AIDS :: AIDS Essays

Scientists have concluded, based on mathematical research, that the virus that lead to the epidemic of AIDS can be traced all the way back to 1930, somewhere around Central Africa. Bette Korber, of the Los Alamos National Laboratory in New Mexico, presented this conclusion at the Conference of Retroviruses. The notion that HIV was introduced in contaminated oral polio vaccines in Africa between the years of 1957 and 1961 has been often debated and challenged. The results presented by Korber, not only refute the before mentioned allegations, but also move us toward finding out where the virus really came from and in which direction it is heading in the future. The first sample discovered in 1959 comes from a man in Congo, who died as a member of the M class of HIV, the type that most people are infected with today. However old the virus was, it was evident that it wasn’t the first of its kind. The reason that the virus was ever connected to polio is because in the same year of 1959, the introduction of oral polio vaccines, supposedly tested on chimpanzees, came to the continent of Africa. However in reality, states Stanley Plotkin of the Wistar Institute in Philadelphia, â€Å"the introduction of HIV in chimpanzees occurred well before the polio vaccine.† The machine used in the process of determination is the Los Alamos Nirvana Machine, which is capable of making one trillion calculations per second. After plugging in dates, formulas and locations, the Nirvana located the origin of the HIV virus as being 1930, however the range of error shows that it could have been anywhere from 1915 to 1942. The Nirvana was also able to determine that the virus appeared in the Caribbean Islands such as Haiti, in the 1960’s, while it came to America more than ten years later. It is quite definite that the virus came from chimpanzees in the area around Gabon, Cameroon, and the Central African rainforest. It most probably passed onto the hunters while they were butchering the animals. After that, the virus has taken on six different strands, and is spread in humans mostly through sexual intercourse. Issue The matter being discussed here is the AIDS epidemic. AIDS and the HIV virus are very real issues in the world and especially in America. Whether it is the needle of the syringe of a junkie, a blood transfusion or the exchange of bodily fluids, people are getting infected and dying every day with this disease, and there is no remedy.

Consider how succsesful sheriff conveys the realities in war situations Essay

The play called Journey’s end is all based on real events of WW1, it is written by R.C.Sherriff, the title of the play shows us the play is about a journey but has to come to an end quite obvious but very important, In Act one scene one we get an insight where Osborne is having a conversation with Hardy which leads onto the important part of the play the big German attack, ‘By the way, you know the Big German attack is expected any day’. Surely you would expect that you would be very shocked to hear of this news but Osborne simply plays it down saying ‘It’s been expected for the last month’ as if to say will they ever do it? Now Osborne and Hardy have a long conversation and the audience must think now this is unusual would they have time to that and if you’re asking what that is then ‘Ever ad earwig races?’ ‘ no’ ‘I will give you a tip’ ‘what’ ‘if u dip them in whiskey they go li ke hell’ This I think shows typical men gambling and competition but it also shows us the joy of the war how close the soldiers are together which points out they have spent a long time in the trenches together so it’s showing us that its long ‘ When Hardy finally leaves Osborne alone, the cook Mason comes in to talk about dinner but Mason is the sort of character who eve though there is war he can still is very funny. ‘Soup sir cutlets’ ‘Just kidding ordinary rationary meat sir looks like liver but it has not got that wet smooth look that liver has got and it has a noo shape. After this the new soldier has arrived and Osborne is there to greet him, the new soldier is Raleigh but he is also still a schoolboy ‘Oh no you see I only left school at the end of the last summer term’ this shows us just how bad the war situation was the fact that they were now forcing schoolboys in. In act two scene one again we find out about the food and how you have to save it ‘well take the lumps out of my porridge, good keep the lumps and use um for dumplings next time e ave boiled beef. Then they talk about the big attack again ‘the boche is up to something. The big attack is soon’ Then Raleigh says something strange which makes the audience think but there your enemies ‘those germans are well decent. there is a joke next where mason says ‘ would you like some sardines’ no I would loathe it sir’ very good sir’ this show the audience that mason gives it him as it is the only thing for him to eat and even though he hates it he has no choice but to eat it to built up his strength. The main focus is Act three scene 3 starts off with great imagery ‘The candles are no longer burning’ the intense darkness of the dug out is softened by the glow of the Very lights in the sky beyond the doorway. There is no sound except for the distant mutter of the guns. ‘Putting the mug on the table’ shows it is a very big dug out as it can have all those things in the dug out, which shows us that they must have some importance. Its dawn ‘Towards dawn’ which sets the scene just another old day. ‘OT teaâ€℠¢ they have tea which shows that they have a jolly morning meaning there is two sides to the war. ‘Trotter is singing a long long trail’ which means its joyful there is still humour in the middle of a war, there is also humour because Stanhope says ‘Has the milkman been yet in French’ ‘The faint whisper of shells hitting the dug out’ It shows the big attack has started, intensifying ‘three more shells hit rapidly’ building it up. ‘Trotter’s hand is quivering’ which shows he is scared out of comfort. ‘Stanhope is still writing in his book’ which means that he isn’t taking much notice he is staying calm ignoring the fact he could probably die any minute. ‘Only corporal Ross hit’ showing us the other side of the war that it is not all peace and happiness. ‘Red glow of dawn’ Sort of angry colour, Then Raleigh is shot in the back. ‘Bit of shells got him in the back, Fraid it’s broke his spine, sir can’t move his legs. This is where Stanhope realizes how much he likes Raleigh, normally Stanhope would get them took down to the big dug out on the right but not Raleigh, ‘Bring him down ere’ which shows Stanhope is saying Raleigh is important my best friend, ‘Raleigh wakes from unconsciousness ‘Hullo——Dennis’ which shows us that he is weak from the attack and he is slowly dying, but Raleigh thinks he is ok ‘Im okay now (he tries to rise) then they are talking about the gun noise ‘Nah it is mostly their guns’ showing that they know the war is half lost and there isn’t a lot of hope left in it at all. We have an awful conversation that is so sad about Raleigh is going to die but Stanhope is trying to keep up the hope and then he dies and it is all so sad. Then Stanhope leaves and a shell hits the dug out causing it to collapse snuffing out the candle leaving Raleigh in darkness, we can only think none of them survived.

Employee performance and motivation in organizations, a brief review - Free Essay Example

Sample details Pages: 5 Words: 1490 Downloads: 9 Date added: 2017/06/26 Category Management Essay Type Analytical essay Did you like this example? Introduction: The assignment requires us to select a topic; identify two associated peer reviewed journal articles, and make our own comparative analysis of them in relation to the topic. The topic selected is the The relationship between retention of the employee and the employees motivation. Accordingly two articles were selected Performance and Motivation prepared by Alfred W. Don’t waste time! Our writers will create an original "Employee performance and motivation in organizations, a brief review" essay for you Create order Huf III, and Employee retention and turnover: Using Motivational Variables as a panacea, by Michael O. Samuel and Crispen Chipunza. The author of the first article says that this main aim is to look at the link between performance and motivation. This article mainly considers the employees perspective, and how they have performed in relation to improvement in the quality of their working life. Most of the cases in the article show how performance can be kept at a top level, getting the best from each employee. Motivation always follows the standard of the leadership, and if there is a good leadership in the organization there will be top level motivation as well. This article also discusses how employees are motivated by having non-cash rewards and / or the cash rewards. Importantly, it also describes that there are contradictions in the work of a few major policy makers such as Herzberg, Maslow, and Taylor. The author shows and discusses the facts regarding this matter. The au thors of the second article Employee retention and turnover: using motivational variables as a panacea aim to emphasize research that tells the story of why the people working in an organisation are leaving. It describes intrinsic and extrinsic factors that will influence the turnover of employees in the workplace. And for this the authors have chosen a few organizations and have focused research regarding this. They have also identified the motivational factors that affect the turnover and the retention of staff. So this is a research based article that will guide us to consider the important factors of motivation and the turnover or retention of employees in an organisation. It is often hard to keep skilled employees in an organisation. We have to provide many incentives and many rewards to retain these people. So, motivational factors are the most important factors to be considered in any kind of organization. In this article the authors have shown some theoretical and practical factors that influenced the turnover and retention of employees. As it very hard for mangers to retain their skilled employees in the organisation, a good plan is needed which has to be worked hard at. With this understanding we can also identify certain similarities as well as disparities in these two articles. This report will provide more specific analysis of them. Comparative Analysis: In the first article, Performance and Motivation; the author is mainly aiming to identify the link between motivation and performance within large organisational behaviors. He suggests that is really essential to improve to improve motivation and so reduce the turnover in the organization. But in the second article Employee Retention and Turnover: Using Motivational Variables as a Panacea. The authors discuss the motivational factors or the variables that will keep the workers in the organisation, and affirm how important it is to keep the skilled workers bonded to the organisation. So the two articles share the focus on the motivation and the retention of skilled workers. In the first article the few case studies which will guide us to identify some factors that are important to understand the motivational factors in an organization are discussed. It also describes the theoretical comparison. The non-cash rewards can be a vital part of employees motivation. The author of the first article suggests that the non-cash rewards such as flexi time, goal based incentives, and rewarding the employee of the month will motivate rather more than giving an amount of money to the workers. It is also said that communicating this among the employees is the most important part of motivating them. So these kinds of rewards may lead to the top performing employees remaining in an organization. In the incentive packages they offer the authority can consider that giving merchandise awards is more effective than giving top seller trips. In weekly or monthly meetings the authority can decide to offer such awards to the top sales teams or individuals as a motivation tactic. This falls into the category of motivation by no-cash rewards. The author also identifies another critical motivational factor, i.e. employees being asked to suggest, or demonstrate, change that could be made to improve performance. This is crucial, particularly if an employee is looking elsewhere f or a better offer, as it gives the opportunity to explain their need to look elsewhere, and to suggest what might improve their immediate situation. It also gives people who are performing well the opportunity to negotiate incentives. Within such a culture, one in which the need to perform well is encouraged, employees have to worry less about employees turnover. And there is one thing that arises in the article that the relationship between employer and employee is so important to the retention of employees. This can be done by having a conversation with the employee and the employer. The employer can ask the stories that the bad and the good situation from the employees of their life. So this will create a big bond between the two parties and the employee may unable to bargain incentives after this kind of conversation. And finally an important motivational factor is identified in the latter part of the article. The motivating language used by the leader or the manger when t aking to employees is one of the most powerful ways in such better motivation and high work performance can be encourage. As we can see, the above factors can be used as motivational strategies in an organisation. So, it is important to consider the other well-established factors in the second article to compare the linkage between the two articles. We have found in the second article that the authors state the theoretical aspects of the motivation. They propose that Herzberg has defined some motivational factors that can be taken into consideration. He defined the intrinsic variables as achievements, recognitions, advancements, responsibility, work itself and the growth of employee. These are some of the most well-known motivational factors that can be used to retain employees. However, the article also states that extrinsic factors also may have some influence on the retention and turnover of employees. The factors we have identified in this article are: competitive salar y, friendly working environment, better interpersonal relationships and, the most important, job security. According to the article the most effective employee retention strategy would be the combination of both intrinsic and extrinsic variables. This article is focuses on linking the literature of motivational factors with current practical knowledge, and constructs a model to describe the entire story of why the employee, turnover and retention happen. The second article distinguished many practical factors that directly affect the motivation and retention of employees. So we can identify some extrinsic and intrinsic motivational factors that influence employee turnover and retention. The following motivation variables appear to have significant influence over employee motivation, retention and the turnover as well. Training and development Job security Sense of belonging to the organisation Interesting / challenging work environment Freedom and encourageme nt of innovative thinking Performance based promotion rather than automatic seniority. Building a life-long relationship Work autonomy. . Conclusion: As discussed in the study, there are many motivational factors that can be identified from the two articles. The major findings from the first article identify the theoretical aspects of how motivation could be used to develop better performance in an organisation. It also specifies the motivational factors that are related to the cases explored, and this is the essence of that study. Some motivational factors identified in the article can be very important to the performance of the workers. The main motivational techniques discussed in this article are goal incentives, flexi time, employees of the month, merchandise award, top seller tips and language to employee. Basically, this article gives emphasize on motivational factors for maximize the employee performance. The second article identifies practical approaches to the development of the motivation that will reduce turnover and retain the skilled workers in the organization. Some important factors related to growth in the organisation can also be identified in the article, factors which are required in order to retain skilled workers; meanwhile employees can be given wider experience and offered further training. In this article it becomes clear that certain motivational factors are crucial in influencing the employees decisions. Analysis of the two articles leads to the conclusion that, though approaching issues of motivation and retention of employees from different directions, both agree that training and development, a competitive salary package, job security, work autonomy and recognition / rewards are the main motivational variables that will influence workforce stability, increase ability, higher skill base, and better performance in the workplace.