Leadership For Health & Social Care Services

Person centred practice (PCP) or more commonly referred to as person centred planning is based on the principles of inclusion and taking a holistic approach when planning the care service delivery. There are five key features of PCP; The individual is at the centre of the plan. The plan will identify what is important to the individual and identify the individuals’ strengths and what support they will require to achieve their potential. The individuals support network are involved in the ongoing planning and reviewing process. The plan will promote community participation for the individual.The plan is a live document which is reviewed by all involved minimum every 6 months or when circumstances change. The care planning, monitoring and reviewing of care plans are key aspects to working with individuals and care workers. In line with PCP key aspects must be adhered to including legislation and policy to ensure the individual is at the heart of the plan & review process. Howeve r we must remember not to get caught up in the planning and administration process its self, we must remember the true purpose of the care plan. Such example of this can be seen by a quote from a Service User; â€Å"I don’t have a care pathway.I have a life. † (Scottish executive, 2005:5) Care plans must be done properly and all relevant parties involved. Some people may not know what a care plan is. When people don’t feel good they need support to be involved. After all, where’re planning their care and the individual must be at the centre of the plan. A Service User who contributed to the report Developing social care: service users vision for adult support, felt strongly that social care should be based on the social model; informing policy, practice and procedures (Beresford 2005).The Department of Health clearly states that it supports the social model of disability (DoH 2008a). This social model is underpinned by a range of legislation and policy wh ich steers the provision of person centred care. There are several Acts that underpin PCP. The human rights act 1998 sets a firm base line for pcp. The act covers the individual’s right to liberty and security, respect for private and family life, and the right for freedom of thought conscious and religion.This act sets a firm base line for good practice in health and social care by underlining the needs of the individual are paramount and that everyone has the right to receive quality care. Age Concern quote (2008) â€Å"the dignity needs and wants of older people must be put at the centre of their care, and Human Rights are the perfect vehicle to ensure this and deliver quality care services† Whilst drawing up a care plan there are several legislations and policies to adhere to, below I have listed a few which have an integral role in pcp.There is a statutory duty on public authorities to ensure they eliminate unlawful discrimination and harassment and to promote equ ality of opportunities between men and women. This is governed by the equalities act 2006 which makes it unlawful to discriminate on the grounds of a person’s sexual orientation, religion and beliefs when providing a service and exercising a public function. This act has established a commission for equality and human rights (CEHR) which is responsible for promoting the understanding of human rights and equality, also challenging unlawful discrimination.The disability discrimination act 1995 main function is to stop discrimination for disabled individual, giving those equal rights and access to goods, facilities and services. This act states that providers are not allowed to treat the disabled less favourably because of their disability. Most companies and organisations that provide service, facilities or goods, be it either paid or free; both private and public bodies / companies must adhere to this act.One aspect of the NHS and community care act 1990 is that local authorit ies must conduct a needs-lead assessment which takes into account a person’s preference making it pcp. On the other hand a resources-lead assessment only takes into account the resources available and not the individual. In my area of work an example would be an individual would be sent to a day service where their preference would be a sit in service which would be more appropriate. This example goes against all principles of pcp.All care service providers are regulated by an independent body as outlined in the Care standard Act 2000. In Wales we are regulated by the CSSIW. This independat body carries out regular inspections to ensure compliance with all relevant legislation and one of their key focus is Service User quality of life which is closely linked to pcp. In addition to legislation there are numerous policies in place to ensure compliance with pc care. The white paper Valuing people (DoH 2001) stipulates that person centred approach will be essential to deliver rea l change in the lives of people.Whilst this white paper is aimed at individuals with learning disabilities the principles can be applied to all types of care. The national service frameworks are long term strategies for improving specific areas of social care. PCP is a theme that runs through the white paper. We as care providers have minimum expectations which are required of us by the government; national minimum standards. These standards are not legally enforceable but are guidelines for providers and commissioners to judge the quality of a care service. There are many ways consent is established with individuals.During a PCP meeting the individual may be able to make their wishes and expectations known clearly. In which case the Service User will give consent. On the other hand the mental capacity act 2005 is in place to empower individuals who lack capacity to make their own decisions. There are five core principles; It’s assumed an individual has capacity unless an ass essment has taken place that determines otherwise. Individuals must be given appropriate support prior to making decisions (prior to a judgement being made to say the individual can not do so.Individuals have the right to make an unwise decision, by making an unwise decision it does not mean the individual lacks capacity. When an individual is assessed as lacking in capacity, any decisions made for them must be in their best interest. Any actions that are result of an individual lacking in capacity must be the least restrictive in terms of their basic rights and freedoms. By applying all these principles in a MDT meeting a decision can be reached which will be in the best interest of the individual.During the PCP/ MDT/ BIM the individual may have family, friends, HCP, advocate present to enable a holistic approach to the individuals care pathway. By using person centred practice positive outcomes can be achieved; by adopting all the above legislation, regulations, policies the indiv idual will receive the level of care and support they require, as decided by themselves and people who have the individuals best interests as paramount to the individuals care. In my role I have reviewed all documentation in relation to the primary assessment our Service Users undergo prior to our delivery of care.The assessment takes a holistic approach to the Service Users life, from mobility to cognitive function and is undertaken in the Service Users home with their preferred family member, social worker and any other health care professionals that have input into the Service Users life. Following a management and staff meeting and consultation with Service Users families and HCP to gather their feedback and views I have implemented changes to the documentation to make the assessment and subsequent care plan / file user friendly as needed by the Service User.By implementing this I’m ensuring compliance with regulations and legislation. I support my team to implement perso n centred practice in many ways. Adequate training as detailed in the care workers professional development plan and led by example, I believe being the best. PCP is discussed at management meetings which is then cascaded down to the care workers through their team meetings and supervision sessions.We have recently introduced a new format care plan, which I’m supporting the team leaders to complete using the active support model of care. During the recruitment process, all care workers undergo a 5 day induction period, during which PCP is introduced with the support of accredited dvd’s from Mullbery House and the new care worker is given the opportunity to demonstrate how they would apply pcp. Also a small library of reference books are available for care workers to loan for their professional development.I have recently supported one of the team leaders to review the manual handling care needs of a new Service User, no-capacity, who’s family were not familiar w ith manual handling techniques, by using techniques that were not prescribed the Service Users was being put at risk of injury as were the family. During the primary assessment this was discovered and immediately reported to myself. In conjunction with the team leader we contacted the social service to arrange for OT assessment, also we submitted a VA1 to inspectorate reporting our safeguarding concerns.During the OT assessment the Service User, family, social worker and our team leader was present to enable a best interest care plan to be drawn up. Several items of equipment were agreed and ordered, and care plan agreed by all. Several weeks later, the Service User is now in receipt of appropriate approved equipment and manual handling techniques which meets his needs. I have implemented a handover sheet for care workers prior to their delivery of care to new Service Users / from new care workers to ensure the Service User receives continuity of care.The handover takes place betwee n the primary assessor and the care worker. The care worker and assessor discuss the care plan and risk assessments. At the Service Users first call the care worker is introduced by the assessor. All the care workers are required to notify the office of any changes to the Service Users care needs or preferences immediately, care workers are also encouraged to discuss Service Users needs/ preferences during their 6 weekly supervision session. Care workers are made aware of changes to the care plan in the handover and during the monthly team meeting where all Service User changes are discussed.I’m in the process of reviewing policies and procedures, which will ensure we are Service User led and not service led. Service user active participation has many proven positive outcomes. Active participation may lead to increased confidence and self-esteem, the chance to acquire new skills, and improved material resources if for example it helps them to acquire paid employment. Active p articipation leads to greater satisfaction (Department of Health & Farrell, 2004) and improved quality of life (Wallerstein, 2006).For instance service users who have had greater control in decisions about the support they receive, report greater satisfaction and better health than those who have not. Beyond benefits to the individual, the participation process may also help create a stronger sense of community involvement. For active participation to succeed the culture of the company must allow for regular change and want to hear what the Service User has to say, take it on board and action it. All our Care workers are required to report to the office any feedback / comments/ changes from the Service User and the care work.Within XXXXXXXXX all new starter undergo a 5 day induction period, one element of this induction is active support. The care workers are given an insight into active support. Further training is made available periodically, training is an ongoing commitment to t he care worker professional development and the quality of service we provide our Service Users with. A good example of active support I like to use is, if the Service User enjoys cooking but is unable to bear their weight etc take the veg to them. The Service User may enjoy peeling the veg at the table or in their chair.This enables the Service User to take control of their meal preparation, giving them a sense of purpose and satisfaction. When we receive a referral the Service User may have already undergone the 6 week enablement package of care, after their discharge from hospital. In line with the care plan we encourage the Service User to remain independent and re-able the Service User to achieve their aspirations. To promote Service Users to actively participate in all aspects of daily living skills, during the primary / review assessment risk assessments must be agreed.This is not to prohibit the Service User from participate in daily living skills but to ensure we are suppor ting the Service user in a safe environment where risks have been assessed and minimised or where possible removed. During this process a person centred approach is paramount involving outside agencies, eg OT, family and friends, social worker, advocate. Adaptions, equipment, tele care etc may be available for the Service User to minimise the risk whilst promoting participation in daily living skills.

Gender wage gaps Essay

Introduction Everyone is entitled to the equal wages for equal work. However, women’s average income has been lower than men’s in nearly all occupation and women in Canada are still far behind the men’s starting line on wage in the labour market. It is one of many parts of gender inequality in Canada, when considering labour market participation in view of gender. I think that the current measures to settle wage discrimination are not effective enough to correspond to market income inequality. That’s why I choose this topic. It is required to think of new alternatives for closing the gap. So I provide a few ways to figure out gender wage gaps. What is the gender wage gap? The gender wage gaps describe the earning differences between men and women on paid employment in the labour market. It can be measured in many ways, but the most common method is to focus on full time and full year wages. It is also able to be measured the gender wage gap on the basis of hourly wages. The most recent Statistics data of Canada shows that the gender wage gap in Ontario is 28% for full time and full year workers. It means that when a male worker is to earn $1.00, a female worker is to earn only 72 cents. When the Pay Equity Act was passed in 1987, the gender wage gap was 36%. It has been reduced gradually over time. The current situation As a result of women have been investing significant time and resources in their education, women now consist of the majority of undergraduate and master’s degree in Ontario. 62% of university undergraduate students in Canada are women. But women still earn less than men in all occupational categories and all educational levels. Although more women than men go to university or college, they don’t always get paid better than men who have the same work. It is particularly embarrassing that the pay gap is grater  for younger generations of women. There is a 39% gap between men and women’s earnings in the ages from 35 to 44. Women account for 60% of all minimum wage workers and the women at low wages are presenting all age groups. This is the reason that poverty follows women after their retirement with women age 65. It’s over twice as likely as men to be low income. The gender wage gap gets wider when women have children and when they have a part-time job. Women having children earn 12% less than women without children. Women’s opportunities for higher wage are limited by the responsibilities of family which they still burden disproportionately. While now the most majority of mothers work in the paid labour force (almost 70% of women having children under five are working), the employment rate of women with children have much lower than men with children. Making less money for their family than men affects significantly them throughout their lives, which could put women and their children at a higher risk of poverty and decrease their income to earn a lifetime and retirement income. The reason of gender wage gap There are several factors that caused the gender wage gap. According to a report by Dr. Pat Armstrong, the gender wage gap is caused by the following three features of Canada’s labour market, which interact to yield substantially lower wage for women. â€Å"That is 1. The majority of women are segregated from men into different work and different workplaces. In Canada, 67% of women work in traditional occupations such as teaching, nursing, clerical, admin or sales and service jobs in 2009. 2. In general, women’s segregated work is paid less than men’s work. The higher the concentration of women, the lower the pay. Women’s skills and competencies are undervalued because of their association with women, as are sectors and industries such as health care and services in which women predominate. 3. Women’s lower pay reflects the systemic undervaluation of women’s work relative to that of men.† Functionalistic perspectives of the gender wage gap Functionalists have the view that inequality is a product of the traditional  division in human societies. In the past, men had a tendency to attend to more external tasks such as working for company or doing government job and women attended to more internal tasks such as those involved in raising child or doing house work. While both kinds of labour are functional and necessary for a society’s survival, the external tasks which were accomplished by men always have been more highly rewarded than the internal tasks made by women. So in functionalism, it was very natural for men to get higher wage than women. However, gender roles and their accompanying inequalities have changed in industrialized societies. Industrialized society made the traditional division of labor less functional. Even though traditional arrangement remains in force in most societies, the traditional labour of division is no longer meaningful today. That means men and women are the same as the part that comprise the social and men are women must be treated equally if they do the same work. So, I think that it is not appropriate to explain the gender wage gap in functionalistic perspectives any more. Solutions of the gender wage gap There are three solutions which I want to suggest for solutions of the gender wage gap. 1. To support working families Although female workers have lower wage than men, their role is very important part of this society. As we know from this sentence â€Å"Women having children earn 12% less than women not having children†, it is important to make circumstances to focus on work in workplace. Governments and companies need to create more family-friendly workplaces and workplace policies especially for women with children. Work places need to consider providing parental leave and paid leave for sickness and family care. It is also necessary to offer high-quality childcare arrangements and encourage the development of more part-time jobs to pay well and to have good benefits. Not only is such policies good for female workers, but it beneficial to the company that want to hire competent female workers. 2. To increase the minimum wages Because the majority of 534,000 minimum wage workers in Ontario are women,  the increasing of statutory minimum wage is necessary to close the wage gap. Increasing the minimum wage to reflect the rising living costs every year reduces poverty and inequality of income. Ontario’s minimum wage has been fixed at $10.25 for three years. The three year fixing brings the effect lowering the income of minimum wage substantially by 7%. So it results in widening the wage gap. To close the wage gap, I think, the best solution is that the minimum wage is to rise as a certain percentage automatically by laws or rules. Even though it is not possible to determine the specific number because of changing economic conditions every year, it is very effective that the minimum wage increasing is controlled by rules. 3. To need detailed analysis the data Although there are sufficient resources to show that female worker tend to work equal and earn less than men, more detailed analyses are needed to settle underlying causes. Governments need to collect and share particular and reliable country’s data from which the respective gender wage gaps of country can be calculated and compared. This would make it possible to find out effective ways of dealing with the problem and to identify possible improvements to existing legal frameworks likely to lead to decreasing significantly in the wage gap. Wage Gap Program The Pay Equity Office started the Wage Gap Program in 2011, designed to examine current compensation data and assess the possibility of gender wage gaps for non-unionized employees in Ontario’s private sector workplaces. Wage gaps can be caused by a lot of factors, one of which relates to wage equity. The Wage Gap Program enables the Office to more precisely direct its efforts for supporting workplaces that appear to have wage equity gaps. At first, the Office conducted the Program by obtaining correction data from employers with over 500 employees. Workplaces with 250 to 499 employees are being examined now and it is expected that by the fall, workplaces with 100 to 249 employees will be contacted. References Gender Wage Gaps and Earnings Ratios in Ontario. (2012, November 21). Pay Equality Commission: Equal Pay For Work Of Equal Value. Retrieved from http://www.payequity.gov.on.ca/en/about/pubs/genderwage/wagegaps.php Blau, F. and Kahn, L. (2007, February). The Gender Pay Gap: Have Women gone as far as they can? Academy of Management Perspectives, pp.1-23. Morissette, R., Picot, G., & Lu, Y. (2013). The Evolution of Canadian Wages over the Last Three Decades (No. 2013347e). Statistics Canada, Analytical Studies Branch. Adshade, M. (2013, January 22). Do women choose lower pay?: The gender wage gap explained. Canadian Business. Retrieved from http://www.canadianbusiness.com/blogs-and-comment/gender-wage-gap/ Armstrong, P. (2008, June). Equal Pay For Work of Equal Value. Expert Report.

The Cask of Amontillado by Edagr Allan Poe - 933 Words

Trickery possesses large amounts of this story of a blue-blood fixated on revenge against his companion. The Cask of Amontillado by Edgar Allan Poe charms the onlooker to encounter the sodden catacombs to witness the planned demonstration. Through the fervor of the jubilee, the two walk together into the natural hollows to substantiate a container of wine. The subject is the point at which somebody is unable to disregard minor infractions, it can transform into profound scorn. The incongruity Poe skillfully included is overwhelming from the acquaintance of the characters with the bone chilling end. Being told in first individual by Montresor, Poe pushes the onlooker into a conceivable story, however the storyteller may not be dependable or trusted singularly as a result of his movements. The member approach by the storyteller plunges the spectator specifically into the story, viably making it all the more intriguing on the grounds that the onlooker feels just as they are in the story instead of understanding it. Montresor recounts the story to a probably grateful audience, somebody fit for savoring its numerous incongruities (Kishel). The story starts instantly , drawing the spectator into the incomparable franticness (4) of a Mardi Gras sort celebration in Italy. The character wears tight-fitting parti-striped dress (4) and a conelike top and ringers (4) on his head. They put shrouds on as they stroll to the vaults. In spite of the fact that no dates are said,Show MoreRelatedEdgar Allen Poe, My Hero And This Is Why1487 Words   |  6 PagesEdagr Allen Poe is my hero and this is why. He has been an not so liked person when he was alive and even after death he still isn’t that liked. People only know him as the guy who wrote stories that were creepy. Some people think that he had a lot of problems. Some people thought that he had done drugs and alcohol. One of his qoutes were â€Å"Men have called me mad; but the question is not yet settled, whether madness is or is not the loftiest intelligence†- Edgar Allen Poe (Giordano). I never knew

Managing Diversity - 3506 Words

Managing Diversity in The Public Sector: A case Study of a Small City Council; by Mark Steger and Prof R. Erwee (20001) Definitions of diversity range from distributive concerns based on the traditional categories of race, ethnicity and gender to the addition of a vast array of differences in age, sexual orientation, disability, employment status, tenure, function, educational background, lifestyle, religion, values and beliefs in addition to race, ethnicity and gender. Diversity is a two-edged blade. Although on the one hand it is brought about by differences in access to information, skills, abilities, values, beliefs attitudes, personality, cognitive styles and manner styles also. To raise progress, development, renewal and†¦show more content†¦* Diversity enhances employee relations and reduces the cost of labour. * Diversity improves workforce quality and performance in terms of diverse skills, creativity, problem-solving and flexibility. Diversity improves workforce quality and performance in terms of diverse skills, creativity, problem-solving and flexibility. The effects of diversity on organisational outcomes, such as performance, creativity, teamwork and problem-solving, are the areas that attract the interest of researchers most of all. In fact, most of the diversity research focuses on these aspects, although the findings suggest mixed and conflicting results. Advocates of diversity management argue that an inclusive diversity climate increases the performance and productivity level of employees through increased job satisfaction and commitment (Morrison 1992). They also argue that diversity fosters adaptability to environmental change and organisational flexibility and provides a competitive edge by doing so (Cox 1993, Cox and Blake 1991, Fernandez 1991). Additionally, McEnrue (1993) found that embracing diversity leads to decreased levels of frustration among supervisors who gain the skills to understand and manage groups with diverse backgrounds. Similarly, at top management level, several studiesShow MoreRelatedEssay about Managing Diversity in the Workplace1449 Words   |  6 Pagesorganizations need diversity to become more creative and open to change. Maximizing and capitalizing on workplace diversity has become an important issue for management today (UCSF). Workplace diversity refers to having a variety of different types of people working together within a place of business. Employee gender, race, religion, sexual preference, physical appearance, family or marital status, education, culture, personality, or tenure establishes diversity in the workplace. Diversity is rapidlyRead MoreManaging Diversity in the Workplace Essay3304 Words   |  14 PagesDiversity in the Workplace Abstract Imagine that you are a highly qualified former Hispanic executive who was recently laid off from a fortune 500 hundred company. Within that company you held several key roles in which you were crucial to the success of the organization. In the prior roles you may have never really understood the need or the process of managing diversity. You hold several advanced degrees in key business fields despite all of your experience education and the economy flourishingRead MoreManaging Diversity in the Workplace Essay2191 Words   |  9 PagesDiversity in the workplace is a subject that has gained increased attention over recent years. After all, the impact of affirmative action and equal employment opportunity programs on the nations work force is undeniable. Women and minorities were the first to dramatically alter the face of the economic mainstream, while gays, persons with disabilities and senior citizens followed not far behind. The result is a diverse American labor force represen ting a microcosm of our society - yet one thatRead MoreAn Article On Managing Cultural Diversity Within Sports Organizations : A Theoretical Perspective963 Words   |  4 Pagesaddress the issue of diversity in sports. For example, Leo Kahane, Neil Longley, and Robert Simmons wrote an article titled â€Å"The Effects of Coworker Heterogeneity on Firm-Level Output: Assessing the Impacts of Cultural and Language Diversity in the National Hockey League,† and this article talks about how teams and players have to deal with teammates that are culturally from a different background. Also, Alison J. Doherty wrote an article titled â€Å"Managing Cultural Diversity in Sport Organizations:Read MoreManaging Diversity2061 Words   |  9 PagesManaging Diversity Research Paper Proposal Anee Rork Team C University of Phoenix Managing Diversity Research Paper Proposal Workplaces today are become increasingly diverse with employees of different genders, races, cultures, ethnic origins, and lifestyles. There have been so many changes in the cultural make-up of organizations that it has become imperative for leaders and supervisors to understand cultural diversity and how it can affect their organization. By understandingRead MoreManaging Diversity1891 Words   |  8 Pagesnormal business activity. Work place diversity meant hire outside of your family not outside of your race. As a result, the federal government felt impelled to create employment laws. These new laws were implemented to eliminate discrimination and provide the means for advancement. 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Sharon Mavin and Gill Girling University of Northumbria at Newcastle Abstract: In the UK, human resource practitioners and academics alike are becoming more aware of the emergence of managing diversity. But what does managing diversity actually mean, how does it translate into practice, and what does it matter? The following paper brie y debates the rhetoric of managing diversity and considers whether managing diversity is a distinct approachRead MoreManaging Diversity in the Workplace1043 Words   |  5 PagesManaging diverse employees in a multicultural environment proves challenging to managers; yet, increasing diversity in the workplace is very beneficial for an organization. Diverse employees will provide a wider array of talents and will relate better to varied customers. Because managers have more influence than rank-and-file employees, it is imperative that managers commit to diversity of the workforce. Dissimilarities among people due to differences in characteristics can erode companies. FirstlyRead MoreManaging Organizational Diversity845 Words   |  3 Pagesto not only become open to change but also be creative. According to Kouzes Barry (2002) â€Å"management of diversity has gained popularity in the recent years and despite its distinct contexts, it is gaining more attention as a result of demographic development, mobility of national and global workforce, international and globalised business as well as increased competitiveness†. Diversity is not only beneficial to the employees but also to organizations’ managers. Even though associates are perceived

Essay on the Constitution of India - 2623 Words

The constitution defines our national goals of democracy, socialism and secularism, guarantees equality, liberty, justice, etc., to the citizens. It confers on us our fundamental rights and duties and also contains the directive principles for the government. It tells us about the intensions of our great leaders who drafted and gave us our Constitution. The farming of our constitution Indians had been demanding complete independence since 1929. Eventually, in 1945, Mr. Clement Atlee, who was sympathetic towards the Indians, became the Prime Minister of England. He sent the Cabinet Mission to India to solve the political problem (whether to divide the country or to leave it united) and to devise means of granting her independence. It†¦show more content†¦It abolishes untouchability. It states that all citizens can use public employment. All titles such as ‘Sir’, Rai Bahadur, Khan Bahadur, have been abolished by the Constitution to remove class distinctions and maintain equality. Article 18 prohibits the state from conferring such titles. It can only confer military or academic awards. No citizen of India is permitted to accept any title even from any foreign state, especially if he is employed in a government job, without the permission and consent of the President of India. Right to Freedom: In a democratic country like ours, safeguarding the freedom of an individual is very essential. Six freedoms have been granted to the citizens both individually and collectively. They are: a. Freedom of speech and expression; b. Freedom to assemble peacefully without arms; c. Freedom to form associations or unions; d. Freedom to move freely throughout the territory of India; e. Freedom to reside and settle in any part of the country; and f. Freedom to practice any profession or to carry on any occupation, trade or business. But there are certain restrictions or limitations on these freedoms. For instance, the right to freedom of speech does not mean that we can say anything to anyone. Our freedom to speech does not entitle us to make statements that are not in the interest of the security of the nation or sours ours relations with other countries. Similarly, the right to freedom of movement is also subjectShow MoreRelatedJudicial Review And The Indian Courts1444 Words   |  6 PagesPolitical Science Essay Monsoon Semester 2014 Submitted by- Pradyumna Soni 214048 JUDICIAL REVIEW AND THE INDIAN COURTS Introduction Judicial Review is basically an aspect of judicial power of the state which is exercised by the courts to determine the validity of a rule of law or an action of any agency of the state. The courts have the power of testing the validity of legislative as well as other governmental action with reference to the provisions of the constitution. 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If they encompass what minority groups usually want, then there is no reason to think one is moreRead MoreQuestions On American Political Development1308 Words   |  6 Pages1. *American Political Development (APD) / *Fifth Republic American Political Development- a growing subfield of American politics with important links to other fields of political science. Fifth Republic- the fifth and current republican constitution of France. An example of (APD) is them wanting more for themselves and less for everyone else. An example of fifth republic is just a presidential parliamentary form of government that had to prove themselves of not being weak due to a weak president

Antimicrobial Effects of Cilantro free essay sample

A drop of cilantro juice and water in varying concentrations (1:10, 1:20, 1:40, 1:80) was added to a nutrient agar plate inoculated with S. epidermis and a nutrient agar plate inoculated with E. coli. The plates were incubated for 48 hours and then observed for a zone of clearing where the cilantro juice drop was placed. Cilantro was found to not display antimicrobial activity against either bacterium in the experiment in any of the different dilutions. These results could have to do with the possible contamination of cilantro or the specific bacteria we chose to target. Additional studies of cilantro should be conducted on different types of bacteria in order to gain a better understanding of how the herb works as an antimicrobial. Introduction Herbs and spices have been used for many years for their health benefits and antimicrobial properties (Lai amp; Roy, 2004). Cilantro, an herb found in many ethnic food dishes, has been shown to have an antibacterial effect on Salmonella choleraesuis due to the compound dodecanal found in the leaves. Dodecanal was found to be twice as potent as the antibiotic gentamicin that is commonly prescribed for Salmonella infections (Kubo, Fujita, Kubo, Nihei, amp; Ogura, 2004). The antimicrobial properties of cilantro have also been demonstrated against the bacteria’s Staphylococcus aureus, Bacillus cereus, Escherichia coli (Marsh amp; Arriola, 2009). We decided to conduct our own experiment to see if cilantro had any antimicrobial effect on the bacteria’s Staphylococcus epidermis and Escherichia coli. Experiments about the antimicrobial properties of herbs re interesting because their results can affect the way people choose to eat. For example, if a certain herb is found to delay food spoilage then perhaps people will choose to include it more often in their cuisines. Or, if a study finds that an herb has an antibacterial effect on an organism commonly found on produce, perhaps a fruit and vegetable wash could be produced that contains the herb in order to help prevent inf ection. We chose both a gram positive bacterium (S. epidermis) and a gram negative bacterium (E. oli) to see if a bacterial outer membrane would inhibit any antibacterial effect of cilantro. Gram negative bacteria have an outer membrane and gram positive bacteria do not (Tortura, Funke, amp; Case, 2010). We predicted that cilantro would have an antimicrobial effect on S. epidermis but not on E. coli. We inoculated two nutrient agar plates, covering each with one of the bacteria’s, and divided each plate into quarters. We then placed one drop of cilantro juice mixed with water in each of the four sections in different concentrations. This allowed us to see if a minimum concentration of cilantro was needed to produce an antimicrobial effect. We then incubated the plates at 37 degrees Celsius to allow the bacteria to grow and evaluated the plates after 48 hours. We expected to see a clearing of bacteria in at least one of the quadrants of the plate containing S. epidermis and did not expect to see any clearing of bacteria on the E. coli plate. Methods 1. Label one nutrient agar plate S. epidermis and one nutrient agar plate E. coli and divide each plate into quarters. Label each quarter with the different dilutions : 1:10, 1:20, 1:40, and 1:80. 2. Inoculate and label one water blank with S. epidermis and one water blank with E. coli. 3. Create a lawn plate of S. epidermis by dipping the inoculating loop into the water/S. epidermis tube and streaking the loop across the nutrient agar plate labeled S. epidermis. The entire surface of the plate should be inoculated with bacteria by zigzagging the loop across the plate after every quarter turn. After the initial zigzag, the plate should be turned three more times for streaking to be performed. Repeat this process by making a lawn plate of E. coli. 4. Put nine drops of sterile water into one of the depressions of the sterile spot plate using a sterile Pasteur pipette and a third unused sterile water blank. Put five drops of sterile water into three more depressions of the sterile spot plate. 5. Ground cilantro using a mixer or juicer and add the last sterile water blank to the cilantro in order to obtain a drop of cilantro juice. 6. Put the cilantro juice drop into the first depression of the sterile spot plate that already has the nine drops of water in it using a sterile eye dropper. This creates a dilution of cilantro of 1:10 (1 drop cilantro juice out of a total of 10 parts/drops). 7. With the same sterile Pasteur pipet used to add water to the sterile spot plate, mix the cilantro juice and water contained in the first depression of the sterile spot plate. Put one drop of the first depression mixture into the section of the S. epidermis nutrient agar plate labeled 1:10. Repeat this step for the E. coli nutrient agar plate. 8. Using the same first Pasteur pipet, put five drops of the first depression mixture into the second depression of the sterile spot plate. Take a new, second sterile pipet and mix the cilantro juice and water contained in the second depression of the sterile spot plate. Put one drop of the second depression mixture into the section of the S. epidermis nutrient agar plate labeled 1:20. Repeat this step for the E. coli nutrient agar plate. 9. Using the same second Pasteur pipet, put five drops of the second depression mixture into the third depression of the sterile spot plate. Take a new, third sterile pipet and mix the cilantro juice and water contained in the third depression of the sterile spot plate. Put one drop of the third depression mixture into the section of the S. epidermis nutrient agar plate labeled 1:40. Repeat this step for the E. coli nutrient agar plate. 10. Using the same third Pasteur pipet, put five drops of the third depression mixture into the fourth depression of the sterile spot plate. Take a new, fourth sterile pipet and mix the cilantro juice and water contained in the fourth depression of the sterile spot plate. Put one drop of the fourth depression mixture into the section of the S. epidermis nutrient agar plate labeled 1:80. Repeat this step for the E. coli nutrient agar plate. 11. Incubate both nutrient agar plates at thirty seven degrees Celsius for at least forty eight hours. Results Cilantro did not display antimicrobial activity against S. epidermis and E. coli in our experiment. A clear zone where the cilantro juice drop was placed would be indicative of cilantro acting as an antibiotic because bacteria would be cleared from the area. Both the S. epidermis and E. coli lawn plates showed no clearing in any of the four dilution sections (1:10, 1:20, 1:40, 1:80) where a drop of cilantro juice was placed. Interestingly, there was additional microbial growth where the cilantro juice drop was placed.

Supporters and Opposers of the Constitution free essay sample

Frazier, believed we needed an established form of government due to the fact that our nation was under distress. He wrote â€Å"The complaints of our framers the melancholy faces of our workers the insults that are offered to the American name View these things, fellow citizens, and then say we do not require a new, a protecting, and efficient federal government, if you can. †(1). Frazier was saying that our country was falling apart and we needed a form of written government to solve all our problems. Another supporter of the Constitution was George Washington, who agreed with John Jays criticism of the Constitution. They both agreed that the Articles of Confederation were not a suitable form of government. Washington wrote, â€Å"We have errors to correct thirteen sovereign, independent, disunited states are in the habit of refusing compliance with [our national congress]†(3). Washington was saying that we could not have been governed by the Articles, therefore the Constitution was a better choice for nations established government. We will write a custom essay sample on Supporters and Opposers of the Constitution or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Mercy Otis Warren believed that the Constitution blended the three branches too much, and offered no security. She wrote â€Å"There is no security[under the proposed new U. S Constitution] either for the rights of conscience or liberty of the press The executive and the Legislat[ure] are so dangerously blended that they give cause for alarm. †(2). She believed that Constitution shouldnt have been ratified because of alarm due to the branches not being individually established enough, and therefore there could be no checks and balances. This could have allowed one branch to over power another. Because of this, Mercy believed there was no security in the Constitution. Another person opposed to the Constitution was Amos Singletree. He spoke â€Å" xcept to get into Congress themselves and get all the power and all the money into their own hands, and then they swallow all us little folks. †(5). Singletree believed Congress would take everyones money and declare power. He felt as though a name, would just be a name to the government, and not a person. Due to that, he felt as though the Constitution should not have been ratified. Patrick Henry fe lt as though the Constitution should not have been ratified. He spoke â€Å" our rights and privileges are endangered, and the sovereignty of the states will be relinquished The rights of conscience, trial by jury, liberty of the press are rendered insecure. †(4). Henry felt that the Constitution should not be ratified because it endangers our rights, and doesnt secure our rights, whatsoever. There were many arguments used by each side in the debates over the ratification of the United States Constitution. Although many opposed the Constitution, it was ratified in September of 1787. Both sides had good arguments but in the end, more were in favor of a better well established form of written government.