The Contribution of Religion to Society and Culture Essay Example

The Contribution of Religion to Society and Culture Essay Example The Contribution of Religion to Society and Culture Paper The Contribution of Religion to Society and Culture Paper Religion can make a deep contribution to how we understand and see ourselves as human beings. As Tim said before, religion contributes to culture, society, music, architecture, the arts and how we view the world. One aspect that has been heavily influenced by religion is Art. The paintings that are based around religion are some of the most recognised and inspiring pieces of art in history. For example, paintings in the Sistine Chapel such as ‘The Creation of Eve’ and ‘The Creation of Adam’ by Michelangelo are among the most famous paintings in the world, which are influenced by religion. Religion discusses the ‘meaning of life’, including questions such as ‘Who am I? ’, ‘Is there life after death? ’, and ‘Is there a God?. Answers to these questions bring comfort, a sense of belonging and meaning to certain cultures and societies. It brings an individual self worth and happiness, and the feeling that they have something to live for. This is one of the main reasons people decide to follow a certain religion – to bring them happiness and to do right by their religion, therefore contributing positively to society. However, religion does not always have a positive contribution to society and can encourage violence when religious believers are convinced that their view is being challenged. This can lead to outbreak of wars. This has happened in the past and is happening now and causing great devastation throughout the world. One of the most recent wars about religion was between the Muslims and the people of Israel in the Gaza Strip. In conclusion, religion has many positives when contributing to society and culture. However, it can cause negatives when it gets out of control, leading to hostility. Many religions send across the same message, and have the same values. When these values are taken upon, it can have a huge positive impact on a person’s life, giving them renewed hope and a positive outlook on life.

Explain the circumstances in which rights and Essays

Explain the circumstances in which rights and Essays Explain the circumstances in which rights and Essay Explain the circumstances in which rights and Essay Explain the fortunes in which rights and duties arise or continue after the employment relationship has ended. Explain the historical development of the countries that you choose to discourse. Introduction It is clear that whilst most employment rights and duties arise and apply in relation to the relationship which exists between employer and employee during the period in which the employment contract exists. However, this is by no agency ever the instance, there are state of affairss in which both employers and employees will hold legal duties towards each other after this relationship has ended. It will non be possible to cover all these state of affairss in the undermentioned work, but this essay will dwell in an effort to pull attending foremost to the go oning duties which are of import to the employer, viz. the duty on the employee non to unwrap confidential information gained in the class of their employment. Second it will analyze the duties and rights which are of import to employees. The first of these is with respect to mentions from the former employer the proviso of which may give rise to a claim in civil wrong for the former employee, depending on the fortunes. The 2nd a nd reasonably recent development in relation to employees relates to the anti favoritism statute law. The protection under this statute law now extends to protect employees after the employment contract has ended in certain fortunes. Third the essay will look at some of the procedural rights and duties which arise after the employment contract has ended. In this subdivision I will concentrate on the modified statutory disciplinary and dismissal process and statutory grudge process which come into drama after the employment contract has ended and the duty on the portion of the employer to give grounds for a dismissal after the effectual day of the month of expiration. Competition by Ex-employees In certain fortunes employers can keep the activities of their employees even after the employment contract has ended. The employers will be entitled to protect their legitimate trade involvements in two ways. First they may trust on the responsibility of trueness and fidelity which implies into the employment contract a term of confidentiality which extends to ex-employees. Secondly employers may include a restrictive compact in the employment contract which restrains the employee from transporting out certain activities. Covering chiefly with the responsibility of trueness and fidelity, it seems clear from the instance jurisprudence that the responsibility will merely be invoked if the breach takes topographic point before the employment ceased. [ 1 ] Second the tribunals are more likely to keep the usage of touchable information than intangible information. So for illustration in the instance ofRobb V Green[ 2 ] the ex employee was restrained from utilizing a list of his employer’s clients which he had copied before go forthing his employment for his ain advantage. If the information which the employee is utilizing is non written the tribunals will be loath to keep the employee. [ 3 ] A differentiation will besides be drawn between the employees general cognition and single accomplishment of the employee which he may hold gained in the class of his employment and something which out to be regarded as a trade secret and deserving of protection by the employer. [ 4 ] The instance ofFacenda Chicken Ltd v Fowler [ 1986 ] ICR 297upheld the being of an implied responsibility in relation to utilize and revelation of information, but restricted it to merchandise secrets and specifically distinguished information which had become portion of the employees own accomplishment and cognition. The Court of Appeal in this instance besides drew attending to the inquiry of whether the employer expressed the confidentiality to the employee. This was relevant though non deciding. In the instant instance information associating to gross revenues which the employee attempted to utilize after his employment with them ended, was held non to be a trade secret on the face of it and the emp loyers had non done plenty to show its confidentiality. The information in inquiry need non be complicated and proficient, but it must decently be regarded as confidential. In the instance ofThomas Marshall ( Exports ) Ltd V Guinle[ 5 ] Megarry VC laid out four elements to the trial for confidentiality which are as follows: The proprietor of the information must believe that its information the release of which would be deleterious to the employer or advantage his challengers. The proprietor must believe the information is confidential and non in the public sphere. The above beliefs must be sensible. The information will be judged in the visible radiation of the peculiar industry and trade patterns. One extra point to observe in relation to the implied responsibility of trueness and fidelity is that it has been held that in certain fortunes the public involvement will necessitate that the information in inquiry is disclosed to those who have a proper involvement in having it. [ 6 ] For illustration where the information relates to misbehave on the portion of the employer, the employee will non be restrained from informing the relevant regulative organic structure. In footings of redress, the most appropriate redress for the employer will be an injunction to forestall the employee utilizing confidential information and amendss for breaches of the implied responsibility which the employee has already committed. The 2nd manner in which an duty might originate on the portion of the employee to act in a peculiar manner after employment has ended is if their employment contract contains an express restrictive compact. The fact that the implied responsibility discussed above is comparatively limited in scope means many employers frequently prefer to utilize this signifier of contractual term. However, to be enforceable the term must protect a legitimate concern involvement. It is non possible to expressly forbid competition. Because the clauses seek to curtail the manner in which the ex employee does concern after his employment has ended, the philosophy of restraint of trade will besides use. Therefore the term will be leading facie nothingness and merely enforceable if it’s sensible. It has been held that in this respect it must be sensible in mention to the involvements of the parties concerned or the public â€Å"so framed, so guarded as to afford equal protection to the party in whose favor they are imposed, while at the same time†¦in no manner deleterious to the public.† [ 7 ] The load is on the employer to set up rationality and must be no more than moderately necessary to afford the protection sought. The rationality must be judged at the clip the contract was made. [ 8 ] It will besides be judged on a instance to instance footing with the peculiar trade or concern in head. The length of the restraint and the geographical country which it covers are things which will be taken i nto consideration. There must besides be a legitimate proprietary involvement in the topic of the term. As with the implied term of trueness and fidelity, the employer can non curtail the employee from viing utilizing the cognition and accomplishment with which the employment has equipped him, merely personal cognition of trade secrets or connexions, employees or providers which were acquired from his employers and which may disfavor them. [ 9 ] The tribunals attack to construing these clauses has non ever been consistent. For illustration in the instance ofLittlewoods Organisation Ltd V Harris[ 10 ] Lord Denning took a broad ranging clause which prevented the ex employee working for any rival companies or subordinates throughout the universe and implied into it restricting words so as to curtail it to the portion of the concern which the employer was moderately allowed to protect. However inJA Mont UK Ltd V Mills[ 11 ] the Court of Appeal struck down a clause that prevented the ex employee working for a specific challenger for one twelvemonth. Their logical thinking was that there was â€Å"no effort to explicate the compact so as to concentrate on restraint necessary to guard against possible abuse of the information, the lone legitimate mark for enforcing any restraint on future employment.†[ 12 ] Employers would be good advised to follow a restrictive attack to these compacts as it is non ever clear how generous the tribunals will be in construing clauses which impose duties on the employee after their employment has ended. It does now seem clear that if the terminal of the employee’s contract has come about because of a breach on the portion of the employer, such as unlawful expiration the employer will non be able to implement a restrictive compact restricting the activities of the employee. This was the attack in the early instance ofGeneral Billposting Ltd V Attkinson[ 13 ] . There was some difference amongst the tribunals as to the consequence of a clause which restricted station expiration activities howsoever the expiration came approximately, for illustration â€Å"whether lawful or unlawful† . For a clip the tribunals focused on the specific building of the clause and hence in the instance of a clause such as this the employer would be able to implement it irrespective of a unlawful expiration. However the instance ofRock Refrigeration Ltd V Jones and Seward Refrigeration Ltd[ 14 ] eventually settled the affair in favor of the former attack. There are two chief justifications for this. First, the premature and unlawful expiration of the contract deprived the employee of full consideration in exchange for which he accepted the station expiration restraint. Second, the unlawful renunciation, as unlawful expiration would be, puts an terminal to the full contract and hence releases the employee from any of his duties under it. It may be that the tribunals elect to break up the clause so as to take the offending parts of it and go forthing the remainder in tact. This will merely be done if the portion they are seeking to break up is independent from the remainder of the clause and the remainder of the clause makes sense without it. The tribunals will non compose a new a new compact or change the nature of the understanding. [ 15 ] It is clear so that the tribunals are prepare to accept that certain contractual duties, both implied and expressed, continue or arise after the contract has come to an terminal. They are likely to take a reasonably restrictive attack to how far the antique employee can be restrained in his future employment or trade and they will merely let their activities to be restricted to the extent perfectly necessary to protect their former employer’s involvement. Mentions The proviso of a mention by an employer will evidently take topographic point after the employment contract has come to an terminal. Whilst the employer is under no duty to supply a mention, if he does take to make so there is an duty that it be accurate. If they do non they may go apt in civil wrong to both the subsequent employer who relies on the mention and the topic of the mention. [ 16 ] There are three possible causes of action for the employee. Defamation and malicious falsity are comparatively noncontroversial, but it now seems that the employee may hold a cause of action in negligent misstatement. This relates back to theHedley Byrne and Co v Heller[ 17 ] opinion that recovery can be made for pure economic loss where a particular relationship exists between the parties. With respect to defamation the mention is protected by qualified privilege, since the employer and possible employer have an involvement in it. [ 18 ] However this defense mechanism is lost if it can be shown that the individual giving the mention is motivated by maliciousness. The suspect must hold an honest, positive belief in the truth of what he publishes. If he publishes recklessly will be treated as if he knew it was false. [ 19 ] The employee will non be able to avail himself of this cause of action if he implicitly consented to the publication. In the instance ofFriend v Civil Aviation Authority[ 20 ] the employee accepted a disciplinary codification as portion of his employment contract. It was held that he thereby explicitly consented to the republication of a peculiar ailment as portion of a disciplinary procedure and he could non therefore complain about its republication in a mention. The 2nd cause of action for the employee would be deleterious or malicious falsity. In this instance the employee must demo that the employer made the statements maliciously, meaning them to do him damage. [ 21 ] It needn’t sum to an onslaught on the claimant’s character as with calumny. The tribunals did look to be traveling in the way of accepting that the referee owed a responsibility of attention in carelessness to the employee as the topic of the mention. In the instance ofLawton V BOC Transfield Ltd[ 22 ] Tudor J held that the employee relied on the referee to give an accurate mention and there was sufficient propinquity and foreseeability for a responsibility of attention to originate. The responsibility was to take sensible attention to guarantee that the sentiments stated are based on accurate facts. The House of Lords eventually confirmed this responsibility of attention in the instance ofSpring V Guardian Assurances[ 23 ] . They held that the Hedley Byrne demands were present. Furthermore, they held that the balance of public involvement favoured that a redress in carelessness be available. Whilst the mention is required to be accurate it is non necessary, to get away liability, that it be to the full comprehensive. The responsibility is to take sensible attention non to give deceptive information whether as a consequence of below the belt selective proviso of information or by the inclusion of facts and sentiments in such a mode as to give rise to a misguided illation in the head of a sensible receiver. [ 24 ] If the employer mentions a ailment which has non been brought to the employee’s attending the employer may be in breach of the implied term of trust and assurance. As a consequence of this the employee may be able to claim to hold been constructively dismissed. [ 25 ] The employer is now besides under a responsibility non to know apart against the former employer on the footing of sex, race or disablement. This will be discussed at length in the undermentioned subdivision. In drumhead when the employment relationship comes to an terminal and an employer agrees to supply a mention for the former employee a duty arises to supply and accurate history of the employee. The employee has the option of several causes of action in civil wrong if the employer does non follow with this duty. Post- Employment Discrimination The right on the portion of the employee non to be discriminated against has late been held to outlast the employment contract. This right stems form the anti favoritism statute law, The Sex Discrimination Act 1975 ( SDA ) , The Race Relations Act 1976 ( RRA ) and the Disability Discrimination Act 1995 ( DDA ) . The relevant instance wasRelaxion Group plc ( Respondents ) v Rhys-Harper ( FC ) ( Appellant ) , DSouza ( Appellant ) v London Borough of Lambeth ( Respondents ) , Jones ( Appellant ) v 3M Healthcare Limited ( Respondents ) and three other actions( The Relaxion instance ) . These dealt with the inquiry in each of the three Acts consecutively. In order to understand the determination in the Relaxion instance it is necessary to look at the relevant statute law and the history taking up to that determination. The relevant subdivisions of the anti favoritism statute law are as follows: Section 6 ( 2 ) of the SDA 1975 Section 4 ( 2 ) of the RRA 1976 Section 4 ( 2 ) of the DDA 1995 With respect to the SDA and the RRA the employer is prohibited from know aparting against a individual â€Å"employed by him† . The DDA prohibits favoritism against person â€Å"whom he employs† . The inquiry is whether these phrases can be interpreted to widen to actions taken by the employer after the contract of employment has ended, i.e. after the effectual day of the month of expiration. The instance ofAdekeye v Post Office[ 26 ] the Court of Appeal held that the RRA did non use to favoritism which occurred after the employment contract had ended, so an employee who suffered race favoritism during an entreaty against dismissal was non protected by the statute law. The place in relation to arouse favoritism was thought to be the same. However the European Court of Justice held in the instance ofCoote V Granada Hospitality[ 27 ] that the Equal Treatment Directive 76/207 EEC did use to a state of affairs where the employer refused to give the employee a mention because he was know aparting against her on the evidences of sex. When theRhys Harper V Relaxioninstance came to the Court of Appeal the tribunal surprisingly confined Coote to its facts and held that the employer’s refusal to look into a sexual torment claim did non conflict the SDA because it occurred after the employment had ended. The Court of Appeal besides refused to revisit the Adekeye determination in the visible radiation of Coote when the D’Souza instance came before them. The two instances along with a figure of disablement favoritism instances headed by that ofJones v 3M Health Carewent up to the House of Lords and were heard consecutively. The instance hinged on the reading of the three subdivisions notes above. The House held that there was no discernible difference between the three. Lord Hobhouse stated: â€Å"These legislative acts should be read as lending to a developing strategy of anti favoritism jurisprudence and as such the words should non without good ground be given different reading as between one of the legislative acts and another. They are non legislative acts to be officially read with each other, but they are legislative acts which reflect a consistent ( though developing ) legislative policy.† The House held that the statute law could be interpreted to widen past the effectual day of the month of expiration so long as a sufficient connexion could be proved between the post-employment favoritism and the employment. The indispensable logical thinking was that the favoritism statute law applies to the full employment relationship which can go on after the effectual day of the month of expiration of the employment contract. The House of Lords could see non ground to randomly stop the protection of the employee on the effectual day of the month of expiration if they were still holding traffics with the employer stemming from their former employment. It should be noted that the D’Souza instance was still dismissed because it concerned a refusal to re-instate the employee allegedly on prejudiced evidences. The House of Lords held that because re-instatement was a statutory redress provided for unjust dismissal it did non fall within the range of the RRA. Coincidentally, the anti favoritism statute law has undergone a recent inspection and repair in response to the EC Directive on Race Discrimination and Framework Employment. The SDA and RRA Amended Regulation 2003 now explicitly province that favoritism continues to be improper after the employment relationship has ended ‘where the favoritism arises out of and is closely connected to that relationship’ Similar commissariats were incorporated in the amended DDA which came into force in October 2004. It is deserving observing that the RRA ordinances merely apply to favoritism on the evidences of race or cultural or national beginning ( non color or nationality ) which might intend that D’Souza continues to use more widely. The restriction in relation to re instatement is besides likely to last. To reason this subdivision it is now a clearly established rule, whether by instance jurisprudence or statute law implementing EC directives that the employees right non to be discriminated against continues after the official terminal of the employment contract. This is clearly a logical place for the jurisprudence to be in. There can be no sense in taking the protection from the employee on the precise effectual day of the month of expiration when certain parts of the employment relationship continue past this day of the month, for illustration the may wish to appeal against a dismissal or be provided with a mention. If they are non protected from favoritism during these proceedings they may good be loath to take portion in them at some considerable disadvantage to themselves. This would non be a satisfactory province of personal businesss for any anti favoritism undertaking. Some of these post employment procedural affairs will be discussed in more item in the undermentioned subdi vision. Procedural rights and duties which arise and continue post-employment Written Statement of Reasons for Dismissal An employee is entitled to be provided with a written statement of grounds for his dismissal under the Employment Rights Act 1996 s 92 ( 1 ) and ( 2 ) as amended by the Employment Rights ( Dispute Resolution ) Act 1998. The written statement may mention to paperss already given to the employee, but transcripts these paperss must be provided. [ 28 ] The employee must bespeak the statement with 14 yearss of the effectual day of the month of expiration. The employer is non required to supply a written statement of grounds if one is non requested save in two specific fortunes. The first is that the employee was pregnant at the clip of dismissal or on pregnancy leave. The 2nd is that they had taken clip off work because they have late adopted. In those fortunes the employer must supply a written statement of grounds to the employee whether they request one or non. Normally the employee must hold been continuously employed for a twelvemonth to take advantage of this subdivision, but once m ore this does non use to the two classs mentioned above. The punishments for failure are contained in Section 93 of the Employment Rights Act 1996 as amended. If an employer unreasonably fails to supply a statement on petition the Employment Tribunal will do a declaration as to what it finds the employers grounds for dismissal to hold been. If the employer purports to give grounds, but they are unequal or untrue he will be taken to hold failed to supply grounds. They must besides order the employer to pay the equivalent of two hebdomads pay to the employee. Two points can be noted about this subdivision. First, it used to be that the employee had to unreasonably ‘refuse’ to supply a written statement. The word ‘fails’ was introduced in the Trade Union Reform and Employment Act 1993. It clearly provided a wider right to the employee to do usage of subdivision 93 of the Employment Rights Act 1996. Second, subdivision 93 is penal in nature and as such the Employment Appeals Tribunal has hence held that it must be stiffly construed. The failure must be unreasonable. [ 29 ] Several rules have been developed around this demand. It will non be considered unreasonable, for illustration, if the employer candidly believes that there has been no dismissal. [ 30 ] It will besides non be unreasonable if the ground the employer gives is candidly what he believes to be the ground for dismissal. The court will non see whether it is a good or a bad ground. [ 31 ] The papers provided must be worded in such a manner that the employee and anyone else who he chooses to demo it to would be able to cognize from reading it why he was dismissed. [ 32 ] The employment court can non hear instances which arise from statements which the employer has voluntarily provided. In instances arisen out of written statements which have been requested the written statement will be admissible as grounds of the grounds for dismissal in any proceedings. [ 33 ] If the employer gives another ground in subsequent judicial proceeding the tribunal can either disregard it and keep the employer to his original statement or handle the statement as traveling to the employer’s credibleness. This in one illustration of a procedural right which arises after the employment contact has ended. Obviously this could non originate before such a clip as it relate specifically to dismissal and arises after the effectual day of the month of expiration. The Disciplinary and Grievance Procedures. It is common cognition that in the event of a contemplated dismissal the employer is under an duty to transport out a statutory three phase dismissal and disciplinary process ( DDP ) . The three phases are a statement puting out the employee’s alleged behavior, a meeting to discourse the affair and a right to appeal any subsequent determination. However this process may non be possible if the employment has already come to an terminal. A modified disciplinary process will use in the undermentioned fortunes: The employer dismissed the employee by ground of his or her behavior without notice. The dismissal took topographic point at the clip when the employer became cognizant of the behavior or instantly afterwards. The employer was entitled in the fortunes to disregard the employee without notice. [ 34 ] The Department of Trade and Industry Guidance suggests that this will merely be the instance in a really limited figure of fortunes. It is about ever unjust to summarily disregard an employee without probe, even in the face of evident gross misconduct. The modified process will besides non use where the employee presents their ailment of unjust dismissal before the employer has sent a written statement of evidences for dismissal. [ 35 ] The duty to supply a written statement of evidences for dismissal arises under paragraph 4 of the modified process contained in agenda 2 of the Act. The Disciplinary process will non use in the undermentioned fortunes: One party has sensible evidences for believing that get downing or finishing the process would ensue in a important menace to the party or their belongings or another party or their belongings. The party has been the topic of torment, defined by ordinance 11 ( 4 ) , and has sensible evidences for believing that get downing the DDP would farther the torment. It is non moderately operable to get down to DDP within a sensible period. These exclusions apply every bit to the criterion DDP, but one might conceive of them to be more likely to originate if the employee no longer works for the employer by ground of drumhead dismissal. Similarly there is a modified grudge process which comes into drama after the employee has ceased to be employed. [ 36 ] Efficaciously the modified process removes the demand for a meeting and allows the party to carry on the process by missive. Extra conditions for its application are Either the employer was unaware of the grudge at the clip of expiration or they were cognizant of it but the standard grudge process had non been complete before the expiration. AND The parties agree in composing to utilize the modified process. [ 37 ] In regard of this demand the understanding must associate to a specific grudge, it can non be a cover understanding to cover with all station employment grudges via the modified process. The same exclusions as with the DDP apply and neither the standard nor modified process where it is no longer operable for the ex-employee to compose a missive These modified processs provide utile illustrations of the manner in which some of the procedural demands of employment jurisprudence apply after the employment contract has ended. Decision I would reason by stating first that the affairs discussed above are by no agencies exhaustive of the ways rights and duties arise and continue after the employment contract has come to an terminal. What I hope to hold done is supply some recent and some more historical illustrations to exemplify the fact that in a assortment of fortunes the employment relationship does non come to an terminal at the effectual day of the month of expiration. This is so from both the employer and employees point of position. We have seen that the employee’s duty to keep confidentiality extends past the terminal of the contract for such a clip and in such a manner as is sensible to protect the involvements of the employer. The employer on the other manus is under a responsibility to supply an accurate mention after the employment has ended and continues to be prohibited from know aparting against the former employee during proceedings which arise from the employment, but which take topographic p oint after the effectual day of the month of expiration. Furthermore there are procedural issues which arise after the effectual day of the month of expiration and these have been specifically provided in the employment statute law. Employers and employees likewise would make good to retrieve that their relationship does non come to an immediate arrest at the effectual day of the month of expiration. The relationship implies several rights and duties which continue good after that day of the month. Bibliography Cases Robb V Green [ 1895 ] 2 QB 315 Facenda Chicken Ltd v Fowler [ 1986 ] ICR 297 Hart V Colley ( 1890 ) 59 LJ Ch 355 Printers and Finishers Ltd v Holloway [ 1964 ] 3 All ER 731 Thomas Marshall ( Exports ) Ltd V Guinle[ 1978 ] ICR 905 Gartide V Outman ( 1856 ) 3 Jun NS 39 Littlewoods Organisation Ltd V Harris[ 1977 ] 1 WLR 1472 Nordenfelt V Maxim Nordenfelt Guns and Amunition Co [ 1894 ] AC 535 Home Counties Dairies v Skilton [ 1970 ] IWLR 526 Spafax Ltd v Harrison [ 1980 ] IRLR 442 JA Mont UK Ltd V Mills[ 1993 ] IRLR 172 General Billposting Ltd V Attkinson[ 1909 ] AC 188 Rock Refrigeration Ltd V Jones and Seward Refrigeration Ltd[ 1996 ] IRLR 675 Mason v Provident Clothing Co Ltd [ 1913 ] AC 724 Spring V Guardian Assurance [ 1994 ] ICR 596 Hedley Byrne and Co v Heller[ 1964 ] AC 465 Jackson v Happerton ( 1864 ) 16 CB ( NS ) 829 Horrocks V Lowe [ 1975 ] AC 135 Friend v Civil Aviation Authority[ 1998 ] IRLR Ratcliffe V Evans [ 1892 ] 2 QB 524 Lawton V BOC Transfield Ltd[ 1987 ] ICR 7 Kidd V Axa Equity and Law Life Assurance Association plc [ 2000 ] IRLR 301 TSB Bank Ltd v Harris [ 2000 ] IRLR 157 Relaxion Group plc ( Respondents ) v Rhys-Harper ( FC ) ( Appellant ) , DSouza ( Appellant ) v London Borough of Lambeth ( Respondents ) , Jones ( Appellant ) v 3M Healthcare Limited ( Respondents ) and three other actions Adekeye v Post Office [ 1997 ] IRLR 105 CA Coote V Granada Hospitality [ 1999 ] IRLR 452 Gilham V Kent County Council [ 1985 ] ICR 227 Charles Long and Sons Ltd V Aubry [ 1978 ] ICR 168 Brown v Stuart Scott and Co [ 1981 ] ICR 166 Harvard Scientists Ltd V Younghusband [ 1990 ] IRLR 17 Horsley Smith and Sherry ltd 5 Dutton [ 1977 ] IRLR 172 Legislation The Sex Discrimination Act 1975 The Race Relations Act 1976 Disability Discrimination Act 1995 Race Relations Act 1976 ( Amendment ) Regulations 2003 Sex Discrimination Act 1975 ( Amendment ) Regulations 2003 Disability Discrimination Act 1995 ( Amendment ) Regulations 2004 Employment Rights Act 1996 Employment Rights ( Dispute Resolution ) Act 1998 Trade Union Reform and Employment Act 1993 Employment Act 2002 ( Dispute Resolution ) Regulations 2004 Other The Law of Termination of the Contract. Robert Upex 7ThursdayEdition Jordan Publishing ltd 2006 Halsbury’s Laws of England. Employment ( Volume 16 ( 1 ) ( B ) ) Reissue Harvey on Industrial Relations and Employment Law Bulletin of the Commission’s Network of Legal Experts on the Application of Community Law on Equal Treatment. European Commission CE –V/2-03-003-EN-C

Education and its Methods Assignment Example | Topics and Well Written Essays - 1000 words

Education and its Methods - Assignment Example This paper shall look at the differences in the learning techniques from last week. A humanist approach that takes into account only the potential of the person as a whole may at times be misleading and detrimental to the process of development of a child. In theory, every facet of the child undergoes a change while a humanist model of education is followed by the teachers or the educators (Smith, 2003). However, this is not true. That is, it may not follow while the theory is being translated into practice. This may lead to problems whereby an aspect of a child that needs specialized attention is left out of the process of education or is not given adequate attention. Humanist education is also not easy to implement at a logistical level. In third world countries and even on certain first world countries, it is not possible to accommodate many children within a framework that provides a completely humanist form of education. As a result, it is necessary to temper any form of educati on that is taken with the positives of the others. In this context, it may be a good idea to describe a few details of the cognitivist school of learning theory. According to theorists who believe in the power of this form of learning, it is important to develop in learners the abilities to structure their own mind in such a manner that it would be easier for them to understand the new events and facts that are provided to them. In a certain course of time, they shall attain the necessary abilities for the purpose of understanding new facts on their own. This mode of learning depends on installing in a person the apparatus for further learning (Mergel, 1998). An integration of these systems may lead to complications whereby the best in both may not be utilised and the negatives of both may be inculcated in it. There may, however, on the brighter side, also develop a system that has the positives of both. This system may be able to provide specialized attention to the problem of chil dren and also develop their particular skills while also developing them as a whole. While providing children with nothing but theoretical models that do not interact, one runs the risk of losing out on motivating the child. Setting the child within a system where there is no change in the conditions of learning may lead to the child not feeling a sense of ambition which is essential for the development of a mindset that is conducive for the reception of facts. Motivating a child to create such a mindset is extremely necessary for his or her further development. This development needs to have a solid basis and this can proceed from an understanding of one’s strengths and weaknesses, both of which may then be assessed according to the cognitivist and the humanist schools of learning theory. This can then also be tied to the aspect of self-regulation that needs to be a part of the education of a child. This regulation can proceed from an understanding of one’s talents an d needs when faced with the world. This needs an understanding of the world and one’s position in it and also knowledge of one’s talents that may be put at the service of the world. This can then be used for a regulation of the manner in which education is conducted. The biological bases of learning and memory also need to be taken into account while looking at methods of imparting education to children. The age of the

An Analysis of the Influence Wielded by Religion and Politics among Research Paper

An Analysis of the Influence Wielded by Religion and Politics among the American People in Contemporary Times - Research Paper Example Likewise, the government is not formally attached to any religious grouping. This paper aims to assess the influence exerted by both religion and politics among the American People in this modern era. Likewise, it seeks to determine if indeed they should be put together or separated and how the citizens of the country feel about this choice and what will be the long-term effects of the separation or combination of the two blocs. Religion is considered a universal component of human life. Religion makes it easier for people to communicate with each other and with God. In the words of Natambu, â€Å"People are often ready to die for their religion, and many thousands have done so. Many others sacrifice their fame, power, wealth, property and time for the sake of religion. Religion must have a great value for people otherwise nobody would die for it or give so much for its sake. People make sacrifices and offerings of the best they have for the sake of religion.† (2002)... The ritual shines on both of them from a place beyond their ordinary experience and includes them in a community whose home is in some way not of this world. And in the Christian case the ritual records a primeval sacrifice, born of love.† (2009) For majority of Americans, they are used to and more comfortable with church leaders articulating their opinions and beliefs regarding social and political matters and concerns. Churches, synagogues and other religious institutions are widely perceived as positive forces in addressing the problems of society. Nonetheless, a bigger number of voters still claim they are uncomfortable with priests or pastors advocating their political views from the pulpit. Conversely, at least 75% of voters think that while it is vital for the President to have religious faith, there is prevalent discomfort over politicians who speak publicly about their religious affiliations, sentiments and actions (2000). Wald states that â€Å"religion is more impor tant in American polity than most people realize, but in different ways than they imagine. Is religion good for politics?† (2003, p. 14). Wald offers the thought of Richard J. Neuhaus that religion is a community and an institution needed to stand in judgment of a state moving toward totalitarianism. The other fundamental issue is whether religion imports and sustains values such as human rights and freedom in politics. Notwithstanding all these discussion, debates, disagreements and concurrences, politics seem to get in the way of religion and vice versa in the present-day American setting. Even, if religious leaders of different Christian sects and leaders of government and members of Congress and Senate make repeated claims that there is no conflict between the two and they operate

Product Life Cycle Essay Example for Free

Product Life Cycle Essay INTERNATIONAL PRODUCT LIFE CYCLE The international product life cycle is a theoretical model describing how an industry evolves over time and across national borders. This theory also charts the development of a company’s marketing program when competing on both domestic and foreign fronts. International product life cycle concepts combine economic principles, such as market development and economies of scale, with product life cycle marketing and other standard business models. The four primary elements of the international product life cycle theory are: the structure of the demand for the product, manufacturing, international competition and marketing strategy, and the marketing strategy of the company that invented or innovated the product. These elements are categorized depending on the product’s stage in the traditional product life cycle. Introduction, growth, maturity, and decline are the stages of the basic product life cycle. During the introduction stage, the product is new and not completely understood by most consumers. Customers that do understand the product may be willing to pay a higher price for a cutting-edge good or service. Production is dependent on skilled laborers producing in short runs with rapidly changing manufacturing methods. The innovator markets mostly domestically, occasionally branching out to sell the product to consumers in other developed countries. International competition is usually nonexistent during the introduction stage, but during the growth stage competitors in developed markets begin to copy the product and sell domestically. These competitors may also branch out and begin exporting, often starting with the county that initially innovated the product. The growth stage is also marked by an emerging product standard based on mass production. Price wars often begin as the innovator breaks into an increasing amount of developed countries, introducing the product to new and untapped markets. At some point, the product enters the maturity stage of the international product life cycle and even the global marketplace becomes saturated, meaning that almost everyone who would buy the product has bought it, either from the innovating company or one of its competitors. Businesses compete for the rema ining consumers through lowered prices and advanced product features. Production is stable, with a focus on cost-cutting manufacturing methods, so that lowered prices may be passed on to value-conscious consumers. Product innovators must guard both foreign  and domestic markets from international competition, while finally breaking into riskier developing markets in search of new customers. When the product reaches the decline stage, the innovators may move production into these developing countries in an effort to boost sales and keep costs low. During decline, the product may become obsolete in most developed countries, or the price is driven so low that the market becomes close to 100% saturated.

Huck Finn Vs. 19th Cevtury Ethnics Essay -- essays research papers

Ninetieth Century Morals vs. Huck’s Conscience   Ã‚  Ã‚  Ã‚  Ã‚  Sometimes making a stand for what is right, especially when it is totally against the customary beliefs of society, can never be an easy accomplishment.   Ã‚  Ã‚  Ã‚  Ã‚  In the novel, The Adventures Huckleberry Finn by, Mark Twain, the main character Huck, encounters many situations involving a question of morality. Considering the traditional protocol of his society, Huck must choose between his conscience or public ethics. In many cases Huck goes with his conscience, which always proves to be proper selection. Ironically, what Huck believes in, unapproved of in the ninetieth century, is the basis of accepted beliefs in our modern world. Huck lives with the guilt that all his choices could be considered immoral based on his society; yet, really his beliefs could be just in comparison to man’s conscience. Three of the major instances in the novel when Huck’s beliefs contrast those of the ninetieth century are when he questions the outcome of Jim, when he tries to comprehend the concept of the feud, and when he must decide whether to save the men on the Sir Walter Scott.   Ã‚  Ã‚  Ã‚  Ã‚  Although Huck’s choices concerning Jim’s life can be thought to be the moral and proper choices, Huck is pounded by his society’s teachings the Black men are property. When Huck first escapes from Pap and sets up camp on Jackson Island, he finds Jim has also found refuge there from the widow and Mrs. Watson. Huck is stunned at first when Jim tells him he escaped, because Huck knows that Mrs. Watson owns Jim, which makes him her rightful property. â€Å"People would call me a low-down Abolitionist and despise me for keeping mum,†(Twain 43) Huck knows that if he helped Jim that would make him an abolitionist, which could not be accepted role in the ninetieth century. Huck decides that he would help Jim escape, as he would never return to the town so it wouldn’t matter if he took Jim with him. After a long raft-ride, Huck and Jim are finally about to reach Cairo, which on their arrival would make Jim free. With the smell of freedom, Jim rambles on about how he would buy his wife and then steal his children. This sets off a spark in Huck, igniting his conscience and making him very uneasy. Huck couldn’t believe that Jim would steal property... ... of truth and intelligence, and one that should be entrusted in every person’s soul no matter if they are living in the Ninetieth century or today.   Ã‚  Ã‚  Ã‚  Ã‚  This combination of the three instances shows the dramatic difference between Huck’s conscience and the standard customs of the Ninetieth century. Huck showed great maturity and integrity in standing up for what he believed was the right choice. Although he believed his choices were immoral or unethical, we now know that it was quite the opposite, as the moral standards of this time were in essence the unethical choices and Huck’s were the proper choices. Huck could see the importance of friendship over possessions, and risked his life saving a run-away slave because of the uncomfortable emptiness he would experience had he turned in Jim. This portrayal of childhood knowledge can be examined in today’s society also. People grow to be prejudiced against certain types of people, just as Huck was as he was growing up. Luckily, Huck overcame this inborn prejudice by examining what really counts in life, and this is a lesson that everyone, from previous societies to today, needs to listen to.

New Religious Movements & Religion

When studied, compared, and scrutinized, every religion – though said to be basically similar in that all believe and worship a god/gods – is actually different from each other in many respects. Before tackling diversities however, it is better to start with similarities. Many people view all adherents of any religions share at the very least certain commonalities such as historical roots, practices/rituals, and doctrines. In other words, to be considered religious, one must be a follower of a certain form of ritual/practice prescribed by a founder or guru, a worshiper or believer of a god – whatever or whoever that god might be.When looked at the surface, this might be true. However, looking closely and seeking out the nuances, one can find real diversities. For example, for a Jew and a Muslim, Christianity is a religion represented by Vatican and the pope as its representative. To the eyes of these two, no differences whatsoever are detected between a devout Ro man Catholic and a Protestant and a Mormon. Of course when investigated, marked differences come to the surface and the initial seemingly unified similarities are gone. Actually, differences are underscored every time there occurs along the way a deviation from the fundamentals of any religion. In the history of Christianity alone, schisms are either a deviation or a return to its roots (Adherents.com, 2007).Effects of Religious PluralismPost your response to this question: What effect do you think religious pluralism and the interfaith movement will have on the future of organized religion? Explain your answer.Religious pluralism and interfaith movement are recently advocated by proponents from different religions with certain political aims. For instance, during Holy Week in 1971, there were many demonstrations conducted by different religious groups to voice their antiwar protests. Professor Robert McAfee Brown of Stanford University was among those arrested for blocking the way to a draft board office in Berkeley, California. He said he chose to preach his sermon â€Å"not in a church but on a pavement, not with words but with a deed† (Microsoft Encarta, 2007). Though there are certain benefits to it in terms of rights, there are also disadvantages and innumerable damages that may have paved the way for further confusion in the future.In what ways has learning about world religions influenced the way you think about religion? Why is it important to learn about other peoples' beliefs and attitudes? How will you utilize this information in the future?Knowledge of World religionsKnowledge of the different religions of the world and their adherents’ beliefs and practices is necessary for a better understanding of different peoples and cultures. Religious tolerance means differently when taken in the light of this endeavor. The ability to understand world religions and appreciate people because of their different persuasions and beliefs mean a mor e empathic and compassionate stance towards any group, ethnic or religious assemblage. Those who differ from us will not be seen as enemies, which oftentimes have become a common experience (Adherents.com, 2007).Reference:________ Major Religions of the World Ranked by Number of Adherents, 2007. Retrieved March 11, 2008 < http://www.adherents.com/Religions_By_Adherents.html>________ Microsoft Encarta. 2007.

Microeconomics of Customer Relationships

Reading: Microeconomics of Customer Relationships ? Reading: Microeconomics of Customer Relationships The follow is a critique and review of the reading of Microeconomic of Customer Relationships by Fred Reichheld. I will review the article and evaluate Mr. Reachheld. I will also apply economic theories into why and how I came to my conclusions. Overview on the Reading Microeconomic of Customer Relationships by Fred Reichheld is based on a simple survey based customer-relationship metric known as â€Å"net-promoter score†, or NPS.The NPS divides customers into three categories based on the simple question, â€Å"How likely is it that you would recommend us to a friend or colleague? † (Reichheld, 2006, pg. 73) Customers at the high end are labeled promoters, because of their likelihood of loyalty and positive word-of-mouth promotion. The low end of the spectrum is the opposite of the promoter and labeled a detractor. By quantifying the value the customers have the compan y can then devise action plans to solve problems, or expatiate growth. Evaluation of the AuthorFred Reichheld was very good at relating NPS in a practical and evaluative way. What I found most interesting in his analysis of NPS was the customer grid (Figure 1). Figure 1. Customer Grid. From Fred Reichheld’s Microeconomics of Customer Relationships. (2006, pg. 76) Reichheld came to the conclusion that the upper right was the top long-term priority. I completely agree with this conclusion. He then put the upper right and the lower right as the next highest priority. He does make some good points, such as bad word-of-mouth and high profits that could pick up ship and move on elsewhere.I, however, would put a higher priority in the upper middle section as long as this is a large corporation. A small business may very well need to stamp out the issues of the unsatisfied because they can’t afford the risk of losing base. In a large corporation, volume is huge and needs to be satisfied. If you can find a way to get the middle column to the right, your NPS would rise. Conversely, if you don’t satisfy the middle, or large volume customers, they could move to the left causing havoc. Netflix recently made a bold move of raising it’s prices 60% and split it’s services into two separate entities.This angered that middle column of subscribers that used Netflix, but didn’t have strong opinions toward it. Netflix’s stock prices have plummeted 26 percent this year(Randall, 2011). Netflix was counting on customer loyalty to prevail over the increase in prices, but instead had a huge backlash. An example of a company that focuses on the right and the middle of their NPS is Apple. Apple has created a company with an almost cult like following. Apple’s NPS is 79% with only 2% detractors based on a 2008 survey by Satmetrix (Schofield, 2008).Apple has been genius at getting customers to the upper right section of the customer g rid. It developed products to appeal to the masses. Criticism toward Apple has been their lack of Adobe flash integrated into their iphones(Chen, 2008). This causes anger to the left sections of customer who want flash enabled devices. Apple could easily try to appease this group and enable Flash, but because it views it as an unstable platform, it refuses to use it. Apple isn’t as concerned about the haters as it is about those loyal to Apple, or those who are on the fence.Recent commercials have depicted Apple as more stable and fun to used than PCs, in an attempt to grab at that market with no brand loyalty. Economic Theories I do realize my examples for my disagreement with Reichheld on priority placed on the NPS is not for all market conditions and companies. There are many factors that can sway priority away from where focus was previously. The Netflix example, for instance, was based on a company who thought it had somewhat of a monopoly, yet after it made it’s decision to raise prices realized costumers left for other options such as Hulu plus and Blockbuster’s DVD by mail service.Netflix is now forced to have its main focus on the left and pacify those who were angered. There is also supply and demand to consider. When there is a high demand for a product and a limited supply, a higher priority needs to be set on the upper right because holding a high percentage of the market share when supply is low will keep customers when or if the supply is increased and you will need customer loyalty when new competitors are able to enter due to a lower cost of entry. ConclusionFred Reichheld wrote an excellent article breaking down NPS and applying it to business. I had a slight disagreement over his priority placement mainly because it is flexible to the situation and I would focus on the masses rather and a select few. The article was well written and very practical with easy to understand data. References Chen, B. (2008, November 17). Why apple won’t allow adobe flash on iphone. Retrieved from http://www. wired. com/gadgetlab/2008/11/adobe-flash-on/ Randall, D. 2011, September 19). Nflx tumbles on qwikster announcement; are netflix's best days behind it?. Retrieved from http://www. huffingtonpost. com/2011/09/19/nflx-netflix-stock-qwikster_n_970879. html Reichheld, F. (2006). The microeconomics of customer relationships. MITSloan Management Review, 47(2), 73-78. Schofield, M. (2008, April 10). Satmetrix benchmarks net promoter scores in four key industry sectors. Retrieved from http://www. reuters. com/article/2008/04/10/idUS191482 10-Apr-2008 BW20080410

Personal Experience Essaysâ€Coping with Changes in the Family

Personal Experience Essays- Coping with Changes in the Family Writing personal experience essays about coping with the changes in your family may include topics such as moving in a new house, migrating to a new country or community, moving out of the house of a family member, and introducing a new member of the family. Other topics delve on sensitive topics such as death of a family member, divorce, and other relevant issues. Developing this paper may be difficult for some students since some of the topics may be hard to be put into writing. Here are some essay tips on constructing a paper on this kind of topic:   Ã‚  Ã‚   First point to discuss on your paper is the usual reactions of society to the changes that occur in the family. Cite the negative and positive reactions and explain why changes in the family are perceived in these opposing manners in the society. Identify the perspective on changes that you and your family possess then elucidate how your family had acquired this kind of outlook towards changes in the family. Mention your personal view on changes in the family and the people or sources that had influenced your outlook on these changes. This point would serve as your anchor point in your statements on the later parts of your paper.   Ã‚  Ã‚   For this type of academic essay, the section on the account of your personal experience on changes you have experienced in your family is probably the highlight of your paper. Describe the events that ensued in the changes that had happened in your family and the ways this occurrence had affected you as an individual and your family. Specify a sociological analysis on these changes, the reactions your and your family had exhibited, and the effects of these changes to you and your family. Relatively, the family and an individual’s identity are also excellent topics tackled for sociology essays. Reading some of this type of essay can help you in providing the sociological view for this part of your paper.   Ã‚  Ã‚   Enumerate way on how to cope with changes in the family. Explain how each approach can be beneficial in dealing with changes. State which of these approaches you have applied personally and describe how this approach had aided you to manage the situation. Expound on the importance of getting immediate support from friends and family to deal with these changes as well as consulting professionals who can give you advice.   Ã‚  Ã‚   Clichà ©s about change being a part of your life are true; explain how understanding and accepting changes in your family as a permanent part of life would provide a positive outlook in life as well as prepare a person for future changes that may happen in life. Assess yourself if you have attained this attitude towards changes in your family and life changes in general.   Ã‚  Ã‚   State the possible harm that may result on an individual an on the family in not being able to cope with changes in the family. Explicate the reasons why this could cause harm. Specify if you have experienced any of these harmful consequences of not being able to cope with changes in the family. Personal experience essays on this topic can be immediately completed by observing these tips. A good essay on personal experiences involves in-depth views on these occurrences in life as well as the sincerity of the writer.

O Come, O Come, Emmanuel in Spanish

O Come, O Come, Emmanuel in Spanish Here is a Spanish version of the popular Christmas carol and Advent hymn O Come, O Come Emmanuel. The song, whose author is unknown, comes originally from Latin, dating to around the 11th century, and is known in both English and Spanish in multiple versions. This Spanish version is one of the most popular.  ¡Oh ven!,  ¡Oh ven, Emanuel!  ¡Oh ven!,  ¡Oh ven, Emanuel!Libra al cautivo Israel,Que sufre desterrado aquà ­,Y espera al Hijo de David. Estribillo: ¡Alà ©grate, oh Israel!Vendr, ya viene Emanuel.  ¡Oh ven, Tà º, Vara de Isaà ­!Redime al pueblo infelizDel poderà ­o infernalY danos vida celestial.  ¡Oh ven, Tà º, Aurora celestial!Alà ºmbranos con tu verdad,Disipa toda oscuridad,Y danos dà ­as de solaz.  ¡Oh ven, Tà º, Llave de David!Abre el celeste hogar feliz;Haz que lleguemos bien all,Y cierra el paso a la maldad. English Translation of Spanish Version Oh come! Oh come, Emmanuel!Free captive IsraelWhich here suffers, displaced,And waits for the Son of David. Chorus:Be joyful, O Israel!He will come, Emmanuel is coming. O come, You, Rod of IsraelRedeem the unhappy peopleFrom hells powerAnd give us heavenly life. O You, come, celestial light of dawn!Illuminate us with your truth,Dispel all darkness,And give us days of solace. O come, You, Davids Key.Open the happy heavenly home.Make it so we arrive there well,And close the path  to evil. Translation Notes Oh: This interjection usually expresses amazement or happiness, so it isnt always the equivalent of oh. It is far more common in poetic writing than in everyday speech. Ven: The Spanish verb venir, usually meaning to come is highly irregular. Ven is the singular, familiar imperative form, so in Spanish this song unambiguously is written as if speaking to Emanuel. Emanuel: The Spanish word here is a personal name transliterated from Hebrew, meaning God is with us. The name is still used today, often  in the shortened form of Manuel. In Christianity, the name usually refers to Jesus. Libra: This is the singular  familiar imperative form of librar, meaning to free to liberate. Al: Al is a contraction of a (to) and el (the). The use of the personal a here indicates  that Israel is being personified. Desterrado: The adjective desterrado is derived from the noun tierra, meaning Earth. In this context, it means exiled, referring to someone removed from his or her homeland. In informal contexts, it can mean banished. Danos: It is common to attach object pronouns to verbs in the imperative mood. Here the pronoun nos, or us, is attached to imperative of dar. Tà º: The familiar form of you is used throughout this hymn as it is the pronoun that Spanish-speaking Christians use in prayer. Vara de Isaà ­: A vara is a rod or stick. Isaà ­ is a  poetically shortened form of the name Isaà ­as, or Isaiah. The reference here is to Isaiah 11:1 in the Christian Old Testament that there shall come forth a rod out of the stem of Jesse. Christians have interpreted this as a prophesy of the Messiah, whom they believe to be Jesus. In the common English version of this hymn, the line is Come O rod of Jesses stem. Redime:  From the verb redimir, to redeem. Alà ©grate: From the reflexive form of the verb alegrar. Aurora: The aurora is the first light of dawn. In the English version, Dayspring is used here. Alumbranos: Alumbrar  means to enlighten or to give light. Disipar: Although this verb can be translated as to dissipate, in the context of this song it is better translated as to get rid of or to dispel. Oscuridad: This word can mean obscurity, as when referring ideas. But it far more often means darkness. The related adjective is oscuro. Solaz: In some contexts, solaz refers to rest or relaxation. Llave de David: This phrase, meaning key of David, is a reference to an Old Testament verse, Isaiah 22:22, which Christians have understood to refer symbolically to the authority of the coming Messiah. Lleguemos: This verb for is an example of the subjunctive mood. Llegar is a common verb meaning to arrive. Note that llegar is irregular because the -g- of the stem changes to -gu- when followed by an e to maintain the correct pronunciation. Celeste: Here, this word has the meaning of celestial. However, in other contexts it can refer to the blue color of the sky. Haz: This is an irregular form of hacer.

Light experiment Lab Report Example | Topics and Well Written Essays - 1500 words

Light experiment - Lab Report Example Introduction This project involves the study of Scenedesmus growth conditions. Scenedesmus refers to genus of the colonial green algae, with cell arrangements of 4, 8, and 16 in a row. It is a common component of fresh water plankton, which is most commonly used in the experimental purposes of water pollution and photosynthesis. It is also crucial in the process of sewage purification because it releases oxygen, which is necessary for the breakdown of organic matter, hence terminates the functions of harmful substances. In this project, we get to experiment on the growth conditions and developments. The main elements in test here will be light and pH since we discovered that the plant grows well under neutral pH. The main methodology in this project is to grow one experimental set in direct sunlight while the other will be places under no sunlight. The main conclusion will be based on the growth patterns of both experimental samples, and note the difference in them. Materials and met hods Details on culture setup 50ml conical cubes Number of replicates per treatment 4ml of initial culture added to 16ml culture Gro (Carolina Biological) Algae grown .Scenedesmus (Carolina biological) Growth conditions The cultures shall be natured in the growth chamber for 18 hours, day and 6 hours night at 250 C The light levels in the chamber placed at 300 mM photons/m2/sec2 Experiment treatments One should describe the treatments and the levels to which they should get applied. Methodology for measurements This section contains the details of the materials used and a description of how the experiment is executed. From here, one can easily conduct the same experiment and present the results for comparison. Hemocytometers get employed in calculating the cell density/ml at an average of four consecutive counts. NB: Washed hands before handling any materials to avoid contaminating them. 1. Set up the microscope and take a sample of scenedesmus. 2. Determine the number of scenedesmu s in 1 ml with hemocytometer. Make sure to swirl before taking sample (three count to get average concentration). 3. Set up three replications per treatment 20 ml total volume; adjust volume of growth medium by (4 ml of algae volume and 16 ml of treatment volume) in the test tubes 4. Write the number of the group and initial of the group 5. Divide the product to three groups; three simples each group (the three groups low, medium, and high light). 6. Put the simples in the light refrigerator. 7. Divide the simples to low, medium, and high light. 8. Wait three weeks to the product to grow. 9. Determine the number of scenedesmus. Results This section contains the results that were obtained from the experiment. The data is a brief summary of the whole experiment. The data here is only mentioned with no analysis given. The analysis gets handled in the next section. Low Light Medium Light High Light 83 68 33 80 58 43 80 55 42 From the above data, we can acknowledge that the experiment wa s conducted using three cultures. The presentation is done and the data per culture is presented in the way the performed in different light scenarios. The first case is the experiment under low light conditions then followed by results in the middle light conditions and finally the results obtained in high light, experimental conditions. However, in this experiment we are mainly going to use the data in low light conditions and the results from the experimen

Difference between Macro Finance and Micro Finanace Coursework

Difference between Macro Finance and Micro Finanace - Coursework Example However in nursing perspective, microfinance is the financial aid or assistance given to individuals towards their medical cover while macro-finance is the financial aid given to the whole group towards their medical cover. Microfinance concept is, therefore, an individual financial program while macro-finance concept is a group financial program. Microfinance can be tailored to meet the needs of a specific individual (Paterson & Telyukov, 2014).   A practical application of macro-finance is government-sponsored programs aimed at helping cover healthcare costs, for instance Medicare which is health insurance program for all American citizens aged 65 or older as well as people with certain disabilities (Beik, 2013).   Medicaid, on the other hand, is a program that is aimed at helping the poor or low-income individuals, as well as families, pay for the costs that are associated with long-term custodial and medical care. A practical application for microfinance is private insurance. Here, plans are often tailored to meet the needs of different individuals or offer specific benefits to customers thus enabling them to reduce coverage costs (Beik, 2013).   In the case, such individual goes for out-of-pocket medical expenses; they are reimbursed by Health Reimbursement Arrangements (HRAs). In addition, individual health insurance premiums are also