Spiritual Warfare

The â€Å"helmet of Salvation† and the â€Å"breastplate of Righteousness† are included in the Messianic prophecy of Isaiah 59:17. A Roman Soldier was known as a legionary. There were also other Roman Soldiers called auxiliaries who included the Roman Cavalry. Roman Soldiers came from all over the Roman Empire. Their job was to defend Rome and fight to conquer new lands to add to the Roman Empire. Roman Soldiers, once they joined the Roman Army had to serve for twenty-five years. Roman Soldiers served in a unit known as a century. If a Roman Soldier was promoted to be the leader of a century of soldiers he was known as a Centurion. A century of Roman Soldiers consisted of approxiamately 80 men – so to be a Centurion and lead this many men was an important job in the Roman Army. Roman Soldiers were only promoted to be Centurions if they were clever, brave, good fighters and obeyed orders. There were 59 centuries of Roman Soldiers in a legion. In total the Roman Army consisted of about 30 legions. A Roman soldier's three main weapons were a short sword for stabbing, called a Gladius, a long iron, throwing spear called a Pilum, and a large rectangular shield. The shield was used for defence, to protect the Roman Soldiers body but also could be a very effective weapon, when needed. Roman Soldiers had to carry their own weapons, food and camping and sleeping equipment. They often had to march up to twenty miles a day carrying all this so it was important that they were strong and fit. Roman Soldiers trained together and were prepared for battle. They learned strategies and tactics to enable them to fight together as a single unit. Spiritual Warfare At birth, the devil begins to comprise a plan to keep us away from the will of God that is already established for our lives. The devil shows us this even in the story of Job, when he was in the presence of God and was asked where he came from, he responded by saying, to and fro, seeking who I may devour. The enemy is seeking constantly who he can keep out of the Kingdom and render ineffective.This affects evangelism head on, because if he can render us ineffective, he can cause our witness to be tampered with. Just think, you know in your personal lives that there are people who claim to be Christians and their lifestyles do not add up. Once they begin to minister or evangelize, their witness is tampered by their actions or lifestyle thus rendering them ineffective. The Devil has many devices that he uses to fight us and to try to render us Ineffective. He always uses accusations to hold us back from evangelize.You know the times hen he brought up your past which caused you to pay m ore attention to your past than your present state of forgiveness. He uses temptation to keep us away from God's will. The Devil knows exactly what causes you to take your mind off God and he will keep that in front of you constantly. He uses deception to make us doubt our effectiveness and distraction to keep our minds off of the things of God. We cannot fight the Devil with physical weaponry, however, we combat the enemy through prayer, fasting, and reading the Word of God.We render the devices of the enemy Ineffective once we keep God In the forefront. We cannot be effective In evangelism If we allow the Devil to wrap our minds around him. That Is his ultimate goal, to keep our minds on him and our downfalls. He realizes that If he does not fight us that we can and will destroy his kingdom. For the scriptures even say, â€Å"Greater Is He that Is In me, than he that Is In the world. † Meaning, that If God resides on the Inside, I already have the victory.

Performance Appraisal Case Study on “Dada Corporation”

Performance Appraisal and Job Evaluation Process A case study on â€Å"Dada Corporation† IntroductionPage# a) History of the organization2 b) Objective of the organization3 c) Function of the organization3 d) Role of the organization in the Economic Development of Bangladesh5 e) Organizational Structure7 f) Mission of the organization9 g) Vision of the organization9 Research Methodology a) Rationale of the study10 b) Objectives of the study10 Findings and Analysis a) Brief Description of the organization11 b) Present performance appraisal and Job evaluation process of the organization11 ) Benefit of present performance appraisal and Job evaluation process13 d) Resistance to Present performance appraisal and Job evaluation process13 e) How Present performance appraisal and Job evaluation process should be effective? 14 Conclusion & Suggestion a) Conclusion15 b) Suggestion15 * Bibliography/Reference16 * Enclosures/Graphics/Charts16 Performance Appraisal and Job Evaluation Proces s A case study on â€Å"Dada Corporation† Introduction a) History of the organization: In 1974, current CEO, Boo YI Park starts a humble but bold headwear manufacturing business with just 5 sewing machines. 974 ~ 1988: Venturing into headwear business Dada traces its root to Daedo trading, a company Dada’s current CEO B. Y. Park established in 1974. Believing that importing raw materials and subsequently processing and exporting them as a business with no basis, Park always wanted to start a manufacturing business. While Park was traveling in the United States in the early 1970’s, he noticed many young and old people wearing sports caps with affection. Park immediately decided to venture into headwear business and set up a small business in the Southern part of Seoul in 1976 with just 5 sewing machines. 989: Dada establishes its first overseas operations, P. T. Dada Indonesia at Purwakarta, Indonesia. 1991: Dada establishes Dada Dhaka Ltd. at Dhaka, Bangladesh. 1993: Dada establishes Dada Savar Ltd. at Dhaka, Bangladesh. 1997: Dada launches Paxko Ltd. at Dhaka, Bangladesh. 2000: Dada establishes Pax(Suzhou) Textile Products Co. , Ltd. China. 2002: Dada establishes Unipax Co. , Ltd. Vietnam. 2007: Dada has completed a new building for knitwear production alone with 70 knitwear production line at P. T. Dada Indonesia. 2010: Currently it is going to launch a new factory namely P&K Fashion at Gazipur, Dhaka, Bangladesh.Dada is on the way to be a global textile products company. b) Objective of the organization: Based on our expertise gain form the headwear business we have successfully expanded our business portfolio. We invested $30 millions alone to diversify our business portfolio in 2007 which will be increasing 10% every year till 2015 to achieve our objective â€Å"World class total textile Products Company†. Having started knitwear production since 2007, Dada maintains successful partnerships with global market leaders such as Ad idas. Reebok, Gap, Wal-Mart, Sears, Kohl’s, and K-mark. Dada also is going to uild a new factory in Gazipur, Dhaka. c) Function of the organization: Headwear Business: As the world’s largest and leading headwear manufacturer Dada boasts a global market share of 45% in the sports cap market. Dada made sports hats are supplied to all teams of the four most popular U. S. major professional sports leagues Counting 80 or so major global retailers as its business partners for Headwear products, from Adidas, Reebok, and Nike to specialized golf brands such as Callaway and TaylorMade, Dada is successfully putting on the world market various ODM (original design manufacturer) products of Sports cap.Bag Business: Dada built Moland Co. in Vietnam for bag production in 2007. Making use of the ideal working environment and excellent production staff, the Moland factory endeavors to manufacture products of the highest quality. Digitized patterns using CAD and CAM, strict materials i nspection, production management according to Lean system, in-house embroidery & printing and packaging, performance testing and more, all adds to Moland’s effort to manufacture the best quality product. Dada supplies high quality products to global brands including CamelBak, Haglofs, Jack wolfksin, Ortovax, Thorka Yak Pak and more.Apparel Business: Having started production in 2005, Dada maintains successful partnerships with global market leaders such as Adida, Reebok, Gap, Sears, Walmart, Kohl’s and K-Mart through its smart execution of production management by Lean system and GSD program. In July 2005, P. T. Dada Indonesia started knitwear production. As of 2009, P. T. Dada Indonesia operates 70 knitwear productions lines with 4,800 production staff, boasting a monthly capacity of 1. 5 million units. Established in 2007 with state of the art production facilities, the new knitwear factory at P. T.Dada Indonesia serves as Dada’s production base for knitwear. Equipped with in-house printing and embroidery, CAD/CAM, testing laboratories and more, the operation is known for accurate on-time delivery and delivering products of superior quality. IT Business: An affiliate company of Dada, Damonet provides information technology services including ERP, EKP software and IT consulting. In the past decade of its experience, Damonet has carved out a niche for itself in the â€Å"integrated proposal system† are in S. Korea. Damonet is a gold certified partner of Microsoft. Its main products includes PAX ERP, PAX KMS, eProcurement.R&D and Design: In stead of simply supply hat according to the buyer’s request, Dada started increasing ODM (original design manufacturer) products, where Dada selects fabrics and design and subsequently presents them to the buyers. Approximately 50 personnel comprising a quarter of the entire staff at Dada’s headquarter in Seoul, Korea are presently involved in R&D related operations. Lean System and GDS program Implementation: Dada maintains successful partnerships with global market leader through its smart execution of production management by Lean system and GSD program.At Dada production is carried out only after complete process analysis through RTF sample and GSD Program using the 3D graphic design program, Brozwear. Implementing Toyota’s innovative production system, Lean System, Dada improves productivity and quality, and achieves cost savings. Lean manufacturing is centered around increasing efficiency, decreasing waste based on optimizing flow. Dada adopts one-piece or three-piece flow production and performs 6S(5S + Safety) activities on a daily basis. d) Role of the organization in the Economic Development of Bangladesh:Dada has three sports cap manufacturing and four embroidery factories in Bangladesh since 1991 Dada had launched its first factory at Uttara, Dhaka. From that time it is contributing to our economic development increasingly day by day. Followi ng demonstration ensures contribution to our economic development. ? Employment: Around 4,500 workers and 200 office staffs are working in dada’s three factories and four embroidery units in Bangladesh which is increasing day by day. Dada provide handsome salary structure and others compensation and benefits to its workers and office staffs.Workers get extraordinary benefit as it maintains international compliance standard for the buyer like Adidas, Reebok, Nike, HNM etc. ? Backward Linkage: One of the Dada’s slogans is â€Å"100% localization†. It is on the way to make this true. In 1991, when Dada started its operation in Bangladesh it was fully dependent on imported raw materials which is only 25% now. Dada’s dedicated materials management team is working on it to source 100% raw materials from local market gradually. From 1991 to till now lot of small company had been established who are fully depended on Dada, which helps to boost our economy. Earnin g import duty and foreign currency: Dada is a 100% export oriented sports cap manufacturing company. Dada exports around 12, 00,000 pieces cap per month and import 25% raw materials of its total requirement which helps our government to earn import duty and foreign currency. ? CSR: Dada has its own health care unit and child care unit on its every factory in Bangladesh where worker and their children get free treatment along with free medicine. Dada appoints qualified doctors and nurses to ensure workers’ health. Day cares are open for all who are interested to keep their children while they work.Days cares’ caretakers are very much cordial to workers’ child like as own child and workers concentrate to their work without anxiety. ? Technical Competence: As 4,500 workers and 200 office staffs work in Dada, they experiencing various technical knowledge regarding sports cap manufacturing such as planning, materials sourcing, buyer handling, etc. Lots of Dada employ ee established local sports cap manufacturing company in Bangladesh based on this experience. ? Income Tax: Around 50 South Korean people are working in Dada’s factory in Bangladesh.They are paying income tax to our government and government also getting tax on the profit of the company. ? Uses of national resources: As like others production unit Dada requires lot of power, gas, water and other national resources to continue its production which helps to use our national resources. e) Organizational Structure: Every company has its own organization hierarchy to establish chain of command and to ensure smooth operation. As Dada is a large and complex multinational manufacturing company, it organizational structure is highly complex and large.This is a standard organizational hierarchy that Dada follows: Standard Organizational Hierarchy Standard Organizational Hierarchy f) Mission of the organization: Dada is the pioneer and leader in the sports cap manufacturing sector in th e world. Dada’s current mission is to be the leader in Bag manufacturing sector. Aiming this, in 2007, Dada already built Moland Co. in Vietnam for bag production. With more than 10 years of experience, Dada’s staffs are more than capable of dexterously handling orders from leading brands such as Camelback, Jackwolfskin, Ortovox, Thorka.Moland’s staffs strictly control for quality once again on products manufactured under Moland’s optimal environments by conducting complete laboratory performance testing including wheel mileage testing, handle twist and jerk testing and tumbling testing. g) Vision of the organization: Dada has demonstrated its commitment throughout the years to a set of core values including integrity, innovation, and standardization. Dada has since expanded its business portfolio to knitwear and bags, in turn transforming itself into a leading diversified textile products company.World’s No. 1 headwear manufacturer As the worldâ⠂¬â„¢s leading headwear manufacturer Dada already captures a global market share of 45% in the sports cap market. Dada made sports hats are supplied to all teams of the four most popular U. S. major professional sports leagues, Namely NFl, MLB, NBA, and NHL. Counting 80 or so major global retailers as its business partners, from Adidas, Reebok, and Nike to specialized golf brands such as Callaway and TaylorMade, Dada is successfully putting on the world market various ODM (original design manufacturer) products.Company that leads change Dada has a proven track record of aggressively investing in R&D and design in order to develop innovative new products that change the game for its industry, and ultimately contributes to improving the lives of our customers. Dada has cumulatively filed 72 U. S. patents related to headwear. World class total textile Products Company Based on our expertise gain form the headwear business we have successfully expanded our business portfolio. We investe d $30 millions alone to diversify our business portfolio in 2007.Having started knitwear production since 2007, Dada maintains successful partnerships with global market leaders such as Adidas. Reebok, Gap, Wal-Mart, Sears, Kohl’s, and K-mark. Dada also built a new factory in Vietnam for bags production. Consumer driven company Dada’s service not only focuses on delivering to customers their primary needs, such as product quality and 100% on-time delivery. Dada is comprehensive manufacturing and service solution providing company that proactively seeks the wants and unarticulated needs of customers, with the goal of achieving customer satisfaction, and customer success.Research Methodology a) Rationale of the study: Performance appraisal and job evaluation is the integral part of an organization. Human are the main asset of an organization only when it is directed and utilized properly. If organization can develop and implement proper job performance and job evaluation method, this can help an organization to achieve its goal by developing productive employees. There are many types of job evaluation system followed by the various organizations. Each of them has its own advantage and disadvantage.Without job evaluation an organization cannot assess their employees’ performance and cannot pay appropriate pay, benefit and reward. As a result the organization might lose productive employee which will interrupt to attain it objectives. b) Objectives of the study: I. To know about â€Å"Dada Corporation†. II. Performance appraisal and job evaluation method followed by â€Å"Dada Corporation†. III. Benefit of the present performance appraisal and job evaluation process followed by â€Å"Dada Corporation†. IV. Resistance to the present performance appraisal and job evaluation process followed by â€Å"Dada Corporation†.V. Present performance appraisal and Job evaluation process should be more effective which is followed by â€Å"Dada Corporation†? Findings and Analysis a) Brief Description of the organization: Since its establishment in 1974 as a headwear manufacturer, Dada has demonstrated its commitment throughout the years to a set of core values including integrity, innovation, and standardization. Dada has since expanded its business portfolio to knitwear and bags, in turn transforming itself into a leading diversified textile products company.Dada maintains successful partnerships with global market leaders such as Adidas. Reebok, Gap, Wal-Mart, Sears, Kohl’s, and K-mark. b) Present performance appraisal and Job evaluation process of the organization: Dada believes on equal opportunity and Behaviorally Anchored Rating Scale. Thus it distributed 60% (30% + 30%) of the total points for Attitude and Performance. Evaluation points distribution: Attendance points (25 %) Evaluation 3-month basis A. Lateness / early left (15%): for personal reasons onlyFrequency -3= 15 points Frequenc y -6= 10 point Frequency -9= 5 points Frequency over 9= 0 points B. Absent / leaves (10%) 1. Present all work-days = 10 points 2. Unauthorized absent Day 1 or more = 0 point 3. Leave enjoyed AFTER approval: Casual leave = 8 points Sick leave= 8 points 4. Leave enjoyed WITHOUT information but approved later on: Casual leave Day 1= 8 points Day 2= 6 points Day 3= 4 points Over 3 days= 0 points Sick leave = 4 points Suggestion points (5%) Evaluation 3-months basis NO suggestion= 0 point suggestion= 3 points 2 suggestions= 4 points 3 suggestions= 5 points New initiatives/Loss hunting (10%) Based on implemented ideas/ cost savings/ new income through sales etc points will be considered as 2 or 4 or 6 or 8 or 10. And as usual Attitude (30%) and Performance (30%) points will be considered to evaluate a staff out of total 100%. Performance Appraisal Form: Dada Corporation Performance Appraisal Form Employee ID#:Date of Appraisal: Employee Name:Date of joining: Designation:Total year in serv ice: Department:Quarter: Total points earned: | | |Attendance (out of 25): | | |Suggestion (out of 5): | | |New initiatives/Loss hunting (out of 10): | | |Attitude (out of 30): | | |Performance (out of 30): | | c) Benefit of present performance appraisal and Job evaluation process: Dada constantly takes stock of its workforce and assesses its performance in existing jobs to get following major benefit: ? To improve organizational performance via improving the performance of individual contributors (should be an automatic process in the case of good managers, but (about annually) two key questions should be posed: What has been done to improve the performance of a person last year? and what can be done to improve his or her performance in the year to come? ). To identify potential, i. e. to recognize existing talent and to use that to fill vacancies higher in the organization or to transfer individuals into jobs where better use can be made of their abilities or developing skills. ? To provide an equitable method of linking payment to performance where there are no numerical criteria (often this salary performance review takes place about three months later and is kept quite separate from 1. and 2. but is based on the same assessment). d) Resistance to Present performance appraisal and Job evaluation process: It is very tough to develop and implement a proper Performance appraisal and Job evaluation system.There are lots of resistances that Dada face to implement its Performance appraisal and Job evaluation system which are as follows- ? Identification of the appraisal criteria is one of the biggest problems faced by top level management. The performance data to be considered for evaluation should be carefully selected. For the purpose of evaluation, the criteria selected should be in quantifiable or measurable terms. Thus Dada very frequently checks validity of its Performance appraisal and Job evaluation system. ? Top management of Dada should choose the rate rs carefully. They should have the required expertise and the knowledge to decide the criteria accurately.They should have the experience and the necessary training to carry out the appraisal process objectively. ? Many errors based on the personal bias like stereotyping, halo effect (i. e. one trait influencing the evaluator’s rating for all other traits) etc. may creep in the appraisal process. Therefore the rater should exercise objectivity and fairness in evaluating and rating the performance of the employees. ? The appraisal process of Dada faces others resistance from the employees, the trade unions, politician and local people for the fear of negative ratings. Therefore, the employees should be communicated and clearly explained the purpose as well the process of appraisal.Dada maintains good relationship with all related parties like trade unions, politician and local people to make appraisal process fair and effective. e) How Present performance appraisal and Job eva luation process should be effective? Performance Appraisal and Job evaluation process could be more effective by taking following initiatives against the Resistance of the Appraisal and evaluation process. ? Performance appraisal should not be a one-way communication event. Employees should have opportunity to discuss their performance raise questions about the facts raise and to add their own data about their work that will reduce their Emotion. ? Should be careful to avoid the unjustified evaluation Criteria used and the objective should be clear and in all respect. Appraisers must be trained about the Appraisal and Job evaluation process for better Judgment. ? Appraisal must be error free for correct Judgment we have to remember that at the time of Appraisal and Job evaluation every person who is engaged for preparing the appraisal they must be aware of the legal implications that arise. Conclusion & Suggestion a) Conclusion: Performance appraisal means evaluating an employeeâ₠¬â„¢s current and/or past performance relative to his or her performance standards. On the other hand Job evaluation is the formal process by which the relative worth of various jobs in the organization is determined for pay purpose.The main objective of the Performance appraisal and job evaluation is to measure the current level of the employee and to attempt to relate the amount of the employee’s pay to the extent that her or his job contributes to organizational effectiveness. In this case study I tried to know the performance appraisal system, resistance, benefit and to know how it could be more effective on the practical ground of an 100% export oriented sports cap manufacturing company namely â€Å"Dada Corporation†. b) Suggestion: Organization achievement is largely depends on the utilization of human resources. Organization should foster productive employee to attain its goal successfully and effectively which is totally depended on the appropriate Performance Appraisal and Job Evaluation system. Thus, I think Performance Appraisal and Job Evaluation system should be- ?First company should develop and implement a standard Performance Appraisal and Job Evaluation system according to its ability. ? Performance Appraisal and Job Evaluation system should be clearly stated to the employee and supported by the employee and management to maintain possible expenses. ? Standard Appraisal form should be developed and published publicly. ? Performance Appraisal should be done periodically. ? Validity of Performance Appraisal and Job Evaluation system should be done periodically. Over all, Performance Appraisal and Job Evaluation should be done without any bias, nepotism and favoritism; it should be based on the employees’ quality and quantity of work, productivity, attitude, educational ualification, attendance, dedication, skill, efficiency, ability, concentration, etc. * Bibliography/Reference: ? Test book â€Å"Human Resource Managementâ €  – Decenzo/Robbins – 6th Edition ? Dada Corporation’s web site: www. dada. co. kr ? Class lecture. ? Dada Corporation’s Administration and HRD department. †¢ Enclosures/Graphics/Charts No graphics, charts are enclosed. ———————– CEO China CEO Vietnam CEO Indonesia CEO Bangladesh Chairman President Planning Support Accounts Sales General Affairs Trade R&D ERP Help Desk GM Factory2 Production Management Pre Production Team Local R&D Country CEO Director GM General GM Factory1 HRD Commercial Accounts & Finance IT Administration Materials Management

Franchises and The Laws that Govern Them Essay Example | Topics and Well Written Essays - 500 words

Franchises and The Laws that Govern Them - Essay Example Stuller alleges Defendants breached the implied covenant of good faith and fair dealing by attempting to force Stuller to adopt the policy. Both Defendants filed motions to dismiss, denying SNS Operations’ motion to dismiss on the ground that SNS Operations had assigned the Agreements to SNS Enterprises. Stuller did not object to the Report and Recommendation’s characterization of Count II as a breach of contract claim. To state a breach of contract claim under Illinois law, a plaintiff must allege the existence of a contract, substantial performance by the plaintiff, a breach by the defendant, and damages resulting there from. The court found the defendants’ evidence only showed future damages that might be incurred, and, therefore, found the defendants failed to meet their burden of showing actual damages. The court concluded the counterclaim was premature and dismissed it without prejudice. (2) â€Å"Protect each prospective franchisee and the franchisor by providing a better understanding of the business and the legal relationship† between them. 815 ILCS 705/2(2). A private right of action is by section 26 of the IFDA: â€Å"Any person who offers, sells, terminates, or fails to renew a franchise in violation of this Act shall be liable to the franchisee who may sue for damages caused thereby.† 815 ILCS 705/26. Moreover, a franchisee may sue for rescission for a violation of sections 5, 6, 10, 11, or 15 of the IFDA. 815 ILCS 705/26. Not only Stuller alleged untrue statement material was made Stuller also alleged was violated material omission absence language Defendants set prices employment device scheme artifice defraud engagement act practice course business operate fraud deceit Stuller Therefore, Count III states a claim for relief under the IFDA. IT IS THEREFORE ORDERED that the Report, and Recommendation (d/e 33)

Peptidoglycan and Lipoteichoic Acidinduced Cell Activation Lab Report

Peptidoglycan and Lipoteichoic Acidinduced Cell Activation - Lab Report Example This can eventually lead to sepsis (Alberts et al 2002a). Previous work showed that in Gram negative bacteria lipopolysaccharide (LPN), a component of the outer membrane, activated a cell's immune response in this manner. It interacted with the Toll-like receptors types 2 and 4 (TLR2 and TLR4) present on host cell membranes (Kirschning et al 1998, Poltorak et al 1998, Quereshi et al 1999). The authors in this paper demonstrate how the components of Gram positive bacterial cell membranes stimulate cell activation through TLR2. The invasion of an organism's blood stream with bacteria often results in sepsis. Invasive bacteria will activate the host cell's immune system. Sepsis results from the inability of the immune system to limit bacterial spread during an infection. The inhibitory mechanisms controlling inflammation are over-ridden by the huge bacterial load on the cell. Inflammation during sepsis will then develop into a systemic syndrome with a number of clinical symptoms such as tissue injury, increased vascular permeability, dilation of blood vessels, loss of plasma volume and blood clotting, and, eventually, multi-organ failure and shock (Alberts et al 2002b, Decker 2004)). Initially bacteria bind to host cell membranes and this stimulates the systemic release of cytokines and other inflammatory signalling molecules into the blood. (Alberts et al 2002b). ... The mechanism for Gram negative bacterial mediated activation of the cell's immune response has been well documented (Alberts et al 2002). LPN within the bacterial cell wall binds to LPN binding protein present in serum and this complex in turn binds to the CD14 receptor (figure 4). The CD14 receptor is either soluble in serum or tethered to the host cell membrane through a GPI (glycophosphatidylinositol) anchor. Either way the CD14 receptor does not have an intracellular domain so it cannot transmit its signalling messages intracellularly. This observation suggested that another "co-receptor" acted in conjunction with the CD14 receptor to allow the transmission of an extracellular signal to the inside of the cell. The Toll-like receptors (TLRs) have an intracellular domain linking to the IL-1 signalling pathway. The Toll-like receptor acts to phosphorylate a cascade of kinases TRAF6, TAK-1, IKK and eventually the transcription factor NFB. NFB then translocates to the nucleus where i t activates the transcription of a number of genes involved in immune and inflammatory responses (Alberts et al 2002a, figure 5). In Gram negative bacteria the Toll-like receptors 2 and 4 has been shown to be intrinsic in cell activation (Kirschning et al 1998, Poltorak et al 1998, Quereshi et al 1999). In this paper the authors attempted to determine if components isolated from Gram positive bacteria activated cells in a TLR dependent manner. HEK293 cells were transfected with a number of Toll-like receptors alongside a luciferase reporter gene. A NFB transcription element was placed upstream of the luciferase reporter gene, such that activaiton of NFB would initiate transcription of luciferase. When luciferase

Data Privacy and Security Research Paper Example | Topics and Well Written Essays - 1750 words

Data Privacy and Security - Research Paper Example However, at the present computer security has become a very critical issue. Additionally, security refers to the technique to discover as well as stop illicit utilization of our secret information or computer. In this scenario, some preventive measures enable us to stop criminal users (as well known as "intruders") from accessing and using some part of our computer system. In addition, recognition of such intrusion helps us in deciding whether or not somebody tried to interrupt into our computer system, if they were successful in their attempt, as well as what they could have acquired from the system (ComputerSecurityService, 2011), (Armor2net Software Ltd., 2004) and (Norton, 2001). Moreover, the term â€Å"computer security† is very commonly used, though; the information and data saved on a computer are in danger to few risks unless the computer is connected to other systems using a network. In view of the fact that the use of computer networks, particularly the Internet (la rgest network of the networks), has turned out to be persistent, the thought of computer security system has extended to point out problems covered in the way of networked use of computers and their information and data resources (Kinkus, 2002). This outlines the important points and vital aspects of computers security. This paper will cover the answers to various questions such as how can viruses contaminate computers, how computer systems are hacked by people, how to keep computers secure from online predators. Why Protection? In case of computer systems and information technology, integrity, privacy, and legality are considered as the most frightening factors for a computer user. For the daily internet users, the security and privacy of computer are considered as the most vital area of computer security. However, when the users registering themselves with any internet service or a website they can suffer from having nothing to keep secret, security on the internet is concerning s aving someone's data and information, yet if the information does not appear crucial. Because of this the simplicity by which information in electronic arrangement is capable to be utilized between enterprises as well as since small pieces of related information from different sources could simply be linked jointly to shape a composite of, for instance, any personal information searching behavior it is at the current tremendously significant that individuals are accomplished to sustain influence over what information is gathered concerning them, how it is engaged who is authorized to utilize it, and for which reason it is used (Kinkus, 2002) and (Shelly, Cashman, & Vermaat, 2005) . Computer Virus Computer virus or simply bug is a type of software application or program that is developed to copy itself as well as extend to further machines. In most scenarios, the application is "malicious†, which outlines it is designed to cause the computer malfunction in different ways. Howev er, in many cases, the term "computer virus" encompasses all the types of "malware," or malicious software. In place of sniffles and a fever, a number of widespread signs of a computer viral infection include data and information loss, sluggish performance and the sometime system stops working that makes the people with the machine feel ill.  

Research Theory & Skills for Sport Management Module Paper

Theory & Skills for Sport Management Module - Research Paper Example and sports are not performing in the required way owing to the fact the level of management is quite wanting and so the need to act as fast as possible to therefore save the situation. The methodology used in the study has included the designs, the participants, and the instruments. This study is therefore aimed at determining the drinks’ various ways to come up with management strategies for the better of sports. It is also important to highlight that this paper has specified coherently the procedures and the results of the study. The study has been summarized with a clear conclusion (Paul, Alistair and Trudo, 2009, page 341). It is important to highlight that this research paper delves in the discussion of the theory and the required skills and theories that are quite ideal in the management of sports. The paper has been segmented into various sections so as to make it quite neat and that it is easily understood (Peter, 2009, page 92). It is fundamental to highlight there are various gaps that exist in this study. For instance, most researchers have always neglected researching on the challenges as well as the wrongs that go unrevealed in the sports docket thereby burying the prosperity of sports in various countries. This is because that category of people does not always have an organized set up that can facilitate a study, they always want to be at the top and no piece of advice can be accorded to them due to their arrogance and ignorance (Paul, Janet, Jerom, Lucie, 2011, page 538). In the discussion of the background of the study topic, it is important to highlight that sports management is very much significant in the improvement of the sports in various state and regions of the world. Management is the disciplined action that one undertakes a measure in a more responsible way to care for a given item or role. In sports management therefore, it is important to highlight the fact that this is the measure that is taken by either an individual or several

Organizational Change Plan Implementation II Research Paper

Organizational Change Plan Implementation II - Research Paper Example In the particular case of Winds Psychiatric Hospital, the introduction of Electronic Medical Records is expected to bring about significant changes in the operational changes of the organization. The change will inject the element of efficiency in the processes of billing, storage, and general management of records and information. The necessity of this change is to be understood in terms of the need to increase the efficiency and quality of services to the clients. The Electronic Medical Records will also impact positively on aspects of staff satisfaction since it will help solve the challenge of work-related stress, which is associated with the cumbersome and tedious manual processes of information management at the facility. The implementation and efficacy of this change will depend significantly on the organizational structure of the facility and the willingness of the workers to adopt the changes. Essentially, this change in organization is expected to solve the logistical chall enges that have slowed administrative and clinical processes at the Winds Psychiatric Hospital. ... in the processes of organizational change is important in shielding the process from the weaknesses that could be resident in a single method (Burke, 2010). It helps to enrich the judgment of the analysts in a manner that provides the most appropriate, credible, and reliable information of the implementation process. This helps in development of suitable actions and interventions. Benchmarking Through benchmarking, the process will make use of specific performance indicators, which shall be used to guide change management decisions. As an evaluation method, benchmarking is often preferred because it allows the implementers to observe the performing and performing elements of the change process (Grembergen, 2001). In the course of monitoring, benchmarking will assist in exposing the poorly performing parts of the change and the better performing aspects of the change program. The development of benchmark will involve the generation of data on the specifics of record management and cli nical processes that are targeted for change through the Electronic Medical Records program. For instance, data on time taken to accomplish certain tasks will be recorded and measured against set standards in order to evaluate the effect of change on the program. Different benchmarks will be set for the different programs that fall under the organizational change program in order to distinguish between the different levels of success across the categories. It is expected that different aspects of the program will respond in varying ways following the introduction of Electronic Medical Records program at the Winds Psychiatric Hospital. Process Evaluation The choice of process evaluation as a monitoring method is appropriate for the reason that it works at the level of implementation and

Industrial Services of America Inc Essay Example | Topics and Well Written Essays - 1000 words

Industrial Services of America Inc - Essay Example It is evident that a number of factors including promotion, job security, approval from peers and management, and appraisals, motivate employees in an organizational scenario. Internal factors, such as ethics, values, and morals of the organization affect the motivation and work output of the employees. A successful organization ensues that its employees are well motivated because they are the organization itself. An organization should study and structure its throughput variables in a manner that will enhance employee motivation. The knowledge of throughput variable interaction is essential for successful employee motivation and performance enhancement (Burke, 2010). This paper will examine the throughput variables of Industrial Services of America Inc. and how their interaction influences employee motivation and performance. Industrial Services of America is a company that is in the recycling business majoring in metal recycling. This business is quite competitive in the United Sta tes, and this exposes ISA to potential business risks and stiff competition from some of the established recycling companies. This problem is compounded by the fact that the economy is unfavorable for the market; therefore, the company’s returns are adversely affected. ISA management has resorted to employee motivation using throughput variable interaction to influence employee motivation and enhance performance. This increases the work output of employees thus increasing the returns of the company. Throughput Variables used by ISA Mission and Strategy The mission and strategy of ISA emphasizes on consistent and clarity in communication that are essential for the company’s success. The senior management believes in forming a mission and vision statement that is celebrated by both the public and the employees. To ensure that employees celebrate the strategy and the mission of the organization, the teams that create it must consider the opinions of the employees in the p rocess. Studies have shown that those organizations that have involved teams at all levels in mission and strategic planning increase an employee’s motivation to the success of the organization. Through wide consultations and public debate, the employees’ individual needs and divergent views are listened to without reprimand. This process motivates employees because it makes them valued and thus dissipating any hidden rebellion or resistance to management (Sharma, 2006). Individual needs and values As aforementioned, an individual’s need for satisfaction influences their motivation. ISA is like a society with employees with a diverse background. This translates to different needs and values among the company’s employees, which makes it vital for the organization to enhance its ability to meet the different needs of the employees. ISA identifies the values and needs of its employees through integrating them in the process of major decision-making. The comp any has a culture in which the management mingles freely with the junior employees besides the use of effective feedback mechanisms that are employed. The feedback mechanisms used by the company are essential for job enhancement decisions taken by the management. Job enhancement and enrichment boost employee motivation. This is because the meeting of the employees’

Oliver Twist- Development Phase Essay Example for Free

Oliver Twist- Development Phase Essay In our drama class, our teacher Mrs. Oteng had asked us to develop on our performance of Oliver Twist. We had previously performed the response phase which was a role play with the main scenes of the novel by Charles Dickens. In the topic of crime in society, in which we were covering, the novel of Oliver Twist had allowed the class to have an insight of crime in the olden periods compared to today. By seeing the angle in both perspectives, it allowed the class to realise the consequences today and before and how crime affected lives. The development phase was all based on developing the performance with the use of light, props, tone, levels and music. The change in the play would allow the audience to see how these strategies changed the emotion in a play and how it bought life to it. The people who I decided to work with were Vishna, Daanish and Moshgan. We worked well together and everyone in the group had imaginative ideas. With the idea of bringing out a different side to each character we enhanced the performance by taking on the role of just a few of the characters and showing a complete opposite to what they are really like. Bill Sikes was played by Daanish in the first scene. He played the usual murderer who killed without mercy and who never looked back. However, I played a homosexual and sensitive Bill Sikes who was the complete opposite to him. In this case I was his conscience and I was playing the same way he was but in my own version. This allowed the audience to see what a different personality of Bill would have done to the real play of Oliver Twist. Similarly, Vishna played Nancy as the gentle and kind-hearted woman we knew, while Moshgan played the cold-hearted, stuck-up complete opposite to the real character to Nancy. By doing this we could keep to the same storyline but we allowed the audience to see what it was like if the characters had a little change in their personality. We also focused on the relationship between Nancy and Bill Sikes. In the novel, they had a loveless and tactless relationship, while in our play we took it from the real angle and in a real, loving relationship. This created a contrast in the play which allowed the audience to see both perspectives. This was the aim of our play and I believe the audience easily understood that. I believe that our group did extremely well and the audience enjoyed it. It was one of the most complicated plays to put together because of the changes in the scenes and the change of characters as a group. However, the use of props allowed each of the characters to be distinguished easily and the audience understood who each one of us was; more efficiently. I wore a tight shirt, which showed my homosexual character and the way in which I was holding my body was convincing. Daanish wore a puffy jacket which showed his authority and toughness. Moshgan wore a tight pink top which showed of her body which showed that she was a prostitute while Vishna wore neutral clothes which did not need to reveal much. The use of props really helped to enhance our drama. Towards the end of our drama, Mrs. Oteng played a piece of sad and somber music which really enhanced our drama when Nancy was getting beaten by Bill Sikes which lead to her death. The music made the audience feel more connected to the drama and the music added emotion to the drama and bought sympathy for Vishnas character. We did not use light in our performance as we found it was unnecessary. However, we used different tones in our voices and we used different levels on stage and even off stage. We used the explorative strategies well enough for top marks. On a whole, our class had many individual thought-tracks which showed how I characters felt which was equally as important. My thought-tracks were very comedic which made the audience laugh after all the violence and upsetting scenes which were to follow. By saying things like, I shave the hairs on my chest, made the audience laugh. I believe that a little humour would ease the audience a little bit and that is why I was the only comedic character as we had to keep to the topic of crime. Under the topic of Crime in Society, I believe that our play showed domestic violence the most and this was our main focus. Domestic violence occurs a lot in todays society but also in the olden days. The points we were conveying were that it was as bad then, then as today. On a whole, I was pleased with my groups performance and I enjoyed working with them. I was now told to observe another groups performance and comment on the way in which they developed their drama. The group that I decided to observe was with Louise, Mohammed, Aiman, Sumhar, Anthony and Maya. This group had six people and I believed that they worked very well together to come up with a performance which included everybody. They changed Sumhars role as Oliver Twist to Olivia Twist. Each character kept in role and they used the drama equally as well. Each of the characters thought-tracked and they used levels and tones in their voices to enhance their drama. Their play was based on the scene where Olivia gets kidnapped by Fagin and Bill Sikes for Nancys pleasure. Nancy played by Maya had also changed her role from being a nice, kind-hearted woman to a frail, evil woman. This was similar to our groups idea and this was effective as only one of the characters had changed personality. I loved watching this performance, each character was in role and I understood the story line very well. The aspect of Crime in Society in this play was based on kidnappings, people owing money, poverty and how this all leads to deaths in society. On a whole, I believe that by developing the play of Oliver Twist, I learnt the consequences of crime in the olden days. I t also taught me how to enhance a play by taking a simple idea from a particular scene and by working on it to show the audience something they might not have realised or understood as much. I enjoyed working on the development phase and I believe that by developing the performance we encounter more. I would like to work on developing a performance in the future and I liked this part of the workshop the most.

A drama in play format Essay Example for Free

A drama in play format Essay Gerald is not a member of the Birling family but he is still caught in their web of sin. He found Eva in a bar where he was hoping to pick up a mistress; he found her in the clutches of Alderman Megarty. Alderman was harassing Eva. When Gerald, like her knight in shining armour, made Alderman go away, they started to talk and became friends and eventually lovers. This all happened during the time that Sheila and Gerald were lovers. This is the largest part of the immoral act committed by Gerald, which was in fact not against Eva but against Shelia. Eventually he decided that their relationship had to end so he gave her some money and they went their separate ways. It is my belief that for a time Gerald and Eva were in love, as when it sinks in that she is dead he says, page 35: Sorry I well, Ive suddenly realised taken it in properly that shes dead. Gerald was the only member of the group to show some love and compassion to Eva. Later, Gerald appears to be indifferent to the death of Eva especially after the inspector has left and he believes it was all a hoax. Indifference is also shown to the fact that he sinned. Mrs Birling denied Eva benefits from a charity of which she was the chairman. This was for several reasons, but the main one was the fact that Eva fabricated a name when it was her turn to be interviewed by the charitys committee. Her name of choice was Mrs Birling, this was because it was Eric who had made her pregnant, and the real Mrs Birling obviously did not know this fact, and seemed to think that Eva was personally insulting her. Eva therefore received no benefits. This was a highly immoral act, as the members of the committee are not meant to be prejudiced towards any appeal. Mrs Birling thought that what she did was acceptable because Eva had lied. However, it was in fact not a lie as it was Erics child, also a Mr Birling, and he did propose to marry her but she had refused, as she knew it would not work. Eric was in a bar one night and he got talking to Eva, he also got drunk. He then walked Eva home and forced himself upon her, page 52: Well, I was in that state when a chap easily turns nasty. After she told him she was pregnant he began to steal money from his fathers business to help her. This was the only unintentional act of cruelty to happen to Eva, as all the others were purposeful acts of cruelty. He was not cruel to her but still he brought her suffering. He was another member of the group actually affected by the events. As he seems to have been changed for the better by the death of Eva. The Inspectors name is Goole. Pronounced the same as the ghost, or ghoul. This makes me think that he is a ghost or a spectre of some kind, sent to the Birling family to show them the errors of their ways. A lot like the ghosts of Christmas Past, Present and Future from Charles Dickens A Christmas Carol. He appears to know about Evas death before it has even happened: perhaps he has some kind of sixth sense. He says towards the end of the third act, page 54: And my trouble is that I havent much time. Is this because he knows the real police will soon call the house to ask their questions? We know in retrospect that at this point there is no dead body at the mortuary, because Gerald Croft rings the mortuary to ascertain this soon after Goole has left. I do not believe that Inspector Goole is a real police inspector. His mannerisms are unlike those of a real police officer, although he does refuse a drink at the beginning, page 11: No thank you, Mr Birling. Im on duty. I think he says this because he is acting the role of a policeman. He becomes too emotionally involved in the situation; a real policeman would keep the questioning on an official level. For example, he says to Mr Birling, page 46: Dont stammer and yammer at me again, man. Im losing all patience with you people. This story is told as a drama in play format. The end of each of the three acts, including the final one, is completed with a moment of suspense. The audience is left anticipating the next act, wondering what will happen. The audience also become emotionally attached to the characters and want to know whether Sheila and Gerald will remain engaged, they want to know what the Birlings will do with Eric, and will there be a public scandal? They are drawn in to the rights and wrongs of the characters actions, and they pass judgement upon Gerald and Erics behaviour, Mrs Birlings snobbery, Mr Birlings self righteousness. The audience listens to the moral of the story, that we are individuals in a society, who should look after each other, and not be merely out for what we can get. The final few words of the play are unexpected. We have had the feeling that the Inspector is not all he seems, but now that the real police (presumably) have telephoned, things become clearer. I wanted to see a continuation of the play, with real events, real police, and see how much the characters changed when faced with the information again. No doubt Sheila and Eric would approach the situation differently, they seem to have learned a lesson from events. On page 70, Sheila says: Everything we said had happened really had happened. If it didnt end tragically, then thats lucky for us. But it might have done. and on page 71: Youre pretending everythings just as it was before. She and Eric have moved on from their original viewpoints, and this gives us hope for the future, it is to be hoped that they would not behave so badly again in their future relationships with people. Unfortunately, we are unable to know the real ending.