4 Types of Hypersensitivity Reactions

4 Types of Hypersensitivity Reactions Our immune system works continuously to keep us healthy and protect us against bacteria, viruses, and other germs. Sometimes, however, this system becomes too sensitive, causing hypersensitivity reactions that can be harmful or even deadly. These reactions are the result of exposure to some type of foreign antigen either on or in the body. Hypersensitivity Reactions Key Takeaways Hypersensitivity reactions are exaggerated immune responses to allergens.There are four types of hypersensitivity reactions. Types I through III are mediated by antibodies, while type IV is mediated by T cell lymphocytes.Type I hypersensitivities involve IgE antibodies that initially sensitize an individual to an allergen and provoke a quick inflammatory response upon subsequent exposure. Allergies and hay fever are both type I.Type II hypersensitivities involve the binding of IgG and IgM antibodies to antigens on cell surfaces. This induces a cascade of events that leads to cell death. Hemolytic transfusion reactions and hemolytic disease of newborns are type II reactions.Type III hypersensitivities result from the formation of antigen-antibody complexes that settle on tissues and organs. In an attempt to remove these complexes, underlying tissue is also damaged. Serum sickness and rheumatoid arthritis are examples of type III reactions.Type IV hypersensitivities are regulated by T cells and are delayed reactions to antigens associated with cells. Tuberculin reactions, chronic asthma, and contact dermatitis are examples of type IV reactions. Hypersensitivity reactions are categorized into four major types: type I, type II, type III, and type IV. Type I, II, and III reactions are the result of antibody actions, while type IV reactions involve T cell lymphocytes and cell-mediated immune responses. Type I Hypersensitivity Reactions This image is depicting hay fever showing pollen grains (yellow) entering the nasal cavity (left) of a hay fever sufferer. The symptoms are caused by a massive release of the chemical histamine in the body in response to the pollen. Claus Lunau/Science Photo Library/Getty Images Type I hypersensitivities are immune reactions to allergens. Allergens can be anything (pollen, mold, peanuts, medicine, etc.) that triggers an allergic reaction in some individuals. These same allergens do not normally cause problems in most individuals. Type I reactions involve two types of white blood cells (mast cells and basophils), as well as immunoglobulin E (IgE) antibodies. Upon the initial exposure to an allergen, the immune system produces IgE antibodies which bind to the cell membranes of mast cells and basophils. The antibodies are specific to a particular allergen and serve to detect the allergen upon subsequent exposure. A second exposure results in a rapid immune response as IgE antibodies attached to mast cells and basophils bind allergens and initiate degranulation in the white blood cells. During degranulation, mast cells or basophils release granules that contain inflammatory molecules. The actions of such molecules (heparin, histamine, and serotonin) result in allergy symptoms: runny nose, watery eyes, hives, coughing, and wheezing. Allergies can range from mild hay fever to life-threatening anaphylaxis. Anaphylaxis is a serious condition, resulting from inflammation caused by histamine release, that impacts the respiratory and circulatory systems. The systemic inflammation results in low blood pressure and blockage of air passages due to swelling of the throat and tongue. Death may occur quickly if not treated with epinephrine. Type II Hypersensitivity Reactions This image shows type A blood (A antigen) that was agglutinated (clumped) by mixing the blood with a serum containing anti-A antibody. An antigen-antibody reaction agglutinated the red blood cells forming a large clump. Ed Reschke/Photolibrary/Getty Images Type II hypersensitivities, also called cytotoxic hypersensitivities, are the result of antibody (IgG and IgM) interactions with body cells and tissues that lead to cell destruction. Once bound to a cell, the antibody initiates a cascade of events, known as complement, that causes inflammation and cell lysis. Two common type II hypersensitivities are hemolytic transfusion reactions and hemolytic disease of newborns. Hemolytic transfusion reactions involve blood transfusions with incompatible blood types. ABO blood groups are determined by the antigens on red blood cell surfaces and the antibodies present in blood plasma. A person with blood type A has A antigens on blood cells and B antibodies in blood plasma. Those with blood type B have B antigens and A antibodies. If an individual with type A blood were given a blood transfusion with type B blood, the B antibodies in the recipients plasma would bind to the B antigens on the red blood cells of the transfused blood. The B antibodies would cause the type B blood cells to clump together (agglutinate) and lyse, destroying the cells. Cell fragments from the dead cells could obstruct blood vessels leading to damage of the kidneys, lungs, and even death. Hemolytic disease of newborns is another type II hypersensitivity that involves red blood cells. In addition to A and B antigens, red blood cells may also have Rh antigens on their surfaces. If Rh antigens are present on the cell, the cell is Rh positive (Rh). If not, it is Rh negative (Rh-). Similar to ABO transfusions, incompatible transfusions with Rh factor antigens can lead to hemolytic transfusion reactions. Should Rh factor incompatibilities occur between mother and child, hemolytic disease could occur in subsequent pregnancies. In the case of an Rh- mother with an Rh child, exposure to the childs blood during the final trimester of pregnancy or during childbirth would induce an immune response in the mother. The mothers immune system would build up antibodies against the Rh antigens. If the mother became pregnant again and the second child was Rh, the mothers antibodies would bind to the babies Rh red blood cells causing them to lyse. To prevent hemolytic disease from occurring, Rh- mothers are given Rhogam injections to stop the development of antibodies against the blood of the Rh fetus. Type III Hypersensitivity Reactions Arthritis is an inflammation of the joints. This colored X-ray shows the hands of an 81 year old female patient with rheumatoid arthritis. Credit: Science Photo Library/Getty Images Type III hypersensitivities are caused by the formation of immune complexes in body tissues. Immune complexes are masses of antigens with antibodies bound to them. These antigen-antibody complexes contain greater antibody (IgG) concentrations than antigen concentrations. The small complexes can settle on tissue surfaces, where they trigger inflammatory responses. The location and size of these complexes make it difficult for phagocytic cells, like macrophages, to remove them by phagocytosis. Instead, the antigen-antibody complexes are exposed to enzymes that break down the complexes but also damage underlying tissue in the process. Immune responses to antigens of type III hypersensitivities are serum sickness (systemic inflammation caused by immune complex deposits), lupus, and rheumatoid arthritis. Type IV Hypersensitivity Reactions Contact dermatitis is a type IV hypersensitivity that results in severe skin rash. Smith Collection/Stone/Getty Images Type IV hypersensitivities do not involve antibody actions but rather T cell lymphocyte activity. These cells are involved in cell mediated immunity, a response to body cells that have become infected or carry foreign antigens. Type IV reactions are delayed reactions, as it takes some time for a response to occur. Exposure to a particular antigen on the skin or an inhaled antigen induces T cell responses that result in the production of memory T cells. Upon subsequent exposure to the antigen, memory cells induce a quicker and more forceful immune response involving macrophage activation. It is the macrophage response that damages body tissues. Type IV hypersensitivities that impact the skin include tuberculin reactions (tuberculosis skin test) and allergic reactions to latex. Chronic asthma is an example of a type IV hypersensitivity resulting from inhaled allergens. Some type IV hypersensitivities involve antigens that are associated with cells. Cytotoxic T cells are involved in these types of reactions and cause apoptosis (programmed cell death) in cells with the identified antigen. Examples of these types of hypersensitivity reactions include poison ivy induced contact dermatitis and transplant tissue rejection. Sources Hypersensitivity Reactions. Microbiology and Immunology Online.Parker, Nina, et al. Microbiology. OpenStax, Rice University, 2017.

e ro essays

e ro essays This research paper is on the big energy giant Enron. Enron began to rise as big Energy and Gas Corporation in 1984 and ended in 2002 in the hands of Keneth Lay. Enron reached its peak in 2000 to 2001 when Enrons stock was at around 85 to 90 dollars per share thats a lot compared to 10 dollars per share in 1984 when it began and o dollars in 2002 when it ended. That is a big fall and a fast one I do not know if the fall was a plot to get rich fast or was the fall caused by bad business choices. There were many people who where affected by Enrons bankruptcy and there were many crooks who got rich because of Enrons fast fall. These names are major people pointed out in many book written about Enron beginning with Ken Lay, Jeff Skilling, Rebecca Mark, Andy Fastow, Ken Rice, Lou Pai, Cliff Baxter, Ben Glisan, Michael Kopper, Rick Causey, Rick Buy, Amanda Martin, and Greg Whalley. These people were the top people in the Enron Corporation. In this paragraph, I am going to describe how the major people of Enron got to join Enron and made Enron the big energy giant. Keneth Lay began at Enron as the CEO molding the company to how he wanted it to work. Keneth Lay hired Jeffrey Skilling in 1990 as the chief executive officer of Enron. Soon after Jeffrey Skiling was hired, Jeffrey hires Andrew Fastow as the accounting director. Andrew roll at Enron was to get Enron started in the stock trading business. Enron then began to invest in many energy projects around the world to begin to build its own energy net work. Enron would become the largest U.S marketer of electricity in 1994 after building ties with a power plant in England it also becomes a major electricity provider of Europe. The projects where like a mask to make the stock prices go up but in reality to stock prices should have been lower. Because Enron had lost allot of money. ...

Health Administarion Essay Example | Topics and Well Written Essays - 500 words

Health Administarion - Essay Example The benefits of the project involve making the staying of the patients in the hospital comfortable and ensuring that they receive proper treatment. The individuals who benefits from this project are patients, nurses, employees, and the hospital administration. The sort of preliminary data to be collected when designing the project include the language of which patients speak at home, the number of times nurses treat the patient with courtesy. Moreover, the questions also find out whether the patient will recommend the hospital to an ally and family and whether they required the assistance of the nurses to go the washroom. The risks of the goal of the project may be caused when patients fail to cooperate and adhere to the hospitals policies and regulations (HCAHPS Preparation and Improvement Library Courseware, 1). Developing hospital’s reimbursement mostly in pain management, toileting, and responsiveness promotes exceptional health care practices among individuals in society. The individuals benefiting from this goal are populace, the hospital, and the government of the region. The benefit of the aim and objective include; be aware of the residents health in terms of communal wellness, ailment, and medical care and comprehending the functions of political affairs, guiding principles, law, rule, and ethics in the current healthcare diligence. Examples of preliminary data collected when designing the project include; the number of individuals falling sick after a certain period, those practicing healthful life and use inventive instructional techniques to convey outstanding and reliable educational results based on the industrys and constituencys requirements. The goal ensures that the health care departments operates its business amicably without harassing patients, but provide apt services. They do this by ensuring that virtues such as honesty and faithfulness are practiced when

Employment law 1 Essay Example | Topics and Well Written Essays - 250 words

Employment law 1 - Essay Example In the above case, Wal-Mart is not liable for any offense since US constitution protects employees with criminal background from any form of discriminatory practices in employment matters. Title VII of the Civil Rights Act 1964 prohibits all forms of employment discrimination on the basis of national origin, religion, color, or race (Repa 15). In the above case, Wal-Mart had no hiring policy requiring the criminal background of the potential employees. In the case, Bobby has only previous being convicted of a misdemeanor and not rape. However, Wal-Mart can implement a policy to request the criminal background of employees, but it must put into consideration the nature of job, the gravity of past convicted offense and time lapse since the offense before making the hiring decision (Repa 67). Wal-Mart is not liable for not requesting the criminal background of Bobby since no employment law requires the company to do so. Equal employment opportunity guidelines require all employees to av oid or minimize requesting the criminal background of employees since this may lead to discrimination in employment practices (Walsh 163). Under Equal Employment Opportunity Commission (EEOC) guidelines, Wal-Mart is not supposed to deny Bobby the employment opportunity even if the company has a policy on employee criminal background screening except when the crime is job-related (Walsh 162). Wal-Mart is not liable for any offense in hiring Bobby considering no hiring policy that requires the background checks of employees and the nature of past convictions and the current allegations of

Human Geography Oxford City Essay Example | Topics and Well Written Essays - 750 words

Human Geography Oxford City - Essay Example Tourist and other visitors do their shopping at Covered Market; it is one among the several historic centers in Oxford. The tower has been locating in a strategic place in relation to the landscape of the land and the same applies to St. Mary's the Virgin University Church. The architectures of the time were very considerate in designing view points which are currently being used as centers of interest yet they were built hundred of years back. Below is an aerial view of High Street.Oxford City is ever green; the local government has worked hard to conserve the environment by designing nature walks and parks within the ring road. Nature reserves are over 28 in number both within the City and outside. Some of the major parks are South Parks, University Parks, Rock edge reserves, Shotover Reserve. These show how the citizens of the City together with the City governance have worked hard to maintain the natural environment. Any one tempting to tamper with the natural environment faces h igh charges to be a lesson to others. Here is a photo of the green City. In reference to human geography, Oxford city is a city that has considered it in a great way. The design of the City, as well as the activity that takes place within the City, are all admirable, it can critically be used by scholars to define the meaning of human geography because there are a couple of practical example to the subject. This branch of social science is complicated and without examples, it would be difficult for students to comprehend all it details.

Organizational change management

Organizational change management ORGANIZATIONAL CHANGE MANAGEMENT Assessment Part A: Section 1: Introduction to the report: The forthcoming budget of 2013 is expected to open a financial trouble of  £153 million. Such high deficit is indeed threatening the council from the viewpoint of its strategic handling. The current newsletter that has been published by the council’s CEO, Andrea Hill clearly points out the organization’s drawback to effectively implement its developed policy: ‘A New Strategic Direction’ to tide over the impending financial crunch. Even the staffs is not paying enough heed to potential threat thinking that Louisiana would be one’s to be affected and not them. However, as the latter case is not to happen, the council acknowledged the significance to opt for job redundancies. Although the latter provision might seem to prevent the council from suffering such considerable financial trouble, yet in real the council could only save  £55m out of the total  £153m. Now, as a solution to the current issue, the council have planned to opt for strategies t hat would facilitate in: addressing and meeting the root cause of the root cause of the social problems and build social capital to make the social communities independent enough. However, the latter potential strategy was vehemently turned down by the opposition leader on the note that is actually an irrational judgement to switch off the service demand. The latter leader even criticised the way the council operated and rather deemed the necessity to alter its working pattern. Andrea Hill however, considered the latter leader’s comments to be true and thus deemed that change of the working pattern from slow and risk diverse to innovative, creative and leaner. Although, the council considered the importance to practise lean management, there is an impending danger of facing high job cuts. However, the job cuts are not considered to be a strategic solution to the financial trouble. Nevertheless, the redundancy solution is considered to reduce the potential cash deficit by at least a bare minimum ( £55m). Besides this, the potential resolution that the council intends to practise even involves pitfall in the process that it is not possible to switch over the service demand. However, the latter lean management practise seems to be effective in face of preventing excess cash outflow in the face of such trouble. Also the potential thought of altering the current work pattern of the council would help in gaining substantial profit from such activity. The purpose of the proposal is to critically analyse the current actions of the case study council. Though the council have opted for policies to tide over the impending financial trouble, concerns could be raised as to its actual effectiveness in real situation. In order to meet the potential deficit of  £153 million, the council would require opting for huge turnover that in real seems to be quiet an irrational judgement. However, to overcome the cash shortage, the proposed policy of the council seems to be near to rational yet having certain drawbacks. The proposed action to alter the current operating policies however seems to be quiet an effective solution. The report would thus detail the practise of lean management, effective service chain management and determine the need for the council to practise smaller, cheaper and innovative approach at workplace. The current study would thus detail the possible recommended policies for the council that is deemed to be effective to fa ce the potential financial threat of 2013. The entire study has been fragmented into three sections: background, limitations and recommendations. Within the background section, the researcher intends to subdivide the steps in two parts: problem findings and solution focus. The potential budget deficit issue would be highlighted in the problem section and subsequent solutions would be offered in the latter segment. The limitations of the proposed solution would analyse in section three: conclusion. In other words, the adverse impact of change on the performance and mindset of the staff would be detailed in the current section. As a strategic response to the limitations, the author would offer recommendations that might consider the effective usage of leadership development programs at the council’s workplace. Section Two: Background Problems: Findings As have already been discussed in the above report that Suffolk County Council is experiencing serious financial dearth as high as  £153m. The proposed job cuts even does not seem to redeem the issue as this specific council could be able to save only  £55m. The latest newsletter that stated that the council wishes to identify and fix the root cause of the social problems and build social capital to strengthen communities to be independent themselves, even is not considered to be rationale enough. Thus, in the face of being slow, risk averse and complex structure, the need arises to develop a coalition and convince the people that change is truly necessary. Kotter’s 8step change step model is basically a sequential step that facilitates in undertaking successful change within the organization (author). In face of the current financial trouble and the complex issue threatening the job sustainability of its staff, a step to form a powerful guiding coalition is required to be practised at workplace. The leader of the opposition as well as Mrs. Hill have already criticised the laid back attitude of the council staffs and have even identified that the council is yet not working on effective business lines. (Author) stated that framing powerful guiding coalition allows development of strong leadership to further the change process. However, the change could only be successfully brought about if there is viable support by some noted people of the organization. Unlike following the key traditional hierarchy mechanism, the coalition mechanism assist in integrating the apt people to forward the change process and even manage the change ini tiative to successfully attain the objective (author). Thus, in absence of member’s involvement within the coalition process, organizations undertaking change might not be able to attain desired benefit from the process. The following steps are required to be a part of the framing a coalition team in SSC: Recruiting a Coalition members: (Author) determined that the initial and an essential step in framing a collation group are to extend formal invitation to the leaders who would be able to carry forward the change process. However, the potential change managers are required to be told the exact reason behind the proposed change process. Also the reason for change should boost the morale and encourage the leaders to undertake the process. (Author) even added the coalition group should have a good mix of both experienced and fresh personnel. As a recommended action, the group should involve members that having prior experience in the activity and are able to identify others who could be effective leaders as well. Thus the team of SSC members vested to undertake the change should thus constitute efficient leaders having sound knowledge on the current activity. Developing a charter: Unlike the process of following the traditional hierarchy process, the coalition team building approach necessitates following top down and bottom up approach (author). Thus, post forming a team of efficient change leaders, the current step involves deciding a chairperson who would guide other’s activities and even vest separates roles and responsibilities to the members. (Author) added that in absence of a formalised structured of efforts, staffs are often not able to maintain an integrative approach towards work resulting in non-fulfilment of the change goal. Thus the responsible authority of SSC is required to frame a charter that would include team length, individual roles and an efficient chair-person. The chair-person is even required to offer leadership to the group and ensure ownership of the work. Frame a coalition team: After having completed the activity of developing a steering team and their respective roles and responsibilities, the present need is to support the group to become productive in nature (website). The provision for external support to the group would encourage confidence and morale so that the same is able to successfully further the change process. The team of SSC staffs who are the change managers of the business are required to set strategies that would prevent any occasion of deviation from the core purpose and attain failure as a result of issues within the system. (author) pointed out that planning a kick-off celebration is an effective way to build creativity and group cohesion at workplace. Besides involving in latter type of celebration, the council members of SSC could even brainstorm to identify the purpose and structure of the group. Staff involvement within the group development process would help in building conflict resolution and effective decision making approaches. Ensure stakeholder involvement: (author) pointed out that it is necessary to ensure involvement of all stakeholders within the change initiative process. Besides encouraging suggestions from the members who are not directly involved within the group, the need arises to vest the responsibilities of fulfilling discrete projects to rest of the staffs. The task to carry forward with the change efforts could even be furthered by the inclusion of the external governing body or taking help of the agency skills. The internal stakeholders of SSC could frequent in asking suggestions and opinions from the stakeholders on aspects of bettering the change and handle the current issues on financial dearth and in-appropriate operational procedure. The effective solutions could be practised at work. The latter strategies would thus serve as an effective approach to guide coalition to align the top down and bottom up change approach at SSC. Solutions: Considering that the operational success for organizations is dependent on several internal and external factors, the need arises to frequent the change management process over time. (author) attributed that change management process furthers the scope to undertake organizational development that is required to suit its operations as per the changing market and current business scenario. In the face of the impending financial threat and change issues that SC is currently facing, the same could follow the following two activities at workplace: Future Search: (Author) pointed out that the concept of future search relates to the activity of involving all the stakeholders to identify the issue, offer roles, develop action plans and vest separate roles and responsibilities to attain the venture. On occasion of current financial and change management issues currently hindering the progress and threatening the job sustainability of the staff of SSC, future search option of organizational development would assist in involving all the stakeholders in developing future strategic course of action that would successfully alter the current operational policy of the concern. During the course of six months time interval, the change managers of SSC could: Meet for conference Clearly outline and present the financial, job cuts and change management issues currently threatening them Try to develop a positive attitude towards settlement of the issue through framing constructive policies and Vest and engage all its members to fulfil their respective job performances. (author) mentioned that the future search strategy of organizational development goes beyond the traditional problem-solving approach instead ensure wider stakeholder involvement to carry forward with the course of constructive action. Within the proposed time interval of six months, the authorities of SSC could facilitate participation of members across all departments or key constituent groups. The current solution strategy is quiet effective to eradicate hierarchical issues instead be able to involve almost the entire organization in acknowledging the change requirement from global perspectives (author). Thus, the stakeholders of SSC would be able to invest their minds over dealing with current global perspective of financial budget on the proposed financial dearth of the business. By encouraging the participants to have a wider or global view of the present issue, they often develop greater commitment towards even better performnace. Likewise, the future search strategy of SSC would facilitate the stakeholders to feel encouraged to arrive at a common ground on determining the tools that would help in preventing job cuts, undertake require operational change and face financial dearth. Open Space method: (Author) stated that the open space initiative or organizational change and development are an effective tool to involve the appropriate skill set towards fulfilment of the issues. Following the current process, the responsible officials would be able to effectively utilise the collective wisdom and energy of its staff towards developing effective action plans to overcome the current issues. In order to maximise the involvement of all the staff of SSC, open space method could be employed at workplace. As the current strategy cannot be practised simultaneously with future search strategy, it could be used only after the practising the latter policy. Even considering the fact that the current policy involves sequential steps for performnace, SSC would allot another four months time frame to complete the process. Within this allotted four months time frame, the authorities of SSC would require to break the entire sessions into: Pre-design sessions Segment the group based on the expected responsibility Follow up and action plans (author). Within the pre-design sessions, the change authorities of the concern are required to identify the theme of the sessions and develop norms for the meetings. The current financial deficit that the council is facing as well as the operational inefficiency would be clearly outlined for the purpose of the arriving at a strategic solution. Post identifying the current issues, the group now requires breaking down the task in segmented portions and allotting specific responsibilities as per the expectations of the group. (author) acknowledged that the work segmentation and allotting specific responsibilities based on the likings of the staff would motivate them to better and faster solve the issue. The solutions of each group would then be analysed by maintaining a follow up of the activity. By maintaining a follow up, the change members of SSC would be able to be aware of the progress made to overcome the issue. Ultimately the most liable and rationale solution to the current trouble would be decided upon through joint consensus. Thus, through the process of coordinating the activity through information posting, the change leaders and staffs would be able to resolve the current critical issues and nurture improved level of team and personal responsibility. Section Three: Conclusions: Section four: Recommendations: The open strategy method and the future search solution mentioned above require tactful implementation process. In absence of having a proper course of undertaking solution action, SSC would not be able to involve all its stakeholders within the change activity and be able to volunteer joint response on the subject. (Author) pointed out the following process to effectively practise and implement future search at work: Step 1: integrating the entire stakeholders in a certain place, especially the ones who do not meet often. Step 2: clearly outline the current issue impacting successful operation of the organization Step 3: Identify possible strategic solutions rather than focus on past conflicts Step 4: Vest separate responsibilities to individuals. Following the above change management process, the stakeholders of SSC would be able to brainstorm to arrive an effective and strategic solution to the change management, financial dearth and staff turnover issues threatening the business. Open Space management process of the undertaking change could be undertaken following the under mentioned process: Step 1: Determine the issue, develop the norms and plan ways to undertake the sessions. Step 2: Segment the group on critical issues and appoint responsibility to each individual based on their desired preferability Step 3: Develop an action plan to undertake the process, volunteer suggestions and accept opinions (website). By conglomerating the opinions of the change managers and staff, SSC would be able to decide upon an effective and strategic change solution mechanism to facilitate in undertaking the process at workplace. The following change management programs could even be practised at workplace: Employee Assistance Program: (Author) reflected that it is basically work based program offering short term counselling sessions and follow-up of services to organizational staffs suffering from certain work related issues. Considering that the staffs of SSC is threatened from potential job loss and operational changes, EAP procedure would assist in addressing their issues and offer effective solutions. The managers could even gain knowledge as to ways to further the change process by making the staff accept its necessity and facilitate in its smoother undertaking. External Consultants and Envoys: (author) acknowledged that envoys are specialised management service firms that provides advice and training on aspects issues affecting the organization. SSC could appoint a specialised envoy having knowledge to effectively handle similar situations. With its appointment, the authorities of SSC would be able to optimally utilise their specialised knowledge on aspects to prevent from such massive financial trouble, job cuts and effectively undertake change to face the situation. Team working/building: SCC could even decide upon developing groups (basically T group structure) to ensure that it staff acknowledge the flow of information down the hierarchy and involve in an integrative approach to change. (Author) noted that staff often feels comfortable in a group and are motivated to involve even better performnace. The group work structure in SCC would thus drive the staff to work for innovation, product development, resolving issues and smoothen the change process. Management accounting frameworks: (author) elaborated that management accounting framework such as balance scorecard facilitates in the keeping a check on the progress of the current activities. In order to make sure that the leadership and people management practices are performed as expected, the authorities of SCC could periodically use balance scorecard approach to judge change such as leadership and people management. 1

A Case Study In Diversity: India And Romania Essay -- Free Essay Writer

The WWW of most URL’s (Uniform/Universal Resource Locator’s) literally translated, means the WORLD WIDE WEB. As such, one would think that it would be easy to find information and sites from virtually any point in the world. To some extent, this is the case -- but it can be very difficult. As a large part of our assignment was the comparison of the SAWNET (South Asian Women's NETwork) website, with another site which we found to be equally diverse, I chose to focus on the Indian aspect of SAWNET, as it seemed to be the most represented of all the South Asian countries. For comparison, I chose Romania, a country that I knew nothing about, as it is represented in Virtual Romania (http://www.info.polymtl.ca/zuse/ tavi/www/rom_eng.html). Each of the websites seemed to function for two obvious reasons: to provide some information about culture and country to interested people, and to p ‚rovide access to the atmosphere of ‘home’ for any people not living in their own country, be it India or Romania. Visually, each site is very different. Virtual Romania is very flashy, with lots of photos, java and shiny banners, and it is set up in a four frame format - very pushy. In contrast, SAWNET is much better organized, with lost of eye-easy ‘white-space’ and culturally representative yet simple graphics. I have yet to decide if this is indicative of a cultural influence, or simply gender-biased. Both sites are several years old - in fact, Virtual Romania boasts that it is "The FIRST Ever Romanian Home Page on the Internet", and was established in April of 1994, while SAWNET began in 1991, as a mailing list that eventually grew into a web site and resource center. I was a bit disap pointed by the fact that several of the links posted did not work, both on the Virtual Romania site as well as SAWNET. The best evidence that I could find to testify to the fact that each of =the sites is well supported by expatriates, is in the Homepage listings that each of the sites maintains. These links mostly included people from foreign countries, many in Canada and the US, as well as a few from within the country’s current boundaries. Upon visiting many pages, I discovered that most people had lived in their home country for some years, and had moved for personal reasons (mainly for educ... ... better job of promoting and helping it’s country for both visitors and for Romanians far and wide. It includes an enormous variety of links for all sorts of topics, from High School year book archives (for old st Þudents) to Academia Catavencu (http://www.vsat.ro/Catavencu/), a Romanian political satire publication, to Interactive maps of major cities. I also really like the inclusion of the Romanian language in most of it’s areas; some items are in English, some in Romanian, and many are bilingual. I feel that the SAWNET site does not to justice to the varied culture of India (or any of the other cultures it represents, such as Bangladesh, Bhutan, Nepal, Pakistan and Sri Lanka). Nor does it seem to include any materials or publications available in the different regional Indian languages (as far as I could find). I did find a link to Scilet, a site of Indian literature (http://WWW.SCILET.ORG/), but all the publications had been translated into English, and are unavailable in their original form. Perhaps SAWNET could look to other cultural sites, like Virtual Romania, as examples on how to present and promote their diverse culture to computer-chair travelers and emigrants alike.