Childhood Obesity Essay Introduction Essay Example for Free

Childhood Obesity Essay Introduction Essay Introduction Obesity is a serious and major health complication contributing to 112,000 deaths annually most of which are preventable. Obesity is to a condition where excess fat has collected in the body has to the level of adversely affecting one’s health. There is no general agreement on the lowest explanations of obesity in adolescents and children. Therefore, most professionals accept the guidelines published on body mass index (BMI) to measure cases of overweight in children and adolescents. The increase of obesity among children in 2008 increased from 5 percent to 17 percent in the same year. This paper will focus to explore the causes of obesity in children and give methods on how it can be prevented. One is considered as obese or overweight when his or her body mass index BMI exceeds 30 kg/m2) (Flegal, 2000). Body mass index is obtained by measuring an individual’s weight in kilograms relative to his or her height in meters. Presently obesity is the widest spread medical problem affecting children and teenagers in developed countries like the United States. Other measure of obesity include: a) Weight-to-height tables- These tables define being overweight and give ranges for a healthy weight based on the height of a teenager or child. b) Body fat percentage- Fat a percentage of body weight, is a strong indicator of obesity. Boys are regarded obese when their body fat is above 25 percent and girls over 32 percent. Obesity has profound effects on the life of a patient by increasing the possibility of contracting variety of diseases. The following are health consequences of obesity according to Center for Disease Control and Prevention (CDC). Cancers (breast, endometrial and colon) Coronary heart disease Hypertension Stroke Type 2 diabetes Dyslipidemia Osteoarthritis Gallbladder and liver and disease Gynecological problems (infertility, abnormal menses) In addition to the health consequences above, obesity can also create social, as well as, emotional problems to an individual or patient due to the stigma associated with one being overweight. Causes of obesity Physical exercise and dieting are among the best ways for treating obesity. One can improve his or her diet quality by reducing the intake foods rich in energy, e.g. those high in sugars and fat and increasing the consumption of dietary fiber. Drugs such as anti- obesity medication drugs may be taken to lower appetite or inhibit the absorption of fat. A gastric balloon may enable one lose weight if exercise, medication and diet are not effective. Surgery may also be performed to lower stomach volume and or bowel length. This leads to earlier satiation and reduced ability to absorb nutrients from food. Below are some of the major causes of obesity (Ferry, 2011). Physical inactivity- The increased use of computers, video games and televisions have largely contributed to an inactive lifestyle for many teenagers and children in developed countries like the U.S. On average, teenagers and children in the United States of America spend three hours daily watching television. This form of recreation not only uses little energy but also encourages eating of snacks. Only one-third of children in the United States have daily physical exercise education in school. Dietary habits- The eating habits of teenagers and children have shifted away from healthy foods such as vegetables and whole grains to enormous reliance on fast foods, sugary drinks and eating processed snacks. These foods tend to contain high levels of fat or calories but low in essential nutrients. Unhealthy eating habits include eating when not hungry, watching television while eating or eating while doing homework e.t.c. Genetic factors- Some families tend to have obesity. Parents who are obese tend to have obese children. It is very  crucial to note that obesity does not occur through genetics alone, but when one eats more calories than he or she uses. Socioeconomic status-Non working parents or families with low incomes are more likely to consume excess calories for a given level of activity. Specific medical conditions can cause obesity but are rare. This includes inherited disorders of metabolism, hormone or chemical imbalances. Certain medications can alter how the body stores fat or processes food, thus resulting to weight gain. There is limited evidence to support the fact that some people who are overweight eat little yet gain weight due to a slow metabolism. Obese people require more energy expenditure than people who are thin due to the energy required to maintain their massive body mass. Conclusion Obesity is considered a major cause of deaths worldwide with increasing prevalence in children, teenagers and adults. The American Heart Association has guidelines for healthy children and families. It recommends that one should eat adequate calories and eat a wide variety of foods to obtain adequate nutrition. It also recommends that the total cholesterol taken per day should be less than 300mg. These guidelines are only applicable to children above two years of age. It is necessary for everyone in the family to apply these guidelines and not just those who are obese. Schools should introduce anti bullying campaign to assist overweight children. The biggest responsibility falls on parents to ensure their children observe healthy eating tips. References American Heart Association. Dietary Recommendations for Healthy Children. Apr. 19, 2012. . Ferry Jr., R.J., ed. Nutrition and Health: Management of Pediatric Obesity and Diabetes. New York: Springer Science+Business Media, 2011: 416. United States. Centers for Disease Control and Prevention. Childhood Overweight and Obesity. Apr. 27, 2012. .

Cross cultural awareness

Cross cultural awareness Cross Cultural Awareness For The International Manager Successful Cross Cultural Management And The Anticipated Characteristics Of France And Brazil Introduction It has been commented that to minimise or resolve conflicts between different cultures they should first be grouped or categorized to measure their differences (Trompenaar, 2006). The UK scores fairly low in the uncertainty avoidance index, suggesting that people in these cultures are less risk averse and feel relatively secure (French, 2008). In terms of the workplace, this can be reflected in a high employee turnover and managers encouraging risk taking and to expect change (Overby, 2005). When taking Trompenaars dimensions of universal or particular (the extent to which rules are followed regardless of the situation and people involved) into consideration, it may help to explain further where this behaviour or reasoning comes from. Products and services are being offered on a global scale, posing a serious problem when a universalist culture engages in business with a particularist society, where the importance of relationship is ignored. Trans-cultural effectiveness is not only measured by the way one culture values another but also by the ability to reconcile the dilemmas, resolving them promptly, and the extent to which both values are synergised as one (Hemple, 2001). Hemple emphasises upon the importance of such an understanding in the current globalisation era. At present, when companies become global, there is predominantly an inevitable move towards the universalist view (Hemple, 2001). In order to go about such a task, Trompenaars dimension of universal v particular is a helpful tool to signify the importance placed upon relationships and people compared to individual needs (Trompenaars F. H.-T., 1998). Trompenaars Neutral V Affective Trompenaars dimension of neutral v affective describes the extent to which a culture displays emotion, either openly (affective) or in a restrained manner (neutral) (Gooderham, 2003). A cross cultural venture will involve communication between a variety of groups and people. The way in which people communicate is diverse and consequently the manner in which behaviours and actions are inter-operated also differs, leaving room for miscommunication. For example, people from a neutral culture may perceive displays of emotion in the workplace as unprofessional behaviour whilst the lack of emotions displayed by those from a neutral culture may be perceived as deceitful behaviour from the affective cultures point of view (Snodgrass, 2002). With the display of emotions in affective cultures, it maybe that communication is not just seen as a verbal exchange, rather, value is placed upon gestures. Although, minimal or indirect speech is made; facial expressions, actions, and body language may prove to be more influential than words. Without the knowledge of such cultures and their practices, there is a possibility of miscommunication. People from a neutral culture may interpret the lack of verbal communication to be impolite, rather than picking up on the meaning behind gestures such as body language. Halls description of high and low context cultures is reminiscent of neutral v affective, but primarily focuses on the communication styles of such cultures, specifically, on how they communicate (French, 2008). Trompenaars Specific V Diffuse This aspect is useful in providing an insight into how employees perceive their position in the workplace. Those from the diffuse culture value their work and do not separate their responsibility in the workplace from their personal life. In fact, both facets of their life are integrated and are an essential element of who they are. Whereas, those from the specific culture clearly separate their work life from their personal life. They deem their work to be a means of acquiring a valuable objective, such as earning an income in order to achieve a better quality of life. The insights obtained from this dimension may explain any variations in commitment over time amongst employees. Although, neither culture is inaccurate in their thinking, it may still present differences that lead to conflict. For example, those of the diffuse culture may feel obligated to stay behind outside their contractual working hours or work during their lunch break in order to complete a task, as opposed to those of the specific culture who may take their full lunch break and sign off at the end of the day upon completion of their contractual working hours. In turn, those of the diffuse culture may feel unappreciated as they might consider themselves to be earnest whilst viewing their colleagues as insincere. As well as giving an insight into employee behaviour, the specific v diffuse dimension can also elaborate on how employees work and how their interaction with colleagues translates into their personal life (Binder, 2007). France France scores highly on Hofstedes uncertainty avoidance index which is reflected in the emphasis placed upon rules in the workplace with managers endorsing rules, regulations and control of employees. Employees in return seek job security and significant benefits such as health insurance and extended holidays (Overby, 2005). This has an impact on the internal work culture in that managers closely supervise and guide their employees and as a result employees often have little autonomy in their job role. This brings about the issue of HRM practices in a cross cultural venture; whereas performance related pay, individual appraisals etc. are common practice in UK organisations they may not be as successful in French organisations where guidance and control are valued as being a sense of security due to low uncertainty avoidance. French employees value team work and to stand out or receive individual recognition from the rest of the team may be seen to demean or show up others in contrast to being seen as individual achievement. This is also related to the customers perception of an organization when buying products/services; they would prefer to build up relationships carefully and to maintain them as opposed to a quick sale (Trompenaars F. H.-T., 1998). However, similarities are apparent between the UK and France in the use of goal setting (in a HRM context) but with an emphasis on joint goal setting as opposed to individual. This demonstrates the indirect effects of uncertainty avoidance, initially it may be thought of as a resistance to change and enhanced caution towards new people and new procedures. However, the way in which work is organised needs to be adjusted in order to get the most out of employees in a mutual context. For example, (Trompenaars F. W., 2001) research highlights an example of the French nature when change is to be implemented into an organisation: â€Å"†¦..The French, in turn, were so much worried about the unions and how to keep their people motivated†¦..When I came back some three months later to check how the implementation was going, I noticed in France and Germany nothing had started yet (Trompenaars F. W., 2001).† This should therefore be something to consider when UK managers communicate, organise and develop people and organisations from different cultures. Not only for a smooth transition but also for the impact it can have on achieving corporate objectives. Inter-Relational Dimensions BIRTISH TENDENCIES FRENCH TENDENCIES Universalism: rules Middle Universalism / Particularism: rules, relationships Individualism: focus on individual Collectivism: focus on group Neutral: reserved with emotions Affective: demonstrative with emotions Specific: distance in relationships Specific: distance in relationships Achievement: doing/merit Middle Ascription / Achievement: being/status, doing/merit (Parsons, 1951) Trompenaars Neutral V Affective Research shows that France has an implicit culture in which communication is often indirect as opposed to being concise and clear as of the explicit culture and communication methods of the UK. The French manner of communication and importance resulting from an affective culture can impact their approach to analysis. It is often the case that these implicit societies will â€Å"think more diffusively or holistically, making decisions more on intuition than on facts and figures. They can often seem indirect and ambiguous (Overby, 2005).† Therefore in the workplace it may be apparent that a high concern is given to the needs of people in and around the organisation and ensuring those needs are being met as a priority over getting the job done and spending time discussing factual impersonal information (Overby, 2005). As a result when UK and French employees and managers are together it will be important to address the issue of emotions; taking into consideration the Frenchs attitude towards uncertainty as well. Suspicion, doubts and caution maybe demonstrated in a highly effective way rather than the culture often found in western organizations such as the UK, where suspicion, doubts and a sense of unease is often only apparent amongst small groups as opposed to sharing these feelings or making them known in a more outward manner. Trompenaars Specific V Diffuse For those in specific cultures such as the UK, clear differences and separation is given in terms of their status and persona portrayed between work and social lives. In contrast diffuse cultures like France withhold the same persona in work and outside of work and believe that their work status plays a significant role in their perceived status in society. This can bring differences in how colleagues interact with each other (if at all) without the confinement of the workplace. Workplace social events or gatherings are commonly viewed in the UK as being an opportunity to really get to know and speak to the real person without the confinements of position, status or duties to influence a persons behaviour or actions. However, in a diffuse culture such an occasion may not be perceived in the same way; such people may find it difficult to speak with or associate with others without giving respect to the status or position they have in the workplace. In this instance diffuse cultures look to the status or position of an individual as a way of dictating who the individual is and thus how others should interact with them. This dimension closely relates to the significance and importance given to status across cultures. As mentioned previously, the UK can distinguish between work and social life and thus a manager in the workplace regardless of achievements, experience and qualifications will not necessarily be given the same respect and admiration outside the workplace. In contrast France (diffuse culture) maintains the same respect and status of that person which can often bring privileges and favours outside the workplace purely from the respect given to their status. For example, those who have graduated from Grande Ecoles (the French elite of universities) go on to hold top positions within organizations and government (Earley, 2002). However, the respect and status awarded to them holds the expectation amongst society that they will ensure the well-being of the community within the organization. Brazil Brazil scores quite high on the uncertainty avoidance index which is indicative of its culture where structural order is sought to reduce uncertainty (Hofstede, 2009). Strict procedures are implemented in order to reduce ambiguity and avoid conflict (Hofstede, 2009). Alternatively, the culture in U.K embraces ambiguity and thrives on conflict. There are flexible structures in place and risks are endorsed without fear of failure. For the British, failure is another step in the way towards success whereas the Brazilian, perceive it negatively. Both perceptions are a reflection of their respective flexible and structured hierarchical societies. Therefore, it is important in Brazil, to avoid confronting one about an issue concerning others and putting them on the spot about an opinion (Trompenaars F. W., 2001). The Brazilian tendency to avoid risk may affect how business is conducted with U.K as both differ severely in this regard and it will be important to consider this as it might aff ect future joint business ventures or trade partnerships. Inter-Relational Dimensions BIRTISH TENDENCIES BRAZILIAN TENDENCIES Universalism: rules Particularism: relationships Individualism: focus on individual Collectivism: focus on group Neutral: reserved with emotions Affective: demonstrative with emotions Specific: distance in relationships Diffuse: involvement in relationships Achievement: doing/merit Ascription: being/status (Parsons, 1951) Trompenaars Neutral V Affective People from affective cultures like Brazil tend to show their emotions, whereas someone from a neutral one like the U.K will appear more reserved and refrain from demonstrating emotions (Trompenaars F. H.-T., 1998). The style of interrelating is different in Brazil as compared to the UK as eye contact, touching, and personal spaces are important to them. Therefore, it is important to consider these interpersonal elements of interaction when engaging in business with the Brazilian since they can build or deter trust, understanding, and likeability of clients. Awareness of these subtle differences can help in avoiding embarrassing situations or offending someone. The Brazilian, have transparency and expressiveness in release of tensions and may seem dramatic in delivery of statements as emotions flow vehemently and without inhibition (Earley, 2002). Its different from the British culture where emotions are concealed and there is a lack of physical contact, gestures, or strong facial ex pressions along with a monotone style of oral delivery. Trompenaars Specific V Diffuse In a diffuse society like Brazil, closeness and confidence between those working together will be more important than a fancy sales presentation of a product or service as might be the case in the U.K. The final decision of signing a deal will reflect the relationship building that has taken place during the negotiation process. This concept of diffuse is exemplified in the treatment of clients arriving in Brazil. According to the video series â€Å"Doing Business in Brazil† (Boulder, 1977), visiting business people are usually picked up in person by a driver or some representative from the company for all appointments and are invited to meals and social events. In the case of the specific relational category reflected in the U.K., clients basically must fend for themselves by taxi and relationships are kept strictly to business. The main point in this video is that in Brazil, the key to doing business is building personal relationships and integrating oneself into the local n etwork. The idea of private versus public space also correlates with the diffuse versus specific context. Trompenaar (Trompenaars F. H.-T., 1998) cites the example of a situation where if a manager or director were to encounter a subordinate in a social context completely separate from work. In a specific-oriented culture like the U.K., the two individuals would be on equal ground, the levels of professional hierarchy less significant. However, in a diffuse- oriented society like Brazil, the hierarchical space and the superiority of the higher rank would permeate more noticeably into every situation, work-related or not (Trompenaar, 2006). Therefore, even in an encounter outside of work, the subordinate must still defer to the authority. Caution must be taken to heed the local system of hierarchy in Brazil when dealing with the social levels and status even though it is less egalitarian than the U.K. It could be offensive to a Brazilian to not respect the social distance between one self and an inferior. Appendices Power Distance Index (PDI) that is the extent to which the less powerful members of organizations and institutions (like the family) accept and expect that power is distributed unequally. This represents inequality (more versus less), but defined from below, not from above. It suggests that a societys level of inequality is endorsed by the followers as much as by the leaders. Power and inequality, of course, are extremely fundamental facts of any society and anybody with some international experience will be aware that all societies are unequal, but some are more unequal than others. Individualism (IDV) on the one side versus its opposite, collectivism, that is the degree to which individuals are integrated into groups. On the individualist side we find societies in which the ties between individuals are loose: everyone is expected to look after him/herself and his/her immediate family. On the collectivist side, we find societies in which people from birth onwards are integrated into strong, cohesive in-groups, often extended families (with uncles, aunts and grandparents) which continue protecting them in exchange for unquestioning loyalty. The word collectivism in this sense has no political meaning: it refers to the group, not to the state. Again, the issue addressed by this dimension is an extremely fundamental one, regarding all societies in the world. Masculinity (MAS) versus its opposite, femininity refers to the distribution of roles between the genders which is another fundamental issue for any society to which a range of solutions are found. The IBM studies revealed that (a) womens values differ less among societies than mens values; (b) mens values from one country to another contain a dimension from very assertive and competitive and maximally different from womens values on the one side, to modest and caring and similar to womens values on the other. The assertive pole has been called masculine and the modest, caring pole feminine. The women in feminine countries have the same modest, caring values as the men; in the masculine countries they are somewhat assertive and competitive, but not as much as the men, so that these countries show a gap between mens values and womens values. Uncertainty Avoidance Index (UAI) deals with a societys tolerance for uncertainty and ambiguity; it ultimately refers to mans search for Truth. It indicates to what extent a culture programs its members to feel either uncomfortable or comfortable in unstructured situations. Unstructured situations are novel, unknown, surprising, and different from usual. Uncertainty avoiding cultures try to minimize the possibility of such situations by strict laws and rules, safety and security measures, and on the philosophical and religious level by a belief in absolute Truth; there can only be one Truth and we have it. People in uncertainty avoiding countries are also more emotional, and motivated by inner nervous energy. The opposite type, uncertainty accepting cultures, are more tolerant of opinions different from what they are used to; they try to have as few rules as possible, and on the philosophical and religious level they are relativist and allow many currents to flow side by side. People within these cultures are more phlegmatic and contemplative, and not expected by their environment to express emotions. Long-Term Orientation (LTO) versus short-term orientation: this fifth dimension was found in a study among students in 23 countries around the world, using a questionnaire designed by Chinese scholars It can be said to deal with Virtue regardless of Truth. Values associated with Long Term Orientation are thrift and perseverance; values associated with Short Term Orientation are respect for tradition, fulfilling social obligations, and protecting ones face. Both the positively and the negatively rated values of this dimension are found in the teachings of Confucius, the most influential Chinese philosopher who lived around 500 B.C.; however, the dimension also applies to countries without a Confucian heritage. Bibliography 1. Binder, J. (2007). Trompenaars dimensions. Retrieved December 16, 2009, from Global Project Management: http://www.globalprojectmanagement.org/index.php?option=com_contenttask=viewid=23Itemid=32 2. Boulder, C. (Director). (1977). Doing Business in the Americas-Brazil. [Motion Picture]. 3. Brake, T. a. (1995). Doing Business Internationally: The Guide to Cross-Cultural Success. NewYork: Irwin Professional Publishing. 4. Earley, C. G. (2002). Multinational Work Teams: a new perspective. Erlbaum Associates. 5. (2008). In R. French, Cross Cultural Management in work organisations. (p. 97). London: CIPD. 6. Gooderham, P. N. (2003). International Management Cross Boundary Challenges. Blackwell Publishing, 141. 7. Hemple, P. (2001). Differences between Chinese and Western managerial views of performance. Personnel Review, 30,2. 8. Hofstede, G. (2009). Geert Hofstedeâ„ ¢ Cultural Dimensions. Retrieved December 15, 2009, from ITIM International: http://www.geert-hofstede.com/hofstede_france.shtml 9. Overby, J. (2005). An integrative review of customer value management and national culture: France and the United States. International Journal of Management, 168. 10. Parsons, T. (1951). The Social System. New York: Free Press. 11. Snodgrass, C. S. (2002). Human Factors in Information Systems. IRM Press, 78. 12. Trompenaar, F. (2006). Resolving International Conflict: Culture and Business Strategy. Business Strategy Review, 7(3). 13. (1998). In F. H.-T. Trompenaars, Riding The Waves of Culture. 2nd edition (p. 5). London: Nicholas Bealey Publishing Limited. 14. Trompenaars, F. W. (2001). A new framework for managing change across cultures. Journal of Change Management, 368.

Dayton Hudson Corporation Case Analysis :: GCSE Business Marketing Coursework

Analysis of Dayton Hudson Corporation Case In the case of Dayton Hudson Corporation, the company fell into a situation of a hostile takeover attempted by the Dart Group in 1987. At that time, Kenneth Macke was the CEO of the Dayton Hudson Corporation and sternly disagreed with letting the company fall into the hands of the Haft’s. Macke’s decision on what could be done to terminate the takeover turned the circumstances over to the hands of the state of Minnesota where Dayton Hudson’s headquarters resided. Macke requested a special session of the legislature to revisit the Minnesota corporate takeovers statute. This proved to work in Dayton Hudson’s favor and a statute was enacted that left the decision of a takeover up to the Board of Directors of the company. The actions that were taken by Kenneth Macke to assist the company with the their takeover situation were an example of how business relies on the government to be responsible for social issues. When pleading their (DHC) case to the governor, Dayton Hudson made sure to make know all of the contributions that they have made to the community and how they have provided safe and secure jobs for its residents. They claimed that if they were to be taken over, the Haft’s would probably break up the company and sell it off to pay for the expenses incurred from the takeover. Jobs would be lost and there would most likely be no social contributions made by the Hafts. Out of the thinkers that we have studied regarding business’ responsibility, I think that the two that would agree with Macke’s decision to look to the government would be both Freeman and Friedman. In the readings that we have covered, we have seen that they are believers in that the government is who should be responsible for social issues in some way or another. I think that Freeman may feel a lot more strongly about Macke’s decision than Friedman because he argues that government is the sole caretaker when it comes to taking responsibility for social issues while Freeman argues that it is mainly government’s job, but that business plays a huge role in that responsibility. Friedman’s views are that business’ main responsibility is to maximize shareholders wealth and that in doing so, they are being socially responsible. He also contends that corporations are not people and therefore they cannot be responsible for social issues.

The Values, Ideals, and Actions of Fanny Fern Essay -- Fanny Fern

The Values, Ideals, and Actions of Fanny Fern   Ã‚  Ã‚   Literature from the 1820à ¢s to the 1860à ¢s brought attention to the expanse of the American experience and gave rise to many unique voices. Some of the best writers of this era challenged their fellow citizens to live up to the ideals that the founding fathers had written into America's sacred documents. The voices that cast these challenges are as varied and wide spread in their approach as this nation's natural boundaries are diverse. Fanny Fern (1811-1872), was one of the writers who made a big splash with her fearless unconventionality during this literary renaissance. Her masterful use of satire and her belief that the ideal of individualism should include women, gained her enormous popularity and doomed her chances of being included in the American literary canon for over a century.    Fanny Fernà ¢s real name was Sarah Payson Willis Parton, but she used the pseudonym in all her legal affairs and with members of her family. Similar to Mark Twain in the sense that the pen names became more closely associated with the writers than their real names, Fern, like Twain, wrote satirical essays, sketches, and novels about the shortcomings of American society. For twenty-one years Fern reminded people that America needed to work on it problems with literature, education, prisons, prostitution, venereal disease, family planning, divorce, education, child rearing, and rights for women. Her unflinching, yet female perspective gained her enormous popularity. Although Fern did not completely abandon traditional womenà ¢s topics like love, marriage, and children, the most far-reaching issues that she addressed were economic independence for women and the need for improvements in dome... ...cked to comprehend and remember the attack, and to see a direction they may take for correction (Harris 15)." Fern gave us the ironic contrast between American citizensà ¢ values, ideals and actions.       Works Cited Emerson, Ralph Waldo. "Self Reliance." The Heath Anthology of American Literature. Ed. Paul Lauter Boston: Houghton Mifflin, 1998. 1622-1638. Fern, Fanny. Ruth Hall & Other Writings. Ed. Joyce W. Warren. New Brunswick: Rutgers UP, 1986. Harris, Robert. "The Purpose and Method of Satire." VirtualSalt 20 Aug. 1990. 13 April 2001. <http://www.virtualSalt.com/satire.htm> Warren, Joyce W. Fanny Fern: An Independent Woman. New Brunswick: Rutgers UP, 1992. White, Barbara A. "Fanny Fern (Sara Willis Parton) 1811-1872." The Heath Anthology of American Literature. Ed. Paul Lauter Boston: Houghton Mifflin, 1998. 2037-2038.

Spring Choir :: essays research papers

Spring Choir Concert   Ã‚  Ã‚  Ã‚  Ã‚  The spring choir concert that I went to was like the percussion concert just with singing. I enjoyed listening to the singers as they sung the different melodies. As I was sitting there listening to the different singers sing I could not help but to think about how strong there voices are and how strong they must be to get over the big space of the performance center. Voice is just lost in such a big space like the one in the Price performance center, they have to work on their voices and make sure that they can sing loud, clear and strong to get it across to the audience. Also, while trying to do that they must make sure that the quality is not lost while trying to increase the loudness of their voice. I could also tell the different voices such as the tenors the sopranos and the altos. I could not help but to realize how these different voices interacted with each other and how without one set the sound would not be the same and would be lost. I don’t und erstand how some people can sing as high as they do, such as the alto section. They must have some hard exercising for their voice to get as high as it does and to sound just as good.   Ã‚  Ã‚  Ã‚  Ã‚  I enjoyed watching the way the conductor conducted the choir and I noticed how much effort goes into conducting. At first I thought that he was just waving his hands in the air, but then I realized that there was a pattern to it and that not only keep it on beat but it also did other things as well. I like how when the choir was singing that different parts of it would stop and other parts would keep going and then it would switch and the parts that stopped would start again and the ones that were just singing would then stop. I think that this gave the performance dimension and kept your mind moving and gave u something to think about rather then just the entire choir singing for the entire time.   Ã‚  Ã‚  Ã‚  Ã‚  In all, I think the choir concert went very well I thought that the performers did a great job and worked very hard to get where they are today.

Gvt Task 2

Running Head: GVT Task 2 GVT Task 2 Maureen O’Connor Western Governors University The mouth, pharynx, esophagus, stomach, small intestine consisting of the duodenum, jejunum, ileum, and large intestine consisting of the transverse colon, descending colon, ascending colon, cecum, sigmoid colon, rectum, vermiform appendix and anus are all part of the alimentary canal. The function of the alimentary canal is to provide nourishment. The teeth, tongue, gallbladder, salivary glands, liver and pancreas are considered to be accessory digestive organs.These organs produce saliva (salivary glands), bile (gallbladder and liver) and digestive enzymes which contribute to the breakdown process of food. Mechanical digestion begins with the process of taking food into the mouth or ingestion and chewing it until it can be moved through the alimentary canal during the propulsion process. This process includes swallowing and in a series of muscle contractions and relaxation it is then moved from one organ to another.Swallowing is performed in the pharynx while peristalsis occurs in the esophagus, stomach, small and large intestine. Breakdown of the food in the stomach, also called churning and in the small intestine are also part of the mechanical digestion process. When food leaves the stomach the process of chemical digestion begins. This is when carbohydrates, proteins, and lipids are broken down into simple sugars, amino acids, fatty acids and glycerol, otherwise known as chemical building blocks.Enzymes are chiefly responsible for carrying out chemical digestion and are secreted in the central cavity of the alimentary canal. Digestive enzymes include salivary and pancreatic amylase, present in the mouth and small intestine, maltase and lactase which are also present in the small intestine and are involved with carbohydrate digestion. Pepsin which is present in the stomach and chymotrypsin present in the small intestine both involved with protein digestion. Aminopeptid ase breaks down amino acids during protein digestion.Finally pancreatic lipase is involved with fat digestion. Summary of Two Experiments An experiment performed in the Department of Food Sciences and Nutritional Health at Kyoto Prefectual University involved polylysine which had been used as a food additive in Japan for many years. The researchers were interested in how polylysine inhibited pancreatic lipase. They performed the experiment on rats and then measured the effect of the polylysine after the rats were fed a meal.These measurements were taken after the rats had been administered fat emulsion with the polylysine and fat emulsion without polylysine. The results suggested that polylysine had the ability to inihibit pancreatic lipase in the small intestine and suppressed dietary fat absorption. A second experiment involved alpha-amylase inhibition from the white kidney bean and its effect on weight loss and blood glucose levels. Clinical studies in which subjects were given t he white bean product and their after meal glucose levels were studied.A group of subjects with diabetes were also given the white bean product and there was found to be a decrease in their after meal glucose levels. There were more clinical studies in which subjects were given varying doses of the white bean product along with amino acids with varying levels of dietary intake. The conclusion was that alpha-amylase inhibitor does have an effect on the absorption rate of carbohydrates and be a factor in weight management as well as type 2 diabetes mellitus control. Independent ExperimentQuestion|Independent Variable|Dependent Variable|Controlled Variable| What is the effect of digestive enzymes on peanut butter? |Kind of digestive enzyme added to peanut butter. |Change in consistency or texture of peanut butter after 1 hour. |Equal amount of peanut butter in each cup. | If I add pepsin and hydrochloric acid to peanut butter, this should cause a change in the consistency of the peanut butter after 1 hour. If I add lipase and hydrochloric acid to peanut butter this should cause a change in the consistency of the peanut butter after 1 hour.The lining of the stomach secretes gastric juices including hydrochloric acid which dissolves food, pepsin which is a protein-splitting enzyme and lipase, a fat-dissolving enzyme. By adding the Biuret solution to identify the presence of protein to each cup containing peanut butter, enzymes and hydrochloric acid there should be a change in color to pink or purple. Data Table 1 Cup #|Contents| 1|Peanut Butter| 2|Peanut Butter & Pepsin| 3|Peanut Butter + Pepsin + HCl| 4|Peanut Butter + Lipase| 5|Peanut Butter + Lipase+ HCl|Results Data Table Cup #|Contents|Observations| 1|Peanut Butter|| 2|Peanut Butter & Pepsin|| 3|Peanut Butter + Pepsin + HCl|| 4|Peanut Butter + Lipase|| 5|Peanut Butter + Lipase+ HCl|| Summary of Results and Conclusion Pepsin and hydrochloric acid are present in the stomach glands and responsible for breaking do wn protein to the building block stage to become amino acids. The absorption of protein then occurs and amino acids enter capillary blood via villi and subsequently transported via the hepatic portal vein to the liver.Although lipase is present in the stomach it is not very effective because the stomach is a strongly acid environment. The majority of fat digestion happens in the small intestine although it needs bile from the liver to break it down into glycerol and fatty acids. Once that occurs the fatty acids enter the lacteals of the villi for transportation via lymphatic transportation to the thoracic duct. Glycerol and fatty acids (small-chain) are transported via the hepatic portal vein to the liver.

Innovation and Entrepreneurship Essay

Can you map the different kinds of innovation in the case study? Which were incremental and which radical/discontinuous? Why? Give examples to support your answer. One kind of innovation is providing new ‘e-tailing’ channels through which you can obtain the latest CD of your preference. These innovations increase the choice and tailoring of the music purchasing service and demonstrate some of the ‘richness/reach’ economic shifts of the new Internet game. Also At the heart of the change is the potential for creating, storing and distributing music in digital format – a problem which many researchers have worked on for some time. One solution, developed by one of the Fraunhofer Institutes in Germany, is a standard based on the Motion Picture Experts Group (MPEG) level 3 protocol – MP3. MP3 offers a powerful algorithm for managing one of the big problems in transmitting music files – that of compression. (Tidd 46-47) This is achieved by cutting out those frequencies which the human ear cannot detect. There is also scope for innovation around the periphery –now music reviews and other forms of commentary become possible via specialist user groups and channels on the Web whereas before they were the province of a few magazine titles (Tidd 47) Person-to-person or P2P networking, Sean Fanning, an 18-year-old student with the nickname ‘the Napster’, was intrigued by the challenge of being able to enable his friends to ‘see’ and share between their own personal record collections. Napster.com did not actually hold any music on its files – but every day millions of swaps were made by people around the world exchanging their music collections. Napster opened a door for many others to reinvent similar software’s or technologies successful iPod personal MP3 player they opened a site called iTunes which offered users a choice of thousands of tracks for download at 99c each. This allowed over 1 billion songs to legally be purchased and downloaded around the globe. (Tidd 48) We can see the changes of improvements over time. From having choices to purchase CD of your preference, to MP3 to transmit music files, to commentary channels from the web and then Sean Fanning invented the radical innovation of seeing and sharing music between person to person was a discontinuous yet radical change. Even though, it took incremental change to do so and to get to that point. Another example is e-commerce, many years  ago we had to go to the store to do our shopping, but now, just a click of the mouse and you can shop online. From shoes, clothing, furniture, cars, household supplies to even groceries. How about if you want to write a letter, then just send an email they will receive it in seconds rather than days or weeks in some countries. The telephone, use to be land lines, and even before then, an operator was needed to connect you to your party or to another operator in another country. OMG†¦ I can go on and on. Reference/Cited Work Tidd, J., Bessant, J. (04/2011), Innovation and Entrepreneurship, 2nd Edition. John Wile & Sons, (UK),VitalBook file. Pgs. 46-48