Prospero as a Self-Centred Magician Who Demonstrates Some...

Prospero as a Self-Centred Magician Who Demonstrates Some of the Worst Qualities The Tempest was one of Shakespeares last plays and unlike the earlier ones didnt really fit into any certain genre, instead it had elements of all the themes within it: Also a lot of his plays had sad endings, take Romeo and Juliet a very romantic play that had a tragic ending but this changed when he was writing his last plays and so they had happier endings which contained an element of forgiveness and new beginnings. Let your indulgence set me free. It is set in the Mediterranean and has connections with Italy like many of Shakespeares plays such as The Merchant Of Venice and Romeo and†¦show more content†¦make not too rash a trial of him. He didnt deny Miranda an education at a time when it wasnt considered necessary to educate women; in fact it would be considered strange to educate women, yet still he gave her this advantage in life. I, thy schoolmaster, made more profit than other princes can. This also indicates that Prospero isnt at heart an evil man and that he only wants the best for his daughter, the same as any loving father would. Due to him possessing qualities such as these one can only assume that Prospero isnt as bad or heartless as the statement makes out. Caliban, son of Sycorax and later slave of Prospero, accuses Prospero of taking the island that rightfully belonged to him and making him a slave. All this happens after Caliban misguidedly shows Prospero where all the rivers, fertile land and other such essentials were. He did this because Prospero was at first very kind to him: Thou strokst me and made much of me. However this treatment changed when Prospero got what he wanted: This island mine by Sycorax my mother, which thou takst from me. Once again we see the cunning side of Prospero emerging; we see how ruthless and selfish he can be when trying to acquire something. The relationship between

The Great Civilizations And Empires Have Changing...

Great civilizations and empires have changing political atmospheres based on the development of the nation. Political divisions can form and dissolve quickly based on the focus of an economy or the values of the population. However, civil wars are caused by deeply rooted political divisions that are caused by a lack of compromise and politicians prioritizing other issues besides those plaguing the majority of the empire. Often times, violence and hatred begin to infiltrate the government and compromise becomes impossible between two opposing ideologies. In Roman civilization, the deep rooted political division can be traced back to the Senate ignoring the policies of the Gracchi brothers and their ensuing deaths. In the present American society, the political atmosphere is beginning to mirror that of Rome around the time of the death of the Gracchi brothers. The division between the two political parties is widening due to hatred and violence that is beginning to appear more often in political situations. Using Roman civilization as an example, the causes and effects of the current political division in America can be predicted if the atmosphere does not become more accepting of the opposing party. The division of Rome into two distinct opposing ideologies can be traced back to the time of the Gracchi brothers. In the years of the early republic, there were ideological differences between groups of people in Rome; however, these differences expanded once the GracchiShow MoreRelated Mycenaean Civilization Essay1634 Words   |  7 PagesMycenaean Civilization The Mycenaean civilization flourished for four hundred years in the late Bronze Age before collapsing in to small bands of subsistence farmers. Some historians attribute this decline to ‘the Sea People’ who terrorized the Egyptians, Anatolians and the Hittites. 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Periodic Performance Review Free Essays

Periodic Performance Review A Periodic Performance Review is a compliance evaluation instrument used to assist organizations with their ongoing observation of performance and routine development actions. The PPR is an outlines for constant standards compliance and concentrations on the direction and processes that affect patient safety and care. Noncompliant Trends The Joint Commission medical staff standards defines evaluation standards, the commission pushes hospitals toward unbiased and evidence-based decisions in credentialing and privileging. We will write a custom essay sample on Periodic Performance Review or any similar topic only for you Order Now In this scenario the rules and policies are clearly mapped out, yet they are not being properly followed. The verbal order audit results seem to have no consistency. These standards now outdate a lot of hospital policies and practices prevailing equally internal and external peer review, and call for a comprehensive revision to comply with Joint Commission performance evaluations. The month of March is the highest, while August is the lowest month. The months in between were about the same from eighty-two to eighty-eight. The issue that needs to be address is what took place between March and August. After carefully looking over the charts provided for both 3 4-east, there isn’t a huge indicator that supports the similarity for falls vs. nursing care hours per patient. November and April were the only two months that a noticeable improvement was made, meaning the nursing hours increased and the falls decreased. Although, the very next month the falls increased drastically, it went from two to eleven falls, while only one hour was increased. Staffing Patterns The safety and quality of patient care is honestly correlated to the size and experience of the staff. These working conditions have deteriorated in this facility because the hospitals have not kept up with the growing demand for medical staff. The Joint Commission along with some state regulations measures some bare minimum level of staffing that all hospitals must meet regardless of the types and severity of patients. Pressure ulcer prevalence vs. nursing care hours was more of a parallel comparison, as the staffing hours increased the pressure ulcer prevalence decreased. While the intensive care unit was very noticeable in relating the falls vs. ours. In September when the nursing hours per patients dropped it was evident that the number of patient falls increased and they came was with VAP vs. hours. The corrective action plan should take this data into consideration to improve the staffing model, to also decrease patient falls which was be shown through this root cause analysis. The hospital requires at least one fire drill per shift per quarter. It seems that only the 1st shift is in compliance. Both the 2nd and 3rd shift have no rhyme or rhythm to how they are conducting the fire drills. This needs to be address immediately by a member of management. Also, a manager or assistant should be required for scheduling the fire drill and must sign off on completion. Moderate Sedation Monthly Audit is overall in the ninety percentile there are still many areas for improvement. Any of the area that was below the ninety marks is an area for opportunity. Such as Mallampati Classification, ASA, Sedation Plan. Reassessment, and oxygen saturation monitored for thirty minutes, all of these area were below ninety percent for all for quarters. Therefore, it’s a trend that needs to be addressed. The number of falls in the 4-East wings is disturbing when it’s put next to the targeted number, this is unacceptable. A substitute process that has the possibility to improve staffing issues and improve payment to hospitals would be to frankly connect the costs and billing for inpatient health care with hospital reimbursement. The action plan needs to provide that appropriate equilibrium and to make sure that the correct nurse is providing the right care to every one of the patients. Staffing Plan There are two sides to the staffing issues. One side would be the nurses point to confirmation linking quality patient care to higher nurse-to-patient staffing ratios. While the other side would be hospital economic teams are being asked to discover ways to improve manage costs in expectation of declining expenditure under health development. The argument is not new. Nursing and financial management have had long debates on how to staff efficiently and make certain the right number/mix of nurses to meet patient needs. An action plan needs to be put into place and monitored extremely closely by a member of management. There is no reason why they actually and targeted number are so off track. A patient care assistant should be there to assist patients with movements, especially for those patients who have a history of falls or injuries. Reviewing the overall hospital falls and injuries I noticed that it’s closer to the targeted number, but there are still many areas for development. The suggestion is that hospital must address conflict of interest when credentialing, privileging and conducting peer reviews of physicians. | How to cite Periodic Performance Review, Papers

Comparison of Remuneration Systems †Free Samples for Students

Question: Explain Report on Executive Remuneration? Answer: Introduction The Performance of the Executive Remuneration Report of Australian companies is a definitive wellspring of market information that has been composed particularly for associations working inside the Australian enterprises. It incorporates those included in communicating, print and electronic media. The report is intended to give members an intelligent picture of compensation in the business and the performance and remuneration of executives on short term impetuses and long term impetuses. Review of topic and review of Literature In Australia, report from the Australian Council of Superannuation Investors found that CEO compensation has declined since the GFC, with new CEOs being procured on lower pay. Whenever, settled pay was declined, nonetheless, the report found that by far most of ASX100 CEOs got a reward in the year 2015, the biggest extent since year 2008.(Adrian, 2016) Chief compensation in Australia shrank by 3.3 for every pound general and by 4.6 for each pound over the ASX200 in the year 2015, takes note of the ACSI ponder. ACSI communicated the view that the decrease in compensation is an aftereffect of the two-strikes control, which has seen sheets draw in with shareholders before the distribution of the compensation report and structure, to address financial specialist and group worry about inordinate pay. Comparative reviews recommend CEO compensation keeps on ascending in the US and the UK, where 'say on pay' does not have the teeth of the two-strikes run the show.(Seamer, 2015). In Australia organizations does not have to disclose the pay ratio since it provides the measure of extent of paying up for the gap that is measured to the extent of top management and bottom income group of people. Although it is worth mentioning that organizations does disclose this kind of information in the remuneration report for executives. Disclosing the pay ratio forms the greater transparency around the CEO pay and places certain kinds of constraints in escalating the remuneration of executives. The compensation f or CEO has grown over the years at an alarming rate over the last three decades in Australia. While sheets give off an impression of being tending to shareholder worry about compensation regarding settled pay, the report found that 93 for each pound of ASX100 CEOs got a reward a year ago. Of worry to ACSI was that the middle measure of reward paid was 76 for each pound of the conceivable most extreme sum on offer. ACSI proposes that organizations could utilize rewards to increment settled pay, which thusly recommends that rewards are not adequately connected to execution. Since the GFC, the hole between CEO compensation and normal week after week profit has limited. In the year 2007 it remained at 95 times and tumbled to a 12-year low of 62 times in the year 2015. Given the predominance of impetuses over the monetary administrations area, where it is solidly trusted that rewards are fundamental to inspire representatives, the move by Woodford Investment Management in the UK to get rid of rewards has resounded both inside and past that division. It has been referred to the scholastic proof to back the company's position, including an article from a Journal (Klettner, 2014), that states, 'Money related motivators are frequently counterproductive as they support gaming, extortion and other useless practices that harm the notoriety and culture of the association. They deliver the deceptive supposition that a great many people are childish and self-intrigued, which thusly dissolves trust.' Woodford Investment Management was cited in the media as saying, 'Many reviews presume that rewards don't function as an inspiration, as desire is as of now implicit. Behavioral reviews likewise recommend that rewards can prompt here and now basic leadership and wrong practices.' (Li, 2015) Rewards for Australian administrators keep on stirring civil argument. A current Australian government reaction to pay concerns was to approach the Productivity Commission (PC) to explore the oversight, responsibility and straightforwardness of compensation practices. No less than two PC-related results were questionable: the 'two strikes' and "claw back" proposition(Chang, 2017). This article considers the responses of two key partners, to be specific the Australian Institute of Company Directors and the Business Council of Australia. The perspectives of these two associations mirror a continuous assessment of guidelines and standards based administration structures. Declaring the need to consider interchange systematic models when concentrate official pay, the present article finishes up with a few inquiries concerning the intent(s) driving compensation changes and their conceivable results.(Klettner, 2014) Few commentators aim to justify the grounds of high pay based on the performance of the organisation. The high pay scale usually considers the highly skilled individuals, which forms the pivotal in determining the success of the company. Pay ratios forms the mandatory for the organisations to publish their pay ratio in order to curb down the excess growth in the pay and income inequality. Several Australian companies are now required to disclose the compensation of the CEO since it compares with their employees and they are not required to disclose the long-term pay incentives in the form of shares. This forms the large components of current executives pay packets since they are only required to lay down the comparison of the amount of CEO compensation with the pay of the selected group of employees. We distinguished an example of 104 firms that got a 'first strike' in 2011, the first year the new enactment was presented. We distinguished another 105 firms that got a "strike" in 2012(Wimmer, 2013). Unexpectedly, 22 firms were regular in these two examples. That is, these 22 firms got a 'moment strike' in 2012. We coordinated each "strike" (treatment) firm with a control firm. Our motivation was to accomplish control bunches that were fundamentally the same as the treatment bunches as far as firm and industry financial situations so that the impact of puzzling variables could be limited in our review(Fallatah, 2015). Henceforth, we coordinated control firms first by GICS-based financial segment classification5, second by working income, and third by financial year-end. We utilized both multivariate and univariate tests to address our investigate questions. (Christensen, 2015) We find that the CEO pay change was not fundamentally decidedly identified with execution in the 'principal strike' firms in 2011. In any case, for these organizations, CEO pay changes were adversely identified with the level of shareholder dispute on the compensation report. (Cybinski, 2013) Moreover, not at all like in the control gathering, the compensation execution interface has been expanding with the level of shareholder difference in the 'primary strike' firms. This outcome proposes that shareholders of the 'principal strike' firms in 2011 may have been over-excited in practicing their votes in the primary year of execution of the new enactment and "rebuffed" the 'principal strike' firms more extremely than they merited. In 2012, the compensation execution connection was more grounded contrasted and that in 2011 and positive both for the 'main strike' firms and the control firms(Riaz, 2015). The compensation execution connected for the 'main strike' firms of 2011 has been expanding in 2012 with slacked shareholder disagree. Moreover, the organizations that got the 'second strike' in 2012 had a weaker pay-execution connect thought about with that of the organizations that got the 'primary strike' in 2012. At long last, the compensation execution interface in the 's econd-strike' firms had been diminishing in the contemporaneous shareholder contradict level in 2012. Generally, our outcomes give proof of the beneficial outcome of the 'two strikes' manage on the compensation execution interface in Australian firms.(Fu, 2015) Making the use of publication ratios will probably help in reducing the inequality as the consequences of the outrage which the pay ratios would produce. As outlined by (_) some of the problems of with the procedure of determining the pay structure. There has been flaws with the way the organisations are governed representing the CEO is mainly constraint by the reaction of the outsider when it comes to determining the setting of compensation arrangement. A mandatory rule has been established which requires an Australian organization to publish the pay scale towards potential effects. It might force the corporate board to reassess the excess CEO pay might force an increase in the lower level employees as well. Company Reviews TEN NEWS Short term incentive scheme (STI) In the 2015 money related year, a few yet not the greater part of the execution obstacles were met. Subsequently, no STI installments will be made to members. Nonetheless, the Directors concurred that an ex-gratia reward installment be made to specific officials to mirror their noteworthy endeavors over the past monetary year. This is additionally in acknowledgment that some execution targets were met and that there has been a current change in the execution of the Company. This change is proven through evaluations also, income development in the 2015 year. Evaluations developed crosswise over key timeslots and socioeconomics, with 2015 evaluations up +1.4% to 24.7% group of onlookers share (2014: 23.3%). This has driven a 2015 income share development of +1.3% to 21.8% (2014: 20.5%). (Evans, 2016) Long term incentive scheme (LTI) Allotments of Loan Funded Shares were made in the year 2015 under the Ten Executive Incentive Plan, which was presented in 2014 after shareholder endorsement in December 2013. All allotments made under this Arrangement in the year 2014 and 2015 money related years are liable as per the general inclination of execution obstacles toward the finish of a 3 - year execution period. For 2016, the Board does not mean to make assignments of Loan Funded Shares however, the Board has discovered that distributions of execution rights will be made under an altered Ten Executive Incentive Plan. Execution rights will be liable to income share and EPS execution obstacles, with an execution time of 3 years. At the date of this report, the points of interest of the execution rights privilege and distributions to individual officials have not yet been resolved. (Bussin, 2015) Short term incentive scheme (STI) In the 2016 monetary year, not the majority of the STI execution obstacles were met. Under the terms of the STI plot, every one of the three obstacles must be accomplished before any installment is made. The Remuneration Advisory group concurred an optional reward installment to specific officials to mirror their huge endeavors over the past budgetary year in acknowledgment that a few targets were met and that there proceeds to be change in the execution of the Company notwithstanding the current decrease in the TV promoting market. This change is confirmed through proceeded with evaluations and income development in the 2016 year. The elements of remuneration have prompted a change in hidden EBITDA to $4.5m, up $16.5m from a $12.0m misfortune in 2015. Long term incentive scheme (LTI) In 2016 under a corrected Ten Executive Incentive Plan (TEIP) which was presented taking after shareholder endorsement in December 2015. All portions made under this arrangement in the 2016 monetary year are liable as per the general inclination of income share and profit per share (EPS) execution obstacles at the finish of a 3 - year execution period. Amid the year, senior administrators were given the alternative to trade their current Loan Financed Shares (LFS) for the reasonable esteem likeness Rights issued under the changed TEIP. Nine News In the year 2015, the Company confronted troublesome economic situations during that time and budgetary outcomes missed the mark regarding desires. As needs be, motivator installments for the 2015 money related year have been pointedly diminished, exhibiting the unmistakable connection between our compensation structure and results, Organization results and shareholder returns. Genuine official compensation results additionally mirror the primary entire year of the compensation system built up at around the season of the Company's IPO in December 2013. Specifically, the present year results mirror an entire year of the new, bring down settled compensation bundle of the CEO taking after the renegotiation of his work terms before the IPO.(Bezuidenhout, 2015) Amid the 2016 money related year our key concentration was to implant the Company's post IPO compensation system. One basic segment of the structure was the usage of a Long Term Incentive (LTI) Plan for Key Management Personnel and key Senior Executives. The LTI Arrange looks to hold members and adjust long haul compensation results with shareholder interests. As a major aspect of our yearly compensation handle, they likewise audited the Company's Short Term Incentive (STI) Plan. They trust that the STI arrange fittingly compensates here and now execution and have not suggested any further change. In accordance with the compensation system, motivating force installments for the 2016 monetary year have been decreased to mirror a reasonable connection between Company execution and shareholder returns. Seven West In 2015, the Group conveyed a solid EBIT result in a testing market made conceivable through the execution of our kin against the Group's methodology. The Television, Daily papers and Magazines organizations all met EBIT spending plan. Because of the effect of early stage working misfortunes coming about because of unbudgeted speculations by the Group in future computerized development, the Group EBIT result was barely missed by 1.4%. Regardless of this result, the FY15 Group EBIT result was the best recorded against spending plan for the Group in more than four years. (Beekes, 2015) Notwithstanding the unbudgeted ventures already portrayed and were made under the Board's tact as future development openings, the Assemble EBIT target would have been accomplished. While a close outcome, the EBIT target set by the Board was most certainly not accomplished and official variable compensation results, which are subject to the Company and Group's money related execution, were underneath target level in FY15. In spite of the fact that the MD and CEO conveyed solid execution and motivating authority in FY15, in acknowledgment of the EBIT target not being met and not to be considered for a STI grant in regard of FY15 execution. In 2016, During FY16, an alteration was made to the monetary portal applying to the fleeting motivating force (STI) arrange. Under the past STI arrange structure, the level of honor accessible depended on the accomplishment of an EBIT target. The alteration has been made to give more noteworthy straightforwardness in exposure around the qualification for STI installments among senior administrators, setting a system for the level of potential STI grant pool for various levels of accomplishment against the Group hidden EBIT target.(Carson, 2016) Apn APN's 2015 money related execution was solid, despite the fact that with fluctuated comes about at the divisional level. Assemble execution, measured by net benefit before expense and before extraordinary things, was 3% above target. At the divisional level, ARN surpassed target, while NZME and ARM were beneath target. Accordingly, the CEO got a transient motivator (STI) of 110% of target. Other administrators' STI results were, all things considered, 101% of target. (Kent, 2016) The present compensation system, while adjusted to general market practice, was not, in the Board's view, compelling in meeting APN's key needs. As hailed in a year ago compensation report and at the 2014 AGM, the Board established that a nitty gritty survey of the structure was required in 2015 to guarantee future Executive KMP compensate better backings and is lined up with the business technique. (Duong, 2015) The audit concentrated on improving Executive KMP motivating force plans, while expanding the "viewable pathway" for Executive KMP to augment the adequacy of motivation honors. The Board likewise needed to advance more prominent levels of Executive KMP shareholding to adjust administration's interests with those of shareholders. APN's 2016 budgetary execution from proceeding with operations was vigorous; be that as it may, comes about over the divisions were blended. (Dewi, 2017) An above market execution was incompletely balanced by the underperformance of Australian Radio Network (ARN) in the second 50% of the year. General Group execution, measured by income before intrigue, duty, deterioration and amortization (EBITDA), and before remarkable things of $90.9 million, was 1.1% behind 2016 target. At the divisional level, APN completed 21.2% in front of 2016 target, while ARN completed 4.1% behind target and ARM, before its transfer, completed over 5% beneath target.(Ahmad, 2016) Comparison of remuneration systems Company STI LTI Legacy Method TEN NEWS Short term impetuses are accessible on accomplishment of particular STI targets fundamentally connected to the money related execution of the Group and comprehensive of administration and corporate goals. Long haul motivators are accessible through cooperation in the Ten Executive Incentive Plan on accomplishment of execution obstacles with a 3 year vesting period, principally connected to the money related execution of the Group. Either gathering may end the agreement whenever by giving twelve months' notice. Immediate end by the Company for cause or rupture of agreement is limited to settled compensation and leave unpaid at the date of end.(Qu, 2016) NINE NEWS The presentation of double monetary measures (Group EBITDA and Earnings Per Share) to upgrade the connection between official compensation results and the key drivers of shareholder esteem and mirror the fleeting execution of the business; decreases in the greatest potential installments in case of extraordinary or excellent execution; and the presentation of a conceded share component to here and now impetuses payable. The foundation of a long haul motivating force arranged (albeit no offers were made under this arrangement amid the year). Also, the Board has actualized plans to secure shares on market to fulfill its commitments on the vesting of share based honors. These courses of action counterbalance the generally dilution effect of share based installment grants. On the off chance that the Participant is not utilized by NEC or any NEC Group part on a specific Vesting Date due to the Participant either: having been summarily rejected; or having fired his/her business understanding generally than as per the terms of that assertion, any unvested Share Rights hung on or after the date of end will pass. SEVEN WEST Individual STI honors of in the vicinity of zero and fifty for each pound of the on-target impetuses will be made to administrators under the STI arrange in regard of FY15 execution. While the MD and CEO conveyed solid execution and motivating administration in FY15, in acknowledgment of the EBIT target not being met, the MD and CEO chose not to be considered for a STI grant in regard of FY15 execution. The other portion of the LTI honor is liable to a relative-TSR jump. Relative TSR gives a marker of shareholder esteem creation by contrasting the Company's arrival with shareholders in respect to different organizations of comparable size. TSR gives an outside, market-based obstacle and makes the arrangement of official compensation results to shareholder returns. Members won't get any advantage from this part of the concede unless the Company's execution is at any rate at the middle of the comparator gathering. The Company offered value gets ready for officials in which some unvested grants remain by walking. The operation of the value arranges has generally been ceased. APN STIs were paid subject to accomplishing particular execution targets controlled by the Board, on a yearly premise. STIs were paid in trade ahead of schedule out the consequent budgetary year taking after the conclusion of the reviewed comes about. For the accomplishment of execution focuses on, the objective open door was characterized as a dollar esteem and was resolved on a part by part premise. The most extreme open door for the CEO was 150% of the objective level and 175% to 200% of the target level for different officials. LTI arrange accommodated the concede of value honors (as Performance Rights which might be changed over into APN offers at a future date if certain execution targets are met/surpassed). Honors were part into two separate tranches, which vest autonomously. Seventy-five percent (75%) of the aggregate honor vests in light of the accomplishment of an EPS development execution jump. The staying 25% of the aggregate honor vests in light of a relative Total Shareholder Return (TSR) jump.(Melis, 2015) The arrangement rules enable adaptability for members to stay in the arrangement post discontinuance of business or for honors to be professional appraised for time and execution up to the date of end. Summary of Findings Woodford Investment Management has expanded the base pay and advantages of workers for the current money related year to make up for the loss of the reward. No less than two PC-related results were questionable: the 'two strikes' and "claw back" proposition. The compensation execution interface in the 'second-strike' firms had been diminishing in the contemporaneous shareholder contradict level in 2012. Generally, our outcomes give proof of the beneficial outcome of the 'two strikes' manage on the compensation execution interface in Australian firms. In case of Ten News, STI prompted change in hidden manner to EBITDA to $4.5m, up $16.5m from a $12.0m misfortune in 2015. In case of Nine News, the compensation system, motivating force installments for the 2016 monetary year have been decreased to mirror a reasonable connection between Company execution and shareholder returns.(Rao, 2016) In case of Seven West, the Group EBIT result was barely missed by 1.4%. Regardless of this result, the FY15 Group EBIT result was the best recorded against spending plan for the Group in more than four years. (Chen, 2016) In case of APN, the audit concentrated on improving Executive KMP motivating force plans, while expanding the "viewable pathway" for Executive KMP to augment the adequacy of motivation honors.(Xiong, 2015) Analysis of remuneration methods used Basically, Executive remuneration or official pay is made out of the money related pay and other non-budgetary honors gotten by an official from their firm for their support of the association. It is regularly a blend of compensation, rewards, shares of or call choices on the organization stock, advantages, and perquisites. The blend of above strategy has been utilized to pay the compensation. Recommendations The quantum of compensation is a result of transactions between the Board and the CEO, in light of the variables delineated previously. Aside from the genuine sum, assertion should be come to on the structure of the bundle. Official pay ought to be outlined around four segments: fixed pay made up from compensation in addition to the cost of any advantages and superannuation; (Abhayawansa, 2014) short-term motivating force normally a yearly money sum paid if particular execution obstacles are met; long-term impetuses including shares or alternatives connected to maintained shareholder return; and (Safari, 2016) conditions surrounding elimination enumerating concurred times of notice, any qualifications to money installments as well as share portions. Conclusion The issue of official pay goes to the heart of the validity and trustworthiness of corporate Australia. Official pay choices are nearly analyzed and subject to critical open verbal confrontation both in Australia and abroad. Therefore, there is little uncertainty that the civil argument itself has molded the considerations and activities of about each huge organization Board and Chief Executive. Notwithstanding sees that official assets have a constrained part in the achievement of organizations and the economy by and large, organizations don't run themselves, nor do they discover achievement. (Faff, 2016) Officials are paid noteworthy sums contrasted with conventional Australians, however the confirmation shows that all things considered, and in most by far of cases independently, they have conveyed huge incentive consequently. References List Abhayawansa, S. and Guthrie, J., 2014. Importance of intellectual capital information: a study of Australian analyst reports.Australian Accounting Review,24(1), pp.66-83. Adrian, C., Wright, S. and Kilgore, A., 2016. Adaptive Conjoint Analysis: A New Approach to Defining Corporate Governance.Corporate Governance: An International Review. Ahmad, N.M.N.N., Nawawi, A. and Salin, A.S.A.P., 2016. THE RELATIONSHIP BETWEEN HUMAN CAPITAL AND DIRECTORS'REMUNERATION OF MALAYSIAN PUBLIC LISTED COMPANIES.International Journal of Business and Society,17(2), p.347. Beekes, W., Brown, P. and Zhang, Q., 2015. Corporate governance and the informativeness of disclosures in Australia: a re?examination.Accounting Finance,55(4), pp.931-963. Bezuidenhout, M.L., 2015. Review of Executive salaries in South Africa Executive salaries in South Africa: Who should have asay on pay?, Kaylan Massie, Debbie Collier, Ann Crotty: book review.SA Journal of Human Resource Management,13(1), pp.1-4. Bussin, M. and Modau, M.F., 2015. The relationship between Chief Executive Officer remuneration and financial performance in South Africa between 2006 and 2012: original research.SA Journal of Human Resource Management,13(1), pp.1-18. Carson, E., Fargher, N. and Zhang, Y., 2016. Trends in Auditor Reporting in Australia: A Synthesis and Opportunities for Research.Australian Accounting Review,26(3), pp.226-242. Chang, M., Jackson, A.B. and Wee, M., 2017. A review of research on regulation changes in the Asia?Pacific region.Accounting Finance. Chen, V., Ramsay, I. and Welsh, M.A., 2016. Corporate law reform in Australia: An analysis of the influence of ownership structures and corporate failure. Christensen, J., Kent, P., Routledge, J. and Stewart, J., 2015. Do corporate governance recommendations improve the performance and accountability of small listed companies?.Accounting Finance,55(1), pp.133-164. Cybinski, P. and Windsor, C., 2013. Remuneration committee independence and CEO remuneration for firm financial performance.Accounting Research Journal,26(3), pp.197-221. Dewi, A.F. and Brooks, A., 2017. LEVELS AND STRUCTURE OF CEO REMUNERATION: SOME AUSTRALIAN EVIDENCE.Journal of Accounting and Business,8(2). Duong, L. and Evans, J., 2015. CFO compensation: Evidence from Australia.Pacific-Basin Finance Journal,35, pp.425-443. Evans, C., Carlon, S. and Holland, K., 2016. Tax knowledge in large corporations: Insights and analysis. Faff, R.W., 2016. Learning from'PitchingResearch'Competition Winners: Insights and Reflections. Fallatah, Y., 2015. CEO compensation, firm performance and corporate governance, an empirical investigation of Saudi Arabian companies.Management Research Report,3(16), pp.43-71. Fu, Y., Carson, E. and Simnett, R., 2015. Transparency report disclosure by Australian audit firms and opportunities for research.Managerial Auditing Journal,30(8/9), pp.870-910. Kent, P., Kercher, K. and Routledge, J., 2016. Remuneration committees, shareholder dissent on CEO pay and the CEO payperformance link.Accounting Finance. Klettner, A., Clarke, T. and Boersma, M., 2014. The governance of corporate sustainability: Empirical insights into the development, leadership and implementation of responsible business strategy.Journal of Business Ethics,122(1), pp.145-165. Li, X., Munir, R. and Kilgore, A., 2015. Association between Key Management Personnel Remuneration and the Performance of Authorized Deposit-Taking Institutions in Australia.International Journal of Accounting and Financial Reporting,5(1), pp.123-160. Melis, A., Gaia, S. and Carta, S., 2015. Directors' remuneration: A comparison of Italian and UK non-financial listed firms' disclosure.The British Accounting Review,47(1), pp.66-84. Qu, X., Percy, M., Stewart, J. and Hu, F., 2016. Executive stock option vesting conditions, corporate governance and CEO attributes: evidence from Australia.Accounting Finance. Rao, K., Rao, K., Tilt, C. and Tilt, C., 2016. Board diversity and CSR reporting: an Australian study.Meditari Accountancy Research,24(2), pp.182-210. Riaz, Z., Ray, S. and Ray, P., 2015. The Synergistic Effect of State Regulation and Self-Regulation on Disclosure Level of Director and Executive Remuneration in Australia.Administration Society,47(6), pp.623-655. Safari, M., Cooper, B.J. and Dellaportas, S., 2016. The influence of remuneration structures on financial reporting quality: evidence from Australia.Australian Accounting Review,26(1), pp.66-75. Seamer, M. and Melia, A., 2015. Remunerating non-executive directors with stock options: who is ignoring the regulator?.Accounting Research Journal,28(3), pp.251-267. Wimmer, R.D. and Dominick, J.R., 2013.Mass media research. Cengage learning. Xiong, F., Prasad, A. and Chapple, L.J., 2015. The nature and extent of use of Twitter for financial reporting by ASX listed companies: An exploratory study.

Identifying The Experience Of Child Protection Issues Social Work Essay Essay Example

Identifying The Experience Of Child Protection Issues Social Work Essay Essay This study is being written to indentify the experience of Indigenous and Torres Strait Islander kids with the Child Protection and Foster Care system. This study will endeavor to indentify the nature of the issue and explicate how it peculiarly impacts on Australia s Autochthonal people. Third, the study will look at The Aboriginal and Torres Strait Islander Child Placement Principle and how it pertains to Indigenous kids in the Foster attention system. The study will analyze its beginnings, Indigenous position on the Principle and its execution. Last, this study will measure the The Aboriginal and Torres Strait Islander Child Placement Principle. We will write a custom essay sample on Identifying The Experience Of Child Protection Issues Social Work Essay specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Identifying The Experience Of Child Protection Issues Social Work Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Identifying The Experience Of Child Protection Issues Social Work Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Learning from History It is the right of all kids to be loved, safe, protected, nurtured and to hold entree to the services they need in order to go forth a whole and fulfilling life. This is a basic right that is primary to the wellbeing of a kid and his development. In decennaries past, many Indigenous kids, or Disregarded Australians , who were removed from their households for assorted grounds, were denied the basic right of all kids to have protection, support and loving attention ( FAHCSIA ) . Today, the Australian Government is committed to larning from its history and bettering the quality of life experience by our kids and immature people. The Australian Government and the non-government sector recognize that households are the cardinal system that supports and nurtures our kids and immature people. There is a national committedness to supply child-centred, family-focused responses as the most effectual manner to assist kids and immature people who are disadvantaged, neglected or abused, or at hazard of going so in ulterior life. 2.1 The Issue As of June 2010, there were 24, 279 kids populating in Out of Home Care. Of these, 11, 468 of these kids were of Indigenous or Torres Strait Islander decent, doing them 9 times more likely to be in Out of Home Care so non-Indigenous kids ( 44.8 in every thousand compared with 4.9 in every 1000 ) 0 ( FAHCSIA ) . Harmonizing to the Australian Institute of Health and Welfare, Indigenous Australian kids are 8 times more likely than non-Indigenous kids to hold been involved with Child Protection services and experience remotion orders. The arrangement of kids in Out of Home Care is widely recognised as the most terrible signifier of kid public assistance intercessions. Autochthonal kids are non merely more likely to be placed in Out of Home Care, but to come in attention at a younger age and to stay in attention longer than other kids. ( SNAIIC ) Disregard is the most common ground for Indigenous kids to be removed from their households, with 37.5 % of Autochthonal kids in the system is due to pretermit ( Australian Institute of Health and Welfare, 2010 ) . 2.2. Children in Care In the yesteryear when Autochthonal kids were removed from their households they were by and large placed with Non-Indigenous carers or insitutions. These kids were cut off from their households and were forced to absorb into non-Indigenous Australian civilization. This has had an improbably detrimental consequence on the development of the Indigenous kids involved and their households, doing what is by and large known as the Stolen Generation . When Autochthonal kids are placed in the attention of non-indigenous people, despite the good purposes and positive environment of the Care-givers, the Indigenous kids doubtless suffer in their cultural development and individuality, which can do reunion hard, if non impossible, due to relational and individuality issues it causes between the kid and their birth household ( and community ) . Unfortunately, small to no research has been done on the effects of Autochthonal kids in Out of Home attention. The SNAICC have put forward recommendations that comparings and ratings be done on the assorted experience of Autochthonal kids in Out of Home Care ( 2011 ) . The Policy In an effort to diminish the injury that Autochthonal kids and their households experience when the kids are placed in Out of Home Care, the Aboriginal and Torres Strait Islander Child Placement Principle ( Australian Human Rights Commission, 2008 ) was accepted in 1986 by all of Australia. However, it was non until about 10 old ages subsequently that the Principle transitioned from simply policy to go legislative pattern ( Child Protection Peak, LTD. ) The Aboriginal and Torres Strait Islander Child Placement Principle states the order in which it is preferred for Autochthonal kids to be placed once they are removed from their households: Their drawn-out households The kid s autochthonal community Other Autochthonal people If none of the above can be arranged, merely so will an Autochthonal kid go to a non-Indigenous Carer ( Australian Human Rights Commission, 2008 ) The Principle acknowledges that the old policies on assimilation caused agony to Aboriginal and Torres Strait Islander peoples. It reflects the right of Autochthonal people to raise their kids in their ain civilization and maintain them as a portion of their communities ( Australian Human Rights Commission, 2008 ) . Childs that are placed in one of the three preferred options are described as being placed in conformity with the rule ( Australian Human Rights Commission, 2008 ) . In Australia in 2009-10, 70.5 % of Autochthonal kids who were placed in Out of Home Care were put in a preferable arrangement under the Aboriginal and Torres Strait Islander Child Placement Principle such as with drawn-out household, other Autochthonal health professionals or in Autochthonal residential environment. The Principle besides requires that an Autochthonal administration or bureau be involved in the determination as to where to put the kid. In some legal power, the drawn-out household of the kid is besides involved in the determination ( SNAICC, 2011 ) . If a kid can non be placed with Autochthonal carers, so the Principle requires that every attempt be made for the kid to keep connexion with their household, linguistic communication and civilization ( SNAICC, 2011 ) . Literature reappraisal For the intent of this study, information on the experience of Indigenous and Torres Strait Islander kids with Out of Home Foster attention was gathered from assorted equal reviewed articles, authorities and non-government studies. Though it must be noted that non all available stuff was researched due to time-constraints, the undermentioned information pertain to the beginnings used to inform this study: Many of the articles and studies focus to a great extent on the quantitative informations that represents and informs the statistics of Autochthonal kids in attention and for the assorted grounds for this happening. All articles, particularly those written by Indigenous organisations, see the Principle as a acknowledgment of the racialist attitudes held by past Australian Governments policies that removed Autochthonal kids from their households and into the places of Non-Indigenous, white Australians. Many of the beginnings believe the ground why there is such a high figure of Autochthonal kids in attention is, in a sense, a fall-out of the Stolen Generation ; the kids of the Stolen Generation were so traumatised that, now they are grownups, they can non rear their ain kids. A study done by the SNAICC in 2011 calls for comparative research to be done in the experience of Autochthonal kids in the assorted surrogate scenes. None of the literature disagreed with the Principle, merely that it can non be placed above the precedence to maintain the kid safe ( SNAICC, 2011 ) . The literature focused more on why Children are in attention, instead than how to forestall this and rehabilitate the parents who be traumatized by the Stolen Generation. Evaluation Harmonizing to the SNAICC, The Child Placement Principle is extremely important to Indigenous peoples for a figure of single, but connected, grounds: 1.In regard to Aboriginal and Torres Strait Islander kids, execution of the Principle provides the chance for these kids to keep a strong connexion to their extended household and community which is an of import factor in the kid developing a healthy and culturally relevant sense of individuality and well-being. 2. The SNAICC believe that the Principle was contrary to and discredits the thought that was the foundation for the policies of segregation and cultural assimilation held by the Australian Governments in old ages gone by. 3. It is possible that the psychological benefits of a kids being placed with members of their ain household or members of their ain culture/community is applicable to all kids in general. This could be specifically of import to kids of other civilizations populating within Australia In a qualitative study conducted by the Association of Children s Welfare Agencies NSW ( ACWA, 2004 ) , this sensed psychological benefit was the figure one ground spring by comparative carers for looking after a kid from their ain family- They re your ain flesh and blood one respondent was recorded as stating. It is besides seen as less traumatic for the kid to be placed in kin attention, as the people they are being placed with are people they place with, person they know .and experience comfy with . A strong sense of household duty was besides recognised in the study as a benefit of Family attention ( ACWA, 2004 ) The strong support for household or family attention for Autochthonal kids can besides be seen by the common position of many Autochthonal people that alternative signifiers of surrogate attention were flawed and potentially detrimental to the kids s development. One respondent to the study said that I think our history of other signifiers of alternate attention is black ( ACWA, 2004 ) . This is in mention to the Stolen Generations ( Human Rights and Equal Opportunity Commission, 1997 as cited by ACWA, 2004 ) . 4.1 As mentioned antecedently, 70.5 % of Autochthonal kids are placed harmonizing to Principle . While this can be seen as a success compared to the old policies that affected the Stolen Generation, it is of import to discourse the other 29.5 % that are with non-Indigenous carers. This is chiefly due to the deficiency of Autochthonal carers in the Foster attention system. Some suggest that there are three chief grounds for this deficit: Trauma associated with the Stolen Generation has rendered some Autochthonal people incapable of looking after kids The hesitance of some Autochthonal people to be associated with the Welfare system in visible radiation of old public assistance policies and experience There are significantly more Autochthonal kids than there are Autochthonal grownups. Foster Agencies so hold much work to make in order to accommodate themselves with the Indigenous community. It besides increases their duty to the 29.5 % to guarantee sufficient and effectual cultural plans are available and utilized by the non-Indigenous carers and their Autochthonal Foster kids. 4.3 Whilst the SNAICC clearly support the Principle and believe that kids maintain connexions with their household and community is critical, they are concerned that the safety of Indigenous kids has non been discussed in recent treatments on the Principle. Whilst maintaining civilization is of import, it is neer more so than the safety of a kid placed in Out of Home attention. Puting a kid in the attention of a household member or their community merely to adhere to the Principle can neer be a justification for go forthing or seting the kid at hazard ( Berlyn, Bromfield A ; Lamont, 2011 ) . Decision As of June 2010, 47 % of kids in Out of Home Care we Indigenous kids. This makes Autochthonal kids 9 times more likely to be in attention than non-Indigenous kids. The highest ground for kids to be removed from their parents is neglect. Due to the history of the Autochthonal people, specifically in respects to the Stolen Generation and the policies that informed it, the Aboriginal and Torres Strait Islander Child Placement Principle was introduced to maintain Autochthonal Children within their households, community or civilization in order to advance positive cultural individuality and better familial dealingss. Presently, merely 70.5 % of Autochthonal kids in attention are placed harmonizing to the Principle. More demands to be done to enroll Indigenous Foster carers and to efficaciously cut down the figure of Autochthonal kids traveling into attention.

How to Personalize Your Revision Checklist

How to Personalize Your Revision Checklist How to Personalize Your Revision Checklist How to Personalize Your Revision Checklist By Guest Author This is a guest post by Laura Hamby. If you want to write for Daily Writing Tips check the guidelines here. Everyone has their methods. I’ve read revision checklists all over the Internet, but still that didn’t stop me from coming up with my very own checklist. Why? Why not? Who knows better than I how I write? And while I will confess to incorporating items from the checklists of other authors, especially those who write in the genre I do (because I’m a big fan of learning from others), I also know the areas I need to pay attention to on the second/third, et cetera, go-round on my manuscript. The idea is not to revise your voice right out of your work. It is possible to do that if you’re not careful. You also don’t want to revise yourself so you wind up sounding like the person whose checklist you’ve borrowed for your own use. So, what did I consider when putting my personalized checklist together? I’m glad you asked. 1. Things my critique partner pings me on regularly. In the beginning, I had a crit partner who would whack my knuckles with her cyber ruler about head hopping. Stay in ONE point of view? It took me a while to figure it out, but eventually I caught on and now when I head hop, I KNOW what I’m doing. These things are subject to change as you grow as a writer. 2. Things I personally think I can and should do better. Several years ago, I gave myself a mission to use better, stronger verbs whenever and wherever I could. I took baby steps in the beginning, I’d write, then go back and check for passive, lackluster verbs. After a while, I moved on to refusing to use a wimpy verb in the rough draft, even if it meant I stared at the screen until I came up with something better. I like to think now that I’ve about got this licked- the verbs with verve come more easily than the verveless verbs now. As with number one, the items on this portion of your checklist will change, which is exactly what you want, as it shows that you’re growing as a writer. 3. Feedback I’ve received from editors. Hey, I figure if I’m lucky enough to get a rejection complete with what worked and what didn’t work for the editor, that’s as positive a rejection as you can get. And boy, how stupid would I be to discount what the editor has to say? 4. Those pesky generic things that should be on every revision checklist. You know, fun things like spelling, grammar, punctuation, looking for words that are words but are the wrong words. Example: â€Å"The hen is mightier than the sword.† These are what I like to call ‘Fun Typos’ because they often are worth at least a weak giggle, if not a full belly laugh when you find them. 5. Compositional/conventional aspects. Plot, flow, pacing, all threads tied off in a pretty bow, and so forth. 6. Have I stayed true to my voice? We all have a unique voice, but sometimes, it’s possible for it become lost when we try to be too clever or when we fight our way through a scene as if it were a paper bag we had to escape from using nothing but a dull toothpick. This is the part that is truly personal, above and beyond the conventions, like using periods to indicate the end of a statement, that we must observe. What questions can you ask yourself on your checklist that will resonate with how you write and what you write in regard to remaining true to your voice? Feel free to add or subtract from this list, and hey, if you come up with something to consider for creating your own personal revision checklist, let me know. I’m a big believer in being teachable and learning as much as I can about the craft of writing. Laura Hamby writes romantic comedy, has been e-published and enjoys her quest for self-directed continuation learning in writing . Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Writing Basics category, check our popular posts, or choose a related post below:16 Substitutes for â€Å"Because† or â€Å"Because Of†List of Greek Words in the English LanguageEbook, eBook, ebook or e-book?

Lack of staff training Essay Example | Topics and Well Written Essays - 2250 words

Lack of staff training - Essay Example The training and development of staff is predominantly based on the fact that staff skills bear direct relation with the growth of the organization and the requirement to grow the skill is to make the organization grow. Training is regarded as a systematic way of developing knowledge, attitudes and skills of employees to help them perform to the best of their abilities in their respective job roles. The new recruits in organizations have many different skills and may be specialised in a variety of specializations. However, the skills may not be as per the organizational needs and requirements. This is where the need for training and development finds importance in the organizational context. It helps the staff in taking the organization towards its goals and destinations. This project aims to address the issues which might arise due to the lack of staff training in organizations (Olaniyan & Ojo, 2008, p.326). Training, both socially, physically, mentally and intellectually are consid ered to be extremely important for facilitating the productivity of the organization and also for development of the personnel in the organization. ... The organization chosen for the purpose is the Royal Bank of Scotland (RBS) which has decided to make investments in the training and development of its staff (WHICH, 2011). The literature review brings forth the supportive and contradicting arguments for the topic. The study also makes a primary research on the topic. This is done by using the method of questionnaire. Finally the data collected is analysed and based on the analysis the project makes suitable recommendations for the same (Olaniyan & Ojo, 2008, p.326). Chapter 1: Literature Review The demand of the marketplace for quality, speed, customization, punctuality, and variety or services and products has been responsible for dramatically changing the landscape for conducting business across the world. Technology usage, the relentless speed with which technology has been changing and upgrading it, skills which the workplaces demand have completely changed the corporate scenario. The increased pressure which has been coming fr om these factors is acting as the driving force behind the constant search for improved and better performance. This is applicable for the smallest and simplest of tasks to the most complex corporate strategies in organizations today. The nature of this dynamic learning and performance of individuals especially at the management levels have been responsible for converting it into a rat race which does not have a finish line. The broader perspective shows that the individual learning and performance acts as the prime factor which keeps organizations ahead or behind their competitors (Kunneman, Key & Sleezer, 2000, p.40). In the year 1998, a study was conducted by the Training Magazine in US reported that organizations in the nation had been

Thames tunnel (london) Research Paper Example | Topics and Well Written Essays - 3000 words - 1

Thames tunnel (london) - Research Paper Example The tunnel measures 11m (35 feet) wide 6m (20 feet) high and 396 m (1,300 feet) long (Teape 6). It runs a depth of 23 m (75 feet) below the surface of River Thames when measured at high tide. In early 19 century, there was no land that could connect the South and north banks of the Thames and to connect the expanding docks on either side of the River. The port of London the main hub of across the entire British Empire and the business worldwide. Any bridge constructed was supposed to allow ships that had masts over one hundred feet tall to be sailed under them yet there was no available technology if the Tower bridges lifting bascules to early engineers (Will 15). It could not be possible for a horse to pull a cat that was loaded up through a steep hill up to 100 feet into the air at a gentle slope. The approach ramps needed to be very long, which made in impractical. This pressing need so Engineer Ralph Dodd develop a tunnel to between Tilbury and Gravesend in 1799 (Teape 6). This first attempt did not succeed. Later (1805-1809) a group of Cornish miners being led by Richard Trevithick made another attempt of digging a tunnel upriver between Limehouse/Wapping and Rotherhithe. The equally encountered difficult conditions and failed. As Cornish miners, they were used to dealing with hard rocks. They needed to modify the methods they used in digging hard rocks to enable them to deal with quicksand and soft clay (Teape 8). There was also the problem of the flooding of the initial pilot tunnel. It was reported that after 1000 feet of the total 1,200 feet became flooded, the Thames Archway project was abandoned. It measures 2 to 3 feet by 5 feet, and was intended to be used for a passenger’s use. The failure of this early project made engineers to come to a conclusion that constructing an underground tunnel was impractical. However, Marc Brunel , the Anglo-French engineer, could not agree to this.

Regultion of public utilities Essay Example | Topics and Well Written Essays - 3250 words

Regultion of public utilities - Essay Example I shÐ °ll use the term in its broÐ °d sense, to comprehend Ð °ll industries over which the right to regulÐ °te hÐ °s been estÐ °blished Ð °nd efforts Ð °t regulÐ °tion introduced. It is worth while Ð °t the outset to distinguish cleÐ °rly between the speciÐ °l control over public utilities Ð °nd the regulÐ °tion of industries in generÐ °l. Under the police power, Ð ° stÐ °te hÐ °s the right to regulÐ °te Ð °ny business. This sort of regulÐ °tion hÐ °s to do with sÐ °fety devices, conditions of heÐ °lth Ð °nd well being of employees, Ð °nd, with more or less defined limitÐ °tions, the generÐ °l welfÐ °re of the public (King, 2000). The regulÐ °tion of public utilities, however, is of Ð ° different sort Ð °ltogether. It embrÐ °ces the right to control the very orgÐ °nizÐ °tion Ð °nd conduct of the enterprise. It is concerned not only with sÐ °fety Ð °nd welfÐ °re, but with the rÐ °tes chÐ °rged the public Ð °nd the returns or profits reÐ °lize d by the business, Ð °s well Ð °s with the products or services furnished. In the so-cÐ °lled unregulÐ °ted business the right to such interference is not recognized. Ð fter Ð °ll reÐ °sonÐ °ble provisions for the public welfÐ °re hÐ °ve been mÐ °de, ordinÐ °ry business is still free to furnish such services or products Ð °s it desires, chÐ °rge such prices or rÐ °tes Ð °s it is Ð °ble to exÐ °ct, Ð °nd conduct its finÐ °nciÐ °l mÐ °nÐ °gement Ð °ccording to its own purposes or contrÐ °ctuÐ °l Ð °rrÐ °ngements. The right to regulÐ °te in the speciÐ °l sense wÐ °s first recognized in the celebrÐ °ted cÐ °se of Munn v. Illinois, decided by the Supreme Court of the United StÐ °tes in 1876.

Enzyme Kinetics: Lactate Dehydrogenase

Enzyme Kinetics: Lactate Dehydrogenase Question: What scientific question was this part of the practical designed to address? What is the effect of heat stability on two isoforms of the enzyme lactate dehydrogenase (LDH1 and LDH5) after pre-incubation (heat inactivation) of the enzyme samples at different temperatures? Approach: Outline and explain the experimental approach that was used to address the question. In order to determine the effect of the heat inactivation on LDH1 and LDH5, a colorimetric assay was carried out using different reaction mixtures prepared with LDH1 and LDH5. 16 test tubes were prepared each with a specific volume of LDH1 or LDH5. The same concentration of substrate solution containing lactate and NAD+ was added into each of the 16 tubes except for two tubes with the blank solution. Each of the enzyme samples were pre-incubated at 37 °Ãƒ Ã‚ ¡, 44 °Ãƒ Ã‚ ¡, 50 °Ãƒ Ã‚ ¡, 54 °Ãƒ Ã‚ ¡, 58 °Ãƒ Ã‚ ¡, 62 °Ãƒ Ã‚ ¡ and 66 °Ãƒ Ã‚ ¡. The reaction mixtures had to be mixed, incubated for 37 °Ãƒ Ã‚ ¡ and allowed to cool. This gives the lactate dehydrogenase enough time to work on the substrates under an optimum temperature. The lactate dehydrogenase catalyzes a reversible reaction by converting lactate and NAD+ to pyruvate, NADH and H+ or from pyruvate to lactate. The overall effect of the enzyme is that it transfers a hydride ion from lactate to NAD+ or from NADH to pyruvate. (Zhadin N et al 2008). The NADH produced in the LDH catalysed reaction has absorption properties (wavelength) that are greater than that of NAD+ which makes it useful for this experiment. When the colour reagent is added to the reaction solutions, NADH was used to form formazon (blue) according to the principle: Lactate + NAD+ → Pyruvate + NADH + H+ NADH + Phenazine methosulphate + H+ → NAD++ Reduced phenazine methosulphate. Reduced phenazine methosulphate + Tetrazolium → Formazan + Phenazine Methosulphate.The extent to which the enzymes have been heat inactivated will be reflected on the intensity of the formazon produced. The formazon was measured at 520nm in the spectrophotometer against the blank solutions for LDH1 and LDH5. The results obtained allowed us to compare how effective the LDH1 and LDH5 is at different pre-incubation temperatures and helps us to study the heat stability of the isoenzymes. Data: In figure 1 the absorbance begins to decline after around 44  °C in both enzyme isoforms. It is evident LDH5 has a higher absorbance than LDH1 at relatively low temperatures, but at 49 °C there is an overlap between the isoenzymes and after this point LDH5 continues to have a lower absorbance reading than LDH1. This shows the enzyme is losing effectiveness at catalysing the conversion reaction at temperatures higher than 44 °C suggesting this may be the enzyme’s optimum temperature at which it is most effective. With LDH1 there is a steady decrease in the enzyme activity of around 20-30% from 44 °C to 58 °C. After 58 °C there is a sharp drop in the effectiveness of the enzyme by around 60%. The decline may be due to the active site of the enzyme being denatured with exposure to the high pre-incubation temperature. The LDH5 begins with an increasing enzyme activity from 37 °C to 44 °C and after 44 °C there is a greater drop in enzyme activity of around 80%. The sharp drop in enzyme activity occurs much quicker in LDH5 than in LDH1 (figure 2), because there is a rapid loss of effectiveness when the temperature is raised above 50 °C. LDH5 also loses function at a lower temperature compared to LDH1; it becomes inefficient at 58 °C, where the curve remains consistent with a very low enzyme activity (0.31-0.62%). In addition, the LDH1 isoform demonstrates half maximal activity at 11.4 °C greater than that of LDH5 illustrating LDH1 is more tolerant to increasing temperatures. The results have shown that LDH5 has low heat stability and becomes inefficient at a lower temperature than LDH1. Discussion/Conclusions: The lactate dehydrogenase is characterised by its isoenzymes that are tetramers. The tetramers are made up of four monomers; H4 (heart) or M4 (muscle). The monomers are formed by a polypeptide chain of amino acids which consists of an active site. When there is lactate and NAD+ present in the solution, the peptide loop in lactate dehydrogenase blocks the access to the binding site after the substrates have bound; this aids the transition state of the reaction. The difference in heat stability between the two isoenzymes in the experiment can be due to the amino acid sequence of M and H subunits. The amino acid composition of M and H subunits consist of the same amino acids, however the difference is that they have varying numbers of each amino acid. LDH1 has a greater composition of valine, aspartic acid and methionine residues in comparison to LDH5 (Goldberg E.1972).The higher the methionine content in LDH1 means there is more sulphur atoms capable of forming strong covalent disulphide bridges, which can be why LDH1 is more heat stable as more energy is required to denature the isozyme compared to LDH5. Heat inactivation of the isoenzymes can affect the protein structure of lactate dehydrogenase. To form the primary structure, the -COOH group of one amino acid combines with the -NH of another to form a peptide bond. Within proteins there are regions that are arranged into alpha helices and beta pleated sheets. The bonds that hold these together are hydrogen bonds between lone pairs of oxygen and a hydrogen atom. The alpha helix is when the polypeptide is in a spiral form allowing more hydrogen bonds to form between the residues. Similarly, the beta pleated sheet consists of polypeptide chains running parallel or anti-parallel to each other. The way the polypeptide chain is arranged allows more hydrogen bonds to be formed. The two secondary structures fold up differently to form a 3D shape. There are various bonds that holds this shape together: ionic interactions between -COOH and -NH2 groups of different amino acids, hydrogen bonds between the side chains, van der Waals forces wher e fluctuating dipole in one of the groups of the amino acid can create a dipole in another which is used to keep the folded structure together, hydrophobic and disulphide bridges. A quaternary structure is formed by interaction of several polypeptide chains/subunits (LDH1 consists of 4 H subunits). In conclusion, the heat inactivation can interfere with the different interactions between the amino acids that make up the protein structures. The heat inactivation has shown to provide enough energy to overcome some of the covalent bonds to denature the enzymes. Since LDH1 is found to have a negative charge it may be associated with many ionic interactions which needs more heat energy is needed to overcome the strong bonds, hence why it takes a greater temperature (66 °Ãƒ Ã‚ ¡) for LDH1 to lose enzyme activity. The strong bonds holding the LDH1 together means the enzyme is not destroyed at 60 °Ãƒ Ã‚ ¡ however LDH5 is destroyed which is evident by its inability to function adequately after 55 °Ãƒ Ã‚ ¡. Experiment 2: Question: What scientific question was this part of the practical designed to address? How to study the kinetic parameter of different LDH isoenzymes by finding the Vmax and Km values for LDH1 and LDH5. Approach: Outline and explain the experimental approach that was used to address the question. To study the kinetic parameters of different LDH isoenzymes, the experimental procedure and principles where exactly the same when the reaction mixtures were prepared before. However, the LDH isoenzymes were added to different concentrations of substrate solutions and the temperature was constant. A coloured complex is formed using the mechanism in the previous experiment which produces blue formazon. The absorbance of the formazon was measured using the spectrophotometer; the absorbance measured indicates the enzyme activity. The results from this experiment will help to understand the effect of varying substrate concentration has on the enzyme activity and compare this between the two isoenzymes. To determine the Vmax and Km values more accurately the Lineweaver-Burk-plot is used. Data: Table of results for LDH1 and LDH5 LDH1: LDH5: y = 6.2734x + 0.9242 y = 27.641x + 0.1673 Table of results for Vmax and Km in both isoenzymes. Discussion/Conclusions: As the substrate concentration is increased, the formation of the product will also rise but there is a point at which increasing the substrate concentration any further will become a limiting factor. The concentration at which this occurs is greater than 80mM which may decrease the enzyme activity in both LDH1 and LDH5. Since Km and Vmax is greater in LDH5 indicating the affinity of LDH5 for its substrate is much lower so a greater substrate concentration is needed to reach Vmax. The high Vmax for LDH5 means the saturated lactate dehydrogenase is converting more of the substrates into its products at high substrate concentrations. As a result LDH1 will be a more ideal isoenzyme than LDH5. In this experiment we observed the catalysis of lactate dehydrogenase from lactate to pyruvate. The pyruvate produced has the ability to enter the mitochondria, where pyruvate dehydrogenase links the glycolysis metabolic reaction to the citric acid cycle. In a process of pyruvate decarboxylation, the pyruvate is converted into acetyl-CoA, which releases energy by converting NAD+ to NADH and H+. Pyruvate has the potential to either enter the mitochondria to become acetyl-CoA or become lactate. The Cori cycle is involved in the conversion of lactate to pyruvate. When lactate is produced in the muscle, it is released into the bloodstream and transported to the liver. In the liver the lactate is first converted to pyruvate by lactate dehydrogenase and pyruvate is converted to glucose through gluconeogeneis. Lactate dehydrogenase becomes activated when there is a high concentration of its substrates, NAD+ and lactate. For instance when the skeletal muscle containing LDH5 have high demands for energy this means the large production of NADH and pyruvate from high substrate levels will not be metabolised by pyruvate dehydrogenase. The LDH5 (M form) is more specialised to convert pyruvate to lactate and ideal for anaerobic activities. Whereas the LDH1 form is more favourable for the conversion of lactate to pyruvate, LDH1 is predominantly found in the heart where there is an aerobic environment. This means despite increasing the substrate concentration, the LDH5 may not become as efficient in converting lactate to pyruvate as LDH1. The results reflect this as LDH1 has a generally greater enzyme activity with an increasing substrate solution compared to LDH5 (see table of results). In conclusion, the results obtained from the analysis of data on excel may not be highly accurate since most of the values have been rounded and it does not take into account any possible practical or human errors. Based on the charge of the two isoenzymes, a gel electrophoresis could have been done to calculate Vmax and Km. Bibliography: Goldberg E. (1972) Amino acid composition and properties of crystalline lactate dehydrogenase X from mouse testes. J. Biol. Chem. 247(7) pp 2046. Zhadin N, Gulotta M and Callender R. (2008) Probing the Role of Dynamics in Hydride Transfer Catalyzed by Lactate Dehydrogenase. Biophysical Journal. 95(4), pp 1975.

Us-Ukraine Relations :: essays research papers

US- Ukraine Relations   Ã‚  Ã‚  Ã‚  Ã‚  Recently with the Ukrainian presidential elections, the relationship between the U.S. and the Ukraine has come to the forefront of International policy. Ukraine has been making strides in reformatting its government and culture in a change from communism to democracy. Already they have changed from a command to free market, to an ownership society, and the consolidation of powers should be coming along smoothly with the new president. Lastly, the Ukrainian government has shown its willingness to work with western countries by aligning some polices with the E.U., N.A.T.O., and the U.S. This willingness was also proven in their part in the signing of the START treaty and the signing of the Nuclear Non-Proliferation Treaty   Ã‚  Ã‚  Ã‚  Ã‚  Currently Ukraine has a plethora of natural resources, arable land, and a willing workforce. This combination, with the right economic stimulus can flourish creating a stable and extremely potent economy. In order limit the Russian influence in the area, we must send economic stimulus packages to revitalize the Ukrainian industries. This has already shown promise with the Gore- Kuchma commission and should be continued. Simultaneously it is important that we begin forming a strong trade relationship, focusing on limiting the Ukraine’s need for Russia, by providing an alternate means for goods.   Ã‚  Ã‚  Ã‚  Ã‚  It is important that the U.S. insures Ukrainian independence from Russia. If the Ukraine became part of Russia, not only would Russia obtain the worlds leading supplier of ICBMs, But other countries part of the former Soviet Union are at risk of losing their independence. Russia’s interest in the region has recently come to light during the election scandal of 2004. Russia’s president, Vladimir Putin strongly supported candidate Yanukovych in the election. Yanukovych’s main policies dealt with â€Å"Russifying the Ukraine†, and obviously the west did not support this. On the other hand, Yanukovych’s opponent Yushchenko supports more western based ideas. During the investigation into the voter fraud, it is important to point out the massive public protest to the outcome of the election, the so called Orange Revolution. This protest against the government shows the peoples’ want for a democratic government and willingness to fight the government using industry strikes and sit ins. Another important point was the poisoning of Yushchenko which was linked to the KGB and the Russian government. The results of this election shows the need for the United States to help wean the Ukrainian government off of Russian influence.