Region IX – Zamboanga Peninsula

Recently we were told by our teacher to pay a visit at our campus on the occasion of a science fair giving each one of us one ticket. Accordingly, I went there and enjoyed a lot. What I saw was a fantastic arrangement of exhibits done by the students. I saw miniatures mostly about agriculture. One of the unique creations was a miniature of Terrace Farming, it is a piece of sloped plane that has been cut into a series of successively receding flat surfaces or platforms, which resemble steps, for the purposes of more effective farming.As we all know, one of the popular terraces is he Banana Rice Terraces (Haggard-Haggard Palatal). Some of the miniature was describing about Contour Plowing it is plowing across a slope following its elevation contour lines. This is the kind of agricultural solution used by most farmers as a tool for weed control, prevent soil erosion, and in some cases to promote plant growth. There was also a miniature about Interloping meaning growing two different veg etables in an area at the same time to save space. On the other miniature it was about how to farm organically.According to a book that I have read, eating organic odds may in fact, reduce the risk of heart attacks, strokes and cancer for individuals who abstain from consuming products produced by conventional farming methods. I also saw a miniature about animal farming. Mostly the main products of this Industry are meat, milk and eggs for human consumption. Here's to other miniature about urban Vile which pictures out the setting of an urban place or what we call a city where you can see tall buildings and establishments and a large crowd of people.In the contrary there was a miniature with details of a Rural place where It Is located outside the city with a low population density and small settlements. And lastly, one object drew my attention. It was about family farming. Like In my hometown we have a small farm at the back of our house, and planting Is one of our ways of bonding during weekends. One of the Important features of family farms Is the Intimate connection between families and farms which creates vital links between a farm and the food being grown. I miss home. I spent full 30 minutes rooming around the science fair enjoying such wonderful creations.

A report about the recruitment and selection for a particular job role Essay

The assignment is to write a report about the recruitment and selection for a particular job role in the sports and leisure industry. The tasks are: to create a job advert and get my peers to act as applicants; go through the whole recruitment and selection process and at the end choosing the most suitable candidate out of those that applied; choosing the most suitable applicant and offering them the position; producing an induction and motivational programme for the chosen candidate. Sufficient research will be carried out to help the analysis of the recruitment and selection processes. There will be an evaluation judging the effectiveness of chosen approaches. The Recruitment Process Recruitment is the process of generating a pool of capable people to apply for employment to an organisation. The Recruitment Process is when a business looks for and finds a suitable person to fill a certain job position. This includes job description, job adverts, person specification, application forms, short listing, dealing with references, assessing candidates, deciding on the most suitable candidate and then informing those who did not get the job. Businesses need to avoid discrimination by sex, race, disability or age during the recruitment process so that they do not get sued. This allows them to make sure the best candidate gets the job. Firstly the business will need to draw up the Job Description. This usually includes the job title, location, information about the company, the job purpose, a detailed list of job requirements and skills, the salary and benefits, working hours, promotion prospects, who the employee will be responsible to and finally who the employee is responsible for. In order to draw up a suitable job description, the human resource manager interviews the current jobholder and the line manager so that they can do a job analysis. A job description is drawn up because it is important when carrying out appraisals, and it helps analyse jobs and training. It also helps with work force planning and pay determination. They can then use the job description to place the job advertisement. EXAMPLE OF A JOB DESCRIPTION POST TITLE Administration Assistant DIVISION/DEPARTMENT Installation & Facilities Management REPORTS TO Installation & Facilities Manager GRADE 7 AIM To provide administrative support within the Specified Group within the Technical Division. The post holder will be required to work flexibly, in a rapidly developing office environment. It may be necessary to assist, or cover for, other administrative staff from time to time. RESPONSIBILITIES The key duties of the post are as follows: * Filing of correspondence in/out * Setting up and maintenance of filing systems as and when required as works progress * Preparing document transmittal forms based on a list of drawings/documents which the Group is required to issue * Upkeep of the document/drawing register of all the Group contractors who have been sent documents/drawings and their issue * Typing – Word skills for general preparation of letters/forms that the Group will issue, along with logging into the Group records system. * User notifications for statutory/routine/unplanned for inspections/testing/repairs, etc. * Arrange meetings, book and prepare meeting rooms and provide/arrange hospitality * Once operational – helpdesk assistance Plus other duties consistent with the grade as directed. Because businesses change often the Job Description will inevitably change. An employee might need to do other jobs that are similar to their job if they are directed to do so by their management. Next they will need to draw up a Person Specification using the seven-point plan, which was an idea from Alec Rodger. The seven points are: 1. Physique, health and appearance- is the person well groomed? Are their looks suitable? Are their dress sense, voice, hearing and eyesight suitable? Is their health in order? 2. Attainments- what type of educational and vocational qualifications do they have? What is their job experience? 3. General intelligence-What is the level of the person’s general intelligence (obtained through IQ tests)? 4. Special aptitudes- what special skills does the person have? 5. Interests- what are their interests and hobbies? 6. Disposition- do they tend to influence others? Have they got leadership potential? 7. Circumstances- what is their age group? Are they single or married? Are they mobile or not? This usually requires managers to differentiate between essential and desirable qualities under each heading. For example five GCSE’s at a grade C or above might be essential for ‘Attainment’ to do a particular job, whereas two GCE A Levels might be desirable but not essential. Then the job advertisement can be placed. To create the best advertisement you have to make sure that: the advertisement gives a clear picture of what the job entails, the advertisement sets out clearly where the job is located, the advertisement is focused enough to attract people with the right sort of qualifications for the post, the sort of people most likely to apply for the job are suitable, the advertisement indicates opportunities for job development and for personal challenges over time, that an applicant knows how to apply for a job and that the advertisement in its present form will screen out unsuitable applicants. The advertisement should be placed in a suitable place so that the people with the right qualities apply. Most advertisements include the job description, a brief description of the environment of the organization, the location of the organisation and the job, the salary expectation, the contact details, the minimum entrance qualifications, the required job exp erience, the fringe benefits and the organisational identity. A job advert should provide prospective candidates with information but should also deter people who are not suitable for the job. The presentation is also important as it gives people their first impression of the organization. Many legal considerations need to be met when recruiting. The equal pay act 1970 states that there should be equal pay and conditions for people doing the same job and this would apply to the job advert. The Sex discrimination act 1975 states that employers can’t discriminate between potential employees on the fact that they are male or female. The 1986 sex discrimination act states that there must be a similar retirement date for both men and women. The race relation act 1968, 1976, 2000 states that there can be no discrimination against people of different colours, race, ethnicity or national origins. Finally the disability discrimination act 1995 and 2004 states there must be no discrimination at work, and that the employer must provide a suitable workplace for the disabled employees. Here is a flow diagram of the recruitment process: The Selection Process Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons most likely to succeed in the job(s), given management goals and legal requirements. Firstly you have to draw up a shortlist of the most suitable applicants out of the large number that applied for the job. The people who draw up the shortlist use the job description, person specification and other sets of criteria to reject the people who are not right for the job. They are usually sorted into three piles of suitable candidates, possible candidates and rejects. After this you would send out letters to invite the most suitable candidates to an interview. These letters set out where and when the interview will take place and anything that the candidate will need to do before the interview. Usually, the interviewer creates forms for use during the interview including a list of questions to ask. Equal opportunities requirements state that the candidates must be asked the same questions. Sometimes the interviewer will also draw up a list of criteria for the candidates to meet. Also you will need copies of the interviewee’s application forms, CV’s, and cover letters and copies of the person specification, the job description and interview assessment schedules showing the criteria for the applicants. Interviews are generally relaxed and comfortable so that the applicant can show their best side. A good way to start could be to ask questions about the candidate’s journey to the interview. The interview is a two-way process and although it is a way for the interviewer to find the best candidate for the job, it is also a way for the interviewee to make sure this is a suitable environment for them to be working in. The question asked should relate to the person specification and job description. Most of the time the interviewers will make notes to judge if the candidate meets the requirements. Also questions are asked that need detailed answers. Some jobs involve testing to find out whether certain people have the right personalities to carry out specific types of work. A psychometric test is a way of assessing a person’s personality, drives and motivations. An aptitude test is used to find out whether a candidate is suited to carrying out a particular type of work and involve some form of stimulation of that type of work. At the end of the interview, the interviewer should ask the interviewee if there is anything they would like to ask. Then the interviewer will explain how they will inform the candidate whether or not they got the job in question. Normally candidates will be given feedback on how they performed in the interview. They should be told why they were not suitable for the post, but also tell them what they did well. This feedback should be seen as a positive process and help with the ongoing development of the interviewee. After the most suitable candidate is selected, they will be informed of the choice and they will be asked if then still want the job. This is normally done over the phone straight after the decision has been made. Then the person will accept or reject the job. Legal considerations need to be met when selecting aswell. The Sex discrimination act 1975 states that employers can’t discriminate between potential employees on the fact that they are male or female. The 1986 sex discrimination act states that there must be a similar retirement date for both men and women. The disability discrimination act 1995 and 2004 states there must be no discrimination at work, and that the employer must provide a suitable workplace for the disabled employees. The race relation act 1968, 1976, 2000 states that there can be no discrimination against people of different colours, race, ethnicity or national origins. Finally, the equal pay act 1970 states that there should be equal pay and conditions for people doing the same job. Here is a diagram of the selection process: Induction Process Induction is a formal initiation of a new employee into a new organization or new position, the job they will have to do and the people they will have to work with. After completing the recruitment and selection processes, the chosen candidate is sent all details that will be needed for the job. This will include the start date and time, place of work, who to ask for on arrival, details of social provisions and details of medical care and pension provisions. The employee could ask for a written statement of the terms and conditions of employment. Induction normally includes giving them a tour of their workplace, teaching them about the aims of the business, giving them some background information about the company, teaching them about health and safety around the company (fire exits e.t.c), how to contact the company when they are absent, ill or late, an introduction to the various people they will be working with and making sure that they know if the person needs training or not. The Induction programme must be suitable for the candidate and also the job role. An induction package would include the objectives for the induction programme, which would set put what you want the employee to get out of the induction. It would also include a timetable for the induction and an outline of the activities that they will have to carry out. Induction is carried out because it allows a new employee to get acquainted with the company and the people in it, it teaches them about company policies, their rights, and the health and safety requirements, and finally it ensures that the employee starts working effectively and productively as soon as possible. By the end of induction the new employee aims to find out as much important information about the company as possible, find out what their part will be in helping the company run efficiently, feel comfortable and optimistic about working at the company and it will help them in personal development and finally find out about their rights and responsibilities. Employees need to be conscious of what they need to do if they are going to be absent or late or if they are ill. If there are too many absences then it will begin to affect the performance of a team. Also if an employee knows they are going to be late then they need to inform management so that appropriate cover can be provided. Most organisation ask employees to get a note from the doctor to prove they have been sick, and a doctor’s certificate if they are away for more than five days. If the new employee is unfamiliar with the software used in the company then they will have to be familiarised with it. Therefore the employee will need to talk through the software with the employee and, if this doesn’t work, send them for training. In some cases on-the-job training is more effective as it undertaken in the workplace and it therefore familiarises them with the computer in the workplace. However, in other cases, off-the-job training is more effective as it is away from the workplace and people who have correct qualifications train them. Legal considerations also need to be met when inducting. The disability discrimination act 1995 and 2004 states there must be no discrimination at work, and that the employer must provide a suitable workplace for the disabled employees. The Sex discrimination act 1975 states that employers can’t discriminate between potential employees on the fact that they are male or female. The 1986 sex discrimination act states that there must be a similar retirement date for both men and women. The race relation act 1976, 2000 states that there can be no discrimination against people of different colours, race, ethnicity or national origins. Finally, the health and safety at work act 1974 which states that ‘it shall be the duty of every employer to ensure, so far as is reasonable practicable, the health, safety and welfare at work of all his or her employers’. Motivation Motivation is applying what drives a person, so that they will want to work productively for your company. Everyone is motivated differently. If a business had a motivated workforce then a businesses profitability will be boosted. Different factors of motivation will increase revenue and reduce costs. If an employee is motivated to increase their efforts then there will be higher productivity, if an employee is motivated to take pride in their work then there will be improved quality in work, if an employee is motivated to be loyal to company then there will be a reduced labour turnover and if an employee is committed to a company then it reduces absenteeism. There are many different theories about motivation. Here are two: 1. A. Maslow- Hierarchy of needs In 1954 an American psychologist Abraham Maslow had a theory about what motivated people in the workplace. He believed that all human beings had the same types of needs and this could be organised into a hierarchy of needs. This was his hierarchy: What people need What businesses can offer To achieve their full potential Self-fulfilment needs Training, challenges and opportunities to develop skills Gaining the respect of others; feeling valued; having confidence and self respect Self-esteem needs Reward for achievement promotion and status Being part of the group; giving and receiving affection and friendship Love and belonging needs Opportunities for teamwork; social facilities and positive work relations Security; absence of danger and freedom from anxiety Security needs High standards of healthy and safety; job security; absence of bullying Food, water, air, rest and activity Basic needs Decent pay to enable needs to be met; acceptable hours and conditions He said that firstly lower-level needs have to be met, but to avoid employees feeling irritated higher-level needs should also be met. If an employee feels irritated then they might be demotivated and nonchalant towards their work. 2. F. Herzberg- Two factor theory In the 1950’s the American psychologist Fredrick Herzberg conducted research that asked about motivation. He asked 200 engineers and accountants about the factors in their work that caused job satisfaction and those that caused dissatisfaction. He used the results from his research to develop his Two Factor theory of motivation. In his theory two sets of factors motivate workers, and these were motivators and hygiene factors. Motivator factors- These are factors that could potentially motivate workers by providing job satisfaction. They include a feeling that they have achieved something, praise and recognition of effort, interesting work, responsibility, opportunities for promotion and opportunities for self-improvement. Hygiene factors- All factors that cause dissatisfaction are to do with the working environment. These include company policy, relationships with supervisors and colleagues, working conditions, pay and status and security. Financial incentives There are many different financial incentives. These are: * Wages, salaries and bonuses * Profit sharing * Share options There are many different types of wages. Flat rate is when you get paid weekly or monthly and it is based on a set number of hours. Time rate is when you receive a set rate hour and then pay overtime if any is done. Piece rate is when you are paid for what is made as long as it meets quality standards. Bonuses are paid if an employee has been working hard at times like Christmas when people are likely to work less hard as the holiday season comes in. Commission is a type of salary based on the percentage of sales made by a salesperson. Profit Sharing is when employees are given bonuses based on the profit made by the organisation. This will help employees see that if the business is doing well, they will do well also. Share options are when employees buy shares in the business and then are rewarded according to how well the organisation is doing. This also means that they will get paid dividends as they are shareholders. Non Financial Incentives There are also many types of non-financial incentives. These are: * Goal Setting * Perks and status symbols * Appraisals * Meeting training needs Goal setting is when managers set goals for employees to work towards. This can make the employer feel like they’ve achieved something by reaching their set goal. A perks is when you get something extra in return for doing a particular job, and an example of a status symbol is having a sign outside you door. An appraisal is meeting between an employee and an appraiser, where targets are set, and also seen whether they manage to meet their targets from the period before that. Finally, meeting training needs is important; as it makes sure that the employee has a good knowledge of all the equipment they are working with. Barnet Burnt Oak Leisure Centre The leisure centre chosen for this project is Barnet Burnt Oak Leisure Centre, which is located on Watling Avenue in Burnt Oak. Their indoor facilities include a state-of-the-art Wellness Health and Fitness centre with 100 pieces of the latest equipment, dance studio with an extensive group exercise programme, a crà ¯Ã‚ ¿Ã‚ ½che, a 4 court badminton sports hall, basketball, trampolining, football, netball, gymnastics and an indoor facilities changing room. Their outdoor facilities include an all-weather pitch for 7-a-side football and hockey, one Junior 11-a-side and two 7-a-side grass football pitches, 2 outdoor tarmac areas for netball, basketball, football and tennis, and outdoor facility changing rooms. Customer Service Advisor I am recruiting for a Customer Service Advisor at the Barnet Burnt Oak Leisure Centre. The Customer Service Advisors main job is to get people to join the gym. They have to be able to handle all different types of customers. They are expected to keep up to date with product and company policy changes in order to answer any customer queries. They have to have good communication skills, patience and common sense. They must be polite and friendly, calm, even when under pressure, thorough and accurate and finally they have to be interested in working with people. They have to be able to work as part of a team and on their own. They have to be over 18. Recruitment Process When advertising for a position at the Barnet Burnt Oak leisure centre, they firstly write up their job description. This tells us that the job is for a Customer Service Advisor, and that it is located at the Barnet Burnt Oak Leisure Centre. It tells us some important information about the company, the job purpose, a detailed list of job requirements and skills, the salary and benefits of the job, working hours, promotion prospects, who the employee will be responsible for and finally who the employee will be responsible for. Next they draw up a person specification. They normally try to look for people who are patient and have good communication skills and common sense. Firstly they try to recruit internally. The advantages of doing this are that it requires a shorter induction period, the employer will be more aware of the candidates skills and it is quicker and cheaper than recruiting externally. However the disadvantages of this are another vacancies will be created and this will also have to be filled and external candidates may be more suitable for the job. Therefore, if their internal recruitment is unsuccessful then they recruit externally and place an advert in the local press. There is no set qualifications needed to be a Customer Service Advisor but you have to be over 18 and you have to have a minimum of one to two years experience in any job. Selection Process At the Barnet Burnt Oak Leisure Centre they hold open days where they invite people to the centre to fill in an application form, and then if they meet the criteria set out in the person specification then they are invited to stay for an interview. The interview is on a one to one basis. The candidates are asked about their relevant experience and qualifications and they are asked what they would do in a particular situation at the leisure centre. Each question asked is worth 12 points and they do not consider anyone whose answer is less than 8 points. If the person is unsuccessful then they are told straight away, otherwise they are told within 2 days over the phone. Then they do a shadow shift and they are set mini tasks over three days to help them decide whom they want to recruit. Other employees are asked what they think of the new employee and so there is a lot of teamwork involved in the decision. Induction Process When the most suitable candidate is informed that they have the job, they are invited back to the centre and they do on-the-job training. On-the-job training would be learning to use a certain database that is used at the leisure centre. Their skills and qualifications are monitored and if they need extra they are sent on off-the-job training course. Included in the induction process is health and safety, which includes showing them where fire exits are. Motivation Process There are no specific motivational tools used at the Barnet Burnt Oak Leisure Centre, just to be cheerful, and don’t force yourself to do it. Legal Dimension The Leisure Centre follows the Sex discrimination act 1975 which states that employers can’t discriminate between potential employees on the fact that they are male or female; the 1986 sex discrimination act states that there must be a similar retirement date for both men and women; the disability discrimination act 1995 and 2004 states there must be no discrimination at work, and that the employer must provide a suitable workplace for the disabled employees; the race relation act 1968, 1976, 2000 states that there can be no discrimination against people of different colours, race, ethnicity or national origins and finally, the equal pay act 1970 states that there should be equal pay and conditions for people doing the same job. If they do discriminate they are liable to be sued. Simulated practice I decide that to understand more fully the stages within recruitment and selection, I had to take the role of an employer. Recruitment Firstly I drew up my Job Description. This included the job title, location, and information about the company, the job purpose, a list of job experience and qualifications needed, the salary, working hours, and finally the person that the employee is responsible to. Job Title * Customer Service Advisor Location * Barnet Burnt Oak Leisure Centre * Burnt Oak * Watling Avenue About the company Greenwich Leisure Limited (GLL) is an innovative staff led ‘Leisure Trust’, structured as an Industrial and Provident Society, which manages more than forty public leisure centres within the M25 area in partnership with nine London Boroughs, Epsom & Ewell Borough Council, Bellingham Community Project, Sport England and the London Development Agency. Job purpose * Get people to join the gym. * Basic customer care i.e. showing people where things are (toilets, crà ¯Ã‚ ¿Ã‚ ½che e.t.c.). Qualifications * No set qualifications needed Experience * At least 1-2 years experience in work Salary * à ¯Ã‚ ¿Ã‚ ½16,000-à ¯Ã‚ ¿Ã‚ ½17,000 per annum Working hours * 40 hours per week Reports to * Manager: George I did this job description in this way because I thought it would screen out unsuitable candidates. When I was shortlisting my candidates I realized that perhaps it could have been more specific in the qualifications and experience sections and possible could have had a minimum requirement of 5 A*-C grades in GCSE for qualifications and for experience could have said that 1-2 experience in customer service. Next, I drew up a Person Specification using Alec Rodger’s seven-point plan. Physique, health and appearance * Must be committed to a healthy lifestyle * Must be smartly dressed * Must be able to see the writing on a computer screen Attainments * Min of 5 A*-C grade at GCSE (desirable) * 1-2 years experience in work General Intelligence * Must have common sense Special Aptitudes * Patience Interests * Fitness Disposition * Good communication skills Circumstances * Must be over 18 * Marital status: Single (Desirable) * Mobile (Desirable) I decided to do my person specification in this way because again I thought that it would screen out the unsuitable candidates. It was better than the job description, but it also had its own faults. I could have expanded on my special aptitudes, and included enthusiasm. I could have also expanded on the interests and added working with computers and working with people. Finally, I could have added to the disposition and added good written skills and good ICT skills. Then the job advertisement can be placed. To create my job advertisement I stated clearly in the title what job it is so that people who are looking for this sort of job will read the rest of the advert. The job description would hopefully have deterred unsuitable candidates. Again like the job description and person specification it didn’t do as good a job as I would have hoped. However, I did get a lot of potential candidates that were suitable for the job. Selection I received many different CV’s and then I sent them all letters of invitations. This letter sets out what job the interview is for, where and when the interview will take place, anything the candidate needs to bring and who to ask for arrival so that the candidate will be fully prepared for the interview. When I created my application form (See appendix) I considered all the factors that all good application forms have. The questions I decided to put on the application were designed to show me which candidates were more suitable than others. This was effective when it came to shortlisting, because it was shown that some candidates couldn’t read simple instructions like ‘Please complete this application form in black ink’. I created a list of 17 interview questions (See appendix) to ask my candidates. The interview questions were my most successful tool as they were what showed me the candidate’s personalities. It was from this that I made my final decision about the candidate I chose. I informed the most successful candidate by phone to gain immediate acceptance. I did not inform the candidates not chosen as it would have been too time consuming. Evaluation My job description and person specification were problematic, as they did not develop some of the points made. In the job description, it was when it cam to relevant qualifications and experience; and in the person specification the disposition, interest and special aptitudes. My job advert was very good in filtering unsuitable candidates but possibly not as much as I had initially wanted. My selection process was definitely more successful. The interview questions helped me get an insight into how the candidates worked and if they would be perfect for the job. I did not break any legal considerations when I was recruiting, selecting, motivating and inducting. I carefully stayed within the equal pay act 1970 which states that there should be equal pay and conditions for people doing the same job, the sex discrimination act 1975 which states that employers can’t discriminate between potential employees on the fact that they are male or female, the 1986 sex discrimination act which states that there must be a similar retirement date for both men and women, the race relation act 1968, 1976, 2000 which states that there can be no discrimination against people of different colours, race, ethnicity or national origins, and finally the disability discrimination act 1995 and 2004 states there must be no discrimination at work, and that the employer must provide a suitable workplace for the disabled employees. I also asked my potential employees the same interview questions so that there was no unfairness when it came to picking my final appl icant. I also fitted equal opportunities into my application form. If the activity were repeated I would change my job description and person specification so that it would expand on what I have already done and it would help me be more selective about whom I interviewed and chose. If a different job role had been chosen that I had more knowledge about then I possible could have produced better human resources documentation and developed more into areas I didn’t know. However this job role was a good choice and I think it was done to the best of my ability at the time. In hindsight, however, I know that I could have done better and expanded more on certain ideas I had. I am now more aware of recruitment and selection process, and it will help me to get a job in the future because I will have a better understanding of how an applicant in selected.

Richard Layard stated that ‘happiness comes from outside and within’ Essay

Happiness is described as a positive feeling that ranges from Joy to contentment. Everybody would like to be happy. It is believed that people who are happy are more successful, productive, have better relationships and better health. We would like to maintain these feelings when we have them. Richard Layard uses the terms ‘outside’ and ‘within’ to describe where happiness comes from. ‘Outside’ factors include influences like relationships, social identities and culture. ‘Within’ looks at influences such as biology, thoughts and feelings. So the ‘outside’ relates to social influences and ‘within’ relates to personal factors inside the individual. This essay aims to find evidence of these multiple influences in order to explain Richard Layard’s statement. First it will address ‘within’, next it will look at the ‘outside’, finishing with a conclusion. A key biological factor of happiness is linked to a healthy lifestyle and eating the right food. Exercising and eating right increases the body’s level of endorphins, which naturally gives us a boost. Certain foods stimulate the production of the neurotransmitter serotonin. Serotonin regulates mood, appetite and sleep, and is what produces the feelings of happiness and satisfaction within us. If we have low levels of serotonin we feel depressed and anxious. Judith Wurtman (1996) (cited in starting psychology 2011) found a connection between low levels of serotonin and a diet low in carbohydrates. People on high fat, high protein, low carbohydrate diets reported feelings of depression anger and tension which were unusually high. Foods that stimulate serotonin contain a chemical called tryptophan. Foods like fish, nuts, beans, eggs, oats and chocolate all contain this mood boosting chemical. So what we put in our bodies can affect our level of happiness. When Layard states happi ness comes from ‘within’ he is drawing on these biological factors. But are some of us born with a genetic predisposition to be happier than others? Richard Davidson et al. (2000) (cited in starting psychology 2011) used an EEG to measure where the brain is active when we are happy. It found that happy people show more activity in the front of the brain on the left  hand-side than the right and vice versa when people are unhappy. Some people naturally use one side of their brain more than the other, using the left side more means you are likely to show higher levels of happiness regardless of your experiences. This theory was tested on babies and toddlers. Both left hand-sided babies and toddlers showed less distress when separated from their mothers and were better at new situations than babies and toddlers who were right hand-sided. This shows some level of happiness is genetically inherited again a ‘within’ factor of biological evidence to support Layard’s theory. Davidson teamed up with Jon Kabat-Zin to see if mediation had any effect on the right and left front brain activity. They carried out an experiment on a group of high pressure workers. The group was divided into two and one group was taught how to meditate, the other was told they would start later. Eight weeks later the group who learned to meditate were significantly happier, coped better with stress and had greater immunity when given a flu vaccination than the group who had not yet started. It also showed that their level of brain activity had shifted to the left. So although the brain and how it works is fundamental in how happiness is produced you can effectively train your brain to work in a different way by altering its plasticity. (Starting Psychology 2011) All these biological factors contribute to our level of happiness and is what Layard meant by ‘within’ influences. These are not the only influences on our happiness; relationships and environment play a large role too. Richard Layard’s (2005) research into happiness identified a list of seven factors that promote wellbeing. The list states family and close relationships are the number one factors for happiness as they are emotionally sustaining. This tells us that the ‘outside’ influences of relationships that Layard refers to are essential. (Starting Psychology 2011). Relationships start in the womb and continue throughout life. Early relationships influence the emotional development of children and a securely attached child is confident, has high self-esteem and knows it is loved and valued, creating happiness. The findings from Mary Ainsworth (1978) (cited  in Starting Psychology 2011) when she observed one year old babies in her experiment ‘the Strange situation’ confirms this claim. Children played in a room and their reactions were recorded when the parent left and a stranger entered. Securely attached children were happy to explore and play whilst the paren t was present, but became distressed when left. They were easily comforted when the parent returned, however when a stranger entered the child could not be comforted and resisted the stranger. Insecurely attached children were less confident in exploring, were indifferent to the presence or absence of the parent and indecisive about whether they wanted comforting or not. A recent UNICEF report (2007) showed how significant relationships with family and friends are in producing happiness in children. This report was about children’s wellbeing in twenty-one developed countries, and the UK found itself at the bottom of the list, behind poorer countries. The reason for this ranking seemed to be poor quality relationships with family, friends and peers. It emerged that being loved and supported by family and friends was the most important elements for a happy childhood. (Starting Psychology 2011). In adulthood people who manage good communication are happier than others. Robert Lane (2000) also argued we gain happiness from people’s affection and acceptance of us and it is this feeling of being valued that influences our mood. When we are with people we exchange positive non-verbal communication. Our body language promotes friendly interaction which leads to laughter and happiness. Also several large studies have shown a link between expressing gratitude and high feelings of happiness according to Seligman (2005). When we thank someone we not only make the person feel good it increases our mood. All these examples show evidence of what Layard meant by ‘Outside’ influences on our happiness. (Starting Psychology 2011). In conclusion many contributing factors make us happy. These few examples are biological and social influences confirming Richard Layard’s opinion that ‘happiness comes from outside and within’ It seems that a combination of influences are essential in contributing to our overall happiness, there are  many other factors that also play a part in our happiness, but it is clear from this evidence that a person’s biological state and close personal relationships directly affect levels of happiness.

Intercultural Communication and Ecclesial Intergration African Research Paper

Intercultural Communication and Ecclesial Intergration African American - Research Paper Example A decade later, the African slaves were taken to New York, known as New Amsterdam by then (African American History Timeline, n.p.). By the year 1690, all the colonies of USA had African slaves. The African slaves in USA were later given American citizenship when USA became independent in 1776. In the year 1739, the African slaves at Stono, in North Carolina revolted against the oppressions that their masters subjected them to. This revolt is known as Stono revolt (African American History Timeline, n.p.). This revolt, however, did not stop the oppression of the African slaves by their masters. The importation of African slaves was banned by the USA Congress in the year 1808. In the 19th century, many Africans immigrated to American in USA in search of greener pasture; many of the African immigrants later became American citizens. The African immigrants, therefore, constitute a significant percentage of African Americans. Although Catholicism was brought to America in the early 16th century by the Spanish explorers, African American Catholics, however, could not be identified and defined as a distinct group of Catholics in the United States until in the mid 19th century (Fisher, 52). This fact can be attributed to the oppression and the marginalization that the Africans had experienced in the USA. In the mid of 19th century, the slaves of the Catholic planters were baptized into Catholicism in the Maryland state (Fisher, 52). The formation of the first African American Catholic community in USA can be attributed to the migration of slave owners from Maryland to Kentucky in the early 19th century. With the migration of slave owners in the early 19th century, the African slaves formed their community in the Nelson County area. With the formation of a community of African American slave community, the African American Catholics became a distinct group of American Catholics. The African American Catholics, therefore, gained prominence in the early 19th

Using an extended example critically examine whether the sector matrix Essay

Using an extended example critically examine whether the sector matrix framework gives a better strategic understanding of product markets than the concepts of product or commodity chains - Essay Example This has given rise to the concept of commodity chain. Different firms with heterogeneous geographical distribution engaged in production activities of a commodity is said to constitute a global commodity chain. This is known as the Global Commodity Chain (GCC) model. (Dicken P., 2003) According to Hopkins and Wallerstein a commodity chain is defined as â€Å"a network of labor and production processes whose end result is a finished commodity†. The process of production of a commodity is of main importance in the commodity chain. The entire process can be thought of being comprised of a network of points where each point is related to its preceding one in terms of procuring raw material, production, distribution and consumption. These interorganaisational points are technically defined as ‘nodes’. The geographical location of the nodes is generally different from one another. This explanation provides an innovative view for explaining the global inequalities in development. The nodes that are located at the periphery of the network are open to more competition than the nodes at the centre. As a result, central nodes are subject to more aggregate wealth than the peripheral nodes. This distribution is augmented by competitive pressures of innovat ion that flows from the centre to the periphery. It is natural that the core areas will enjoy better support facilities like infrastructure than the peripheral area. (Birch K., April 2006) The Value Chain Analysis developed by Michael Porter is an important tool in the hands of business managers that help to increase the value of the offering by a firm.. The generic value chain model suggests of breaking the entire set of activities undertaken by a firm into primary activities and support activities. The primary value chain activities include inbound logistics, operations, outbound logistics, marketing and after sales

IMPERFECT COMPETITION Essay Example | Topics and Well Written Essays - 500 words

IMPERFECT COMPETITION - Essay Example Generally, an imperfect competition market can be described as a market setting where the products sold are highly differentiated. In essence, in order to survive in an imperfect market, a firm has to develop unique survival techniques to avoid suffering losses and losing customers loyalty. Apparently, the fast food industry has become quite competitive in the modern times (Schlosser, 2012). In response to the increased competition, firms operating in fast foods industry have come up with distinguished survival strategies to enhance continuity in business. Some of the survival techniques that have been adopted by firms in the fast food industry include product differentiation, brand building and diversity in product promotion. In this regard, it can be observed that the tropical Smoothie Cafà © operates in an imperfect competition market. The price of products offered in an imperfect competition has insignificant influence on demand. Basically, customers in an imperfective competition market are more sensitive on product brand than price. Tropical Smoothie Cafà © has established unique marketing strategies that are rarely known by its competitors. Some of the major competitors of the firm include McDonalds, Starbucks and Burger King. Since the firm operates in an imperfect competition market, the most appropriate means of achieving market power is through establishment of a strong brand name (Manning, 2013). In essence, a strong brand name aids in winning customers loyalty and maintaining them for long. Actually, the firm should emphasis on brand imaging through advertisements and product promotion. In addition, the company should consider offering discounts to its customers to promote sales as well as customer loyalty. The government efforts to regulate business operation can either result in positive or negative outcome to a business concern. The issues of patent

Business Project Essay Example | Topics and Well Written Essays - 3750 words

Business Project - Essay Example For this the Generations Clothing aimed to produce good quality products. In addition to the quality of the product they give importance to the simplicity and smart looking to the product. From the market surveys conducted by the business as a part of their business planning it is found that a major part of the customers are always like these types of products. From the market research, it is found that Sydney is a best market for the casual clothing. There are various market advantages that are available in Sydney market such as lower government regulations, low rate of taxes etc. By establishing stores in Sydney the Generations Clothing can The ultimate goal of the company is to create a brand image of high quality product of low price. A brand image of high quality at low price is always helpful to capture the market in the competitive market. The products should also be imaged as simply designed product. This type of brand image is helpful to attract the customers. By adopting strict cost control techniques in all levels of production and marketing process the company aimed to produce quality products at low cost. 5. Once mature create a unique sub brand to prevent risks: the mature and declining products must be replaced by new ones. In the present market environment most of the branded products are facing decline in growth rate and profit rate after they attain the maturity stage. The reason behind this phenomenon is the lack of further improvement in product quality and design. The Generations Clothing Company forecast this crucial risk and to overcome this risk they take care and prepare to present a unique sub-brand at the maturing stage of the existing product. This will be helpful for avoiding the risks related to the existing branded product. The proposed sub brand must be unique and entirely different from existing product of the company. The logo of this product should be

Political science 2 question paper on civil right and civil liberties Essay

Political science 2 question paper on civil right and civil liberties - Essay Example een trampled upon by the USA Patriot Act of 2001 (a contrived acronym meaning Uniting and Strengthening America by Providing Appropriate Tools Required to Intercept and Obstruct Terrorism), established in the aftermath of September 11th to protect Americans from the threat of future terror on American soil. Controversial from the outset, the Patriot Act represented a serious departure from established legal norms and prior American jurisprudence with respect to civil liberty legislation (ACLU 2008). Following an analysis of the Patriot Act, this brief essay will explore the key motivations behind the U.S. Civil Rights Movement by exploring those who fought institutionalized racism and discrimination during the latter half of the twentieth century. We now turn to the most important challenge to civil rights and liberties in this country, the US Patriot Act and its effects on the right to privacy, freedom of assembly and due process in the 21st century. Created under the pretense of securing the United States against the threat of terror in the wake of 9/11, the Patriot Act of 2001 significantly strengthened the scope of powers afforded to law enforcement agencies while redefining the term terrorism to include domestic terror, i.e. homegrown terror perpetuated by American citizens. Accordingly, this Act significantly sought to redefine the rights of law enforcement vis-Ã  -vis the rights and liberties of the American public.This Act increased the powers of law enforcement agencies to gain access to previously protected forms of communication include telephone conversations, email, financial, medical, business and other private recorder. Additional powers relate to the surveillance and detention of immigrants and broad powers of detention are given to law enforcement agencies with respect to immigrants in the United States. Major criticisms of the USA Patriot act are leveled at the fact that this particular piece of legislation tra mples over civil liberties and

Abortion Issue Essay Example | Topics and Well Written Essays - 1000 words

Abortion Issue - Essay Example Regarding the abortion dilemma, here we should adhere to the point that killing a person is a bad action, probably the worst thing to do, according to Kantian Deontology. If a fetus is a person, killing it through abortion beyond dispute is an immoral action, because it has intrinsically immoral roots. Moreover, taking into consideration the fact that a fetus is a person that can’t protect itself and completely depends on another human being, abortion appears to be an extremely atrocious kind of murder. According to Kant, such act as murder shouldn’t be committed under any circumstances ever, because it violates any rules of morality and doing it is unfair towards another person; especially if this person is a weaker vessel which a fetus is. Mill’s position on the matter of abortion is less strict and flexible than the Kantian one. Mill’s Utilitarian doctrine is based on the Greatest Happiness Principle, which claims that people should correlate their acti ons and decisions with their own utility; they should also don’t make any harm to other people, trying to reduce the overall quantity of unhappiness in the world. The fact that a fetus is a person and has a right to live seems to make the resolution of the abortion issue similar to the Kantian one because killing a person can’t bring much happiness to normal people. If to pay closer attention to different circumstances that make women bent on abortion, it turns out that in some cases abortion can be a moral resolution of a case.

What factors would lead to a rise in the cost of credit in an economy, Essay

What factors would lead to a rise in the cost of credit in an economy, and in what circumstances - Essay Example The formula, when applied, can show the annual rate of interest to be paid towards exhausting borrowed money. Acceptance of credit is often termed as a source of finance to a business due to the fact that it escalates with business expansion. (Siegel, et al, 1997) A nation’s central bank can determine the cost of credit in an economy by either raising or lowering it. For instance; in 1989 the bank of Japan raised the rates of discount by 0.5% to 4.25%. Once the new rate took effect immediately, it would help in stabilising the economy’s prices by curbing the pressures due to inflation and enhance economic growth. The discount rate is applied by the central bank while charging interests in the bank loans extended to other banks. Therefore, the raising of discount rates would amount to a rise in the cost of credit to the whole economy in entirety. An example to illustrate this instance of Japan is the immediate announcement by big banks in Japan, where they said that they would escalate the prime lending rates for long-term funds to 6.8% from the previous 6.5%. (Reuters, 1989) The apt measurement of the credit cost is the prevailing real interest rates in the economy. Market interest rates have been influenced by the inflationary levels and thus cannot present the true meaning of interest rates in the economy. Thus, it is the rise in the real interest rates in a nation that lead to a rise in the cost of credit in the market. Also according to the center for popular economics, the cost of credit in a country may rise due to an increase in taxes. If the real interest rates in an economy and which are reflected in the GDP deflator rose and the taxation levels did the same, they would have an upward effect on the credit costs. (Center for popular economics, 1896) A country’s economy depends so much upon the amounts of credit held by persons in it. Attitudes of people towards the credit can also change the course of things in the

International Business Risks Essay Example | Topics and Well Written Essays - 2000 words

International Business Risks - Essay Example Sales Convention and UNIDROIT Principles of International Commercial Contracts are quite prominent. For the understanding of the international business the legal system of a country is essential, as the business practices of a certain county are being regulated by its laws. These business regulations set out the ways in which the business transactions are to be carried out and also define the liabilities and privileges to the parties involved in the transaction (contract). There are broadly four basic legal systems that are being practiced around the world. Firstly it is the Islamic Law, secondly the Common Law, thirdly the Civil or Coded Law, and lastly the Marxist Legal System. They are discussed as follows: The Islamic law is developed from the interpretation of the Holy Book Quran Majeed and the Hadith i.e. practices of the Prophet Mohammad P.B.U.P. The philosophy of law in Islamic community is greatly different from the one that is practices in the Western Countries. One the most important aspect of the Islamic law is the undesirability of payment or receipt of interest. This prohibition of interest had also largely influenced the business and banking practices, though, the sanctity of contracts, risk sharing, individual's rights and duties, and property rights are welcomed. Moreover, investments in casinos, gambling and alcohol are strictly prohibited. Due to the restrictions discussed above, ... Instead of money borrowing, businesses have evolved to rely on leasing arrangements for the acquisition of fixed assets. In case of banks largely in Iran and also Pakistan fixed service charges are being charged rather than the interest charge, while the depositors on the other hand are being provided with shares rather than interest payments. (Aswathappa, 2003) 2. Socialist Law This system of law has developed from the Marxist socialist system and is being practiced in the former communist countries in some or the other forms. A crucial is being played by ideology. In contrast to the civil law code those are being incorporated by governments of different point of views, the socialist codes are meant for the societal and personal transformation. This system is not a decided set of rules, but actually intends to attain a Communist society. China and Russia are the two countries which come to ones thought when talking of Communism. As there is no set of rules, both of the countries have adopted dissimilar paths for their respective economic and political development. 3. Common Law The fundamental principles of the Common law come from the English law. The common law has evolved over the years from the collective opinion of the judges and from decisions given in individual cases. A majority of commercial law such as contracts, agency and torts are construed from the principles that emerged from individual quarrels that were resolved in antagonist procedure. One of the key aspects of the common law is this that it is being maintained that similar decisions should be given out for similar cases. Due to this reliance on the decisions of the earlier cases enables the businessmen to shape

The Santa Clara University ethics committee stated Essay Example for Free

The Santa Clara University ethics committee stated Essay he function of morals in society is more or less to distinguish between what is best for society as a whole, generally speaking, the way for the most people to be happy. Drugs in society are looked down upon, though widely used throughout civilization. More importantly, drugs are given a negative outlook especially when they put other innocent lives in danger. Drugs in the workplace create hazard upon hazard no matter what the job may be, however, people have the right to do whatever they want on their own free time, as long as it does not cause harm to others. This is where a moral dilemma is developed. Are the rights of others to have a safe working environment greater than the right to privacy? The morality of drug-testing is more than just a matter of drug-abuse in the workplace, as it presses the issue of an employees basic right to privacy as well as an employers right to getting the most out of each of their employees. Employers have the right to getting the most out of each worker and employees have the duty to protect society from any harm, financial, physical, or emotional. Therefore if employees must take drug tests to prove their ability, than drug testing should be morally and ethically acceptable. The 4th amendment guarantees citizens the right to privacy as long as what they do in their private lives does not harm other people. It has been argued time and time again that drug testing steals this right from people, and maybe in some ways it does. People do have the right to treat themselves how they want, and also have the right to enjoy life however they choose to enjoy it. As long as these measures go to an extent at which they violate no moral or ethical codes, privacy is surely acceptable. The idea of drugs entering the workplace is a threat to not only the user, but also employers themselves, the co-workers around them, and the innocent citizens of society. Â  Employers give opportunity to employees. This is called the Employment at Will principle. Employers hire based on who will make their business run on all cylinders, at the best possible production rate. The more productive the business, the more financially secure the business may become. So when an employee is not pulling his or her weight, the company must fix the problem or release the worker in order to find someone better prepared for the criteria the job entails. It is pure common sense that doing anything while under the influence of drugs or alcohol that the production is significantly diminished. The Santa Clara University Ethics Committee stated, Employers have a moral right to a fair days work in exchange for a fair days pay (SCU 1998). They claim that employers have the right to inquire into anything that seriously interferes with an employee rendering a fair days work (SCU 1998). Drugs and alcohol on the workplace only hurt the employer. That means the chance they took with the user failed them and that their business is not running as solid and smoothly as it should. Even more reason for employers to be pro-drug testing is some startling facts concerning drugs at work. First and foremost, the fact that approximately forty-four percent of young adults admit to having used drugs in the past year. These are all people entering the workforce. With this statistic in mind, it is only common sense for employers to fear that they are not getting the most out of each of their employees. If nearly one in every two workers is not performing the way they ought to be, then the business is probably not producing as well as it could be. The second figure that brings about major consideration is that drug and alcohol abuse cost employers nearly $100 billion in lost productivity per year. The number itself hurts the credibility of any worker, but more importantly, forces the employer to believe that their business may fall into that lost $100 billion somewhere. Why should an employer fear losing a great deal of money because their employees, who are given the opportunity to work and make money, are coming to work under the influence of drugs and alcohol? Philosopher Hugh LaFollette stated, Employers can make extensive demands on their employees, simply because it is their pleasure. The employer is giving the employee a chance to make a living. If the employee wants to retain a job, they need to show respect to their employer by not working while under the influence of drugs or alcohol. The employer owns the business; therefore the employer sets the standards. Â  Society as a whole is expected morally to protect each of their citizens, and if drugs are being brought into the workplace, a major moral dilemma is brought to attention. It is a fact that drugs and alcohol, while used on the job, can only cause harm. One survey reported that employees who are drug users have three times the accident rate as non-users.

Impact of Microorganisms Research

Impact of Microorganisms Research Jordan Phillips Microorganisms are essential to human existence on the planet Microorganisms play a crucial role in human existence across a whole range of different aspects. The human body, both inside and out is covered in millions of microorganisms, which help to protect us from infection from harmful microbes (Microbiology, 17). They help to digest our food, have significant roles within the decomposition of waste, are involved in both carbon and nitrogen cycles, within the food industry, human digestive system, agricultural pest control and also genetics. Microorganisms in the nitrogen cycle prove that these are not only beneficial for humans, but plants as well, including diazotrophs, which have developed a symbiotic relationship. An example of this is rhizobium present in nodules on legume roots, which through nitrogen fixation enables the plant to flourish within nitrogen deficient earth. Of the three stages of the nitrogen cycle, microorganisms are crucial, nitrosomonas and nitrosococcus convert ammonium ions into nitrate, then during nitrification, nitrobacter converts nitrate to nitrate in the first stage. Secondly denitrification occurs and pseudomonas denitrificans reduces nitrate into nitrogen gas. In the final stage nitrogen fixation occurs whereby diazotrophs reduce nitrogen from air into ammonia, which is then utilized by plants to synthesize DNA and amino acids (Biology, 1999). Mycorrhizal fungi also forms a symbiotic relationship with the root of a plant and enables fungal hyphae to increase surface area which allows the plant roots to take in and absorb more nutrients, which in turn benefits fungi as they gain essential sugars produced during photosynthesis (Le, 17). Within the carbon cycle microorganisms play a vital role, whereby autotrophic bacteria such as cyanobacteria synthesise organic molecules using COÂ ² from the atmosphere, and is then used by other organisms which then release oxygen for human respiration. As microorganisms act as decomposers, they are vital components of the food chain, aiding in breaking down dead organisms and organic materials, and then releasing minerals for uptake by living organisms and releasing COÂ ² back into the atmosphere to then be consumed by photosynthetic organisms (khan, 17). Methanogens influence the carbon cycle by converting COÂ ² to methane, then releasing it into the atmosphere increasing methane concentration, and in contrast methanotrophs consume methane from the atmosphere which in turn leads to a decrease of greenhouse gas and global warming (edu, 2017) In the food industry, especially in the production of dairy products microorganisms are extremely beneficial to humans. Lactobacillus bulgaricus and streptococcus thermophiles convert lactose from milk into lactic acid, which then causes milk to coagulate during fermentation, forming yoghurt. Probiotic yoghurt is now widely sold to help maintain the balance of microbial flora and prevent the growth of pathogens within our gut. Microbes like yeast which aid the process of baking bread, brewing alcohol and food preservation are also a mainstay within our diet (Hofkin, 2010). Fusarium graminearum, which is a type of fungus has been developed into a meat substitute which is used in daily diets worldwide (Botany, 2017). The fermentation of milk due to lactic acid bacteria causes milk to coagulate and form a curd, and additional organisms are then added to form various types of cheese, for example penicillium camaberti is added to produce camembert (Hofkin, 2010). The human digestive system includes many different forms of friendly bacteria which are vital in terms of the metabolism of food, the production of enzymes and vitamins to help aid digestion, for example ß-galactosidase, amylase. They also help in getting rid of disease causing microorganisms and the regulation of intestinal acidity. None pathogenic bacteria like lactobacillus form symbiotic relationships with most multicellular organisms which are essential to the maintenance of human health by ensuring any pathogenic bacteria is prevented from growing and aids in our immune system at the same time. Microorganisms which exist in ruminants digestive systems are used as a source of amino acids, but also help to break down cellulose into monosaccharaides, releasing useable energy (Vet, 17). In agricultural pest control, bacillus thuringiensis produce BT-toxin, with is lethal to insects upon ingestion, but non-pathogenic to humans and animals. This toxin is genetically engineered into crops to increase yield. Certain viruses are also microbial bio pesticides and baculovriruses, which can specifically target caterpillars by releasing nucleosaspids which ultimately causes death upon ingestion. Overall microorganisms are highly efficient within pest control without any huge environmental side effects (Insa, 17) Upon further study of microbes genetics, it has enabled us to develop uses within genetic engineering, for instance gene cloning and has created huge benefits within the biotechnological industry. Microorganisms such as bacteria, viruses and bacteriophages act as cloning vectors to transfer a specific sequence of gene into the plasmid of a bacterial cell by using restriction enzymes, which purpose is to bind to the inverted palindrome within both the chromosomal and vector DNA, which cleaves the DNA and produces sticky ends. These are the joined together by DNA ligase and forming a recombinant DNA which is then used to transform the bacteria host cell and can then be induced to produce protein which certain genes encode as the vector is replicated and divided ultimately producing new cells. Proteins from recombinant technology can be used to manufacture medicines, synthetic vaccines, amongst other vital substances like insulin. The application of microorganisms within the medical ind ustry is hugely beneficial to human health (Hofkin, 2010) References (17, 02 05). Retrieved from Microbiology: http://microbiologyonline.org/about-microbiology/microbes-and-the-human-body (17, 02 05). Retrieved from khan: https://www.khanacademy.org/science/biology/ecology/biogeochemical-cycles/a/the-carbon-cycle (17, 02 06). Retrieved from Vet: http://www.vet.ed.ac.uk/clive/cal/RUMENCAL/Frames/frmRumen.html (17, 02 06). Retrieved from Insa: http://insa.nic.in/writereaddata/UpLoadedFiles/PINSA/Vol80_2014_2_Art27.pdf (2017, 02 05). Retrieved from edu: http://www.vet.ed.ac.uk/clive/cal/rumencal/Info/infMeth.html (2017, 02 05). Retrieved from Botany: http://botit.botany.wisc.edu/toms_fungi/aug2005.html Biology. (1999). Benjamin Cummings. Hofkin, B. (2010). Living in a microbial world. New mexico: Garland. Le. (17, 02 05). Retrieved from https://www.le.ac.uk/se/centres/sci/selfstudy/eco7.htm

Impact of Pastoralism on Political and Economic Organization

Impact of Pastoralism on Political and Economic Organization The Basseri community is one of the traditional ethnic groups in Iran who inhabits the Fars province. This tribe is illustrated as Persian and Arab and nomadic within a delineated territory. The Basseri community is one of the pastoral nomads who usually wander along the plains and hills near the Shiraz town. In the area where they migrate it is said to be best for agricultural activities as well as it is also the habitat of a wide variety of birds and animals to hunt. Actually, the place is referred to as the land of nomadic tribes. As stated above, the Basseri communities are pastoralist, (Ronald, 2006). Therefore, in this essay I will be analyzing how the pastoralist mode of life has impacted the social, political, and economic organization. To be more precise, I will be analyzing the economic, social and political organization of the Basseri community. It is argued that the Basseri is a delineated group who can be defined not by ethnic or geographical but rather political criteria. The exact number of the population in this community is the recent time is not known as research has not been carried out to establish this. But in 1950s, they were estimated the entire community was estimated to be about 16,000. The vernacular language of the Basseri is Farsi, although a remarkable number of them do speak Arabic or Turkish Economic organization. It is important to note that just like in any other pastoralist community, pastures are seen as being the most crucial part of the Basseri community. However, the pastures are not enough to support the large flocks of animals of the community. This explains why this community wanders along the plains efficiently and according to a set schedule. In most cases, there is no official division of labor when setting, ready to make a move, (Thomas, 2009). Although this community is on the move from one place to another throughout the year, it is argued that agriculture is the most crucial part of the community. The tribe has developed a way of life that enables them to maximize the use of seasonal pastures. Arguably, the nature of the climate that is found in the area they inhabit dictates that they perform artificial irrigation so as to support their agricultural activities during the dry season. It has been observed that the most common economic activities that are carried by the community are domestic work, animal raring, and daily cycles of migration. In this community, the principle of division of labor is well appreciated as it makes work easier. Division of labor is usually applies as work is distributed according to sex as well as age although circumstances may sometimes dictates that work be allocated to one sex or age, (Ronald, 2006). The animals that are kept by this community includes; horses which are used for riding more especially by men, donkeys which are used for simple transportation especially by kids and women, camels which are used for heavy transportation during migration, and dogs for guarding their herds during the night. Despite the fact that the community keeps a number of domestic animals, those of the greatest importance are the goats and sheep. Besides, the community also keeps poultry not for their eggs but specifically as source of meat. As mentioned above, the goats and sheep are highly valued by the Basseri more than any other animal specifically because of the milk, wool, meat and hides that they supply. It should be noted that in most cases, the animal products are consumed as soon as they are produced; although some may be preserved for future use, or as trade commodities. It is estimated that each and every household in the community owns about 120 goats and sheep and more than 8 donkeys. To some extent, trading can be considered as being one of the economic activities of the Basseri community. It is true that the community cannot produce all they need for themselves as they wander from place to place. Therefore, exchanging what they have for what they do not have is inevitable. Mostly, they trade with villagers and other communities who they encounter with on their way as they move from one place to another. Some of the goods which they trade in include; cash crops such as the dates and cotton, and other animal products, (Ronald, 2006). Moreover, they sometimes undertake animal hiring business in that they hire out their animals for transport. In exchange, they get from the villagers such goods as cereals for instance, barley which is one of their stable food. Other which they trade in includes craftsmanship products such as tent fixtures and some other household items. It should also be noted that when drought persisted for a long period, the Basseri are forced to r ent land from the villagers for grazing and water rights during migration period. Social Organization. Socially, this community is organized into small groups. The basic unit of social organization among the Basseri is known as the tent. Notably, a tent is a unit that is occupied mainly by a nuclear family. The tents in turn form the camp groups. Moreover, each and every tent represents a production as well as a consumption unit headed by a male individual. The occupants of tents act as political units which have rights over property within the community units, (Ronald, 2006). The combination of units to form a small herding groups whose combination depends on usefulness rather than kinship principles, is a common feature among the Basseri community. In the winter periods, a group of 3-6 tents of herding units form up small camps that are about 3-4 kilometers apart. Most of the historians assert that in the real sense, these camps form up the principal communities of the Basseri nomadic society. Kinship Among the Basseri, marriage is considered as being a very important social event that constitutes the entire household. It is a common thing that the authority to make marriage contracts lies on the hands of the head of the household or tent, (Khanam, 2008). Many a times, marriage takes between the ages of about seventeen and twenty for the female case but in males, it might happen at an older age. It is an obligation of the father to furnish his daughter with various items usually household items during the ceremony. To some extent, the father may also offer some animals such as goats and sheep to his son-in-law as an economic support to start his family. The obligation of the mothers of the couple is mainly to prepare a new home for the couple by entwining a new tent where the couple will be living after the marriage. Although the authority to make marriage contracts is within the powers of the head of a tent, the contract is in most cases presided over by a nontribal ritual specialist, or holy man, (Ronald, 2006). This contract is concluded by the bride-payments for the girl on top of the domestic tools she is expected to bring to her in-laws. According to this community, the newly married couples have equal rights as far as decision making is concerned. The two individuals sit down together and discuss on family issues and how they should raise their family in order to fit in the community. Beliefs and Values The Basseri are one of the Shia Muslims who adheres to the teachings of the Islam religion. However, some of them are not very much aware of the beliefs of Muslims, ceremonies and customs. This is so because they tend to differ from other Muslim over the events and divisions of the Muslim year, although sometimes they are influenced by other villagers who they encounter while in movement from one region to another, (Khanam, 2008). It has also been noted that they are not strict in observing some Islamic customs even though they are aware of them. For instance, this community rarely celebrates Islamic feasts. In fact, even the most common feasts of Ramadan and Moharram are observed by not many Basseri. When it comes to rituals, they are usually associated with the life cycle of the people more than the Islamic teachings, that is, from birth to death Gender relations As stated earlier, although the distribution of authority is fairly equal, men are considered as the head of their families once they start their families. A female can only be considered to be the head of her family if only she is a window, (Khanam, 2008). Work is also distributed in terms of sex. Female and children undertake domestic chore while men take care of the animals and provide security for their families. It is as well, the work of men to provide water and wood for the family. Sickness and Healing It is very rare for a Basseri to fall sick majorly because of the kind food they eat. Because of the kind of life they live, these people mostly take natural plants and animal products which help to boost their immunity system. However, the community has medicine-men who are specialists in treating the sick. In most cases these specialists uses natural medicine which they obtain from natural herbs. Social Change There are some remarkable changes that have been occurred among the Basseri community over time. This may be majorly due to the different people with different modes of cultures who they encounter in their migrations. Therefore, there are some things that they have copied from these communities and they have also influenced these communities in one way or another. For example, from the very beginning the community was known to be purely pastoralists who their needs were met from their animals, (Thomas, 2009). However, with time they have learnt to also plant some crops to supplement their diet and also as a source of food for their animals during the dry season. It is also argued that trading was never one of the economic activities among the Basseri people. They have only learnt this activity from other communities more especially the villagers who sometimes offer their pastures for the Basseri animals in exchange for animal products such as hides and milk. Unlike most of the nomadic communities more especially in the East Africa who were independent and autonomous, the Basseri formed the Khamseh Tribal Confederation which was also a part of the elite urban merchants. With time, this community have come to be independent in one way or another because of the decisions which they make which are generally based on the circumstances and also the needs that they have as per that time and not according to the requirements of the confederation. Arguably, there have been a lot of changes in the social structure of this community over time. It is important to note that inter-marriages in the community were never prohibited. As a result, a number of the Basseri community members have been assimilated by other communities majorly due to intermarriage, (Khanam, 2008). This has also led to the changing roles between the males and females. In the current times, it is normal for a woman to undertake what is considered as a mans job and vice versa. Political organization In this community, a centralized type of government is used in administration. A chief is the single leader of the Basseri who has supreme authority over the entire community, (Khanam, 2008). The functions of the chief includes; collection and storage of goods in the community, planning and directing how the community should take its production activities, and ensuring that the behavior of the people is as per the norms and beliefs of the community. The Basseri are grouped into smaller units called tribes or chiefdoms. The smaller groups are usually headed by a leader who is usually recognized by the chief. These tribes or chiefdoms forms the formal institutions that are used to unify the dispersed groups. According to this community, leadership depends on the lineage clans. This means that one becomes a leader if only his parents or clan comes from the leadership background. The chief draws his powers from the headmen (Katkhoda) who he sometimes, gives precious goods as gifts. The headmen are very influential people than any ordinary man because they are privileged to deal directly with the chief, (Thomas, 2009). These headmen come from the various political units (Tents). As mentioned early, leadership among the Basseri is hereditary. This explains why the son of the Basseri is always considered to be a Basseri even if his mother may be from a different tribe. As such, there is some kind of stratification of the society according to the different levels of power and prestige. In many nomadic communities, raiding is a very common phenomenon because they belief that all the animals belongs to them. However, among the Basseri community this is not the case. They prefer co-existing peacefully with their neighbors who they encounter as they wander from place to place. This explains why they prefer an arbitration mode of conflict resolution whenever there is a misunderstanding between either the community members or the community and another community. There are different modes of dealing with those who are found to have broken the code of behavior that is accepted in the community, (Khanam, 2008). This will include imposition of fines whereby the offender is supposed to pay a certain amount of agricultural products, and to the extreme one may be disowned by the community members, a decision which is made by the Chief who is the supreme authority in this community. Conclusion The Basseri community can be described from various viewpoints that are common in almost all the nomadic communities. For instance, almost all these communities have a similar form of political and social organization. However, due to the surrounding communities and the environment the community has come to change their life-styles in one way or another. This explains the various changes that have been observed in the Basseri community in the recent times.

Euthanasia: The Right Choice Essay -- Argumentative Persuasive Papers

Euthanasia: The Right Choice Works Cited Missing Dr. Kevorkian is a physician in Michigan. He is a well-known physician, although to some, he is known for the wrong reasons. He is known to most for assisting in the suicide of those who ask for help in their deaths. He has assisted in the suicide of over 140 people. This essay will discuss the financial benefits of allowing physician assisted suicide and euthanasia, doctors’ opinions on euthanasia, the consequences of Dr. Kevorkian’s actions, and why assisted suicide is the right choice for terminally ill people. Euthanasia is the patients’ choice and should be made legal in the United States and Dr. Kevorkian should not be sent to prison. When someone has no value of life, is miserable and suffering, and does not want to live that way anymore, should it not be their choice to end their life? The argument has been made that no one who is in any pain or suffering, has the right to end their life because â€Å"they don’t know what they’re saying,† but is that always the case? According to Somerville, â€Å"Western societies have rejected euthanasia as a solution for over two thousand years. Why, then, are we considering legalizing it now, especially when we can do so much more than in the past to relieve suffering?† (438). Most can understand the argument Somerville is making, however, if their pain and suffering was being taken care of, what reason would they have for death? According to Zyl, â€Å"Perhaps the most frequently heard argument in favor of legalizing active voluntary euthanasia is based upon the notion of patient autonomy and the right to self-determination† (11). The author argues that people have the right to make their own decisions and are capable of maki... ...port because they are a vegetable and can not do anything to live another day, is different. Physicians can not be allowed to kill someone who does not want to deal with life, suffering, and pain. New flash: Suffering and Pain are part of life and society today. Yes, it may seem like the easiest way out is to die, but death comes in time. If one has no value of life, it is their decision to die or to fight through their pain and continue life. If they choose to die, PAS should not be an option. Why make it easier on people, more will die. Suicide takes courage, many are too coward to do it, PAS allows cowards to say â€Å"Hey, I have no value of life; I know I could never kill myself, but someone else will, so I can be put out of my misery.† Physicians like Dr. Kevorkian allow these people to take the easy way out, they commit murder. There is no other way to express it.

Book Jackets :: Essays Papers

Book Jackets Book jacket, book cover, dust jacket, dust cover. They are all words that describe one pretty innocuous thing: the thing that covers the hard cardboard cover of a book. The book jacket was developed for practical purposes only: to protect books from dust, insects and other harmful entities. However, as years progressed, the book jacket has become a separate part of the book itself and the reading experience. The book jacket has morphed into not only an addendum used to help sell the book, but also into a piece of art in and of itself. Classic books such as Ralph Ellison's The Invisible Man , Joseph Heller's Catch-22 and newer titles such as Michael Crichton's Jurassic Park and Chuck Palahniuk's Lullaby . There's even a celebrity book jacket designer in our midst; it's hard to miss Chip Kidd and his eclectic and eye catching designs gracing the shelves of bookstores and libraries across the country and the world. The book jacket has come a long way since its early inception as a protector of books; it has become the first step in the reading experience. Although book covers have been decorated for many years, it wasn't until the 1800s that book jackets came into existence. â€Å"Book jackets first appeared in England in the nineteenth century, in a culture that was still discovering the rules of consumerism. Their early evolution came about in fits and starts, constrained by cultural inhibitions that are now difficult to understand. When decoration was present on the outside of the book, it took the form of either blocking onto binding cloth, or pasting printed paper sheets onto the front and back boards† (Powers 6). Up until the advent of book jackets at this time, the decorated covers of books were quite popular and even produced celebrities of book cover design. Aubrey Beardsley and Sarah Wyman Whitman were popular book cover designers of the 1800s. Pasted paper designs started appearing on books as early as the 1830s which soon gave way to two colored textured designs and gold stamping in the 1840s and 1850s. As the years progressed, the use of text and colored ink was simplified and became commonplace on book covers around the world. â€Å"The transformation of book design owed much to the Arts and Crafts movement, which revered the book as an object both functional and aesthetic, a part of everyday life yet worthy of care and adornment.

Le Petit Chef Case

Le Petit Chef Case 1) What should Gagne do? Specifically, which projects should she fund and why? How should she handle the executive meeting? A fair assessment of the situation at Le Petit Chef is that there are far too many projects on the table. This overflow has led to missed deadlines and therefore missed profit. The gap between LPC and other microwave manufacturers is closing fast and action is required. Essentially, Le Petit Chef needs a cornerstone development.There are five proposed projects: A new intelligent (fuzzy logic) line of microwaves, a low-cost version of an existing microwave line, an entirely new low-cost line, a quick heating model, and a larger cavity Liberte. When choosing which projects to fund, Gagne must evaluate them on three basic criteria: will this project differentiate one product from the next? Will this project spread the r&d team too thin? , and will this project provide a competitive advantage? For the short term, LPC should not attempt to enter th e low-cost microwave market.Le Petit Chef is correlated with high end, high performance appliances and trying to tackle a low cost market that is dominated by large companies such as Samsung and GE would not be appropriate. Because of this, both projects associated with a low end line should be crossed off Gagne’s list. However, perhaps in the future when the company is on more solid footing a low-end line can be attempted. Adding a larger cavity to the Liberte should also be cut because this just adds another component into the mix.Too many components that don’t overlap from one product to the next increases total cost and adaptability. Another reason to cut the larger cavity is because it really does nothing major to differentiate the product. Next, LPC should fund the implementation of a Fuzzy Logic microwave line. This would differentiate the product among high-end competitors, not put too much strain on r&d according to a senior design engineer, and promote the hi gh-class label associated with Le Petit Chef. This project is absolutely necessary to undertake.Another project that should be funded is the development of a â€Å"Liberte-express† with a more powerful magnetron. This adds another vital differentiating feature, will be easy to develop, and be finished relatively quickly (6 months). At the meeting, Gagne simply needs to list the facts to the executives since there shouldn’t be too much convincing to do. She needs to present her product choices listed above rationally and stress the need for the company to stay true to its reputation by focusing on high-end appliances.She needs to alert the execs about how thin r&d is spread and she should probably prepare a list of projects that could be easily axed. She needs to stress the importance of allowing r&d to focus on less projects. The primary theme of her presentation should be realigning Le Petit Chef as the frontrunner in the microwave business. She also needs to outline the current financial issues and how the proposed projects will affect them. 2) What factors explain Le Petit Chef’s poor performance? What actions would you recommend to remedy the situation?Le Petit Chef’s poor performance can be largely attributed to the recent influx of competition from abroad. Essentially, the Asian manufacturers such as Samsung and Sharp infiltrated the low-end market which in turn forced European microwave companies to move into the previously Le Petit Chef dominated high end market. One statistic that basically tells the entire story is that the price of the microwave oven had dropped by 10% each year from 1996 to 2000. In an attempt to ward off competition, LPC spent hefty sums in advertising. This was overkill and caused financial issues.Another key factor was the r&d team being spread so thinly across so many products. Exhibit 9 highlights this by showing the products branching out in an almost ridiculous manner. Quite frankly, LPC needs to reduce its projects. In order to remedy the situation, LPC needs to do a handful of things. First, they need to realize that they cannot compete with the large foreign companies. Therefore, any thoughts of entering the low-cost market should be heavily discouraged. LPC has a niche in the high end market and they need to stick to their guns.By focusing on the high end marked, R&D is also not as overextended. Next, LPC needs to differentiate their products from the competition. They need to give the buyer some incentive to fork over more cash for their expensive microwaves. Another thing that LPC should try to do is to make more components that are interchangeable between models in order to lower costs. LPC should also focus on the appearance of their microwaves, because to sell a high-end product it has to appear that way. Essentially, the appearance is the ultimate differentiating factor.

Schematics

SCHEMATIC drawS FLAT COLOUR picture 6 2005 YA270 AV-21MT15/P, AV-21MP15/T, AV-21MT35/P, AV-21VA15/P CD-ROM nary(prenominal) SML200507 BASIC CHASSIS CW2 COLOR perish CLOSED CAPTION degree Celsius+ VNR ECO movie SURROUND cryptical RM-C1287 COPYRIGHT 2005 maestro Comp either of Japan, Limited No. YA270 2005/7 AV-21MT15/P, AV-21MP15/T, AV-21MT35/P, AV-21VA15/P STANDARD electrical lap draw line ON USING electrical rotary platS 1. SAFETY The components identified by the image and shading are critical for safety. For act safety replace safety ciritical components solely with manufactures recommended air divisions.Type No index number MM PP MPP MF TF BP TAN (3)Coils No social unit Others Original setting position when shipped DC 20k? /V H V Othters (5)Voltage apprize 20s / div 5ms / div Sweeping fourth dimension is undertake (4)Power Supply B1 9V Respective potential drop set are indicated (5) running point Test point (6)Connecting method Connector wrapper o r soldering Only political campaign point display B2 (12V) 5V H As undertake Ceramic electrical condenser Metalized mylar capacitor polypropene capacitor Metalized polypropylene capacitor Metalized demand capacitor Thin ask capacitor Bipolar electrolytic capacitor tantalum capacitor . SPECIFIED VOLTAGE AND waveform VALUES The potential contrast and waveform rates have been pass judgmentd under the next conditions. (1)Input predict (2)Setting positions of each knob/ clitoris and variable electric resistance (3)Internal resistance of examiner (4)Oscilloscope sweeping time Colour classify signal All DC emf values Since the voltage values of signal travel vary to almost accomplishment ac cording to adjustments, use them as file name extension values. 3. INDICATION OF PARTS SYMBOL EXAMPLE In the PW board R209 R209 (7)Ground symbol go spot ground ISOLATED(NEUTRAL) nerve ground ? k? M? land ground digital ground Receptacle 4. INDICATIONS ON THE tour of duty draw (1)Resistors Resistance value No unit K M Rated allowable power No indication 1/16 W Others Type No indication OMR MFR MPR UNFR FR (2)Capacitors Capacitance value 1 or higher slight than 1 Withstand voltage No indication Others pF F DC50V DC withstand voltage V Carbon immunity Oxide metal film underground Metal film resistor Metal plate resistor Uninflammable resistor Fusible resistor As specified 5.NOTE FOR REPAIRING SERVICE This models power locomote is partly different in the GND. The difference of the GND is shown by the LIVE ( ) spot GND and the ISOLATED(NEUTRAL) ( ) boldness GND. Therefore, care must be taken for the following points. (1)Do non touch the LIVE side GND or the LIVE side GND and the ISOLATED(NEUTRAL) side GND simultaneously. if the above caution is non respected, an electric shock may be caused. Therefore, make sure that the power cord is surely removed from the receptacle when, for example, the chassis is pulled ou t. 2)Do non short between the LIVE side GND and ISOLATED(NEUTRAL) side GND or never pecker with a measuring apparatus measure with a measuring apparatus ( oscilloscope, etcetera ) the LIVE side GND and ISOLATED(NEUTRAL) side GND at the same time. If the above precaution is not respected, a fuse or any parts will be broken. Since the circuit diagram is a standard one, the circuit and circuit constants may be field of study to change for improvement without any notice. NOTE Due improvement in performance, some part numbers show in the circuit diagram may not agree with those indicated in the part list.When fiat parts, please use the numbers that start in the Parts List. Composition resistor 1/2 W is specified as 1/2S or Comp. AC indicated AC withstand voltage V Electrolytic Capacitors 47/50Example Capacitance value F/withstand voltageV (No. YA270)2-1 contents SEMICONDUCTOR SHAPES 2-2 USING P. W. BOARD .. -2 shut off DIAGRAM 2-3 lot DIAGRAMS principal(prenominal) PWB lot DIAGRAM AV-21MT15/P, AV-21MP15/T (1/4), (2/4) 2-5 main PWB CIRCUIT DIAGRAM AV-21MT15/P, AV-21MP15/T (3/4), (4/4) 2-7 MAIN PWB CIRCUIT DIAGRAM AV-21MT35/P (1/4), (2/4) .. -9 MAIN PWB CIRCUIT DIAGRAM AV-21MT35/P (3/4), (4/4) 2-11 MAIN PWB CIRCUIT DIAGRAM AV-21VA15/P (1/3) . 2-13 MAIN PWB CIRCUIT DIAGRAM AV-21VA15/P (2/3), (3/3) 2-15 PATTERN DIAGRAMS MAIN PWB PATTERN AV-21MT15/P, AV-21MP15/T, AV-21MT35/P .. -17 MAIN PWB PATTERN AV-21VA15/P 2-19 VOLTAGE CHARTS 2-21 WAVEFORMS . 2-22 SEMICONDUCTOR SHAPES junction transistor BOTTOM witness FRONT witness TOP learn CHIP TRE C B ECB E CB (G)(D)(S) ECB E C B B E C IC BOTTOM expectation FRONT VIEW TOP VIEW OUT E IN IN E OUT 1 N 1 N 1 N CHIP IC TOP VIEW 1 N 1 N USING P. W. BOARD P. W. BOARD ASSY list MAIN P. W. BOARD AV-21MT15/P SCW-1714A-H2 AV-21MP15/T SCW-1715A-H2 AV-21MT35/P SCW-1706A-H2 AV-21VA15/P SCW-1728A-H2 2-2(No. YA270) BLOCK DIAGRAM MAIN PWB IC701 MAIN little data processor/ IF goggle box RGB correct DEF. PROCESS R 1 08,109 SCL SDA TU001 TUNER IC702 MAIN MEMORY 127,128 SCL1, SDA1 SCL0, SDA0 I2C four-in-hand MICRO COMPUTER G B DIGITAL SIGNAL PROCESS R G B IC351 RGB OUT V01 98,99 IF conduct 97 outback(a) 119 KEY_IN 122 SV_DET 29, 30 SIF INI/O PORT PEAKING show VELOCITY MOD. U/V storage area SIF DETECT VIF DETECT/AGC/AFT work TRAP SKIN TONE U/V TINT SATURATION rack GOUT BOUT OSD take aim 85 86 87 CRT SOCKET PWB SF101 see FILTER SF102 SAW FILTER 24, 25 VIF IN 79 Y J801 S-VIDEO VIDEO-1 S_VIDEO arousal V L R J802 Y VIDEO-2 COMPONENT VIDEO remark CB CR J803 L R SW1 Y1 C1 CVBS1 L1 R1 80 PB 78 PR 55 V2 58 Y/V1 59 C1 VIDEO SELECT B-Y R-Y VIDEO C IDENT. Y 51 V3 COLOUR DEMOD BASE-BAND DELAY LINE R G B inscrutable AV-21MT35/P J805 BASS SPEAKER OUTPUT RGB MATRIX & da Gamma V. DRIVE COMB FILTER Y DELAY ADJ. SYNC SEP. VDA,VDB 22, 23V2/Y PB PR L2 R2 49 L1 50 R1 56 L2 57 R2 34 L3 35 R3 audio recording SELECT H. DRIVE HOUT 67 J801 HEADPHONE SPEAKER L 20 A_L AUDIO SELECT AUDIO reign over A_R 60 61 9 3 OUTPUT J804 VIDEO L R V-OUT L-OUT R-OUT 48 36 37 IC601 AUDIO AMP 13 23 VOUT thug ROUT SPEAKER R Q983 Q984 1. 8V REG Q981 Q982 1. 8V REG 1. 8V 1 IC401 V. OUT Q522 H. OUT 5 V VIDEO-3 comment (FRONT) J806 VIDEO J807 AUDIO-L J808 AUDIO-R V1. 8V V3 L3 R3 REMOCON RECEIVER big businessman LED D901 RECT T921 SW TRANSF. IC972 3. 3V REG IC975 5V REG IC973 12V REG H DY01 DEF suspender 3. 3V_STB 5V 8V 12V 32V B1 T522 FBT SCREEN FOCUS TV/VIDEO VOL+ VOL- CH+ CH- MENU AC IN F901S901 L951 originator SW IC901 POWER REG PC901 VOLTAGE FEEDBACK IC951 faulting AMP EHV (No. YA270)2-3 2-4(No. YA270) CIRCUIT DIAGRAMS MAIN PWB CIRCUIT DIAGRAM AV-21MT15/P, AV-21MP15/T (1/4), (2/4) CN00C QGA2501F1-06 MAIN PWB ASSY (2/4) (FRONT LED) SCW-1714A-H2 AV-21MT15/P SCW-1715A-H2 AV-21MP15/T IC302 S9648 ECO R325 0 R326 X R322 X D303 R323 X X D807 X C807 .1 Q308 X C317 10/50 C806 degree centigrade/16 R822 1K R824 470 S805 QSW0619-003Z S804 QSW0619-003Z S803 QSW0619-003Z S802 QSW0619-003Z S801 QSW0619-003Z IC801 R PM7238-H5 REMOTECON RECEIVER MAIN PWB ASSY(4/4) (CRT SOCKET) CN10T CN00T QJL001-065631 VIDEO-3 INPUTPOWER LED (RED) D808 LH22440-T16 J806 QNN0281-003 J808 QNN0282-001 J807 QNN0281-002 R324 R328 0 R329 X R327 39K 0 J809 K801 X C825 NCB31HK-152X C826 NCB31HK-152X R817 X D814 *8 R630 270 1/2W QNS0155-001 R632 270 1/2W CN00S QGA2501C5-04Z SPEAKER R823 47 1/2W Y809 X CN10A QJL001-050600-E R762 220 R763 220 220 220 R764 R765 R627 X REMOTE PW_LED ECO_IN KEYIN R628 X LC805 QQR1199-002 B_MUTE R_AOUT L_AOUT Y_GND A_GND GND GND CN00A QJL001-050600-E R3 VDO_DET defend S_REDUCE A_MUTE 4. 5/ some other 5V ECO_IN REMOTE PW_LED SDA1 KEYIN SCL1 1. 8V PW V1. 8A 1. 8V 1. 8V S_V_DET 5V 3. 58/OTHER D341 *3 D342 *3 5V V3 L3Y810 X R821 470 R820 330 R819 220 R818 180 R626 0 R629 0 R631 1K R633 1K C615 honey oil/25 C616 ampere-second0/25 R816 75 SDA1 SCL1 C1_GND D343 *3 Q341 *2 C1 R344 22 R961 1. 8K V12A S_V_DET R740 15K R788 0 D714 MA8030/H/-X D D707 *3 R794 2. 2K C792 . 1 G S L713 *4 W-A1 R755 1. 2K R7 50 10K 5V Q706 SSM3K02F-X D349 X R753 1. 2K D344 X D345 *3 Y1/CVBS1 Y_GND LC801 QQR1199-002 Y801 X R801 75 Y819 BW C D706 MA8036-X C777 . 1 C778 47/16 R760 deoxycytidine monophosphate SCL0 SDA0 R761 snow Q612 *1 R787 4. 7K R342 X 3. 3K 3. 3K 220 4. 7K *3 *3 C341 one C/16 L304 X R320 X R319 X C316 X IC301 X C342 X C315 X C314 X C313 X X MC C312 X C311 X L303 X 3. V C305 X MC C310 X C309 X L302 X V2/Y V Y U PB PB_GND 0 0 R315 0 S1 1/50 22/50 C772 . 22 Q708 *2 R795 light speedK Q707 *1 Q705 SSM3K02F-X G .22 D Y717 QUY160-075Y 5V *3 0 Y802 X D817 *8 V1 L715 *4 C771 S R783 10K R776 15K C775 . 22 R758 3. 3K C767 VCC SDA L712 SCL WP one C R976 1K 3. 3V_STB Q791 *1 SCL0 SDA0 C793 4. 7/50 Y791 X PW R790 1K R793 D713 MA8039/H/-X R736 carbon X301 X C302 X R307 X R308 X R310 X R311 X R321 X C318 X VDO_DET L1 R802 0 C821 NCB31HK-152X R1 R803 0 C822 NCB31HK-152X Y818 0 IC702 CH CH J801 QNZ0454-002 L1 VIDEO-1 S-VIDEO INPUT C770 . 1 D709 R745 R743 C783 R741 L714 R785D711 C768 D712 R748 2. 7K R759 3. 3K degree Celsius 1K *4 .22 R730 0 R757 4. 7K C794 X R747 VSS R777 R771 A0 A1 A2 R739 0 R742 220 R744 220 R754 220 C303 X CH CVBSO/PIP Q307 X R318 X C776 . 1 MC R752 100 R751 100 100 R749 1K R1 R309 X R312 C304 X MC CVBSO/PIP_GND GND P_ON/ come to R984 47K R983 3. 9 1/2W R982 47K Q982 *1 R738 10K R981 3. 9 1/2W POWER SDAO S_REDUCE PROT VDO_DET A_MUTE rotary motion VER_PROTECT P25/PWM4 REMOTE SCLO SDA1 PW_LED PW_LED SCL1 TIMER TIMER ECO_IN VssC3 S_V_DET VssC1+P1 KEY_IN DecV1V8 V3. 3P VssC2 V1. 8C3 V1. 8C1 4. 5/OTHER 3. 58/OTHER P12/Int2 P00/I2SDI1 V1. 8C2 Q981 2SA562TM/Y/-TL711 *4 C766 . 22 C764 . 1 C765 100/16 L710 *4 L709 *4 R313 X V1. 8A D982 UDZS2. 0B-X VssP2 VssC4 1. 8V L701 *4 L702 *4 C701 . 22 C702 . 22 V1. 8C4 V3. 3A3 VrefP_Sdac 470/16 Q306 X Q305 X V1. 8ADC VssADC V3. 3A2 V1. 8A GndA RefAd V3. 3RefAdP 1. 8V D981 UDZS2. 0B-X R314 X Y817 0 R737 0 Q704 *1 R985 4. 7K R986 4. 7K Q984 *1 Q983 2SA562TM/Y/-T C763 . 22 C761 . 1 C762 100/16 L708 *4 C760 . 22 L707 *4 C759 100 /16 R735 100 Y715 QUY160-100Y MC C306 X LC802 QQR1199-002 Y803 X D810 *8 R804 75 V2/Y_GND Y804 Y805 X X CONT PW R792 33 1/2W BL_GND PW 3. 3V_STB 8V A_VCC A_GND 5V 12V 3. V pick out H_DRIVE HFB ABL EW P_ON/ glum VDRA+ VDRBPROTECT V12A 32V TU001 QAU0353-002 TUNER K103 QQR1114-001Z L001 X K101 QQR1114-001Z L703 *4 CH VrefN_Sdac C704 C790 . 1 27p VrefP_Sdac IC701 VrefN_Sdac C705 7p CH VrefP_Sdac XtalIn XtalOut VssA1 GND RefAdN V3. 3A1 C307 MC X MC C308 X C703 LC803 QQR1199-002 Y816 X R805 75 J802 QNN0349-002 8V A_VCC A_GND 5V 5V 12V 3. 3V NECK H_DRIVE HFB ABL EW P_ON/ pip VDRA+ VDRBPROTECT V12A 4. 5/OTHER L003 QQL244J-4R7Z R317 C758 . 22 Bout R734 100 Gout K301 X Y806 X D811 *8 Y825 BW R806 75 C706 7p L717 *4 CH X701 QAX0799-001Z R756 10K ANALOGRout C757 560p BLKIN CH BCL V5P3 Gnd3 DIGITAL R733 100 R732 1K K701 QUY160-clY Y822 X L301 X PR PR_GND Y_GND LC804 QQR1199-002 Y807 X VIDEO-2 COMPONENT VIDEO INPUT R316 Y808 X Y824 QUY160-200Y SCL1 SDA1 NECK C823 NCB31HK-152X R2 L2 NECK CONT L71 8 *4 D812 *8 NECK CONT R731 1K MC C756 . 1 L706 *4 D708 *3 C785 2. 2 C707 . 1 C709 . 01 C710 6800p C708 100/16 C711 2. 2/50 C712 . 22 TF C784 X V5P1 MC R701 12K MC Ph2 Ph1 Gnd1 SecPll Dec8G EW MC VDRBMC VDRA+ R704 100 Vif1 Ysync Yin/G2/Y Yout Uout/INSSW2 J803 QNN0348-001 C755 10/50 C779 10/50 C753 . 1 C752 . 1 C751 . 1 C754 . 1 D753 *8 Y705 0MAIN MICRO COMPUTER/TELETEXT DECODE/ IF VIDEO RGB SYNC DEF. PROCESS B3/Pb G3/Y R3/Pr INSSW3 PB GND V2/Y PR PR_GND BASS J805 X A_GND 5V C824 NCB31HK-152X C713 10/50 C714 EW . 022 MC R782 1. 2K NC R729 X D751 *8 Y706 0 Y821 QUY160-050Y 3. 58/OTHER CF101 QAX0349-001 R101 68 R005 75 C002 10/50 IF NC 32V LOCK 5V BM SDA D103 SCL AS BT AGC D104 C101 . 01 MC C111 220/16 C106 . 01 MC R702 X C715 . 001 R703 100 C716 . 001 OPEN SF102 QAX0723-001 VDRBVDRA+ C110 . 1 L101 QQL244K-1R0Z 8. 2K C780 . 1 C750 . 1 R809 0 V_OUT R808 X R807 100 1/2W C804 470/16 MC C001 . 01 Y008 0 C717 SF101 X X TF C718 . 15 R705 39KVif2 Vsc Iref C749 . 1 Uin/B2/Pb Vin/R2/Pr V5Comb V ssComb R728 Ssif/RefIn/Avl/RefOut R815 75 Q801 KTA1267/YG/-T D813 *8 J804 QNN0349-001 R104 100 L002 QQL244J-4R7Z C004 470/16 R001 220 x x R003 3. 9K R102 R107 X D101 X Q101 2SC5397/CD/-T C748 . 1 C809 X C746 . 1 100 R727 R726 27K 560 S_REDUCE OFF_MUTE R_AOUT L_AOUT BASS C003 . 1 R002 220 1. 8K 22 MC C107 X X X X GndIF Sif1 Sif2 V8AudioSwitches IfVo/FmRo/DvbO C109 0 X C747 10/50 L716 *4 L_OUT C802 10/50 R810 390 Y007 R109 R110 GND R_OUT D805 X R811 82K OUTPUT D102 C719 R706 Y003 X .01 220 Hout QssO/AmO/AudeEm MC AGC MC EHT R105 R103 Q102 X Y004 XFbiSo CVBSO/PIP Audio2InR Audio2InL C720 . 001 R707 22K DecsDem Y3/Cvbs R_OUT AgcSsif V_OUT L_OUT SifAgc HP_R HP_L Gnd2 V5P2 C005 . 0022 SVM R724 R778 LC701 X Y703 X X X R722 X Q702 X R725 X C803 10/50 D806 X R812 390 Q103 X A_R A_L PllIf NC R3 R1 R2 C4 C1 V3 MC 47/25 MC .01 V2/Y R813 82K L3 L1 L2 .01 C006 33/16 27 MC R004 27K C105 X MC MC C108 X R708 10K MC C736 . 01 C744 . 1 C739 1 C781 1 C782 1 MC C727 3300p C723 C724 C732 2. 2/50 R723 X H _DRIVE IC601 AN5277 AUDIO AMP NC L_R_MUTE B_MUTE GND_B B_OUT L_OUT ROUT GND VCC STB C103 C104 R106 C102 R108 D710 *8 X D704 *8 C741 . 1 X 1 1 HFB C745 . 1C735 . 1 C740 . 1 5V D702 *8 C737 . 1 C738 1 U V R715 390 C729 2. 2/50 C742 10/50 Y ABL R709 1M C721 X Q803 *6 Q805 *2 Q804 *6 W-A D606 X Q611 *6 R636 0 R640 1K X R721 R720 R797 X R798 X RIN Y702 X BIN LIN NC NC NC NC NC NC NC NC RF D703 *8 10/50 C730 22/50 R772 2. 2K R773 3. 9K R774 2. 2K R775 3. 9K R710 X C725 . 1 C726 10/50 C728 . 1 R711 2. 2K R712 3. 9K R713 2. 2K R714 3. 9K Y707 0 R007 X C734 L704 R786 75 R769 X R770 X CVBSO/PIP_GND C602 10/50 10K C786 L705 Y1/CVBS1 R719 CVBSO/PIP C1_GND V_OUT Y_GND R_OUT L_OUT V2/Y ABL A_L R3 R1 R2 C1 L3 8V 5V V3 L1 L2 X D S SCL1 A_R R637 5. 6K R604 10KA_R Y005 0 HP_R HP_L Q002 X R601 0 R662 X R602 0 C656 100/50 C601 10/50 R606 C604 2. 2 1/2W . 22 C603 . 22 G R618 R617 X C611 X D SDA1 C743 10/50 R717 R718 R768 100 3. 9K 2. 2K D001 X C733 R008 X G Q001 X S D602 X C605 . 22 OFF_MUTE A_MUTE B_MU TE 12V HP_R A_B A_B C655 X R605 C612 X A_VCC HP_L P_ON/OFF V12A D604 X L651 X CF702 X CF701 X C722 X R767 X D610 C662 10/50 *3 R619 X Y701 X R639 5. 6K R625 X Q701 X R607 2. 2 1/2W Q603 *6 Q604 X Q605 *6 C653 X R659 X C659 X C654 X C608 220/16 Y704 QUY160-075Y Y708 X Y709 BW Y711 QUY160-150Y Y713 X Y714 BW Y716 X Y719 0 Y720 X Y721 X C773 . 1 Y811 X Y812 XC609 33/50 R610 100K D651 X R652 X C651 X C652 R657 X X R658 X D608 x CP Q606 X MAIN PWB ASSY (1/4) SCW-1714A-H2 AV-21MT15/P SCW-1715A-H2 AV-21MP15/T R663 X C665 X R651 X R653 X R654 X IC651 X C660 X R664 X C657 X N D607 *3 R612 100K R613 X R614 100K R615 X R635 X D603 *3 R656 X IC651 X C607 220/16 Q601 *2 R649 1K Q602 *2 R655 X C610 220/16 N C658 X R611 10K Q609 *6 R634 0 R608 X R609 27K D609 x C661 10/50 CP650 ICP-N25-T Q607 *1 R623 33K R620 10K R621 2. 2K NOTE) 1. Refer to the part list for the part number of IC701 and IC702. 2. Refer to page 2-21 for voltages of this circuit diagram. 3.Refer to page 2-22 for waveforms of this circuit diagram. Y101 QUY160-075Y Y102 X Y103 X Y106 X Y107 X GND GND K102 QUY160-150Y K104 QQR1114-001Z K105 QUY160-150Y K106 QUY160-150Y K107 QUY160-150Y C112 0 GND GND R622 10K Q608 *1 C613 10/50 C617 x Y722 QUY160-150Y R616 X R624 68K GND GND Q610 X D605 X GND Y006 0 R766 X R638 X C606 . 22 5V 5V A_L CS21177 (No. YA270)2-5 2-6(No. YA270) R814 100K R006 X C731 R716 2. 2K X *4 D701 *3 3. 9K Y710 BW C614 *4 .1 .1 X MAIN PWB CIRCUIT DIAGRAM AV-21MT15/P, AV-21MP15/T (3/4), (4/4) P_ON/OFF PROTECT 3. 3V_STB BL_GND H_DRIVE VDRA+ A_GND A_VCC V12A VDRB- NECK HFB . 3V ABL 12V 32V 8V 5V EW PW IC351 ABL PROTECT STB TP-47G TP-47R TP-47B TDA6107AJF/N1 F901 QMF51E2-4R0-S RY901 QSK0061-002 PW ABL D956 *3 R963 22K HFB C966 100/16 EW VDRBVDRA+ R964 27K NECK PROTECT D957 *3 D976 X P_ON/OFF H_DRIVE P_ON/OFF HFB EW VDRBX R356 QRE121J-222Y CN0PW QGA7901C1-02 MAIN PWB ASSY(1/4) CN00T D370 150 150 150 L357 BW S901 QSW0750-001 NECK D594 X R596 X R351 100 VA901 QAF0060-621 R910 X C910 QFZ9072-224 Q9 55 *1 CH D595 X Q592 X R595 X Q591 X R355 QRE121J-222Y R357 QRE121J-222Y C351 1000p R597 X VDRA+ R358 QRZ0107-152Z R359 QRZ0107-152Z R360 QRZ0107-152Z SG351 X SK351 QNZ0536-001 C352 4. 7/250 X X L355 BW LF901 QQR0673-004 IC971 X CONT D593 X L356 BW C353 QFKC2EK-104Z AC110V-AC240V 50Hz/60Hz R352 R353 R354 Y901 X Y902 X Y903 X Y904 X GND SUB 32V VIN PROTECT 5V R421 10K Q422 *1 Q421 *1 IC401 LA78040N PROTECT D472 X thermic PROTECTION PUMP UP Vcc -Vcc R473 68K C422 QCS32HJ-180Z 2. 2K SG353 X SG352 X R380 R381 D351 FR105SGT-T2 12V 5V 8V C971 D354 D355 C972 C974 X C973 X X R971 X 3. 3V_STB V. OUT D591 X R592 X D592 X R593 C592 X X D356 L971 X X L351 QQL244J-220Z R594 X C593 X VO NC CN *9 *9 *9 SK351 QNZ0536-001 CNDEG QGZ5004C1-02 22/50 CN0E1 Y906 X Y905 X Y907 X