Mental Health A First Person, Analytical Essay, Peel Format

Part A – First person, analytical essay, PEEL format. 300-500 words. There are many horrible ways of people getting depression and anxiety in the world which is highly increasing as the days go on. One of these ways of producing these two elements is mental health. Mental health is not just a bad thing but is also good as you can create resilience, coping strategies and avenues to seek help with anxiety and depression. Psychology workers are one of the many jobs of people helping to create resilience, coping strategies and avenues for people to help them get through anxiety and depression through mental health. Resilience is what the psychology workers aim for first as it has the capacity to help people recover quickly from difficulties†¦show more content†¦A way to find out how to use these things towards you as an advantage is by talking to a professional or someone that has used them in the past like a psychologist or a doctor. This is clearly affecting the world that we live in today by a long shot more than any other symptom out there. F or example from the age 18 years and older 18% of the U.S populations have anxiety disorders, that’s 40 million people that are affected by this disorder known as anxiety. Only one-third of the of people anxiety disorders around the world are being treated yet this disease is highly treatable. This leads onto the fact that over $42 billion is spent on anxiety disorders out of the total $148 billion total that is spent on the mental health bill, that’s roughly one-third of the total payment. Therefore we can clearly tell by the statistics that over 40million people in the U.S have the anxiety disorder, only one-third of the people are being treated yet it is highly treatable and the fact that it has used over $42 billion in the U.S. Therefore it can be concluded that the current position that the population of people with anxiety disorders and people that are being treated with and completely different numbers and requires and seeks global attention as it is a big issue. There is a connection with all the people that having been treated and we can clearly conclude that

Bvs Supply Chain Management Case Free Essays

Nicolas Maalouf ID: 120265 International operation and supply chain management ? ? ? ? ? ? ? ? ? ? ? ? ? ? Strengths: ? – BVS has assured its relative independence from its corporate ? parent in the US – number 2 in its field. ? – The hiring effort focused on scientists, and junior ? management. – Aggressive investment in Research; Strong and innovative ? RD Department. We will write a custom essay sample on Bvs Supply Chain Management Case or any similar topic only for you Order Now ? – Intensive growth in current sales and projected sales ? – Dynamic, entrepreneurial, and ambitious head of purchasing department and have an international experience. – High-tech machinery, BVS most advanced on the market.? – BVS sustain good relations with their supplier. ? ? Opportunities: ? – Forceful investments in the pharmaceutical industry, ? enormous enlargement in RD investments. ? – A booming forecasts of a total market – Critical product, Large Demand limited supply (Banque de Geneve). ? – New supplier â€Å"WildGrass NJ† having advantages in flexibility in price and supply. ? Young human capital can add value to the existing management. ? As a part of big Pharmaceutical Corporation, BVS have to maintain an important profitability margin and an increasing drift of sales to align up the market trend since they expect a prevalent demand on a critical product they compete to produce in shorter time. The in-house situation – the situation within BVS Weaknesses: – Profitability was decreasing as sales growth. – Delay on the production schedule. – Independent management from the parent organization in the US. – Purchasing department had limited signature power. Centralized decision making (CEO) – time Cost. – Divergence and inefficient coordination between Departments. – Mediocre role of purchasing department (low image). – Depending on limited suppliers (duopoly LCSD and BCC). – Weak presence on the US market. Threats: – Marbelpharm one year ahead of BVS. – Limited material resources (Natural ingredients limited suppliers). – LCSD an d their main competitor, BCC never compete against each other on price – High profit margin for suppliers. – Currently one supplier can provide necessary materials to all competitors. The market was dominated by a handful of companies. The outer surroundings – the situation outside BVS Risks and Opportunities The case enlightens a main problem directly related to the process of manufacturing of new critical product; some delays in RD schedule due to the difficulties of supplying some key ingredients. That cut in supply chain can generate an immense disorder in expected figures; indeed the interruption can enlarge the valley between BVS and competitors especially Marbelpharm. In addition, serious risk can be in attendance if Wildgras may not satisfy BVS demand in the coming years or if the market can’t supply chemical materials necessary for production. In other hand, independency of BVS division is menaced and the Mother Corporation can take control of its management in order to adjust traditional management and deal with the situation in an American approach to hold back and resolve departments’ confrontation and accelerate the chain enrolment. If the new strategy helps for building-up the company, in that case BVS can catch the booming market and the new cooperation with â€Å"WildGrass NJ† will generate a new era of prosperity and BIOLOGICAL VACCINE SCIENCE – BVS Michel Philippart 2012 International operation and supply chain management MIB 32 may work together on two new vaccines that improve BVS sales using young managers and researchers that can drive innovations safely from suppliers to clienteles in that way reputation of the purchasing department get better that may help BVS to enter the us market. The following list presents ideas that can be subject of discussion in sequence to determine and shrink current corporate risk presented on the case: – Maintain an excellent relation with the duopoly LCSD and BCC chemical distributors – BVS should keep dealing and as well invest into â€Å"WildGrass NJ in order to help them to be sufficient in their production, in that way they can supply BVS as expected in lower cost. Work with the source manufacturer of chemical materials and maybe invest with him in their own line of needs. – Decentralize decision making into departments each of wish will report to the allocated manager. – Connections between â€Å"WildGrass NJ† and BVS should be combined into single responsible; Sara should be dedicated also to link the RD department to purchasing department. Clarify the required tasks of each department In order to make supply chain more efficient, in that approach we can encourage regular meetings between hea ds of department. – Data Sharing between RD and purchasing department can ensure a certain level of readiness and speediness concerning ordering needed materials. – Create a new IT-software that can manage internal information interconnected between RD and Purchasing department in order to enhance the efficiency of supply chain. Seek for new resources that can supply potential investments – Hiring new managers freshly graduated from purchasing schools, and trusted them as Sarah Managing suppliers at BVSx Successful supplier management necessitate finding consistent and competitively priced suppliers is a must to the achievement of business; however our initial focus can’t be on the accurate price especially because we are operating in pharmacology sector where quality and lead time are the main components of the purchase agreement. On the other hand in the longer term, strong relationships with biggest distributors and manufacturers with a collaborative approach (as co-investment an partnership) can have better impact on the overall success the supply chain management. In that approach we can focus on what we can do for suppliers rather than on what they can do to lower costs and to deliver us needed materials as expected on time . An accurate and healthy partnership can be build-up in favour of both parties. BVS ought to implement emergency strategy so that disruptive events can be managed smoothly as shortage in materials or lack in supply. Finally internal meetings between the top management should focus on several critical issues as seeking new areas for supplier improvement and discuss on how the corporation can improve relationships and ameliorate dealings between departments in order to haste a healthier chain of production. BIOLOGICAL VACCINE SCIENCE – BVS Michel Philippart 2012 How to cite Bvs Supply Chain Management Case, Essay examples

The Cohesive Organizational Culture and Its Benefits

Executive Summary This essay explains what an organizational culture is and how it impacts an organization. It begins with an introduction of what an organizational culture is and provides an overview of an organizational culture. This is followed by the definition of organizational culture and an explanation of what is a weak and strong culture.Advertising We will write a custom report sample on The Cohesive Organizational Culture and Its Benefits specifically for you for only $16.05 $11/page Learn More The essay also discusses a cohesive organizational culture and its benefits to an organization. This is followed by the practices which enhance cohesive organizational culture in an organization. The paper further elaborates on the values and practices that are required in BSG and gives an insight of organizational culture, that is, its origin and how it can be maintained. Before the conclusion, the essay describes the changes that are required in BSG an d how they can be implemented and it ends by recommendations on how the changes can be effected which include formation of a committee to review the companies culture. Introduction Purpose of the report Organizational culture is a core principles that integrates an organization together, holds and motivates the employees to enhance their performance and to enable them develop some sense of commitment to the organization. Organizational culture plays several critical roles in bettering the performance and efficiency in an organization. Despite this however, there is no clear way of measuring organizational culture. This essay seeks to explore various types of culture and its utility in an organization. Scope of the report Studies of organizational culture in various organizations have been carried out. Organizational culture has the ability to influence performance and efficiency and it is analyzed in relation to the aspects like innovation and creativity, productivity and quality an d information transfer. The report will analyze all aspects of organizational culture, its origin and its definition. It will also discuss one type of organizational culture and that is strong and weak culture. The report will also discuss organizational culture with respect to a case study which is BSG Company. Culture Definition of Organization Culture Culture has its foundation in anthropology and it is defined as a set of beliefs, morals, law and customs. There are various definitions of organizational culture; it can be understood in the form of organizational work practices, values, assumption and artifacts as well as in the form of norms, values and practices.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Values stand for what the employees believe in, norms represent shared beliefs on how people should behave in an organization and practices are the informal or the formal job rou tines used in finishing tasks in an organization. Organizational culture is anchored in the way that people act in an organization, what they expect form one another and how they make use of each other. Organizational culture has a variety of perspectives: â€Å"process versus results, employee versus job oriented, parochial versus professional and open versus closed system† (Khan, Usoro Majewski 2010, p. 63). Consequently, organizational culture is categorized into four orientations: goals, support, rules, innovation and inventions (Khan, Usoro Majewski 2010, p. 63). Organizational culture is rooted in values and beliefs that are shared by the personnel in an organization. Origin of organizational culture: How is it developed and maintained Organizational culture is derived from the collective rules of the organization. The rules are the shared behaviors, values and norms and they define how individuals operate and relate in an organization. Organizational cultures are der ived from the organization’s vision statement, mission statements and the statement of values which are only formalized to form the organization’s culture. Organizational culture can be actualized through observable set of behaviors like how the employees conduct themselves when they carry out their daily duties (Khan, Usoro Majewski 2010, p. 63). Accessibility of the management by the employees also forms part of organizational culture. To develop and sustain organizational culture, employees should be comfortable with the behaviors and the norms of the organization and the behaviors of the employees should be consistent with the covert values of the organization. Organization managers always set the motion of core values that should be adopted by the organizational members. The beginning of organizational culture starts from the hiring process; at this stage, the managers enhance the organizational culture by recruiting people who share similar values and vision tha t the organization believes in. This is achieved when the employers take time with prospective employees before they are hired. And when they are hired they will take little time to be indoctrinated with the organization’s values and they will develop an objective view of the organization (Widde Muijen, 2000, p. 49).Advertising We will write a custom report sample on The Cohesive Organizational Culture and Its Benefits specifically for you for only $16.05 $11/page Learn More Organization’s culture can be developed and maintained when managers develop a firm understanding of the dynamics of organizational culture and the ways of transforming it. This can be achieved through managers telling story with corporate symbols and also using symbolic language when mentioning the organization’s mission. They can also sponsor events and mentorship programs. Functions of organization culture The main function of organizational culture is inter nal integration and coordination. Other functions of organizational culture are to provide direction to the organization and to glue the organization together. Various organizations are changing any unfavorable culture in their efforts to boost their performance and competitiveness and their employee attitude and work (Khan, Usoro Majewski, 2010, p. 62). The prominent instrument for measuring organization culture was devised by Robert Cooke and it is referred as Organizational Culture Inventory (OCI); it measures various behavioral norms which include constructive, defensive and offensive cluster among others. Strong and Weak Culture All organizations have cultures; some have stronger and deeply rooted cultures than others. The culture of an organization can be considered as to whether it is strong or weak based on the commonality of the principal values among and within the organizational members and the degree with which the members are committed to these values and the higher th e commonality and commitment, then the stronger the organizational culture since it enhances the consistency of members behavior. A weak culture on the other hand is the one that exposes avenues for each of the members which demonstrates unique concerns and it is witnessed by limited degree of commitment by the organization’s members. Consequently, organizational culture is said to be strong when the employees are quick to respond to the job stimuli due to their association to it; it is said to be weak when there is little association and a limited control is exercised by the managers (Serrat, 2009, p. 1). Inherently, an organization is said to have strong culture when its beliefs, norms, values and assumptions are coherent and can be embraced by all members of the organization which is determined by the degree of consistency of the beliefs, values and assumptions. It is argued that strong culture fosters commitment, identity and solidarity which are critical for the integrat ion in the organization.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Cohesive Organizational Culture Cohesive organizational culture is that kind of culture where the employees have strong sense of team work and also characterized by harmony of values. Achieving a cohesive culture is a difficult task due to diversity of individual values. In a cohesive organizational culture, a common culture exists and cuts across the organization wide and there is a high level of agreement among the members of the organization, as opposed to fragmented culture where there exists many cultural ideal in one organization. Benefits of Strong Cohesive Culture Cohesive organizational culture facilitates the creation of shared goals by all members of the organization. Consequently, it is instrumental for the effective adaptation to the ever-changing global environment (Pisapia, 2009, p.167). For a firm to function effectively it must have a cohesive organizational culture. Cohesiveness leads to strong organizational performance and fitness. Practices needed to Support Coh esive Culture Several practices are required to implement a cohesive culture, these are: the leadership of an organization like BSG should communicate the vision and the strategic plan of the company, there should be clarity and consistency in internal communication, team work should be nurtured and fostered (Lowendahl, 2005, p. 68). Case Study Current Values and Practices required in BSG. It is argued that values typically influence and more so affect work practices. In an organization values can be derived from the already existing practices within the organization, this can include the free sharing of knowledge and information. BSG requires both terminal and instrumental values. Among the values that need to be implemented by BSG are: participation by the management, team work, creativity, rewarding (Khan, 2005, p. 5). The practices that are required by the BSG are better condition of working environment, development of a promotion plan, promotion of team work, developing consist ency of goals, values and norms and better pay for their workers. Changes that should be implemented in BSG BSG Company should develop a positive and an aligned culture that will develop the organization; they should also desist from hiring people who do not share similar values and norms of the organization. The organization should also create a culture that can encourage the employees to focus more attention on their work. The employees should also be allowed to participate in all stages of decision making since every individual or employee has something to contribute (Khan, 2005, p. 5). The work environment should be favorable to allow the employees to enjoy and appreciate the value of their work. This can be achieved through effective communication channels where the employees should be informed of the expectations that the company has for them and this expectations should be backed by the words and deeds of the managers. BSG should promote internal integration. This is due to t he fact that in the BSG there is lack of team work (Khan, 2005, p. 5). Team work is an important component of an organization and is credited with the other bad practices of BSG like low job satisfaction, lack of cohesion, internal communications and limited commitment and decrease in turnover. BSG should ensure that there is consistency of culture with clear goal, strategies, vision and mission. The company must have strategic planning and identification that is important for cultural requisites. Leadership and Motivation in relation to Organizational Culture in BSG Organizational leadership is fundamental in the implementation of the organizational culture. This is because the management or the leadership is entrusted with the responsibility of originating, creating and promoting organizational culture. The strength and influence of organizational culture is credited to the management. The leadership has the role of ensuring that organizational culture is implemented for the curre nt and the future success (Schein, 2010, p. 68). Leadership is considered the creation, management and both destruction and reconstruction of organization’s culture. Leaders create and manage culture. Leadership should also be able to assess whether the culture is performing and when there is need to change. The leadership should initiate a reward scheme to enhance productivity and the performance of the employees (Khan, Rehman, Ijaz-Ur-Rehman, Safwan and Ahmad 2010, p. 952). A reward scheme will motivate the employees of BSG. Relationship between Organizational Culture and Organization Innovation, Performance, Efficiency, Job satisfaction, Organizational commitment and Human Resource Management in BSG Organization culture encompasses the sharing of information and knowledge among all members of the organization and it should be free: â€Å"Innovation is the introduction and the implementation of new ideas that will be of positive benefit to the organization and the organiza tion’s members† (Khan, Usoro Majewski, 2010, p. 65). Innovation is a critical organization culture that is useful in diverse ways like orientation improvement and improvement of performance since employees have to perform well by introducing ideas that can better performance. Innovation is significant in the sense that it enhances openness to criticisms and the sharing of knowledge and information. This support can be in terms of counseling, financial assistance and training. With regards to job satisfaction, coordination which is an important element of organization culture is significant as it can enable its achievement. Job satisfaction can be achieved through team work and when employees are motivated by the management and when they are made to feel part and parcel of organization’s decision making process. Organization culture enhances performance through their support strategy. A good and strong organizational culture enhances employees’ performance through human resources orientation which demonstrates concern for the employees’ trust and the need to attend to employee’s needs and objectives and to support them (Khan, Usoro Majewski, 2010, p. 65). This support has the capacity to increase employees’ turnover from the organizational climate. Organizational Change and Organizational Culture Traditionally, organizational culture was considered a means to enhance internal integration, coordination and facilitating any adaptation to the immediate environment. This original perspective is contrary to the capability of the organization to adapt to change. Since organizational culture is fundamental in organizational rejuvenation, there is need for fresh and new ideas that are required for organizational change. Organizational change also requires a unique and more pronounced perspective of organizational culture. It has been observed that in modern organizations, inevitable changes, diversity in internal workfo rce are key features that require dynamic organizational culture that is friendly (Khan, Usoro Majewski, 2010, p. 65). Change is required in order for the effectiveness and efficiency of the organization to be achieved. A good organizational culture is one that promotes stability and that which provides change and adaptability. Organizational culture is maintained when an organization has strong leadership that is able to promote the organizational culture and who may e in position to change it when if fails to contribute to the success of the organization (Martin, 2002, p. 127). For BSG Company to experience change, the management trainees should be taken through all the values and the practices of the company. The management should re-orient the existing staff and they should restructure the organization’s culture. Other changes that should be implemented are: the unfreezing of the old culture and creating motivation to change (Cameron Quinn, 2011, p. 84), the company sho uld also capitalize on the propitious moments being experienced by the company to rejuvenate themselves by making the target to change first priority. Recommendation on how the Changes should be implemented or managed The changes in BSG should be implemented through formation of a committee that will interview the workers, conduct a survey, and get to hear their grievance and to forward their recommendations to the board. This will enable the board to have an insight of what is affecting the employees. Consequently, the organizational culture needs to be restructured and the employees should be inculcated and reoriented into understanding and associating with the culture (Khan et al., 2010, p. 954). The restructuring of the management system also requires being undertaken since the management appears to be weak to execute and to implement organizational culture. The core values of the organization should also be laid bare since they are instrumental in stimulating development and pr oductivity. Furthermore the company should take the opportunity presented by the hard times to identify, modify and develop relevant form of norms, behaviors and practices. Conclusion Organizational culture, from the discussion is a fundamental feature in every company. It is a critical aspect that can propel an organization into achieving its objectives. Since every organization or a business firm needs to be ahead of its competitors, organizational culture which enhances employees’ satisfaction, motivation and boosts their morale, since organizational culture facilitates the realization of better performance and enhances efficiency, then it is imperative for every company to have a culture that can define its direction and which can hold the organization together. References Cameron, S. K Quinn, E.R. (2011) Diagnosing and changing organizational culture: Based on the competing values framework. New York, NY: John Wiley and Sons. Khan et al. (2010) Modeling link between int ernal service quality in human resources management and employees retention: A case of Pakistani privatized and public sector banks. African Journal of Business Management Vol.5 (3), pp. 949-959, [Online] Web. Khan, A. (2005) Matching People with Organizational Culture: Khan organizational culture. [Online] Web. Khan, U, Usoro, A Majewski, V. (2010) An Organisational Culture Model for Comparative Studies: A Conceptual View. International Journal of Global Business, Vol.3, no1, pp.53-82. Lowendahl, B. (2005) Strategic management of professional service, 3rd (ed). New York, NY: Copenhagen Business School Press DK. Martin, J. (2002) Organizational culture: mapping the terrain. New York, NY: SAGE. Pisapia, J. (2009) The Strategic Leader: New Tactics for a Globalizing World. New York, NY: AP. Schein, H. E. (2010) Organizational Culture and Leadership, 4th (ed) New York, NY: John Wiley and Sons. Serrat, O. (2009) A primer on organizational culture. [Online] Web. Widde, D. K Muijen, J. J . (2000) Organizational Culture,  Volume 8, Issue 4 of European Journal of Work and Organizational Psychology. New York, NY: Psychology Press. This report on The Cohesive Organizational Culture and Its Benefits was written and submitted by user Matthias Hansen to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Admission Essay Writing

Admission Essay Writing Admission Essay Writing College admission essay writing is rather difficult for students of all academic levels. While writing admission essay you should show your ability to concentrate and to create a good paper. You should always keep in mind that commission will evaluate your writing skills as well as the presentation of your essay. Every year different educational institutions and colleges get thousands of admission essays. It is a key prerequisite to be creative and original. People who read admission statements understand that everybody is talented and unique in some way or another. You should explain why and what you can do better than others and support your points with the vivid examples. You should make them believe in you being an acceptable candidate for their program. Do not be afraid to present your advantages. Describe all of your achievements in school, for example, you might take part in some competitions and won them. While deciding which information to include or exclude from your admissionessay you should think about situations, goals, and application requirements. If, for example, you decided to go to law school, you should mention that you have been active throughout college, carved out time for community service. Write about your recreational interests. While writing law school admission essay, feel free to develop ideas, take advantage of the experiences of those who preceded you etc. Do not waste words on general sentences. Remember that in your admission essay you do not have to tell about your imperfections.. Your task is to show your bright personality, however, try to be yourself and honest. Avoid exaggerations and especially lies in admission essay, pay special attention to grammar and spelling. Ask someone to proofread your colle ge admission essay:http://.com/blog/college-application-essays Graduate Admission Essay If you decided write an essay within a couple hours, it would be bad idea and the result of such essay would be also unsatisfactory. Start essay writing with outline creation, of course, after the topic is chosen. Arrange your ideas and start writing one paragraph at a time. Whatever method you use to make sure to allow time for revision. Don't start your essay the night before you have to send it out. Ask others to read your essay and give you honest evaluation; tell them that it is important to know what areas they find unclear or unnecessary. Remember that your success depends on your ability to present yourself in a manner that is attractive to admissions committees. Revise your essay until you are satisfied with it. Custom Admission Essay Writing Ordering custom admission essay writing at .com, you receive 100% plagiarism free essays which is professionally written and interesting to read. Do not miss an opportunity to be accepted in your dream university with our help. Numerous students have already used our custom services and they stay with us for years because we deliver essays of premium quality only! Read more: Narrative Essay How to Write an Essay Examples of Persuasive Essays Descriptive Essay Writing Conclusion Writing

Tell Brak - Mesopotamian Capital in Syria

Tell Brak - Mesopotamian Capital in Syria Tell Brak is located in northeastern Syria, on one of the ancient major Mesopotamian routes from the Tigris river valley north to Anatolia, the Euphrates, and the Mediterranean Sea. The tell is one of the largest sites in northern Mesopotamia, covering an area of about 40 hectares and rising to a height of over 40 meters. In its heyday during the Late Chalcolithic period (4th millennium BC), the site covered an area of some 110-160 hectares (270-400 acres), with a population estimate of between 17,000 and 24,000. Structures excavated by Max Mallowan in the 1930s include the Naram-Sin palace (built about 2250 BC), and the Eye Temple, called that because of the presence of eye idols. The most recent excavations, led by Joan Oates at the McDonald Institute at Cambridge University, have re-dated the Eye Temple to ca 3900 BC and identified even older components at the site. Tell Brak is now known to be one of the earliest urban sites in Mesopotamia, and thus the world. Mud Brick Walls at Tell Brak The earliest identified non-residential structure at Tell Brak is what must have been an enormous building, even though only a small portion of the room has been excavated. This building has a massive entrance way with a basalt door-sill and towers on either side. The building has red mud brick walls which are 1.85 meters (6 feet)Â  thick, and even today stand 1.5 m (5 ft)Â  tall. Radiocarbon dates have placed this structure securely between 4400 and 3900 BC. A workshop of craft activities (flint-working, basalt grinding, mollusc shell inlay) has been identified at Tell Brak, as has a large building which contained mass-produced bowls and a unique obsidian and white marble chalice held together with bitumen. A large collection of stamp seals and so-called sling bullets were also recovered here. A feasting hall at Tell Brak contains several very large ​hearths and a quantity of mass-produced plates. Tell Braks Suburbs Surrounding the tell is an extensive zone of settlements covering an area of about 300 hectares, with evidence of use between the Ubaid period of Mesopotamia through the Islamic periods of the mid-first millennium AD. Tell Brak is connected by ceramic and architectural similarities to other sites in Northern Mesopotamia such as Tepe Gawra and Hamoukar. Sources This glossary entry is a part of the About.com guide to Mesopotamia , and the Dictionary of Archaeology. Charles M, Pessin H, and Hald MM. 2010. Tolerating change at Late Chalcolithic Tell Brak: responses of an early urban society to an uncertain climate. Environmental Archaeology 15:183-198. Oates, Joan, Augusta McMahon, Philip Karsgaard, Salam Al Quntar and Jason Ur. 2007. Early Mesopotamian urbanism: A new view from the north. Antiquity 81:585-600. Lawler, Andrew. 2006. North Versus South, Mesopotamian Style. Science 312(5779):1458-1463 Also, see the Tell Brak home page at Cambridge for more information.

The US Foreign Policy Essay Example | Topics and Well Written Essays - 250 words

The US Foreign Policy - Essay Example Such attacks are often inaccurate and end up killing innocent Yemeni citizens, and this was on the rise in 2010 when the AQAP undertook an unsuccessful attack on the US. Your conclusion on the result of the actions of the US is clever, in that, as the AQAP take control of the rural areas of Yemen, the US backs the central government of Yemen; thus, the divide. Indeed, the aggravation of the lack of stability in Yemen by the faked relationship with the US is veritable. I agree with you on the salient position that the US holds in respect to the stability of Bahrain. The internal unrest encountered in Bahrain in 2011 was dealt with through the help from the other Gulf States. However, these Gulf States would not help Bahrain in protecting it from outside threats, such as Iran.These states do not agree on how power should be divided among the Gulf States. One side advocates the Sunni while the other advocates for the Shea. In an apt manner, you have explicated the need to have the US involved in Bahrain’s strategies hence leading to the stability encountered. The US shields Bahrain from external terrorism and Iran through discouraging nuclear programs by the use of economic pressure. Moreover, the US has helped in advocating the rights of workers and removing the ‘kafala’ system that compels the immigrant workers to work for the employees who helped them come to Bahrain. Your argument is well grounded and is insightful.

Safety, Health & Security Essay Example | Topics and Well Written Essays - 1000 words

Safety, Health & Security - Essay Example The impact of positive and negative stress on the workplace should be determined. The need for workplace health, safety, and security training should be assessed. And last but not least, effective violence prevention programs should be designed to prevent sexual harassment, unethical behavior, etc. at work. In the western world, development of workplace has been characterized by technologies and jobs that are designed to improve productivity and processes. However, in many cases it has been found that adequate care has not been taken in ascertaining the impact of the job process or technology on the workers. This has led to various imbalances at the workplace, which resulted into attrition, job dissatisfaction, excessive stress, and fall in productivity, etc. Sometimes, it can be observed that machines involved in the work processes have been unnecessarily dangerous. Hence, there is urgency in the industries to improve the conditions at the workplace to give the workers a better environment. Thus, a need of ergonomic research and development has emerged. Ergonomics can be defined as a multi-disciplinary science that seeks to conform the workplace and all its physiological aspects to the worker (Goetsch, 2011). It deals with the different subjects entailed in the improvement of the work place conditions. Ergonomic problems in the workplace manifest among the workers in various ways. The problems are indicated by the conditions of the human factors at the workplace. The bad effects of below standard or unsuitable equipments and systems on the human beings at work can become discernable in the following ways: 1. Musculoskeletal Disorders (MSD) can vary from common pains and aches to relatively more serious difficulties. Medical practitioners recommend that symptoms and signs of physical difficulties at work must be reported before a permanent damage or serious injury actually occurs. The most frequent MSDs that can be observed among the workers in particularly