Healthy Bruneians Just a Dream - 860 Words

To be wealthy, one must first be healthy. In most cultures, having good health is considered a boon. However, people often take it for granted, especially with the modern lifestyle in today’s world. In Brunei, citizens are given the privilege of free medication, where they can enjoy all the medical and health benefits. In spite of that, people are easily blinded by these benefits, and may or may not be conscious of their own health. This essay will focus on two of the major concerns, specifically in Brunei, and will further elaborate some of the health issues surrounding them. One of the major concerns, which may lead to an assortment of health problems, is smoking. It is the leading cause of disease and premature death across the globe, including in Brunei. Known to be extremely dangerous to the human body, smoking is one of the major risk factors in heart disease, stroke, pancreatic cancer, and a variety of other diseases. Citing a report from the Tobacco Control Unit, according to the 2008 statistic, 90 per cent of the lung cancer cases are smokers. The development of such cancer is largely due to the presence of various poisonous chemicals in tobacco smoke, such as tar and arsenic. In addition, smoking also raises blood pressure resulting in hypertension, where in Brunei, hypertension deaths reached approximately 10 per cent of total deaths according to the World Health Organization (WHO) data published in 2011. Although the number of males is more superior in the

Essay - 1978 Words

Ali Abdullah Saleh was President of Yemen for 22 years and his power ended in 2012. Then, he was replaced current day president Abdrabbuh Mansour Hadi, who had been Vice President from 1994 to 2012. When Hadi originally became president in 2012, he was only supposed to be in control for two years as part of a settlement after the Arab Spring in 2012 but he has yet to step down. Saleh’s followers, Houthis (Shiites), tried to overthrow Hadi’s followers, Sunni’s. Saudi Arabia was concerned because they are mostly Sunni’s and didn’t want to be surrounded by Shiites and Iraq and Iran were already mostly Shiite. America is part of this dispute because under Obama’s presidency, we sold Saudi Arabia $115 billion worth of weaponry that they have†¦show more content†¦Each of the governments adhere to a certain religion and, therefore, I am using this map to also describe the religious tendencies of each area. The mid to Eastern part of the cou ntry is controlled by Hadi and the Sunnis. The Western part of the country is controlled by Saleh and mostly Shi’ites. Then, a good portion of the central Northern and central Southern regions are occupied by Al Qaeda. There is also a small area on the Southwest that is occupied by Al Qaeda. Most of the areas occupied by Al Qaeda are controlled by Sunnis but ongoing fighting in the region has given Al Qaeda an opportunity to take hold of the region. This has recently added a third presence to the region which has changed the landscape. Map 2: Pre-1990 Borders The pre-1990 borders map shows that before the civil war broke out, Yemen used to be divided into North Yemen and People’s Republic of Yemen. Saleh was the President of North Yemen but became President of Yemen when the two united. The then President of the People’s Republic of Yemen became Vice President of Yemen when the two countries united but that only lasted four years until Hadi became Vice President. (Medea) This is important because it shows that before 1990, Yemen had two distinct nations governed by Sunnis to the North and Shi’ites to the South and Southeast. Al Qaeda did not have control of either nation. North YemenShow MoreRelatedWhat Is an Essay?1440 Words   |  6 PagesBuscemi Essay #3 Rough Draft An essay is a creative written piece in which the author uses different styles such as diction, tone, pathos, ethos or logos to communicate a message to the reader using either a personal experience, filled with morals and parables, or a informative text filled with educational terms. Educational terms could mean the usage of complicated and elevated words or simply information you would get in schools. Some authors, such as Cynthia Ozick, claim that an essay has noRead Morenarrative essay1321 Words   |  6 PagesNarrative Essay A Brief Guide to Writing Narrative Essays Narrative writing tells a story. 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Read MoreEssay763 Words   |  4 PagesCan’t be Built on Soccer Fever† and â€Å"Na Na Na Na, Hey Hey, Goodbye† In Jonathan Zimmerman’s essay â€Å"African National Identities Can’t Be Built on Soccer Fever† he describes how soccer brings the people of Africa together. He talks about the unity of Africans and how much soccer is a part of their lives. He also describes the underlying reason of why soccer is so heavily pushed. The perspective in the essay â€Å"Na Na Na Na, Hey Hey, Goodbye† Tim Bowling discusses his passion for hockey and his hate forRead MoreThe Colonel Essay1320 Words   |  6 PagesIn the essay, The Colonel, Michael Hogan illustrates the importance of the influential sport of tennis. Hogan writes about how tennis changed his life from an early age. When he was younger he saw tennis as a rich mans sport in which he had no interest. One of his much-respected neighbors, the colonel, approached Hogan’s father with the idea that his son might like to learn how to play tennis. 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How Celtic is Iron Age Britain Free Essays

The construct of sorting a period of prehistoric culture as the Iron Age was foremost introduced in the nineteenth century, and subsequently validated by the massively important finds at Hallstatt and La Tene. Subsequently, the epoch was broken down into chronological periods, against which the British Iron Age is now defined. For easiness of definition, The British Iron Age tends to be broken into three periods, Early, Middle and Late, crossing approximately 1000 old ages, from 800 BC to the second century AD, and is so named owing to the find and development of Fe taking prevalence over the usage of bronze. We will write a custom essay sample on How Celtic is Iron Age Britain? or any similar topic only for you Order Now The term Celtic, holding passed into the slang, is now nil more than a obscure generic term. The traditional position was that Iron Age Britons were portion of a huge Celtic Commonwealth which so stretched across Europe, a universe of peoples who spoke related linguistic communications, and who shared a typical set of values, societal establishments, spiritualty, art and other facets of life and civilization. ( James 1997, 2 ) . This is now acknowledged to be a monolithic simplism, a romanticised impression Born of theories put frontward by eighteenth century bookmans, based on classical Latin and Greek beginnings. Edward Lhuyd proposed that Welsh, Scottish and Irish languages all root from the ancient Gaulish. The label Celtic was so transposed from the linguistic communications to the people themselves, landscapes, and their sensed civilization and art. Historically and archaeologically talking, this word is unhelpful and uninformative. Indeed, Simon James has suggested that naming the Iron Age Celtic is so deceptive that it is best abandoned. ( James S. 01.06.98 ) As the term Celtic is virtually nonmeaningful, for the intent of this piece we shall look into to what extent the autochthonal population of Britain were influenced by their Continental opposite numbers. It was thought that the Iron Age Britons ( consisting of diverse and frequently warring folks and were in no manner unified ) were capable to a figure of Belgic invasions during the Iron Age. Some of the grounds for this theoretical account comes from Caesar, who states that anterior to his ain expeditions of 55 and 54 B.C. , the population of the coastal parts of south-eastern Britain had themselves migrated from Belgic Gaul, foremost in hunt of loot, and later in order to settle for good. He besides reported that in his ain life-time, Diviciacus had been non merely the most powerful swayer in all Gaul, but had besides exercised sovereignty in Britain. ( D.W. Harding 1974, 201 ) There is archeological grounds which has been used to back up this theoretical account. The find of the Battersea shield in 1857, an elaborately decorated piece, is similar to a bronze shield found in the river Witham in Lincolnshire. Both are similar in design to artefacts found at La Tene. These discoveries, combined with graveyard sites in Aylesford, Welwyn and East Yorkshire, which bore close relation to Gaulish burial rites, were taken as verifying the theory of invasion as the principal, even exclusive, cause of alteration in prehistoric Britain. ( James 1997, 12 ) With the coming of Fe came a figure of bastioned defense mechanisms or hillforts. There are about 3,300 such defense mechanisms on mainland Britain. It was originally thought that these were a response to an invasion in the third century B.C. allowing loose sets of Gaelic warriors over big parts of the south state. ( Harding 1974, 54 ) However, subsequent probe has found that techniques such as lumber lacing, which was prevalent on the Continent, was besides adopted in Britain. This presents us with the fact that there were so links with the Continent, which were non needfully hostile, as their engineering is shared and assimilated. Some folks depended wholly on agribusiness where the land and dirt permitted ; others in coastal parts where the land was non so hospitable, subsisted wholly from the sea. Settlement types varied consequently, from the normally used roundhouse, to the Lake Village close Glastonbury in the Somerset degrees, to the rock built brochs of Northern Scotland. Such diverseness does non look to hold been echoed on the Continent, although there were similarities in some countries. Mentioning to a colony in Kent, Caesar wrote that the edifices were situated in close propinquity to each other, and really similar to the colonies of the Gauls. However, there remains small grounds to day of the month to propose a strong relationship between the homes on the continent, and those in Britain. The economic system chiefly relied on agribusiness and the industry of certain goods. Barry Cunliffe describes it therefore: a loosely parallel development between Britain and the Continent, the two countries retaining a close contact, which encouraged a free flow of thoughts and an exchange of goods, while autochthonal traditions remain dominant. ( Cunliffe 1991, 442 ) The usage of mintage came into pattern around 100 B.C. and straight emulated the Gallic system. There were comparings with the economic system of the Continent, but the British remained insular to some extent until the ulterior Roman invasion. We have some archeological grounds of the funerary patterns of antediluvian Britain, but merely classical mentions inform us as to the Gods, Druids and priesthoods intrinsic to these beliefs. Harmonizing to Caesar, the Gauls and the British shared several patterns, including the preparation of Druids. In the early Iron Age, the disposal of organic structures left no archeological hint. The in-between Fe age sees graveyards and burials with goods, whilst the late Iron Age sees the debut of cremations form Gaul. In add-on, many organic structures from this epoch have been retrieved from peat bogs throughout northern Europe, frequently with marks of multiple causes of decease, possibly bespeaking ritual forfeit. Evidence suggests that similar beliefs are held throughout Europe at this clip, and would look to denote a belief in some signifier of hereafter. Much is made of the Celtic caput cult, but this mostly depends on reading of the grounds. ‘There is no uncertainty that the cap ut was considered the most of import portion of the human organic structure the accent on head-hunting demonstrates this and the emphasis on the caput in Celtic art is incontestible. Yet I believe it is a error to believe in footings of a specific head-cult’ ( Green 1986, 216 ) . In decision, how Belgae Gallic was Iron Age Britain? Surely, many facets of Iron Age life were influenced by the Belgic Gauls, to changing grades throughout the period. But to name the British Iron Age Celtic is a simplified generalization ; some countries were touched by Continental patterns, others, more geographically remote from the south seashore will hold felt their influences far less. However, it seems far less likely that Britain was invaded per Se. Simon James states that Britain in the Iron Age grew with critical, if non fickle, parts and influences from Continental Europe in the signifier of trade, kinship links, and reasonably surely some localized in-migration, particularly in the late Iron Age South. ( James 1997, 84 ) The revisionist theory seems at this minute far more plausible than the construct of sweeping invasion. Bibliography Cunliffe, Barry, Iron Age Communities in Britain, Routledge 1991Green, Miranda, The Gods of the Celts, Gloucester 1986.Harding, D.W. , The Iron Age in Lowland Britain, Routledge and Kegan Paul, 1974James, S. A ; Rigby, V. , Britain and the Celtic Iron Age, British Museum Press 1997James, S. , 1998 Peoples of Britain ( online ) UK ; Available: hypertext transfer protocol: //www.bbc.co.uk/history/ancient/prehistory/peoples_03.shtml Accessed 29th April 2005 How to cite How Celtic is Iron Age Britain?, Essay examples

Law of Business Organization for Pop Pte Ltd -myassignmenthelp

Question: Discuss about theLaw of Business Organization for Pop Pte Ltd. Answer: Brief Fact of the Case: In the given case the Pop Pte Ltd is a private limited company being registered office at Singapore and is involved n the business of retail furniture. Priscilla is the sole shareholder and the director of the company. Dod Pte Ltd is a private company who manufactures outdoor living room furnitures and is a major supplier of goods to Pop. Pop has a debt of S$ 30,000 to Dod for a 15 sets of outdoor furniture supplied to Pop on 1st of March 2017. On 1st August 2017 Dod filed an insolvency proceedings against Pop for the debt amount. The court passed a winding up and order and appointed a liquidator. Now the liquidator has collected all information relating to the assets and liabilities of Pops company. When a company gets dissolved by the order of the court it is known as winding up or liquidation. The process of liquidation involves the investigation into the affairs of the company, realization of the assets of the company, payment to be made to the creditors of the company and is any surplus is left after the payment made to all the creditors of the company then the surplus is to be distributed among the beneficiaries of the company. The process of liquidation is conducted by the court by appointing a private liquidator who has certain duties, responsibilities and liabilities in conducting the process (Wan, 2016). Various provisions of the law states the duties or responsibilities of the liquidator in discharging its duties. Therefore the functions of the liquidators are various and they shall abide by the rules and regulations of the legislation relating to the process of liquidation. The Singapore Bankruptcy Act deals in the insolvency procedure of an individual and shall be re ad with the insolvency provisions of the companies Act 2006 of Singapore. As per the provisions of the Bankruptcy Act of Singapore Secured creditors have the priority over all the claims of the creditors (Alexander, 2016). The general ranking of the creditors as per the type of debt they owes the liquidated company are as follows: The liquidators fees or expenses shall be the first priority after disposing the assets of the company. Creditors claim secured by fixed charges; Costs and expenses for the process of winding up of the company; Wages or salary other remuneration due to the employees; Taxes to be paid to the government; Claims secured by floating charge; Unsecured Creditors; If any surplus is left shall be distributed within the beneficiaries of the company (Hazarika, 2014). Therefore, as per the details provided in the fact of the case the liquidator will rank the claims as follows: Ocean Bank will receive the amount to the extent of fixed charges on machineries of the Pop Pte Ltd. S$ 15,000 incurred for the cost and expenses in the process of liquidation. S$20,000 unpaid wages of the employees and workers. Ocean bank will receive the amount to the extent of floating charges on the inventories stored in Pops Warehouse Dod Pte Ltd as an unsecured creditor of Pop Pte Ltd shall receive S$30,000 as unpaid debt by the Pop Pte Ltd (Chan, 2016). The liquidator has the power to challenge in case of any transaction which has been made by the company within five years before the date of application for the winding up of the company is made which an undervalue transaction and is the reason for the insolvency of the company. In such case where the company has sold any of its goods at an undervalue price, the director of the company shall be liable to pay such amount to the liquidator at the time of winding up of the company. Therefore, in this case the liquidator will recover such amount from the sole shareholder and the director of the company i.e from Priscilla the amount which the company may have received if the transaction in the month of May and June would have been made at a market value (Saba Rahman, 2016). In case of liquidation of a company, the director or directors of the company may be liable for certain offences made before the company has become insolvent or the transactions made by the directors has led to the insolvency of the company. Following are the transactions which can make a director liable under the Companies Act (Chan et al., 2014). Directors entering into transactions before liquidation: Where a company has either bought or sold any goods or services within two years before the application for liquidation has been made, the liquidator may recover any amount from the director of the company on the amount which has been over valued or undervalued (Steele, Wee Ramsay, 2016). This has been stated under Section 331(1) of the Companies Act. Section 340 of the Companies Act states that in case of breach of duty by the director of the company, the liquidator has the right to apply before the court against the director on the ground that the director has carried on the business of the company in a fraudulent manner and the director shall be liable for such acts (Wei, 2015). Section 341 of the Act also states that when the directors are in breach of its duties towards the company, the liquidator may apply before the court for the breaches conducted while acting as the director of the company and shall be liable for such acts. Directors have the duties to look into the fact that not to take any debt on behalf of the company when the financial position is such that it will not be able to repay such debts or else the director shall be liable for the offence. The directors shall be liable to under section 339(3) of the Companies Act for such act and shall be responsible to pay such debts from the personal account of the director under Section 340(2) of the Act. Therefore, as per the given case Priscilla has acted violating the provisions of the Act and will be liable for the acts. The transactions of May and June are contradicting the provisions of the Act and as such the director Priscilla is liable (Lund, 2014). Ocean Bank is a creditor of Pop Pte Ltd and has all the rights of the creditors over the company. Ocean bank shall get all rights as a creditor of the company during the insolvency procedure of the company. Ocean bank has two type credits one is fixed charge credit and another is floating charge credit. The Ocean Bank is a secured debtor and shall not have to prove that it has provided credit to the company. The bank shall not have to initiate its claim before the liquidator in case of disposing the assets and distributing the amount to the creditors. The bank as a secured debtor has the right to receive the full amount on the fixed charge credit before any other creditor is paid from the liquidated amount received by the liquidator after disposing the assets of the company (Chan, 2016). The bank shall also get the amount of credit given on floating charge basis. However, the bank shall receive such amount only after all other creditors of the company are paid off. Moreover, the bank as a secured creditor of the company shall not receive any interest after six months from the liquidation of the company is made and shall receive the dividends from the liquidator as announced by him from time to time after disposal of the assets of the company (Agarwal et al., 2016). A creditor who is secured and can establish themselves as a valid creditor of the company will receive the amount so credited with such amount of interest from the liquidator after the insolvency procedure is completed. A bank will be paid to the sum of fixed charge on the assets of the company and rest amount of the floating charge shall be paid as an in-secured creditor the company. Therefore, the bank have file a claim for the floating charges on the inventories of the company to the liquidator to get the amount given as credit to the company with such percentage on interest within the period as may be prescribed by the liquidator (Tay Chan, 2016). Thus, bank being a secured creditor is at a advantageous position and can recover the amount so credited to the company with such amount of interest. Reference: Alexander, K. H. (2016). Guidelines to new Chapter 15 forms.Insolvency Restructuring International,10(1). Wan, W. Y. (2016). The illegality defence in corporate law claims against directors and officers.Hong Kong Law Journal,46(1), 225. Hazarika, M. (2014). A Critical Analysis of the Provisions of Indian Companies Act Governing Creditors Protection during Corporate Insolvency. Chan, A. (2016). Global and Regional Practices in Financial Restructuring and Bankruptcy Laws: Lessons to Be Learned from Singapore. InGlobal Insolvency and Bankruptcy Practice for Sustainable Economic Development(pp. 219-264). Palgrave Macmillan UK. Saba, H., Rahman, S. (2016). A Comparative Analysis of Cross-Border Insolvency Proceedings between United Kingdom and Singapore.Bocconi Legal Papers,8, 131. Chan, A., Chan, J., Tay, J., Yeo, A. L. (2014). Cross-border insolvency and its impact on arbitration.SAcLJ,26, 999. Steele, S., Wee, M. S., Ramsay, I. (2016). Remunerating Corporate Insolvency Practitioners in the United Kingdom, Australia and Singapore: The Roles of Courts. Wei, S. (2015). Table of Contents: Corporate Law in China: Structure, Governance and Regulation (Sweet Maxwell 2015). Lund, A. J. (2014). International Insolvency Law: Reforms and Challenges, by Paul Omar (ed). Chan, A. (2016). Global and Regional Practices in Financial Restructuring and Bankruptcy Laws: Lessons to Be Learned from Singapore. InGlobal Insolvency and Bankruptcy Practice for Sustainable Economic Development(pp. 219-264). Palgrave Macmillan UK. Agarwal, S., He, J., Sing, T. F., Zhang, J. (2016). Gender Gap in Personal Bankruptcy Risks: Empirical Evidence from Singapore.Review of Finance, rfw063. Tay, Y. S., Chan, T. S. (2016). Singapore's bankruptcy jurisdiction and the absconding debtor.SAcLJ,28, 242.

The Super Teens of the 21st Century: Managing Stress Effectively

Super active. Super busy. Super stressed. ​Modern teens are over-stimulated and over-burdened, and it's leading to an epidemic of insomnia and stress. The average teen achieves between 3 and 5 hours of sleep per night. With 24 hours in a day, you must be asking yourself what exactly is taking up all their time... On average it equates to 7 hours at school, 1.5 hours of homework, 20 minutes of housework, 45 minutes of paid work, 9 hours of media time, and a potential 5 hours of sleep. However, academic and social pressure is likely to reduce the number of hours of sleep to just 3 or 4, with common causes of sleep deprivation cited as stress and anxiety, alcohol and drug abuse, studying until late at night, and disrupted sleeping and eating patterns.​ Read on for more interesting stats and some tips to help you cope with the stresses and strains of teen life...​ Back to the top Getting to the core of the problem​ By the time we reach adulthood we are used to experiencing stress, and many of us have developed ways of coping with it and managing it effectively. From healthy stress management techniques like yoga and meditation, to less healthy methods like alcohol and drugs, we all have our own ways of handling stress when it builds up. Teenagers, on the other hand, often feel the same amounts of stress as adults, or even more in some cases; however, teens have often not matured enough to be able to cope with large amounts of stress, and it can therefore have a negative impact on their health and wellbeing. What is stress? Stress is your body's way of responding to challenges. When faced with a stressful situation, your body produces cortisol, a hormone that helps give you the strength, energy, and focus to act on your fight or flight instincts. In small amounts, stress gives you the motivation to get things done. However, if problems aren't dealt with and your stress isn't managed properly it can build up and begin to manifest itself in a number of negative ways.What causes stress in teens? Teenagers aren't responsible for paying the mortgage and bills, doing the weekly food shop, planning meals, and budgeting for the household etc. However, that's not to say that these things don't inadvertently lead to elevated stress levels on top of the main things that cause them stress. Some of the things that might be causing your teen undue stress include:School and academic life: The number one stressor amongst teens is the constant pressure to do well at school. Many young people are trying to balance exam revision and homework with extracurricular activities and school sports teams, as well as family and peer commitments and getting enough sleep. Social and peer pressure: Aside from academic stress, one of the main things that can stress a teen out is fitting in with their peers. Some teens find it hard to make friends, so many may find themselves going to extreme lengths to impress their peers and get people to like them. They may do things that go against their morals, such as taking drugs or drinking alcohol, but peer pressure is a strong force to reckon with. ​Family problems: The teenage years are a delicate period, and your teen is very sensitive to changes in their environment. Arguments and tension between siblings, disagreements with parents, and a lack of parental attention can all cause a teen to feel stressed. As much as you try to shield them from your own worries and tensions, they will pick up on it and will feel just as stressed as you do. Physical changes: Teenagers are going through puberty and experiencing lots of scary and new things happening to their bodies. Hair sprouts in new places, hips change shape, voices lower, pimples appear on the face; teens are very self-conscious and all these changes can stress them out a lot. Other things that can cause stress in teenagers include low self esteem, traumatic events, changes in routine, romantic relationships, loss or bereavement, and family financial problems, among others. How to spot the signs of stress in teens If your teen is suffering from stress they may begin to exhibit many of the following signs and symptoms: Emotional: Feeling sad, hopeless, and down; being moody or grumpy; feeling worthless or having low self-esteem; finding it hard to relax; getting more angry than usual; crying and experiencing mood swings. Behavioural: Nervous or anxious behaviour; withdrawing from family or peer activities; comfort eating or eating less than before; sleeping for longer periods of time; having less energy than usual; caring less about their appearance; being more aggressive than usual. Cognitive: Difficulty concentrating and staying focused; being more irrational then before; getting easily confused; getting lost in thought or unable to keep up with a conversation; difficulty remembering things; making errors in judgement; being more unorganised. Stress management tips for teens Don't let stress begin to build up to a level where it has the opposite of its intended effect. Too much stress can impede your quality of life by manifesting itself in sleep problems, comfort eating, skipping meals, and using drugs or alcohol as a crutch. You can manage your stress in a much healthier way by following these tips...​ Exercise: Physical activity has a number of great benefits when it comes to managing stress. Aerobic exercise triggers the release of endorphins, aka the happy hormones, which help to lift your mood and make you feel good. Doing an activity with friends adds a social component so you'll be spending time with others, having fun, and strengthening your cardiovascular system at the same time. Sleep: Ok so we know that teens are super busy and average about 4 or 5 hours sleep a night, but it's really important to try and get at least a few good nights' sleep each week to recharge your batteries. Avoid caffeine late in the day, and wind down in the evening with a warm bath, followed by a glass of warm milk and a good book. Try to avoid watching TV or using your phone or laptop for an hour or so before bed to help your brain switch off. ​Eat: We all know the old adage that you are what you eat, but many of us brush it off as unimportant. However, what you fuel your body with has a direct correlation to how well it will perform. Fill it full of processed junk food and you'll feel sluggish and lethargic; fill it with lean meats, oil fish, vegetables, and whole grains and it'll run like a prestige car run on premium diesel. ​Drink: Your body is made up of around 70% water, so it's vital that you remain well0-hydrated if you want to equip your body to cope with life's pressures. Dehydration can affect your concentration, make you feel tired, and cause dizziness and light-headedness. Aim to drink at least 1.5 litres of water each day, and avoid alcohol and caffeine as much as possible as they are diuretics and can make dehydration worse. Hobby: As busy as your day is with all the school work, it's important that you take some time out to enjoy a hobby and relax for a while. Whether you enjoy playing the guitar, doing jigsaw puzzles, cooking, or drawing, make sure you take at least half an hour out of your day to indulge in some ‘me time' and do something that makes you happy. This is one of the best ways to relax, calm down, and reset your batteries.

Biography of Vincent van Gogh and Igor Stravinsky

Biography of Vincent van Gogh and Igor Stravinsky Free Online Research Papers â€Å"One may have a blazing hearth in one’s soul and yet no one ever comes to sit by it. Passerby see only a wisp of smoke rising from the chimney and continue on their way.† Vincent van Gogh Vincent van Gogh (March 30, 1853-July 29, 1890) second child to Anna Cornelia Carbentus and Theodorus van Gogh would be plagued by mental instability for the greater part of his life. Vincent was one of seven children born to the van Goghs†. The first child also called Vincent and oddly enough, born on the exact same day one year prior, was stillborn. After Vincent, came five other children, two boys and three girls, but only felt the great connection to his brother Theo. During his 37 years, Vincent exchanged over 600 letters with his brother. Unlike Vincent, who saved very few of Theo’s letters, Theo has preserved most, if not all, the letters he received from Vincent. These letters can be read on http://webexhibits.org/vangogh/. Early in his life, Vincent displayed an irritable, restless, disposition that was to thwart his every pursuit. It is unknown if one specific condition affected him or a combination of a few. If you were to ask today’s experts they may tell you he could have suffered from Epilepsy, Bipolar Disease, malnutrition, or a combination of the three. Which ever condition he was inflicted with caused him many years of pain and suffering. As a young man, Vincent felt drawn to love and wanted to help mankind. Unfortunately Vincent found it very hard to carry on relationships with other individuals. As a youngster knowing he shared a name and birth date with his older brother, may have led to his feelings of powerlessness and inadequacies. When he was eleven years old, his father thought he was getting out of hand, and he was sent away to a boarding school in Zevenberger. Leaving his family at such a young age could not have been easy on the boy. While away at school he learned three languages; but, due to financial reasons, he was unable to complete his schooling and returned home. When Vincent turned 16, his Uncle Vincent, nicknamed Uncle Cent, hired him to work as a clerk at Goupil and Co. Vincent learned to be an art dealer and became interested in the new styles in painting. He was soon transferred to the London office where life seemed to change for him. Once in London he rented a room in the home of a clergyman’s widow, Mrs. Loyer. While there he fell in love with her daughter Eu?ene. When he finally mustered up the courage to tell her his feelings for her she rejected him. Sadly this would be the first of many rejections he would have to endure throughout his life. Upon her rejection, he left the quarters at Mrs. Loyer’s house and lived alone for a period of time until his Uncle Cent arranged for him to be relocated to the Paris office in hopes that his spirit would be lifted. Upon making this change van Gogh lost all of his desire to be an art dealer. He decided instead, that he wanted to follow in his father’s footsteps and become a preacher. Against his parents’ better wishes they agreed to pay for his education. He decided to abandon his training in Amsterdam, and enrolled in a training school for lay preachers. Graduates of this school were not full-fledged ministers, but learned enough to spread the Gospel among the poor. He went to preach at the coal mines in southern Belgium. He went deep underground, to watch the miners work. He tended to accident victims of cave-ins and fires. He started a bible school and preached at a dance hall. During this time he was able to identify with the miners, their lifestyles, and their families. The interaction he had with the peasants and the working class becomes evident later on in his works depicting peasant life. While in the coal mines Vincent decided he wanted to become a serious artist. It was through his artwork that he could finally open up and express his feelings. He wrote Theo hundreds of letters discussing the new techniques he was practicing along with the interaction he had with the locals. In 1881, at the age of 27, Vincent went back home to his parents. Once he was back at home he set out to teach himself how to draw. He painstakingly tested a variety of different styles of drawing using different subject matters to experiment with. After a few months of staying with his parents, Vincent had another life shattering event. His first cousin, Kee Vos and her four year old son, came to live with the van Gogh family. Vincent fell in love with Kee, and to express his feelings to her, he spoiled her son. She mistook these actions as being a caring eccentric relative but when he expressed his love for her, she rejected him and parted soon after. He couldn’t bear the rejection of another woman and went out to locate a prostitute for some companionship. This is how he came to befriend Sien. Sien was a prostitute who had an 11 year old daughter and pregnant with another child. She was the subject of many of his drawings to include, Sorrow 1882. At one point had and he considered marrying her. When Vincent contracted gonorrhea from her and found himself in the hospital with a lengthy recuperation it put a strain on the relationship. He became irritable and moody and decided his artwork was more important than the bond with her. Eventually, their relationship crumbled and she ultimately moved out. From the start of van Gogh’s artistic career he wanted to draw and paint people. There are drawings that show how he mastered weathered hands as well as other body features. He wanted to create a multiple figure piece to show the artistic community that he had talent. In 1885 he created The Potato Eater. This piece seemed very dark and the attempts to paint figures look distorted. He felt that since this piece was a failure he should have some formal training in technique. This painting is considered to be his first masterpiece, which he did not come to realize while he was still alive. Later that year he entered Antwerp Academy. It was at this time that van Gogh started to study how light and color reflected on his subjects. In letters he wrote to his brother Theo, he went into great detail about all the different methods he used to try to achieve the perfect balance. By early 1886 Vincent moved to Paris and moved in with Theo. He stopped using the dark colors that he selected in The Potato Eaters, realizing they were out of date and started using brighter colors. He developed an interest in the Japanese style and met several artists of that time including Paul Gauguin, Camille Pissarro, Claude Monet, and Emile Bernard. He wanted to open his own art school and asked his new friends to join him. He was convinced that using his new vibrant color combinations would contribute to modern art. Toward the end of 1888, van Gogh started exhibiting more signs of mental illness. He suffered from epileptic seizures, shifting from extreme happiness to manic depression, and delusions. Even his brother Theo wrote in a letter to his family that van Gogh â€Å"appears as if there are two different beings in him, the one marvelously gifted, fine and delicate, and the other selfish and heartless†. Van Gogh decided to move to Arles France where he rented four rooms. This house was more than a place to sleep and paint in, it became symbolic for him. He referred to it as the house of light. He was hoping to use this house to open a new artists’ commune. Other artists would come and live there with him and share his expenses and work together. But when all was said and done only one artist, Paul Gauguin, came to live at the yellow house. In the beginning van Gogh was very happy to have Gauguin there; he had great hopes of having a successful artist community. But it was apparent early on that there was a great difference in the two men’s personalities. When Gauguin arrived he found the house to be in disarray as well as van Gogh. Assessing the financial needs for such an endeavor, Gauguin attempted to put the household on a budget. By early December the tension between the two men was evident. Vincent wrote to his brother expressing his feelings about whether Gauguin was going to stay or move out. Gauguin too was unsure whether he should stay or not; he even wrote to Theo expressing his feelings about leaving, then would write again about staying. There were episodes that Gauguin would awaken to Vincent standing over him; who knows what would have happened if he failed to wake up in time. I believe this indecisiveness on Gauguin’s part led to a psychotic incident with Vincent. On Christmas Eve, while taking a walk after dinner, Gauguin recounts an episode where he heard familiar footsteps coming up quickly behind him. When he turned he saw an enraged Vincent rushing toward him with a razor in his hand. Looking at Gauguin, Vincent realized what he was doing turned, and ran the other way. Gauguin went to the local hotel and fell asleep. Vincent did not return home. That night he went back to the yellow house and used the razor to slice off his earlobe. He then wrapped the lobe in newspaper, went to the local brothel, and gave the package to one of the prostitutes, Rachel. He returned to his house and was found the next morning near death from bleeding and lack of good health. After the recovery of his attack, he returned to the yellow house and began painting again. He had joked about the incident and was not even concerned about his missing earlobe. This recovery did not last long, he found himself in and out of the hospital suffering from more attacks and delusions. Vincent traveled to Saint-Rà ©my-de-Provence where he committed himself to an asylum. Although suffering from attacks, he was unable to draw for months at a time; he managed to paint Starry Night 1888 which has been labeled one of the most influential pieces in history. All in all, while in the asylum, it is said that Vincent did some of his best work ever. It is important to note that over the years there has been much speculation as to the cause or reasons behind van Gogh’s attacks. In a conversation with the son of Theo, Vincent Willem van Gogh, Vincent’s attacks seemed to be timed with certain news of the day. For example van Gogh started having trouble with Gauguin when Theo announced his engagement to Johanna Bonger. Then there were other incidences when Theo and Johanna married, the announcement of Johanna being pregnant, and the actual birth of their baby. There is no mention in Vincent’s letters to Theo about these events. It is speculated that Vincent was afraid he was going to be cut off from his allowance that Theo had been sending him most of his adult life. What was mentioned in a letter to Theo, from Vincent, is his animosity toward art dealers and the fact that a dead artist was valued more than a living one. Some feel that he contemplated suicide as a way to pay Theo back for all of his support. On July 27, Vincent went out to paint, took a revolver with him and shot himself in the abdomen. He was found the next day, weaken from blood loss. His friend (and doctor) Dr. Gachet was summoned with Theo to his bedside. Vincent died the next day, on July 29, after spending the day smoking his pipe and talking to his brother. He would no longer be a burden on his brother. Unfortunately, his brother did not fair so well after his death. He tried without luck to find a gallery to display Vincent’s artwork. He had troubles with his employer, quit his job, and eventually turned hostile. He was hospitalized just as his brother had been. Upon his recovery, Johanna took him to Holland, where he succumbed to a weighty depression. Six months after the death of Vincent van Gogh, Vincent’s brother Theo died as well. The doctor on duty noted that Theo suffered from â€Å"overstrain and sorrow.† I believe he died of a broken heart at the loss of his cherished brother. Although Vincent van Gogh’s life was short, he was able to do something that no other artist before him achieved. He introduced real life and feelings to modern art instead of just painting what you see. It is evident that he didn’t follow a prescribed path. He used his drawings to perfect his talents and he used his paintings to reflect his feelings. He idolized other painters of his day, never imagining that he too was, a great painter. He took the techniques of the time and turned them into his own creations. When he realized that his color palette in The Potato Eaters was to dark he used brighter colors. When he was not pleased with his attempts to draw figures he studied anatomy. By changing brush stroke patterns and paint textures Vincent was able to create masterpieces. But as evident in Starry Night’s swirling colors and turbulent skies; one may conclude that Vincent experienced those same emotions in his head. Igor Stravinsky (June 17, 1882 – April 6, 1971), Russian-American composer was considered by some to be the most important composer of the 20th century. Born in a village on the Gulf of Finland, he was one of four boys. He did not seem to have very fond memories of his parents or his brothers. When he talked about his childhood he seemed lonely and unhappy, but when asked why, he was unable to offer exact reasons for the unhappiness. It may have had something to do with his father’s quick temper or his mother’s expression of distaste for his music. He did not talk much about his brothers. Roman, eight years older than him, died while Igor was still a boy. Yury, three years older than Igor, who went on to be a structural engineer, died in 1941. But Igor’s younger brother Gury, who was also musically gifted, had a special place in Igor’s heart. Unfortunately, Igor grieved the death of his brother Gury who died in 1917 of typhus while serving i n a Red Cross Unit during World War I. The only other relative that Igor had any affection for was his Uncle Alexander Yelachich, who was a passionate musical amateur (Igor Stravinsky, pg 14). It hurt Stravinsky that his parents did not acknowledge his musical talent since both of them were musicians. His father, Fyodor Stravinsky, bass singer at the Marlinsky Theater, forbade him to study music, as he had a law education in mind for his son. He wanted his son to become a lawyer. But by age 20 Stravinsky had decided to go into music and studied with Nikolai Rimsky-Korsakov who was the leading Russian composer at that time. Stravinsky made a student effort at composing Artifices de feu (Fireworks). This got the attention of Sergei Diaghilev who hired Stravinsky to do some orchestrations, and then a full-length ballet score, L’ Oiseau de feu (The Firebird). In 1910 Stravinsky left Russia to travel to Paris. Once he was in Paris, he composed two more works Petrushka(1911) and Le Sacre du printemps (The Rite of Spring) (1913). The Rite of Spring caused quite a controversy. When the music began to play with complex music and violent dance steps depicting fertility rites, drew catcalls and whistles from the crowd. There were loud arguments in the audience between supporters and opponents of the work. These were soon followed by shouts and fistfights in the aisles. The unrest in the audience eventually degenerated into a riot. The Paris police arrived by intermission, but they restored only limited order. Chaos reigned for the remainder of the performance. Stravinsky was so upset that he fled the theater in mid-scene, reportedly crying. Much like van Gogh, Stravinsky was driven to learn and explore. He was interested in art, literature and life. He took this desire and collaborated with composers, poets, filmmakers and artists. Stravinsky married his first cousin, Katerina Nossenko. Katerina was a close confidant to Igor and their marriage lasted 33 years, until her death in 1939. However he was living a double life with the love of his life Vera de Bosset who he carried on an affair with from 1921 until Katerina’s death in 1939. Upon Katerina’s death he married Vera. Stravinsky’s career fell into three different stylistic periods. The Russian period consisted of three ballets, L’ Oiseau de feu, Petrushka and The Rite of Spring. He composed these for Diaghilev. They are scored for very large orchestras using Russian folk themes. They are reminiscent of Rimsky-Korsakov’s scoring style. The next period for Stravinsky’s style was the Neo-Classical period starting in 1930. This period abandons the great orchestras turning to wind instruments, the piano, and choral works. The Symphonies of Wind Instruments and Symphony of Psalms are among the best ever created for wind instruments. Stravinsky goes on to write a few other great works but by 1951 he never wrote another neo-classic work. The last and final style for Stravinsky, and probably his best work, is the Serial period. This is when he started to use the dodecaphony technique. The technique is a means of ensuring that all 12 notes of the chromatic scale are sounded as often as one another in a piece of music. All 12 notes are thus given more or less equal importance, and the music avoids being in a key (Wikpedia.com). He experimented with this technique in smaller vocal pieces such as Cantata (1952), Three Songs from Shakespeare (1953) and In Memoriam Dylan Thomas (1954). Probably the most important period for Stravinsky was when he returned to the ballet with Agon, a work for twelve dancers that combined the tonality of the neo-classic period with Stravinsky’s own unique take on the Serial method. Vincent van Gogh, like Igor Stravinsky, were both born during the nineteenth century. Both van Gogh and Stravinsky had a need to try new techniques with strong opinions on how to perfect their craft and they each followed a path not yet traveled by others. They lived in several different cities including Paris. And, were both constantly evolving, utilizing different styles and techniques. They differ in the fact that van Gogh was emotionally troubled the majority of his life. He found it increasingly difficult to handle even the smallest rejections. He was unable to find the one true love he longed for and died at his own hand at the age of 37. Igor Stravinsky outlived his family, married once for closeness and companionship and the second for love. Both of these artists are considered to leave behind legacies of their talent and hey have been copied by others who followed them. Stravinsky had the opportunity to see the fruition of his labors but van Gogh did not. â€Å"To continue in one path, is to go backwards.† Igor Stravinsky Bibliography Vincent van Gogh Robert Wallace and the Editors of Time-Life Books, The World of Van Gogh, 1853-1890, Time Life Library of Art Linda Whiteley, Van Gogh Life and Works, Source Books Inc. Enrica Crispino, Masters of Art Van Gogh, Peter Bedrick Books http://en.wikipedia.org/wiki/Yellow_House_(Arles) http://en.wikipedia.org/wiki/Vincent_Van_Gogh Igor Stravinsky Michael Oliver, Igor Stravinsky, Phaidon Press Limited The Columbia Encyclopedia, Sixth Edition, 2001-05 http://en.wikipedia.org/wiki/Igor_stravinsky http://en.wikipedia.org/wiki/Rite_of_Spring Research Papers on Biography of Vincent van Gogh and Igor StravinskyThe Relationship Between Delinquency and Drug UsePersonal Experience with Teen PregnancyBook Review on The Autobiography of Malcolm XHarry Potter and the Deathly Hallows EssayNever Been Kicked Out of a Place This NiceEffects of Television Violence on ChildrenTrailblazing by Eric AndersonCapital PunishmentHip-Hop is Art19 Century Society: A Deeply Divided Era

Fluid mechanics Assignment Example | Topics and Well Written Essays - 2000 words - 1

Fluid mechanics - Assignment Example (1) Continuity Equation: from the consideration of mass conservation one can show that the net volume of fluid per unit time always remains constant as the fluid is incompressible (no variation in density), giving us where HL denotes the Head Lost due to fluid resistance, and all other symbols expressing usual meanings. While the first term is known as Static Head or Pressure Head, the second term is called Velocity Head; and the third term, denoting the Potential Head is zero in our case as the height of the axis at the inlet and outlet is same. In order to verify the basic laws of fluid dynamics, we have used a Venturi Tube or Venturimeter as described in the figure above. The fluid (water in our case) is allowed to flow in through the left-hand-side valve and it goes out through the right-hand-side valve of exactly equal cross-sectional area. In between these two extreme ends, there exists 9 other locations along the axis of the Tube where capillaries are inserted to measure the Pressure Head of the fluid flow from the height of the water in each tube. Thus, one can measure pressure at 11 different locations along the axis of the Venturimeter which is assumed to be the zero Potential Energy line for the fluid. As soon as the fluid flows through the Tube, the total time taken by it to cross-over the horizontal length of the Tube is also noted using a stopwatch, to calculate the Volumetric Flow Rate after determining the total volume of water collected. Besides, the height of the water in each of the 11 different capillary tubes is also measured and tabulated in Tables 1-3 below, for 3 different volumes of inflows. We observe here as well that there exists mismatch in the Total Energy. Since the Total Energy at the inflow valve was 0.2793 and that at the outflow valve was 0.2402, the Head Lost due to fluid resistance may be calculated as Another important observation needing special mentioning is that of Head Lost due to flow

The Leadership Self Assessment and Reflective Assignment Essay

The Leadership Self Assessment and Reflective Assignment - Essay Example Assessment type: The Survey Were you surprised by your findings? The purpose of planning and implementing ‘the survey’ as a strategy and method of assessment is effective in finding out specific information concerning specific populations or audiences. Whether it is an ordinal Likert scale of quantitative analysis or a nominal scale survey analyzing societal demographics, I have started, again, to realize that I am a part of the important population and audience that has shared meaning within society. However, I am also part of a dialectic society that must continuously and consistently try to maintain ethics, value, budgets, and integrity amongst dynamic change and norm/value diversity and adversity. When participating in a survey or assisting to design a survey, I am practicing strategies in participatory management. Interestingly, the planning, designing, and completion of a survey does result in surprising results. Therefore, the answer to the initial question is â⠂¬Å"yes†. I am surprised by the results of a survey†¦in which results are swift, unexplained, and blunt. Assessment type: The Interviews Have the findings changed your behavior in any way? The assessment technique of the ‘participatory interview’ process is not only intimidating, but interesting and thought provoking. In a sense, conducting an interview as a researcher or employer or, in turn, responding to the assessment questions as an interviewee are both critical components of the participatory decision-making procedures called ‘The Interview’. The conceptual nature of interview assessment is multi-faceted. Is it an example of situational inquiry, where someone simply needs to ask questions concerning the management of a situation and a response is required? Or is the interview assessment the important component of proactive, collaborative communication. I think the ‘narrative interview’ process is an important component and demo nstration of the communication skills of good listening and effective speaking. Therefore, in answering the question†¦ â€Å"Were there changes in behavior as result of the prospective findings†? Yes, narrative and situational interviews, as well as the basic job interviews, have the effective ability to put both the interviewer and respondent in positions of control and empowerment. There is a consciousness of appearance and intellectual perspectives; self-awareness, multi intelligences, and moments of reflexivity emerge within the context – the time and space – of the interview. Approaches to inquiry, whether personal or professional, often create symbiotic relationships. Both the interviewer and the respondent can exercise the concept of shared, purposive meaning, assessing if there are common values, purposes, and perspectives. As a very authentic Headmaster demonstrating leadership and management abilities once stated, â€Å"†¦ the endless commit tees and endless debates about process, I still want people involved†¦I seek its voice all the time† (R. Evans 232). Assessment type: The Questionnaire Interesting thing about questionnaires, they are a strategic method in which I’ve been allowed to be creative and innovative in the approaches to

Global Cities Research Paper Example | Topics and Well Written Essays - 250 words

Global Cities - Research Paper Example A global city will thrive if the local residents feel that the city is true to itself as well as the people because they are the ones that created the city in the first place. According to Taylor (2013), the two needs of local residents that should not be ignored are housing and availability of jobs. When a city becomes flocked with foreigners, the economy shoots up, and the basic amenities tend to be very expensive. Housing becomes too expensive for the locals and the foreigners who can afford to pay rent settles in the city. This means that the locals will be forced to live in the poor neighborhoods. The scarcity of jobs is also a very crucial issue. Big firms often employ very skilled people, who most likely are foreigners. The locals will effectively be left without employment. This issue should also not be ignored to avoid conflict between locals and foreigners. There are consequences that may occur if a global city exiled the middle class and working class. According to Grimes and Morris, (1997), one of them is the lack of labor. Teachers, firefighters and police are needed in a city. Such professionals also need an affordable place to settle. Secondly, there will be a lack of upward mobility, and the low-income earners will have a hard time climbing the social ladder. Another consequence is that there will be a wide gap between the poor and the rich, leading to social

Impact Of Culture On Human Resource Management Management Essay

Impact Of Culture On Human Resource Management Management Essay The global anarchy has witnessed the growing importance of Human Resource Management in both business and public life. The stormy business climate brought in the wake of liberalization, globalization, changing technologies, development in knowledge and advances in information technology is offering managers a complex and challenging situation (Davis, 1995). So researchers are looking into Human Resource Management (HRM) practices on a comparative basis comes across a major question. This question has to do with the extent at which societal culture influences the way firms manage their personnel and the way HRM practices are developed and implemented within firms across various countries in the world. Globalization has shifted the attention of both researchers and practitioners to the way that organizational practices, and especially HRM, are differentiated across various countries as per their cultural context. In the literature one can find several comparative HRM studies concluding , in their majority, that national culture is a conclusive factor in shaping HRM (Heijltjes et al., 1996; Sparrow et al., 1994). In studying about Multi National Companies (MNCs) in 12 countries, Sparrow et al. (1994) found differences in the HRM practices that are perceived to be a source of competitive advantage across the countries. Of all the factors affecting Human Resource Management (HRM) perhaps none is more effective than the national culture and the most popular model for comparison at the level of national culture is that of Hofstede (1980, 1991), which has been the base of numerous research studies in the area of management in general. Hofstede (1980, 1991) argued that American management theories represent their own cultural environment. So, it can be said d that American management cannot be detached from American culture. In the meantime, Laurent (1986:92) viewed that every culture has developed through its own history, some specific and unique insight into the managing of organization and their human resources. Every culture has also developed specific and unique blind spots in the art of managing and organizing (Singh, 2009). Aycan et al (2000) described that due to the increasing demands of the globalized and liberalized business environment, both researchers and practitioners have started paying more attention to the study of culture as an explanatory variable. The researchers have also come to realize that the uncritical adaptation of HRM practices and techniques evolved in the context of Western cultural values may not be effective in other socio-cultural environments. By using Hofstedes framework of national culture, the objective of research is to examine the impact of national culture on HRM practice by applying the Hofstedes (1980) cultural dimensions of collectivism/individualism, power distance, uncertainty avoidance, and femininity/masculinity theory. Background of the study: In the new global economy, HRM has become a vital issue for the effectiveness of organizations. In accordance with the existing studies, the shift to globalization required from corporations to achieve focused performance by all means. This shift emphasized the necessity for businesses to fully utilize their human resources engaging suitable practices and strategies (Schuler and Jackson, 2005). The presence of supportive cultural factors is essential for the efficiency and success of the HRM result. It seems obvious that the ways western organizations cope with HRM practices are different from the ways Middle Eastern organizations with their different cultural and institutional situations cope with these issues (Westerduin, 2010). Because Arabic countries have different values and attitudes than the developed countries, which may determine and shape specific managerial approaches in human resource as cited by cultural research perspective. As Mendonca and Kanungo (1996) determined th at one of most important cultural dimensions, which is different in western and eastern cultures and is exclusively important in shaping their HRM strategies, is the assumption about human resource capability. This restlessness to adopt western HRM tools could results lack of suitable practice in the Arabian context (Binjabi, 2011). Saudi Arabia is the most traditional country in the Arab world; it is also the largest member of the six Gulf Co-operation Council (GCC) states and has the largest known oil reserves in the world estimated at around 25% of the proved reserves (Mellahi, 2006). Taking into account its strategic geo-political position and energy resources, Saudi Arabia is a major player in the stability of the regional and global economy. Saudi Arabia during the era of King Abdullah since 2005 has also introduced numerous laws and policies such as privatization and foreign investment laws to stimulate competition. He also in a smart step to diversify the economy and create more jobs for Saudis in the privet sector and attract the local and foreign investments has launched giant projects with hundreds of billions dollars. To achieve these development goals, Saudi Arabia has a major investment in human resources management in order to raise its average skill level (Mellahi, 2007). Developing the HRM syste m in a very conservative tribal society, there would be as a natural result numerous Saudi cultural impacts on the HRM system (Albugamy, 2010). The present research will reside on HRM practices in the context of Saudi Arabia. Furthermore, the influence of the cultural factors on HRM practices in this country will be examined for its wider implications. Rationale behind choice of setting: Saudi Arabia is chosen as the setting for this study since it is a typical example of a developing economy in Arab with the most conventional and historic cultural environment. According to U.S.-Saudi Arabian Business Council (2008-09), the construction sector in Saudi Arabia is the largest and fastest growing market in the Gulf region. This sector is the most developed, organized, and diverse also in terms of Human Resource Management (HRM) practices in the country. Ongoing construction projects in the Gulf are valued at $1.9 trillion, and one-quarter of the developments are located in Saudi Arabia. The sector has both foreign and local organizations that bring out the different HRM practices employed by various organizations. Identification of the Problem: It is attempted through this research to create a better description of the effect of culture on HRM practices in Saudi Arabia as we know culturally Arab countries are completely different from other countries. At this moment there is some literature available on the research subject, but not much research on this subject conducted until this moment in the context of Arab countries which present an overview of the current status and trends of HRM in Middle East. It could emerge that the knowledge of HRM in Arab culture that these organizations use at this moment is outdated, or that these organization should be aware of the direction in which the differences between HRM in Western countries and HRM in Middle Eastern countries are evolving. Also, there are problems in the image that people in the Western world have of the Arab world. Negative images in the media of the Middle East prevent these people of obtaining a correct view of all aspects of the Arab culture and values. The curre nt research is an attempt to contribute in order to find out the truth. Also by the help of this research compatibility of HRM practices chosen and implemented by organizations would be checked with the respect of the Arab world (in particular, in the Saudi context with a focus on the construction sector). Aim and Objectives: The aim of this study is to examine the effect of Saudi Arabian national culture on the Human Resource Management (HRM) practices within the organizations and how the cultural elements play a key role in that issue. To this end, HRM practices are viewed in terms of Reduction of status distinctions, Employment security, Performance appraisal and Selective hiring whereas National culture is viewed in terms of Power distance, Uncertainty avoidance, Individualism/Collectivism and Feminity/ Masculinity. On the basis of the stated research aim, the following objectives are formulated: O1:- To investigate the relationship between the national culture and HRM practices. O2: To identify the effect of the cultural attributes on HRM practices. Significance of the study: It is expected that the current study will make a considerable novel contribution to the academic research in the field of organizational Human Resource Management (HRM). To be more specific, it will assess the role of cultural determinants in the Saudi Arabian context, which was not given enough attention in the previous studies. The significance of the study is that it will lead to the better explanation of HRM lessons in an international environment. On practical basis, the findings that will be drawn from the current study could serve as a guide in transferring HRM policies within the construction sector of Middle East. It also offers insights into what type of HRM practices are more likely to positively influence the organizational performance. It will also add value by suggesting the need for modified HRM practices to fit the Saudi Arabian as well as the international context. Literature Review Human Resource Management (HRM) and Culture: The impact of national culture on a variety of Human Resource (HR) practices has become one of the most important topics in management research (Chen et al., 2006; Gahan and Abeysekera, 2009). From the perspective of institutional theory (Scott et al., 2003; Westney, 2005) it is suggested that HR practices are affected by differences in national culture and that HR practices will be largely dependent on managers abilities to understand and balance different cultural values and practices (Wang et al., 2008). The contingency or external fit perspective emphasizes the fit between national culture and HR practices, implying that specific HR policies are affected by national culture. According to Alcazar et al. (2008), the theories on Human Resource Management (HRM) have focused on universalistic perspectives for number of years. Researchers have put great efforts in finding a single human resources theory that is applicable in every situation, in every organization, every culture, and every country worldwide, therefore a best practices model. During these expansions it became more and more clear that this universalistic theory was nonà ¢Ã¢â€š ¬Ã‚ existent, and that the solution to the universalistic HRM model should be sought in a contextual, contingent theory which takes into account a wide range of factors that influence the fitness of an HRM model in the given setting. By regarded it, the researchers admitted that a single outline for HRM practices does not exist. The further globalization of businesses meant that the approach HRM takes to her tasks differs from several years ago. HRM departments need to take more factors in consideration than before, inclu ding cultural differences, different labor laws in different countries and different views on labor of the employees (Westerduin, 2010). So research (Sonja and Phillips, 2004) assumes that managers in todays multicultural global business community often encounter cultural differences, which can hinder with management practices in organizations. Leat and El-kot, (2007) have emphasized the effect of national culture, a concept that includes traditions, values, beliefs, attitudes and behavior which influence HRM practices. Laurent (1986) proposed that HRM methods in any country are a reflection of the national culture of that country (Albugamy, 2010). Triandis (1972) and Schein (1992) defined culture in terms of shared ways of thinking, feeling, and reacting; shared socially constructed environments and commonly experienced events including the history, language, and religion of their members (Pellegrini Scandura, 2006). National culture is also defined as the ideas, set of beliefs and norms followed by the people of a certain country; the countrys history, religion and traditions make up for the national culture (Majee d et al., 2010). In comparing cultures of different countries, cross-cultural researchers have focused their attentions on an examination of a set of cultural value dimensions developed by Hofstede. These dimensions are based on a large sample of employees from 40 countries from the large multinational IBM, whom he studied from 1960s, 70s and 80s. According to Gannon Newman, (2002), after investigates, examines, and compares more than 50 countries; he is regarded as the authority in culture differences and how culture differences influence management strategies. He said: in global economic integration of the world, the strategies of all companies in the world are focused on how to meet the largest market to most customers by products and services; while the study of different cultures and values, is the key to success of such strategies (Jing, 2010). Leading value systems of different countries can be ordered along Hofstedes set of cultural value dimensions (Hofstede, 1980; Hofstede Bond, 1988). Peoples Dominant value systems have been crystallized in the institutions these people have built together: their family structures, religious organizations, educational structures, associations, systems of government, work organizations, law and regulations, literature, settlement arrangements, and buildings. All of these reflect common beliefs that derive from the mutual culture. Whereas the value systems affect human thinking, feeling, action, and the behavior of organizations and institutions in predictable ways, the value dimensions reflect basic problems that any society has to cope with but for which solutions differ from country to country (Hofstede, 1983). Current study (Gelfand, 2000) concludes that managers in organizations are recognizing that it is impossible to maintain bias views while doing business across different cultures. Cultural knowledge and a global focus are crucial to survive, and to thrive, within todays business environment. However, the same literature does not give a global focus that is accordant with the global reality of business. Discussion and empirical assessment of culture and HRM practices (Aycan, et al, 2000) has been focused on specific developed countries and developing countries have been given little attention (Nyambegera et al, 2000) which is the gap in the existing academic knowledge. Variables of the study For the purpose of this study the study variables have been grouped into two categories, namely cultural variables that include sub variables as defined by Hofstede, 2001, and organization variables that include HR practices as defined by Gong et al., 2009. Cultural variables: The first category of variables includes the societal culture as defined by Hofstede (2001). Power Distance: Power distance is the degree to which individuals agree that power should be dispersed unequally in the society (Hofstede, 2001). Hofstedes Power Distance Index tells how much one countrys less powerful people accept and respect the unequal power distributed. The inequality of the society is followed by peoples earlier different life experiences such as value and norms. Some cultures present the Power Distance obviously, some present inconspicuously (Jing, 2010). High power distance cultures tend to view inequality as normal or natural. In such cultures, lower-status people are addressed by their first names, while for higher-status people different prefixes are added before their first names (Pellegrini and Scandura, 2006). In low power distance cultures lower-status people are more likely to believe that they should have voice in decision processes (Alves et al., 2006), and will be less motivated if this is withdrawn. Power distance has significant implication for management styles and practices (Emmerik et al., 2008). In low power distance cultures there is a preference for leadership styles that promote flexibility, innovation, job mobility, and general skills, rather than the specialized skills that are preferred in high power distance cultures (Dickson et al., 2003). Power distance plays a role in employees willingness to accept supervisory direction, and on their emphasis on gaining support from those in positions of authority (Taleghani, 2010). People in high power distance cultures accept more guidance from superiors, and this extra attention makes high-status employees more enthusiastic about work. In lower power distance cultures wage differentials between men and women are smaller (Hofstede, 2001). Uncertainty Avoidance: Hofstede (2001) defines uncertainty avoidance denotes to the extent to which individuals feel threatened by and try to avoid vague and uncertain situations. Uncertainty about the future is a basic fact of human life, extreme uncertainty creates unbearable anxiety, and human society has created ways to avoid the uncertainty, for example by the mean of technology, which helps us defend ourselves against uncertainty caused by nature and laws, which help us against the actions of others, religions, which help us accept the uncertainties we cannot protect ourselves against. Different societies have different ways to adapt to uncertainty, how tolerant for the uncertain anxiety a single society has is talking about the Uncertainty Avoidance Index. The high Uncertainty Avoidance society has more worries about the future and anything uncertain, and therefore more ways to defend against those anxieties; and the low Uncertainty Avoidance society has fewer fears about the uncertainties, and therefore such society doesnt care so much about the rules (Jing, 2010). Dikson claims that in societies high on UA, career stability, formal rules and the development of expertise tend to be valued, whereas in low UA cultures, more flexibility in roles and jobs, an emphasis on general rather than specialized skills and more job mobility is more typical. People in uncertainty avoiding cultures are also more expressive, and driven by inner nervous energy. People in uncertainty accepting cultures may be more tolerant of different opinions and relatively unstructured situation s. In the work environment, uncertainty avoidance may lead individuals to try to avoid ambiguous situations and look for precise alternatives. Within such a cultural context, there will be many established formal rules or informal norms controlling the rights and duties of employees (Chang et al., 2007). Individualism/Collectivism: Hofstede (2001) defines individualism against its opposite, collectivism, as the degree to which the society encourages and rewards collective action (Pellegrini Scandura, 2006). The culture inclined to be individualistic is more focused on ones own desires and values, and serves their own interests by relying on individual exertion; the relations between people are regarded less important than oneself. On the other hand, compared with individualism, the culture inclined to be collective is more focused on a combination of strong social organizations, which is divided into inside the group and outside the group. People cared for by members inside the group, and pay back by their loyalty; they love their group like themselves, and they can sacrifice their own likings for the group (Jing, 2010). In collectivist societies, supervisors rely on loyalty of staff, reliability and harmonized group relationship with others while people in individualism culture people enjoy personal particula rs and successes in order to define themselves. The dimension of individualism and collectivism has received the most attention in cross-cultural organizational research (Triandis, 1994). It has been shown to have major implication for the motivational as well as employment practices. For example, in more individualistic societies HR practices tend to differentiate between employees based on their individual performance. These societies also use differentiation in the reward system (Beer and Katz, 2003). At the same time, employees from collectivistic countries prefer reward systems that are non-competitive in nature (Chiang and Birtch, 2005). Employees from more individualistic cultures tend to be more driven by improving themselves and their own positions in life, and are also characterized by feeling comfortable in competitive environments (Probst et al., 1999), whereas employees from more collectivistic countries tend to be more motivated by the success of the group as a whole. More individualistic cultures will tend to emphasize HR practices that stress individual rewards management (e.g. offering individual bonuses and perks, promoting on performance) more than in collectivistic cultures. Masculinity/Femininity: Hofstede (2001) refers to masculinity/femininity, as the distribution of roles between the genders. It is also referred to as assertiveness (House et al., 1999), which emphases on competition, success, aggressive social relationships, and limited emotional involvement with others. His research showed that womens values differ less among societies than mens values; and mens values from one country to another contain a dimension from very assertive and competitive and maximally different from womens values on the one side, to modest and caring and similar to womens values on the other. Hofstede (1998) stated that in high masculine societies, men are supposed to be firm, tough, and focusing on material success; woman are supposed to be more modest, affectionate, and concerned with the quality of life. A man has the obligation to earn money for his family; he should work hard to be successful in society, the harder he works, the more respect he gets from his family and society. Therefore , competition in a masculinity society is very fierce and people pay attention to the work performance very much, they believe life is for work. In high femininity society, both man and woman are supposed to be concerned with the quality of life. A woman has the obligation to take care of the house work, such as cooking, cleaning, and the children, so that her husband can go out and earn money without any worries (Jing, 2010). Research showed that the distribution of gender roles has major implications for HR practices and for career strategies as well as career opportunities of women. Hofstede (2001) described that masculine and feminine cultures create different leader hero types. The heroic manager in masculine cultures is decisive and aggressive. In feminine cultures, the hero is less visible, seeks consensus, and is intuitive and cooperative rather than tough and decisive. At work, in more feminine societies more weight is attached to subjective, intuition-oriented conditions such as care, nurturing and relationships (Alves et al., 2006). At the same time, in more masculine societies people ascribe greater value on monet ary rewards, while in turn more feminine societies place greater importance on non-financial rewards (Chiang and Birtch, 2005). Saudi Arabian culture in Hofstede cultural perspective: Studies of the culture in Saudi Arabia have specified that it is fairly homogenous, like most Middle Eastern nations (Idrees, 2007). Analyzing and comparing Saudi cultural orientations based upon a typology developed by Geert Hofstede show that on the above mentioned cultural dimensions Saudi Arabia presents a unique culture. Saudi Arabias power distance ranking of 80 is revealing of a high level of inequality of power and wealth within the society. This ranking advocates that the population has an expectation and acceptance that leaders will separate themselves from the group and this condition is not essentially undermined upon the population, but rather accepted by the society as their cultural heritage. Idris (2007) indicated the high power distance in Saudi Arabia is evident in the Saudis strong preference for managerial positions due to the belief that labor jobs are dishonorable and considered by many to be a cause of embarrassment. Saudi Arabias high power distance also impacts decision making. Bhuian (1998) described that, generally, Saudi managers make decisions autocratically and paternalistically to subordinates who are considered as having strong dependence needs (Cassell Blake, 2011). Saudi Arabias uncertainty avoidance ranking of 68 shows the societys low level of tolerance for uncertainty. Saudi Arabias ranking suggests that new projects will be carefully analyzed to assure that whatever risk they represent is thoroughly understood and addressed. In order for change to take hold, the idea needs to be perceived as good for the group and be accepted by the group. Due to Saudi Arabias uncertainty avoidance ranking, there is a conception that Saudis prefer government intervention in business practices. Bhuian, 1998 mentioned that within organizations, the ranking is evident in the fact that Saudi managers are generally not tolerant of deviation of the generally inflexible company rules (Cassell Blake, 2011). Saudi Arabias individualism ranking of 38 interprets into a Collectivist society as compared to Individualist culture and is revealed in a close long-term commitment to the member group, that being a family, extended family, or extended relationships. Alanazi and Rodrigues in 2003 also described the Saudi culture as collectivistic with strict  devotion  to the teachings of Islam, which governs the  social behavior  and provides a strong cultural fabric that covers the whole nation. Essentially, business is affected by the collective thinking of the Saudis, which dictates that relationships trump business dealings (Idris, 2007). Saudi Arabia scores 52 on the dimension of masculinity/femininity, thus Saudi Arabia has a more feministic culture. So, in Saudi Arabia people maintain good relationships with each other. Saudi Arabias ranking also impacts hiring and firing practices. Research has found that terminations for poor performance rarely happen because the desire for relationships results in long life employment (Idris, 2007). Historically, the society has been characterized as valuing behavior displaying kindness, selflessness, and generosity; deference to those above in the hierarchy of the family; freedom from reliance on others and mastery over ones emotions; and a willingness to support other family members and accept responsibility for their errors as well (Cassell Blake, 2011). HR Management Practices in Saudi Arabia: HR professionals in Saudi Arabia view HR as a core strategy for improving organizational performance (Ramlall et al., 2012). Pillai et al., (1999) explained management practices in the Islamic world (of which Saudi Arabia is a major part) as influenced by tribal traditions where the manager is expected to act as a father figure. This means favoring the continuity of the family concept over improved organizational effectiveness and competitiveness. Their study showed that this reliance on the  father-figure  relationship means that leaders and managers in the Middle East face difficulties convincing the employees to be part of the solution to management problems. According to Yavas (1997), a prevailing organizational structure in which the manager makes all the decisions repels positive change. According to Bhuian et al., (2001) the people of the kingdom need to be guided and told what to do and actually prefer government involvements in business practices (Idris, 2007).  Beer e t al., (1985) specified, Since, Saudi Arabias collective culture values group work, the pay-for-performance system that recognizes individuals is destabilized when management tries to  moderate  it by writing comforting statements on the appraisal forms to compensate for low salary increases for poor performers. The prevailing culture is  in favor of  life employment, so managers are restrained from  purging  poor performers and substituting them with high performers. Unless the difference in compensation of the high performers and low performers is great, companies risk discouraging the high performers whereas motivating the low performers to remain unproductive (Idris, 2007). Organizational Variables: The second category of variables includes the HRM practices that reflect cultural dimensions in which they were developed. HR practices that are likely to be sensitive to cultural influences are followings (Gong et al., 2009); Employment security: Employment security can be characterized as maintenance-oriented HRM because they defend employees well-being. Employment security may encourage employees to stay in their job. In the literature, employment security usually refers to protection against unfair or unjustified dismissals. According to ILO (1995) employment security means that workers have protection against arbitrary and short notice dismissal from employment, as well as having long-term contracts of employment and having employment relations that avoid casualization. Evidently this definition covers only one category of the labor market wage and salary workers. It is they who are employed by some legal entity, and are at risk of being dismissed by that legal entity, and can have a stable or unstable employment relation with their employer (Dasgupta, 2001). In an era of downsizing and rightsizing, employment security can confer yet another advantage, in that it boosts people to take a longer-term perspective on their jobs and organizational performance. Employment security policies will also lead to more cautious hiring, because the firm knows it cannot simply let people go quickly if it has overestimated its labor demand. Slenderer staffing can actually make the work force more productive, with less people doing extra work. Additionally, employment security maintained over time helps to build trust and belief between people and their employer, which can lead to better spirit in the company (Pfeffer, 1998). Reduction of Status Distinctions: The basic premise of high-performance management systems is that organizations perform at a higher level when they are able to tap the ideas, abilities, skills, and struggle of all of their people. One way in which they do this is by organizing people in work teams, a topic already briefly covered here. But neither individuals nor teams will feel comfortable or stimulated to contribute their minds as well as their physical energy to the organization if it has sent signals that they are not both valuable and valued. In order to help make all organizational members feel important and devoted to improving organizational operations, so, most high-commitment management systems attempt to reduce the status distinctions that separate individuals and groups and cause some to feel less valued. This is accomplished in two ways: symbolically, through the use of language and labels, physical space, and dress, and practically, in the reduction of the organizations degree of wage disparity. Status differences are reduced and a sense of common fate established by limiting the difference in compensation between senior management and other employees. The reduction of status differences inspires open communication, essential in an organization in which learning and adaptation are encouraged. Status differences are reduced and a sense of common fate developed by limiting the difference in compensation between senior management and other employees (Pfeffer, 1998). Conclusively reduced status distinctions include dress, language, of ¬Ã‚ ce arrangements, wage differences and behaviors across levels (Ahmad Schroeder, 2003). Selective hiring: Selective hiring is aimed at developing an organizations talent pool. Organizations serious about gaining profits through pe

mornings :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  I slam my alarm clock to shut it off. I try to open my eyes to see what time it is, but it feels as though the sleep fairy came along while I was sleeping and super glues my eyes shut. I knew I had to get up to go to the gym, so I rolled over, stood up and flicked the light on. At that moment it felt like I was staring directly into the sun, every time I tried to open my eyes they would close immediately. I am still not awake yet but I know if I want to go to the gym before work I have to push myself to wake up. Stumbling all over my room, I try to throw on my gym clothes in record-breaking time. Finally I am ready to go. I try to remember not to forget anything as I mumble to myself, â€Å"I grabbed my clothes for work, my gym bag, my wallet, my keys, and my cell phone.† I slam the door and fly out the house getting everything in about ten minutes.   Ã‚  Ã‚  Ã‚  Ã‚  Outside it is so cold, my body starts to shiver on the way to the car sitting about twenty feet from my front door. Getting into my car is the worst part of my morning routine. I dig my hand deep into my pocket to pull my keys out that seem to be all tangled up in the inner lining, which makes my time out in the freezing cold longer. Hopping into my car and shutting the door figuring I will be much more comfortable, which wasn’t true because the inside of my car also felt like a freezer. All I can think about at the moment is turning on the car and wishing it would warm up faster than it had the day before. Everyday during the winter I have to wait longer for the car to warm up for the fact that there is so much ice on my windshield, I know I cant just start driving because I cant see a thing.

The Advantage of Mixed Economy

A mixed economy lies between the opposite poles of a free-market economy and a centrally planned, or socialist, system. A mixed system combines capitalist and socialist elements, and is sometimes referred to as a â€Å"third way.† Most nations, including the United States, operate mixed economies with varying combinations of capitalist and socialist features. Mixed systems offer a variety of benefits, including free enterprise and private ownership, as well as a social safety net and the capacity for government intervention when needed. Free Enterprise †¢ Free enterprise and private ownership–two essential characteristics of a free-market economy–remain part of a mixed economic system. Under such a system, individuals are free to own property and operate for-profit businesses. The specific level and extent of free enterprise varies across countries. Some nations, such as the United States, emphasize free enterprise and private ownership of industry, while other countries' systems involve state ownership of some industries, such as transportation, energy and utilities. In addition, privately owned industries may be subject to a variety of government regulations. Social Safety Net †¢ One of the primary benefits of a mixed economy is the existence of a government-funded social safety net, which exists to provide at least a minimal level of subsistence for citizens. Sometimes referred to as a â€Å"welfare state,† the benefits under this safety net include, but are not limited to, a publicly funded healthcare system for all citizens or at least some segments of the population, minimum wage laws, unemployment insurance and a publicly funded pension system. A pure market system with private ownership of industry and only minimal state intervention in the economy would, in theory at least, leave such social benefits to private charities. The United States' mixed economic system includes the Social Security system, a federal minimum wage law and healthcare benefits for the elderly under Medicare. Other nations, such as Canada, have universal healthcare systems. Ability to Intervene †¢ The mixed economic system is based on the idea that government can improve economic outcomes through fiscal or monetary policy action. A mixed system gives government the flexibility to intervene in the economy in times of emergency. The best example of this was in 2008, when a global financial crisis threatened to plunge the economy into a global depression. The United States and other nations moved to stabilize their financial systems. The U.S. government, for its part, provided more than $700 billion in â€Å"bailout† funds to enable the nation's banks to clear toxic assets, backed by troubled mortgages, from their books.

Muscular Dystrophy

Muscular Dystrophy Free Online Research Papers Muscular Dystrophy is a group of inhereted diseases that causes voluntary muscles to progressively weaken, and in some cases the heart and other organs are also affected. This disorder affects people of all ages, all sexes, and vary in inheritance patterns, age of onset, muscles attacked, and the progression of the disease. Symptoms include weakeing of muscles, obesity, joint contractures, delayed development of coordination and msucle skills, cataracts, balding, drooping eyelids, atrophies, and mental impairment. There are nine types of Muscular dystrophy. These nine types include Myotonic Muscular Dystrophy, the most common type of the disease in adults. Myotonic is also found in children, and occasionally in newborns. It is present in both men and women. Myotonic is a form of the muscular disorder where muscles experience a prolonged spasm, or stiffening after use. These symptoms are more severe in cool temperatures. This form affects the Central Nervous System, Heart, Gastrointestinal Tract, Eyes, and Hormone Producing Glands. Most sufferers are able to live a somewhat normal life without daily restrictions, however they have a decreased life expectancy. Duchenne Muscular Dystrophy, the most common form of Muscular Dystrophy in children, affects only males. Duchenne is normally noticed around 2 to 6 years of age, and are normally mildly retarted before diagnosis. In this form of the disease, the muscles in the body become weaker and decrease in size; however, the muscles appear to grow bi gger. In the final stages of the disease, it becomes difficult to breathe and heart problems normally develop. Most victims die as a teenager or in their early twenties. Becker Muscular Dystropy is similar to Duchenne Muscular Dystrophy in a milder form. The symptoms appear later and more slowly. This form of the disorder is most commonly noticed between ages 2 and 16, but can go undetected up to age 25. It affects only males and leads to heart problems. The victims can often walk trough their thirties, and after they can live through the rest of their adultood. Limb-Girdle Muscular Dystrophy affects teenage males and females. The muscles become weaker, first affecting the hips then weakening the shoulders, arms, and legs. Most people with Limb-Girdle live through mid to late adulthood. Facioscapulohumeral Muscular Dystrophy is seen in young adults, both male and female. Facioscapulohumeral affects the muscles of the face, shoulder, and upper arm. Muscle deterioration occurs slowly, with small periods of rapid muscle weakening. Sufferers live a normal lifespan, but experience problems talking, chewing, and swallowing. Congenital Muscular Dystrophy is discovered at birth in male and female newborns. The muscles become weak, and shrink which lead to joint problems. Children who suffer from this form of Muscular Dystrophy often suffer from seizures and brain damage, and live a short life.Oculopharyngeal Muscular Dystrophy is found in middle-aged men and women; it affects the neck and throat. Distal Muscular Dystrophy is a rare disease that affects the muscles of adult men and women in the distal (most distant from the midline) areas of their bodies; like the feet, lower legs, forearms, and hands. It is less common and severe than other forms of Muscular Dystrophy. It progresses very slowly, and does not affect many muscles. Emery-Dreifuss Muscular Dystr ophy is very uncommon, however, when seen, it is found in young teenage males. It causes the deterioration or wasting of muscles of the shoulders, upper arms, and upper legs. Muscle shortening is a common symptom in the early stages of te disease. The weakening of muscles is slower, and less severe than other forms of Muscular Dystrophy. Muscular Dystrophy is caused by a defect of a certain gene. The gene that is affected determines the type of Muscular Dystrophy the sufferer has. The muscle protein which affects the genes is called Dystrophin. This is a gentic disease which is passed from the parents to the child. The parents do not have to suffer from the disease, they just need to be carriers of the disorder. This disease is diagnosed by studying the genetic history of the patient, a muscle biopsy, blood or DNA tests, or with a series of EKG (muscle stimulation) tests. Muscular Dystrophy has no known cure. However, exercises, corrective surgeries, and braces are used to slow down the deterioration of muscles. Scientists are studying Molecular Therapy and Gene Therapy which are experiamental cures for the disorder. Research Papers on Muscular DystrophyPersonal Experience with Teen PregnancyInfluences of Socio-Economic Status of Married MalesThe Masque of the Red Death Room meaningsEffects of Television Violence on ChildrenResearch Process Part OneAssess the importance of Nationalism 1815-1850 EuropeGenetic EngineeringThe Hockey GameHip-Hop is Art19 Century Society: A Deeply Divided Era