed from the case study that Hawk Car Company followed the traditional form of hierarchical structure which constituted of traditional policies and procedures, technology, lines of production and leadership approach. This led to the feeling of monotonousness among workers, which hampered the productivity of the workers. There was dissatisfaction among workers which led to high absenteeism and high turnover of staff. The functioning of the organization was not smooth and it witnessed difficulties in hiring of personnel. Scientific Taylor of management was introduced by Frederick Winslow Taylor in the year 1911 in a monograph named the Principles of Scientific Management (TipLady, n.d). Taylorism is strongly associated with mass production in the manufacturing factorie s. F.W Taylor adopted a name for this approach popularly known as â€Å"Scientific Taylor of Management†. It was a task oriented approach which was meant for organizations that performed mass production especially in assembly line and fast food organizations. Taylorism approach also included other elements like taking several rest breaks within their tasks. Although many philosophers agreed that the rest breaks would lower the productivity of the organizations, F. W Taylor claimed that rest breaks would have broken the monotony of the workers and improved the existing process. It can be observed from the case study that the pace and the productivity of the work process improved considerably after the introduction of several changes in the organization (Besson, 2000). There was a change in the factory layout, mechanistic procedure and several other management procedures. The management generally followed the Taylorism approach which suggested equitable distribution of tasks am ong the workers and empowerment of employees. Empowerment of employees lays emphasis on the fact that employees should be equally responsible in managerial decision making. This concept evolved from the human relation movement in the year 1920. After the Taylorism approach was introduced by the management of Hawk Car Company the situation improvised in the organizatio

Is there a midlife crisis Essay Example for Free

Is there a midlife crisis Essay As a man approaches middle age a number of factors converge that tend to disrupt his previous modes of experiencing himself. For some men, this stress may culminate or be expressed in a â€Å"midlife crisis. † This crisis has been variously described as a pervasive sense of alienation from ones own being in the world, unidentified or misunderstood feelings of anxiety or depression, and/or physical symptoms expressive of psychic distress. In an attempt to bring some order to conflicting reports about the experience of people entering middle age, we reviewed the existing literature. A lack of consensus soon became apparent. Some writers argued that a midlife crisis was a universal experience in male development; others suggested that men reached their peak of self-actualization at this point. Looking at the literature more closely, we saw that the research findings seemed to depend upon which methods were used and in which culture the middle-aged population was being studied. Psychoanalysts, psychiatrists, and other writers working with clinical data often see a middle-age crisis as universal a developmental inevitability. Levinson proposes, as did Jaques and others, a developmental sequence, with a period of midlife crisis, which â€Å"exists in all societies, throughout the human species, at the present stage of human evolution† (Sifford 1983). More recently, theorists like Slater, Laing, and Henry have focused on the alienating effects of socialization into a culture based on denial, distortion, and repression. Culture, that is, works to deny and distort what is most human in us. Regardless of whether we see midlife crisis as a consequence of social structure or culture, many theorists tell us that midlife crisis is widespread phenomenon. The impact of historical forces on the life course does not stop with one generation. Each generation encounters a set of historical circumstances that shape its subsequent life history and that generation transmits to the next one both the impact that historical events had on its life course and the resulting patterns of timing. Cultural norms governing the timeliness of life transitions (being â€Å"early,† â€Å"late,† or â€Å"on time†) and norms governing familial obligations also shape individual and collective family timing. In all these areas, historical and cultural differences are critical. Particularly significant is the convergence of socioeconomic and cultural forces. For example, â€Å"middle-age crisis† was a relatively recent invention in popular psychology in American society. It was attributed to middle-class women in particular in describing the problems connected to menopause and the â€Å"empty nest† in mid adulthood. â€Å"Middle-age crises† were not widespread, however. They were a product of stereotypes and a social construction rather than of sociobiological or familial realities. Since the 1970s, a considerable volume of feminist psychological literature has placed â€Å"middle-age crisis† in its proper perspective by exposing the cultural and â€Å"scientific† stereotypes that created the concept (Lawrence 1980). For the process to be fully working, then, we would expect to have evidence from lay accounts that the wider public had accepted and normalised the condition. Further evidence was provided by a Gallup poll survey in 1992 which found that over two-thirds of middle-aged men in the UK believed that there was some indefinable phenomenon called the ‘midlife crisis’. Furthermore, it stated that over half of the sample thought they had experienced a midlife crisis, or were actually having one, at some point between the ages of 40 and 60 (Neustatter 1996:80). Second, a further stage occurred in the United States when the midlife crisis started to appear as a legitimate condition in course material designed for the training of nurses. The psychologist Carl Jung believed that in Western cultures, the midlife crisis of males is rooted in a search for deeper spiritual roots (Marin 2001). From the perspective of male and female roles, there is often a reversal of roles away from the closed/traditional paradigm; that is, the husband moves inward to find strength for the future, and the female moves outward to the work world and career (Morris 1995). Thus midlife men experience the self-doubts, malaise, and concern over issues of a failure of adaptation. External economic changes in the opportunity structure affect changes in the timing of entry into the labour force, and, ultimately, retirement. Institutional and legislative changes, such as compulsory school attendance, child-labour laws, and mandatory retirement, shape the work-life transitions of different age groups and eventually influence their family life as well. People who suffer a midlife crisis in this form see the exciting experience of forward movement as ending with youth and the future as repetition and decay. Some people have midlife crises, but most do not. Crises do occur in midlife, but they are usually caused by a variety of factors, certainly not by chronology alone. We conclude that a more adequate theory of human development must take into account both the socio-historical environment, on the one hand, and internal psychological and biological processes on the other. References Lawrence, B. S. (1980). â€Å"The Myth of Midlife Crisis. † Sloan Management Review, 21(4): 35-49. Marin, Rick. (2001). â€Å"Is This the Face of a Midlife Crisis? † N. Y. TIMES, June 24, [section] 9. Morris, B. (1995). â€Å"Executive Women Confront Midlife Crisis. † Fortune (September 18): 60-86. Neustatter, A. (1996). Looking the Demon in the Eye: the challenge of midlife, London: Joseph. Sifford, D. (1983). â€Å"Midlife Crisis: The Nagging Pain of Unfulfilled Dreams,† Philadelphia Inquirer, October 17, p. 4.

Credit Crunch :: Financial Crisis, Increased Interest Rates

Credit crunch, the sudden reduction in the availability of liquidity (loan or credit) in the financial market that lead to higher rates of borrowing, has occurred at 9 August 2007 ((National Council for Voluntary Organisations, 2010; Investopedia ULC, 2010; Anon., 2009). This mainly due to the housing bubble in between 2000 to 2007 (Xu, 2009) that dampen the confidence of financial institutions to lend which thus increased the interest rate by 20%, make it nearly impossible for companies to borrow (Xu, 2009; Buzzle.com, 2010; Investopedia ULC, 2010). This has therefore impact every form of business, as well as, the multinational enterprise - that based in one country, but has operate various business activities through a network of subsidiaries in one or more foreign countries (Hodgetts, R.M & Rugman, A.M., 2003) One of the multinational enterprises that being affected is Ford Motor Company, an automotive manufacturer, based in Dearborn, America which founded and incorporated by Henry Ford on 16th June, 1903 (Iloveindia.com, 2010; Anon., 2010). Prior to this credit crunch issues, Ford is aggressively on investing in foreign countries and acquisition of other companies. It has begun its foreign investment after the first manufacturing plant build in the small town of Walkerville, Canada on August 17, 1904. (Novelguide.com, 2010), and has started to take over other companies, such as Mercury, Volvo (Sweden), Aston Martin (UK) and a 33% of Mazda (Japan), after the first acquisition of Lincoln Motor Company in 1925 (Answer.com, 2010; The Super Cars, 2010). Furthermore, in the mid-1980, Ford has diversified into financial services, namely Ford Motor Credit Company (FundingUniverse, 2004; Anon., 2010), and has soon become the country's second largest provider of diversified financial services, ranking only behind Citicorp after take over The Associates, a Dallas-based finance company in 1989 (FundingUniverse, 2004). It has thus expanded the manufacturing, assembly and sales facilities in 34 countries (Freeonlineresearchpaper.com, 2009) which group in four principal regions – North America (parent country), South America, Europe and Asia Pacific (Ford Motor Company, 2008). In order to manage the huge organization smoothly, Ford seeks a balance between centralized leadership and decentralized implementation in its parent and host country (Bazak, et al., 1998.). Hence, the management in each region company has maintain a corporate jurisdiction, where, each had its own manufacturing processes , product development systems, suppliers, and other duplicative structures the regions along but still under the general supervision of the main office. (Ford Motor Company, 2008).

Digi Employee Motivation

INTRODUCTION DiGi is a leading Malaysian mobile and Internet service provider. The company and brand are known for innovation and continue to challenge market norms in efforts to deliver what is relevant and easy to use for customers to enjoy the best deals in the market. DiGi is a primary mobile communications company providing a comprehensive range of affordable, convenient and easy to use wireless services to simplify and enrich the lives of its customers.They create value for their customers by selecting the most appropriate cutting edge technology so that users benefit from products and services that give them choice, convenience and control. DiGi. Com Berhad is recognised in the Main Market of Bursa Malaysia Securities Berhad and is part of the global telecommunications supplier, Telenor Group. They have a well-known presence as a leader in voice and data prepaid services with a number of first that have set industry benchmarks for creativity and innovation.These services are o ffered under the DiGi Prepaid brand name. Their Post-paid services under the DiGi Post-paid brand name delivers high quality voice as well as value added mobile content and data services to both individual and corporate customers. MISSION 1. Provide customers specific solutions to meet individual needs for communications, connectivity, and access to information and security 2. Provide an environment where our employees can grow and be fulfilled 3. Provide superior returns to shareholders 4. Contribute to improving life in Malaysia VISIONTo be seen as stars in excellent customer experience which we think will be one of the few differentiators in the longer term given the rapid commoditization of mobile services. CONTENTS Employee motivation is defined as the key for the effectiveness of an organization as whole. An understanding of the applied psychology within a workplace, also known as organizational behaviour can help to achieve a highly motivated workforce. Frederick Herzberg, a behavioural scientist proposed two-factor theory which is also known as motivator-hygiene theory in 1959.According to Herzberg in hygiene theory, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. When a hygiene factor is provided to the employees who are not satisfied, it creates a favourable environment for motivation and prevents job dissatisfaction. It is not included as an intrinsic part of a job, but they are related to the conditions under which a job is performed for instance company policy and administration, wages and salaries, quality of inter-personal relations and feelings of job security.If these factors are considered inadequate by employees, then they can cause dissatisfaction with work. The motivation theory shows that this factor motivates the employees for a superior performance which is called as satisfiers. It is involved in performing the job and employees usually find these factors as intrinsi cally rewarding. The factors include status of employee, opportunity for advancement, gaining recognition and responsibility of employee and sense of personal achievement.The motivators symbolized the psychological needs as an additional profit. If they are effective, then they can motivate an individual to achieve above-average performance. Digi’s working environment is built around openness, transparency and flexibility with excellent mobility which verifies that they practise hygiene factor. Previously the organization chart has 12 stages of hierarchy which starts from CEO until the junior technician. This makes the communication and decision making process to proceed in a very slow, tough and unpredictable situation.Hence, the higher positioned employees will have higher benefits such as medical & hospitalisation, travel, personal accident & term life coverage, number of annual leave and bonuses according to their ranking in the organization. Each employee has their own w orking desk to organize their work documents and settle their job. However, the current organization chart has only 6 stages of hierarchy from the CEO to the Engineer. This will enable the company for fast decision making and the communication will more efficient with better reliability.Hence, today, the company are among the most competitive players in the industry. DiGi selected for a flat organisation in order to remain true to its core values of simplicity, innovation and best value. Digi’s reinvention has enabled the organisation to be more transparent and streamlined. All DiGi employees, from top management down to the receptionists, have the same kind of benefits, regardless of level or job title which shows that they are placed in the same flat working environment. It  nurtures more open communications and innovative-thinking.There are no barriers for communication in this new organization chart where by all the employees will be operating in the same place with an open environment. They can always sit wherever they prefer in the office because there is no specific place assigned for each employee. They create a challenging and rewarding work environment for our people to excel to bring out the best in them and to stimulate a high performance culture. The DiGi Technology Operating Centre met the specifications of Green Building to motivate the employees through the hygiene factor.The new sustainable and energy efficient centre will incorporate eco design elements which will translate to significant lifecycle savings with intelligent systems, while providing employees with a healthier and more comfortable work environment. DiGi empower the employees to have a committed sustainable future. Part of DiGi Deep Green programme is to increase employee’s awareness about the impact of climate change with the aim to motivate them to take action, either individually or collectively to reduce their carbon footprint.With increasing awareness of the individual impact, DiGi realised that this sense of responsibility for the environmental satisfaction will slowly, but surely, being entrenched into a smooth management without criticizing the surrounding condition and encouraging employees to take small steps in making some working lifestyle changes. Changing people's mind sets about their lifestyle habits is the biggest hurdle, for instance, carpooling versus personal transport and fluorescent lights versus energy-savings bulbs.DiGi, as a responsible corporation, can only aim to reach out as many of its employees as possible to prompt them to think twice before making a decision that may impact positively on the working environment convenience. So, to reach out and educate its employees about climate change, a 3-week campaign was launched on 30 June 2008. The objective was to grow together with all those we connect with green environment and the work environment for a better future.The aim of Digi Deep Green programme is to create awareness among the employees about the effect of climate changes and encourage them to act individually or in a group to lower the carbon footprint. The other factor that is practised by Digi is motivation factors. The Digi Company has received two Merit Awards in Malaysian Business Corporate Social Responsibility (CSR) Awards in 2007 which are Best Innovation and the Best Overall Winner in CSR categories. This acknowledgement was received after winning three PM’s CSR Awards in Cultural ; Heritage, Best Workplace Practices and the Best Overall CSR categories in 2006.The employee was inspired by this reward to work even harder and to please the organisation. Educational cultural programs are conducted through workshops, seminars, lectures, training sessions, conference, symposiums and forums where it helps the employees to have a strong relationship between each other no matter what race are they in. They will not critique or misunderstand other cultures or races and they wi ll be able to tolerate and be respectful to each other.These award giving creates employees with higher level of creativity, motivation and productivity which cause them to have drastic changes through their behaviour and the soft skills. Digi was also selected by the Carbon Disclosure Project as the top 5 in Asia and the first company in Malaysia among the other awards in 2011. This is shown by reducing the use of printed bills, where the customer needs to pay an extra fee to get the bills. Customers are also provided with a special place to lend their used mobiles for the recycling purposes.Moreover they have to agree and sign up a code which instructs them to fulfil the environment friendly practices. This will influence the employees to be more responsible towards the goal of this project. FINDINGS In order to obtain data regarding this topic, a short survey was constructed to be specific about the information needed about the Digi Company to identify employee weakness. In this report, there are two types of data used to have a clear picture of the study which are primary data and secondary data. Primary data is the data that is collected for a specific purpose from original sources such as interview and surveys.The survey form and the pictures are attached in the appendix as the evidence. The other source of getting the data to complete this research is from online resources where the websites are cited in reference. Strength Digi D’house in Shah Alam quarters physically shows that it is environmental friendly building. It is because the glass windows are built from floor up to the roof that gives so much natural sunlight but breezy at the same time, allowing them to reduce the power consumption for lights and air conditioners. Dr. Ken Yeang designed the Digi Technology Operations Centre (TOC) which is located opposite the D’house.It is designed in a way that the external walls are covered with green plants to enhance the heat absorbance and increase the air quality inside the building. Lights in the building are controlled by the brightness of the natural lights outside where it will balance the brightness of the internal light of the building. It can also sense the presence of people in the room where it can turn off the light automatically. Digi employees experience balance working life which leads them to provide productive thinking and creativity.For instance, Digi staff mothers who newly delivered baby will have options to extend their maternity leave for almost two months total with the last 2 months at half pay beyond the mandatory 60 days. Nursing rooms are also provided by the management at Digi office to support breast feeding and also for the storage of breast milk. Flexible working time is offered but it depends on the nature of work responsibility. Moreover, important topics for the training are delivered to the employees in 2007 where over 30000 hours were spent to increase the performance level of the e mployees.The common topics used are Intellectual Property (IP) Training, Integrity! Programme, Radio Frequency (RF) Awareness Workshop, Telenor Global Trainee Programme, DiGi Internship Programme and â€Å"Digi Meets† Programme. Weakness Although the Digi Company provides a lot of benefits, some employees still have conflict in the organization’s management which leads to demotivation of employees especially if issues are not resolved properly. If an employee comes from a very good and higher educational background, they will expect appreciations and more benefits such as special working environment than thers who do not have the same education as them. Being treated as same as other employees will cause them to be demotivated. Based on DiGi’s flat organization, all DiGi employees from top management down to the receptionists have the same kind of benefits, regardless of level or job title where they are placed in the same flat working environment. These will ca use them to have dissatisfaction in the working place. When the employee is given more workloads he or she feels it’s too unrealistic. There are times where the employees will have to work more than their usual working hours but are given the same pay.There are now supervisors or managers in a ratio of 1 to 7 employees. The shift schedule is 12:30 pm to 9:00 pm or whenever shipping is done. They used to have a large day shift, but they cut that down and forced most people to work the other shift. Now whether they realize it or not, this has caused a lot of families hardships by not getting to spend time with each other. There is no increase in the pay even though they work for extra hours. In the end, their performance will be below their usual performance levels.When DiGi undergoes mergers, acquisitions, downsizing and retrenchments, they can have many nervous and anxious members of staff who have worked hard for the organization for years and suddenly they are told that the y may not have a job. This can put them in a very negative frame of mind and lead to the employee becoming very disillusioned with his or her current job. There may also be a lot of gossip going around in these organizations and employees may become demotivated out of fear of the unknown. If an employee feels that he or she is likely to lose their job anytime, that is there is job insecurity.Employees need to feel that their organization values them. Poor organizational skills, leading and control by upper management to all levels of employees is another cause of the employee being demotivated. The managers monitor the employees every minute. An employee is only given 30 minutes for lunch. They keep track of every time you are 1 min or more late. Still in the dark ages about how they treat part-time employees. Apart from that, some employees feel that very open communication will cause trouble in decision making process.This is because everybody will tend to give their ideas and whe n their ideas are not taken in count, it will create misunderstanding and distress the employees. Employees will be mentally distracted which will lower down the work productivity. RECOMMENDATION DiGi must treat their employees fairly in all the ways as well. Placing employees according to their educational background and what they deserve can satisfy them and it can even make employees more productive. Employees should be given the opportunity to voice an opinion on the matter and to discuss whether they think the management treating them right or not.There should a suggestion box so that for the employees who feel unfair and unsatisfied with how the management treats them, they can put in their comments, questions, and requests there. Teamwork is the way to go. Instead of giving the workload to one person, they can distribute it to a group of people. When the work is distributed evenly in the organization, the work can be done quicker and much easier without the need to force the employee to work for more hours. For the employee who’s working for more hours should be given extra pay compared to the one did lesser work.Simple praise and words of encouragement for a task well-done are always welcome. Employees should always be informed of changes, and even if they cannot be involved in the decision-making process, procedures should be clearly explained to them to ensure they believe that the decision-making process is fair. Employees who have worked hard for the organization for years should always be appreciated and the company should not just dismiss them from the company without giving them early notice if the company is under crisis. Company should always let people know of their plans and change of plans, if any.This makes life easier and better both for the employee and the organization. More time should be given to the employee to take their lunch. 30 min is too less for the employees. They have been working for hours so at least 1 hour should be given for them to relax their mind and thus they will feel refreshed to continue with their work. Employees should experience job rotation because this can provide them with more knowledge and working skills in different kind of environments. Part timers should not be monitored all the time as this will make them think that they are trusted.Hence, there are high possibilities for them to work better and in a productive way with high self-esteem. CONCLUSION In a nutshell, Digi Company acquires the employee motivation concept to improve their performance level by practising Herzberg Theory. However, employee’s motivation should not only rely on these factors as there are many others factors that promotes to employee motivation. Each manager should understand it clearly and know how to motivate their employee in order to produce better business output performance. Employee motivation is said to be a major factor in the success or failure for Digi Company.DiGi as the industry sh aper, has created many new innovations and more to come in the coming years. Digi is always the smarter choice. REFFERENCE 1. Farezza Hanum, R. (2012, June 5). DiGi spreads green practices among staff, clients. New Straight Times. Retrieved from http://www. nst. com. my/streets/central/digi-spreads-green-practices-among-staff-clients-1. 91120 2. Ching Thut, C. (2008, March  . It all starts from within for Digi. The Star. Retrieved from http://thestar. com. my/starbizicrm/pdf/0668389_2. pdf 3. DiGi’s Workplace – As they see it. (2008, January 16). Retrieved July 17, 2012, from http://www. nugerahcsrmalaysia. org/2008/01/16/winner-workplace-practices-digi/ 4. About DiGi-Careers. (2011). Retrieved July 17, 2012, from http://www. digi. com. my/aboutdigi/careers/index. do 5. Siti Sakinah binti Ab. Rahim (2009, August) . Factors Contribute To Employees Motivations Towards Individual Output Performance In Telco Company. Retrieved fromhttp://etd. uum. edu. my/1755/1/Siti_Sak inah_Ab. _Rahim. pdf APPENDIX EMPLOYEES SATISFACTION SURVEY FORM 1. MaleFemale 2. Permanent staffPart time staff 3. Are you happy with your job overall? If no, state why. Yes No __________________________________________________ . Do you like the policies, rules and the way your company treats you? If no, state why? Yes No __________________________________________________ 5. Are your works very stressful? Yes No ___________________________________________________ 6. Are you paid well for the work you do? Yes No ____________________________________________________ 7. Comments ____________________________________________________ The award ceremony was on Friday, 29 Feb 2008, with guest of honour, Dato' Dr Mohd Taib Hashim, Deputy Secretary-General of the Ministry of Higher Education representing the Minister.Best Overall CSR Winner in 2007, DiGi Telecommunications which had also taken home two awards that night – the Award for best Workplace Practices and the Award for contrib utions to Culture & Heritage preservation. Digi Deep Green 2009 Clean Tech Open  Malaysia became a success. This event has attracted 47 entries and I was made to understand that Clean Tech USA had praised this achievement. D’House, DiGi’s Shah Alam headquarters, is an environmentally sustainable building where natural resources are used efficiently Interview session with one of the employee working in Digi Telecommunication Company.

Success Of National Skin Centre Health And Social Care Essay

This study provides an overview of the ways a third health care establishment works towards success to go the top tegument Centre in this part. National Skin Centre is the mark establishment. I will analyse and portion in inside informations on the ways NSC work towards success and be a prima tegument Centre in this part. This includes the assorted new and improved services and comfortss NSC had introduced over the old ages, and the different medical instructions NSC promotes to farther heighten its prima border. Besides, SWOT analysis will be included to analyse how successful NSC is, with recommendations on what NSC can better on. The information gathered and included in this study are collected from NSC web site, NSC recent corporate reappraisals and other utile web sites. Introduction 1.10 About the study 1.11 Objective The aim of this study is to supply an overview of the ways National Skin Centre win in developing itself into the top tegument Centre in this part, and how NSC maintains its fight. 1.20 About National Skin Centre 1.11 Background NSC is a authorities reorganized establishment and a subordinate of National Healthcare Group ( NHG ) . NSC was established on 1 November 1988 after taking over the intervention of tegument diseases from Middle Road Hospital and is presently located in Mandalay Road. Before the edifice of NSC, the intervention of tegument diseases was a chief undertaking of Middle Road Hospital for several decennaries. Over the old ages, it had observed increasing patient burden which caused significant emphasis on the bing infirmary installations. Therefore, in order to function the patients better, the authorities decided to halt runing the infirmary for good and switch its activities and resources devoted to dermatology to a new Centre which is the current NSC. NSC operates as an outpatient specializer dermatological Centre with a squad of advisers who are experienced in handling complex tegument conditions in their clinics. As a third health care establishment, NSC non merely provides specialised dermatological services, it is besides responsible in developing medical undergraduates and graduate students and undertakes dermatological research. General clinics in NSC are divided into private and subsidised clinics, with both of them supplying same professional services. However, the differences between both of them are that, in private clinics, patients are greeted with better atmospheres and are given the luxury of personalising their interventions. Patients in the subsidised clinics, without the privileges stated above, pay lower cost due to the interventions they receive being partly funded by authorities through one-year grants. In entire, NSC handles about 1000 patients day-to-day. Besides dermatology, NSC has an external clinic, Department of STI Control ( DSC ) which concentrates in dermato-venerology due to increasing STI incidence. The lone public specializer STI clinic in Singapore is DSC which offers assorted services at subsidised charges. DSC besides offers medical preparation to undergraduates and postgraduates physicians. 1.12 Mission and Vision Their mission is to be the national and regional Centre of excellence for the diagnosing and intervention of tegument diseases. They are committed to supply cost-efficient and specialised attention of medical tegument conditions in a scene of clinically relevant research, quality instruction and patient safety. Their vision is ‘Adding old ages of healthy life to the people of Singapore ‘ . 1.13 Goals National Skin Centre aims to concentrate people who are specialized and interested in the field of dermatology into one establishment, supplying sub-specialization and be the taking Centre for research, interventions and geting accomplishments on different facets of tegument diseases. NSC besides aims to win in supplying good services for both their patients and staffs. For their patients, NSC will make its best to react and run into the lifting outlooks and demands of persons by supplying the highest quality of medical intervention in a cheaper manner. For their staffs, NSC will make its best to let them to work in a more hearty environment with assurance and dignity, and travel on to better themselves depending on their capableness. Body 2.10 Services and Comfortss Although NSC has established itself as the top tegument Centre in this part, it invariably introduces new and improved services and comfortss to heighten its quality services in a positive manner. One of the major factors that marked the success of NSC is that it is the first health care establishment in Singapore to travel paperless in 2004, by implementing the Electronic Medical Records ( EMR ) system. This system allows patient minutess to be done electronically, get downing with on-line patient assignment, self-registration booths, electronic medical recordings, physician order entries for interventions, research lab trials and prescriptions, charge and pharmaceutics operations. Due to the increasing patient burden in recent old ages, NSC faced jobs impacting the overall service degrees. So as a consequence, NSC hopes to better the service criterions to their patients and with EMR, and therefore, jobs were minimized. Besides being environmental friendly, it ensures decrease in waiting clip, information fluxing seamlessly across the full Centre, and decrease of medicine mistakes due to intelligent cheques for prescriptions. Overall, this shows NSC attempts in minimising job s faced and increasing overall service degree. In 2006, NSC brought in a few new services and introduced a new clinic. One of the services introduced was Fractional Photothermolysis, a optical maser service that helps better certain skin conditions while another service was the Photodynamic Therapy which is an alternate intervention for patients who are non suited to travel for surgery that involves the application of a photosensitiser and an energizing visible radiation for handling certain tegument diseases. NSC was the first in the part to present the Total Body Photography service, an advanced engineering designed for observing early phases of tegument malignant neoplastic diseases. NSC besides introduced extensions of clinical and intervention Sessionss such as Saturday forenoon clinics for non-subsidized patients every two months, and Tuesday and Thursday eventide for intervention Sessionss, due to increasing petitions from working patients and NSC ‘s attempts to cut down waiting clip. There is another successful serv ice provided by NSC, which is the joint telemedicine undertaking with IMH. This undertaking works by holding unrecorded audio-visual connexion which allows physicians to follow-up with IMH patients, therefore cutting down costs and clip while retaining high clinical criterions. In add-on, a new agreeableness, Mandalay Clinic Laser Suites which is the largest aesthetic dermatology clinic in the part, was opened to supply wide-range of dermatological attention for patients with the latest and widest scope of dermatology optical masers and other equipments. In the undermentioned twelvemonth, a figure of new services were added and upgrading of a clinic was done. The waiting country of Clinic B was upgraded to better work flow, comfort and privateness for patients, with an excess audience room to get by with the increasing patient figure. Besides betterment work, Mandalay Clinic brought in a new service called MiXto SX Fractional CO2 Laser which is the latest attack to laser skin resurfacing. This new optical maser allows faster mending procedure and enables patients to recover normal activities sooner. Besides, NSC is the first in South East Asia to present Non-cultured Cellular Grafting, a transplant process for vitiligo patients and is an advantage for those who failed other interventions, and is much safer, cheaper and lesser labours as compared to other organ transplant methods. Subsequently in the twelvemonth, NSC started a Thursday Skin Cancer Clinic to concentrate, early diagnose and dainty patients with skin malignant neoplastic diseases. The attention for skin malignant neoplastic disease patients was further enhanced by presenting Mohs Micrographic Surgery which is another service that NSC came in first to supply for patients in Singapore. This surgical service ensures best remedy rates and lowest opportunity of reoccurrence. NSC strives to supply better services and concentrate on their patients ‘ safety. As in mid 2008, clinic A had redevelopments to minimise falling hazard with non-slip floor coating, acquiring rid of sharps hurt with libertine and drum sander fixtures, and bettering exigency response system in the process and intervention suites. Due to an spread outing patient figure, there were an increased in figure of installations in clinic Angstrom to let better work flow and comfort. A new Cutera Xeo Platform Laser brought in by Mandalay Clinic, is an improved version of the old CoolGlide Laser and it has more than one uses for intervention of certain tegument diseases. Besides, to supply convenience for their visitants and staffs, NSC begins shuttle coach service to and from NSC and Novena MRT station, at regular intervals of 20minutes from 0730 to 1730 every weekday. On top of new services introduced, NSC besides opened a new Eczema Clinic to offer thorough quality attention for patient s enduring from different signifiers of eczema as eczema or dermatitis is the most common tegument disease that NSC handles. An Acne Clinic was incorporated by NSC in 2009 to offer quality attention for moderate-to-severe acne vulgaris patients due to it being the 2nd top tegument disease NSC handles. New services such as VTRAC Excimer Lamp, Cutera XEO Laser, and Wireless @ NSC were introduced. The VTRAC Excimer Lamp is used for handling psoriasis and vitiligo patients, and it completes the current assortment of phototherapy devices in NSC. Cutera XEO Laser adds on to the optical masers in Mandalay Clinic and it treats different vascular conditions including leg venas. Establishing Wireless @ NSC allows visitants to surf the net when they are in NSC. Last, DSC came up with assignment booking system to get by with the increasing patient burden and to cut down waiting clip. 2.20 Medical Education and Trainings Not merely did NSC seek to supply quality services, it besides seek to advance dermatology in this part, and heighten their staffs ‘ competence and NSC ‘s prima border. In guaranting that NSC would go on to heighten quality attention to patients, some staffs had the opportunity to travel abroad well-known dermatological Centres for developing advancement under the support of NHG HMDP ( Health Manpower and Development Programme ) . Experiences and cognition were gained from this fond regard which allows betterment in staffs ‘ soft accomplishments. Besides sending staffs overseas, there will be few sing experts from abroad coming to NSC each twelvemonth to portion their expertness with NSC ‘s medical staffs through treatments and learning Sessionss. These Sessionss allow staffs to derive cognition and therefore, assistance in hiking quality patient attention and the taking border of NSC in dermatology. As an Institution of Dermatology, Singapore ( IODS ) , NSC had been actively forming educational programmes which are known as one of the taking programmes in this part in advancing promotion of dermatology. Since the constitution of NSC, it is responsible in supplying dermatological instruction for undergraduates of National University of Singapore and abroad undergraduates. An Advanced Specialist Training Programme was offered to convey out the following coevals of skin doctors, holding advisers oversing on registrars and registrars are involved in academic activities. Upon go throughing, registrars can go associate advisers. Besides, NSC organized learning programmes in dermatology to upgrade professional criterions with different clinical processs and disease direction. For those abroad skin doctors who hoped to better their accomplishments in certain subspecialties, they will go to specialised fond regards about these subspecialties. Another programme NSC had been actively formi ng is the Continual Medical Education which includes wireless negotiations, seminars and forums to maintain up the professional competence of physicians. Not merely did NSC form seminars for physicians, druggists, nurses, research lab technicians, it besides organized public instruction to let the populace to hold better apprehension of different tegument diseases and therapies through NSC web site, public forums and books. 2.30 Internal Environment of NSC 2.31 Strengths Bing the first health care establishment in Singapore to travel paperless with EMR system, it shows the success of NSC towards accomplishing excellence in services. This system benefits NSC by increasing patient safety, reduces jobs faced and better overall service degree. Over the old ages, NSC ne'er failed to implement new services and comfortss, and better bing 1s. By making so, it shows NSC ‘s attempts in continually supplying better and more comprehensive services to patients. Some services serve as an alternate method or improved version for handling certain tegument diseases which may be safer and better for patients while some services may be a method used for handling more than one type of tegument conditions which overall helps increase the opportunity of handling patients and heighten NSC ‘s quality services. Besides, some of the services NSC offers are non offered by other tegument clinics in Singapore. This ensures the success of NSC as it will pull patients with complex tegument conditions for better and broad scope of interventions. For comfortss, NSC did upgrading by adding audience suites to get by with increasing patient burden, and presenting new clinics like for case, Eczema clinic as eczema or dermatitis is the top tegu ment disease seen in NSC for the past few old ages so it shows the demand for NSC to supply thorough quality attention to those patients enduring from different signifiers of eczema. [ Figure 1: Dermatitis ranking the first tegument disease seen over the old ages ] In add-on, continually enahncing overall services to patients will assist increase satisfaction and recommendation degree of patients towards NSC. From Figure 2 and 3 below, it shows patient satisfaction degree is every bit high as 86 % and 90 % of patients would urge NSC to others. [ Figure 2: Overall patient satisfaction degree ( % ) in 2009 ] [ Figure 3: Overall patient recommendation degree ( % ) in 2009 ] With continous attempt to enahnce quality betterment, NSC was awarded with assorted accreditations in recent old ages. One of the accreditations is ISO 15189:2003 accreditation of research lab, recognized internationally, and it reflects NSC research lab competency and highest quality criterions in transporting out medical proving for all applied trials. Next is the full accreditation which reflects NSC committedness to transport out highest criterions for all research and to supply complete protections to research workers. Last, Joint Commission International accreditation in ambulatory attention was achieved by NSC, the first state in South East Asia to have such award. It proves NSC had met those criterions designed to better patient safety and clincial quality. As a healthcare establishment, it is really of import for NSC to engage medical staffs who are qualified, trained and run into the minimal instruction requriements for the occupation so as to present quality attention to patients. NSC ever sees the safety of patients as greatest importance. All new staffs will have on-the-job preparation and must run into the criterion occupation demands to be certified before NSC confirms engaging them. These guarantee merely extremely qualified, experient staffs are being hired to heighten patient safety, quality attention and NSC ‘s repute. NSC is really active in forming instruction and research events in dermatology and venerology. The puting up of IODS strengthen NSC ‘s instruction and research activities, and their instruction programme is identified as one of the taking dermatology preparation Centre. NSC has been running several programmes such as Undergraduates Medical Education, Advance Specialist Training Programme, Upgrading Professional Standards and Continual Medical Education which help to promote promotion of dermatology in this part. IODS AIDSs in accomplishing NSC ‘s mission to be national and regional instruction Centre, and besides in advancing research in Singapore. 2.32 Failings The outpatient Centre operates merely on weekdays and during office hours which may be inconvenient for some pupils and those working. Although NSC introduced Saturday private clinic, but some on the job patients may still confront long waiting period for assignment because Saturday clinical session operates merely one time every two months and many working people will be line uping to book assignment for this session. However, for case, other tegument clinics such as Raffles Skin Centre, provides clinical session every Saturday forenoon, and Changi General Hospital dermatology clinic provides every Wednesday and Friday eventide Sessionss. Besides, certain subspecialty clinics in NSC operate merely one time a hebdomad which may be deficient and may take to long waiting period for assignments. For case, both acne and eczema clinics operate one time a hebdomad but both acne and eczema ( or dermatitis ) are the top two most seen tegument diseases at NSC. These patients, normally with moderate-to-severe acne or eczema would desire to follow-up interventions every bit shortly as possible but non being able to make so. This will once more ensue in long waiting period for many patients and defeat will necessarily happen. [ Figure 4: Top two tegument diseases seen at NSC over the old ages ] A SMS service to inform patients about how many patients are line uping before them and the estimated waiting clip is non provided in NSC. This service for patients upon enrollment is to inform them about the figure of patients before them so as to let patients to cognize about how long they have to wait and they can go to to other affairs alternatively of sitting there waiting aimlessly. For case, another healthcare establishment provides such service which allow their patients to be informed. 2.40 External Environment of NSC 2.41 Opportunities In Singapore, the chief dermatology specializer Centre is NSC. Although there are other dermatology clinics or sections out at that place, but it is unjust to compare a Centre with a clinic or section straight. This is due to the fact that a Centre is a large establishment with board of managers, direction squad, squad of staffs and several sections while a clinic or section merely has a little squad of staffs. So with NSC being the chief Centre that manages all types of tegument conditions and holding good repute in Singapore, it allows NSC to stay competitory and successful. NSC had many on-going and new research undertakings each twelvemonth, and these undertakings were supported by external research support and holding industry-sponsored undertakings. To go on spread outing its research web, NSC had coactions with external local and/or international companies. With the support and coactions, NSC will be able to rise its research capablenesss. Every twelvemonth at that place will be a few medical staffs being sent to abroad well-known dermatological Centres for advanced preparation and besides few sing abroad experts coming to NSC to portion their expertness and experience with staffs. Through these, medical staffs will be better equipped with cognition, experience and hands-on work which will further increase NSC ‘s taking border in dermatology. Therefore, it allows NSC to heighten criterions of quality service and attention to their patients which contributes to high satisfaction and recommendation degrees shown in Figure 2 and 3. Besides, with increasing quality service and attention, it consequences in an increase of patient burden over the old ages. [ Figure 5: Increasing patient attending over the old ages ] 2.42 Menaces Epidemics such as H1N1 and MRSA had pose menace to NSC operations. During these epidemics, NSC had to put costs on systems to guarantee patients and staffs safety, and had to take steps to guarantee NSC is safe. NSC will confront low staffs available as staffs may fall sick and quarantine which affects NSC work flow. Other than staffs falling ill, NSC will besides confront decreased in patient burden as some patients were ill, do non desire to maintain stepping out of house, or think that health care installations are non safe which consequences in appointment cancellation. Another possible menace would be the high outlooks from public and patients. To get by with the imperfect and of all time altering populating environment, outlooks and demands towards health care will therefore increase. Servicess provided by NSC are rated by patients and there are a few patients who may be unsated and may non urge NSC to others as it is non easy to run into every person needs with raising outlooks such as some patients expect high criterion of medical service at a low cost. Besides, although NSC has established itself as the chief tegument Centre with good repute, the populace may non merely take to travel NSC as some may transport the mentality of other private tegument clinics would offer better client services or would hold more experient physicians than public clinics. Recommendations Though NSC has set up itself as the top tegument Centre in this part, it should continually better the services to keep its fight. For the past few old ages, attempts of NSC seeking to cut down waiting clip for audience was observed but another job NSC patients faced was the long waiting period for assignment. I recommend that NSC increase the frequence of Saturday forenoon clinic and introduce weekdays flushing clinics. Besides, figure of operating yearss for those subspecialty clinics that are specialized in the top few tegument diseases should increase. Following, I would urge NSC to implement SMS services to their patients upon enrollment to inform them about the figure of patients before them and/or SMS services to inform those patients who are interested to be informed when their audience bend nears. This will heighten NSC service provided and maintain NSC remain competitory. Since services were rated by patients, a manner to cut down unsated patients is to invariably take the enterprise to roll up feedbacks from patients alternatively of patients lending voluntarily. By making so, I think NSC will be able to obtain more feedbacks and work on betterment if capable. NSC can besides seek to increase public consciousness of its betterments and freshly implemented services each twelvemonth, particularly those services that NSC is the first to offer in Singapore. This will let more people to be cognizant of NSC services, betterments, and cognize more about NSC. Decision In decision, NSC has established itself as the top chief tegument Centre in this part. With no similar tegument Centre in Singapore, it makes NSC the chief dermatological Centre and together with good repute among Singaporeans, it allows them to stay successful throughout the old ages. Despite being the taking tegument Centre, NSC still continues to work towards its end to accomplish excellence in all services by implementing and upgrading services and comfortss to supply quality service to their patients, and on the other manus, to keep its fight. Furthermore, NSC besides seeks to supply better quality attention to their patients by holding their staffs to better their soft accomplishments and cognition, and by affecting in advancing dermatology and conducting researches. Therefore, attempts of NSC working towards their end and success were seen. To stay successful and competitory, NSC can take advantage of their strengths and chances, and seek ways to better on their failings and support their menaces. I believe NSC will go on endeavoring to maintain itself successful, and maintain as the taking and top tegument Centre in this part in old ages to come.

Free Essays on Christabel

In the poem Christabel, by Samuel Taylor Coleridge, Colerdige’s use of mysteriuos imagery and magic is present throughout the entire poem. In Christabel he continues in a dark path of unknowingness and despair. Many of his later poems, including Christabel, came from his being subject to continues nightmares of guilt and despair, and also from feelings of remorse( Norton 417 ). These feelings were major prose in his poetry. Coleridge often priviledges weird tales and bizarre imagery over the commonplace. Taking a look at this specific poem one might be able to see how this poem follows his use of bizarre and detailed imagery. In the beginning the poem seems to go in one direction; as if, it were to be a love story, but near what is suppose to be the end because Christabel is unfinished, the reader is left feeling as if they have been subject to some mystical spell, quite like the character Christabel. The setting takes place in the forest outside of a castle. It is here that the reader is first introduced to Coleridge’s brilliant use of imagery, through the way he describes the setting. He sets the setting as followed, Is the night chilly and dark? The night is chilly, but not dark. The thin gray cloud is spread on high, It covers but not hides the sky. The moon is behind, and at full; And yet she looks both small and dull. The night is chill, the cloud is gray: ‘Tis a month before the month of May, And the Spring comes slowly up this way( 14-22 ). Looking closely one can see that the lines are set in ryhming couplets.... Free Essays on Christabel Free Essays on Christabel In the poem Christabel, by Samuel Taylor Coleridge, Colerdige’s use of mysteriuos imagery and magic is present throughout the entire poem. In Christabel he continues in a dark path of unknowingness and despair. Many of his later poems, including Christabel, came from his being subject to continues nightmares of guilt and despair, and also from feelings of remorse( Norton 417 ). These feelings were major prose in his poetry. Coleridge often priviledges weird tales and bizarre imagery over the commonplace. Taking a look at this specific poem one might be able to see how this poem follows his use of bizarre and detailed imagery. In the beginning the poem seems to go in one direction; as if, it were to be a love story, but near what is suppose to be the end because Christabel is unfinished, the reader is left feeling as if they have been subject to some mystical spell, quite like the character Christabel. The setting takes place in the forest outside of a castle. It is here that the reader is first introduced to Coleridge’s brilliant use of imagery, through the way he describes the setting. He sets the setting as followed, Is the night chilly and dark? The night is chilly, but not dark. The thin gray cloud is spread on high, It covers but not hides the sky. The moon is behind, and at full; And yet she looks both small and dull. The night is chill, the cloud is gray: ‘Tis a month before the month of May, And the Spring comes slowly up this way( 14-22 ). Looking closely one can see that the lines are set in ryhming couplets.... Free Essays on Christabel I think the two transgressions that Christabel performed was that of shame and jealousy. In the first part’s conclusion Coleridge describes Christabel as she comes out of the orgasmic gaze. He describes her as crying and smiling at the same time and then finally resting like a playful kid. In the second part of the poem, Sir Leoline is presented to Geraldine and he finds out that she is his once best friend’s daughter. Sir Leoline is so excited to see her that he embrace’s her and Christabel gets extremely jealous, the second transgression. She’s so jealous that she hisses like a snake. She now becomes the snake and Geraldine becomes the dove. Sir leoline orders Barcy the Bard to take Geraldine home and he vows that he will kill the traitor that harmed Geraldine. Both ladies are startled by this revelation, but continue on with Barcy the Bard. As they continue the journey, Sir Leoline listens to the dream and finally realizes that his daughter and Christabel have had intimate relations and he becomes furious and sorrowful at the same time. I wonder if Sir Leoline’s old friend set this whole thing up just to get back at Sir Leoline for something he did. The poem never tells us what happened that broke the two of them up, only that the relationship ceased. Also, during this incident of discovery, Coleridge describes both women as reptiles. Coleridge’s constant description of the reptile, the dog at the front door, the supernatural being is Gothic but not scary. It’s dark, but not gory. I like how he chooses the right animal or description of buildings, like the castle. The feel of the poem is mysterious and mystical. They both became snakes when they noticed Sir Leoline looking at them with disgust. And they showed no shame or guilt of their encounter. It appeared that they were just amazed and astonishe d at being caught. Maybe they wanted to continue the affair. Or take the secret to their grave. Sir Leoline, impulsive...

Democratic Route To Modernity Essays - Barrington Moore, Jr.

Democratic Route To Modernity Essays - Barrington Moore, Jr. Democratic Route To Modernity Barrington Moore, Jr. in Chapter seven of his Social Origins of Dictatorship and Democracy, explores among other things, the reason for England and other countries (such as the US and France) taking the democratic route to the modern world; a route which he refers to as the bourgeois revolution. This is relatively different for each country at the inception and at various points in time, but is essentially a combination of parlimentary democracy and capitalism. Whereas in China, Russia, and Germany, preindustrial bureacratic rule has proven unfavorable to democracy, in England, on a comparative level, there was more of a balance between the crown and the nobility. Moore maintains that the concept of a relatively independent nobility has proven favorable to the growth of democracy. The bourgeois class was essential to this growth as well. Whereas in France, Russia and a large part of Germany there was a strong growth of absolutism, in England there was resistance to this ideology. The landed aristocracy began getting involved in commerce at an early date in Englan d whereas in large areas of Europe there were still communities of self sufficiency. In England a particular type of commercial agriculture (or an appropriate form as Moore puts it) was conducive to the democratic route. It fostered a relationship of dependency between the landed upper class and the bourgeois class. In order to portray the differences with the English (or even on a smaller scale) route to democracy and the Russian route, for example, Moore examines critically all these aspects and explores the variants on a comparative level, and concludes that the English experience for these specific reasons was conducive to a democratic route to modernity. Bibliography moore, barrington social origins of dictatorship and democracy

Definition and Examples of Prescriptivism

Definition and Examples of Prescriptivism Prescriptivism is the attitude or belief that one variety of a language is superior to others and should be promoted as such. Also known as  linguistic prescriptivism and purism.  An ardent promoter of prescriptivism is called a prescriptivist or, informally, a  stickler. A key aspect of traditional grammar, prescriptivism is generally  characterized by a concern for good, proper, or correct usage. Contrast with descriptivism. In a paper published in Historical Linguistics 1995, Sharon Millar defined prescriptivism as the conscious attempt by language users to control or regulate the language use of others for the purpose of enforcing perceived norms or of promoting innovations (Language Prescription: Success in Failures Clothing).Common examples of prescriptive texts include many (though  not all)  style and usage guides, dictionaries, writing handbooks, and the like.   Observations [Prescriptivism is the] policy of describing languages as we would like them to be, rather than as we find them. Typical examples of prescriptivist attitudes are the condemnation of preposition stranding and of the split infinitive and a demand for Its I in place of the normal Its me.  (R.L. Trask, Dictionary of English Grammar. Penguin, 2000)A prescriptive grammar is essentially a manual that focuses on constructions where usage is divided and lays down rules governing the socially correct use of language. These grammars were a formative influence on language attitudes in Europe and America during the 18th and 19th centuries. Their influence lives on in the handbooks of usage widely found today, such as A Dictionary of Modern English Usage (1926) by Henry Watson Fowler (1858-1933), though such books include recommendations about the use of pronunciation, spelling, and vocabulary as well as grammar.  (David Crystal, How Language Works. Overlook Press, 2005)I think sensible prescr iptivism  ought to be part of any education.(Noam Chomsky, Language, Politics, and Composition, 1991.  Chomsky on Democracy and Education, ed. by  Carlos Peregrà ­n Otero. RoutledgeFalmer, 2003) Verbal Hygiene [T]he overt anti-prescriptive stance of linguists is in some respects not unlike the prescriptivism they criticize. The point is that both prescriptivism and anti-prescriptivism invoke certain norms and circulate particular notions about how language ought to work. Of course, the norms are different (and in the case of linguistics they are often covert). But both sets feed into the  more general arguments that influence everyday ideas about language. On that level, description and prescription turn out to be aspects of a single (and normative) activity: a struggle to control language by defining its nature.  My use of the term verbal hygiene is intended to capture this idea, whereas to use the term prescriptivism would just recycle the opposition I am trying to deconstruct.  (Deborah Cameron, Verbal Hygiene. Routledge, 1995) Language Wars The history of prescriptions about Englishof grammar texts, manuals of style and O tempora o mores-type laments- is in part a history of bogus rules, superstitions, half-baked logic, groaningly unhelpful lists, baffling abstract statements, false classifications, contemptuous insiderism, and educational malfeasance. But it is also a history of attempts to make sense of the world and its bazaar of competing ideas and interests. Instinctively, we find the arbitrariness of existence hard to accept. Our desire to impose order on the world, which means inventing the forms of language rather than discovering them, is a creative act. Furthermore, the quarrel between descriptivists and prescriptivists ... is a sort of mad confederacy: each party thrives on lambasting the other.   Ã¢â‚¬â€¹(Henry Hitchings, The Language Wars. John Murray, 2011) The Problem WIth Prescriptivists [G]eneral ignorance of grammar allows prescriptivists to impose nonsensical mandates and allows test-makers and test-takers to focus primarily on superficial error in language use.​(Martha Kolln and Craig Hancock, The Story of English Grammar in United States Schools. English Teaching: Practice and Critique, December 2005) Pronunciation: pree-SKRIP-ti-viz-em

Body Art Essay Example | Topics and Well Written Essays - 500 words

Body Art - Essay Example Skulls, bones and other body parts engraved as a tattoo on human body is the distinctive and weird trend; that depicts neither beauty nor ugliness but depicts the kind of evil which is intrinsically a part of human nature. Tattoos are also made to replace ornaments, like a delicate and beautiful flower sequence on the neckline can replace a necklace or the same between should blade off the back depict the veracity of female beauty. These tattoos depict beauty and art on an artistic human body (naturally human body is a marvel) and at the same time a hidden message for the on lookers that the female has ornamented her body with vivid colors to signify her style and also signifies her choice and liberty. However, in the professional arena, they are never appreciated nor encouraged. They are a symbol of rebellion, distinctiveness and undisciplined individuals. These individuals can be troublesome and cannot take significant responsibilities. These are all the assumed notions of professi onal recruiters, but if these tattoos are kept under clothes they aren’t much of an issue to the world. The criteria of any society are if something is made irrational, forbidden and unlikable than the norms of such society will always decline its importance and discourage those individuals who chose them. However, if they are a part of a culture than such trends become most popular and highly applicable. Like body piercing and tattoos in African tribes are highly appreciated or polygamy in some societies is also encouraged.

Medium is the Message Essay Example | Topics and Well Written Essays - 250 words

Medium is the Message - Essay Example Electric speed has made known in the desert, savannah and bushes the lines of force operating from Western technology. Electric speeds cause prehistoric cultures to intermingle the dregs of the non-literate, the industrial marketeers with the cultures of the semiliterate and post-literate (McLuhan 20). This uprooting and outpouring with new information accompanied with endless new patterns of information results in mental breakdown of varying degrees. An increasing awareness in the effects of technology on the formation and manifestation of psychic has resulted in persons to lose of confidence in the right to assign guilt. According to ancient prehistoric societies, crime was solely pathetic. In our IQ testing, a great flood of misbegotten standards has been produced (McLuhan 19). This results in our individual testers assume that intelligence is displayed by uniform continuous habits. The typographic cultural bias eliminates the tactile and ear man. Typographic spell is a transforming power of media which causes progressive efficiency and simplification in any technology. This effect challenges the response of senses, but this is constantly ignored. Arnold Toynbee, for instance, imagines that it is the response of the opinions that is pertinent to the effects of media and technology in the society (McLuhan 27). The medium has, therefore, taken dominance, and is not only the bearer of the message, but the

Emergency Preparedness in US Prisons and Public-Private Partnerships Research Paper

Emergency Preparedness in US Prisons and Public-Private Partnerships - Research Paper Example It is therefore imperative that US prisons partners with private partners to increase and improve emergency preparedness. 3 This research paper identifies and analyses the special emergency risks associated with US prison systems, its current emergency preparedness regime and the philosophical underpinnings that drive the existing emergency preparedness regime. Finally, and more importantly, this paper investigates the utility of public/private partnerships for improving upon US prisons’ emergency preparedness systems. 3 Emergencies are difficult to predict and even where they are predicted, the outcomes can rarely be precisely anticipated. Prisoners in particular are a unique problem for prison staff in that prisons are already on high alert for prison-like emergencies such as riots, hostage situations, and more importantly prison escapes. Complicating matters for prisons, overcrowding adds a new set of risks that can lead to new emergencies or exacerbate existing emergencies. This is particularly so because the ratio of prison staff to prisoners is entirely unsafe and unsatisfactory. It is therefore imperative that US prisons partners with private partners to increase and improve emergency preparedness. This research paper identifies and analyses the special emergency risks associated with US prison systems, its current emergency preparedness regime and the philosophical underpinnings that drive the existing emergency preparedness regime. Finally, and more importantly, this paper investigates the utility of public/private partnerships for improving upon US prisons’ emergency preparedness systems. In the last decade, the US experienced a number of man-made and natural disasters ranging from the terrorist attacks in 2001, successive hurricanes in Florida in 2004 and Hurricane Katrina in 2005. As a result, the American public has grown to expect more of emergency preparedness systems (Kapucu & VanWart, 2006). It is hardly surprising that

Avoiding sexual harassment problems Term Paper Example | Topics and Well Written Essays - 1750 words

Avoiding sexual harassment problems - Term Paper Example The responsibilities and caution requisite for the achievement of an environment favorable for work and studies is one of the high expectations that the society has laid upon all members (Tatiana 2). The golden rules involved in the process of maintaining a sex harassment free zone is a core duty of all the members of the society (Tatiana 2). For instance at the workplaces, every employee holds a legal obligation to keep their working surrounding free from sexual harassment. In situations where such obligations are less taken into consideration or even ignored, Francis (23) offers a stern warning that low output from work, loss of dignity as well as low quality work may result. Coupled with the golden rule of life stating that individuals should always strictly aspire to do unto others what they would also wish to be done to, Kent State University developed an elaborative policy as regards unlawful harassment and the discrimination based on gender, race and tribe, political or even r eligious differences. Keeping in mind that sexual harassment is an act that may not spare an individual for some special reason, employees at all work places should ensure that they fully acquire a proper comprehension of the various forms of sexual harassment (Francis 20). ... As Francis (45) reports, many office managers have also been reported to instill extreme discomfort to the other office users such as cleaners by making sexually explicit statements in their presence. In times of ideological differences that may naturally arise among employees, others may belittle their coworkers by insulting them through using sexist or demeaning arguments in order to silence them. More frustrating is when employees harass the rest of the university workers by posting sexually oriented jokes such as pornographic pictures or videos on the university’s intranet bulletin sites as others also sends electronic mails to their coworkers that contain sexually oriented language (Linda & Hajdin 7). Similarly, in the higher learning institutions such as the universities, more or less similar cases of sexual harassment forms have been reported either from the male or female students against senior staff members such as the university professors and lectures. Workers with in the university are encouraged to beware of all forms of sexual harassment in the entire university community in order to help curb such vises completely. Tatiana (12) reports in his book that even though the act is gender and superiority neutral, most reported cases have been those against female students by fellow male students and the university professors and lectures. As opposed to the fellow student’s forms of harassment, the professors and the lectures resort their power and academic authority to intimidate the female students in favor of sexual pleasure with them (Linda & Hajdin 3). A professor may blackmail a female student by asking them to choose between either to getting an â€Å"A† in their examinations or fail the

Kottak presents the concept of the feminization of poverty Essay

Kottak presents the concept of the feminization of poverty - Essay Example These include (1) the growth and emergence of female/women-headed households, (2) inequalities between households and discrimination against girls and women and, and (3) economic policies that lean heavily towards neo-liberalism, including structural changes and transitions in post-socialist markets (Kottak 82). Kottak argues that increasing visibility of poverty among women is deeply rooted in political economies, cultural trends and demographic patterns. He states that there are huge regional variations in the financial and economic status of women-headed households, and this is primarily influenced by women’s access to property and employment, political regimes and social policies. Kottak also states that inequalities between households have been found to worsen the state of women’s rights in terms of their vulnerability (105). This manifests in form of inequalities in resource allocation to households and a lack of decision-making in important spheres like legal codes, public policy and development. Inadequate access to property rights (in land), employment, illiteracy, poor wages, childbearing, early marriages have also proved detrimental to the empowerment of women and the realization of their rights. The expansion of female/women-headed households has been found to be influential in the exacerbation of women’s poverty, and although this has not been proved in most parts of the world, the United States offers a stark example of what may eventually be the situation in a majority of countries. In the US, feminization of poverty is closely linked to the growth of female-headed households especially among low-income females in terms of insufficien t social support (Kottak 74) It has been established that neoliberal economic policies have a tendency and potential to induce poverty and hence have adverse effects on girls and women.

Avoiding sexual harassment problems Term Paper Example | Topics and Well Written Essays - 1750 words

Avoiding sexual harassment problems - Term Paper Example The responsibilities and caution requisite for the achievement of an environment favorable for work and studies is one of the high expectations that the society has laid upon all members (Tatiana 2). The golden rules involved in the process of maintaining a sex harassment free zone is a core duty of all the members of the society (Tatiana 2). For instance at the workplaces, every employee holds a legal obligation to keep their working surrounding free from sexual harassment. In situations where such obligations are less taken into consideration or even ignored, Francis (23) offers a stern warning that low output from work, loss of dignity as well as low quality work may result. Coupled with the golden rule of life stating that individuals should always strictly aspire to do unto others what they would also wish to be done to, Kent State University developed an elaborative policy as regards unlawful harassment and the discrimination based on gender, race and tribe, political or even r eligious differences. Keeping in mind that sexual harassment is an act that may not spare an individual for some special reason, employees at all work places should ensure that they fully acquire a proper comprehension of the various forms of sexual harassment (Francis 20). ... As Francis (45) reports, many office managers have also been reported to instill extreme discomfort to the other office users such as cleaners by making sexually explicit statements in their presence. In times of ideological differences that may naturally arise among employees, others may belittle their coworkers by insulting them through using sexist or demeaning arguments in order to silence them. More frustrating is when employees harass the rest of the university workers by posting sexually oriented jokes such as pornographic pictures or videos on the university’s intranet bulletin sites as others also sends electronic mails to their coworkers that contain sexually oriented language (Linda & Hajdin 7). Similarly, in the higher learning institutions such as the universities, more or less similar cases of sexual harassment forms have been reported either from the male or female students against senior staff members such as the university professors and lectures. Workers with in the university are encouraged to beware of all forms of sexual harassment in the entire university community in order to help curb such vises completely. Tatiana (12) reports in his book that even though the act is gender and superiority neutral, most reported cases have been those against female students by fellow male students and the university professors and lectures. As opposed to the fellow student’s forms of harassment, the professors and the lectures resort their power and academic authority to intimidate the female students in favor of sexual pleasure with them (Linda & Hajdin 3). A professor may blackmail a female student by asking them to choose between either to getting an â€Å"A† in their examinations or fail the

Service Oriented Architectures Essay Example | Topics and Well Written Essays - 2250 words

Service Oriented Architectures - Essay Example As the research highlights  the increased competition among international manufacturers forces them to reduce their manufacturing costs. These industries are usually stemmed from advanced and high incomes countries of the world. The wage rates in these countries are really high because of high living standards. The labor cost is one of the major costs of manufacturing. Although in a simple operations analysis it would not seem very high. The major cost seems to be of raw materials and parts being used in the manufacturing process. One must understand that these parts are also being manufactured and thus their costs rise as well because of high wage rates. The manufacturing industries have no other reliable method of reducing their manufacturing cost other than outsourcing to countries with lower wage rates.This paper discusses that  the connection of customers to services is a major point of concern for many organizations. This is because a user interface is required which can co nnect consumers with available web based services. Service oriented architecture provides this capability to organizations by connecting consumers of applications to available solutions and services. XML can be used by the consumers to connect with services based on Service oriented architecture. SOA also has the capability of using multiple implementation platforms.  This integrates different applications in the web-environment. Moreover the simplification of different functions in terms of services helps systems developers.

New Age Constructions Essay Example for Free

New Age Constructions Essay New Age is a building construction organisation based in Bangalore. The organisation, which was established in the year 2005, is relatively new in this sector. The activities of the organisation are limited to Bangalore. There are a number of well-established builders in Bangalore. Therefore, initially New Age found it difficult to obtain large projects and undertook only small building projects. However, recently, New Age has got a lucrative contract for building a large shopping mall. The organisation finds the contract to be a stepping stone of its future success. Therefore, it is striving to deliver the project on time and within the planned budget. The organisation has hired Mr. Sinha as the project manager. To carry out the assigned project, Mr. Sinha has emphasised on three principles of project management including the principle of project strategy, the principle of team building, and the principle of satisfaction. During the project, Mr. Sinha communicated the relevant project information to all the team members. However, he did not prioritise maintaining a thorough documentation of the entire project. Seven months into the project, Mr. Sinha faced some major issues. He was asked by the management of the organisation to provide a complete project report on a day-to-day basis. Moreover, it was also noticed that he used some extra human resource, which affected the project’s cost management as well. Mr. Sinha did not even consider the triple constraints of the project Questions: a. As a project manager of New Age, which knowledge areas and principles would you like to follow the most? b. Do you think considering the triple constraints would have helped Mr. Sinha? Justify your answer. a. Summarise the various knowledge areas and principles in brief you would follow as a project manager of New Age b. Give your opinion if triple constraints would have helped Mr. Sinha Provide justification for the opinion 2. Describe the five phases of a generic project lifecycle. (unit 1) [Describe each phase of a project lifecycle] 3. Write short notes on: Work breakdown structure Product line analysis Capital rationing Challenges in Social Cost Benefit Analysis (SCBA) [Work breakdown structure Product line analysis Capital rationing Challenges in Social Cost Benefit Analysis (SCBA)] 4. How would you classify the sources of financing infrastructure projects?[State the meaning of source of finance, Explain the external and  Domestic sources of finance available in the infrastructure financing List financing sources available for infrastructure projects in India in tabular format] 5. Discuss the different types of project termination. 6. How is a monitoring system designed? [Explain what is done in each step of the process of designing a monitoring system] PM0011 – PROJECT PLANNING AND SCHEDULING 1. Write short note on: Controlling PMO (Project Management Office ) Bottom-up approach for estimating project planning Consequences of project delays Partnering [Controlling PMO (Project Management Office ) Bottom-up approach for estimating project planning Consequences of project delays Partnering] 2. Explain various stages of project scope management. [Briefly describe each stage of scope management] 3. Write short notes on : Scope change Porter model used by organisations to identify investment opportunities Tools for Project Scheduling Operating Feasibility [Scope change Porter model used by organisations to identify investment opportunities Tools for Project Scheduling Operating Feasibility] 4. Explain the various tools of project planning. [Briefly mention the role of project planning tools in an organisation Explain various tools that are used in project Planning] 5. Explain the meaning of CPM. Mention various steps involved in CPM. [Write the meaning of CPM Explain various steps associated with CPM] 6. What do you understand by cost of quality? Elaborate on various types of quality costs associated with a project. PM 0012 – PROJECT FINANCE AND BUDGETING 1. Write short notes on: Lump sum contract Project Cost Profile Trade credit Types of project resources [Lump sum contract Project Cost Profile Trade credit Types of project resources 2. Discuss the financing of telecommunication projects. [Explain the financing of telecommunication projects and Discuss the factors needs to be considered while financing a telecommunication project.] 3. Do lenders, sponsors, EPC contractors, and the government require project insurance? Explain [Give your opinion is project insurance required by lenders, sponsors, EPC contractors, and the government Provide justification to your answer from perspective of lenders, sponsors, EPC contractors, and the government] 4. Write short notes on: Expected Monetary Value (EMV) Earned Value Analysis (EVA) Optimal capital structure Net Present Value(NPV method of capital budgeting [Expected Monetary Value (EMV) Earned Value Analysis (EVA) Optimal capital structure Net Present Value(NPV method of capital budgeting] 5. Explain the role played by engineering advisors in project finance. [Explanation of the nature of the role played by engineering advisors in project finance Summarization of the role played by engineering advisors according four phases of activities] 6. Define PPP (Public Private Partnership) and list the advantages and disadvantages of PPP . [Define PPP List advantages of PPP List disadvantages of PPP] PM 0013 – MANAGING HUMAN RESOURCES IN PROJECTS 1. Write short notes on: Human Resource Cycle Role of a project manager Productivity measurement method of manpower estimation Managing Conflicts in a project [Human Resource Cycle Role of a project manager Productivity measurement method of manpower estimation Managing Conflicts in a project] 2. What is the need for building a team during any project? [Define team building and its significance Discuss the various reasons for building a project team 3 Write short notes on Qualities of a project leader Dealing with Poor Performers in a Project Team Minority groups Health issues of project team members [Qualities of a project leader Dealing with Poor Performers in a Project Team Minority groups Health issues of project team members] 4. What are the major roles that motivation plays in handling project environment? [Explain how motivation plays a considerable role in the success and failure of a project Discuss the major roles of motivation in a project environment] 5. Explain various types of collective bargaining. [Explanation of four types of collective bargaining] 6. What is a Human Resource Information System(HRIS). [Define HRIS Very briefly Functions of HRIS List any two advantages of HRIS List any two disadvantages of HRIS]

What is the Likelihood of Finding a Suitable Stem Cell Donor

What is the Likelihood of Finding a Suitable Stem Cell Donor At present, there are close to 29 million potential stem cell donors in the Bone Marrow Donors  Worldwide registry [4]. Though the number of donors continues to grow worldwide, there are  significant resource implications in donor recruitment and HLA typing. Therefore, the challenge  of thoughtful donor recruitment strategy becomes increasingly relevant. These include  recruitment efforts focused on young male donors [5] or on relatives of registered donors with  rare human leukocyte antigen (HLA) phenotypes [6], minority donor recruitment programs [7-10],  and regional priority setting of recruitment activities based on HLA frequency differences  [11-14].   The decisive question of What is the likelihood of finding a suitable matched adult donor in their  registry? definitely warrants registries strategy planning. Recently, Schmidt, et al [15] reported  that population-specific matching probabilities (MP) are a key parameter to assess the benefits  of unrelated stem cell donor registries and the need for further donor recruitment efforts. The  authors described a general framework for MP estimations of specific and mixed patient  populations under consideration of international stem cell donor exchange. Calculations were  based on HLA-A, -B, -C, -DRB1 loci high-resolution haplotype frequencies (HF) of up to 21  populations. Based on the existing donor numbers, the largest MP increases in addition of  500,000 same-population donors were observed for patients from Greece (+0.21) while only  small MP increases occurred for European Americans (+0.004) and Germans (+0.01). Due to the  large Chinese population, the optimal distribution of 5,000,000 new donors worldwide included 3.9 million Chinese donors [15]. Nevertheless, the authors observed the need for  same-population donor recruitment in order to increase population-specific MP efficiently.   National strategies that neglect domestic donor recruitment should therefore be critically  re-assessed, especially if only few donors have been recruited so far.   As described by Schmidt et al [15], the probability p(n) for a random patient from a given   population to find at least one matching donor in a registry including n individuals of a donor  population is given with p(n) is the matching probability in n sample size, fi  being the frequencies of the i-th genotype and i-th is any genotype from the rank of genotypes in  the order of the highest to the lowest frequencies in a donor population. Genotype frequencies  can be derived from the estimated HF under the assumption of Hardy-Weinberg equilibrium  (HWE).   HF is calculated from DNA-typed registry donors with Markov Chain Monte Carlo (MCMC)  algorithm PHASE [16]. Four-locus high-resolution HF (HLA-A, HLA-B, HLA-C, and HLA-DRB1) were  used for adult donors. The HF and effective adult-donor registry size for each group were then  put into a matching model that assumes genotypes are in HWE [17, 18]. The strategy involved  modeling the likelihood that an 8/8 or 7/8 HLA-matched adult donor was available. For better  analysis, information of adult-donor availability including donor refusal, discrepant donor typing  and loss of contact would be desirable.   According to the calculations, the likelihood of finding an available 8/8 HLA matched donor is  75% for white patients of European descent but only 46% for White patients of Middle Eastern or  North African descent [19]. Similarly, the chance of finding an 8/8 HLA-matched donor for other  groups is lower and varies with racial and ethnic background. For Black Americans of all ethnic  backgrounds, the probabilities are 16 to 19%; for Asians, Pacific Islanders, and Native Americans,  they range between 27% and 52%.   As it was reported that adult-donor availability differs according to racial and ethnic background  [19], models including this variable have substantially lower match likelihoods than those which  did not take into this account. Although the likelihood of HLA matching is the greatest with  donors from the patients racial and ethnic group, donors from other racial and ethnic groups  may increase this likelihood. Patients from groups with relatively low inter-racial or inter-ethnic  marriage, such as Asian groups, are less likely to have donors identified from outside their group. The overall available rate is only 29%. We therefore estimated the donor pool and matching probability in this study based on our  previous published gene and haplotype frequencies in Hong Kong population [20]. MATERIALS AND METHODS Sample Collection and genotyping As reported previously, 7,595 voluntary unrelated bone marrow donors recruited by the HKBMDR  between January 2013 and June 2014 were included in the analysis [20]. All donors are of  Chinese origin, HLA-A, -B, -C and -DRB1 genotypes were obtained using polymerase  chain-reaction sequence-specific oligonucleotide probe methods using LifeCodes HLA-SSO Typing  Kit (Gen-Probe, Stamford, CT) when analysed by Luminex 200à ¢Ã¢â‚¬Å¾Ã‚ ¢ system (Luminex Corp., Austin,  TX). Typing ambiguity was resolved using sequence specific primer or sequence based typing  methods utilising the specific primers of SBTexcellerator ® HLA typing Kit (Genome Diagnostics,  Utrecht, the Netherlands). Alleles were determined according to IMGT/HLA Database release  3.18.0. Statistics Analysis The frequencies of HLA-A, -B, -C and -DRB1 alleles were calculated from the number of observed  genotype. Hardy-Weinberg equilibrium for each loci was assessed by PyPop using MCMC  simulation from Guo and Thompson [21], and genotype frequency deviance within each loci was  detected by PyPop invoking Arlequin [22]. P value of By using the formulae described by Schmidt et al [15] with modification, the probability p(n) for a  random patient from a given population to find at least one matching donor in a registry  including n individuals of a donor population is given with p(n) is the  matching probability in n sample size, fi being the frequencies of the i-th genotype and i-th is  any genotype from the rank of genotypes in the order of the highest to the lowest frequencies in  a donor population. RESULTS The HLA genotypes and haplotypes frequency mentioned in the following section have been  recently published [20]. HLA-A, -B, -C and -DRB1 genotypes deviated from the expected  Hardy-Weinberg Equilibrium Proportions (HWEP) (p PHASE  [16]; adherence to HWEP was also assessed using PyPop 0.7.0 [23]. A few but significant  deviations from HWEP were detected for all the four loci, HLA-A, -B, -C and -DRB1. Deviation from  HWEP detected at the HLA-A locus is derived primary from an excess of A*02:01 + A*02:03  genotypes (247 observed, 218.5 expected; p = 0.0007) and an undercount of A*02:06 + A*02:03  genotypes (16 observed, 48.2 expected; p = Summary statistics for Hong Kong haplotypes is shown in Table 3. 2,146 A-C-B-DRB1 haplotypes  with frequencies > 0.006% were estimated from these donors. The cumulative frequency distributions for HLA-A, -B, -C and -DRB1 loci in this Hong Kong Chinese cohort are shown in Table 4. Top twenty Haplotype A-C-B-DRB1 frequencies are shown in Table 5 [20]; nine of them have  frequencies of greater than 1%. Our findings on HLA alleles and haplotypes frequencies were  found to be very similar to those of Asian/Pacific Islander (A/PI) Race/Ethnicity of the NMDP  Registry and other studies on Han Chinese population [25]. The most common haplotype  A*33:03-C*03:02-B*58:01-DRB1*03:01 ranked second in the A/PI of NMDP registry (2.3%) and  top in Singapore Chinese (5.1%) [26]. The second most common haplotype  A*02:01-C*01:02-B*46:01-DRB1*09:01 was one of most frequent haplotypes among Chinese  populations, especially the southern area of China and Guangdong [27, 28]. However, the f ifth  common haplotype A*02:03-C*07:02-B*38:02-DRB1*16:02, was found to be less common in the  A/PI of NMDP Registry (0.4%) and the mainland China (0.3%) [25, 28]. We compared the top 100 haplotypes of HKBMDR HKCBB by haplotype frequencies with the  two publications [25, 26]; we noted that 88 are in common, the rank correlation is 0.909 for  HLA-A-B-DRB1 haplotype. There appears to be no excessive immigration from other places to Hong  Kong. We also compared the China population paper which had provided the detailed top  haplotypes for 4 loci, we found that 43 are common in HLA-A-C-B-DRB1 haplotype and the  correlation is low with only 0.477 [28]. With the use of MCMC algorithm to estimate HLA haplotype frequencies [14], it was found that the number of haplotypes increases with number of donor samples studies as summarized in  Table 6. Originally we tested the HLA haplotype frequencies in 2,500 samples and noted a bigger  number of haplotypes as compared with other papers. Then we increased the sample size to  5,000 and 7,500 and noted that the increase was quite significant in our population with many  more haplotypes. However, we usually observed a plateau of number of haplotypes even with  increase in sample size in the Caucasians and European populations. As of December 2015, there were only around 100,000 donors in the HKBMDR. Applying the  similar methodology in calculating the likelihood of finding a matched donor in US [19],  likelihood of finding an 8/8 HLA match or > 7/8 HLA Match by different donor registry size in the  HKBMDR was shown in Figure 1. The likelihood of finding an available 8/8 HLA matched donor is  45% while increases to 65% for finding 7/8 HLA matched donor. It is similar to the finding of  other studies conducted among Asians, Pacific Islanders, and Native Americans which reported a  likelihood ranging between 27% and 52% [19]. DISCUSSION The chance of successful engraftment and disease free survival are associated with the HLA  compatibility between the recipient and the prospective donor. The diversity of the HLA genes at  the allelic level and the heterogeneity of HLA data of the registered donors have a significant  bearing on the probability of finding a volunteer unrelated HSC donor for patients from a  particular population. This can be seen in the existence of many populations including Hong Kong  or Chinese with significant heterogeneity among recruitment centers. HLA frequencies estimated  at the Hong Kong Bone Marrow Donor Registry or China Marrow Donor Program Registry are not  in equilibrium and should not be relied on as characteristic of a Chinese population. The probabilities of finding a match would increase substantially when the registry size grows. As reported in [19], the NMDP has added slightly more than 1 million adult donors to the registry  in 2012 and plans recruitment growth of 9% cumulatively each year through 2017. HLA typing of Chinese in Hong Kong were found to be more heterogeneous and this points to the  need of a larger donor pool in bone marrow registry to optimize the chance of successful  matching. The study findings provide vital information for defining donor recruitment target and  planning for extra resources in order to support the cost in donor recruitment and HLA typing.  Establishment of a more cost-effective bone marrow donor registry with a larger pool of donors  could increase chance of matching and the success rate of haematopoietic stem cell  transplantation. Assuming 25,000 per 10-year age range of even distribution, it is projected that the number of  retired and non-contact to be around 2,000. Based on the projection in Figure 1, if one would like  to achieve MP for 50% 8/8 HLA Match or 70% >7/8 HLA Match, HKBMDR should have about  150,000 donors. Considering the HKBMDR registry size to grow to 150,000 in five-year time, it  will require 12,000 new donors recruitment per year. To further increase MP to nearly 55% for  8/8 HLA Match or about 75% >7/8 HLA Match, donor registry size should be expanded to  200,000 (Figure 1). Similarly, an annual recruitment of 22,000 new donors is required. Either of  them is much higher than the current recruitment target of 5,000 donors per year. As such, the  associated resource implication in donor recruitment and HLA typing will need to be carefully  addressed. In our previous study on the survey on Hong Kong donation [29], factors associated  with HSC donation motivation in Hong Kong were identified. The results highly suggested that  recommendations on promoting BM donation to the younger and higher education may allow  better recruit rate and longer maintenance for donation. The government should consider  launching educational activities such as bone marrow donation campaign, educational series and  school talks to students and parents. However, it should be noted that the above estimation has not taken into account of the  potential matches from around 2,400,000 Chinese donors registered in China and Taiwan  registries. In addition, the use of cord blood units which are readily available and require less  stringent HLA matching has not been added into the matching probability. Many transplant  centers in particular those in the States and East Asia would switch to use cord blood when adult  donor is not available. But the relatively low stem cell dose may be inadequate for adult size  recipient. Recently, double cord blood or even haploidentical transplant has been applied  clinically with success. Whether they will eventually replace the need of a large registry is  currently under debate. But at the moment, these approaches are mainly indicated when  conventional related or unrelated donors are not readily available or accessible. On the other  hand, one should also be bear in mind the time re quired from matching, donor work up to  donation of overseas donors and other cost implication factors when building up the model for  estimation of registry size