An Everlasting Struggle Of Veterans - Free Essay Example

Sample details Pages: 7 Words: 2093 Downloads: 1 Date added: 2019/04/15 Category Society Essay Level High school Tags: Veterans Essay Did you like this example? On average, 22 U.S veterans commit suicide every day (SAMHSA). This is a troubling report, and for understanding in the matter, some deeper digging had to be performed. Coming back from war and transitioning into society is a struggle for most veterans without the added on difficulties they have such as getting employed, pursuing any further education and the increased risk of homelessness due to poverty and lack of a support system. Don’t waste time! Our writers will create an original "An Everlasting Struggle Of Veterans" essay for you Create order The stress of receiving these benefits can add to the depression and suicidal rates in veterans. They begin to have additional problems with their mental health. According to SAMHSA, Three out of five veterans who died by suicide were diagnosed as having a mental health condition. These veterans are struggling to get the help they need and deserve and we should implement and volunteer in more programs to create a source of support for those who risked their lives to keep our country safe. Veterans alone are ten percent of the homeless population in the United States (SAMHSA). That means that approximately 50,000 veterans are homeless. To better understand why this happens in such high numbers people need to understand most veterans that are homeless went into service from low-income families and areas. When they come back there usually is no family and monetary support system for them to rely on. If they come back with any physical or mental disablements it becomes another battle for survival with the pressure of assimilating back into society and finding a job that fits their new lifestyle and mindset. When they struggle to bring in an income and they have bills piling up the spiral into a black hole of debt, house eviction, and stress is rapid. There are many VA offices, set up in all 50 states in the United States that are there for veterans to find help. The VA even has a phone line in place for veterans who are homeless or on the verge of becoming homeless. Although they have the line, there are hardly any systems set up to let people know what it is. There is no person physically there supporting them while trying to find a helping hand. They begin to feel alone and the depression and suicidal thoughts take over. Even though the majority are able to drive to get help, there are a few who are not able to drive due to disabilities, not having a drivers license, or even not having a car. These homeless veterans are left stranded with no support from family, and government programs struggling to find them. Not only do some of these veterans have a hard time getting the help they so desperately need, but they also have a hard time bringing themselves to ask or seek help. Now, most of the time when we see homeless people the majority will look at them as slackers looking for a free handout. We think that they should just get a job and take out a loan. In the case of our veterans, we may believe that if they had the courage to fight in wars surely they can keep a job. They are just being difficult. However, things always tend to be more complicated and complex than what shows on the surface. The office jobs that they can be employed at without having to earn a college degree do not suit their specific needs after dealing with the high intensity, life-changing line of work they were previously in. Some cannot handle these jobs which leaves them with nowhere to turn other than the VA which can be a long process going through and filling out paperwork. A task that can prove to be difficult and confusing to most veterans according to a nationwide survey from the VA in 2010 fewer than half of veterans understand their benefits, whether it was medical care, college tuition or pension and disability payments(Walsh). Not only do veterans endure physical trauma at war but they also suffer extreme mental trauma from what they have seen and done while protecting our country. Many veterans struggle with posttraumatic stress disorder (PTSD) every day and have a hard time connecting with family and enjoying the simple life that non-veterans enjoy. They can act out and have a hard time controlling themselves in an environment where there is much oppression to the physical violence they are so used to. This leads them to become jobless, which if not intervened, becomes homelessness. To continue on veterans and getting employed after duty. The unemployment rates for veterans are higher in all age categories than non-veterans. The highest though, being 18-24-year-olds with a 21.6 percent out of 2,554 in the survey conducted by CPS being unemployed (Loughran 7). The lowest being the age group 31-65 with a .7 percent difference between the unemployment rates of veterans and non-veterans. A few jobs that involve skills learned and used in the military are an intelligence analyst, management consultant, logistics analyst, pilot, FBI agent, and security manager. These jobs are better suited for them and value the life skills they learned while in service. Although these jobs are great for veterans, many cannot apply for them due to lack of schooling. This leaves them fighting alongside educated civilians also struggling, for unskilled or lower positions. A few more reasons on why veterans may be unemployed is due to some being disabled from service and no longer able to do labor jobs or even any job at all. Some went into the military right after high school and are unable to get a job that suits their needs without a degree. When they do decide to go to college they oftentimes need support to go through the steps of different programs for receiving help on getting their college education funded, which is not available in all states. This is where people can step in to give them a helping hand, by either just helping them through the process and being a support system for them or even helping to fund scholarships for veterans who are trying to make a positive change in their life. They do get benefits that others do not and with a college degree could have many high paying jobs that would be better suited for them and ones in which they have experience for, giving them an edge to their competition. They even have businesses that want a veteran like them to join their company, and also have job representatives specifically for them at American Job Centers. Even though veterans may get assistance on finding a job, most of the time it is not getting the job that is the struggle but keeping it. PTSD keeps them from reintegrating into society and be able to do their job well. The circumstances and conditions that these soldiers went through while in service is most of the time a traumatic experience and a period of growth and learning of the hardships and dark parts that life can sometimes present. It is not an easy thing what they have to do, from loss of close friends in combat to many deployments. It affects most to a point where they need more than just a job; they need emotional support and somebody to guide them through the process of going to college to get a degree to qualify them for better jobs suited for them and their needs. Building on the conversation of mental conditions brought on by their previous line of duty, many encounter PTSD on the road back to normalcy. PTSD affects 31 percent of Vietnam veterans, 10 percent of Gulf War veterans, 11 percent of Afghanistan veterans, and 20 percent of Iraqi war veterans (Veterans Statistics: PTSD, Depression, TBI, Suicide). PTSD occurs when somebody goes through a traumatic experience that their brain can not totally comprehend. To cope with the pain, the brain resorts to one of three functions. There is hyperarousal, re-experiencing, and numbing/avoidance. All three of these coping mechanisms are detrimental to the vets mind and body. The effects of PTSD create a deep distrust of natural laws and, in the worst cases, cause a complete loss of function as the sufferer retreats into anxiety and depression.(The Far-reaching Effects of PTSD in America). Depression, acting out of violence, and suicidal thoughts from injuries and war trauma are also common among veterans and can be a side effect to PTSD. This affects their everyday lives in many ways, causing them to be on edge, being irritable, having insomnia, and withdrawing from friends and family. Mandatory screening done after they return from duty would be helpful to diagnose all veterans and catch any problems with mental and physical health before it spirals out of control, but there is no mandatory screening and if a veteran does not meet the requirements for free health care then they will have to pay out of pocket and statistically speaking many veterans do not have much money to spare in the first place. The VA has started a program implementing house calls for lonely veterans for those in rural areas who statistically struggle the most. This helps elderly veterans and veterans with disabilities keeping them from driving to their nearest VA hospital. This is also great for veterans who do not have a strong support system. It is great for keeping up with veterans who have come out of inpatient mental health care. Although there is a program that is beginning to be implemented for veterans coming out of being helped it does not serve those who are still living with their disabilities and have not yet sought out help. For these people, this program does not affect or help them. There are many kind acts that you can take part in to help the veterans around you. By volunteering for the Department of Veterans Affairs (DAV) Transportation network you can drive a veteran to their doctors appointments. To help veterans with mobile disabilities and PTSD you can train a service dog. It takes around two years and $33,000 to properly train a service dog so donations and training volunteers are much appreciated. Programs like Patriot Paws and Puppy Jake help to train these service dogs. Helping a vet train for jobs and getting them started in programs such as Hire Heros, a program that helps vets gain the skills needed to find a post-military career, can put them on the right path to gaining confidence and independence during their time reintegrating back into society. You can also volunteer at a VA hospital where there are many jobs that you can do and it all makes a huge impact for the veterans who come. Another thing that may even be the most important is getting t o know your surrounding vets and providing your company to those who are often times lonely and have no one to lean on. You can also show your appreciation by helping them with anything ranging from yard work to picking up the groceries, little things that they might have trouble doing on their own. This all makes a big difference for the vets in your community. You may think you pay your taxes to help fund the VA programs and you do not have enough time in your busy schedule to volunteer. That would be a valid excuse, but not all of the VA programs help all of the veterans who need it. Their influence does only so much and they need you to help them on a personal level, one where they cannot reach. There needs to be more effort put into helping our veterans. Veterans fight for their lives do not stop when their service has ended. They often times do not get the help they sorely need. They struggle with unseen illnesses and have a hard time asking for help, or when they do it is difficult to get. It is up to us to provide that for the men and women who so bravely fought for the freedoms we have today. Work Cited Loughran, David S. The Facts About Veteran Unemployment. Why Is Veteran Unemployment So High?, RAND Corporation, 2014, pp. 5â€Å"16. JSTOR. https://www.jstor.org/stable/10.7249/j.ctt7zvzf4.9?seq=12#metadata_info_tab_contents SAMHSA Critical Issues Facing Veterans and Military Families, 2018. Web. https://www.samhsa.gov/veterans-military-families/critical-issues National Veterans Foundation The Far-reaching Effects of PTSD in Veterans, 2015. Web. https://nvf.org/effects-of-ptsd-in-veterans/ Veterans statistics: PTSD, Depression, TBI, Suicide. Veterans and PTSD. September 20, 2015. Web. www.veteransandptsd.com/PTSD-statistics.html NPR Without Help, Navigating Benefits Can Be Overwhelming For Veterans, 2015. Web. https://www.npr.org/2015/01/14/374055310/indiana-s-veterans-service-officers-operate-on-a-shoe-string

This American (Working) Life - 1053 Words

What is your average workweek? According to the Organisation for Economic Co-operation and Development over sixty six percent of women and eighty-eight percent of men in America work over 40 hours each week (4). Yet not everyone receives overtime pay. Executives, teachers, managers and others are not required by law to receive overtime pay (U.S. Cong. Federal Labor). These and other professions are labeled exempt from the Fair Labor Standards Act. An exempt profession, when put on a salary, is not protected by the FLSA and can work as many hours as required with no extra compensation. According to a new bill, S. 1747 The Computer Professionals Update Act , legislators would extend these exemptions to other IT professions (27-31). In a†¦show more content†¦There really is no reason that any law should not be clear. And it should help the poor. However, one of the main problems with increasing exceptions to the FLSA is that if an employee is being paid the minimum salary for an exempted worker, they are within a whisper of the poverty line. The original language pertaining to anyone working with computers was first introduced in 1990. An be labeled exempt one would have to be paid an hourly rate and paid no less than six and a half times the minimum wage. In 1996 the rate was adjusted to a fixed rate of $27.63 an hour(U.S. Cong. Small Business). It was only small decrease from the previous rate at the time. But then in 2004 the language was further changed. While it was a small change the impact was huge. Instead of only being exempt if you were paid an hourly rate, you could also now be exempt if you were paid a salary (National Archives and Records 69:79). The minimum salary rate has not changed since then and remains at 455 a week (United States. Dept. of Labor). To now be exempt as a system developer or systems analyst you can either be paid $27.63 per hour or a salary of $455 per week. The difference is in those wages is astounding though. At the fore mentioned hourly rate for a 40 hour work week, you would ea rn $57,470.04 a year. Though if a company decided to pay the minimum salary rate,, they would only make $23,660 a year and would receive no extraShow MoreRelatedThe Chinese American Identity By Fae Myenne Ng1639 Words   |  7 PagesThe Chinese-American Identity Fae Myenne Ng is a contemporary Chinese-American author who is known for her first written novel, Bone. Her debut novel was published in 1993 and the story is told through the eyes of the main character, Leila Leong. Leila tells the story of her family’s history and the events that unfold following the suicide of her sister. As Leila’s story progresses, themes of identity and family life are revealed. 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Frei Otto Munich Stadium Free Essays

MUNICH OLYMPIC STADIUM//FREI OTTO//1972 gizem akgun/ nuria juanbaro sarret/kanaka raghavan _ADDA 2012-2013 GERMAN PAVILION// MONTREAL//1967//cable nets TUWAIQ PALACE//SAUDI ARABIA//1970// cable nets OLYMPIC STADIUM//MUNICH//1972// cable nets ORKS MULTIHALLE MANNHIEM //GERMANY//1975// grid shells JAPAN PAVILION EXPO 2000//HANOVER GERMANY//2000//grid shell German architect and research engineer 1957 // Development Center for Lightweight Construc on in Berlin. 1964// Ins tute for Lightweight Structures in Stu gart. Exhibited a special gi for crea ng lightweight tent structures Computer-based procedure for determining their shape and behaviour Alterna ve system of grid shell structures HE ARCHITECT /FREI OTTO HE LIGHTWEIGHT PRINCIPLE/tensile Tensile roofs/ every part of the structure is loaded in tension with no requirement to resist compression Cable nets/ grid of structural cables in tension forming the framework supports a weather shield. We will write a custom essay sample on Frei Otto Munich Stadium or any similar topic only for you Order Now An clas c Surfaces/ tension forces are in equilibrium, the centres of curvature are in opposite side of the membrane Synclas c Surfaces/ the centres of curvature are on the same side of the membrane n clas c curve hyper paraboloid hyper paraboloid/ minimum 4 pts with alteast 1 pt out of plane Less material and e? ort Remarkably large spans Combined tensile structure and biological research Only a few members,are under compression while all others, for instance, cables and membranes, are under tension For tension and rigidity, an clas c or saddle-like curvatures HE LIGHTWEIGHT PRINCIPLE UNICH OLYMPIC STADIUM /details SITE// Originally the se ng of a 1930’s air? eld,former training ground for the Bavarian Royal Army and the site of Munich’s ? rst civil airport. Ground had been used as a dump yard for ruined buildings’ rubble. 00m tall broadcast tower, s ll present today, a major landmark of the site. PROGRAM// 80,000 seats Smaller enclosed sports hall Swimming hal l Warm-up arena Enclosed workout facility Housing for 3000 people UNICH OLYMPIC STADIUM /1972 Gunter Behnisch proposed light and open structures con nuous ? uid tent roo? ng resembling natural hills Frei O o’s Montreal Pavilion was the guiding piece The original system came from model studies where ladies stockings were used to simulate the tent’s surfaces al proposal CRITICAL STUDIES// Mast heights gave ghter curvature near the masts and leave the unsa sfactory ? t perimeter areas unimproved Increasing the pre-stress to ? at areas would provide the necessary stability, but only at impossibly high levels of tensioning UNICH OLYMPIC STADIUM/ini Winner of the compe on for 1972 olympic park by GUNTER BEHNISCH ERMAN PAVILLION,MONTREAL/1967 Real masterpiece of lightweight architecture,Frei O l/Behnisch Ini al mode o UNICH OLYMPIC STADIUM /comparisons UNICH OLYMPIC STADIUM /inspira Dragon? y wings are one three-thousandth of a millimeter thick Up to 1,000 sec ons Compartment al structure, wings do not tear, withstand the pressure that forms during ? ght. Driving principle for design of roof on 7 saddle-shape cable nets Square meshes that form rhomboids to assume an clas c curvature UNICH OLYMPIC STADIUM /revised roof Subdivide roof into a patchwork of separate but coupled smaller canopies Support at many points and mostly curved to suitably ght radii. Nets do not extend to the tops of medium height masts, instead hung from very tall masts Masts placed outside the roof or suspended above ground on cables keeping the areas below column-free Roo? ng for the main sports facili es UNICH OLYMPIC STADIUM /experiments 1:125 scale models exactly proportional both in geometry and in elasticity to the envisaged full sized structures UNICH OLYMPIC STADIUM /structure Interior cables Peripheral cables Cable joints Steel masts Concrete underground founda on Acrylic panel cover UNICH OLYMPIC STADIUM /cables Interior cables//11. 7 mm mesh, 19 heavily galvanised 2. 3- and 3. 3mm steel wires A lay length of 10 x the lay diameter Main cables//? ve strands of 37 and 109 wires each Edge cables//vary in speci? a on, typical example ,lockedsurface wire rope of 81 millimetres diameter Twin cables with concentric joints assume square meshes forming rhomboids forming an clas c curves UNICH OLYMPIC STADIUM /joints Cables arranged in pairs 75Ãâ€"75 cm mesh,reduced number of joints Clamps+screw,one bolt per joint,easy construc on 75 cm mesh Saddle connec ons Swaged clamp connec on Erec on/The cable nets completely assembled on ground, li ed to ? nal posi ons. Prestressing/suspension cables were put in posi on, geometry and stresses cables and masts checked Connec on to anchor UNICH OLYMPIC STADIUM /masts Tension founda ons / anchor the main cables down to earth Inclined slot founda ons (tent pegs ),gravity anchor founda ons (anchoring from self weight),earth anchor founda ons (support the masts) Temporary steel balls provided under the rubber pads to allow rota on during assembly Cylindrical masts welded steel tubes up to 80 metres long and with a 50mN (5000 ton) load capacity. Transparent roof covering/ 2. 9 x 2. 9-metre acrylic panels , 4mm thk Bolted to the intersec on nodes and angles of intersec on change every 6 degrees Temperature moulding, panels on neoprene pedestals, allowing them to ‘? at’, and sealing the joints with con nuous neoprene pro? le clamped to the panel edges Discon nuous joints allowing movement UNICH OLYMPIC STADIUM /cover UNICH OLYMPIC STADIUM /conclusions Form ? nding experiments/solu ons for large spans simultaneously gave birth to the science of compu ng . Final form depends on – shape of grid,spacing,pa ern -the geometry of the suppor ng structure – the pretension applied to the cable net and its suppor ng structure Advantages/E? cient way of using material Lightweight Large spans Quick construc on How to cite Frei Otto Munich Stadium, Papers

Recruitment Selection of Unilever free essay sample

Introduction of Unilever: If the adage two heads are better than one applies to business, then certainly Unilever is a prime example. The food and consumer products giant actually has two parent companies: Unilever PLC, based in the United Kingdom, and Unilever N. V. , based in The Netherlands. The two companies, which operate virtually as a single corporation, are run by a single group of directors and are linked by a number of agreements. Unilever considers itself the second largest consumer goods firm in the world, trailing only Philip Morris Companies Inc. , and produces numerous brand name foods, cleaning products, and personal care items. About 52 percent of revenues are generated in the foods sector; brands include Imperial and Promise margarines, Lipton tea, Ragu foods, Lawrys seasonings, Breyers ice cream, and Birds Eye and Gortons frozen foods. One-quarter of sales come from the personal care area; brands include Caress and Dove soap, Pears and Ponds skin care products, Degree, Faberge, and Sure deodorants, Suave and Salon Selectives hair care items, Close-Up, Mentadent, and Pepsodent oral care products, and Calvin Klein, Elizabeth Arden, and Elizabeth Taylor prestige fragrances as well as such miscellaneous brands as Q-Tips and Vaseline. Unilevers third major sector is that of cleaning products, which is responsible for about 22 percent of turnover; brands include Wisk and All laundry detergents, Snuggle and Final Touch fabric softeners, and Sunlight dish detergents, and this area also includes the companys line of institutional cleaning products. Unilever maintains production facilities in 88 countries and sells its products in an additional 70. About 47 percent of revenues originate in Europe, 21 percent in North America, 14 percent in the Asia-Pacific region, 12 percent in Latin America, and six percent in Africa and the Middle East. Unilever is the global market leader in all the Food categories in which we operate: Savoury and Dressings, Spreads, Weight Management, Tea, and Ice Cream. They are also global market leader in Skin and Deodorants, and have very strong positions in other Home and Personal Care categories. They have  270 manufacturing sites across six continents, all of which strive for improved  performance on safety, efficiency, quality and environmental impacts, working to global  Unilever standards and management systems. The urpose in Unilever is to meet the everyday needs of people — everywhere and anticipate the aspirations of their consumers and customers and to respond creatively and competitively with branded products and services which raise the quality of life. Their deep roots in local cultures and markets around the world are their unparalleled inheritance and the foundation for their future growth. They will bring their wealth of knowledge and international expertise to the service of local consumersa truly multi-local multinational. Their long term success requires a total commitment to exceptional standards of performance and productivity, to working together effectively and to a willingness to embrace new ideas and learn continuously. They believe that to succeed requires the highest standards of corporate behavior towards the employees, consumers and the societies and world in which they live. This is Unilevers road to sustainable, profitable growth for their business and long-term value creation for their shareholders and employees. Unilever’s Mission: Unilever has established its mission as: â€Å"To add Vitality to life, to meet everyday needs for nutrition, hygiene and personal care with brands that help people look good, feel good and get more out of life†. Their aspiration is to meet these needs in a sustainable way. Business Strategy of Unilever: At the heart of their corporate purpose is the drive to grow sustainable and in this way create long-term value for all those with a stake in the business. The company’s efforts are guided by their Code of Business Principles which sets the standards of behavior they demand from all their employees. It also outlines their commitments to their stakeholders including consumers, customers, suppliers, employees, communities and environment. Their Business Partner Code draws on the Code of Business Principles to set of ten standards they expect their suppliers to meet. To fulfill the commitments, they have a strategy in place supported by company-wide governance and management structures. Their core value is to manage and grow their business successfully around the world as a trusted corporate citizen, respected for the values and standards by which they behave. Unilevers commitment to responsible business practice goes back to the 1890s to their founders William Hesketh Lever and Samuel van den Bergh who built businesses with strong values and a mission to act as agents of social change. Management Structure of Unilever: Unilever’s organizational operating  model  is designed to  deliver faster decisions learn more about their senior corporate officers and  the  Unilever Executive. The management structure and their responsibilities are briefly shown in the following: Figure: Unilever’s Hierarchy of Management. This is how Unilever has been operating undoubtedly successfully over the years. The members of the governing body are highly qualified in terms of education as well as business foresight. Recruitment Selection Issues of Unilever: Unilever maintains their individual procedure of Recruitment Selection to involve the new members to the triumphant team. As we have learned in our theoretical learning, Unilever follows almost the similar sort of procedures for this specific issue. There are some specific guidelines Unilever follows in the recruitment selection process. The general guidelines are: A. Effective Practices for Non-Discriminatory Recruiting: ? Post in a conspicuous place complete, objective and specific information on all available jobs. ? Advertise job openings in media that are read, viewed or listened to by protected or designated group members. ? Train employment staff and recruitment officers in outreach recruiting. ? Use opportunities to visually present protected or designated group members in positive employment roles (brochures). ? Establish networks with community groups from which protected or designated group members are drawn. Base selection criteria on bona-fide occupational requirements. ? Train staff who will be recruiting. ? Track all recruitment activities to determine where candidates are coming from, sources for candidates, etc. B. Ineffective Practices for Non-Discriminatory Recruiting: ? Permit receptionist and recruiters to pre-screen applicants on the basis of informal criteria (appearance, dress). ? Rely on word of mouth advertising only as the main source for candidates. ? Rely solely on seniority when promoting employees. Allow each recruiter to use and communicate idiosyncratic for selecting among job applicants. ? Categorize job applicants based on stereotyped assumptions about protected or designated group membership (women are not physically strong for certain work). ? Always using the same single source of advertising (e. g. same newspapers). ? Only hiring relatives of employees. C. Pre-Employment Inquiries: The following chart summarizes some of the permissible and impermissible questions that employers of Unilever ask during recruiting activities, job interview or on employment applications. Subject |Recruiter may Ask |Recruiter May Not Ask | |Race or Color |There are no acceptable questions in this |â€Å"What is your race? | | |area |â€Å"What color is your skin, eyes and hair? | |National Origin |If use of a language other than English is|â€Å"What is your lineage, ancestr y, national origin | | |a bona fide requirement for the job for |or descent? | |which the applicant is applying: |â€Å"What is the national origin of your parents or | | |â€Å"What languages do you speak, write, read |spouse? | | |or understand? |â€Å"What is your mother tongue? | | | |â€Å"What language do you commonly speak? | | |â€Å"How and why did you learn to speak any foreign | | | |language? | |Religion |There are no acceptable questions in this |â€Å"What is your religion? | | |area. However, employers may state the |â€Å"Does your religion prevents you from working | | |regular days, hours, and shifts to be |weekends or holidays? | |worked in the position applied for and | | | |then ask whether the applicant will be | | | |able to work those days, hours or shifts. | | |Age/Birthday |â€Å"If hired, you will be required to show |â€Å"How old are you? | | |proof of age. Will that be a problem? |â€Å"What is your date of birth? | | |In general, the employer may state that |â€Å"When did you attend elementary or high school? | | |employment is subject to verification that|In general, employers may not ask any questions | | |the applicant meets the legal age |which tend to identify applicants over the age of | | |requirements |40. |Sex |There are no acceptable questions in this |â€Å"What is your sex? | | |area. | | |Marital Status/Family |If the applicant is a minor: â€Å"What is the |â€Å"Are you married, divorced or single? | | |name and address of your parent(s) or |â€Å"Do you have children? | | |guardian? |â€Å"Do you have provisions for childcare? | | |In general, employers may state any |â€Å"Are you pregnant? | |company policy regarding work assignment |â€Å"Do you use birth control? | | |of employees who are relates, such as: |â€Å"With whom do you reside? | | |â€Å"Do you have any relatives already |â€Å"Do you live w ith your parents? | | |employed by this organization? If so, what|â€Å"What are the names and ages of your | | |are their names? † What is |spouse/children? | | |their relationship to you? What positions |â€Å"What are the names and addresses of your | | |do they hold? |relatives who are not employed by this | | |â€Å"Do you have any relatives employed by a |organization or a competitor? | | |competitor of this organization? If you | | | |do, what are their names? | | |Name |â€Å"Have you ever used another name? â€Å"What was your maiden name? | | |â€Å"Is any additional information relative to| | | |change of a name, use of an assumed name, | | | |or nickname necessary to enable a check of| | | |your work and education records? If yes, | | | |please explain. | |Physical Description |There are no acceptable questions in this |â€Å"What is your height and weight? | | |area. However, the employer may state that|In general, employers may not require the | | |after hiring a photograph may be required |applicant to â€Å"submit a photograph† before the | | |if needed for the job (i. e. licence) |interview. Photographs also may not be required at| | | |any other time before hiring. | |Military Experience |â€Å"What relevant skills did you acquire |â€Å"What are the dates of your military service? | | |during your service with the army? |â€Å"What type of discharge did you receive? | |Physical Condition |After describing the duties of the |â€Å"Are you disabled? If so, describe any disabling | | |available job: |impairments that you have? | |â€Å"Are you able to perform the job duties I |â€Å"Describe the circumstances under which you became| | |have described without any accommodation? |disabled? | | |If not, what type of accommodations would | | | |you need? | | Interview Question Issues: The interview questions involve the following issues as well: ? ‘Weakness Failure’ questions. ? ‘Blame’ questions. ? ‘Prove it’ questions. ‘Problem solutions’ questions. ? Formal presentation. Selection Issues: The selection issues invol ve the following factors: ? Short listing. ? Call for final interview. ? Reference checks. ? Asking for the job interest. ? Salary negotiation. ? Offer letter issue. ? Final appointment. Conclusion: Unilever is undoubtedly the leading consumer brand in the world. The effective Recruitment Selection process of the company leads its employees to be a brand in the competitive global market. The strategy of the company is very much effective it has a far-reaching effect in the development of the global competition in the future. Unilever has been creating a competitive edge among the other giant brands in the global market. It has been possible because of the strong strategic decisions of the Unilever team which leads to place the company in the zenith of success. Executive Directors [Executive Members who are also the Directors] Non-Executive Directors [The independent element in the company governance] Unilever Executive [Responsible for managing profit loss, delivering growth as well] Senior Corporate Officers [Responsible for ensuring the necessary information for the board]

Social Security Act of 1935

This research paper is aimed at examining the importance of the Social Security Act which was adopted in 1935. This topic can be better examined with the help of both primary and secondary sources. This approach can show how people, who lived during this period, could perceive this event.Advertising We will write a custom essay sample on Social Security Act of 1935 specifically for you for only $16.05 $11/page Learn More Yet, it is also necessary to understand how this law is assessed by modern historians. Overall, one can argue that this legal act signified the origins of the welfare state in America; moreover, its inaction changed the economic role of government because this institution began to act as the re-distributor of wealth in the society. To a great extent, this event continues to have significant implications of the contemporary American society which guarantees certain economic welfare to the citizens. These are the main arguments that should be examined more closely. It should be mentioned that the Social Security Act was enacted at the time when America was profoundly affected by the Great Depression. It deprived many people of their revenues. At that time, millions of people lost their employment, and in many cases, they were on the verge of starvation. Moreover, homelessness became much more widespread in the country. In contrast, the Social Security Act was aimed at assisting those people who could not support themselves. The text of this document can be regarded as the excellent primary source that can throw light on the intentions of policy-makers who attempted to create the model of state that could better ensure the welfare of the citizens. From the very start, the authors state that the main purpose of this law is to â€Å"provide for the general welfare† of people (The Social Security Act, 1935, par. 1). They focus on the specific populations.Advertising Looking for essay on history? Let's see if we can help you! Get your first paper with 15% OFF Learn More For instance, one can speak about old people who cannot earn their living (The Social Security Act, 1935). Moreover, this legal act was supposed to benefit those individuals who could not find employment at that time when many businesses went bankrupt (The Social Security Act, 1935). Additionally, the legislators attached importance to the needs of children, especially orphans. It is possible to argue that legislators wanted to protect those citizens who were more vulnerable at the time of economic crisis. On the whole, the adoption of this law can be viewed as an important landmark in the history of the United States. At that moment, the government assumed some responsibility for the welfare of its citizens. More importantly, it imposed some obligations on businesses. To a great extent, this law shaped the functioning of the state for a long time. Moreover, this legal act signified the departure from the princip les of the laisser-faire economy which was favored in the past. The government had to become an arbiter that was supposed to protect the interests of vulnerable groups. This is why the Social Security Act should not be overlooked by economists or historians. Overall, the Social Security Act received different assessments. For instance, one can speak about Alf Landon who made the famous speech I Will Not Promise the Moon (1936). This politician criticized this law because in his opinion, it could not significantly contribute to the welfare of American citizens. He believed that this law imposed a heavy burden on employers and employers (Landon, 1936). More importantly, this politician argued that taxpayers’ money could be used more ineffectively (Landon, 1936). The main arguments of Alf Landon are based on the premise that American citizens may not necessarily receive the intended benefits of this legal act. Instead, they should be allowed to use this money independently (Land on, 1936). His opinions were shared by many entrepreneurs who believed that the government infringed on their economic and political rights. This primary source is of great value because it shows how the Social Security Act could be perceived by some Americans.Advertising We will write a custom essay sample on Social Security Act of 1935 specifically for you for only $16.05 $11/page Learn More However, Alf Landon represented a particular political agenda that had its strengths and weaknesses. Therefore, his assessment of the events may not be accurate. On the whole, this speech can be helpful for understanding the nature of political debates that could be held in 1935. This is one of the points that can be made. It should be taken into account that the Social Security Act could have had even more profound implications for the functioning of the U.S. government. Originally, legislators intended to include a provision according to which every unemployed p erson was entitled to the job in the private sector (Rose, 1989, p. 63). However, this omission was eventually excluded because this requirement could intervene into the existing labor market (Rose, 1989, p. 63). More important, this policy could significantly reduce the productivity of labor (Rose, 1989, p. 63). So, it is important to remember that this law raised the level of expectations that American could set for the government. Such an author as Nancy Rose (1989) discusses the origins of this law. This secondary source is valuable because it provides a valuable analysis of how the government tried to consider the interests of various groups. This issue is also examined by Jill Quadango (1984) who shows how the policies of the government were influenced by corporations that could influence the work of legislators. This author argues that the leading American companies attempted to mitigate the effects of the new social policies on their performance (Quadagno, 1984). The represe ntatives of these interest groups did not want the government to intervene in their economic activities since this intervention could undermine their economic performance (Quadagno, 1984). So, one should not suppose that every citizen was willing to embrace this law. These are the main issues that should be taken into account. On the whole, this discussion shows that the Social Security Act proved to be a vital milestone in the social history of the United Stated. To a great extent, it marked the beginning of the welfare state. At that moment, the government changed its attitude toward the development of economy.Advertising Looking for essay on history? Let's see if we can help you! Get your first paper with 15% OFF Learn More In particular, the state began to redistribute wealth among the citizens of the country. The sources that have been identified are useful for analyzing this event. To a great extent, they illustrate some of the responses to the law. In contrast, secondary sources can show how a particular event can be evaluated by historians and economists. The use of these sources can help a person gain a more comprehensive idea about the influence of the Social Security Act. On the whole, the adoption of this legal act dramatically changed the political and economic landscape of the United States. These are the main details that should be singled out. Reference List Landon, A. (1936). I Will Not Promise the Moon. Retrieved from http://historymatters.gmu.edu/d/8128/ Rose, N. E. (1989). Work relief in the 1930s and the origins of the social security act.  Social Service Review, 63(1), 63-91. The Social Security Act. (1935) Retrieved from https://www.ourdocuments.gov/doc.php?flash=truedoc=68page=tr anscript Quadango, J. (1984). Welfare Capitalism and the Social Security Act of 1935. American  Sociological Review, 49 (5), 632-647. This essay on Social Security Act of 1935 was written and submitted by user Charle1gh to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Dissertation Topics

Dissertation Topics Dissertation Topics Useful Dissertation Topics IdeasWhat is the main reason of your having not started to write your dissertation yet? Well, the point is clear, you just cannot choose among lots of dissertation topics and failed to invent your own, original one. Perhaps the dissertation topics you provided to your tutor were rejected. The reasons for this could be the following:The dissertation topics you provided were not original. It does not mean, of course, that you were going to present somebodys ideas as your own, but it is clear that somebody has already investigated the topics that you might like. Your supervisor might not like the dissertation topics provided by you because he or she does not find them interesting or his\her knowledge in the field you chose is not deep enough.Your dissertation topics are original, but do not present genuine interest. It means, the results of the investigation, presented in your dissertation, should be potentially useful in the field of science you work in. The dissertation topics you presented are not manageable in the time available. Remember, the narrower the topic you choose the better. The dissertation topic, appealing to you, is new, interesting and original, but you will not be able to find the necessary number of books, journals etc to write your dissertation on it, i.e. you do not have enough of material.So, the search for an interesting, original topic is something like a treasure hunt. You can come across it during your lessons and seminars or while preparing you assignments and then develop and follow it up through numerous books, journals, reports etc. When, finally, you are sure that you have produced that very topic that really appeals to you, and you will be able to write the dissertation on it within the available period of time, try and write some dissertation topics more. These topics may overlap with the one that you have personally decided on, but keep in mind that your supervisors opinion may be a little bit different from yours. In this case it would be good to have some 3-5 topics to choose from. Remember, that your supervisor has helped many students through their dissertations, and he will be your guide through all the difficulties that may arise during your work. And, though your decision on the dissertation topic will be decisive, your tutor will give you some useful piece of advice and will surely help you when needed.

Which factors shaped and influenced Al-Jazeera Arabic and the Daily Dissertation

Which factors shaped and influenced Al-Jazeera Arabic and the Daily Mail Newspaper coverage of the Iraq war Shock and Awe 2003 Campaign - Dissertation Example The present study looks for investigating into the dynamics that paved the way towards influencing Al-Jazeera Television Network and Daily Mail newspaper for continuously observing the shock and awe strategy while making coverage of the events during the Gulf War of 2003. The media is aptly criticized for aggravating the situation before and during the course of war by creating unnecessary thrill and excitement just to capture the already shocked world by telecasting and printing sizzling news in such a manner that seldom come under the definition of responsible and professional journalism. Consequently, the media came under cloud for deviating from the established norms, values, customs and traditions that had been an essential part of its professional ethics for the last several decades. Somehow, the other school of thought declares shock and awe policy as a sign of benevolence on the part of media for saving the world from the possibility of war in the Gulf region. Thus, media rai sed strong voice against the war in order to prevent its obnoxious entry in the cultured and civilized world of 21st century. There is no suspicion in the very fact that the US invasion on Iraq served as an astounding event of the modern era, which startled the entire world at large by capturing even the remotest regions of the globe in its fold, the journalists belonging to every country reached in the war zone in order to make unprecedented coverage to the chronicle of events leading towards the horrors of war. Though an overwhelming majority of news channels pretended neutrality, few papers appeared to be supporting one side out of sheer prejudice they maintained for their nation and community. It was particularly the case with the famous Qatar based Arabic Al-Jazeera Television network and the UK based Daily Mail Newspaper, as both of them observed the shock and awe policy regarding the conflict between the forces of the USA and Iraq during the former’s war preparations a gainst the latter in the wake of 9/11 terrorist attacks on the World Trade Centre, New York. It was the era when the entire globe appeared to be undergoing the extreme state of polarization, and conflict between the civilizations appeared inevitable. The then US president George Bush had already declared the terrorists’ attacks on WTC as the beginning of the so called holy crusade to be launched against the Muslims, who had deliberately targeted the Christian territory. It is therefore, he entered into conversation with the western and Christian powers within a week from the destruction of World Trade Center, in which he reiterated his ambitions to launch crusade in order to fight against terrorism everywhere in the world. Such kind of emotions was not confined to George Bush only; rather, he transferred and projected the same extremist sentiments to the political and press allies all over the globe. The same feelings were patronized by the press in their campaign was actuall y the strife to nullify the shock and awe propaganda of each other both sides had launched before the US attack on Iraq. The main objective behind both these media forums was just to suppress and condemn the atrocities of the two for protecting the masses from the horrible affects of war. Shock and awe trembles the nerves of the rival forces and masses, and defeat them psychologically even before the beginning of the war. The US media had already launched campaign against the war provided the world had witnessed the sorry state of her forces in Afghanistan. Somehow, few channels aimed to create unabated harassment against the so called terrorist designs articulated by Saddam Hussein in such a way that the American subjects looked for the destruction of Saddam network for their own safety and protection. The Bush administration added fuel to fire by narrating false tales about the presence of still unexplored chemical

Video Clip with Written Assignmen Essay Example | Topics and Well Written Essays - 750 words

Video Clip with Written Assignmen - Essay Example Though the changes have not contributed much in changing the public figure of nursing, nurses have gained sovereignty, accountability in addition to increasing their duties in the health care. Contemporary nursing on the other hand is exclusive as it includes not just knowledge from a specialised body, but also making use of composite level of technology, vast actions and attained skills (Auerbach et al., 2007). This era faces nursing scarcity and therefore in order to meet the growing demand, nurses are required to continue with their contemporary roles and responsibilities. Incentives for maintenance ought to be developed in order to support these aging and experienced nurses as well as postponing their retirement. According to the Bureau of Labour Statistics the clinical health care industry is currently made up of over 2 million strong nurses. Nurses are of different types with a broad capacity of responsibility and their profession is obtained differently. The first part will analyse the traditional roles of RNs in Australia and Internationally as well as identifying the factors leading to extensive scope of their roles and responsibilities. The second part will discuss the expanded roles and responsibilities of RNs drawn from related literature. The results of these changes to the clinical care will also be discussed. Most of these responsibilities go beyond the legal boundaries with the problems that come with compromising the safe care patients. Lorenzo et al. (2007) describes that this kind of situation may lead to a state of confusion, anxiety and conflict experienced by the registered nurses. The traditional role of RNs included accessing, planning, evaluating and implementing nursing care of the injured and the sick patients. Nurses have considerably improved on their scope of duties by offering education services as well as clinical training in contrast to that of licensed practical nurses (American Nurses Association, 2006). The first

Given the dynamism of today's market and the ever increasing degree of Assignment

Given the dynamism of today's market and the ever increasing degree of competition globally, produce a critical assessment of - Assignment Example In regard specifically to the business sector, the involvement of certain business tools and frameworks in the promotion of globalization seems to be extended. Reference can be made, for example, to the information systems, in all their forms. Information systems are highly related to globalization. Moreover, these systems are likely to be used by business worldwide as a tool for acquiring competitive advantage. The above role of information systems is presented in this paper. The Porter Five Forces model is used for explaining the involvement of information systems in the increase of business competitiveness, both locally and globally. Table of contents Executive Summary 2 1. Introduction 4 2. IT and competitive advantage 4 2.1 Effects of globalization on business – information systems and their relationship to globalization 4 2.2 Business processes and their relationship to information systems 7 2.3 Evaluation of the use of information systems as tools for increasing busines s competitiveness – Porter’s Five Forces model 10 3. Conclusion 12 References 14 Appendix 15 1. Introduction Aligning business processes with organizational objects is one of the most critical challenges that organizational leaders worldwide have to face. On the other hand, business processes are not standardized. Rather, they have to be changed continuously so that they can keep the organizational competitiveness high. Information systems can be considered as a tool that help business processes to achieve the above target. In practice, the use of information systems in organizations has been related to globalization. This view can be considered as justified if taking into consideration the following fact: information systems have been expanded across business activities of all sectors mostly because certain businesses have emphasized on the particular systems. Since the role of information systems in enhancing organizational profits and improving businesses processes has been made clear, the popularity of these systems worldwide has been increased. The relationship between information systems and globalization is examined in this paper. Particular emphasis is given on the potential use of information systems for achieving competitive advantage. It is proved that, indeed, information systems can play such role. However, it is necessary for the involvement of these systems in organizational activities to be carefully planned and monitored, otherwise the relevant plan will be led to a failure, either in the short or the long term. 2. IT and competitive advantage 2.1 Effects of globalization on business – information systems and their relationship to globalization. The high value of information systems for the development of business activities cannot be ignored. In order to understand the involvement of information systems in modern organizations it would be necessary to refer primarily to the effects of globalization on businesses; then, th e role of information systems in supporting business activities could be understood. Modern market is characterized by a ‘global integration’ (Walker 2004, p.171). This means that a firm can survive in the global market only if it is able to strengthen its processes so that they can secure the firm’s competitiveness towards its rivals (Walker 2004, p.171). At the same time, Doole and Lowe (2005) that globalization has set a new challenge for all businesses: instead of trying to keep their existing market position,

Impact of Knowledge Sharing for Elderly Housing Support

Impact of Knowledge Sharing for Elderly Housing Support The Impact of Knowledge Sharing in the Provision of Floating Support in Sheltered Housing for the elderly. Abstract As the population ages, increasing number of vulnerable older people are living alone in own home, sheltered housing or residential care. The needs of the older people are constantly changing and there is need for long term support. Older people living in sheltered housing with complex and high needs require access to services with a network of different types of support; high staff cover and supervision. Supported people introduced floating support to aid people with high and complex needs. Floating support aimed at preventing homelessness among people with high difficulties; and intensive support, with out-of-hours cover, for people with high needs. Housing services, social services, ‘health services have to liaise and coordinate the services being provided. Knowledge sharing will help ease of the tensions and demands among the agencies. This paper, which is based on an on-going PhD project, begins by examining the field of sheltered housing for the elderly, discusses floating support and the key prayers providing the support. This is followed by analysis of knowledge sharing and potential factors that are important to a successful knowledge-sharing in providing floating support to the services provider. This paper concludes that , trust, motivation, effective communication, shared mindsets, training and leadership are the critical for effective knowledge sharing in provision of floating support in sheltered housing for the elderly. Effective gathering and sharing knowledge and information between supported Housing providers, social services and health and Care agencies through the establishment of the Knowledge sharing initiatives. Keywords: Knowledge sharing, sheltered housing, floating support and Provisions Nowadays Knowledge is regarded as a strategic resource in organizations, and thus the leverage of knowledge is a key managerial issue. Knowledge creation, sharing and dissemination are the main activities in knowledge management. This study examines the influence the social and technological factors such as learning culture and IT use, could have on knowledge sharing of King Fahd University of Petroleum and Minerals (KFUPM) students. A cross-sectional survey was used as a methodology for data collection and 137 valid responses were collected from all the three categories of students that include graduates, undergraduates and preparatory students. The study shows that there is a significant positive relationship between the student learning culture and IT use on student knowledge sharing. The study limitations, practical implications, along with directions for further research are discussed.. Despite the strong interests among practitioners, there is a knowledge gap with regard to online communities of practice. This study examines knowledge sharing among critical-care and advanced-practice nurses, who are engaged in a longstanding online community of practice. Lack of knowledge and sharing knowledge with each other was also reflected on (Table 2 and Appendix). The participants from the specialized unit for demented people spoke about their lack of knowledge concerning demented people in general and they wanted more training. Their practical knowledge gained through long experience was put forward by the supervisor. Lack of resources, principally lack of time was another topic for reflection (Table 2 and Appendix). The participants spoke about the work with demented pensioners as time-consuming and that they hardly ever had the time they wanted, for instance to sit down and talk to the pensioners. The descriptions presented during the sessions and derived from practical experience could also support other staff who are dealing with the complexity of caring for demented people. The participants were given the opportunity of sharing their own knowledge with each other through comparing how they handled various tasks. Several studies show that staff who are given the opportunity to share their practical knowledge with others gain a wider variety of experience, attitudes, new ways, views and solutions to problems (Bulechek McCloskey 1985, Kadushin 1985). Johns (1995) emphasized that reflective practice always needs to be guided and that clinical supervision is central to the process of learning. Clinical supervision offers an ideal milieu for the guidance of reflective practice just as reflective practice offers an ideal method to structure what takes place within clinical supervision (Johns 1995). The benefits of these reflective discussions are not the focus of this study. It s eems reasonable, however, to assume that such well-designed discussions also help the nurses to achieve high quality care. (Olsson and Hallberg 1998) Effective knowledge sharing is vital to successful provision of floating support in sheltered housing for the elderly. There is still little knowledge available about home-based professional care for demented people and how to support it from a managerial point of view. In order to develop clinical supervision techniques further and to understand the home care staffs specific problems in their caring for demented people living in their own homes, it seems useful to study the content of supervision sessions. The professionals narratives during such sessions may contribute to a deeper understanding of professional home care for the demented. It is estimated that the best solution for elderly demented people is to stay at home, since their known environment can better support the maintenance of their personal lives and values. Staying at home supposedly gives demented people an opportunity to maintain ADL-performance, and promotes the individuals sense of self and integrity (Zgola 1988, Kihlgren 1990). Studies from Canada and the USA show that demented people remain in their homes during the major part of the disease (Alessi 1991, Gallo et al. 1991). It may well be that the circumstances are the same in Sweden. No studies, however, have been located. Usually demented people who stay at home are cared for by their own families (Dellasega 1991) and this is known to cause strain on the family caregiver (Given et al. 1990, Pushkar Gold et al. 1995). The family caregiver also seems to benefit from increased satisfaction and self-esteem related to taking on and carrying through the responsibility for their demented family membe r and they do not necessarily worry about their demented next of kin, as they tend to do if the demented becomes institutionalized (cf Stephens et al. 1991). On the other hand the family caregiver may suffer from social and affective limitations in his/her life especially at the beginning of the next of kins disease (Grafstrom et al. 1992) and Saveman et al. (1993) show that there is a risk of abuse of elderly people in informal care. Home care staff may have the opportunity to relieve such strain.(Olsson and Hallberg 1998) (Olsson and Hallberg 1998) Research on outcomes in supported housing has been very limited and most published studies are descriptive, rather than evaluative. Cost-effectiveness has generally not been investigated. The outcomes most commonly evaluated are satisfaction and quality of life. A recent GOSW research review has concluded that: Â § There are some beneficial effects of supported housing, particularly in relation to quality of life that could lead to improved health; Â § There is a lack of research into health related outcomes, such as re-admission rates or clinical symptoms; Â § The objective of promoting independence, as stated in the South West Regional Housing Strategy, should be assessed formally; Â § There is a need for formal evaluation of supported housing schemes to ensure that the projects meet the needs of the clients and the wider population. ABSTRACT In the area of knowledge management, many studies have been devoted to investigating how to design an effective knowledge-sharing system in organizations. These studies emphasized the importance of various aspects to the success of the knowledge-sharing system and provided us with hints concerning what critical factors we should consider in the design of a knowledge-sharing system for group learning. In this study, we aim at exploring the critical components of a successful knowledge-sharing system and influential aspects we should consider in the design of a system for group learning. To achieve this task, we conducted an experiment during a semester-long course. The participants in the experiment were the final-year undergraduate students of a business school in Hong Kong. Finally, several factors important to the success of a knowledge-sharing system were identified. Implications for teaching and learning were also provided. Keywords Knowledge sharing, group learning, critical success factor INTRODUCTION Knowledge sharing among students is believed to be an effective approach to facilitate studying and improve their academic performance. Therefore, how we should carry out successful knowledge sharing in the classroom is a meaningful topic and should be given some attention. To build a knowledge-sharing system is an approach worthy of effort in conducting effective knowledge sharing in school. However, which system aspects merit consideration is still a problem under investigation. Based on previous research, the present study explores potential factors that are important to a successful knowledge-sharing system and discusses some implications for academic teaching and learning. LITERATURE REVIEW In the area of knowledge management, many studies have been done to investigate how to establish an efficient system for sharing knowledge in organizations. These studies emphasized the importance of various aspects to the success of knowledge sharing system. For example, Almeida et als study (2002) emphasized the availability of multiple mechanisms, formal and informal, to share and transfer knowledge so as to flexibly and simultaneously move, integrate and develop technical knowledge. Besides, the organizational culture that is capable of supporting the flow of knowledge was also addressed as an important factor. Another study by Nelson and Cooprider (1996) empirically tested the relationships between IS performance and mutual trust and influence among IS groups and their line customers. They found that mutual trust can facilitate knowledge sharing and can then increase shared knowledge. Bryants paper (2003) mainly studied the role of leadership in organizational knowledge manageme nt by comparing the effect of transformational leadership and transactional leadership on knowledge sharing. The involvement of high technology in knowledge sharing is addressed by Hubers study (2001) that claimed that some of the barriers to knowledge sharing can to a certain extent be raised by utilizing appropriate technologies. A few studies noted the role of motivation in knowledge sharing. Most of them discussed the different effects of both extrinsic and intrinsic motivation on knowledge sharing. It was believed that extrinsic motivation is a short-term approach and cannot create a lasting commitment to sharing knowledge (Kohn, 1993). Moreover, extrinsic motivation is also inappropriate if the knowledge shared is mainly tacit in nature (Osterloh et al., 2000). In Hansens paper (2002), the results showed that project teams who could conveniently access related knowledge from other units by virtue of pre-existing relationships could complete their projects faster than those who failed to do so. Thus, pre-existing relationships are also a facilitating factor due to their shortening the path among units who possess related knowledge. Lastly, a common language is also believed essential for effective knowledge sharing so that knowledge producers and recipients can achieve fluent and accurate communication in exchanging ideas and knowledge (Ali, 2001). EXPERIMENTAL SETUP For this study, we planned an experiment that was conducted during a course and lasted for whole semester. The participants in the experiment were the final-year undergraduate students of a business school. For the purposes of this experiment, we separated all students into different groups with each group consisting of five to six students. We then assigned relevant project topics to different groups and asked them to finish the projects by the end of semester. At the beginning, we counseled the participants that sharing knowledge is an effective way of improving performance and encouraged them to share their knowledge with their group mates as much as possible during the projects. MEASUREMENT A questionnaire was designed to test the participants perceptions concerning knowledge sharing based on their experience acquired in the group projects. The questionnaire consisted of two parts. In the first part, we selected eight factors based on past studies, including knowledge-friendly culture, motivational practices, multiple available channels, leader supportiveness, trust, pre-existing relationship, common language and level of technology. Participants were asked to indicate the extent to which each of these factors is important to the success of knowledge sharing. The second part had four items: Email, Knowledge repository, Face-to-face (F2F) meeting and Formal seminar. We ask participants to indicate the frequency with which they used each of the above methods to share knowledge with their group mates. We distributed the questionnaire to 91 students in a course and finally obtained 75 usable samples for further data analysis. RESULTS The mean, max and min values for each of the eight variables in the first part are summarized in Table 1. In addition, we conducted a series of paired t-tests to statistically compare every possible pair of means. Based on the results of the t-test (Table 2), we categorized the eight factors into five different groups: knowledge-friendly culture and motivational practices, multiple available channels and leader supportiveness, trust, pre-existing relationship and common language, and, lastly, level of technology. Trust Culture Motivation Channels Leader Relation Language Tech MEAN 6.04 5.84 5.76 5.52 5.51 5.12 5.27 4.71 MAX 7 7 7 7 7 7 7 7 MIN 3 4 4 3 4 3 3 1 Importance MAX MIN Table 1. Results of the first part Culture 2.15 Motivation 2.71 0.92 Channels 4.36 2.66 2.31 Leader 5.18 3.42 2.32 0.12 Relation 6.54 6.11 5.16 2.95 3.04 Language 6.31 4.22 3.66 1.98 1.96 0.95 Tech 9.28 8.41 6.83 5.03 5.73 2.70 3.50 t-value Trust Culture Motivation Channels Leader Relation Language Table 2. Results of paired t-test ( p In each above group that contains more than one factor, the factors are not statistically different from each other. For example, the knowledge-friendly-culture factor is perceived as equally important as the factor on motivational practice. We then prioritized these five groups in terms of their importance to the success of knowledge sharing by comparing their mean level. Obviously, building trust is the most important factor and the level of technology the least, as shown in Table 1. The mean, max and min values of the second part of the dataset are exhibited in Table 3. We also worked out the percentage of responses that rated the item more than 4 points. By referring to this percentage and checking the corresponding mean values, we can obtain information concerning how many of participants at least frequently used each method to share their knowledge with others. To conclude, F2F meeting is the most frequently used approach to sharing knowledge. Formal seminars, on the contrary, were the least used. F2F Email Repository Seminar MEAN 5.83 5.41 4.48 3.00 MAX 7 7 7 7 MIN 4 2 2 1 Frequent Usage 94.7% 85.3% 46.7% 21.3% Table 3. Data of the second part IMPLICATIONS Our study has essential implications for course teaching and learning. Our study suggests that in order to facilitate knowledge sharing among students, building trusting relationships is the first and most important step to take. Such trust can be built and strengthened via gradual mutual understanding. Therefore, there should be various opportunities and occasions for students to get to know each other. In this way, improved trust due to good understanding can raise the psychological barriers to communication and can then increase the students willingness to share knowledge. Moreover, a healthy culture should be fostered among students that learning from others and sharing what you know with others is the right thing to do and an effective way of improving study. In this arena, instructors play a particularly critical role. As for the sharing activity itself, increasing interactive communication between students is still an ideal way of proceeding. Whether in class or after class, s tudents should be provided with adequate opportunities for face-to-face discussions without the presence of instructors so that they can actively share knowledge during these discussions. Frequent formal seminars are not an effective approach for sharing knowledge because they hardly communicate with each other to exchange opinions and thoughts during the seminars. REFERENCES Ali, Y. (2001). The intranet and the management of making and using skills. Journal of Knowledge Management, 5, 338-348. Almeida, P., Song, J. and Grant, R. M. (2002). Are firms superior to alliances and markets? An empirical test of cross-border knowledge building. Organization Science, 13, 147-161. Bryant, S. E. (2003). The role of transformational and transactional leadership in creating, sharing and exploiting organizational knowledge. Journal of Leadership Organizational Studies, 9, 32-44. Hansen, M. T. (2002). Knowledge networks: Explaining effective knowledge sharing in multiunit companies. Organization Science, 13, 232-248. Huber, G. P. (2001). Transfer of knowledge in knowledge management systems: unexplored issues and suggested studies. European Journal of Information Systems, 10, 72-79. Kohn, A. (1993). Why incentive plans cannot work. Harvard Business Review, 71,54-63. Nelson, K. M. and J. G. Cooprider (1996). The contribution of shared knowledge to IS group performance. MIS Quarterly, 20, 409-432. Osterloh, M. and Frey, B. S. (2000). Motivation, knowledge transfer, and organizational forms. Organization Science, 11, 538-550. Knowing in Community: 10 Critical Success Factors in Building Communities of Practice The Limits of Knowledge Management Many companies are discovering that the real gold in knowledge management is not in distributing documents or combining databases. In the last few years many companies have used the internet and other new information technology to link professionals across the globe to share documents or compare data. But many are discovering that the real value in knowledge management is in sharing ideas and insights that are not documented and hard to articulate. This undocumented, hard-to-articulate knowledge is what has been called tacit knowledge (Polanyi, 1958). A group of systems designers for a computer company tried to share their knowledge by storing their documentation for client systems in a common database. They soon discovered that they did not need each others documentation. They needed to understand the logic other system designers used — why that software, with that hardware and that type of service plan. They needed to understand the thinking of the other system designers. A petrophysicist trying to interpret unusual data from a deep sea oil well needed help from a colleague who had seen similar anomalies and could help him think through how to interpret it. Only in the course of the discussion were they able to understand the anomaly. A geologist faced with an array of new seismic tools needed to know which would be most useful in his particular application. A product development team at an auto company found through their internet that another development team had developed and rejected a design ideas similar to one they were considering. They needed to understand the reasons for the rejection and get feedback from the other team on the approach they were considering. A sales manager working with a particularly difficult client needed to know how sales managers for other product lines had dealt with that client. In all these cases people needed tacit knowledge; knowledge that was not documented, that their peers had never previously articulated, and t hat needed to be thought about to be shared (McDermott, 1999a). Using typical knowledge management methods to leverage tacit knowledge often results in information junkyards and empty libraries. At the heart of most knowledge management efforts is an attempt to document and share information, ideas and insights so they can be organized, managed and shared. But documenting tacit knowledge frequently does more harm than good. When a major computer company first introduced its knowledge site, it asked field engineers to place their files in a common database. But, like many other companies, this company soon discovered that their staff did not want to hunt through many, redundant entries. As one engineer said, My own file cabinet is bad enough, why would I want look through everyone elses file cabinet. Rather than a resource, the company had created an information junkyard, full of potentially good material that was too much trouble to sort through. The field engineers wanted someone familiar with their discipline to assess the material, decide what is important and to enrich the documents in the database by summarizing, combining, contrasting, and integrating them. This would make the junkyard useful. Another company instructed their professional staff to document key work processes so others could easily learn from them. Most staff felt their work was too varied to capture in a set of procedures, but eventually they completed the task. Within a year the database was populated, but little used, an empty library. Most people found the information to be too general to be useful. The help they needed was still in the experience — the tacit knowledge of their peers. Communities of Practice Leverage Thinking Ironically one of the oldest elements of organization is key to leveraging tacit knowledge, communities of practice. Communities of practice are groups of people who share information, insight, experience, and tools about an area of common interest (Wenger, 1998). A communitys focus could be on a professional discipline like reservoir engineering or biology a skill like machine repair or a topic like a technology, an industry, or a segment of a production process. In a manufacturing company, for example, communities were formed around steps in the production process. Shell Oil Co.s New Orleans operation, which is organized into cross-functional teams, formed them around key disciplines and topics that cross individual teams. Communities of practice have always been part of the informal structure of organizations. They form spontaneously as people seek help, try to solve problems, develop new ideas and approaches. Some say that spontaneous communities of practice have always been the real vehicle through which technical knowledge spreads through organizations. Spontaneous communities of practice are informal. People participate in them as their interest, time and energy dictates. Although they usually gel around a particular topic or domain, the specific issues they focus on change over time, as the needs and interests of their members change. Communities are held together by passionate interest and value. Communities of practice frequently form around topics community members have invested many years in developing; topics they are often passionately interested in, a science, a craft or a manufacturing process. But communities of practice are not just celebrations of common interest. They focus on practical aspects of a practice, everyday problems, new tools, developments in the field, things that work and dont. So people participate because the community provides value. Community members frequently turn to each other to help solve technical problems, like interpreting anomalous data. Because they are often linked, not only to each other but also to suppliers, universities and others outside their organization communities of practice, they often keep members informed of new developments in the field. Because community members share a common technical interest, they can share ideas and concerns with others who really unders tand. And praise from community members is often the most meaningful because technical peers really understand the difficulty of the work or the brilliance of an analysis. As a result, people often have a great deal of their professional identity tied up in their communities. Communities of practice link people in many ways. Communities frequently link people with a common interest who do not have regular day-to-day contact. For example, in Shell Oils New Orleans operation, communities link people who work on different teams. In this double knit organization (McDermott, 1999b) teams are the core organizational structure. Communities form around technical disciplines and topics that draw people from many teams. Each community operates in its own way, but the Turbodudes community is fairly typical. The Turbodudes draw people from different disciplines (geology, geophysics, petrophysics, reservoir engineering) who are interested in a particular kind of geological structure common in the Gulf of Mexico, turbidites. The Turbodudes stay together through five key components: a coordinator, mentors, a weekly meeting, presentations by outside vendors, and a website that stores topics discussed at previous meetings. For the last two years the Turbodudes have met ev ery Tuesday at 7:30 in the morning, before the other organizational meetings begin. Typically twenty to forty people come to the meetings. While there are often many new faces at the meetings, there is a core group of ten high-contributors who make most of the meetings. The meetings seem very informal. The coordinator asks who has a question or problem. After a short presentation, others offer their observations, describing the logic or assumptions they made in formulating those observations. A technical specialist takes notes on her computer. The following day meeting notes are posted on the communitys website. While the meeting only lasts an hour, people often leave in small groups hotly engaged in discussions of the meetings topic. But these meetings are not as informal as they seem. Between meetings the coordinator walks the halls connecting people with others who share similar concerns, following up on the meetings topics, and finding topics for the next meeting. To keep discus sions focused on cutting edge topics and to keep senior community leaders engaged, the community developed a mentorship program for people new to the field. The mentorship program provides an avenue for basic questions and distributes the job of educating new community members in an equitably. Communities thrive on trust. One of the main dynamics of the Turbodudes and many other communities of practice is that members ask for and offer help solving technical problems. Regularly helping each other makes it easier for community members to show their weak spots and learn together in the public space of the community. Having frank and supportive discussions of real problems frequently builds a greater sense of connection and trust between community members. As they share ideas and experiences, community members often develop a shared way of doing things, a set of common practices, and a greater sense of common purpose. Sometimes they formalize these in guidelines and standards, but often they simply remain what everybody knows about good practice. In the course of helping each other, sharing ideas, and collectively solving problems, everybody often becomes a trusted group of peers. Communities of practice are ideal vehicles for leveraging tacit knowledge because they enable person-to-person interaction and engage a whole group in advancing their field of practice. As a result, they can spread the insight from that collaborative thinking across the whole organization Critical Success Factors for Community Building Communities of practice are a new/old kind of organizational form. Even though communities of practice have been part of organizations for many generations, we have only recently begun to understand their dynamics and tried to intentionally develop them. Because they are organic, driven by the value they provide to members, organized around changing topics, and bound by peoples sense of connection, they are very different from teams and other organizational forms most of us are familiar with (McDermott, 1999b; Wenger Snyder, 2000). The challenges they pose and the factors in making them successful are also different. There are four key challenges in starting and supporting communities capable of sharing tacit knowledge and thinking together. The management challenge is to communicate that the organization truly values sharing knowledge. The community challenge is to create real value for community members and insure that the community shares cutting edge thinking, rather than sophisticated copying. The technical challenge is to design human and information systems that not only make information available but help community members think together. And the personal challenge is to be open to the ideas of others and maintain a thirst for developing the communitys practice. Ten factors, dealing with each of these challenges, are critical to the success of communities of practice. Without them, communities tend to flounder or fail. Critical Success Factors in Building Community Management Challenge 1. Focus on topics important to the business and community members. 2. Find a well-respected community member to coordinate the community. 3. Make sure people have time and encouragement to participate. 4. Build on the core values of the organization. Community Challenge 5. Get key thought leaders involved. 6. Build personal relationships among community members. 7. Develop an active passionate core group. 8. Create forums for thinking together as well as systems for sharing information. Technical Challenge 9. Make it easy to contribute and access the communitys knowledge and practices. Personal Challenge 10. Create real dialogue about cutting edge issues. The Management Challenge Knowledge management, like total quality and reengineering has become the latest of management fads. Many professionals have found that if they just keep their heads low they can escape the extra work and impact of these fads. With so many pressures drawing on their time, it is often hard to get the attention of professional staff. Four factors can communicate that management really does support knowledge-sharing communities. 1. Focus on knowledge important to both the business and the people. To show that communities of practice are important, form them around topics at the heart of the business, where leveraging knowledge will have a significant financial or competitive impact. Communities of practice at Shell, a very technically oriented company, started around technical topics. At a manufacturing company, we formed the first communities around major steps of the manufacturing process

Essay --

Introduction Gone with the Wind is a classic fictional love story that depicts life in the old south before, during and after the Civil war. The book was originally written in 1936 by Margret Mitchell, the movie adaptation was released in 1939, directed by Victor Fleming, and staring Clark Gable and Vivian Leigh. Ms. Mitchell grew up listening to Civil war stories from confederate veterans. It was reported that they told her everything; everything that is, except that they had lost the war, she found that out when she was 10 years old. Though the book was written 71 years after the Civil War ended, Ms. Mitchell did her research and appears to have drawn inspiration from those childhood stories that she was told. This is apparent in the detailed description of the clothing, houses, and everyday discussions and interactions of the characters throughout the book. Though not all historically correct most of what is in the book is accurate. During the time the movie was released, â€Å"damn† was considered to be vulgar and controversial and they used the term â€Å"darkies† to describe the slaves. Summary of the movie The movie revolves around the sometimes love hate relationship between Rhett Butler and Scarlett O’Hara and how she will do whatever it takes to survive. It over romanticizes the old south and how the plantations were run and deals with topics such as slavery, reconstruction of the south and has a strong feminist survival theme to it. Scarlett â€Å"makes her uncontrollable self-centeredness seem like the most charming thing in the world.† She is a young southern belle and every man in the county is smitten with her. Though she could have any man she wanted, her eyes are set on the Mr. Ashley Wilkes who is engaged to marry his c... ...e (Ashley’s wife) dying and a promise to take care of their son, Scarlett realizes her true love to Rhett though it is to late as Rhett walks away from the marriage. She will return back to Tara plantation to find a way to win him back. Mitchell, Margaret, Margaret Mitchell's Gone with the Wind Letters, 1936-1949, Edited by Richard Harwell, New York: Macmillan, 1976. â€Å"Gone with the Wind Letters† is essentially a collection of letters written by Ms. Mitchell to those that wrote to her about Gone with the wind. One letter in particular is to Vivian Leigh who plays Scarlett in the movie. Thompson, C. Mildred. Reconstruction in Georgia: Economic, Social, Political, 1865-1872, Gloucester, Mass.: P. Smith, 19641915. This book contains the history of the Reconstruction of Georgia. It gives you an insight to the economic, social, and political aspects of Reconstruction

Enzymes in the Dairy Industry

Cherno Okafor Aida Stefani SBI4U Octover 20th, 2012 Assignment 1: Cellular Biology furthers technology-Enzymes in the Dairy Industry Since ancient times, enzymes have played an important role in food production. Especially in the diary industry, some enzymes are required for the production of cheese, yogurt, and other dairy products, while others are used in a more specialized fashion such as improving texture or flavour of the product. Enzymes are used to catalyze the desirable reactions in industrial processes. Today, enzyme applications in such processing get more difficulties because of the rare occurrence and high costs.The aim of using the microbial enzymes is to achieve this problem. Five of the more common types of microbial enzymes involved in the dairy industry involve: Rennet, Proteases, Lactase, Catalase, and Lipases. Milk contains proteins, especially caseins which maintain its liquid form. Proteases are enzymes that are added to milk during the process of cheese product ion, to hydrolize caseins, like kappa caseins, which stabilizes micelle formation and thus preventing milk coagulation. On the other hand, rennet and rennin are general terms for enzymes used to coagulate milk.The Chymosin enzyme which can be obtained from animal, microbial, or vegetable sources, is responsible for up to 70% of cheese production. It is now possible to produce chymosin in genetically modified fungi. These modified microorganisms contain the gene derived from the stomach of calves that is responsible for producing chymosin. When grown in a bioreactor, they release chymosin into the medium. Afterwards, the enzyme is extracted and purified, yielding a product that is 80%-90% pure. Natural rennin contains only 4%-8% active enzyme.Chymosin produced by genetically engineered microorganisms is now used to produce cheese in many different countries. Rennet (Chymosin) has owed to an increase in demand for cheese production worldwide. Rennin acts on milk in two stages, by enzy matic and by nonenzymatic action, resulting in the coagulation of milk. In the enzymatic phase, the resultant milk becomes a gel due to the influence of calcium ions and the temperature used in the process. Many microorganisms are known to produce rennet-like proteinases, as mentioned above, which can substitute the calf rennet.Good yields of milk-clotting protease may be obtained in a medium containing 4% potato starch, 3% soybean meal, and 10% barley. During growth, lipase is secreted together with the protease. Therefore, the lipase activity has to be destroyed by reducing the pH, before the preparation can be used as cheese rennet. Protease is another notable enzyme. Cow milk contains a number of different whey proteins such as lactoglobulin and lactalbumin. The denaturing of these whey proteins, using proteases as catalysts, results in a creamier yogurt product. The denaturing of whey proteins is also essential for cheese production.In addition, proteases reduce allergic proper ties of cow milk products for infants, which produce healthier milk for them. Lactease is a glycoside hydrolase enzyme that decomposes lactose into its constituent sugars of galactose and glucose. Lactose intolerant individuals can result from insufficient production of lactase enzyme in the small intestine. Feeding lactose-containing milk to lactose-intolerant individuals can result in discomforts such as: cramps, gas, dehydration, diarrhoea in the digestive tract upon ingestion of milk products, or maybe even death.Lactase provides relief for lactose and tolerant individuals because it can be used commercially to prepare lactose-free products, particularly milk by the process of hydrolysis of the lactase into glucose and galactose. In addition, lactase enzymes can be used in preparation of ice cream to make a creamier, sweeter-tasting product and improving digestibility. Finally, this reduces sandiness due to crystallization of lactose in concentrated preparations. Also, cheese ma nufactured from hydrolyzed milk ripens more quickly than the cheese manufactured from normal milk.Another problem presented by lactose is its low solubility. This prevents the use of concentrated whey syrups in many food processes as they have an unpleasant sandy texture and are readily prone to microbiological spoilage. Adding to this problem, the disposal of such waste whey is expensive due to its high biological oxygen demand. These problems may be overcome by hydrolysis of the lactose in whey; the product being about four times as sweet, much more soluble and capable of forming concentrated, microbiologically secure, syrups.Technologically, lactose crystallizes easily which sets limits to certain processes in the dairy industry, and the use of lactase to overcome this problem has not reached its fullest potential because of the associated high costs. Moreover, the main problem associated with discharging large quantities of cheese whey is that it pollutes the environment. But, t he discharged whey could be exploited as an alternate cheap source of lactose for the production of lactic acid by fermentation. In the production of cheese, hydrogen peroxide is a potent oxidizer and toxic to cells.Catalase enzymes are used are used instead of pasteurization, when making certain cheeses such as Swiss, in order to preserve natural milk enzymes that are beneficial to the end product and flavour development of the cheese. Due to pasteurization, these enzymes would be destroyed by the high heat. Therefore, Catalase enzymes are typically added to convert to the hydrogen peroxide to water and molecular oxygen which will enhance final production. Finally, there are the lipases in the dairy industry. Lipase enzymes are primarily used to break down milk fats and give characteristic flavours to cheeses.The flavours come from the three fatty acids produced when milk fats are hydrolyzed. Hydrolysis of shorter chains of fatty acids is preferable as it results in desirable taste s of many cheeses unlike the hydrolysis of longer chains of fatty acids which could result in soapiness or no flavour at all. It is notable to mention egg products. Many industrially produced cream products used dried egg powder instead of fresh eggs. The enzymes of lipase and glucose are implemented in order to preserve egg powder and maintain its colour.These enzymes are often produced with the assistance of genetically modified microorganisms. Genetically modified microorganisms result in better yields in simply systems. Several cheese making experiments have been carried out with recombinant chymosin and the general aspects of recombinant chymosin have been dealt with. Since most of the rennet (>90%) added to cheese milk is lost in the whey, immobilization would considerably extend its catalytic life. Several rennets have been immobilized, but their deficiency as milk coagulants has been questioned.So, there is a fairly general support for the view that immobilized enzymes canno t coagulate milk properly, owning to inaccessibility of the peptide bond of K-Casein, and that the apparent coagulating activity of immobilized rennets is due to leaching of the enzyme from the support. Different types of conventional cheeses have been successfully made by using recombinant rennet on an experimental scale. No major differences have been detected between cheeses made with recombinant chymosins or natural enzymes, regarding cheese yield, texture, smell, taste, and ripening.Cheese ripening is a complex process mediated by biochemical and biophysical changes during which a bland curd is developed into a mature cheese with characteristic flavour, texture, and aroma. The desirable attributes are produced by the partial and gradual breakdown of carbohydrates, lipids, and proteins during ripening, mediated by several agents (i) residual coagulants, (ii) starter bacteria and their enzymes, (iii) nonstarter bacteria and their enzymes, (iv) indigenous milk enzymes, especially proteinases, and (v) secondary inocula with their enzymes.Proteolysis occurs in all the cheese varieties and is a prerequisite for characteristic flavour development that can be regulated by proper use of the above agents. Cheese ripening is essentially an enzymatic process which can be accelerated by augmenting activity of the key enzymes. This has the advantage of initiating more specific action for flavour development compared to use of elevated temperatures that can result in accelerating undesirable nonspecific reactions, and consequently off flavour development.Enzymes may be added to develop specific flavours in cheeses, for example lipase addition for the development of Parmesan or Blue-type cheese flavours. The pathways leading to the formation of flavour compounds are largely unknown, and therefore the use of exogenous enzymes to accelerate ripening is mostly an empirical process. Moreover, there are Proteolytic enzymes of lactic acid and bacteria in fermented milk product s.This system is composed of proteinases which initially cleaves the milk protein to peptides; peptidases which cleave the peoptides to small peptides and amino acids; and transport system responsible for cellular uptake of small peptides and amino acids. Lactic acid bacteria have a complex proteolytic system capable of converting milk casein to the free amino acids and peptides necessary for their growth. These proteinases include extracellular proteinases, endopeptidases, aminopeptidases, tripeptidases, and proline-specific peptidases, which are all serine proteases.Aminopeptidases are important for the development of flavour in fermented milk products, since they are capable of releasing single amino acid residues from oligopeptides formed by extracellular proteinase activity. Nevertheless, the other minor enzymes having limited applications in dairy processing include: glucose oxidase, catalase, superoxide dismutase, sulphydryl oxidase, lactoperoxidase, and lysozymes. Glucose ox idase and catalase are often used together in selected foods for preservation. Superoxide dismutase is an antioxidant for foods and generates H2O2, but is more effective when catalase is present.Thermally induced generation of volatile sulphydryl groups is thought to be responsible for the cooked off-flavour in ultra high temperature processed milk. Use of sulphydryl oxidase under aseptic conditions can eliminate this defect. The natural inhibitory mechanism in raw milk is due to the presence of low levels of lactoperoxidase, which can be activated by the external addition of traces of H2O2  and thiocyanate. The societal impacts of some dairy enzymes are that chymosin, a high quality enzyme, is available at an attractive price.This helps assure available of extra cheeses at a reasonable cost. Due to the lipases, there is a wide variety of flavourful, high-quality cheeses. To sum up, I think that it is amazing that there is a wide variety of alternatives of dairy products as a resu lt of these enzymes that aid the dairy processes. The lactase enzymes can now help individuals enjoy the nutritional benefits and sensory pleasure of dairy products without gastrointestinal side effects by selecting lactose-free or lactose-low dairy products or by providing commercially available lactase to dairy products in the home.It is interesting how these enzymes sustain processes that enable higher yields, more enzyme production; and higher activity, more efficient, affective, dynamic enzymes. Bibliography Category. â€Å"Enzymes in the Dairy Industry – Uses for Enzymes in Food Preparation – Enzymes and Dairy Products. †Ã‚  About. com Biotech and Biomedical Pages. About. com, n. d. Web. 20 Oct. 2012.