Mitotic Index Lab Report Sample

Mitotic Index Lab Report Paper The majority of cells were in enterprise, as seen in the graph and charts above, while the rest were in other phases. Conclusion and Evaluation: As expected, the results from the Mitotic Index Lab show that most cells were in enterprise meanwhile there were not many cells in the other four phases. This goes to show that this stage is relatively long while the other ones are not as long since there were not as many cells in those stages as shown in the graph and tables. Although a Mitotic Index can be used for educational purposes it can also be used in cancer tumor diagnosis. For example, a person who does not have cancer will not have as many cells undergoing mitosis compared to the amount of cells that are in enterprise. However if a person with cancer is examined, results will show that there are more cells that are going through mitosis compared to the cells that are in enterprise. This is because cancer cells grow repeatedly and more frequently than normal cells. This lab has two limitations. One limitation is that only cells that are stained will be visible and the one that are not stained will not be looked at because it will be hard to determine what stage the cell is in. The second limitation is that some cells can be dead or dying meaning that it is harder to verify how many cells are going through a specific stage in the cell cycle. Modifications that can help get more accurate results include looking at a more than one slide and observing more cells. We will write a custom essay sample on Mitotic Index Lab Report specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Mitotic Index Lab Report specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Mitotic Index Lab Report specifically for you FOR ONLY $16.38 $13.9/page Hire Writer

Employability and Professional Development

Employability and Professional Development Introduction Employability is the capability of an individual to be initially employed, continue being employed and get a new employment when needed. However the definition has to take into account the fact that employability relies on the labour market more than the capacities of each worker.Advertising We will write a custom essay sample on Employability and Professional Development specifically for you for only $16.05 $11/page Learn More The classical definition of employability therefore seems to blame the victim for not demonstrating a capacity to handle a job when in actual reality there are only a limited number of jobs available. On the other hand, an interpretation of the definition of employability might be that given the scarcity of jobs, those who are able to manoeuvre the competition and emerge as the most suitable for the job are deemed to be more employable than the others. According to Weinert (2001), the development of worker’s employ ability is dependent on the development prospects of the organization and its environment and the needs of the workers for personal development. While most of the initiatives and procedures of evaluating skills rest with the employer, a worker is still expected to voluntarily dedicate effort to become suitable. Organizations have different tools for evaluating a worker’s competencies including, assessment of occupation orientation, competencies portfolios indicating the worker’s knowledge of what she or he can do, skill referentials that indicate the difference of the requirement of a job post and the actual skills possessed by the worker at the given time. An individual’s employability is affected by the employability of others. When everyone has a degree, then the possession of the degree is only a ticket for the individual to still fit as a candidate for the job. Employability is not only about having the requirements of a given job but also about knowing the chances one has for the job compared to other job seekers.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In view of this dependence of an individual’s employability on the employability of others, then the true definition of employability as defined by Brown, Hesketh Williams (2002) is the â€Å"relative chance of finding and maintaining different kinds of employment†. Employability in the business environment Business leaders and politicians remind us that in order to be efficient as a nation we have to be knowledgeable, skilled and have the capabilities that employers seek in the knowledge economy. National governments are no longer able to guarantee job placement in a competitive environment where workers are becoming abundant. A worker’s employability undergoes examination at the hiring moment, during the work contract and at the time of dismissal (Wei nert et al. (eds.) 2001). The more a business is knowledge driven, the higher its dependence on the employability as the sole competitive edge in the market. Employability is a replacement of the bureaucratic career structures that employers used to evaluate their workers. The elimination of bureaucratic career structures makes organizations lean and flat. As a result, these organizations undergo a number of restructurings that make employees surplus or change the skill mix of different jobs in the organization. It is advisable that employees match their competencies with the requirements of the industry so that they remain employable in their current organization or in other organizations in case they are considered a surplus in their current jobs (Drucker 1993). The dynamics of the global economy have made the notion of job redundancy extend from semi-skilled and unskilled workers to cover managers and other professionals. According to Drucker (1993), employability is a shift of p ower in the global capitalism. People are less motivated to commit to one organization for a lifetime and instead have the energy and entrepreneurial spirit that drives them to explore more opportunities. Organizations that depend on the skills of these workers are there at the mercy of the workers who have the knowledge, skills and insights desired by the organization. As people move away from long-term company careers, they enjoy more economic freedom. As a result, young workers are able to bypass organizational hierarchies and obtain senior management jobs while still in their thirties.Advertising We will write a custom essay sample on Employability and Professional Development specifically for you for only $16.05 $11/page Learn More Although companies put a premium on intellectual capital of important employees to be the drivers of innovation and value additions that gives the company a competitive advantage, the actual organizational environment has a majority of the workers depending on average skills to perform most of their occupational tasks. In terms of graduate employability, it is worth noting that the influx of graduates in the labour market is constant. Most graduates enter the labour market with heavy debt from student loans and believe that they deserve better payment so as to repay their student debts. The extent of the belief that the higher your professional qualifications the higher your pay depends on the number of people having the same qualifications who are interested in the same jobs and the number of jobs available. Therefore, the employability of a graduate increases with further education, as long as the competition in the labour market does not increase their qualifications (Brown, Hesketh Williams 2002). As individuals, more importantly graduates, increase their employability on certain jobs, they diminish their employability for other jobs. The career choice taken specifies a person’s employabili ty on that field and technically shuts out the person from becoming employable in other fields. Therefore when making a choice of becoming employable in a given field, it is important to note that one is cutting off the options of getting employment in other professions. A case for personal development Increasing ones employability in a given field has the effect of reducing one’s employability in the same field but on lower levels where one is seen to be overqualified. Personal development is one of the ways of ensuring that one remains employable. Employability of an individual is traced to the ability of the individual and their will to modify their qualifications to fit the current demands inside the organization or on the external employment market (Drucker 1993). In reference to the social theory, employability is an individualization of the worker selection process in an increasing serve economy that encompasses economic, political and social changes (Gonon et al. (eds .) 2008). In personal reference, the understanding of where I am in terms of employability to my professional position of choice gives me an upper hand to position adequately my presentation to fit the employers’ requirements for specific jobs.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Employers want an employee who adapts to the changing state of the organizational environment and refocuses their core competencies to deliver solutions for moving the organization closer to its goals. With the improvement of my personal performance, I am able to demonstrate that I fit this criterion. My ability to breakdown my obstacles or problems and pinpoint solutions will come in handy for any employer seeking a key skill in tackling dynamic challenges in the organization. I have accomplished a personal analysis of my qualities and can present potential employers with references to where I used the given quality to produce positive change. This is certain to increase my employability by demonstrating to employers that in addition to the required skill, I have the necessary quality to ensure that work delivery is in accordance to the employer’s expectation and that in case of unforeseen difficulties, I am able to navigate with minimal assistance. I understand my weaknesse s and strength areas of my personality and will only position myself to be appointed for jobs that can fully employ my personality strengths and require little or no skills in areas that I show a personality weakness. In addition, I will be seeking additional skill training so that I improve on the areas where I am weak so that the weakness does not become a disadvantage in consideration of other people’s employability. By coming up with priorities for personal development in line with my career goals, I feel more confident in my employability. I understand that with the right skill and quality mix, I stand a chance of negotiating with a potential employer on the compensation of my job such that I will be okay in terms of social status and be able to reap the financial benefits of my employability. Setting priorities for personal development has given me a morale boost to face the challenge of kick starting my career. I now allocate the importance of each activity I engage in according to its relevancy to my career objective and what the activity adds to my personal development (Verhaar Smulders 1999). To sum up, my understanding of the increasing role of knowledge in the creation of wealth by organization and my contribution to an organizational success through my appropriate application of skills and competencies serves as my encouragement to continue in my personal development. Reference List Brown, P., Hesketh, A. Williams, S. 2002, Employability in a knowledge-driven economy, working paper 26, retrieved from web. Drucker, P. 1993, Post-capitalist society, HarperCollins, London. Gonon, P., Kraus, K., Oelkers, J. and Stolz, S. (eds.) 2008, Work Education and Employability, Peter Lang, Bern. Verhaar, C. H. A. Smulders, H. R. M. 1999, Emplyability in practice, Journal of European Industrian Training, vol 23, no. 6, pp. 268-274. Weinert, P., Baukens, M., Bollerot, P. P.-G M. and Walwi, U. (eds.) 2001, Employability: from theory to practice, Trasactio n Publishers, New Brunswick, NJ.

The Effects of Cryotherapy in Relieving Post-arthroscopy Pain Essay

The Effects of Cryotherapy in Relieving Post-arthroscopy Pain - Essay Example This paper outlines that the study delved deeper into a 59 individuals got involved. The procedure was to administer Cryotherapy whereby, 33 persons were given while 26 used as a control group. Moreover, 10 minutes was the timespan made utility of in three separate counts, and the large number of the control group came from the weakness of the experiment. The application of the ice packing became key for application after recovering from the effects of anesthesia. The strength of the design was witnessed in the success of the objectives laid down. Using ice within a plastic bag enhanced the action of the Cryotherapy, and lessened levels of pain felt. Statistically, the levels reduced from 5-2 after the Cryotherapy process. The control group, on the other hand, recorded a decrease from 4-3. It proved the use of Cryotherapy in combination with ice to be an approach that is simple, tenable and less costly in achieving post arthroscopy pain. Right from educational level to service domain , the procedure needs embracing and regarded as a standard treatment protocol.

Casino Management Essay Example | Topics and Well Written Essays - 500 words

Casino Management - Essay Example But the public needs to see that we are ahead of the curve on this issue. We can’t sit back and do nothing. So, the bad news is that as floor employees, you are going to have to step up your ID checks. I know that some of you will say, business is business, but we are talking about the reputation of the casino here. The good news is, that if we step up ID checks by only 25%, we’ll catch a lot more minors. Our goal is to check everyone. For every employee who successfully ID checks a minor, we will be issuing a cash bonus. I have some bad news for you. As you may have seen in the local paper, there was an expose on our casino and several other casinos on the same street. Apparently, kids from Pennsylvania as young as 16 have been taking road-trips to these casinos in order to drink and gamble, and in most cases, they were successful. ID checks are not just a formality; as you know, they are vital to a casino maintaining its status and reputation. Big time gamblers are not going to want to frequent an establishment that lets young teenagers have run off the casino floor. This situation could lead to a loss in revenue for the casino, as well as legal problems. I know that as a local business owner and a member of the town council, you are aware of the importance of casinos to our economy. In order that we continue to have the friendship of Fine Auto Parts, I am taking this proactive step to inform you that ID checks are our new top priority. We are not just talking about a significant change; we are enacting it. All floor employees have now been advised that they are to check everyone coming in the doors for ID and that there will be cash bonuses for catching these minors who are trying to sneak into our casino and ruin our  reputation.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  

Creative Treatment of Actuality Term Paper Example | Topics and Well Written Essays - 2750 words

Creative Treatment of Actuality - Term Paper Example The traditional cinema gained hold around the world at the turn of the 20th Century. Many communities around the world built different niches within which motion picture was developed and enhanced in order to promote this art form  (Benson, 2013). Primarily, the main role of the motion picture was to entertain viewers  (Benson, 2013). However, with time, the use of television and other forms of the motion picture to educate people was enhanced and promoted throughout communities around the world. One of the earliest views of documentaries was the concept of creative treatment of actuality. This was presented by John Grierson who viewed it as a system of using some degree of creativity to present factual and non-fictional storylines in a way and manner that maintained the originality of the cinema and also educated viewers of the matter that needed to be discussed. The concept of the creative treatment of actuality is about observing life in an art form that brings out the natural aspects of society and this is done through factual films presented in a dramatic form (De Jong, 2013). The creative treatment of actuality was first propounded by John Grierson who viewed it as a form of journalism, presented through the media process. Later on, this concept played a role in defining the actual role and processes of documentaries. â€Å"Documentary film is a broad category of visual expression that is based on the attempt in one fashion or the other to ‘document’ real ity† (Killborn & Izod, 2013, p. 29). In John Grierson's pioneering work, he sought to document the life of a Polynesian girl and her family in 1926. This was done through the use of words, music, images and sound effects that were meant to create an aesthetic and factual appeal (Killborn & Izod, 2013). This is meant to present a lively view of a given situation in order to present a message in a strong way and manner and bring about a high degree of realism to the documentary. However, this includes some creative components that will work together to attain specific objectives and end.  

Native Son :: essays research papers

Character Actions Defines Their Individual Personalities and Belief Systems Richard Wright's novel, Native Son, consisted of various main and supporting characters to deliver an effective array of personalities and expression. Each character's action defines their individual personalities and belief systems. The main character of Native Son, Bigger Thomas has personality traits spanning various aspects of human nature including actions motivated by fear, quick temper, and a high degree of intelligence. Bigger, whom the novel revolves around, portrays various personality elements through his actions. Many of his actions suggest an overriding response to fear, which stems from his exposure to a harsh social climate in which a clear line between acceptable behavior for white's and black's exists. His swift anger and his destructive impulses stem from that fear and become apparent in the opening scene when he fiercely attacks a huge rat. The same murderous impulse appears when his secret dread of the delicatessen robbery impels him to commit a vicious assault on his friend Gus. Bigger commits both of the brutal murders not in rage or anger, but as a reaction to fear. His typical fear stems from being caught in the act of doing something socially unacceptable and being the subject of punishment. Although he later admits to Max that Mary Dalton's behavior toward him made him hate her, it is not hate which causes him to smother her to death, but a feeble attempt to evade the detectio n of her mother. The fear of being caught with a white woman overwhelmed his common sense and dictated his actions. When he attempted to murder Bessie, his motivation came from intense fear of the consequences of 2 "letting" her live. Bigger realized that he could not take Bessie with him or leave her behind and concluded that killing her could provide her only "merciful" end. The emotional forces that drive Bigger are conveyed by means other than his words. Besides reactions to fear, his actions demonstrate an extremely quick temper and destructive impulse as an integral part of his nature. Rage plays a key part in his basic nature, but does not directly motivate the murders he commits. Rage does not affect Bigger's intelligence and quick thinking and it becomes evident during the interview with Briton. The detective makes Bigger so angry that the interrogation becomes a game to Bigger, a game of logic and wills, of playing the stupid negro, and telling the man exactly what he wants to hear.

Champion equality, diversity and inclusion Essay

1: Understand diversity, equality and inclusion in own area of responsibility Diversity means difference. Diversity recognizes that although people have things in common with each other, they are also different and unique in many ways. Diversity is about recognizing and valuing those differences. It therefore consists of visible and non-visible factors, which include personal characteristics such as background, culture, personality and work-style in addition to the characteristics that are protected under discrimination legislation in terms of race, disability, gender, religion and belief, sexual orientation and age. By recognizing and understanding our individual differences and embracing them, and moving beyond simple tolerance, we can create a productive environment in which everybody feels valued. Equality is about ‘creating a fairer society, where everyone can participate and has the opportunity to fulfil their potential’ (DoH, 2004). Equality means being equal in status, rights and opportunities no matter what their race disability, gender, religion, beliefs and cultural differences, sexual orientation and age. see more:potential effects of barriers to equality and inclusion By eliminating prejudice and discrimination, we can deliver services that are personal, fair and diverse and a society that is healthier and happier.  Inclusion is a sense of belonging, feeling included, and feeling respected, valued for who you are, feeling a level of supportive energy and commitment from others so than you can achieve your best. Inclusion ensures everyone has access to resources, rights, goods and services, and is able to participate to activities. 1.1 Explain models of practice that underpin equality, diversity and inclusion in own area of responsibility There are 2 main models of practice underpinning equality diversity and inclusion: the â€Å"equal opportunities model† and the â€Å"difference and diversity model†. In my role of registered manager, I am responsible for ensuring that all individuals, their families, members of staff, care workers and all those I work in partnership with, are treated equally, with dignity and respect. Within the adult home care setting there is a range of policies which formally sets out guidelines and procedures for ensuring equality. The equal opportunity policy takes into account the rights of all individuals and groups within the settings (â€Å"equal opportunities model†). In my managerial role, I promote equality and uphold individual’s equality of opportunity, individual rights and choice, their privacy, individuality, independence, dignity and respect. I also promote equality of care, and confidentiality. In practice I support each individual wherever needed, inclusion, adapted to the individual needs. I support inclusion by ensuring that, whatever their background or situation, are able to participate fully in all aspects of the care being delivered. Inclusive practices ensure that everyone feels valued and has a sense of belonging. Inclusion in our settings is about providing the same opportunities and access to high quality education as well as valuing differences as something we can learn and be empowered from rather than threatened (â€Å"difference and diversity model†). 1.2 Analyse the potential effects of barriers to equality and inclusion in own area of responsibility There are many barriers to diversity and inclusion. The biggest ones are generally prejudice, culture and upbringing and religious beliefs. Prejudice is â€Å"a preconceived opinion that is not based on reason or personal experience† thus creating barriers to recognizing equality of rights for all. Cultural barriers can prevent, for example, consideration of spiritual,  relational or dietary needs that do not conform with expected traditional expectations. Religious belief, where different religious beliefs are not taken into account, and minorities are marginalized and not acknowledged.  Other significant barriers could be structural, institutional and personal: Structural, where circumstances create or result in barriers – for example in access to a ‘good education’ adequate housing, sufficient income to meet basic needs. Institutional, where policies, processes, practices sustain an organizational or service culture that excludes certain people or groups. Personal barriers, where staff can hold individual prejudices that influence their practice. These actions may be conscious, but they can often be unconscious or unwitting. Some vulnerable and disadvantaged individuals need more support to ensure their voice is heard and they are able to have power in the decision making process. Within our setting, if potential barriers to equality and inclusion arise, they are flagged and staff has a good understanding of individual customers. Barriers are then removed or minimized – the care delivery is adapted, person centered and where required resources or equipment provided. In order to minimize the effects of these potential barriers, we always ensure that: †¢ All care delivered is appropriate to the age and level of need. †¢ All staff are positively encouraged to deliver care to someone with complex needs in which they might not usually be engaged. †¢ All staff working with those using our service understands the policy on diversity and equality. †¢ We provide all literature in easy to read and large print to accommodate our customer’s needs. †¢ All practices and procedures in the setting are discussed and anything that is identified as  being discriminatory towards any group or individual is amended. †¢ Management has a sound knowledge of diversity, equality and anti-discrimination issues. †¢ We assess and raise the level of awareness amongst the team about diversity and equality issues and practice. The detrimental effect of barriers to diversity and inclusion can foster low morale and lack of motivation in our care workers and customers. Having an awareness of these potential barriers and their effects allows us to address them timely and effectively. 1. EQUALITY ACT 2010 Equality Act 2010 is the law which bans unfair treatment and helps achieve equal opportunities in the workplace and in wider society. The act replaced previous antidiscrimination laws with a single act to make the law simpler and to remove inconsistencies. This makes the law easier for people to understand and comply with. The act also strengthened protection in some situations. The act covers nine protected characteristics, which cannot be used as a reason to treat people unfairly. Every person has one or more of the protected characteristics, so the act protects everyone against unfair treatment. The protected characteristics are: †¢ age †¢ disability †¢ gender reassignment †¢ marriage and civil partnership †¢ pregnancy and maternity †¢ race †¢ religion or belief †¢ sex †¢ sexual orientation The Equality Act sets out the different ways in which it is unlawful to treat someone, such as direct and indirect discrimination, harassment, victimisation and failing to make a reasonable adjustment for a disabled  person. The act prohibits unfair treatment in the workplace, when providing goods, facilities and services, when exercising public functions, in the disposal and management of premises, in education and by associations (such as private clubs). The equality act will for instance impact on my role as manager with regards recruitment. You will need to ensure that my job specification does not discriminate against particular groups of applicants. When processing applications you should concentrate on an individual’s abilities to do the job, not their disabilities. Make adaptations to accommodate individual’s differences e.g. working hours, special equipment needs etc. The impact legislation and policy has on the promotion of equality, diversity and inclusion within my setting is ensuring policy and procedures are written and adhered to and carried out within the setting, that all staff has an awareness of legislation and policy surrounding equality, diversity and inclusion in practice.