Measuring Respect Essay Example for Free

Measuring Respect Essay Campbell-Ewald, an award winning integrated communications agency, noticed that their customer relationship management (CRM) solutions were not meeting the expectations that they should. In order to gain an understanding of how respect influences customer loyalty and purchasing, they team up with a research company, Synovate and developed three different surveys. The surveys consisted of 27 to 29 attitudinal statements that customer use a 5-point scale to rate. They statements were designed to measure how the customers defined respect and how important respect was in determining a purchase. They selected more than 5,000 customers from each business sectors: insurance, automotive, and retail, and mailed them the survey to complete. The customers they selected to survey were adults at least 18 years of age (Cooper Schindler, 2011). Once they had received the completed surveys they analyzed the results. They then used the results to validate the relevance of its five â€Å"People Principles†. The five â€Å"People Principles† were: ? Appreciate me ?Intentions don’t matter; actions do ?Listen; then you’ll know what I said. ?It’s about me, not about you. ?Admit it- you goofed! These five â€Å"People Principles† have helped companies like General Motors, Continental Airlines, and Farmers Insurance incorporate respectful behaviors into their business operations (Cooper Schindler, 2011). When Campbell-Ewald and Synovate developed the surveys they knew that they needed to address respect from all areas such as how a customer ranks respect to loyalty, respect to purchases, respect to continue purchases, and respect to referrals. By gaining a complete overview on how a customer reviews respect then they could develop the five â€Å"People Principles† that their clients could use to improve customer service, increase revenue, gain a competitive advantage, and build a thriving business. Campbell-Ewald knew that their research, findings, and developments would be what would make them successful. By using the numerical scale survey they were placing the same standards on all statements, which make the evaluation process easier. When conducting a survey, the more customers you select to survey will increase the number of responses that a research company will receive back. It is not likely that all 5000 customers responded but I am sure well over 50 percent responded, which gave them a diverse poll of responses. Whereas, if they had chose to survey only 100 customers then they may have received only 30 responses, which is not enough when conducting such research. Using the numerical scale makes tally and measuring the result easier, which will make the comparison easier. Also, by using the numerical scale a research firm eliminates the opportunity for researchers to be swayed by a person comments or opinions, a person either agrees or does not agree with no explanation.

Human resource strategy proposal for bp

Human resource strategy proposal for bp 1.1 Introduction The changes in business and the impact of globalisation on increased competitiveness have pushed organisations to incorporate a strategic approach to human resource management (HRM) to achieve competitive advantage. Strategy is defined by the Chartered Institute of Personnel and Development (CIPD), (http://books.google.co.uk/books?hl=enlr=id=zXG_lJ8BrMwCoi=fndpg=PR9dq=the+key+to+improved+business+performanceots=GLUULx2eFZsig=I9jHj5YhE5QIBmWYn-o-U0NvDlc#v=onepageqf=false).[Online].(Accessed 05 Mar. 2011) as a plan that integrates the goals, policies and action of an organisation into a cohesive whole. Fundamentally strategy is concerned with achieving a competitive advantage. By adopting a strategic approach to HRM, organisations seek to manage its human resources in a coherent approach that replicate the business strategy. CIPD views strategic HRM from two main perspectives, CIPD, [Online].(http://www.cipd.co.uk/subjects/corpstrtgy/general/strathrm.htm?IsSrchRes=1).(Accessed 05 Mar. 11); The ways in which an organisation achieves its business goals by putting in place activities that support and guide employees behaviour. And the manner in which the human resources and activities are planned to achieve the business goals. Therefore, strategic HRM is an integrated approach that aligns the internal and external context of an organisation for organisational performance, that is, a strategic fit between strategic intent and organisation resources. In order to suggest an appropriate human resource strategy for BPs human resource issues (appendix), this paper shall adopt an integrated approach to the various views of strategic HRM; Best Fit, Resource Based and Best Practices approach. 1.2 Best Fit The best fit view is all about the vertical integration. It is a contingency view in which an organisation links its business strategy (external market) and individual performance (internal environment) to create an effective HR policies and practices and achieve competitive advantage. Beardwell J and Claydon T., Human Resource Management: A contemporary Approach (Prentice Hall, 2010) used the life cycle and competitive advantage model to explain the best fit approach. The life cycle model links the appropriate HR practices to the different stages in the life cycle of a business. This model suggests that the HR policies at start up will differ with those during an organisations growth, mature and decline phase. Drawing evidence from BPs website, a statistical review in June 2010 by then BPs CEO, Tony Howard, BP,(http://www.bp.com/sectiongenericarticle.do?categoryId=9023752contentId=7044473).[Online ].(Accessed 05 Mar.2011), shows a sharp decline on record in global energy consumption and falling energy prices caused by global recession which is likely to continue in the long term. This decline in global energy consumption will affect energy companies especially BP which is a major player in the energy market with its huge global presence. Assuming this trend continues as predicted, this would set BPs business life cycle at its mature or decline phase. This means the HR strategy for BP will be one of downsizing and redundancy of employees but which needs to retain viability and contribute to sustainable competitive advantage. This dual strategy will enable BP to master the present while preparing for the future eventualities. A proposed strategy will be to retain high performance staff, recruit less and train staffs to multi task. On the other hand, the competitive advantage model argues that HR practices work best when adapted to the competitive strategy; Redman T and Wilkinson A., Contemporary Human Resource Management (Prentice Hall, 2009). The model identifies three types of strategic behaviour which can be linked to BPs HR practices: defenders, prospectors and analysers. Defenders operate in small niche market producing high quality products and services backed by high prices. Prospectors are more flexible and use innovative strategy to change product line quite often. Analysers are less innovative but stable and efficient and will only enter the market when it is risk free. Evidence from BPs website, (http://www.bp.com/productlanding.do?categoryId=9025115contentId=7047794).[Online].(Accessed 05 Mar. 2011) shows that innovations and technology and an efficient energy are a priority to tackle the challenges to meet energy demand and environmental concern. Therefore, to gain competitive advantage BP could adopt a dual strategy of make defender and buy prospector to remain both innovative and efficient at a lower operating cost. That is a make strategy that invests in employees to seek efficiency and a buy strategy for new technology to remain innovative in the market. This is a similar dual strategy approach that has been successfully used by the Singapore Airlines (SIA), (http://www2.warwick.ac.uk/fac/sci/wmg/ftmsc/modules/modulelist/pop/articles/singapore_airlines.pdf).[Online].(Accessed 05 Mar. 2011) that adopts a cost reduction strategy while providing premium services. The best fit view has been strongly criticised for its lack of flexibility in a dynamic changing environment. To achieve dynamic fit and given that BP is; an innovative, a high risk taker, results oriented, flexible to change, quality and process focus company, it should develop a human capital pool with these broad range of skills that will promote behavioural flexibility among its employees. This should help solve the problem of flexibility in changing environment. 1.3 Resource Based View (RBV) The resource based view is a paradigm shift from the best fit approach that draws on the internal resources of an organisation. It is particularly applicable in unpredictable external environment and focuses on achieving uniqueness and sustainable competitive advantage through the manipulation of an organisations resources. The VRIO (Value, Rarity, Inimitable, Organisation) framework, Beardwell J. and Claydon T., Human Resource Management: A contemporary Approach (Prentice Hall, 2010), is a useful tool to explain RBV relationship and formulation of a strategy. Value is all about the impact of HR contribution through improved customer service and customer added value. Rarity is simply to exploit rare characteristics of the firms human resources to gain competitive advantage. Inimitability means recognising an organisations unique history and culture to develop unique practices and behaviours that make it difficult for competitors to copy. Organisation is integrating internal resources into a coherent system so that they can capitalise on adding value, rarity and inimitability. The VRIO framework has been successfully used by the Singapore Airlines, (http://www2.warwick.ac.uk/fac/sci/wmg/ftmsc/modules/modulelist/pop/articles/singapore_airlines.pdf).[Online].(Accessed 05 Mar. 2011) to develop a set of unique characteristics such as replacing its fleets more frequently than do its competitors. As a result, its fleet is young and energy efficient and operates at a lower cost. BPs website (http://www.bp.com/sectiongenericarticle.do?categoryId=9025116contentId=7046892) .[Online].(Accessed 05 Mar. 2011) shows that BP is very keen on deep sea exploration, an activity other energy companies are afraid to venture into. Using this approach, BP can make deep sea exploration its unique culture and develop unique practices such as training and developing deep sea specialists to make it difficult for its competitors to copy. Implementing HR policies has been a key issue highlighted with the RBV and BP can overcome this by creating opportunities that will improve the discretionary behaviour of both line managers and employees such as; team working, training and development schemes, long term employment security and better pay structure. 1.4 Best Practice Best practice or high commitment human resource practices are a distinctive set of successful HR practices which firms can adopt irrespective of their setting and which will lead to improvement in performance. Due to the global economic crisis, most organisations are now adopting a policy of negotiating reduced wages to maintain job security and employment commitment. In same way, BP can adopt this best practice and integrate it with others that are specific to its needs. The BPs career webpage; What BP is Looking For, (http://www.bp.com/sectiongenericarticle.do?categoryId=9031574contentId=7057908).[Online].(Accessed 11 Mar. 2011), shows that BP is committed to developing leaders and supporting its employees through continuous improvement. Therefore, the appropriate best practices for BP should focus on enhancing the skill base of employees and this could be achieved through HR activities such as; introducing succession planning scheme to train future leaders, comprehensive training and development opportunities, selective staffing, results based performance and working in teams. 1.5 Recommended Strategy and Main Features The recommended human resource strategy for BP to adopt will be one that integrates all the key features of best fit, RBV and best practice views proposed above and as explained in the table below. Key Strategic Features Explanation Leadership Qualities A Priority Management should introduce comprehensive leadership training and development programmes. A succession planning scheme should be encouraged and practiced. Recruitment process should be selective and make leadership qualities a priority A Deep Sea Organisational Culture Employees should be encouraged to be innovative, take risk, results oriented, flexible to change, quality and process focus. There should be continuous training for specialists and high investment in deep sea exploration. Management should invest in employees to seek efficiency. Combined Organisational and Industrial Best Policy and Practice Retain high performance staff, recruit less and train staff to multi task. Negotiate reduce wages to maintain job security and employment commitment Continuous training programme for all employees to develop a broad range of skills. Team working should be encouraged to improve on discretionary behaviour. 1.6 Conclusion Strategic HRM is a complex process which is constantly evolving. The HRM strategy identified above is unique to BP in terms of the evidence found from its website and its major human resource issues discussed during the module session. The strategy adopts an integrated approach of best fit and resource based incorporating best practice as seen fit. Given that the economy is constantly changing, flexibilities have been imbued in the proposed strategy to make it dynamically feasible. 2.0 STRATEGIC RECRUITMENT AND SELECTION PROCESS 2.1 Introduction The biggest asset in any organisation is its people. In order to remain a high performance company and stay competitive, BP needs to attract and nurture the right people with the right talent and right leadership qualities. Therefore, BPs HR practices and policies will play an important role for managing its people and achieving its business objectives. The challenges faced by BP to manage its people can be categorised as, BP,(http://www.bp.com/sectiongenericarticle.do?categoryId=9031553contentId=7057895).[Online].(Accessed 02 Mar. 2011); Attracting, developing and retaining talent. Shortage of skilled personnel. Developing a true leadership. Developing corporate social responsibility Transferring key knowledge and relationships. Responding to these challenges, BP has introduced a number of initiatives; BP, (http://www.bp.com/subsection.do?categoryId=2319contentId=7060032) [Online].(Accessed 02 Mar. 2011). Though these measures are good, a strategic recruitment and selection process can be adopted to tackle these challenges. 2.2 Strategic Recruitment and Selection Process. According to a survey by CIPD, Annual Survey Report 2007: Recruitment, Retention and Turnover (CIPD, 2007) only 51% of the organisations surveyed in the UK had a resourcing strategy. Given that eight in ten of the employers ranked recruiting as a top priority in resourcing, it becomes imperative for BP to develop a recruiting strategy. To source the right type of employees, BP can select its talents internally, externally, use a combination of both or adopt alternative methods. The internal approach is a traditional method where employees are given priorities for unfilled vacancies before an external source is considered. The advantage with this method is that it motivates employees, improves their morale and provides them with opportunities for career progression. However, internal sourcing is expensive and generally leads to inbreeding and lack of creativity while external recruitment brings in fresh ideas and skills by hiring employees with different backgrounds. Whatever method BP decides to use, it is crucial that BP adopts a strategic approach that will identify the skills required before selecting the most suitable people to meet the human resource needs of an organisation; Boxall P. and Purcell J., Strategy and Human Resource Management, (Palgrave Macmillan, 2003). Furthermore, Beardwell J. and Claydon T., Human Resource Management: A Contemporary Approach (Prentice Hall, 2010) emphasis this need of a strategic approach as a prime source of competitive advantage to ensure the organisation has the right people in the right place at the right time. The strategic recruitment and selection process include techniques that stretch from attracting, selection and induction. 2.2.1 Attracting Talents: BPs Brand Strategy CIPD, (http://www.cipd.co.uk/hr-resources/factsheets/employer-brand.aspx) .[Accessed 03 Mar. 2011) defined employers brand; as a set of attributes and qualities often intangible that makes an organisation distinctive, promises a particular kind of employment experience, and appeals to those people who will thrive and perform best in its culture BPs brand strategy will depend on its brand strength and how it differs from its competitors. A useful strategic approach is that by CIPD: A no-nonsense approach, (http://www.cipd.co.uk/hr-resources/factsheets/employer-brand.aspx).[Online].(Accessed 03 Mar. 2011). In this step-by-step approach, BP will first need to investigate by communicating with top management, the employees, and external talent sources to understand the true perception of its employees experience. Secondly, BP should use the feedbacks from this investigation to create a distinctive Value Propositions (VP); a unique and compelling offer by BP to attract, retain and engage the employees in return for their performance. A suggested unique and compelling VP for BP is shown in fig 1 below; Next BP is to make sure it can deliver on its brand promise. By doing this and thinking about the employees experience not only from the recruitment stage but through induction to actual work life experience, BP will be using its employees to sell itself in a process known as employee branding. Therefore a good employee branding should be reflective of the employee experience as shown in fig 2 below; Finally BP will need to continuously measure, evaluate and review its brand strategy to make sure it is delivering real value.  This will be reflected through increase in application and enquiries, employees going the extra mile, and advocating for BP. 2.2.2 Strategic Recruiting Methods Globalisation and the global economic recession have pushed many employers to search creative employment channels and target a diverse application group. A CIPD report, Annual Survey Report 2007: Recruitment, Retention and Turnover (CIPD, 2007) indicated that local newspaper and corporate website were still favourite routes used by most employers. But due to technological changes and employees preference for a more flexible approach, organisations are now resorting to online recruitment techniques such as social networking sites like Facebook because they are cost effective and faster. BP a strong promoter of diversity, (http://www.bp.com/sectiongenericarticle.do?categoryId=9023446contentId=7058326).[Online].(Accessed 05 Mar. 2011), can win the war on diversity by creating a diverse recruitment policy that is inclusive of both the traditional (newspapers and corporate website) channels plus mainstream recruiting channels. Fig 3 portrays the diversity recruitment process; To use both traditional and mainstream recruiting methods such as; Newspapers, Universities, E-recruitment, social networking sites, career fairs, and iPhone, to develop a heterogeneous group of applicants. Top management to become involved and support line managers in implementation. To provide management with diversity training. To keep altering recruitment practice so as to avoid recruiting every time from same social background and age groups in case it discriminates against certain job seekers. 2.2.3 Strategic Selection Techniques Strategic recruitment is a continuous process and includes adopting the right selection techniques. There are different techniques organisations have used to select potential employees: interviews, integrity test, curriculum vitae, assessment centres and psychometric tests. CIPD, Annual Survey Report 2007: Recruitment, Retention and Turnover (CIPD, 2007) reported that local newspapers and corporate websites were still favourite routes used by most employers though the psychometric and assessment centres have been popular. Whatever method BP chooses, it is important that the method is reliable and valid. Reliability measures the accuracy and consistency of the selection test while validity measures its predictability. The psychometric test has typically been associated with the best practice for employee selection; Redman T and Wilkinson A, Contemporary Human Resource Management (Prentice Hall, 2009). The psychometric tests are designed to accurately measure a candidates knowledge, abilities and personality traits. These tests have become popular with recruiters because they are designed to be reliable and predictable and are effective for handling large volumes of applicants. Assessment centres on the other hand focus on behaviours required for the job and involves candidates completing a number of different tasks as part of the selection process; CIPD, (http://www.cipd.co.uk/hr-resources/factsheets/selection-methods.aspx).[Online].(Accessed 05 Mar. 11). BP website shows its corporate website is the preferred selection route; (http://www.bp.com/sectiongenericarticle.do?categoryId=9031578contentId=7057906) .[Online].(Accessed 05 Mar. 2011). But selection is more than just using a particular technique, BP needs to implement a strategic psychometric approach which takes into account a social framework that includes selection as best fit and as an interactive discussion process; Redman T and Wilkinson A., Contemporary Human Resource Management, (Prentice Hall, 2009). To adopt a best fit approach, BP will need to identity its unique qualities such as values and culture, employment patterns, market segment and use these qualities to differentiate it selection practices from a best practice approach. Furthermore, BP should make its selection process interactive. The HR department should exchange information with other managers that are directly affected. Moreover, negotiation with participants should be a two-way process and designed to be perceived as fair. That is; treating participants with respect and dignity, providing them with information and making them part of the whole process. In addition, it is important that BP should provide adequate training courses for all those involved in assessing candidates at all stages of the selection process and that they are adequately briefed about the jobs. 2.2.4 Induction It is the process whereby employees adjust to their jobs and working environment; CIPD, (http://www.cipd.co.uk/hr-resources/factsheets/induction.aspx).[Online].(Accessed 05 Mar. 11). The purpose, which is to ensure a smooth integration of staff into the organisation. BP can make its induction process more effective by; Making induction a vital part of its recruitment process. Designing a well structured induction programme to ensure that all new recruits receive information consistent with BPs values and culture. Carrying out physical orientation to describe where the facilities are and an organisational orientation to show new employees the important role they play in the overall business strategy. Ensuring a quality welcome because employees develop lasting impressions within their first few weeks of working. In a nutshell, if BP decides to adopt a strategic recruitment and selection approach to tackle challenges in its people management it will be vital that BP differentiates its brand strategy from that of its competitors. Furthermore, BP should be able to determine its core competencies to determine the correct recruiting channel(s). Finally, how it assimilates its new employees speak loud about its culture and values. TOTAL WORD COUNT: 3000

Effect of Alpha-galactosidase on Digestive System

Effect of Alpha-galactosidase on Digestive System Janaaron Aquino    The Effect of the Enzyme, Alpha-galactosidase inside Beano, on the Digestive System Problem To use the alpha-galactosidase enzyme in Beano to examine the effect of the enzyme in the digestive system at different temperatures and to find the glucose concentration at those temperatures which represents the efficiency of the enzyme under the various temperatures. If different temperatures of Beano solution are tested, then the temperatures closest to human body temperature will extract more glucose than other temperatures because of the fact that the human body has adapted to operate at an optimum temperature. Background The human body has several complex systems that fulfill essential goals the human needs to survive. Each system has a different procedure for the body and works individually or with other systems to perform that action. One of the human body systems is the digestive system. There are several steps that come into play when discussing the system, but in short, the  digestive system turns the food that humans eat into energy. In the digestive system, parts and organs include salivary glands, pharynx, esophagus, stomach, small intestine, large intestine, rectum, liver, gallbladder, and pancreas. Digestion is the breakdown of large food particles into smaller molecules that are easy to absorb into the bloodstream (Gureco, 2015).This experiment focuses solely on the transfer of glucose from food consumed into the body. What does this food do for the human body? The path of the food being digested is as followed. When food enters the mouth saliva helps break it down. It goes down the esop hagus and enters the stomach where it is broken down further by acid in order to be able to extract nutrients from the food. It enters the small intestine where the nutrients are absorbed and goes through the large intestine where water is absorbed in order to create a stool (defecation) so that it can exit the body via the anus. Digestion occurs in which the rate and extent of sugar release from available carbohydrates, by simulating physiological processes occurring in the mouth, stomach and small intestine (Woolnough, 2010). The focal point of this experiment is to examine the glucose concentration with the help of alpha-galactosidase which all takes place in the path of digestion. To start off, the food (or food solution) used in this experiment was a solution of broken down refried beans. The enzyme Beano was used specifically for this experiment because, as the name suggests, Beano is made specifically for digestive assistance with beans. Beans have a tendency to cause stress in the human digestive system. The Beano was used with the refried beans to digest the beans easily. This allows an easy pathway for the glucose to be broken down and for the human body to absorb the glucose. According to a journal abstract written by RJ Levin, The glucose, galactose, and fructose produced are absorbed across the e nterocytes [cell of the intestine] of the upper half of the villus [increase of surface area in order to absorb more nutrients] (Levin, 1994) In more specific terms, foods are carbohydrates called oligosaccharides. In the case of this experiment, refried beans were used as the oligosaccharides. Oligosaccharides are groups of two to ten monosaccharides bonded together to form the carbohydrate. When entering the body, the enzyme called salivary amylase (most commonly known as human saliva) starts the chemical process of digestion of food. The enzyme breaks down the oligosaccharide carbohydrate polymers into monomers called monosaccharides. When oligosaccharides are broken down by digestion, a monomer called monosaccharides are produced. This is because multiple saccharide polymers are broken down into a simple sugar. Included in a humans digestive system are living microbes in the large intestine that carry out the process of breaking down the carbohydrates. These microbes in human in testines are necessary because the body needs to break down the food into monosaccharides to obtain the nutrients needed for processes such as cell repair, growth, and most importantly energy. The breaking down of the oligosaccharides are essential because The biological roles of oligosaccharides appear to span the spectrum from those that are trivial, to those that are crucial for the development, growth, function or survival of an organism (Varki, 1993). However, the refried beans mentioned have starch in which these microbes produce an uncomfortable and bloated feeling like the aforementioned stress that beans cause. Although the following experiment was done on a different species an abstract suggests that mammals that consume soybeans may suffer from a gastrointestinal hypersensitive reactions involving major disturbances in digestive functions (Sissons, 1982). The use of Beano in this experiment examines the effect of the alpha-galactosidase at varying temperatures as the inde pendent variable which assists the digestion of refried beans. The alpha-galactosidase is used to pinpoint the temperature in which glucose concentration is high or low as the dependent variable. Data  and  Observations      Ã‚   Figure Results  and  Discussion The graph illustrates several temperatures in which the solution of Beano and refried beans were tested. Similarities and differences can be observed across multiple of the Beano solution mixtures at the varying temperatures. Some of the lines that represent each temperature stand out more than others. It can clearly be seen that relatively high temperatures of the refried bean solution and Beano cannot extract much glucose from the solution itself. High temperatures that did not have a high glucose concentration included temperatures that ranged from 60oC to 90oC whose maximum glucose concentration did not reach over 0.50%. This outcome can also be predicted for any temperature higher than those experimented with because if 90oC did not extract any glucose, anything higher will do the same. The same outcome can be seen with the lesser temperature of 30oC, in which the concentration of glucose did not reach over 0.50% in the course of 25 minutes. Relatively high and low temperatures of refried bean and Beano solution extracted glucose at a lower rate or did not extract any glucose at all. In comparison, two temperatures of the solution stood out more than the others. The Beano solution skyrocketed at temperatures of 40oC and 50oC. It is clear that these two temperatures were different from the others. The reason behind it? Well the optimum temperature for digestion ranges from 37oC and 44oC. Relatively close to the aforementioned temperatures of the solution, is it not? This is because body temperature is approximately 37oC and this is the temperature in which the body functions best. Temperature gets too hot? Humans get a fever. Temperature gets too low? Humans start to internally develop hypothermia. Both indicate that the body is not fully functional. The temperature of 37oC is closer to 40oC than it is to 50oC. Figure 1 indicates that the Beano solution at 40oC had a higher slope which exemplifies the fact that digestion works best when near the body temperature of approximately 37oC. According to a news website, The body has sensors with memory, or its linked to the brain, and immediately it sense the food in the stomach has temperatures and pH outside the optimum range, it uses the energy and acids stored in the body to regulate the right conditions for the optimum digestion. This further exemplifies why the Beano solution of 40oC and 50oC worked best compared to the other five temperatures. The experiment proves the efficiency and effectivity of alpha-galactosidase inside Beano impacts the rate of glucose concentration of refried bean solution at varying temperatures of 30oC to 90oC. Analysis Oligosaccharides are groups of two to ten monosaccharides bonded together to form a carbohydrate. Carbohydrates are found in all foods that a human consumes. They consist of the sugars, starches, and fibers found in food and are made primarily of carbon, hydrogen, and oxygen. When oligosaccharides are broken down by digestion, a monomer called monosaccharides are produced. This is because multiple saccharide polymers are broken down into a simple sugar (monosaccharide). The enzyme called salivary amylase breaks down these carbohydrate polymers called oligosaccharides into monomers. Salivary amylase, which is also known as saliva, breaks down starch when chewing food. As food is consumed, saliva inside the mouth starts the process of digestion by breaking down the food as humans chew. This allows the food to be broken down for glucose extraction and also breaking down the food for the esophagus. If food were not to be chewed, it cannot enter the esophagus and if it does, it will be difficult to swallow which can lead to respiratory injuries. In the human body, intestines have microbes that fulfill certain needs for the digestive system. These microbes in human intestines are necessary because the body needs to break down the food into monosaccharides to obtain the nutrients needed for processes such as cell repair, growth, and most importantly energy. In all, digestion is essentially important because of the advantages it gives to us in the form of energy. Without the energy produced from consuming, a human body cannot be fully functional. In the experiment, the enzyme, Beano, worked most efficiently at a temperature of about  40oC. As mentioned in discussion, this is because the optimum temperature for human digestion is approximately 37oC. That temperature is linked to the brain as a the human body temperature in which the human body operates at its best. Beano working most efficiently at 40oC can be explained because that temperature is approximately body temperature. Other varying  temperatures are not quite as efficient as body temperature because the human body breaks down glucose at its best. On the contrary, Beano worked least efficiently on the refried beans at an approximate temperature of 90oC. The reason behind this is that 90oC is way too hot for digestive organs to obtain nutrients. In turn, glucose cannot be absorbed which explains why the line in Figure 1 which represents 90cC did not increase throughout the course of the entire twenty-five minutes. Alpha-galactosidase is a glycoside hydrolase enzyme that is inside Beano extract to make it work. The enzymes in Beano helps with digestion, bloating, and reducing gas by increasing the rate of digestion. In the experiment, Beano was mixed with refried beans to increase the rate of glucose extraction from the beans. Refried beans were used because the starch inside the beans is difficult to digest which causes troubles such as methane gas (farting). The Beano was used with the refried beans to digest the beans easily. Another reason why the refried beans were used is because the enzyme, Beano, was created specifically for beans as beans are foods that are typically difficult to digest. When experimenting with different independent variables, it is better to have all lines on the same graph. Why? Well the graph of Figure 1 was used to compare different glucose concentration at different temperatures. Mentioned several times before, about 40 degrees Celsius worked best because it is body temperature. In this case, the line that represented 40oC can be compared to the other varying temperatures because of the fact that all of the lines were put on the same graph. In a lab very similar to the Beano experiment, peas were used instead of refried beans. The lab had the same concept and measured glucose concentration over time. Instead of using different temperatures for each line, the peas were differentiated by 25% pea extract solution,  50% pea extract solution, and 100% pea extract solution. All three solutions were tested at a temperature of 25oC. Each line increases as opposed to the lines of Figure 1 because it does not include temperature and it is different solutions being digested over time. It can be concluded that the 100% solution was digested the best. References Varki,A. (1993). Biologicalrolesof oligosaccharides:allof thetheoriesarecorrect[Abstract]. GlycoBiology.RetrievedDecember20, 2016, from http://glycob.oxfordjournals.org/content/3/2/97.short Sissons, J. (1983). Effectsof soya-beanproductson digestiveprocesses inthegastrointestinal tractof preruminantcalves[Abstract].41(1), 53-53. RetrievedDecember20, 2016, from https://www.cambridge.org/core/journals/proceedings-of-the-nutrition-society/article/div-classtitl eeffects-of-soya-bean-products-on-digestive-processes-in-the-gastrointestinal-tract-of-prerumina nt-calvesdiv/829E6E65CF3E213E31E10230E100A3C8. Levin,R.(n.d.). Digestionandabsorptionof carbohydratesfrommoleculesandmembranesto humans.[Abstract].ClinicalNutrition.RetrievedDecember20, 2016, from http://ajcn.nutrition.org/content/59/3/690S.short Gureco.HumanDigestiveSystem DigestiveEnzymes andDrinkingColdWaterafterMeal. (2015, June 24). RetrievedDecember20, 2016, from http://hubpages.com/health/Human-Digestive-System-Digestive-Enzymes-and-Drinking-Cold-W ater-after-Meal Woolnough. 1.W. (2010). The Effect of a Brief Salivary a-Amylase Exposure During Chewing on Subsequent in Vitro Starch Digestion Curve Profiles. Retrieved December 21. 2016. from http://www.mdpi.com/1422-0067/11/8/2780/htm

Vanity Fair Military Wives: Here We Go A Marching :: Victorian Era

Vanity Fair Military Wives: Here We Go A Marching In reading William Thackeray's novel, Vanity Fair, it was very surprising to learn that it was customary for soldiers' wives to follow and accompany their husbands' regiments when they went off to engage in combat. It seems rather odd when Amelia, on her honeymoon, boarded the ship (provided by His Majesty's government) that would take the troop on to Brussels. There is quite a big production as crowds gathered and cheered as the bands played â€Å"God Save the King†, while officers waved their hats and the crew rushed about. It did not seem possible that a major battle was going to take place in which many of the men would never again return to London. According to Andrew Uffindell's Women of Waterloo, â€Å"†¦ many soldiers were married, but only six or sometimes four in each company were permitted to take their wives with them on active service†. After the men had marched off to fight, the ladies who stayed behind in Brussels â€Å"suffered appalling mental tor tures as they awaited news of the fate of their loved ones† (Uffindell). After the Battle of Waterloo, many distraught British wives roamed the bloody battlefield in a state that sometimes bordered on madness. In Godfrey Davies' book, Wellington and His Army, the practice of allowing women to follow after their husbands' regiments goes so far back it is nearly untraceable. The number of women who might go abroad with the army was â€Å"unlimited for officers, but limited for men† (Davies 130). The majority of information available is about the wives whose husbands were in the infantry; much less is known about the cavalry and artillery. Soldiers' wives were restricted, or supposed to be restricted, to six per company and these â€Å"were chosen by lot on the evening before the regiment left its depot† (130). Approximately, there were twenty or thirty married women per company and each would draw a piece of paper on which was written â€Å"To go† or â€Å"Not to go†. The ones forced to stay behind were deeply sorrowful. This does not appear to be the case, however, with the famous ladies of Vanity Fair. What is startling is the general attitude of these British wives during this time of the war. The Duke of Wellington was leading the war against Napoleon and yet the entire party seemed entirely at ease: â€Å"†¦the business of life and living, and the pursuits of pleasure, especially, went on as if no end were to be expected to them, and no enemy in front† (Thackeray 286).

training of an athlete Essay -- essays research papers

Training of an Athlete   Ã‚  Ã‚  Ã‚  Ã‚  When training a football player, or any athlete for that matter you want to make sure that they are not smoking. Smoking is very harmful and addictive to the body and causes increased airway resistance. When smoking is done it takes 24 hours to clear the poisons from 1 cigarette. The effects of smoking can be damaging for life by causing heart disease, cilia damage, throat cancer and other many life-treating effects. If an athlete is smoking the results of smoking they will see will be decreased endurance, decreased ventilation, decreased Max VO2, and decreased oxygen capacity. For athletes to be able to perform at their best it is important for them not to be smoking.   Ã‚  Ã‚  Ã‚  Ã‚  When training or playing games endurance athletes will sometimes experience something that is called â€Å"second wind†. Second wind is the feeling of relief upon making the necessary metabolic adjustments to a heavy exercise intensity. The major change that takes place for â€Å"second wind† to happen is when there is a changeover from labored breathing which is called (dyspnea) to normal breathing which is called (eupnea). This respiratory adjustment however is only a reflection of metabolic adjustment to the exercise intensity. The way that â€Å"second wind† is most likely explained is by a change in skeletal muscular efficiency as increasing muscular temperature brings it on.   Ã‚  Ã‚  Ã‚  Ã‚  When an athlete is training there is some type of pain experienced in the lower lateral aspects of the thoracic wall this pain is called â€Å"stitch in the side†. This is caused by the body making a respiratory adjustment to an intense exercise such as distance running. A â€Å"stitch in the side† usually occurs when the body is adjusting to new metabolic demands, it is believed that ischemia of either the diaphragm or intercostal muscles are the cause. Scientist have not been able to find any scientific evidence to explain the cause of â€Å"stitch in the side†.   Ã‚  Ã‚  Ã‚  Ã‚  Innervation is the stimulation of the heart and how the heart is stimulated. The heart is stimulated by four parts starting first with the SA node- a wave of excitation begins in the sa node and travels throughout the heart. The wave of excitation is then sent by way of ephaptic conduction in the atria to the AV node, this is located at the ... ... sprinting a 40 and then walking a 40.   Ã‚  Ã‚  Ã‚  Ã‚  The frequency training for interval training is as follows. For an endurance athlete distance and time is the key to glycogen storage, never use both distance and time training in the same day, 4-7 day workout plan is usual for about 12 to 16 weeks, quarter mile intervals are most widely used training method. For a speed athlete a 3 week plan should be used, must build up ATP a CP stores, for sprinters it is not uncommon to work 5-6 time a week, year round hard and easy day alternate is most widely used training method with a pulse vs. time and recovery plan. Cross training is also another form of training that can be used for either endurance or speed athletes, when cross training make sure you pick a sport similar to the sport your are training in.   Ã‚  Ã‚  Ã‚  Ã‚  When taking and using pulse as an indicator it is important to remember these guidelines; never use thumb, the carotid or radial pulse is acceptable, use light pressure when taking pulse, must take pulse within 10 seconds of stopping, allow recovery no longer than a heart rate of 132, and most important never work of a heart rate of 180.

Truancy: A Symptom of a Larger Problem Essay -- mental health, justic

The movie, Ferris Bueller’s Day Off, is the epitome of adolescent rebellion and independence – the benchmark of free-spirited insubordination that lies in the heart of all teenagers. Sure, the movie depicts skipping school as nothing more than a harmless and fun pastime, something that is enjoyable due in large part to its riskiness. But essentially, it documents the day of a truant. A truant whose wild antics entertain, but a truant nonetheless. Like most things, Hollywood’s characterization of adolescent truancy is incorrect, not just in the sense that most kids will not be singing in parades whilst cutting class. It downplays the rather serious nature of chronic absences that permeates all levels of society. Adolescent rebellion and the need to distance away from authority figures and find ones’ own individuality is a normal part of growing up and the developmental process (Steinberg, 1987). However, problems arise when this distinctive need manifests itself in overtly negative activities. Whether it be experimenting with drugs and alcohol or skipping out on class, the undercurrent of teenage self-exploration is present. Going back to the point of truancy, this need, coupled with boredom and peer pressure, can increase the occurrence of absenteeism. Nevertheless, a number of other factors do play a significant role. Chronic absenteeism is often a symptom of larger problems than teen rebellion. Bullying, family issues, financial difficulties, drug use, and lack of academic skills are only some of the potential causes of truancy within the United States (Reid, 2012). And while schools across the country continue desperately to try and mitigate truancy, it seems to be on the rise; in 2012, data indicated that up to 15 percent... ...tiative. Crime & Delinquency, 214-234. National Institute of Mental Health . (2011). The Teen Brain: Still Under Construction . Besthesda : U.S. Department of Health and HUman Services . Prevention, O. o. (1996). Truancy: First Step to a Lifetime of Problems . Washington : U.S. Department of Justice . Reid, K. (2012). The causes, views and traits of school absenteeism and truancy: An analytical review. Research in Education, 59-82. Statistics, B. (2010). Bullying Statistics 2010. Retrieved from Bullying Statistics: http://www.bullyingstatistics.org/content/bullying-statistics-2010.html Steinberg, L. D. (1987). Family processes at adolescence: A developmental perspective. Family Therapy, 77-86. Zik, M. (2009). The Effects of Participation in Contingent Music Experiences on Truancy Rates of Junior High School Students . Dayton : University of Dayton.

Republican Foundations

This national bank would take the nation out of debt from the war. The bank would additionally provide loans for businessmen and to provide a place to deposit federal funds. He believed that the government should foster business and contribute to the growth of capitalistic enterprise. Hamilton additionally believed that the United States should have a protective tariff to aid manufactures. Jefferson on the other hand, opposed Hamilton's idea of creating a national bank. He additionally didn't believe that the United States should have a protective tariff to aid anufactures.He preferred a society with some industrial alternative to agriculture. Jefferson believed that all of the national debt should be paid off quickly because it will be harmful to society. Socially, Hamilton believed that the wealthy people should run the society. A variety of taxes, like the taxes on whiskey harmed the lower and middle class the most. However, Hamilton supported the upper class. Hamilton believed th at only the wealthy should be qualified to vote because they were smarter than the lower and middle classes.Merchants, bankers, manufactures, and wealthy farmers were considered Hamiltonians. Jefferson once more, opposed Hamilton's suggestions. Jefferson supported the lower and middle classes. He believed that the â€Å"common† people (lower and middle classes) were capable of running the government. He believed that the lower and middle classes were qualified to vote too. Artisans, shopkeepers, frontier settlers, and owners of small towns were considered Jeffersonian. Politically, Hamilton believed that the British aristocracy should be a model for theAmerican Government. He clearly believed in a strong central government. He wanted a broad interpretation of the constitution to strengthen the central government at the expenses of the state rights. Hamiltonians favored restrictions of speech and the press. They believed that America should closely associate itself with Britai n and break the bonds with France. Jefferson believed in a more democratic government compared to Britain's. He wanted to reduce the number of federal office holders and he favored freedom of the press and speech.Jefferson also had a broad interpretation of the constitution but many times, it was only to favor himself or the situation. He was suspicious of the central government because of probable tyrannical overpowering like England and wanted to increase state rights. Revolutionary War period of the United States. The opposing views point of the Hamilton and Thomas Jefferson. Economically, Hamilton believed in creating a national bank to pay off the nations debt, while Jefferson believed that the debt would be harmful to the society and should be paid off quickly.Socially, Hamilton believed the upper class should run things and only be able to vote, but Jefferson believed that the common people should be able to have a say in the government and also be able to vote. Politically, Hamilton believed that the government should be similar to Britain's government while Jefferson didn't believe in a strong central government, but a more democratic one. The opposing ideas of Hamilton and Jefferson is what has created variety of ideas to contribute to the improvements of the United States.