Dental Law †Dental Practice Act

Dental Law – Dental Practice Act Free Online Research Papers Dental Law Dental Practice Act The dental board is also responsible for creating and enforcing the state Dental Practice Act, which contains the laws governing the business and professional aspects of dentistry in the state. The DPA determines the contractual relationship the dentist has with patients as well as how the practice must be run. The laws and provisions of the DPA are different in each state but there are some similarities with regard to the conduct of the dentist. 1 According to the Americans with disabilities Act, a dentist can’t refuse to treat any patient on the basis of race, creed, color, or disability. This includes persons with HIV and AIDS. As you may know, AIDS (acquired immunodeficiency syndrome) is caused by HIV (human immunodeficiency virus). HIV suppresses or destroys the T-cells of the body’s immune system (the system that fights off disease). Because of this, AIDS patients lack the ability to fight off any disease will which they might come in contact. They frequently get opportunistic diseases, infections that usually are controlled by the body’s immune system but can’t be because it’s not working properly. Dentists who feel they can’t treat certain individuals should give them a referral to a place where they can expect treatment. 2 The dentist is responsible for the actions, legal or illegal, of himself or herself and the office auxiliaries. A patient can sue the dental treatment but can also sue the employee individually. Included in this responsibility is the direct and indirect supervision if dental auxiliaries. By direct supervision, we mean that the dentist is physically present in the office, authorizes the procedure, is there while it’s done, and checks the results before the patient leaves. By indirect, or general, supervision, we mean that the dentist delegates a procedure or type of treatment to a trained auxiliary and needn’t be physically present while it’s done. We’ll discuss later in this section how this may affect you. 3 The dentist must charge reasonable fees for treatment. Care, once begun, should be completed in a reasonable time. The dentist should notify a patient in writing if care could no longer be provided. The care a dentist must provide to a patient includes Licensure (because of all the knowledge that’s needed to become licensed) Reasonable skill and judgment in the performance of each type of procedure undertaken Use of standard materials, drugs, and techniques that are accepted by the profession. The Law and the Dental Assistant Laws affecting the use of auxiliaries have been changing in recent years. These changes are made in the DPA. In some states, the DPA has been changed to allow hygienists to work under general super vision. Assistants who’ve had special, extended training in dental procedures can work under general supervision and provide certain treatments directly in the mouth. However, in other states, dental assistants and hygienists still must work under direct supervision. If you perform duties that aren’t allowed by the DPA in your state, you’re committing an illegal act. As the laws change, continue your education. Keep up-to-date! Then the dentist will feel confident in giving you more responsibility in patient care and dental procedure. Research Papers on Dental Law - Dental Practice ActArguments for Physician-Assisted Suicide (PAS)Moral and Ethical Issues in Hiring New EmployeesThe Effects of Illegal ImmigrationThe Fifth HorsemanUnreasonable Searches and SeizuresComparison: Letter from Birmingham and CritoTwilight of the UAW19 Century Society: A Deeply Divided EraThe Relationship Between Delinquency and Drug UseThe Project Managment Office System

Margaret Douglas, Countess of Lennox

Margaret Douglas, Countess of Lennox Known for: known for her plotting on behalf of Roman Catholicism in England.  Ã‚  She was the  grandmother of James VI of Scotland who became James I of England, and the mother of James father, Henry Stewart, Lord Darnley.. Margaret Douglas was the niece of Tudor King Henry VIII and granddaughter of Henry VII. Dates: October 8, 1515 - March 7, 1578 Heritage Margaret Douglas  mother was Margaret Tudor, daughter of Englands King Henry VII and Elizabeth of York. Margaret Tudor, named for her paternal grandmother,  Margaret Beaufort, was the widow of James IV of Scotland. Margaret Douglas father was Archibald Douglas, 6th Earl of Angus; the marriage of Margaret Tudor and Archibald Douglas in 1514, at first secret, was the second for each, and alienated many of the other Scottish nobles and threatened her supervision of her two sons by James IV, James V (1512-1542) and Alexander (1514-1515). Margaret Douglas, the only child of her mothers second marriage, was brought up with and was a lifelong friend to King Henry VIIIs daughter by Catherine of Aragon, Princess Mary, later Englands Queen Mary I. Scandalous Relations Margaret Douglas became engaged to Thomas Howard while she was a lady-in-waiting to Anne Boleyn, the second queen of Margarets uncle Henry VIII. Howard was sent to the Tower of London in 1537 for their unauthorized relationship, as Margaret was at that time next in line of succession, Henry VIII having declared illegitimate his daughters Mary and Elizabeth. Love poems she wrote to Thomas Howard were preserved in the Devonshire MS, now in the British Library. Margaret had reconciled with her uncle by 1539, when he asked her to greet his new bride Anne of Cleves on her arrival in England. In 1540, Margaret had an affair with Charles Howard, nephew of Thomas Howard and brother of Catherine Howard, the fifth queen of Henry VIII. But again Henry VIII reconciled with his niece, and Margaret was a witness to his sixth and final marriage, to Catherine Parr, who had known Margaret for many years. Marriage In 1544, Margaret Douglas married Matthew Stewart, the 4th Earl of Lennox, who was living in England. Their elder son, Henry Stewart, Lord Darnley, in 1565 married Mary, Queen of Scots, daughter of James V, Margaret Douglas half-brother. The Stewart (Stuart) name for a later line of kings of England and Scotland comes from Margaret Douglas second husband through the son of Mary, Queen of Scots, and Lord Darnley. Plotting Against Elizabeth After Marys death and the succession of Protestant Queen Elizabeth I in 1558, Margaret Douglas retired to Yorkshire, where she became involved with Roman Catholic plotting. In 1566 Elizabeth had Lady Lennox sent to the Tower. Margaret Douglas was released after her son, Henry Stewart, Lord Darnley, was murdered in 1567. In 1570-71, Matthew Stewart, Margarets husband, became Regent in Scotland; he was assassinated in 1571. Margaret was again imprisoned in 1574 when her younger son Charles married without royal permission; she was pardoned in 1577 after he died. She briefly helped care for the daughter of Charles, Arbella Stuart. Death and Legacy Margaret Douglas died only a year after she was released. Queen Elizabeth I gave her a large funeral. Her effigy lies in Westminster Abbey, where her son Charles is also buried. The grandson of Margaret Douglas, James, who was the son of Henry Stewart, Lord Darnley, and of Mary, Queen of Scots, became King James VI of Scotland and, at the death of Elizabeth I, was crowned King James I of England. He was the first Stewart king.

Art history summary and answer question Assignment - 1

Art history summary and answer question - Assignment Example Moreover, he spelled out that Vasari could sing divinely without any preparations. Through outrageous incredible attributes of Leonardo, Vasari is able to capture people’s attention towards Leonardo’s life. Another factor that Vasari points out is that Leonardo was a ‘multi-player’; he was able to perform numerous tasks interchangeably and easily. He did not give up on drawing and relief workings despite doing other things such as playing lyre, doing arithmetic and singing. Overall then Vasari was able to influence Leonardo’s fame after his death through the style of oratory, hyperbole and idealistic comments. Vasari’s oratory praise style was very instrumental in elevating the life of Leonardo. To begin with he argued that Leonardo’s fame was great when he was still alive and enhanced when he passed on. He expounded on this view holding that the heavens, in seldom times, sent people some individuals who represented both humanity and divinity. This, Vasari believed was important to people such that it enabled them to view it as a model and imitate it so as to approach the heavenly highest parts with their mind and with the intellect excellence. Through this explanation, Vasari is able to capture people’s emotions such that Leonardo, with his impeccable attributes, was a real role model for many people and hope for them that they could reach far. Besides, Rubin (pg. 97) adds that individuals who wish to follow Leonardo’s footsteps of such admirable attributes via studying, even when not helped by nature to realize such magnitude; could at least embrace the works of divine of those who play a part of the divinity. From these comments of Vasari, enormous praise was notably laid on Leonardo before people intentionally. In fact Rubin (pg. 97) argues that Vasari was deliberate by using unique terms and metaphors in describing Leonardo’s ‘wondrous and divinity’ characteristics. Rubin argues

Artist of Egyptian Old Kingdom Essay Example | Topics and Well Written Essays - 750 words

Artist of Egyptian Old Kingdom - Essay Example As the study declares the pre-dynastic time period in the Egyptian history gave the actual form of expression to the Egyptian art. That was the time period when Egyptian art actually flourished and took a new meaning of its form. The third (3rd) and the forth (4th) Dynasty introduced the meaning of expression and freedom in the Egyptian art and culture. This trend was then followed by all the generations who come afterwards. Since an art has ample space to absorb all the possible changes in it, Egyptian art could also take in all the actions of exploration and freedom of expression in it. As explained by that the cases meant for burials and funerals of kings and their relatives are the most remarkable commemoration that exist since the time of the Early Dynasties of Egypt. He also explains that the alterations in the concepts of majestic burials are a symbol of advancements in not only the architecture and building. Infact this process of change and alterations can also be observed in the concepts of afterlife. The Egyptian art reached its culminating point in the era of Dynasty IV. Dynasty V and VI then brought the technical progress and advancements throughout the country afterwards. Explains that â€Å"an artist of old Egyptian kingdom did not hold any special recognition for the work he had done in his time.  The Egyptian art reached its culminating point in the era of Dynasty IV.   Dynasty V and VI then brought the technical progress and advancements throughout the country afterwards.

Henry VIII as a King, Evaluation Essay Example for Free

Henry VIII as a King, Evaluation Essay To an extent Henry VIII achieved his aims as King between 1509-1515. Whilst he achieved aims such as to have glory in battle such as with France to earn prestige and therefore establish greater power within the European countries, he did fail in some aspects with most set aim as king. An example of this is his inability to produce a male heir to the throne which arguably was one of his prime aims as king. One of Henry’s main aims as king was to be a different leader in terms of his style from that of his father; he wanted to be a more warlike leader who was more dominant across Europe and also to be a generally more popular king. We know that this would have been one of Henry’s main aims as in the first year of his reign he executed Empson and Dudley. These two people were corrupt and unfair leaders and were very unpopular within England; they were very much associated with Henry’s father. By Henry executing them publically in 1510, by way of a big public ceremony illustrated two things to the people; firstly that he is a perhaps fairer king and that their desires were what were to shape his decisions and secondly that he would be a completely different, more popular and significant leader on a larger scale, so within Europe, by having more of a dominant presence, this is shown through the bold and trademarking execution. Henry succeeded in this aim, he indeed did become a more popular leader by taking the interests of his people very seriously, and he even built a strong army to protect everyone from frequent civil wars so making England more of a unity in itself and therefore a stronger nation. Also Henry, in an attempt of gaining the popularity from the nobility, cuts back on bonds and recognizes to please them as well as letting the nobles into his private life more and inviting them to private events of his, this in turn would’ve made them feel more important and involved with the king’s affairs, and so again has a stronger force which is more connected and contrasts to his fathers. On the other hand, it could be said that Henry didn’t need to be as precise and organised as his Father was, because Henry was left with all the money and financial stability his Father had spent his career accumulating and so he had the time and money to go to war or spend leniently rather than s aving and building up money. Henry VIII aims appear to emulate more his forefather Henry V’s aims instead by being a great warrior king and so achieving honour through War. Through conquest he intends to extend his supremacy over the lands of rivals. Henry V owned more French land in his reign than the king of France did himself, this could have been the ownership Henry VIII also desired, this brought about Henry VIII first War with France. In credit to Henry, I think he was very brave in choosing to go to war With France in 1513, because despite his father’s council being very experienced people who he should listen to, he chooses not to, following their titles as ‘ministers of peace’ they tried very hard to persuade Henry to keep peace with France. Given that he was newly king at this point I think it shows a lot of courage to foresee the opinions of the experienced council to pursue your own ambition even if faced with potential big consequences if he were to lose battle. Henry was victorious in his first battle and so he would’ve appeared a bold leader. Henry did earn a great deal of prestige in not only going to War with France and winning it, but actually leading his troops in 1513 into the battle of the spurs personally which in itself brings about great honour. Impressively at the same time, the French allies, the Scottish, invaded England and so came about the battle of Flodden, again England won this too and although Henry had little personally to do with this war because it was Surrey who won it, Henry as king still took credit and so as the unity of England, it had won its first 2 wars. As well as this he achieved his aim in cementing a good relationship with the Nobles by using their armies. However in 1514 he was almost forced to sign a peace treaty because financially England was desperate for money as henry in only one year had spent all his inherited money (estimated at about  £960000). This shows his somewhat lack of organisation as a king and more his ruthlessness and desperation for war. Another factor detracting from the prestige of this war is that Henry was used by Ferdinand and left by him at the last stage before the battle, so showing dishonour by Ferdinand towards him. In aims such as securing the Tudor dynasty Henry didn’t really succeed. Although he did make attempts such as marrying Catherine of Aragon in order for her to give Birth to a male Heir it didn’t work. Unfortunately as king this was one of his most important aims, we know this because he married Catherine the same year he was king and so it was obviously of key importance to produce an heir. This having failed, as it did, Henry did still try and secure the dynasty, by taking actions such as marrying his sister to the French King, Louis, he was creating the possibility of a Tudor dynasty on the French throne. Henry even wanted an annulment from Catherine because he believed it was her who couldn’t give him a son, he went to great lengths and disrupted his very important relationship with the Pope just to get an annulment and I think this shows how important it was to him to have a male heir as king. However, as far as fulfilling this aim early on in his reign goes he didn’t manage to do this, still he was dedicated in trying to do it. Henry knew that it was very important to have a secure and good relationship with the Pope; he understood that he was a very influential figure with a lot of power over the people and so for unity within his country, he would have aimed to have an important relationship with the Pope. Examples of Henry’s efforts to appease the Pope would be after the Battle of the Spurs, the pope wants Henry to make peace with France, even though Henry is reluctant to do so, he does because he understands the importance of having a good relationship with the Pope. It is only when Henry starts to have problems with the notion of shared power between himself and the king, tension starts as a lot of their roles cross over causing friction by occasional conflicting views. As a result Henry achieves senior power which is what he wants but he then compromises his relationship with the Pope for this. So only for a short while Henry did succeed in his aim of having a strong relationship with the Pope. Clearly in the way Henry behaved and ruled as a king, it is evident that Henry wanted to be different, rule in a different way and allocate his time differently than to how other kings before him may have. Presented with being king at the age of 18 he chose to be a king known for doing everything in excess, living lavishly, playing sport for example tilting and generally enjoying himself seemingly far more than his worn down father had done. Henry wanted to be the ‘renaissance king’ and in terms of this aim, it is one Henry definitely achiev ed by his new ideas and new style of kingship, he had a huge interest in the arts and music too which shows him to be a more cultural king. Historians say that he didn’t want to worry himself with the daily burdens of government and administration instead he would put others in charge to do this for him. Whether this style of leadership is right or effective it is still a new approach and perhaps a refreshing one to England at this time as when he came to throne he was very much liked by England and most importantly the nobles. As much as Henry spent a lot of his money in warfare, he too seemingly had interest in the wealth of the English crown in order for it to have dominance over Europe, at the beginning of his reign England was not as powerful as Spain and France and this was a lot down to the lesser financial position England were in. By taking actions such as selling land acquired in war to the nobles he not only is making money but is also becoming more ‘liked’ with the nobles. On the other hand it is decisions like this which I think weren’t very strategic, if Henry was so determined on going to war and making an impact on Europe, it would’ve seemed more proper to devote new land for the army or war related things such as weaponry manufacturing or housing for the army, this would’ve strengthened the English army and therefore brought about more global respect. I think Henry to a greater degree achieved most of his aims as king well given his young age and personal interests that he had. He did become a renaissance king and in doing this he also gained popularity, he was a very different King to his father as he was more warlike which was his intention as well as securing personal relationships with the nobles, however he didn’t produce a male heir and his control with the money his father spent a career building up I think wasn’t spent very efficiently for the benefit of the whole country.

Grapes Of Wrath :: essays research papers

The Grapes of Wrath   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  John Steinbeck’s novel, The Grapes of Wrath, is a story that takes place during America’s dreadful period of depression. Due to misunderstanding the nature of the entire situation, Steinbeck writes this novel to shine some light on the people about the great migration westward. This novel portrays the life of the Joad family who go through the harsh struggles of poverty and migration. They are forced to leave their drought stricken land in Oklahoma, hoping to find work in California, which to them is the land of opportunity, but soon they find out the horrors behind the picturesque mask. In their quest to reach the promise land, the women play a very special role in which they are distinct and contribute something to the Joad family and to the world.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  The most authoritative figure is Ma Joad. She is a very strong southern woman whom the whole family looks upon for support. Ma is a lady who is both strong mentally and physically. Her understanding is acknowledged by the rest of the family to be supreme. Of her emotional strength Tom says. “Her hazel eyes seemed to know, to accept, to welcome her position, the citadel of the family, the strong place that could not be taken.'; (95)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  The family felt what Ma felt and let her emotions be in control. “And since, when a joyful thing happened, they looked to see whether joy was on her.'; (95) Because of this she kept strong. She always wants happiness for everyone in the family, that’s why she stays strong. Ma knew that if she were to weak the whole family would fall apart.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  She realizes that they have no home and that the only value and meaning in life is that which they derive from being a family. She keeps the two cars together so they will not be separated and she forces decisions to be made for the benefit of the family. She understands the inner need of each individual member. Ma is to the family as pillars are to a building; if the pillar is weak, the building will soon collapse when anything afflicts it. Even until the end the whole family eventually does fall apart, she still stays strong. It is not because of her weakness that the family falls apart, it is because she allows them to live their own lives according to the way they want to and does not restrict them.

Transitional Leadership

Transition Leadership: Managing Change In Your Organization in today’s deregulating and increasingly competitive business environment, organizational change is becoming inevitable. Today’s successful organizations are experiencing transitions in the areas of technology, process re engineering, mergers, and organizational restructuring in order to remain competitive. However, although these areas impact employees at all levels of the company, senior management often overlooks this fact.Therefore, it is imperative that company management understands the impact of organizational change on employees and manages these effects accordingly. By doing so, organizational leaders minimize the negative impact change has on productivity and performance. This paper will focus on the activity of successfully leading employees through significant changes brought about by new technologies and process changes and will focus on three areas of transition leadership. First, the discussion c onveys the impact that change has on an organization’s employees.Second, an overview and discussion of transition leadership and its role in managing organizational change is given. Finally, ways to effectively manage employees through these reactions to change is presented. By understanding the elements of organizational change and its impact on employees as well as the appropriate ways of managing people through these revolutions, organizational leaders will be better prepared to address the challenges that are inherent in major business transitions. The Impact of Change on People Frequently, information technology professionals overlook the impacts of technology changes on people.Almost any change to technology will have an impact on business processes, which will directly impact the day-to-day jobs of individual employees. As a result, changes to technology require attention to the impacts that they have on both process and people. The practice of Organizational Change Ma nagement (OCM) focuses on ensuring that the people side of change is addressed appropriately. OCM is the process of aligning the organization’s people and culture with changes in business strategy, organizational structure, technology, and business processes.OCM is important because, at the most rudimentary level, all change involves some degree of loss whether it is loss of stability, loss of expertise, loss of relationships, or loss of understanding. People often try to avoid the experience of loss by resisting change. Resistance can come in different forms and be expressed with different emotions such as anger, frustration, fear, etc. Due to the tendency for change to elicit an emotional response, any large-scale change initiative will likely remove the employees’ focus from the business to transition-related issues.This shift in focus will likely disrupt the productivity of the business. Many technology implementation/business process redesign efforts fail because they overlook the impacts that change will have on the people in the organization. An organization that ignores the importance of OCM could experience the following risks: increased resistance to new technology, decreased quality and customer service, high turnover and absenteeism, difficulty recruiting and retaining high performers, and damaged internal and external brand equity.On the other hand, an organization that implements a technology/business process transformation with integrated OCM will experience the following benefits: realization of the business transformation objectives, higher return on technology investments, retention of high performers, maintained and improved productivity, improved employee satisfaction and morale, and increased discretionary effort. Transition Leadership Given the impact that change has on employees, it is clear that managers must learn to proactively manage employees through the many changes that are inherent in most organizations.In geospatia l environments, managers and other key stakeholders often focus on technological and process changes that will make their businesses competitive in the 21st century. These issues are important, but the changes ultimately will not be implemented successfully without the cooperation of employees. Only through effective transition leadership are employees able to effectively cope with and accept the changes they are presented with. Ten Characteristics of Effective Transition Leaders The role of transition leader is an often overlooked but important aspect of management.There are several characteristics that make up a good transition leader. Here we identify the main characteristics that are needed in a successful transition leader. In general, there are 10 characteristics of effective transition leaders: †¢ Gains support from and confidence of others. Change is not accepted and work cannot be done without the buy-in of key stakeholders. For this reason, it is imperative that trans ition leaders gain the support and confidence of other key employees in the organization. †¢ Listens and collaborates effectively.No matter how good a manager is, people will not follow without a sense of ownership in the organization. One of the key ways to secure this ownership and trust in employees is through listening and collaboration. †¢ Takes accountability. As with any effective manager, successful transition leaders take accountability for their own work as well as that of the entire organization that he or she manages. †¢ Provides constructive feedback to others. Transition leaders also provide constructive feedback to employees and colleagues. This type of feedback enables employees to be more effective in adapting to and accepting change. Builds relationships with customers, peers, and project team members. Effective transition leaders are also successful in building relationships with customers, peers, and project members. This alliance building enables leaders to effectively delegate and gain the buy-in from key resources, which further enables change within the organization. †¢ Inspires and motivates. In order to manage change effectively in the organization, transition leaders need to have inspired employees and stakeholders. †¢ Communicates openly, early, and often.Since change is such a complex and fearsome idea for most people, it is important for transition leaders to open the flow of communication. This holds true on a day-to-day basis as well (and especially) during times of change. †¢ Provides clear direction. In order for the organization to get to where it needs to be, employees and stakeholders have to understand where they are and where the organization is going. With this in mind, transition leaders need to clearly communicate the organization’s vision and goals to stakeholders and clarify individual roles and responsibilities within that context. †¢ Models the way for the team.Successful t ransition leaders do more than just delegate work and build relationships. They also lead by example in order to build credibility and trust. †¢ Creates opportunities for small wins. The change involved in large scale and complex IT implementations often appears insurmountable to employees. Therefore, it is important to frequently reward and recognize team members to help boost morale and to keep change initiatives from failing due to a burned-out staff. These 10 characteristics of a good transition leader ensure that change is implemented successfully and that major obstacles and resistances to change are minimized.The Roles of Transition Leaders In addition to these characteristics, transition leaders must play a number of roles in order for organizational changes to be successful. Since transition leaders are responsible for directly influencing the outcome of IT and process change implementations, successful change requires that transition leaders assume different roles. In general, transition leaders have four primary roles: catalyst, system and process helper, solution giver/gatherer, and resource linker. The first and arguably the most difficult role that a transition leader faces is that of Catalyst.While many organizations are content with the status quo, it is the transition leader’s responsibility to create and communicate the need for change within the business. This involves instilling a sense of urgency and purpose for the change and overcoming organizational inertia. In addition, this role entails acknowledging areas of resistance and addressing them appropriately. Change will not happen successfully if key stakeholders do not realize and understand the need for change, and it is the responsibility of transition leaders to make this need evident.The second role of a transition leader is that of a System and Process Helper. Once the need for change has been recognized by the organization and change initiatives are created, it is the t ransition leader’s responsibility to ensure that the organization is assimilated into the process and IT changes that ensue. This involves understanding the process and IT changes, the impact these changes have on jobs and policies, and effectively communicating these changes to the individuals impacted. The tasks performed by the System and Process Helper helps permeate the required change throughout the organization.The third role that a transition leader plays is that of Solution Giver and Gatherer. This role is needed to identify and resolve issues that may hinder the success of the implemented change. In particular, the Solution Giver and Gatherer will promote the use of an issues resolution mechanism, provide solutions that benefit the entire organization, and assist in the development and implementation of solutions. In addition, an important element is the need for leaders to listen to suggestions and provide feedback and recognition when appropriate.As discussed abov e, effective transition leaders communicate, provide feedback, and celebrate small wins, which is important to inspiring and motivating project teams. The final role of a successful transition leader is that of Resource Linker. This role involves the more traditional management like delegating tasks, and most experienced managers are capable in this arena. In short, the Resource Linker brings people and resources together, recognizes resource constraints, leverages skills and resources across site locations, and acts as a communications link between resources.This role is important, but it is the three roles described above that most managers overlook when implementing change initiatives. How To Manage People Through Change When incorporating change in an organization, it is useful for transition leaders to understand how change impacts people and how to minimize the negative reactions to change. All successful change initiatives follow a similar pattern or sequence. The first step consists of â€Å"unfreezing† the current way of doing things. This is the phase in the project where the burning platform for change is realized and the vision for a new way of operating is created.The second phase of change begins when it is time to begin energizing the workforce by involving more and more people in the change process so as to begin building ownership over the final outcome. This is also the point where it is critical to identify and secure early project wins. Ensuring that the right resources are provided for achieving early milestones will ensure that the project is perceived as a success. The third phase of the change process consists of building the infrastructure (i. e. , job and organization designs) required to make the change successful.For example, if the technology changes are intended to automate processes that were previously done manually, changes to job designs will be required. The final phase consists of a series of activities aimed at measu ring results and identifying lingering gaps and issues that need to be addressed in order to achieve the project’s intended benefits. While the above phases outline the sequence that change initiatives normally follow, there are three corresponding phases that describe the psychological experiences that people have when affected by change. These come from William Bridges’ book Managing Transitions (1991).The first phase is called â€Å"Letting Go. † This is the time when employees will begin to understand that things are changing, and that in the near future they will be challenged with letting go of the old way of doing things. This may include letting go of old ways of working, relationships, feelings of competence, etc. The second psychological phase, the â€Å"Neutral Zone† is the difficult period when the work is done to implement change and the transition from the old way to the new way begins. Trying to handle implementation and balance the transit ions may make this period the most difficult period of change to manage.The last psychological phase is what Bridges refers to as the â€Å"New Beginning. † This occurs when changes have been fully implemented and expectations for people to change the way they work are realized. Each of the phases described above consist of many people-related challenges, and there are many specific strategies for helping to manage people through these phases. Some of the important critical success factors for managing change are the following: †¢ Identify potential barriers or risk factors that will inhibit success, and create action plans to address them appropriately. Use written and face-to-face communication to help people understand the what, why, and how of change. †¢ Identify opportunities to involve large numbers of employees in the change process; research shows that there is a correlation between involvement and commitment. †¢ Seek to understand and manage individual and team level resistance.†¢ Listen to your employees, acknowledge their losses, show empathy, strive to reduce their stress levels. †¢ Recognize and reward behaviors that support achievement of intended goals. †¢ Systematically analyze the impacts change will have on corporate policies, individual jobs, and organizational structure. Ensure that employees receive sufficient training and the other on-the-job resources necessary to raise people’s level of confidence. By addressing and incorporating these success factors into their management toolkits, effective transition leaders greatly increase the likelihood that their change initiatives will be successful. Conclusion Transition leadership, while often viewed as a â€Å"soft† or â€Å"touchy feely† issue not appropriate to geospatial managers, is clearly a relevant and critical issue to managing the changes that are inherent in organizations today.Even the most robust GIS package with the highes t benefits potential is meaningless if employees and key stakeholders do not effectively accept and adapt the changes to their everyday lives. By embracing the understanding of the impact that change has on employees, the role of transition leaders, and how to manage employees through change, managers will ensure that the changes stick and the anticipated benefits are realized.

O’Grady Apparel Company Essay

Analyzing Risk and Return on Chargers Products’ Investments Junior Sayou, a financial analyst for Chargers Products, a manufacturer of stadium benches, must evaluate the risk and return of two assets, X and Y. The firm is considering addng these assets to its diversified asset portfolio. To assess the return and risk of each asset, Junior gathered data on the annual cash flow and beginning-and end-of-year values of each asset over the immediately preceding 10 years, 1997-2006. These data are summarized in the table below. Junior’s investigation suggests that both assets, on average, will tend to perform in the future just as they have during the past 10 years. He therefore believes that the expected annual return can be estimated by finding the average annual return for each asset over the past 10 years. Junior believes that each asset’s risk can be assessed in two ways: in isolation and as part of the firm’s diversified portfolio of assets. The risk of the assets in isolation can be found by using the standard deviation and coefficient of variation of returns over the past 10 years. The capital asset pricing model (CAPM) can be used to assess the asset’s risk as part of the firm’s portfolio of assets. Applying some sophisticated quantitative techniques, Junior estimated betas for assets X and Y of 1.60 and 1.10, respectively. In addition, he found that the risk-free rate is currently 7% and that the market return is 10%.

Current Concept And Machanisms In The Pathogenesis Of Atherosclerosis Essays

Current Concept And Machanisms In The Pathogenesis Of Atherosclerosis Essays Current Concept And Machanisms In The Pathogenesis Of Atherosclerosis Paper Current Concept And Machanisms In The Pathogenesis Of Atherosclerosis Paper Ramadan Shaafi, White A. White, 1989) Atherosclerosis manifests itself focally not only in space, as just described, but in time as well. Atherogenesis in humans typically occurs over a period of many years, usually many decades. Growth of atherosclerotic plaques probably does not occur in a smooth linear fashion, but rather discontinuously, with periods of relative quiescence punctuated by periods of rapid evolution. After a generally prolonged silent period, atherosclerosis may become clinically manifest. The clinical expressions of atherosclerosis may be chronic, as in the development of stable, effort-induced angina pectoris or of predictable and reproducible intermittent claudication. Alternatively, a much more dramatic acute clinical event such as myocardial infarction, a cerebrovascular accident, or sudden cardiac death may first herald the presence of atherosclerosis. Other individuals may never experience clinical manifestations of arterial disease despite the presence of widespread atherosclerosis demonstrated post mortem. INITIATION OF ATHEROSCLEROSIS FATTY STREAK FORMATION An integrated view of experimental results in animal and study of human atherosclerosis suggests that the fatty streak represents the initial lesion of atherosclerosis. The formation of these early lesions of atherosclerosis most often seems to arise from focal increases in the content of lipo-protein within regions of the intima. These accumulations of lipoprotein particles may not result simply from an increased permeability or leakiness of the over lining endothelium. Rather this lipoprotein may collect in the intima of arteries because they bind to constituent of the extracellular matrix, increasing the residence time of the lipid- rich particles within the arterial wall. Lipoproteins that accumulate in the extra cellular space of the intima of arteries often associate with proteoglycan molecules of the arterial extracellular matrix, an interaction that may promote the retention of lipoproteins by binding them and slowing their egress from the intima. (James S. C. Gilchrist, Paramjit S. (EDT) Tappia, Thomas (EDT) Netticadan, 2003) Lipoprotein particles in the extracellular space of the intima particularly those born to matrix macromolecules, may undergo chemical modification. Accumulating evidence supports a pathogenic role for such modifications of lipoproteins in atherogenesis. Two types of such alterations in lipoproteins bear particular interest in the context of understanding how risk factors actually promote atherogenesis: oxidation and nonenzymatic glycation. Lipoprotein Oxidation Lipoprotein sequested from plasma antioxidants in the extracellular space of the intima become susceptible to oxidative modification. Oxidatively modified low density lipoprotein (LDL), rather than being defined homogerous entity, actually comprises a variable and incompletely defined mixture. Both the lipid and protein moieties of these particles cab participate in oxidative modification. Modifications of the lipids may include formation of hydroperoxides, lysophospholipids, oxysterols, and aldehydic breakdown products of fatty acids. Modifications of the apoprotein moieties may include breaks in the peptide backbone as well as derivatization of certain amino acid residues. A more recently recognized modification may result from local hypochlorous acid production by inflammatory cells within the plaques, giving rise to chlorinated species such as chlorotyrosyl moieties. Considerable evidence supports the presence of such oxidation products in atherosclerotic lesions. Nonenzymatic Glycation In diabetic patients with sustained hyperglycemia, nonenzymatic glycation of apolipoproteins and other arterial proteins likely occurs that may alter their function and propensity to accelerate atherogenesis. A good deal of experimental work suggests that both oxidatively modified and glycated lipoproteins or their constituents can contribute to many of the subsequent cellular events of lesion development. LEUKOCYTE RECRUITMENT After the accumulation of extracellular lipids, recruitment of leukocyte occurs as a second step in the formation of the fatty streak. The white blood cells types typically found in the evolving atheroma include primarily cells of the mononuclear lineage; monocytes and lymphocytes. A number of adhesion molecules or receptor for leukocyte expressed on the surface of the arterial endothelial cell likely participitate in the recruitment of leukocyte to the nascent fatty streak. Constituent of oxidatively modified LDL can augment expression of leukocyte adhesion molecule. This example of illustrate how the accumulation of lipoprotein in the arterial intima may link mechanistically with leukocyte recruitment and subsequent events in the lesion formation. (Pierre-Jean Touboul, J. R. Crouse, 1997) Laminar shear forces such as those encountered in most regions of normal artery can also suppress of the expression of leukocyte adhesion, example branch points often have disturbed laminar flow. Ordered laminar shear of normal blood flow augments the production of nitric oxide by endothelial cells. This molecule in addition to its vasodilator properties can act at the low levels constitutively produced by arterial endothelium as a local anti-inflammatory autacoid, for example limiting local adhesion molecule expression. These examples indicate how hemodynamic forces may influence the cellular that underlie atherosclerotic lesion initiation and provide a potential explanation for the local distribution of atherosclerotic lesions at certain sites predetermined by altered flow pattern. Once adherent to the surface of the surface of the arterial endothelial cell via interaction with adhesion receptors, the monocytes and lymphocytes penetrates the endothelial layer and take out residence in the intima in addition to products of modified lipoprotein, cytokines can regulate the expression of adhesion molecules involved in the leukocyte recruitment. For example, the cytokines interlukin one (IL-1) or tumor necrosis factor alpha (TNF-alpha) induce or augment the expression of leukocyte adhesion molecules on endothelial cells. Because modified lipoprotein can induce cytokines release from vascular wall cells, this pathway may provide an additional link between accumulation and modification of lipoprotein and leukocyte recruitment. The directed migration of leukocyte into the arterial wall may also result from the action of modified lipoprotein. For example, oxidized LDL may promote the chemotaxis of leukocyte. Also, oxidatively modified lipoprotein can elicit the production by vascular wall cells of chemoattractant cytokines such as monocytes chemoattractant protein-1. (Frank Kessel, Patricia L. Rosenfield, Norman B. Anderson, 2003) FOAM CELL FORMATION Once resident within the intima the mononuclear phagocyte differentiate into macrophages and transform into lipid-laden foam cells. The conversion of mononuclear phagocytes into foam cells requires the uptake of lipoprotein particles by receptomediated endocytosis. One might suppose that the well recognized classical receptor for LDL mediated the lipid uptake. Patients or animals lacking effective LDL receptors due to genetic alterations however have abundant arterial lesions and extraarterial xanthomata rich in macrophage derived foam cells. Also the exogenous cholesterol suppresses expression of the LDL receptor, such that under hypercholesterolemic conditions the level of this cell surface receptor for LDL decreased. Candidates for alternative receptors that can mediate lipid-loading of foam cells include a growing number of macrophage scavenger receptors, which preferentially endocytose modified lipoproteins and other receptors for oxidized LDL or beta-VLDL (very low density lipoprotein) a type of lipoprotein commonly encountered in certain hypercholerterolemic states. By ingesting lipids from the extracellular space the mononuclear phagocytes bearing such scavenger receptors may remove lipoproteins from the developing lesion. Some lipid loaded macrophages may leave the artery wall, functioning to clear lipid from the artery. Lipid accumulation and hence propensity to form atheroma, ensues if the amount of lipid entering the artery wall exceeds that exported by mononuclear phagocytes or other pathways. Macrophages may thus play a vital role in the dynamic economy of lipid accumulation in the arterial wall during atherogenesis. Some lipid laden foam cells within the expanding intimal lesion perish. Some foam cells may die as a result of programmed cell death known as apoptosis. This death of mononuclear phagocytes results in formation of the lipid rich center often called necrotic core, of more complicated atherosclerotic plaques. (Shari R. Waldstein, Merrill E Elias, 2001) Macrophages taking up modified lipoproteins much like intrinsic vascular wall cells may elaborate cytokines and growth factors that can further signal some of the cellular events in lesion complication. A number of growth factors or cytokines elaborated by mononuclear phagocytes can stimulate smooth-muscle cell proliferation and production of extracellular matrix, which accumulates in atherosclerotic plaques. Cytokines found in the plaque including IL-1 or TNF – alpha can induce local production of growth factors such as forms of platelet derived growth factor (PDGF), fibroblast growth factor and others that may contribute to plaque evolution and complication. Other cytokines, notably interferon gamma (IFN-gamma) derived from activated T cells within lesions can inhibit smooth muscle proliferation and synthesis of interstitial forms of collagen. These examples illustrate how atherogenesis likely depends on a complex balance between mediators that can promote lesion formation and other pathways that can mitigate the atherogenic process. (Aron Wolfe Siegman, Timothy W. Smith, 1994) FACTORS THAT MODULATE INHIBITATION OF ATHEROMA Elaboration of small molecules by activated mononuclear phagocytes and vascular wall cells in the evolving lesion may also modulate atherogenesis. Notably reactive oxygen species can modulate growth of smooth muscle cells, activate inflammatory gene expression via the nuclear factor kappa beta (NFk beta) transcriptional control system and annihilate NO radicals, decreasing the effect of this endogenous vasodilator. However macrophage in the lesion may be activated to express the inducible form of the enzyme that can synthesize NO, known as inducible NO synthase. This high capacity form of the enzyme can produce relatively large, potentially cytotoxic amounts of No radicals. While at the low concentrations of NO produced by the constitutive NO synthase in endothelial cells, this radical may produce beneficial effects; when overproduced by activated phagocytes, however it may prove deleterious. Export by phagocytes may constitute one response to local lipid overload in the evolving lesion. Another mechanism, reverse cholesterol transport mediated by high density lipoproteins (HDL), may provide an independent pathway for lipid removal from atheroma. This transfer of cholesterol from the cell to HDL particle involves specialized cell surface molecules such as the ATP binding cassette transporter (ABCA1) (the gene mutated in tangier disease, a condition characterized by very low HDL levels) and a family of scavenger receptors (the B family). Such reverse cholesterol transport explains part of HDL’s antiatherogenic action. (Richard O. Cannon, Julio A. Panza, 1999) Although clear evidence supports lipoprotein disorder as predisposing factors for atheroma formation, other etiologies may contribute to or modulate atherogenesis. For example hypertension constitutes an independent risk factor for coronary events. Male gender and the postmenopausal state also augment the risk of developing coronary artery disease. Premenopausal women have increased HDL levels compared to age matched men. However a favorable lipoprotein pattern only partially accounts for the protection against atherosclerosis conferred by the premenopausal state. Although laboratory studies suggest that estrogens have direct beneficial effects on the arterial wall, clinical trials have not shown that estrogen replacement therapy prevents recurrent myocardial infarction in postmenopausal women. Indeed treatment with a combination of estrogen and progesterone appears to augment cardiovascular events in women with or without prior myocardial infarction. (Susan Wilansky, James T. Willerson, 2002) Diabetes mellitus aggravates atherogenesis. In addition to the well known microvascular complications of diabetes, macrovascular disease such as atherosclerosis causes a great deal of excess mortality in the diabetic population. Diabetes associated dyslipidemias strongly promote atherogenesis. In particular the constellation of insulin resistance, high triglycerides and low HDL often in association with the central adiposity and hypertension frequently seen in type 2 diabetic patients, seems to accelerate atherogenesis potently. As noted above hyperglycemia may promote the nonenzymatic glycation of LDL, LDL modified in this manner, like oxidatively modified LDL, may signal many of the initial events in atherogenesis. Triglyceriderich lipoprotein particles often elevated in poorly controlled diabetic patients also accentuate atherogenesis. Lp(a) (often pronounced lipoprotein little a to distinguish it from apolipoprotein AI and others found in HDL) provides a potential link between hemostasis and blood lipids. The Lp(a) particle consists of an apoprotein (a) molecule bound by a sulfhydryl link to the apolipoprotein B moiety of an LDL particle. Apoprotein (a) has homology with plasminogen and may inhibit fibrinolysis by competing with plasminogen. Other risk factors for atherosclerosis related to blood clotting include elevated levels of fibrinogen or of the inhibitor of fibrinolysis, plasminogen – activator inhibitor 1 (PAI-1). Another nonlipid risk factor for coronary events, elevated levels of homocysteine, may act by promoting thrombosis, although the pathophysiology of this association is uncertain at present. Although individuals with marked elevations of Lp(a) or homocysteine do appear to have heightened risk of coronary thrombosis, in the population at large these factors show a much weaker correlation with vascular events than LDL, HDL, or the global inflammatory marker C-reactive protein (CRP). (Philip M. McCabe, Neil Schneiderman, Tiffany Field, A. Rodney Wellens, 2002) The relationship between tobacco use and atherosclerosis also remains poorly understood. The rapid reduction in risk for cardiac events after cessation of cigarette smoking implies that tobacco may promote thrombosis or some other determinant of plaque stability as well as contribute to the evolution of the atherosclerotic lesion itself. For example tobacco smokers have elevated fibrinogen levels a variable associated with increased atherosclerosis and acute cardiovascular events. INFLAMMATION In other situations, antecedent inflammatory states may predispose toward atherosclerosis. For example Kawasaki disease in childhood may promote developments of vascular lesions in the arteries of adults. Infectious agents continue to be proposed as instigators or potentiators of atherogenesis. However in humans atherogenic role for vital or microbial pathogens remains speculative. In some patients immune or autoimmune reactions may contribute to atherogenesis. In the particular example of the accelerated form of coronary arteriopathy that plagues heart transplant recipients, immunologic factors may contribute importantly to the pathogenesis. (James Shepherd, Sheperd and Gaw, Allan Gaw, 2001) Known monogenic defects in lipoprotein metabolism account for only a fraction of the familial risk for coronary artery disease. Thus other as yet undefined and perhaps multiple genetic factors may contribute to coronary risk. Mechanisms of disease susceptibility involving the arterial wall might account for some of the genetic predisposition to atherosclerosis unexplained by lipoprotein disorders. Application of molecular genetic techniques may identify new polymorphisms linked to coronary risk and may eventually shed light on new pathophysiologic mechanisms. For example some data suggest a link between certain alleles of the genes encoding angiotensin converting enzyme, the cytokine lymphotoxin, or PAI-1 with increased risk of myocardial infarction. Application of genomic technologies may aid identification of modifier genes that modulate individual responses to established risk factors. Large studies currently in progress should clarify these and other potential genetic factors that influence atherosclerosis. REFERENCES: Aron Wolfe Siegman, Timothy W. Smith, 1994. Anger, Hostility, and the Heart; Lawrence Erlbaum Associates Frank Kessel, Patricia L. Rosenfield, Norman B. Anderson, 2003. Expanding the Boundaries of Health and Social Science: Case Studies in Interdisciplinary Innovation; Oxford University Press James Shepherd, Sheperd and Gaw, Allan Gaw, 2001. Lipids and Atherosclerosis; Taylor Francis James S. C. Gilchrist, Paramjit S. (EDT) Tappia, Thomas (EDT) Netticadan, 2003. Biochemistry of Diabetes and Atherosclerosis; Springer Philip M. McCabe, Neil Schneiderman, Tiffany Field, A. Rodney Wellens, 2002. Stress, Coping, and Cardiovascular Disease; Lawrence Erlbaum Associates Pierre-Jean Touboul, J. R. Crouse, 1997. Intima-Media Thickness and Atherosclerosis: Predicting the Risk? ; Taylor Francis Richard O. Cannon, Julio A. Panza, 1999. Endothelium, Nitric Oxide, and Atherosclerosis: From Basic Mechanisms to Clinical Implications; Blackwell Publishing Rodney A. White, White A. , Ramadan Shaafi, White A. White, 1989. Atherosclerosis and Arteriosclerosis: human pathology and experimental animal methods and models; CRC Press Shari R. Waldstein, Merrill E Elias, 2001. Neuropsychology of Cardiovascular Disease; Lawrence Erlbaum Associates Susan Wilansky, James T. Willerson, 2002. Heart Disease in Women; Churchill Livingstone

15 Best People to Follow on Twitter and LinkedIn for Career Advice

15 Best People to Follow on Twitter and LinkedIn for Career Advice When you’re on the hunt for a new job, it can feel like a lonely process sometimes. You’re editing your resume, you’re researching new opportunities and job descriptions, and you’re working on your personal package and brand. All of those are necessary elements of the process, but that’s a lot of â€Å"you† going on, no? Where do you turn when you need advice and career resources such as resume templates, interview guides and workplace tips? You know our door is always open at TheJobNetwork, but there’s also a whole internet of people who add their personal voices and expertise to the mix. Social media has opened up everyone’s networks like never before, making it easy to connect with others. Let’s look at some of the movers and shakers who can help bump your career development to the next level, whether you’re a seasoned veteran or just starting out.Career Influencers on TwitterTwitter’s not just for TV rea ctions and presidential candidates’ late-night rants, believe it or not. It’s also host to a thriving career hive, where the @ signs fly fast and furious in every industry. Here are some of the best people to follow if you want to stay in the know:Kathryn Minshew, founder of The Muse. Whether it’s general career/job search advice or the cutting edge of what’s happening in the career world, Minshew is on it and sharing it for her followers.Simon Sinek, motivational and leadership author and speaker. Sinek has made a career out of studying successful leaders and their communication, and making those insights accessible via his books (Start with Why: How Great Leaders Inspire Everyone to Take Action and Leaders Eat Last: Why Some Teams Pull Together and Some Don’t) and his social media.Hannah Morgan, career and job search expert, and founder of CareerSherpa. Morgan offers a constant stream of advice for â€Å"solopreneurship,† as well as brandi ng yourself and hunting for your next big opportunity.Abby Kohut, a recruiter and career coach, and founder of Absolutely Abby. Kohut is not only great at what she does (she was named among the â€Å"Top 25 Women To Follow On Twitter For Your Job Search† by CEO World), but she’s also on a tour of the USA in an RV, offering career advice and inspiration from sea to shining sea. And if an RV tour doesn’t offer good Twitter entertainment, I don’t know what does.Guy Kawasaki, motiviational speaker and former â€Å"chief evangelist† of Apple. Kawasaki is one of the best known career, business, and leadership speakers in the biz, and his Twitter is chock full of advice on branding, managing your career, and the occasional (very relevant and necessary) cute animal video.Adam Toren, author, entrepreneur, and founder of Young Entrepreneur. Toren’s voice is essential because it speaks to would-be entrepreneurs of all ages, and offers advice for people looking to build their brand whenever they want to start. Even if you’re only young at heart, Toren has great insight about how to go about developing your entrepreneurial side.Seth Godin, bestselling author and career/marketing/business guru. If you’ve heard of any career coach before, there’s a good chance it’s Seth Godin. Author of 14 books about marketing, leadership, personal branding, and personal growth, Godin has become a go-to for people all over the country looking to boost their careers and their outlook. Godin’s Twitter feed is tied to his blog, where he shares his everyday insights on the marketing and career worlds.Women 2.0, media company specializing in innovation opportunities and business education for women. Despite the name and stated mission, Women 2.0 offers solid career information for any gender, as well as valuable insight into diversity and increasing opportunities for entrepreneurs who are just starting out.Randi Zuckerb erg, author and speaker. Sure, that other Zuckerberg is a household name these days, but his sister, Randi Zuckerberg is a social media force to be reckoned with as well. The author of Dot Complicated, Zuckerberg has a lot of great insight into how to manage social media in our professional and personal lives, as well as building brands and content.Elon Musk, CEO and tech innovator. If there’s an â€Å"it† executive and influencer right now, it’s Elon Musk- hands down. With his involvement in cutting-edge companies like SpaceX, Solar City, and Tesla, he’s helping to redefine what it means to be a leader, innovating in business and science at the same time.Career Influencers on  LinkedInLinkedIn is a great place to concentrate your job search energies, because it’s a connecting hub for so many companies and industries. It’s also an excellent spot to find inspirational voices and guidance from people who know their stuff. When you branch out from your own personal network and move beyond the basic job search functions of LinkedIn, these influencers are must-follows as you build and shape your career.Laszlo Block, Senior Adviser at Google and author of Work Rules!. Block publishes lots of great content on LinkedIn, offering insights from his work at Google (maybe you’ve heard of it- you know, that little underdog, mom-and-pop tech behemoth) and his experience leading teams.Lisa Gates, career coach and founder of She Negotiates. Negotiation is such an important part of your career and your role as a self-advocate- and yet it’s an area where almost all of us can use some work. It’s a big career challenge- what can you ask for, what do you do, and how far can you go? Gates offers tips and insight that we can all use, whether we’re negotiating a new offer, looking for a pay/title bump, or leveraging your performance review.Meg Giuseppi, career and personal branding coach. Giuseppi is a branding g uru who works with people to build their resumes, leadership skills, and social media brands as part of their job searches. Her articles give strategies and tips for pushing your professional package to the next level.Heather Huhman, career coach and digital marketing specialist. We hear about Millenials and their trends/needs/peculiarities all the time- but what about Gen Y, the pre-Millenials? For those of us who fall into that bucket between Gen X and the Millenials, Huhman is here to offer sage recruiting advice for building your career after your first or second jobs, and how to negotiate career changes.Paul Freiberger, resume writer and job search consultant. Freiberger isn’t the kind of writer who publishes 18 posts a day, but what he does post is high-quality advice for your job search, your resume, negotiation, etc.- all the biggies. He also talks about issues that aren’t always discussed widely in the career arena, like how to deal with a job search if youâ⠂¬â„¢re an introvert. (More on interviewing-while-introverted here as well.)One of the best things about networking in the social media age is that you can decide what level of involvement you want to have. Are you happy just reading content and articles posted by people who are in the know? Do you prefer to interact with people who have specific expertise? Whether you’re comfortable @-ing big names or just the occasional retweet, the experience is totally customizable. The resources are out there- you just have to find (and follow) them!How about you? Do you have any favorite follows who brighten your feeds with interesting and useful content? We’d love to hear from you in the comments.

Strategic Management and Transport Policy Critical Review Assignment

Strategic Management and Transport Policy Critical Review - Assignment Example The critical review aims at analysing sustainable transport and the modernisation of urban transport in cities. The paper makes use of research conducted by Thynell, Mohan, and Tiwari that investigates and provides results and conclusions on the transport sustainability and modernisation in Delhi and Stockholm. The paper will critically review this study as a basis to get conclusive evidence on areas that the study was effective and the not so effective areas that the researchers ought to have made improvements. The topic comes from the journal, Cities, Volume 27 published in 2010 titled, â€Å"Sustainable transport and the modernization of urban transport in Delhi and Stockholm†. The essay will make a summary of the main areas of the article with specific emphasis on the discussion, methods, results, and conclusions, provide a summary of three articles in the field inclusive of the article under review on the field, and provide value judgments on the article. The essay will n ot be in a position to provide a comprehensive view of the whole transport literature because of the limited time and length of the paper. The essays course is the provision of a view on the effective strategies that were applied or ought to have been applied in the completion of the transport article to ensure more success and provide a view of the literature on transport. The need for an efficient transport system has never been greater in cities with the growth of the economy and the modernisation of lifestyles. The effect was pressure for cities to invest in modern technology and ensure its sustainability as a measure of managing traffic and augment competitiveness in national and international context. The purpose of the article was to find politicians perceptions and examine the transport plans in Delhi and Stockholm in a view of finding the driving forces for infrastructure plans and transport policy.