Modernism and New Criticism Essay -- Modernism New Criticism Literatur

Modernism and New Criticism The ways in which we define the importance of texts is constantly changing. We can look back and see critical theories used, such as Historical Criticism, Reader-Response Criticism and Psychoanalytic Criticism. Each of these theories offers a different way to interpret a text. However, when looking back over the texts of a specific era, shouldn’t the type of criticism we used for a book be based on that time period? Defining the Modernist Era of literature seems almost impossible, since the definition of modernism often seems to constitute anything from being â€Å"new and common† to â€Å"new and uncommon† (Barzun). This term seems to be able to stretch from the 1500’s to present; but for the sake of this essay the Modernist Era in question is that from the early twentieth century (circa 1910-1940’s). Out of, and during, this era the critical theory named New Criticism came into play. Although, nowadays, the use of New Criticism is unpopular, it is essential to use when defining the Modernist Era. Even though New Criticism isn’t used anymore, many of its basic constructs are. For example, the idea of close reading and using textual evidence (as will be done in this essay) are characteristics that were important to New Criticism. Now it is practically impossible to be in an English class, be it high school or college, and not have to use these skills when talking about a text. New Criticism basically theorized that the text itself was the most important aspect of writing; therefore, to understand the meaning of a piece of literature one must look to, and in, the text, rather than trying to define it by outside components, such as those used in Historical and Biographical Criti... ...120). The text itself is one we can always count on and find meaning in, since it always there, unchanging. Work Cited Barzun, Jacques. â€Å"The Artist as Prophet and Jester†. The American Scholar. 69.1 (Winter 2000): 15-33. Bressler, Charles E. Literary Criticism. New Jersey: Pearson Education Inc., 2003. Eliot, TS. â€Å"The Waste Land†. The Norton Anthology of Modern and Contemporary Poetry. Ed. Jahan Ramazani. New York: Norton, 2003. 472-487. Eliot, TS. â€Å"Tradition and the Individual Talent†. The Sacred Wood. London: Methune, 1920. http://www.bartleby.com/200/sw4.html Faulkner, William. Light in August. New York: Vintage Books, 1932. Thody, Philip. Twentieth-Century Literature: Critical Issues and Themes. New York: St. Martin’s Press, 1996. Tyson, Lois. Critical Theory Today. New York: Garland Publishing Inc., 1999. 117-152.

Human Capital Management Essay

â€Å"It is important for HR Management in managing the knowledge capital of an organization and aligning it with organization’s strategic plan†. Critically assess the strategic role of HCM and challenges of managing the knowledge capital in an organization that you are familiar. The organization that I would like to choose is Jabatan Pelajaran Negeri Terengganu (JPNT). JPNT consists of more than 400 workforce and this agency is responsible for administrative and policy executioner of Ministry of Education in the whole Terengganu. In JPNT, there is a small unit of Human Resource Department and this department has 20 staffs. However, until the last day of my service there, the HR department did not establish any single policy about human capital management. Therefore I will attempt to answer this question while recommending what should be done by JPNT to succeed in maximizing their human capital. Before we discuss further the strategic role of HCM and challenges that had to be overcome by HCM specialist, let us look at the technical definition of this question. Knowledge capital is defined by Business Dictionary as the â€Å"know how† that results from the experience, information, knowledge, learning, and skills of the employees of an organization. Of all the factors of production, knowledge capital creates the longest lasting competitive advantage. It may consist entirely of technical information or may reside in the actual experience or skills acquired by the individuals (BusinessDictionary. com 2012) . Knowledge capital is an essential component of human capital. Human Capital is defined by (Baron and Armstrong 2007) as the knowledge, skills, abilities and capacity to develop and innovate possessed by people in the organization. This is one of the attributes of the intellectual capital. Intellectual capital is defined by the same author as the stocks and flows of knowledge available to an organization. It is categorized into three categories namely human capital, social capital and organizational capital. These capitals are usually combined with the physical resources which are the financial and physical assets for the purpose of value creation to the firm. As cited by (Sveiby 1998)Tom Stewart who in his June 1991 article Brain Power – How Intellectual Capital Is Becoming America’s Most Valuable Asset, proposed the importance of intellectual capital to the management agenda. He defined intellectual capital in his article as: the sum of everything everybody in your company knows that gives you a competitive edge in the market place. Knowledge Management consists of managerial activities that focus on the development and control of knowledge in an organization to fulfill organizational objectives. (Sveiby 1998) Therefore it means that the integration of all management activities that focus on development and control of knowledge is what we call as knowledge management. Challenges of managing knowledge capital in JPNT will be diffused together as I explained about the role of HCM in the organization. Knowledge management is defined as the process of storing and sharing the wisdom, understanding and expertise accumulated in an organization about its processes, techniques and operations (Baron and Armstrong 2007). Therefore, the data that should be synthesized and acquired should explain the organization’s activity for instance the achievement of the employees in knowledge sharing among them and ensure that the knowledge is maximized in terms of its usage. Everybody must share their skill, knowledge and experience without any malicious intentions for the purpose of maximizing the performance of JPNT. However, it brings challenges to HR specialist in JPNT as it is not a culture of sharing. Some of the staffs afraid to share their know how because they thought that by doing so, it might jeopardized their career envelopment in the future. HR specialist overcomes this by implementing a fair assessment indicator to measure their performance without favoritism, nepotism and biasness. In my opinion, the most important attributes that distinguish Human Resource (HR) with Human Capital Management is the element of the workers as assets. As discussed by (Baron and Armstrong 2007) human capital theory emphasized on regarding people as assets of the organization, and investment in people will generate long run return. Scarborough and Elias noted that human capital theory is similar to physical capital theory but they differ in terms of the reference for human capital theory is made to people and skills while in physical capital theory reference is made to plant and equipments. Both emphasized on value creations to firm. Thus by applying this theory, JPNT needs to redefine the cost associated with training and development and career progression as the investment that will create value for the agency. Staff that undergoes training must be ensured that the new skills matched with their job description and the staff is using that new knowledge in order to effectively execute their job. For instance, the weekly training is not supposed to be done by the JPNT if on the purpose of fulfilling the quotas of training hours. Remuneration is not under JPNT’s jurisdictions however JPNT can recommend the salary of their staff to PSD (Public Service Department). Accepting staff as the asset of the organization will be mutually benefit to both parties involved. On the employee’s part, they will be feeling more motivated, appreciated thus will contribute better in their performances. As for the organization, it will boost the overall organization’s performance, decrease turnover rate, absenteeism and other negative behavior of the staffs. However this theory is not agreed by some scholar for instance Davenport(1999). Davenport argued that worker must not be treated as assets because of three main reasons. The first reason is workers cannot be brought, sold and replaced by their owner. Secondly, the principle of this theory is unacceptable and inappropriate in practice is because workers cannot be owned by the firm as the firm owned plants and machines. Lastly, there is not absolute way of calculating human value-no convincing method of attaching financial value to human resources. Therefore, treating workers sorely based on assets can create drawback to the organization. The interpretation of this concept should be made carefully and it should match with the objective of the organization. It is also not an easy task to convince the top management since the culture of bureaucracy is very strong in JPNT. The next part, I will discuss about the strategic role of HCM. HCM’s role as stated in the book Human Capital Management by Baron and Armstrong, HCM acts as business partner of the firm. Secondly, they are also responsible in developing, analyzing and using business data. Thirdly, they are also responsible for enhancing job engagement and commitment, fourthly, they are responsible to build ‘Business Case’ and lastly, they are also responsible for engaging with the other function of the organization. (Baron and Armstrong 2007)These points will be elaborated one by one in below. For the first one HCM acts as the business partner with the top management of the organization. This concept was introduced by Ulrich in 1998 where the author proposed that HR specialist should be share responsibility with management people to run the business. They must have the ability to understand and exploit opportunities and HR specialist themselves must understand how their role could help in achieving the objective of the organizations. Ulrich suggested that in order for the organization to create value, HR professionals must carry out their responsibility as strategic partners, administrative experts, employees’ advocates and as driver of changes. This can be done through strategy execution, improved planning by thorough discussion on how the firm should be organized to carry out the strategies. HR engagement with operating and marketing function is essentials in ensuring that all of their initiatives will become successful by answering the following issues- whether the initiatives is best aligned with strategy implementations, they make selection based on priority, and lastly the evaluations of the initiatives should be indicate positive linkage to business result. HR specialist must act as employee advocate, human capital developer, functional expert, strategic partner and lastly as leader in terms of HR function. However, the premise â€Å"HCM act as business partner† did not agreed by all practitioners. Tim Miller and Alex Wilson reported by Smethurst(2005) and Pickard(2005) are the examples of the top management who disagree with this premise. Convincing the top management will not going to be easy. Still HCM emphasized on the importance of evaluation of what had been happen within the organization and it also provides basis for value adding strategist. Therefore, according to this theory, HCM in this case the HR specialist in the human resource department should work together with the top management of JPNT in ensuring the creation of value to the firm. The value that we meant here is creating competitive human capital that at the end of the day this human capital will be able to serve successfully to their customers thus deliver excellence business service for the organizations. Secondly, HR is responsible to develop, analyze and use human capital data. The measurements that must be developed by HR should be able to measure issues relating to workforce, capable of measuring the levels and trends in performance achieved by both individual and business, can measure the impact of HR policies and practices on business performance or what Mercer HR Consulting called as â€Å"Business Impact Modeling†. It is also expected that HR should be able in building an effective measurement to measure the effectiveness of line manager in applying HR policies and the measurement tools should be able to measure the effectiveness of HR function (Baron and Armstrong 2007). The workforce matrix should provide data which allows the business to measure the key characteristics of the people it employs. Understanding the relationship between workforce matrix and people management is very important because the workforce matrix focus on the influences business performance and show the business of what need to be done to improved the added value from human capital resources. Therefore, HR cannot simply gain data without proper implementations of specific procedures and standards because gaining accurate data will never be easy. The data accuracy will show the current situation and trends of human capital within the organizations. In JPNT, the typical tool to measure the human capital is Key Performance Indicator (KPI) in human resource department reflect the organizational goal. They matched the number of training and types of training according to the need of the staff. Therefore KPI’s adopt by Human Resource department is quantifiable; they are defined in terms of the feedback that they gain through exit training survey. This KPI however is not emphasized on skills retention that the staff gained on the training. They are not focus workers as the assets of an organization; therefore, I think there are a lot of improvement needs to be carried out to improve this measurement method. Next, is on the aspect of measuring the overall performance. Human Resource department use Balance Score Card that is developed by Beatty et. Al (2005) to measure them. Balance Score Card highlighted four important aspects which are customer perspectives, internal perspectives, innovations and learning perspectives and lastly the financial perspectives. This scorecard focuses on balanced representation and analysis of data. In HR, four dimensions are being highlighted which are HR competencies, its practices, systems and deliverables. On the aspect of financial performance, the HR department always runs cost benefit analysis to choose the best trainer to train their staff or just simply using the internal sources that they have. Productivity is measure when the training course that undergo by the staff is beneficial and the new knowledge are continuously used by the staff. The operational impact or effectiveness is measure for instance creation of successful training course to the staff and when the staff perceived such programs contribute to their career developments. Lastly, is in terms of customer service. Through continuous training programs, the staffs become more skillful in treating the customers thus more of them will be delighted. Measuring the impact of HR policies and practices are one of the toughest roles of HR specialist. This is because it is hard to determine â€Å"causation†-what actions or factors that are specially cause the performance (Baron and Armstrong 2007). Genome II is a model that was developed by National Building Society proved statistically that the more committed the employee, the happier the customer will. Genome project had focus on recruitment and retention, deeper understanding of the commitment of the employees, reward system that is more transparent and flexible, increase the effectiveness of the execution on the first line management, promotes recognitions, and develop a culture where both managers and their subordinates demonstrate right behaviors. Focus area of GenomeII could act as a benchmark to be applied in JPNT. Effectiveness of the line manager could be improved with the intervention HCM (Bohlander and Snell 2010). Guidance, help and further training is available in case where they need them. With this, it was hoped that line managers can carry out their people management responsibilities effectively. For instance if the line manager of JPNT encounter any unsolved problem or the problem is not routine, they can always refers to HCM specialist to guide them. Human resource should be measure to indicate whether they are executing their role and meet the target of their department. Tsui and Gomez-Mejia (1998) cited in (Baron and Armstrong 2007) had clarified the distinction between process criteria- how well things are done and output criteria- the effectiveness of the end result. To distinguish them, ‘utility approach’ by Boudreau(1998) can be applied. Beside this approach, HR performances can also be measured using points suggested by Likierman (2005) that the budget allocation is in line with HR objectives- means HR has a say in changes in implementing the strategy, analyze and interpret the reason behind it, comparing internal and external benchmarking, enhance the usage face to face discussion to gain the feedback, and lastly the measurement should not expect to measure something that is impossible, and they should be noted that many problems just being mitigated, instead of being solved, and this is harmful to the JPNT. Another important role of HCM is in the terms of promoting job engagement and commitment. Job engagement happens when people are willing to commit to their work and willing to perform excellently in their job. Hay Group defined engage performance as a result that is stimulated by employee’s enthusiasm for their work and direct it to the success of the organizations. On the other hand, organizational commitment is defined as the recognition of goals and values of the organization, a sense of belonging to the organization and willingness to contribute effort for the organization (Baron and Armstrong 2007). Organization commitment and job engagement can be created by JPNT if JPNT set a great place to work, HR people promotes positive discretionary behavior, create excellence total reward policy and constantly measure job engagement and commitments. JPNT should provide conductive working environment- comfortable in nature, ergonomics, make sure that the job prospect is parallel with training, appraisal, and the superior staff should take care of the welfare of their subordinates. JPNT can adopt the criteria suggested by The Sunday Times in identifying the best 100 companies which are leadership of senior management level, good relation with their superiors, have the opportunities of personal growth and developments, balanced work-life issues, cooperativeness between colleagues, my company- the way JPNT treats its staff and lastly the fair deal- pay and benefits are provided to all, without nepotism and biasness. The superior should also act in discretion manner; it means that not everything must be solved black and white. For instance, if one of the subordinates absent for their work with a concrete reason, the superior should not punish he or her. Reward is categorized into two which are transactional reward (tangible reward-the pay and benefits) and relational reward (intangible reward-learning and development and work environment). That is the responsibility of HR to create the best reward model that can motivate their employees in the future. The tangible reward is easily to be copied by the competitors as everyone have the capability to pay and gives benefit for instance dental plan, but the intangible reward it harder to be imitated thus increase the chances of sustaining the firm’s competitive advantages. Next, another role for HR professionals is as strategist. Strategist here means HR professional should be able to address long term issues related to management and development of people and the employment relationships. This role is clearly demonstrated when HR professional are being regarded as business partner- they have the persuasion power to influence the top managers to develop business strategies that are maximizing the potential of human capital. (Baron and Armstrong 2007) As we discussed earlier, people are the assets of the organizations, thus they are one of the resource to achieve and sustain competitive advantage of JPNT HCM is also responsible to develop a good business case. Baron and Armstrong 2007) As I discussed previously, HR specialist should be able to persuade top management, a good business case can act as one of the convincing evidences on why the top management should agree to HR specialist’s proposals. The case should show how the purposed course will add value in terms of income will exceed the cost or by executing the proposal, it will yield positive return on investments (Bohlander and Snell 2010). The business case should present on how the available human capital data will impact on key areas of organization’s operation, show how it will the proposal will increase the business competitive edge, or presenting a successful pilot projects to be implemented to the entire organization, the proposal can be implemented without much hassles, it will also able to enhance the employer’s brand by promoting JPNT as the best place to work and lastly the points, data are presented in neat manner, simple and easy to understand. Challenges for managing knowledge are knowledge acquisition, knowledge modeling, knowledge retrieval, knowledge reuse and knowledge maintenance. In JPNT it is hard to get the information needed and turn the information to become useable. For instance, it is hard to transform the tacit knowledge to become explicit knowledge, to identify the gaps in knowledge, and difficult to acquire and integrate the knowledge that is cross departmental and different expertise. Therefore, it is important for the HR specialist in JPNT to be able to create an approach that is able to integrate all knowledge in the organization so that it can be benefited to all. On the top of that, knowledge modeling is also can be another obstacle for HR specialist in managing knowledge capital in the organization. The challenge that is faced by JPNT HR specialist is how to use the knowledge available in solving problems because knowledge possessed by staffs are varies from one another (Bhojaraju 2005). To overcome this, HR departments had introduce mentor and protege program. As a conclusion, the roles that are played by HCM are indeed complex and requires HR specialists to be able to multitasking, possessed multidisciplinary of knowledge and wide range of skills to execute their roles perfectly thus enable them to overcome the challenges of managing knowledge capital in JPNT. Top managements should also give full cooperation in favor of HCM so that the utilization of knowledge capital in JPNT could be maximized.

Conflict in Organization

CONFLICT MANAGEMENT Conflict management refers on the way how we approach the other party in a conflict situation. There are main structural approaches such as emphasizing superordinate goals, reducing differentiation, improving communication and understanding, reducing task independence, increasing resources, and clarifying rules and procedures. Emphasizing Supeordinate Goals The first way to resolve the conflict is to seek and find the common goals. The emphasizing superordinate goals are common objectives held by conflicting parties that are more important than the department or individual goals on which the conflict is based.If the commitments to corporate wide goals increase, the employees will pay less attention to competing individual or departmental-level goals. So, it reduces their perceived conflict with co-workers. Besides that, they also can reduce the problem of incompatibility and differentiation by establishing a common frame of reference. For example, the most effecti ve executive teams frame their decision as superordinate goals that arise above each executive’s departmental or divisional goals. Reducing DifferentiationBesides that, another way for resolving conflict is to remove the sources of different values and beliefs that produce the conflict in the first place. When the employees think they have same backgrounds or experience with other workers, they will be more motivated to coordinate their activities and resolve the conflict. For example, move the employees to different jobs so that they come to depend on each others. Improving Communication and Understanding The third way to minimize the conflict involves by giving the conflict parties more opportunities to communicate and understand each other. By aving the good communication, the employees can understand and appreciate each other’s views and opinions. It relates to contact hypothesis which is the more meaningful interaction we have with someone, the less we rely on ste reotypes to understand that person. There are two warnings. First, apply communication or understanding after reducing differentiation. For example, when we interact with people who are quite different and have conflict with us, we tend to select information that reinforces that view. So, communication and understanding interventions are most effective when differentiation is sufficiently low.Second, people in collectivist and high power distance cultures are less comfortable with the practice of resolving differences through open communication. People in Confucian cultures prefer an avoidance conflict management style since it is consistent with face saving and harmony. Furthermore, direct communication is high-risk because it threatens the harmony easily. Reducing Interdependence Another way to minimize dysfunctional conflict may involve reducing the level of interdependence between the parties. It can occur by dividing the shared sources so that each party has exclusive use part of it in different times.Sequentially, interdependence task may be combined so that they can form a pooled or shared interdependence. Furthermore, buffers also can help to reduce the interdependence level among people. It includes resources such as more inventories could be added between people who perform sequential tasks. The organizations use human buffers as people who serve as intermediaries between interdependent people or work units that do not get along through direct interaction. Increasing Resources The dysfunctional conflict also can be reduced by increasing the amount of resource available.It also refers by duplicating the resources so that can minimize the conflict. Corporate decision makers might dismiss this solution quickly because of the costs involved. Nevertheless, these costs with the costs of dysfunctional conflict that arise out of resource scarcity must be compared carefully. Clarifying Rules and Procedures Conflicts that arise from unclear and ambiguous can b e resolved through establishing rules and procedures. This strategy has been applied by Armstrong World Industries, Inc. , when consultants and information system employees clashed while working together on development of a client-server network.Moreover, the rules establish the changes of interdependence. For example, employee’s work hours or a supplier’s order fulfillment. RESOLVING CONFLICT THROUGH NEGOTIATION Negotiation is the process whereby two or more conflicting parties attempt to resolve their divergent goals by redefining the terms of their interdependence. In the other meaning, people negotiate when discussion can meet satisfaction and resolution in their exchange of goods and services. For example, the employees negotiate with supervisors over next month’s work assignment. Bargaining Zone Model of NegotiationsBargaining zone means the process of negotiation moves each party along a continuum an area of potential overlap. It can be applied to situati ons in which both sides potentially gain from the negotiations. There are three main points of this model. First, the initial-offer point is the team’s opening offer to the other party. Second, the target point is the team’s realistic goal or expectation for a final agreement. Third, the resistance point is the point beyond which the team will not make further concessions. Negotiation begins with describing the initial-offer point for each item on the plan.Besides that, in the win-lose situations, neither the target nor resistance point is revealed to the other party. If the parties have a win-win situation, the objective is to find a creative solution that keeps both parties close to their initial-offer points. Situational Influences on Negotiations Both the situation and the behaviors of negotiators are the effectiveness of negotiating. There are four important situational factors such as location, physical setting, time and audience. First, location is easier to neg otiate as we are common with the negotiating environment and are able to maintain comfortable routines.It is also no need to depend on others for resources during negotiation. Second, the physical distance between the parties and formality of the setting can influence their orientation with each other. Sometimes, people who sit face-to-face tend to develop a win-lose orientation toward the situation. Third, the longer time in negotiations can lead to stronger commitment in reaching a solution. For example, the more time people put in negotiation, the stronger the tendency to make unwarranted concessions. So that, the negotiation is going to be succeed.Time deadlines are a liability in negotiation which it is useful to motivate people to complete it. Lastly, most negotiators have the audiences. They can be anyone that is interested in the negotiation outcomes. For examples are executives, other team members, or general public. The negotiators tend to be more competitive and less will ing to make concessions when the audience has the direct observation towards the proceedings. Negotiator Skills The negotiator skills are important in resolving conflict arise. Four of most important skills are setting goals, gathering information, communicating effectively, and making concessions.Firstly, negotiators should prepare for the negotiation and set goals. They also should think carefully through their initial-offer, target and resistance points. If the negotiation fails, they need to consider alternative strategies. Besides that, they need to check their underlying assumptions as well as goods and values. Secondly, in order to gather the information, negotiators should spend more time listening to the other party and asking the details. Thirdly, effective negotiators communicate in a way to maintain strong relationships between parties. They also will avoid irritating statements.Furthermore, they are masters of persuasion so that it is accepted by others. Lastly, making concessions are important because they enable the parties to move toward the area of potential agreement, symbolize each party’s motivation to bargain in good faith, and tell others about the importance of negotiating items. THIRD-PARTY CONFLICT RESOLUTION Third-party conflict resolution is any attempt by a relatively neutral person to help the parties resolve their differences. Procedural fairness is important when the third party makes a binding decision to resolve the dispute.There are three types of third-party resolution activities, which are arbitration, inquisition, and mediation. Arbitration is the final stage of grievances by unionized employees, and is becoming more common in nonunion conflicts. The arbitrators have high control over the final decision but low control over process. They will decide the outcome of a dispute between two parties. Besides that, executives engage in this strategy by following previous agreed-on-rules of due process, making a binding deci sion and listening to arguments from the dispute parties.Inquisitors control all discussion about the conflict and choose the form of conflict resolution. They have high decision control and high process control. They generally the conflict resolution process and enforce a resolution that they perceive to be the most appropriate. There are important ways to limit the collaborative problem solving process. First, they generally operate on assumptions of the problem and the relevant information in solving the problem. Second, they limit the information that they gather to the information they specifically request from disputants. As a result, inquisitors make quick decisions to resolve conflicts.Mediators have high control over the intervention process. Their main purpose is to manage the process and context of interaction between the dispute parties. However, the parties make the final decision about how to resolve their differences. So, mediators have little or no control over the c onflict resolution decision. There are several things mediators need to do to increase the likelihood of successful mediation such as suggest alternatives, prepare to invest time and effort, and insist on a detailed action plan. On the other hand, the mediation is hard work and time consuming. CHOOSING THE BEST THIRD-PARTY INTERVENTION STRATEGYResearch suggests that people in positions of authority usually adopt an inquisitional approach which is they dominate the intervention process as making a binding decision. The inquisition approach is preferred by manager because it is consistent with the decision-oriented nature of managerial jobs, tends to resolve the disputes efficiently, and gives them control over the conflict process and outcome. Conversely, this approach is usually least effective in organizational settings. The problem is leaders who take in an inquisitional role be likely to collect the limited information about the problem.Besides that, the employees often view inqu isitional procedures and outcomes as unfair. The most appropriate of third-party resolution in organizations depends on the situation such as the type of disputes, the culture values and the relationship between the managers and employees. However in general speaking, the mediation approach is the best because it gives employees more responsibility for resolving their own disputes. It also offers the highest level of employee satisfaction with the conflict process and outcome. References http://www. wright. edu/~scott. williams/LeaderLetter/mediation. htm

7 Days of Prayers for the Souls in Purgatory Essay

PREPARATORY PRAYER My Jesus, by the sorrows You suffered in Your agony in the Garden, in Your scourging and crowning with thorns, in Your journey to Calvary, in Your crucifixion and death, have mercy on the souls in purgatory, and especially on those that are most forsaken; deliver them from the torments they endure; call them and admit them to Your most sweet embrace in paradise, where You live with the Father and the Holy Spirit, one God, for ever and ever. Amen See more: Homeless satire essay Prayers from The Raccolta (Here say the prayer for the day) 0ur Father Our Father in Heaven, Your Kingdom come; Your will be done on earth, as it is in Heaven. Give us this day our daily bread; and forgive us our sins, as we forgive those who sin against us; and lead us not into temptation, but deliver us from evil. Amen. Hail Mary Hail Mary, full of grace, the Lord is with you; blessed are you among women; and blessed is the fruit of your womb, Jesus. Holy Mary, Mother of God, pray for us, sinners, now and at the hour of our death. Amen. Eternal Rest Eternal rest, grant unto them, O Lord; and let perpetual light shine upon them. May they rest in peace. Amen. Concluding Prayer Merciful Father, hear our prayers and console us. As we renew our faith in Your Son, whom You raised from the dead, strengthen our hope that all our departed brothers and sisters will share in His resurrection, who lives and reigns with You and the Holy Spirit, one God, for ever and ever. Amen. SUNDAY O Lord God omnipotent, I beseech You by the Precious Blood, which Your divine Son Jesus shed in the Garden, deliver the souls in purgatory, and especially that one which is the most forsaken of all, and bring it into Your glory, where it may praise and bless You forever. Amen. Our Father, Hail Mary, Eternal rest, etc. MONDAY O Lord God omnipotent, I beseech You by the Precious Blood, which Your divine Son Jesus shed in His cruel scourging, deliver the souls in purgatory, and among them all, especially that soul which is nearest to its entrance into Your glory, that it may soon begin to praise You and bless You forever. Amen. Our Father, Hail Mary, Eternal rest, etc. TUESDAY O Lord God omnipotent, I beseech You by the Precious Blood of Your divine Son Jesus that was shed in His bitter crowning with thorns, deliver the souls in purgatory, and among them all, particularly that soul which is in the greatest need of our prayers, in order that it may not long be delayed in praising You in Your glory and blessing You forever. Amen. Our Father, Hail Mary, Eternal rest, etc. WEDNESDAY O Lord God omnipotent, I beseech You by the Precious Blood of Your divine Son Jesus that was shed in the streets of Jerusalem while He carried on His sacred shoulders the heavy burden of the Cross, deliver the souls in purgatory and especially that one which is richest in merits in Your sight, so that, having soon attained the high place in glory to which it is destined, it may praise You triumphantly and bless You forever. Amen. Our Father, Hail Mary, Eternal rest, etc. THURSDAY O Lord God omnipotent, I beseech You by the Precious Body and Blood of Your divine Son Jesus, which He Himself on the night before His Passion gave as meat and drink to His beloved Apostles and bequeathed to His Holy Church to be the perpetual Sacrifice and life-giving nourishment of His faithful people, deliver the souls in purgatory, but most of all, that soul which was most devoted to this Mystery of infinite love, in order that it may praise You therefore, together with Your divine Son and the Holy Spirit in Your glory forever. Amen. Our Father, Hail Mary, Eternal rest, etc. FRIDAY O Lord God omnipotent, I beseech You by the Precious Blood which Jesus Your divine Son did shed this day upon the tree of the Cross, especially from His sacred Hands and Feet, deliver the souls in purgatory, and particularly that soul for whom I am most bound to pray, in order that I may not be the cause which hinders You from admitting it quickly to the possession of Your glory where it may praise You and bless You for evermore. Amen. Our Father, Hail Mary, Eternal rest, etc. SATURDAY O Lord God omnipotent, I beseech You by the Precious Blood which gushed forth from the sacred Side of Your divine Son Jesus in the presence and to the great sorrow of His most holy Mother, deliver the souls in purgatory and among them all especially that soul which has been most devout to this noble Lady, that it may come quickly into Your glory, there to praise You in her, and her in You through all the ages. Amen. Our Father, Hail Mary, Eternal rest, etc.

Xolair Literature Review Dissertation Example | Topics and Well Written Essays - 4000 words

Xolair Literature Review - Dissertation Example The intensity, chemical properties, action mechanisms, and associated with omalizumab are all pre-generalized; however, they are controlled at the time of its manufacturing when done under the label of Xolair, and involve few specific dimensions to be identified. Further, understanding its production procedure in the raw-to-commercial forms contributes greatly towards building a theoretical relationship between its positive and negative impacts (â€Å"Xolair Fact Sheet†, 2011). Therefore, this review initiates by opening a succinct discussion regarding its origins and chemical features, which is followed by a detailed description of its production, purification, and commercialization phases. After this, some pros and cons associated with the drug are discussed, along with some secondary clinical trials that shed light on its efficacy in different age groups and dosage formulations. In the final sections of this review, a brief list of general precautions and pre-defined pharma cokinetic properties are also added to not to leave some important aspects untouched. Therefore, the reader of this review is suggested to make a close reading in order to explore relationship between different dimensions of Xolair. ... es a bond with receptors of patient’s cellular membrane and as a reaction produce inflammatory mediators from within (â€Å"Scientific Discussion-Zolair†, n.d.). In this type of reaction, an anti-lgE is supposed to restrict the creation of bond between lgE and cell membrane receptors, in order to reduce the release of inflammatory mediators (Miller et al., 2008). It happened in 1987 at Houston, Texas, that scientists of a local pharmaceutical firm (Tenox) carefully studied the phenomenon of asthma prevalence, and came up with a laboratory prototype of an anti-lgE, which until the year 1991 was unable to get international exposure. However, in the late 1990’s, controlled clinical trials were conducted over patients with mild and severe paediatric and allergic rhinitis by the collaboration of different international pharmaceutical firms, and from the year 1996, omalizumab was made available publicly under the trade name of Xolair by different pharmaceutical firms a s one of the most effective allergic asthma treatment drug, referred commonly as anti-lgE. However, despite several clinical trials and experiments over the commercial product of Xolair (and its composing omalizumab), there are still researches and developments which are being conducted in order to verify all the observable effects in different cases of asthma (â€Å"Tanox, Inc. – 2010 Company Profile†, 2010). 3. Drug Description: Xolair (or omalizumab) can be terminologically described as a monoclonal anti-body derived from recombinant chromosome (based over lG1k) which impasses particularly to mammal immunoglobulin E (or lgE). Further, its pharmacodynamics reveals that it constrains the association of lgE with cellular membrane receptors (specifically FC3Rl) over the surface of mast cells and basophils

Management & Health Information Systems Assignment

Management & Health Information Systems - Assignment Example This study would therefore, like to use a system that utilizes reporting programs to view trends of patients under patient care. This is to be adopted as a Clinical Data Repository (CDR) project with clear objectives and deliverables. 1. Project scope: This report will study clinical components that will constitute an integrated Clinical Data Repository (CDR) which will allow the elements to be fed into it ultimately allowing family physicians and doctors to view holistically the attributes of a patient while enhancing the quality of healthcare given to patients. Family members will be able to qualify for incentives like bonuses and patient oriented medical home rewarding programs. There is a principle engine that comprises a mix of elements to guarantee a clinical decision. This project will involve creating a secure Clinical Data Repository that is able to provide data of patients under authorized access. The objectives of this project will be: i) Assess how family physicians will maximize their professional quality care given to patients ii) Examine how family members will benefit from the bonuses and reward systems facilitated by CDR project. iii) Explore the strategies of bringing on board a more secure clinical data repository. Outputs of the project will prioritize the needs of both physicians and patients, creating a patient-doctor relationship. This project will cost $ 23,000 to meet personnel and technical costs with International Health Research Institute (IHRI) being the key sponsor. It is expected to be done 14 months to cover 9 tasks. Tasks will include data collection, system design, implementation, tests and project go live. Time implications and focus will be on how the outcomes of the feasibility studies have on planning and implementation of the project. The progress of the project will be communicated by the project manager at regular basis. This project is expected to commence on 30 June 2012 The report will also be issued at completion of the project August 2013. Project duration: 14 months 2. Project outlines business case - purpose & rationale: Health institutions continue to experience delays in receiving payer contracts because of the indecisiveness brought by irregular procedures and managerial bureaucracies. The CDR project will allow for maximization of health informatics expertise through quick report generation, easy collection of benchmark data and data ownership. Electronic health records are crucial in hospital administration but owing to insufficiency of tools to perform such tasks, family physicians have been at the receiving end. Analysis from feasibility studies has shown that existing patients’ data reporting programs are weak and bureaucratic. Aligning this function will bring more benefits to both physician and patients during treatment and claims from health insurers. Process claims will be done quickly and pay-for-performance incentives will be due on time. The benefits can be tabulated as below. 3. Options for project delivery: During the phase of project implementation, information system designers can use different ways to execute their work. Conventional methods used in the IT industry today are being challenged by clients and consultants in an attempt to reduce time wastage, limit

Plan 9 from Outer Space Essay Example | Topics and Well Written Essays - 750 words

Plan 9 from Outer Space - Essay Example However, the designer displays his bad taste in costumes with regards to the Eros (the alien being) and his accomplice Tanna, who both very obviously human were dressed in really shiny clothings that resembled nightsuits. Any form of realism was killed by their overly shiny night gowns and comical guns. The other characters were better off such as the dead wife of Bela Lugosi who resurfaces as the Vampire girl. She is slightly more believable with her black Adam’s family inspired gown, jetblack hair and scary long finger nails. Inspector Clay, who becomes her victim, is dressed up in a sharp detective suit which together with her hat makes for a decent get up. However, his acting could not have been more dreadful. The Army Colonel Edwards is also appropriately dressed in detective’s clothes. Set Design The set was very obviously bargain central. There is very little variety in scenery and the most used background is the cemetary, which is kept so simple it is obvious th e director was very short on cash. The movie opens with the cemetary where the Vampire girl is buried and most of it keeps resurfacing there. It is shot from only one angle with what seems like a fixed frame. The set barely has any room for movement. Jeff Trent’s house, which is next to the cemetary is no more realistic. It is the middle of summer but the couple chooses to keep the windows closed at night just to prevent any wandering breeze from flowing in and cooling them down. The worst part is how they presented the space ships. The presence of space ships was a central concept in the movie and the fact that a kind of tin material was used to present them makes it very humourous. The moments where the aliens fly by in their saucers is supposed to be scary, but it is hard to be scared when all you see are wheelcaps waivering in the sky. The cockpit where Jeff shoots his airplane scenes is also victim to cheap design. There is what seems like a shower separator which is the link between the cockpit and the rest of the aircraft. The waitress often comes through it as if she has no restrictions between the curtain and the supposed passengers sitting behind. Not to mention the inside of the alien saucer where only a few wooden tables and dials represent the inside of a very high-tech machine capable of travelling to earth from a different planet. Dialogue The dialogue is very comical. It makes the movie very odd and does not help the flow at all. While the mourning of Vampire girl in the opening of the movie, along with the supposedly ‘scary’ moments where Jeff and his wife experience the alien saucer were somewhat passable, they get specially hard to follow during the rest of the movie. The really unreal dialogues come in when Jeff and the team of alien hunters enter Eros’ spaceship where Eros, in a moment of anger and pity, explains, â€Å"All of you Earth are idiots†. The exchange of dialogue that follows pretty much reduces the movie to a comic strip. Eros explanation of the human race does not present any depth to the movie the director must have hoped for. Instead, when Eros says things like solarmanite â€Å"causes sunlight to explode,† it is hard to control your laughter. Of course, Criswell presented the intro and the outro to the movie and his presentation is worth mentioning. It is hard to ignore his poise when delivering his speech, â€Å"My friends, we cannot keep this a secret any longer, let us punish the guilty, let us reward the innocent.† To describe it as a cliche would not be justified. His straight face may be funny but he delivered it with conviction. Criswell’s dialogues should be given credit. Special Effects The effects could not have been anything greater given the budget the