Rocket Flight free essay sample

Rocket FlightWhat is a rocket?A rocket is a missile or aircraft that produces thrust by burning fuel and using propellants. It is different from a jet engine as it stores all of the fuel it needs, whereas jets and aeroplanes need oxygen from air to work. This is why rockets can travel out of the earths atmosphere whereas jets cannot. Rockets have a variety of purposes, including:Space explorationLaunching of satellitesNuclear warfare(Only recently) Commercial cargo transportation and private space toursHow does a rocket fly?Rockets use Isaac Newtons 3rd law of motion to fly; For every action there is an equal and opposite reaction. The rocket ignites its fuel, and it all pushes downwards, as the opposite reaction pushes the rocket upwards. This is known as thrust. Their slim, aerodynamic design and incredible fuel capacity allows rockets to travel at great speeds for a sustained period of time. We will write a custom essay sample on Rocket Flight or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page What is the difference between solid fuel and liquid fuel boosters? Give examples of both and list what they are used for.Both solid and liquid fuel is used in large rockets, however at different times of the flight. Solid fuel, typically a mixture of oxidisers and aluminium oxide, begins as a liquid and is poured into the boosters. Over a few days it hardens and is ready to be used. The advantages of solid fuel is that it is cheaper than its liquid counterpart and provides greater thrust, however it cannot be controlled; once it is ignited, it cant be stopped. Thus, NASA, and the ESA use solid fuel to do the majority of the work into getting rockets into orbit.However, if solid fuel was to be used as the sole propellant, the rocket and payload would be torn to shreds by the exceptional speed. So instead they combine liquid fuel and typically liquid oxygen to propel the rocket during the later stages of the flight. This can be easily throttled, allowing the rockets speed to be controlled.Who was Wernher von Braun? Write a short biography of his life.Dr Wernher von Braun was a highly influential rocket developer and space explorer in the 20th century. In his early years he was fascinated by the possibilities of space exploration, and as a result studied calculus and trigonometry in order to understand the physics of rockets. After studying engineering at the University of Berlin, he was employed by the German army in 1932, developing liquid fuelled rockets. Von Brauns team created the V-2 ballistic missile, the worlds first long range guided military missile. Measuring at over fourteen metres tall and weighing an enormous twelve tons, it was first launched in 1942 during the Second World War.Knowing the Allies were on the approaching the rocket complex, von Braun moved south to Bavaria before he was eventually captured by the Americans. For fifteen years von Braun worked for the U.S. army in Texas, their military wanting ballistic missiles for themselves. In 1950, his team of 125 was moved to Alabama and designed the Jupiter and Redstone ballistic missiles, as well as three launch vehicles (rockets used to send a payload into space). The Jupiter C, designed by von Brauns team, was the first rocket to carry a satellite into space.From then on, von Braun went on to write several books and articles based on space exploration, becoming a prominent advocate for the subject. He became NASAs director of the Marshall Space Flight Centre, and died in 1977. Ultimately, Wernher von Braun had a considerable influence on the design, uses and application of rockets in his time, and laid the groundwork for space exploration in the future.Why do you think the scientists were taken by the allies after WW2?The scientists were obviously very knowledgeable and skilful in creating rockets for warfare, and the Allies wanted these scientists to create rockets for themselves. From the Allies perspective, the scientists were valuable assets for the war, and the Allies didnt want to be left behind in the creation of lethal rockets. What sort of fuel does NASA use to launch their rockets?NASA uses both solid and liquid fuel to propel their rockets into orbit. The most common solid propellant NASA uses, according to NASAs Chief of exploration vehicle officer Bryan K Smith, is a mix of Ammonium Perchlorate and Powdered Aluminium, pre-mixed to form a rubber like substance stored in the boosters. The most effective liquid propellant NASA use is liquid hydrogen and liquid oxygen that is mixed in flight when needed.What is a payload? Give an example.The payload of a rocket is dependant on the rockets mission, however in general the payload of a rocket is the portion the completes the purpose of the rocket. For example, the most common payload of a rocket is a satellite. Exploration rockets payloads can be humans or various recording equipment, whereas the payload of an offensive rocket would be its nuclear warhead. Who was the first man in space?Not to be confused with the first man on the moon, Neil Armstrong, the first person in space was cosmonaut Yuri Gagarin. He entered space on April 12th 1961, and his 108 minute flight earned him the admirable title of first man in space. Opinion: Commercial space flightI believe that space travel will one day become as common as airline travel is today. Im convinced, however, that the true future of space travel does not lie with government agencies NASA is still obsessed with the idea that the primary purpose of the space program is science but real progress will come from private companies competing to provide the ultimate adventure ride, and NASA will receive the trickle-down benefits.- BUZZ ALDRINIts being labelled the space race of the 21st century, as private businesses are in competition to introduce the world to commercial space flight. Companies such as Virgin Galactic, Blue Origins and SpaceX are currently trialling the possibilities of laun ching cost effective rockets for private purposes, however there is a cloud of doubt over its impact. The innovation can allow high paying customers to experience space first hand, as well as privately transport cargo to and from the international space station. SpaceX have the ultimate goal is to be able to colonise other planets, however possible environmental and martial consequences may shadow the commercial benefits.CEO of Virgin Galactic Richard Branson has announced plans to send tourists into space this year. In 2017 he said I think Id be very disappointed if were not into space with a test flight by the end of the year and Im not into space myself next year. His space test flights have produced groundbreaking results since, and with around 500 potential customers reserving a spot, it appears private space tourism could become a new, lucrative industry. Despite a hefty cost of $350,000 AUD per person, this business has potential to attract major tourism while allowing the lucky few to experience outer space, benefiting all involved. It seems unlikely that the price for orbital travel will remain that high, and as it decreases, the demand and market will increase. A 2013 report funded by the Federal Aviation and Administration Office * predicted that the space tourism industry, with sufficient public support, could eclipse 1. 6 billion dollars in revenue in the next ten years (as of 2012). Ultimately, the prospect of the future space tourism industry is capable of reaping many financial gains and overall benefit the many involved.*(http://www.nss.org/transportation/Suborbital_Reusable_Vehicles_A_10_Year_Forecast_of_Market_Demand.pdf)While cost effective suborbital travel opens possibilities for tourism, it simultaneously could deem a wide range of offensive martial options feasible. In the past, high launch costs have restricted use of rockets for military purposes. In the words of Todd Harrison, a defense budget analyst at the Center for Strategic and International Studies in Washington; One of the reasons we have not weaponized space before now is that it did not make sense to do so, it was too expensive relative to the terrestrial alternatives, [and] all the new military space missions that could become cost-feasible to the US could become cost-feasible for other countries, and create a lot of challenges. As the lead author of a recent report on low cost space access, it outlines that rockets are capable of launching missiles at satellites or targets on the ground, possibly with nuclear warheads. The rockets can then be more or less reused and the process can be repeated. Offensive missiles can be intercepted and troops and supplies could even be transported to anywhere in the world within 45 minutes. These offensive options combined with recent government instability across the globe is a recipe for disaster.Our aspirational goal is to send our first cargo mission to Mars in 2022 †¦ and eventually a self sustaining civilisation SpaceX Cheaper space exploration and payload launches opens the door towards colonising other planets, in particular Mars. The more cost effective rockets become, the more exploring and testing can be done with the ultimate goal to create a sustainable civilisation. Transportation of cargo would become significantly less expensive, and low overall cost allows the process to be performed much quicker. The exciting prospect of living on another planet has a range of advantages, including the potential for groundbreaking scientific discoveries, diplomatic rewards and another home for human life if needed in the unpredictable future. Most of all it is a challenge, what we, as humans, thrive on. Reaching the pinnacle of human achievement has always been our focus. Commercial companies are inching closer to that dream every day, progressing our society as a whole.With the increase of launches that cost effective rockets bring, long term damage to the environment becomes an alarming consequence. Rocket engines emit reactive gases that cause ozone particles to break apart. The particles of aluminium oxide and soot that are also released act as a catalyst, increasing the rate in which the ozone is destroyed. A report on the topic in 2009 revealed that rockets are responsible for approximately 1% of ozone depletion, however with the new space race fast approaching, and the lucrative business of commercial space flight, it is predicted that; If left unregulated, rocket launches by the year 2050 could result in more destruction that was ever caused by CFCs (Chlorofluorocarbons, formerly used in aerosols). Prof. Darin Toohey of Colorado Boulders oceanic and atmospheric department. This isnt urgent, but if we wait 30 years it will be.Ultimately, cost effective space flight opens the door to a wide range of possibilities, whether it be in space tourism, scientific exploration or the goal of colonisation on other planets. However, it also allows the abuse of such technology, for warfare. As predicted, the increase of rocket launches could damage the environment greatly in the future, so there are many pros and cons to be considered in relation to cost effective rockets.Bibliography Csis-prod.s3.amazonaws.com. (2018). [online] Available at: https://csis-prod. s3.amazonaws.com/s3fs-public/publication/170316_Harrison_UltraLowCostAccess_Web.pdf?LPQ6EI200hsZglqXWA8bYrdWflQ4ucPJ [Accessed 13 Feb. 2018].Dann, F. (2016). Why the U.S. Government Brought Nazi Scientists to America After World War II. [online] Smithsonian. Available at: https://www.smithsonianmag.com/smart-news/why-us-government-brought-nazi-scientists-america-after-world-war-ii-180961110/ [Accessed 8 Feb. 2018].Davies, A. (2012). Wealthy Adventurers Could Turn Space Travel Into A $1.6 Billion Industry. [online] Business Insider Australia. Available at: https://www. businessinsider.com.au/space-tourism-to-generate-16-billion-2012-10?r=US [Accessed 18 Feb. 2018].Encyclopedia.com. (2018). Liquid vs. Solid Fuels Dictionary definition of Liquid vs. Solid Fuels | Encyclopedia.com: FREE online dictionary. [online] Available at: http://www.encyclopedia.com/science/news-wires-white-papers-and-books/liquid-vs-solid-fuels [Accessed 8 Feb. 2018].European Space Agency. (2018). Solid and liquid fuel rockets. [online] Available at: http://m.esa.int/Education/Solid_and_liquid_fuel_rockets4 [Accessed 8 Feb. 2018].Extreme Machines Rockets. (2015). [Video] Available at: https://m.youtube.com/watch?v=cPDjykCXUnw.Fernholz, T. (2018). Reusable rockets could disrupt the space industry, and not always in a good way. [online] Quartz. Available at: https://qz.com/944145/reusable-rockets-could-disrupt-the-space-industry-and-not-always-in-a-good-way/ [Accessed 27 Feb. 2018].Forum. nasaspaceflight.com. (2018). Finally, Liquid or solid propellant engine?!. [online] Available at: https://forum.nasaspaceflight.com/index. php?topic=23243.0[Accessed 8 Feb. 2018].I2.wp.com. (2018). [online] Available at: https://i2.wp.com/www.7continents5oceans.com/wp-content/uploads/2015/06/Effects-of-ozone-layer-depletion.jpg?resize=553,370 [Accessed 8 Feb. 2018]. Mail Online. (2017). Virgin Galactic to be open for business in 2018 with flights THIS year. [online] Available at: http://www.dailymail.co.uk/sciencetech/article-4374866/Richard-Branson-s-space-plans-Virgin-Galactic-open-2018. html[Accessed 17 Feb. 2018].Minnesota Pollution Control Agency. (2009). Chlorofluorocarbons (CFCs) and hydrofluorocarbons (HFCs). [online] Available at: https://www.pca. state.mn.us/air/chlorofluorocarbons-cfcs-and-hydrofluorocarbons-hfcs [Accessed 8 Feb. 2018].NASA. (2018). Biography of Wernher Von Braun. [online] Available at: https://www.nasa.gov/centers/marshall/history/vonbraun/bio.html [Accessed 8 Feb. 2018].NASA. (2018). Space Shuttle and International Space Station. [online] Available at: https://www.nasa.gov/centers/kennedy/about/information/shuttle_faq.html [Accessed 8 Feb. 2018].NASA. (2018). What Is a Rocket?. [online] Available at: https://www.nasa.gov/audience/forstudents/5-8/features/nasa-knows/what-is-a-rocket-58.html [Accessed 8 Feb. 2018]. Rastogi, N. (2018). What impact do rockets have on the environment?. [online] Slate Magazine. Available at: http://www.slate.com/articles/health_and_science/the_green_lantern/2009/11/dirty_rockets. html [Accessed 8 Feb. 2018].Redcolony.com. (2018). Why Colonize Mars? Red Colony. [online] Available at: http://www. redcolony.com/features.php?name=whycolonizemars [Accessed 2 Mar. 2018].ScienceDaily. (2018). Rocket Launches May Need Regulation To Prevent Ozone Depletion, Says Study. [online] Available at: https://www.sciencedaily.com/releases/2009/03/090331153014.htm [Accessed 8 Feb. 2018].Scientific American. (2018). What kind of fuel do rockets use and how does it give them enough power to get into space?. [online] Available at: https://www.scientificamerican.com/article/what-kind-of-fuel-do-rock/ [Accessed 8 Feb. 2018].Space.com. (2011). What the Next 50 Years Hold for Human Spaceflight. [online] Available at: https://www.space.com/11364-human-space-exploration-future-50-years-spaceflight.html [Accessed 26 Feb. 2018]. Space.com. (2012). Yuri Gagarin: First Man in Space | The Greatest Moments in Flight. [online] Available at: https://www.space.com/16159-first-man-in-space. html [Accessed 8 Feb. 2018].Space.com. (2017). SpaceX: First Private Flights to Space Station. [online] Available at: https://www. space.com/18853-spacex.html [Accessed 26 Feb. 2018].Space.com. (2018). Commercial Space Travel May Bring Science Benefits, Advocates Say. [online] Available at: https://www.space.com/16228-nasa-commercial-human-spaceflight-benefits.html [Accessed 1 Mar. 2018].Space. com. (2018). Virgin Galactic Aims to Fly Space Tourists in 2018, CEO Says. [online] Available at: https://www.space.com/36654-virgin-galactic-fly-space-tourists-2018.html [Accessed 17 Feb. 2018].Spaceflightsystems.grc.nasa.gov. (2018). Payload Systems. [online] Available at: https://spaceflightsystems.grc.nasa.gov/education/rocket/payload.html [Accessed 8 Feb. 2018].Spacefuture. com. (2012). Space Future The Economic Benefits of Space Tourism. [online] Available at: http://www.spacefuture.com/archive/the_economic_benefits_of_space_tourism.shtml [Accessed 18 Feb. 2018].SpaceX. (2018). Company. [online] Available at: http://www.spacex.com/about [Accessed 1 Mar. 2018].Suborbital Reusable Vehicles: A 10-Year Forecast of Market Demand. (2012). [ebook] Florida, p.13. Available at: http://www.nss.org/transportation/Suborbital_Reusable_Vehicles_A_10_Year_Forecast_of_Market_Demand.pdf.

6 Tips for Writing Good Website Copy Blog

6 Tips for Writing Good Website Copy Blog 6 Tips for Writing Good Website Copy The internet is a big place, with a lot of websites competing for attention. How, then, can you make sure that your website stands out from the crowd? 1. Get to the Point! People have busy lives. If they’re looking for information online, they want it quickly. As such, each page on your site should clearly state what it is about. If you are writing copy for a pizza restaurant, for example, you would want to say what kind of food it sells and where the restaurant is first, as these are the most important details. An appetizing image will go a long way, too! Should you have more to say, you can save it for further down the page! 2. Keep It Short Short paragraphs are much easier to read, especially on screen. And since you’re not limited by page size with website copy, there is no reason to pack a lot of text into a small space. The ideal length of a paragraph on paper is typically around 100-200 words. But even this is too long for online copy, where paragraphs shouldn’t be more than two or three sentences long. You can even use single-sentence paragraphs, like this one! 3. Use Simple Language There is a place for long, fancy words on the internet (especially in online Scrabble). But your website copy needs to be easy to read and you should keep your writing simple. This may include: Using clear, concise sentences Avoiding jargon and technical language Using the active voice Using shorter words where possible For example, if you were selling lawnmowers, you could boast of offering â€Å"contraptions for the accelerated and efficacious reduction of Poa pratensis.† But it would be much better for everyone involved if you simply said â€Å"machines for fast and effective lawn care† instead. 4. Format for Skimmers How you format your copy is almost as important as what you write. In particular, you need to format your writing to catch the attention of skim readers. This means using: Subheadings to break up the text Bold fonts or other emphasis to highlight key words Bullet points and numbered lists Images and/or videos alongside the text If your reader can spot key information thanks to formatting, this will keep them on the site. 5. Think SEO When writing website copy, you’re not just writing for human readers. You’re also writing for search engines, as this is one way that people will find your site. This is where search engine optimization (SEO) comes in. We won’t go into any depth about SEO here, as it is a complicated subject. But the basic idea involves: Identifying key words for each page on the site (i.e. what people will search for to find it) Working these naturally into your website copy If you do not have key words yet, do a little research online to find the right ones for your site. 6. Proofread Everything The internet is a Wild West for writing, with the rules of grammar, spelling, and punctuation often ignored. But typos on your website will look unprofessional. And if you don’t care about your website copy, people might think you don’t care about your business either! As such, getting your website copy proofread before it goes online is essential.

Why should Schotland become independent Essay Example | Topics and Well Written Essays - 1000 words

Why should Schotland become independent - Essay Example ttish voted unanimously for the devolution of powers, which meant that despite Scotland being part of the UK, its government gained new more powers such as control of health care and education and in the first time a Scottish parliament (Pruitt, 2014). The quest for independence continued with the election of Alex Salmond in 2007 and subsequent re-election in 2011, which led to the approval of the 2014 independence referendum to end the 307- year old union with the UK even though the SNP party under the leadership of Alex did not win as anticipated. However, some of the major as to why Scotland should be independent include efforts to stop the mass nuclear weapon building, establish Scotland’s democracy, create opportunities for its citizens, end unfairness, and because it has capacity to support it operation. As with democracy, it means that it will endow Scotland self-determination ability and will possess full power in decision making in terms of political affairs. Such was the strong stand held by Salmond in May 2012, when he often stated; the Scottish people living in Scotland are better positioned to make the choices that affect Scotland (Carrell and team, 2014). The pro-independence campaigns by the proponents of the Scotland self-rule often stated that the union had a democratic deficit because United Kingdom is a unitary state and lacks a codified constitution. This deficit has often been used to refer to a period between the 1979 and 1997 United Kingdom elections, during when even though the Labour party holding majority seats in house, the Conservative Party ruled the entire UK. In reference to the instance, Alex Salmond said that such situations amounted to the lack of democracy and added that the Scottish people need to have the right choice for Scotland (independentscotland. org, 2014). Another reason for the independence quest is that with an independent Scotland, it will be easy to address the removal of the Trident nuclear weapons. The aftermath

U.S. foreign policy Essay Example | Topics and Well Written Essays - 1500 words

U.S. foreign policy - Essay Example It is an observation that foreign policy of the US plays a crucial role in functions and operations of different countries around the globe, and this has been the reason of significant importance of different aspects of US foreign policy in international media and research.This paper is a similar attempt to analyze one of the major stakeholders of US foreign policy: public. In particular, the paper includes discussion and analysis of the perspective as whether public opinion matters in the decision-making process of US foreign policy or not. The paper includes different studies and reports that will be very beneficial in comprehensive understanding and validation of the discussion. Introduction In a democratic nation’s foreign policy, decisions are likely to be taken by the citizens and in support of the citizens. Governments are answerable to the citizens and the public would not clash, in view of the fact that it is public who finally pay the price and suffer for the most pa rt. Efforts of one government to control significant foreign policies of another by disturbing public opinion within that nation are not new to global relations. The British tried to influence United States view in support of joining both World Wars during the twentieth century. The issue of whether such efforts actually matter, however, stays open. United States public diplomacy throughout the post-9/11 phase certainly influenced by public opinion; however, the result is conditional on United States leaders’ trustworthiness in front of public... As a result, a foreign policy maker must be responsive to these restraints, master them, and rise above them, changing them to his or her determination (Hunt, p. 98, 2009). It is generally acknowledged by both researchers as well as the politicians that the balanced option is the leading approach to foreign policy making. This approach consists of identification and description of the problem; selection of objective; recognition of substitutes; and choice. Discussion In the foreign policy making procedure, the decision maker is not different to any normal human being who, after assessing the case, usually selects those measures, which almost certainly would attain the most excellent result. However, in the concept of rationalism, the rational is frequently puzzled with truth. If a foreign policy goes wrong, it is said that the decision makers worked unreasonably. However, whether correct or incorrect, if the decision was an act of study it can barely be unreasonable. Some that decisi on makers perform reasonably in conditions when they are stressed mainly in emergency, because in these circumstances, they have to be careful about their actions (Spanier & Hook, p. 395, 2009). The topic of public opinion along with its power in foreign policy has been an issue of argument both in and since the cold war between pragmatists and moderates. Arguments in favor of pragmatist view ‘can be found back in the eighteenth century’. â€Å"Edmund Burke a political philosopher contended that ‘A representative’s unbiased opinion, his mature judgment, his enlightened conscience, he ought not to sacrifice to you, to any man, or to any set of men living. Your representative owes you, not his industry

Educational interests and goals, educational background, special Essay

Educational interests and goals, educational background, special interests, and plans for when you return to your home country - Essay Example In 2006, I was given the Most Outstanding Boarder award from Hills International, as well as a Certificate of Achievement for academic results for demonstrating diligence in studies. I feel proud to state that, in 2007, I was among the top 10 percent of the Hills International graduating class. I received commendations for academic excellence in English and Mathematics, and in Physical Education. I also received the prestigious Caltex All Rounder Award for achievement at school and in the broader community. I was College Captain of Hills International College in 2007, and was also a student of the Hills International Golf Academy in 2006-2007. Sport has been an important part in my life-golf is a passion with me. Interest in the game developed because of my family-especially my dad-who, having served three terms as club captain of the Sabah Golf and Country Club, also takes keen interest in junior golf development in Malaysia. I started golf at the age of 12 under my father's coaching, and later trained under British and Australian PGA's. I have received many awards in the sport (a detailed list is enclosed), among which are the First Place for Girls Under 12 Sport Excel Junior Circuit qualifier (Sabah-2002) and the Best Overall Position for All Sabah Players-2003(international Event). In Australia, I represented the Methodist Ladies' College in the golf tournament for Western Australian schools, and also the Royal Fremantle Golf Club in all junior tournaments. My current scores are: average scores 9 rounds, 693 strokes, average 77; Personal Best Tournament Score 72 (par). I derive inspiration for my game from Jason Day, who studied at Hills, and is a golf buddy. Jason was the World Junior Champion in 2004. I spend an average of four hours a day practicing golf. I also play badminton, basketball and touch football for fun. I represented my school in Badminton, cross-country and middle distance running. I am also a PADI open water diver and have logged over 50 dives. I frequently dive at Sipadan Island, which has some of the best diving spots in the world. I read a lot during my free time, especially after my golf practice, which helps me to unwind. I have participated in arts and musical events too while in school. I passed the examination in Pianoforte with high honors, and obtained the third position in the 21st Inter-Secondary Schools Choral competition. I now play the piano for relaxation. I also received an 'Outstanding Achievement' mention in the poster competition for the theme Sports against Drugs under the Rotary Youth Leadership Development Program (2002). I have had some work experience, having worked as 'Assistant Banker' at the Commonwealth Bank, Claremont (W Aus.) in 2005. I have also done voluntary work with the deaf and dumb center at Bukti Padang, Malaysia. Here I participated in activities with hearing impaired children, and was a 'buddy' to a child at the center. I learned sign language for this purpose. I enjoyed my time and learned a lot during the past 3 years in Australia. I had the chance here to meet many friends and people from different parts of the world. It is this experience away from home as a student-athlete, which taught me the importance of being independent, as well

Employee Motivation: Literature Analysis

Employee Motivation: Literature Analysis Chapter Two- Literature Review 2.1 Introduction At one time, employees were considered just another input into the production of goods and services. What perhaps changed this way of thinking about employees was the research, referred to as the Hawthorne studies, conducted by Elton Mayo from 1924 to 1932 (Dickson, 1973).This study found out that employees are not motivated solely by money but also their behaviour is linked to their attitudes (Dickson, 1973).The Hawthorne studies begun the human relations approach to management, whereby the needs and motivation of employees become the primary focus of managers (Bedein, 1993). Understanding employee motivation and its relationship with corporate culture and gender is the focus of this research. This chapter is divided into seven sections; section 2.1 introduces the main subjects of this dissertation and is followed by section 2.2 which discusses employee motivation in small medium companies. The next section which is section 2.3 looks at motivation and the various theories developed by researchers, then section 2.4 considers the role of the manager when it comes to employee motivation. The last two sections; section 2.5 examines corporate culture with section 2.6 on gender and how it is perceived. Finally a summary of the whole chapter is presented in section 2.7. This section will review the most relevant studies on employee motivation and in small medium companies. 2.2 Employee Motivation in Small Medium Companies Organizational scientists and practitioners have long been interested in employee motivation and commitment. This interest derives from the belief and evidence that there are benefits to having a motivated and committed workforce. The Hawthorne Studies A major revision of ‘needs theory came from the work undertaken in the United State of America in the 1920s and 1930s of the Hawthorne Works of the Western Electric Company. This gave rise to a new school of management thinking, which suggested that employees have social needs which are as important as economic needs; these studies concluded that social relationships were significant in the satisfaction of the human need for social contact. The major contribution of this work in understanding employee motivation at work has been to focus attention on the design of jobs and tasks in an effort to make them attractive (Mullins, 2007). Employee motivation could be seen as the internal strength that drives employee performance. This strength enables employees to carry out their duties as expected of them having a particular aim in mind. And in most cases, where this strength is lacking, employees sometimes perform poorly. However, certain factors like job features, individual variation and organisational practices may influence employee motivation to work. It depends on good system that reward effectively, because it is critical as a motivated employee will achieve a great deal (Clark, 2009). According to McConnell (2002) companies have to consider the following steps in order to keep their employees in the organisation: ïÆ'Ëœ The employees perception of the work environment directly relates to the job performance. ïÆ'Ëœ What employees think of their jobs and their employer when the environment is positive ïÆ'Ëœ Improvement of the environment generally improves employee performance. McMackin (2006) states that large corporations have more money, name recognition and benefits to attract the best employees in comparison with small medium companies. Regardless of the positive aspects of larger corporations, many employees leave in order to work for small businesses, since they are able to have faster career advancement. According to Gaebler Ventures (2006) research show ten different motivational factors that are important for increasing motivation both for managers as well as employees; they include promotion potential, interesting work, personal loyalty, tactful discipline, appreciation for work done, good working conditions, help with personal problems, high wages, feeling of being in on things and job security. Gerson (2003) on the other hand states that employees in small organisations may leave for better salaries and benefits. The decision to leave can be affected by feelings of unappreciation, work condition, cultural conflicts, lack of convenience, lack of advancement and lack of support. According to Moses (2005) the basis for employee motivation is divided into two categories; anticipation of reward for work well done, and fear of discipline for mistakes or works done poorly. Motivation techniques at most companies falls into one of these two categories. The ideal for a small-business owner is to motivate employees in a positive way, since employees develop loyalty and personal commitment when they are encouraged to perform well in order to advance and receive recognition and financial benefits. The most negative aspect of this method is the fact that the less hard working employees will be fired or downgraded. The method also lacks teamwork, includes employee backbiting and has no long-term motivation. Wiley (1997) states that the relationship between people and work have fascinated scientists for many years, both psychologists and behavioural scientist, but in both field concepts such as need, motive, goal, incentive and attitude occur more frequently rather than concepts of aptitude, ability and skill. Scientist investigates how personal, task and environmental characteristics influence behaviour and job performance concerning motivation. Motivation does not remain the same over the years, it changes due to personal, social and other factors and it also affects the behaviour of a person rather than end performance. In order to create an environment that fosters employee motivation it is important to explore the attitudes that employees have towards factors that motivate them. When a company know what motivates its employees they are better prepared to stimulate them to perform well. In order to know what motivates employees, organisations must have regular communication and ask employees what sparks and sustains their desire to work (Herzberg, 2003). Most managers assume that their employees have the same motivational drivers as them, but managers must abandon this assumption and focus on the recognition of individual drivers. Findings from a forty year survey demonstrate that employees are motivated by receiving feedback and recognition and those individuals at different levels of the organisation might have different motivational values (Wiley, 1997). Managers have to understand what motivate their employees in order to receive high performance at the organisation. 2.3 Motivation Motivation is the formation of incentives, and working atmosphere which allow individuals to carry out their duties to the top of their capability in pursuit of organisational success. It is commonly viewed as the magic drives that allow managers to get employees to realize their targets. Since the dawn of the twentieth century, there has been a shift at least in theory. Since the early 1900s several theories have been advanced which have offered insight into the concept of motivation (Strickler, 2006). The hierarch of needs espoused by Abraham Maslow sheds lights on individual behaviour pattern. Other significant studies have been carried out by Frederick Herzberg, who considered job fulfilment, Douglas McGregors X and Y theory, which suggest management styles that motivate and de-motivate employees etc. Underpinning Herzbergs theory was his attempt to bring more humanity and caring into the workplace. His theory was to explain how to manage people properly, and to motivate them for the good of all people at work. Many contemporary authors have come up with several definitions for the concept of motivation. Motivation has been defined as the emotional progression that gives behaviour reason and course (Kreitner, 1995), the inner drives to fulfil unsatisfied need (Higgins, 1994), and the determination to realize (Bedeian, 1993). In dissertation, motivation is defined as the central energy that derive individual to accomplish personal and organisational goals (Mullins, 2007). Motivation can have an impact on the productivity of any company or organisation. Organisations and companies relies heavily on the efficiency of it production personnel to ensure that goods are produced in numbers that meet up customers order. If these workforce not have the motivation to create and perform to the best of their ability and meet the demand of customers, then an organisation may face a problem which may lead to serious consequences. 2.3.1 Internal and External Motivation Motivation according to Kehr (2004) can be either internal or external, it can be viewed as push or pull determinants. Implicit motives are factors intrinsic to the activity and explicit motives arise from factors extrinsic to the activity. Intrinsic motivation is the key motivation component of employee empowerment and individuals are responsible for achieving their own career success. It is based on positively valued experiences that a person receives directly from their work tasks such as meaningfulness, competence, choice and progress. Bymes (2006) explain that external motivators depend on outside factors to push the individual to complete a task. Kehr (2004) adds that explicit motives are influenced by social demands and normative pressures. Extrinsic rewards are based on reward and punishments controlled by the organisation. Like Bymes (2006) individuals with external motivators are motivated by salary or wage packets. Internal on the other hand is associated with employees who want to be employed in a particular position by a firm whose organisational values and work requirements are closely linked with the individuals personal values and skills. Implicit and explicit motives relate to different aspects of the person, but both are important determinants of behaviour. According to Basset-Jones Lloyd (2005) motivators associated with intrinsic drivers outweigh motives linked to financial and inducement and observing others benefiting from recognition and extrinsic rewards. Like Locke Latham (2004) internal factors that drive motivation and external factors that act as inducements to action is the concept of motivation. Motivation can affect three aspects of work; direction, intensity and duration. Peoples skill, abilities and how and to what extent they utilise them are affected by motivation. According to Katz (2005) intrinsic factors are the main reason for a persons true commitment and motivation. Extrinsic factors like salary and working conditions are also important, but do not give the commitment and excitement that the employee needs. How a person views the assignment and how tasks, information, rewards and decision-making processes are organised are strongly linked to the personal activities. People become more motivated when they identify themselves within a group and contribute to performance as a group (Van Knippenberg, 2000).This relies on the work performed by Locke and the goal setting theory he developed. This goal is team performance and the individual feeling part of the group. The focus of Locke was on the goal but in order to reach the goal one must associate oneself with the group and task. Glen (2006) contend that the most important factor to rely on is feedback since it can help an employee improve his or her performance ; communication is also vital in the world today and can be beneficial to both the manager and employee . 2.3.2 Motivation Theories The traditional form of motivation stated that people could be driven by fear and therefore managers had to be tough. This approach made the employees do the bare minimum and only work while their manager was watching. Research on motivation and it impact on individuals and employees has been undertaken from the mid-twentieth century. Prominent among such researchers include; Maslow1954, Herzberg 1959, Adams 1962, Vroom 1964, Alderfer 1972, Locke 1981 and others. There is intense competition as a result of technological advancement, demographic changes, globalisation, which puts more pressure on organisations to deliver products and services with continuous improvement. The theories on motivation identify individual needs, their expectation and reaction to both internal as well as to the external environment. The various motivation theories are discussed below. Maslows Hierarchy of Needs A ground-breaking theory on the subject of motivation and needs of the human being was advanced by Abraham Maslow in 1954.He stated that there are some fundamental needs for the human being that can be arranged in a hierarchic way. He argued that individuals and for the purpose of this study, employees are motivated to satisfy a number of diverse needs. According to Maslow until the most vital needs are fulfilled, other needs have little effect on the employees behaviour. Once a need is satisfied, and therefore less essential, other needs emerge and become motivators of their behaviour (Porter et al, 2003). At the base of the hierarchy is the physiological needs; food, clothes etc.These are considered primary needs as employees concentrate on satisfying these needs before the others. Physiological needs according to Maslow are undeniably the most pressing of all needs. Once this need is fulfilled, the next level surfaces with the employee becoming anxious with the need for safety and security both at home and at the workplace. Likewise, once the safety need too is satisfied, the employee strives for a sense of membership or an affiliation and a feeling of approval by others. Once the employee finds his/her place in a group or team, the need and longing to be held in esteem, recognised and respect crops up. Maslow asserts that with all these needs satisfied, employees are then motivated by the desire to ‘self-actualise and accomplish whatever they identify as their utmost potential. (Ramlall, 2004) Herzbergs Two-Factor theory According to Herzberg an individuals relation and attitude towards work can determine success or failure. While Maslow looked at individual needs, Herzberg tried to find out how employees felt about their work and what really motivates them. In 1959 he created his two-factor theory by looking at the causes of job satisfaction and dissatisfaction in an effort to fully know what motivate people. He divided the needs into two categories; hygiene factors which relate to the needs that involve the framework of the task they performed and if these needs are not fulfilled there will be dissatisfaction on the part of employees. In essence if you want to motivate employees, concern should be given to the work itself (Ramlall, 2004). Herzbergs hygiene factors can be linked to Maslows hierarchy of needs and primarily the vital needs at the base of the hierarchy. The hygiene needs accommodate the need that arises from the physiological, safety and social or belongingness needs that do not make the employees satisfied in their job, but simply avoid dissatisfaction if fulfilled. In contrast motivator factors are those that allow for psychological growth and progress on the job. They are very much connected to the idea of self-actualisation regarding a challenge, to savour the satisfaction of achievement, and to be acknowledged as having done something meaningful (Basset- Jones and Lloyd, 2005). Herzberg further stated that certain characteristics are related to job satisfaction and others to job dissatisfaction. Intrinsic factors, such as achievement, advancement, recognition, responsibility are related to job satisfaction. Job dissatisfaction is a result of extrinsic factors; company policies, supervision, working condition etc. He assert that a job do not get satisfying by removing dissatisfying factors and therefore dissatisfaction is not the reverse of fulfilment. In order to understand the employees motivation to work the attitudes of the particular employee has to be known (Herzberg, 2003). To Bassett-Jones Lloyd (2005) Herzberg was interested in the extremes where workers either felt good about work or bad, and this led to the development of extrinsic and intrinsic factors. The extrinsic factors are called hygiene or maintenance factors and are linked to job dissatisfaction. Intrinsic factors on the other hand lead to job satisfaction. The factors were labelled motivators to growth because they were associated with high level of job satisfaction. The two factors are of equal importance when explaining what motivates an employee. They explain Herzbergs suggestion of motivation as similar to ‘internal self-charging battery. For employees to become motivated the energy has to come from within. Herzberg however argues that motivation is founded on development needs; and originate from satisfaction born out of a sense of achievement, recognition for achievement, responsibility and personal growth. A review of Maslows and Herzbergs theory lead to further research and theories the first of which was developed in 1962 by Stacy Adams. Equity Theory This theory developed by Stacey Adams in 1962 suggests that since there is no absolute standard for fairness, and employees want to be treated fairly, they are likely to assess fairness by making comparison with others in similar situations. If they find out that they are not treated similarly they may lower their output, their quality of work or even leave the organisation for another where they are likely to be treated better. In essence it is not the real reward that motivate, but the perception of the reward in comparisons with others (Boxall and Purcell, 2007. While a simple theory, this theory according to Latham cannot cover every incident as some employees are far more receptive to perceptions of unfairness than others. It is therefore very important for managers to be conscious of what their employees perceive to be fair and just and also know that this will differ from one employee to the other (Latham, 2007). Vrooms Expectancy Theory Whereas Maslow and Herzberg looked at the connection between needs and the ensuing effort expanded to fulfil them, Vroom concentrated on effort, performance and outcomes. The fundamental concepts key to expectancy theory is that the anticipation of what will happen influences the employees choice of behaviour that is, expectations and valence. Vroom interpreted motivation as a process in which employees choose from a set of alternatives based upon the likely levels of expectation, and called the individuals perception of this instrumentality. Valence in his theory is the assessment of actual outcome of ones performance and together with instrumentality is very central in the expectancy theory (Ramlall, 2004; Mullins 2007). From this theorys viewpoint, an employee assigns a worth to an expectation, considers how much effort will be required, and works out the likelihood of success. If the perceived reward is sufficient for the effort required, the employee may make the effort. Expectancy in this theory is the prospect that they can carry out their duty in a way that leads to an optimistic result. For the employee the amount of effort he/she is eager to put in any performance of task is influenced by the expectation of the outcome of the effort (Mullins, 2007). If the employee works hard then he/she can expect a good work result hence a higher reward. High instrumentality for the employee comes from the notion that if he/she shows off good work result there will be adequate reward. Low instrumentality would then be that the employee feels that the result of the reward will not be independent on the particular work result. Writing in People Management Magazine, Lees (2008) believes that Vrooms theory give an insight into the research of employee motivation by shedding more lights on how individual goals sway individual performance. Vrooms expectancy theory has been criticised for attempting to envisage a choice or effort. However because no obvious pattern of the meaning of effort exist, the variable cannot be measured effectively. According to Latham (2007), the employee is assumed to deliberately weigh up the satisfaction or pain that he/she expects to attain or avoid and then a selection is made. The theory says nothing about intuitive motivation, something that Locke considered when he expanded Vrooms theory. Alderfers ERG Theory Unlike Maslows theory that refers to an individual who acts increasingly for his/her need satisfaction first, with the simplest one up to the most complex ones, Clayton Alderfers theory (1972) which extended Maslows theory asserts that this course of action is not essentially progressive. According to him, there are three significant categories of human needs: Existence (E) needs which ensures the sustainability and human endurance; food, Salary, shelter etc Relational needs (R) that is socialising need that refers to the relationship between an individual and the social setting and is satisfied by interpersonal relations. Fulfilling these needs depends on the association with others. Growth (G) needs which consists of a persons self respect through personal feature as well as the concept of self-actualisation present in Maslows hierarchy of needs.Alderfer believed that as you begin satisfying superior needs, they become powerful like the power you get, the more you want (Mullins 2007) . Although not fully tested, Ramlall (2004) and Strickler (2006) contend that the ERG theory seems to describe the dynamics of individual needs in an organisation rationally well and can help managers when it comes to motivating employees. To them it provides a less rigid account of employees needs than Maslows hierarchy. By and large, it comes closest to explaining why employees have certain needs at diverse times. Goal Setting Theory Edwin Locke extended Vrooms theory by developing his goal setting theory which takes into consideration the conscious motives that exist when organisations set goals to be met. According to Robbins (2003) Lockes goal setting theory states that specific and difficult goals lead to higher performance with the help of feedback. In addition to feedback, goal commitment, and adequate self -efficacy, task characteristics and national culture have been found to influence the goal performance relationship. Motivation comes from the goal an individual set up based on human needs, personal values, personality traits etc which are shaped through socialization and experience. The behaviour used to accomplish the goal depends on whether the goal is difficult or specific. The amount of effort an individual puts in reflects the level of satisfaction experienced which can lead to other actions (Porter et al, 2003). In order to reach the goals some conditions has to be present; such as feedback, goal commitment, ability etc. According to him, a goal is required in order to create motivation within the employees to perform better than before. He indicates that financial rewards can improve the sustainability of a persons dedication as well as behaviour. .Goal setting and management by objectives programs have grown in the past two decades and motivation has been organised in three categories; personality based view, cognitive decision and self regulation perspectives. The basic idea of Lockes goal setting theory is that employees goals are related to their motivation since their goals direct their thoughts and action. The cognitive decision predicts an individuals choices or decisions and finally the personality-based perspective emphasize personal characteristics as they affect goal choice and striving (Locke and Latham, 2004). The personality-based category does not predict motivation, but it can provide understanding of what motivates individuals. The above theories are part of the broad field of human motivation study and they all have implications for individuals different workplace behaviour. They can also be applied to a variety of management practices aimed at motivating employees. However these researches were carried out in Western Europe and in America decades ago. Can the findings of this research be applied in Ghana which is in a different setting? Will similar research in Ghana yield the same result? T o better understand employee motivation, it is important to know the role of managers who are facilitators of employee motivation. 2.4 Motivating Employees: The Role of the Manager Leadership literature states that motivation is influenced by the nature of the relationship between the leader and employees. Managers according Bymes (2006) needs to hire the right person that is most suitable for a certain job, value its employees and support them in making contributions to the organisations and always try to create a motivated workforce. Motivated employees do not only create a good working environment, they also make noteworthy contributions to the organisations. Good managers make their employees fell like business partners and use empowerment in order to make the workplace and the surrounding environment into a place where employees feel good as well as creating a work wherefrom employees feel good inside (Bassett-Jones Lloyd,2005). Motivation therefore is about cultivating your human capital. The human challenges lies not in the work itself, but in you, the person who creates and manage the work environment. As indicated by Garg Rastogi (2006) in todays competitive environment feedback is essential for organizations to give and receive from employees and the more knowledge the employee learn, the more he or she will be motivated to perform and meet the global challenges of the market place. By involving the employee at work and providing challenging tasks it might increase the intrinsic motivation which transforms potential into creative ideas and this will factor fair and constructive judgement of ideas and sharing of informations.Leaders have an important part in the organisation because they act as the force that motivates the performance of the employees (Katz,2005). Leaders are there to motivate people to follow the designed work and by doing so enhance performance. Even though employees look to diverse organisational elements to suit different drivers of needs, they look forward to their managers to do their best to attend to their needs and concerns. Organisations has to recognize the resources, both human and technological that are available within the organisation and conduct training programs that will contribute to the productivity and the levels of motivation at individual or group levels. Motivating employees begins that to do their best, employees must be in an atmosphere where their emotional drive to bond and be understood are met. The drive to bond is best achieved by a custom that encourages teamwork and frankness (Nohira et al, 2008). Motivating employees is vital if employers are to achieve maximum performance and productivity. Contemporary theories on motivation centres more specifically on the relation of beliefs, values, goals with action. Motivation in contrast functions as an engine for inner human growth by providing attractive and demanding task. Motivation theories developed in the western world with their orientation on self-satisfaction and instrumentalism have mainly emphasized on rewarding those individuals who succeed. These theories did not take into consideration the terrain in Africa and also individuals who are highly motivated but incapable of accomplishing. This has produced in some part of Africa and also in Ghana situations where managers are not able to answer the needs of every employee. Studies indicate that employees in the western world draw their motivation from self satisfaction but the same cannot be said of their counterparts in Africa and most especially in Ghana. What do they derive their motivation from? Does the companys corporate culture have any bearing on how they are motivated? Is there a relationship between the companys corporate culture and motivation? The next section will look at motivation and corporate culture. 2.5 Motivation and Corporate culture Corporate culture draws its roots from various sources. This include national and regional cultures, (Hofstede, 1991) the vision and management style (Schein, 1985) and the nature of the business and the environment it operates in and the organisational field where it operates (Gordon, 1991). For this study the relevant cultural roots comes from Ghana. Individuals, especially qualified ones, have more choices with regards to potential jobs offers. How companies motivate place a vital role in attracting employee and competing well todays competitive market. To create a culture that fosters individual motivation is not easy because it takes time to figure out the factors that motivate each employee. It is even more important nowadays as more individuals draw their interest from other things beside money. To understand the importance of corporate culture in this dissertation it is important to first define what culture is. Schein (2004) defines culture as ‘consisting of rules, procedures and processes that govern how things are done, as well as the philosophy that guides the attitudes of senior management towards staff and customers. Referring in his work to the people of a nation Hofstede also defines culture as ‘the collective programming of the mind which distinguishes one group or category of people from another. Thus it endorses the issue that corporate culture is a unique aspect of an organisation, even though it is difficult to manage. According to Schein an organisations culture develops to help cope with its environment. He characterizes culture as consisting of three levels: ïÆ'Ëœ Artefacts which are the most observable level of culture yet are hard to understand. ïÆ'Ëœ Espoused Values; which underlie and to a large extent determine behaviour, but they are not directly observable as behaviours. There may be a variation involving known and functioning values. ïÆ'Ëœ Basic assumptions and Values: the essence of culture is characterized by the fundamental assumptions and ideals, which are not easy to differentiate since they are present at mainly unconscious point. Nevertheless they offer the input to appreciate why things turn out the way they do. 2.5.1 National culture National culture milieu influences the outlook of an organisations stakeholders. Hofstede proved this with work on IMB employees in 43 countries and how attitude to work and behaviour of employees towards authority differ from one location to the other. In his study he identified five dimensions of culture and demonstrated that there are national and regional cultural groupings that affect the behaviour and activities of organisations. The first dimension is power distance and refers to the degree to which people accept inequality amongst institutions and organisations. The second dimension, uncertainty avoidance measures the degree to which people are willing to accept change and work in uncertain circumstances. Therefore the higher the degree of uncertainty avoidance the more structured people likes things to be (Steers et al, 1993). Individualism which is the third dimension refers to the degree to which people see themselves as being part of a group or as individuals. His fourth culture dimension, masculinity versus femininity refers to the conventional values place

Expectations manipulate the reader Essay

How does Dickens Presentation of Pips threatened childhood in chapters 1-8 of great Expectations manipulate the reader? ‘Great expectations’ is a book written by Charles Dickens, and was first published in 1861. Charles Dickens was a Victorian writer and also a social commentator during the time. The novel ‘Great Expectations’ commentates on lower class life in the Victorian era. The book is mainly based on social criticism. The novel is about a boy called Pip who has a cruel start to life, living with his mean sister and her husband. With many people indifferent to Pips life, Pip starts with low expectations wanting to go to prison. Afterwards his life changes when he is described as a common labouring boy, eager to change this he also changes his expectations in life and from wanting to go to prison, or becoming a blacksmith he wants to become a gentleman and have a high status. Throughout the novel we are manipulated into feeling sorry for Pip. The events in his life, the people he meets and the way he is treated from childhood till he is grown up. Pip is an orphan at the beginning of the story, this and the factors such as that his parents are dead make us feel sorry for him. He also lives with his sister who is a harsh and beastly woman and treats him horridly. We are first introduced to Pip whilst he is a child. While in the graveyard he meets an escaped convict who treats him harshly. One of the ways that Dickens manipulates us during this is showing how unprotected and weak Pip is. ‘After each question he tilted me over a little more, so as to give me a greater sense of helplessness and danger’ (chapter 1) this quote shows how feeble Pip is. We are later manipulated even more by the way his sister treats him. Contempt and hatred are just some of the ways that could be used to describe her attitude towards him. Hence he is a lonely, weak boy who has no parents. Mrs Joe ‘applied Tickler to its further investigation. She concluded by throwing me – I often served as a connubial missile’. She beats Pip and acts as if he is nothing but a mere slave to her and must do as he is told or she willHow does Dickens successfully link Magwitch’s appearance in Chapter one with his return in Chapter Thirty-nine in ‘Great Expectations’? ‘Great Expectations’ is set in the 1800’s, for gentlemen of that time, life was rich and full of beautiful houses and places. Because they didn’t have to work they spent their days chatting, going to dinners and just having fun. But for the working class, they had to always be thinking of ways to make money and always working to secure their next meal. This novel was serialised, which meant that the story was published part by part and so, many groups of people would gather together to read the story. They could then tell each other what they thought was going to happen in the next couple of chapters. To make the audience want to read the next couple of chapters, Dickens had to end each chapter with a cliff hanger. The central protagonist in this novel is Pip. In the first chapter we learn that Pip’s parents are dead and so he lives with his sister and her husband. We also learn that he had 5 other brothers and sisters who have also died as their five mini gravestones or rocks are beside Pip’s parents grave. He frequently visits his parent’s grave even though he has no memory of ever seeing them. He paints a picture in his mind of his mum and dad. In this chapter we get to meet Abel Magwitch who will become a central figure in Pip’s life. Dickens successfully uses pathetic fallacy in both Chapter One and Chapter Thirty-nine to create a negative tension. In Chapter One, he describes the weather with negative adjectives such as ‘sting’, ‘torn’, and ‘growled’. These all give negative connotations to the reader to create the bad tension in the weather. He also uses the onomatopoeia like ‘shivers’ and ‘shuddering’ to show how the weather is affecting people. He also uses the word ‘shuddering’ again in Chapter Thirty-nine providing an obvious link in the weather. Dickens uses the adjective ‘angry’ more then once to show that whatever is going to happen won’t be good. In Chapter Thirty-nine, Dickens hints at negative events by using the simile, ‘like discharges of a cannon’ which also ties into Chapter One because it is signalling that an escaped convict could be entering the story again because a cannon would sound whenever a convict had escaped. Dickens describes the weather as ‘stormy and wet, stormy and wet’ which uses repetition to push across how bad the weather is. He also says, ‘mud, mud, mud’ which is a list of three, which is a very convincing technique to help set the scene for Magwitch’s return.

Distally Based Sural Artery Flap Health And Social Care Essay

Methodology: This prospective interventional survey was conducted from March 2007- February 2009 at the Department of Plastic Reconstructive Surgery and Burns Unit, Liaquat University of Medical Health Sciences, Jamshoro. Sample was collected by non chance convenience sampling. A predesigned proforma was used to roll up the information. SPSS 17 was used for informations analysis. Consequences: Age of 35 inducted patients ‘ ranged from 13-57 old ages with Mean ±SD age of 31 ±7.7 old ages. There were 29 males ( 82.85 % ) and 6 females ( 17.14 % ) . All flaps were survived ; partial tip mortification was seen in 3 patients ( 8.57 % ) . Mode of hurt was route traffic accident in 30 patients ( 85.71 % ) . Two immature males ( 5.71 % ) were with spoke wheel hurt. Two patients ( 5.71 % ) had force per unit area sore lesions. One patient ( 2.85 % ) has exposed calcanium due to fire hurt. Paresthesia on sidelong boundary line of pes resolved on its ain within 6 months period in all instances, there was no neuroma formation. Decision: Sural arteria flap is an outstanding pick for direction of soft tissue defects of lower appendage, specially exposed calcanium and malleolus due to its first-class blood supply and easiness of public presentation. Keywords: lower appendage Reconstruction, sural arteria, sural arteria flap, fasciocutaneous flap Introduction: Soft tissue coverage of lower appendages defect is disputing to both plastic and orthopaedic sawboness. Lower appendage is prone to trauma and jeopardies due to its location and low vascularity. Unlike trunk, there is limited figure of flap picks available for Reconstruction of lower limb defects. These flaps should be able to cover the defect specially any open bone, nervus, sinew or any major vass ; besides it should be easy to execute and give permanent consequences to patient. The really fist documented thought of fasciocutaneous flap was presented in 1980 by Poten, and that resulted because of advanced cognition and survey of anatomy of lower particularly in footings of neurovascular construction, muscular structure, and blood supply to clamber and deep facia. Poten described and emphasized upon the function of fasciocutaneous flap for Reconstruction of lower leg defects due to their dependability and safety profile. Upper and lower appendages have longitudinal dispersed superficial nervousnesss and hypodermic venas. It is advised that fasciocutaneous flaps should integrate these nervousnesss and venas which help in flap endurance and diminish the ratio of flap mortification and best illustration of such fasciocutaneous flap is sural arteria flap which is based on average superficial sural arteria which is a subdivision of superficial Sural arteria. The pedicel sural flap consists of superficial and deep facia, lesser sephanous vena, average superficial little arteria and sural nervus, whereas the flap consists of tegument with hypodermic tissue and facia along with above mentioned neurovascular constructions.Methodology:This prospective interventional survey was conducted form March 2007- February 2009 at the Department of Plastic Reconstructive Surgery and Burns Unit, Liaquat University of Medical Health Sciences, Jamshoro. During the survey period patients coming for coverage of lesion on lower appendages were included in the survey after obtaining informed consent. A predesigned proforma was used to roll up the data.. Patients were followed for a period of six months. SPSS 17 was used for informations analysis After all sterile steps the flap was raised. All patients were operated under spinal anaesthesia. After application of compression bandage, the surface markers were drawn at the sidelong boundary line of Achilles tendon medically and laterally at the border of fibular shaft. At sidelong malleolus a sidelong scratch is made, the median scratch is made at the sidelong boundary line of Achilles sinew which continues till the point of its interpolation at border of defect or tubercle of calcanium. After scratch on tegument and facia, the short sephanous vena is ligated and sural nervus is divided. Flap is than raised distally, subdivisions of peroneal arteria are included in sub facial fat in the flap to guarantee maximal blood supply. Flap is so advanced along the sidelong border of Achilles sinew. Donor side is so near chiefly if flap is little in size, otherwise natural surface is covered with partial thickness tegument grafting. After a period of 3 hebdomads the flap is detached and its distal portion is stitched back to its original location.ConsequencesSural flap was done in 35 instances. Patient ‘s age ranged from 13-57 old ages with Mean ±SD age of 31 ±7.7 old ages. There were 29 males ( 82.85 % ) and 6 females ( 17.14 % ) . Majority of patients were between 31-40 twelvemonth of age Table I. All flaps were survived, partial tip mortification was seen in 3 patients ( 8.57 % ) , and remainder had good viability of full flap. Mode of hurt was route traffic accident in bulk of instances i.e. 30 patients ( 85.71 % ) . Two immature males ( 5.71 % ) with radius wheel hurt. Two patients had force per unit area sore lesions. One patient ( 2.85 % ) has exposed calcanium due to fire hurt. Paresthesia on sidelong boundary line of pes resolved on its ain within 6 months period in all instances, there was no neuroma formation.DiscussionReconstruction of lower appendage defect are still an mystery for fictile sawboness working in a apparatus where microvascular surgery installations are non yet available. The most common site is heel which is a weight bearing country and is prone to trauma and other jeopardies like force per unit area sores. The tegument over the heel is less nomadic and has hapless blood supply. Following rehabilitative ladder several options have been studied for sof t tissue coverage of open heel including septo cutaneal, axial form, random form, musculus flap and free flaps. So far, fasciocutaneous flaps are proven to be an armamentarium for fictile sawboness, particularly when it comes to Reconstruction of lower appendage defects. Though many writers are of sentiment that medical plantar flap is the best option for coverage of open heel. However others are of sentiment that sural arteria flap offers the same. Viability of island flaps are ever questionable due to cut down blood supply, another option for coverage of open heel defects is sidelong calcaneal flap which is based on sidelong calcaneal arteria, it besides contain lesser sephanous vena and sural nervus. However once more it has a short coming o tantrums little size, that ‘s why it is non ever suited for open heel defects particularly larger in size. Distally based contrary flow sural arteria flap is option of pick since 1980s. it is based on median superficial sural arteria. The blood flow is in contrary from the peroneal arteria in distal portion of leg. Small nervus besides has its ain arterial supply. These all subdivisions anastomosis freely in superficial plane. Many writers have reported that distally bases sural artery flap as a versatile and dependable flap for Reconstruction of lower appendage defect. Several surveies have reported experience of coverage of calcaneal and malleolus defects with good result with sural flap. The major drawback of this flap is forfeit of sural nervus ; nevertheless surveies report that the esthesis improves over the period of clip and same was the instance in this series on a 6 months follow-up. Decision It is concluded that distally based sural arteria flap is an first-class option for coverage of soft tissue defects of lower appendage, specially exposed calcanium and malleolus due to its first-class blood supply.Table IAge gender distributionAge scope ( old ages )MalesNumber of patients ( % )FemalesNumber of patients ( % )10-20 6 ( 17.14 % )–21-30 5 ( 14.28 % ) 1 ( 2.85 % ) 31-40 14 ( 40 % ) 3 ( 8.57 % ) 41-60 4 ( 14.4 % ) 2 ( 5.71 % ) Entire 29 ( 82.85 % ) 6 ( 17.14 % )Chart IMode of hurt

Knowing oneself Essay Example

Knowing oneself Essay Example Knowing oneself Essay Knowing oneself Essay Knowing oneself is the first step in becoming a fully functioning individual and recognizing that we have strengths and weaknesses that help us become better persons by building on what we are good at and by improving what we are not good at. As a worker and as a human being, we are required to interact and relate with other people. In any relationship, may that be of boss and subordinate or between parents and children or friends, we must be able to communicate effectively, and thinking that I am pretty good at this aspect, I was excited to take the assessment tests on communication to maybe validate what I believe is one of my strengths or to find out weaknesses that I may not be aware of. Moreover, we also took motivation skills assessment to test our level of motivation and our motivating skills in the workplace. The results are very important to me since I know that motivating others is not one of my greatest assets. What follows  Ã‚   is a presentation of my assessment result s in communication and motivation identifying my strengths and weaknesses and a plan of action that I would accomplish to become a better person, enhancing what I have and developing what I don’t have. Communication The communication assessment consisted of three subtests including communicating supportively, my personal use of supportive communication and my communication styles, as well as a role playing exercise that presented a communication dilemma. I discovered that I have a number of strengths in this aspect and have a few weaknesses as well. Strengths My communication style uses more of probing responses (86) which is an indicator of an effective communicator. I tend to ask people about what they feel and think about a situation or views on an issue and in the process clarify or gain a better understanding of other people. I do not use many advising responses (2) which actually may sound condescending to others and would make them feel incompetent. I try to let people know that I know that they are thinking individuals and I do not have to offer them any suggestions. In my supportive communication assessment, I tend to be problem-oriented, consistent, descriptive, validating and owned my statements (1a, 2b, 3a, 4b, 5a). I generally try to say to others what I mean and mean what I say, in the most diplomatic way and one that tells them that I understand their situation but that things have to be done and their cooperation is needed to get it done. Weaknesses I am not adept at reflecting responses (1), I seem to concentrate more on asking questions that makes the employee elaborate or clarify more on the issue or topic. I admit though that I do not make use of reflecting responses seems it feels redundant to me or just like repeating what the other person said. Generally though, it seems that I don’t have very good supportive communication skills. My total score is 69 which is almost half of the ideal score (120) and it places me in the bottom quartile. When I think about it I realize that I do lack the skill on coaching and counseling and I don’t know how to give negative feedback, I more often try to concentrate on the problem and what is to be done and usually end up doing it myself. In the role-playing exercise, I had difficulty communicating what I wanted to say and was also not attentive of my partners responses, hence I think I should develop more on this skill. Action Plan Based on the assessment results on my supportive communication skills and communication styles, I would strive hard to learn more about effective communication by reading books and following some of the tips in the lectures. I also need to work on my reflecting responses skills because I realize that this is the most effective style for supportive communication and yet I rarely use it. I also need to make a distinction between counseling and coaching and evidently I do not have any idea of how to do it properly, instead I might end up hurting other people’s feelings. Attentive listening is also a skill that I fail to use and must learn to use more often. What I learned from this experience is that no matter how good a communicator we are, but to actually b effective in it is a difficult to do, on that takes an honest assessment of my communicating skills and us it as a basis for further improvement. Motivation The second part of our assessment exercises involved measuring our level of motivation and our performance problems and our motivational skills. The results indicate that I do not have broad-based motivational problems at work but there are those that need to be looked into. While in motivating others, my score of 87 falls in the third quartile compared to the mean group and is not that far from the ideal score (120). Strengths I found out from the result of the assessment that I am good at motivating others by telling them that they are good at what they do (aptitude) and I expect them to successfully accomplish their tasks (expectations). It seems that this two approaches usually work for me and hence I repeatedly use it to motivate others. In the role-playing exercise I was able to reach a compromise with my subordinate, that when she shows an improvement in performance for the next week I will not put her under disciplinary action. This shows that I can actually settle conflicting views by being diplomatic about it and yet reaching an acceptable resolution to the issue. Weaknesses I had difficulty in motivating others by facilitating improvement of skills and by linking rewards to performance. I usually think that everybody is intrinsically motivated to become at what they do because it is self-gratifying, but I did not account for the fact that some people are not as driven as the rest of us. In the role-playing exercise, I realized that I did have a short patience for arguments and was almost becoming irritated thankfully I had the idea to reach a compromise rather than to insist in what I think should be the right solution. Action Plan I realized that there are more ways in motivating others and that I can learn it to become an effective motivator. There are a number of self-help books and the readings that the professor gave us can help me learn more about motivation and its many uses. I am also curious at how to Use effective punishment and reward because I might be unknowingly contributing to negative attitudes and behaviors in others. I also would like to learn more of my own levels of motivation and where it comes from and how to develop it more. I did understand that sometimes not getting what I want done is not a sign of failure, but finding ways to resolve and issue in the best possible means is more important.

To Kill a Mocking Bird by Harper Lee. This essay is a modified speech of atticuss final statement in court. Goes for 3-4 minutes and is 1073 words in length

To Kill a Mocking Bird by Harper Lee. This essay is a modified speech of atticuss final statement in court. Goes for 3-4 minutes and is 1073 words in length To Kill a Mocking BirdAtticus's Last StatementGentlemen of the jury, you have now heard both sides of the occurrence on the 21st of November 1932, it is quite clear that, that afternoon a disturbance occurred at the Ewell family property. The facts that have work their way out of the woodwork, clearly state that the plaintiff Ms Mayala Ewell was severely beaten on the right hand side of her body. Ms Ewell claims that the defendant Mr. Tom Robinson bashed then raped her. Now lets review the evidence, Mayala Ewell was beaten on the right hand side of her body. Tom could not cause such severe injuries, as it would take a left handed person to do so, Tom, many years ago had his left arm injured in a farming accident which virtually left his arm immobile. So it is physically impossible for Tom to commit the offence.Lois Ewell (LOC)It would take someone who is equally strong with his left as he is with his right hand, or naturally left handed, and as you saw Mr. Bob Ewell write his name w ith his left hand. I believe that someone naturally left handed could cause these injuries to Mayala. Now Mayala's own father Bob is naturally left handed, a man who saw his own daughter with a black man in his own house.There was no medical evidence to prove that Ms Ewell was raped. We are relying on testimonies of two men who were not present at the time of the supposed crime. One a father with a rough background and has a dislike to Negroes. The other, the Sheriff who has to keep the town in order and the town's people happy. He has the ultimate power, and will use that power even if it is to falsely...

No topic Personal Statement Example | Topics and Well Written Essays - 750 words

No topic - Personal Statement Example In fact, since California is well known for its good historical sites such as The California Historical Center and Foundation, I look forward to a resourceful study program in UC because I am assured of highly qualified professors also (Kinginger 121). This will offer a good platform in my career because I am certain of developing the relevant knowledge and experience in archeological studies. There are various courses that are offered in California and this offers a good opportunity to students to explore various areas of study to achieve their career objectives. There are a significant number of students who enroll in the University and end up as proficient employees in various areas of study. However, there some courses that are not available in UC but they are available in other abroad countries. For instance, I have come to learn that at my home country there are courses like cultural studies, agricultural programs and some linguistic studies that are not available in the University of California. These courses are offered in relation to their application within the economy of the country and the linguistic studies are based on languages that are compatible to the local communities (Kinginger 59). My level of proficiency in English is above average. Though I am not a native English speaker, I have gained a lot of proficiency in English since I started learning English in my junior classes up to the university level. I have been doing studies through English and hence I have gained considerable proficiency in written English and spoken English. I am also good in reading and listening to comprehension and the only challenge to me would the understanding English that uses a lot of jargon or difficult words since I am not a native speaker. The U.S based English wouldn’t also be a challenge to me since it doesn’t have huge distinction

Contemporary Therapeutic Relationship for a Professional Practitioner Essay

Contemporary Therapeutic Relationship for a Professional Practitioner - Essay Example The five components of effective nurse-client relationships have been identified as â€Å"trust, respect, professional intimacy, empathy and power† (College of Nurses of Ontario, 2009, p. 3). Nurses who work as catalytic agents of change should have good interpersonal skills and a thorough knowledge regarding the dynamics of the therapeutic relationship. While maintaining effective and healthy therapeutic alliances they should also be able to maintain professional boundaries distinguishing their personal or social relationships from that of the therapeutic relationships. Patients or clients in the mental health care are more likely to suffer from feelings of alienation, isolation, and seclusion. Similarly, they come across many crises, troubles, doubts, difficulties, frustrations or concerns in their lives which cannot be tackled without the assistance of a competent therapist or counselor. It is a fact that many of these patients in the mental health care do not receive any s uch positive support or care from their family members or relatives. As such, it is imperative that the nurses offer them ‘unconditional positive regard, accurate empathy, and genuineness’ which are very much essential for the therapeutic relationship and its progress (Egan, 2010, p. 36). It is also important that the negative attitudes and behavior patterns of the clients are addressed at the earliest and that they are assisted to convert these into positive attitudes and behaviors. In a therapeutic relationship, the values, thoughts, and feelings of the nurses interact with those of the clients and therefore it is very much essential that the nurses maintain professional boundaries and stick to the ethical guidelines of professional nursing practice. This paper seeks to explore the significance of maintaining effective and meaningful therapeutic relationships in the mental healthcare setting. Literature Review Critical analysis Many researchers and psychologists have pointed out the importance of therapeutic relationships in mental health care. Researchers such as Elder, Evans, and Nizette (2009, p. 2) regard developing therapeutic relationships as the key to effective mental health nursing and for them, therapeutic alliances are very much necessary for the growth and recovery of patients in the mental health care. The authors also highlight the need to maintain professional boundaries during the therapeutic alliance. Similarly, they also hold that mental health nurses should have a thorough knowledge of not only human and biological sciences; they also are trained to develop effective therapeutic relationships with the patients.