Marketing Implications of Product Life Cycle Essay

1. New strategies for new times The changed economic conditions are affecting consumer behavior and attitudes. Can the marketing strategies based on the understanding of the consumers in the prosperous times still hold water now? Consumers are changing their behavior in several different ways and various underlying attitudes and values govern these changes. It is critical for us to re-look at the consumer and refresh our understanding to fine tune the marketing strategies. 2. Segment and decide Not all the consumers react to the environmental changes in the same way. Different consumers have different reactions to the financial challenge – ranging from an extreme tightening of the purse-strings, to a nonchalant continuation of the current indulgences. Tightening may be reflected in different tangible and psychological ways. Manufacturers also need to offer a range of different solutions and propositions to meet these changes in behavior. Additionally, different consumer segments may be affected to different extent – and growth may vary from segment to segment. In luxury goods, for example, connoisseurship and indulgence segments may grow more as compared to the pure status segment, as these consumers’ relationship with luxury segments is not only emotional but also very tangible. 3. Find new pastures In these times, growth may be easier to come about through geographical expansion, than competitive fight in the current markets. The impact of the slowdown is more pronounced in larger cities – though the smaller towns and villages are also affected if they relied on export based industries. Hence while growth may be challenged in the larger cities, it may be a good time to set forth and explore new markets in county towns, townships and villages. These are the markets which are growing at a faster pace and offer greater return for investments. 4. Emphasize value – re look at your brand portfolio It does not take rocket science to conclude that in these times the consumers will look for value. The challenge is to offer value without compromising the image. There are different strategies to deliver value – some are appropriate and some ill-advised – some will damage the brand equity permanently, some will keep the image intact but still help adjust to the times. Research shows that direct price reductions are likely to damage more than temporary discounts and decreasing pack sizes more harmful that increasing pack size at the same price. 5. Look at your distribution channels A strained economic situation not only changes the consumer, but also changes the shopper. Consumers are normally more attached to the brand than the retail store, hence their first choice is not to change the brand, but try to locate the same brand at a cheaper price at another store. With more time at hand and greater incentive to economize, more consumers are likely to shop at hyper markets than the more ubiquitous but pricier supermarkets and convenience stores. The search for value and bargains will also turn the shoppers to internet shopping–the only channel that will grow even faster than hypermarkets. 6. Help the consumer – teach her, train her, comfort and reassure her. Research indicates that Chinese consumers’ response to the economic challenge is cerebral. When opportunities are fewer and the competition more fierce the Chinese consumers will want to further enhance their skills and knowledge. Clearly it is very good news for companies teaching English or computer programming. But the opportunity is not confined to these firms – the FMCG industry could also take a more educative communication stance – wine makers could try to educate the consumers about appreciating fine wines, cosmetic companies could offer lessons on skin care and food companies could coach on diet and nutrition. 7. Family, home and security When the going gets tough, the consumers tend to take comfort at home and in the arms of the loved ones. Recession is the ideal time to catch up with friends, take the children to the park and visit the parents, and in the process enjoy emotional warmth to compensate for the coldness of the economic climate. The children are likely to pay a heavy price for this, with parents having more time and inclination as well as a renewed determination to help their children with their studies. This offers opportunities to promote in-home consumption, rather than out of home consumption – which in many categories such as alcohol, is much more expensive. 8. Communication It is not just the product but also the message which needs to reflect the current consumer mind. The communication messages of today needs to reflect sentiments of care and protection, rational and considered behavior and performance and value these tones of communication, which always appealed to the Chinese consumers, are likely to find even greater resonance in these times. 9. Go digital For the largest internet population in the world, internet has so far been a tool of entertainment and information – less so a tool for commerce. However the initial barriers are being overcome and consumers are discovering the joys of internet shopping. The attributes consumer associate with internet shopping are variety, enables detailed evaluation and comparisons and competitive prices. These are the attributes the consumer will be looking in the times of economic slowdown. 10. Keep a permanent hand on the pulse of the consumer These are dynamic times. Things are changing at a phenomenal pace. As a result, so is the consumer mood and sentiment, which will have an effect on her decision making and the brands and products that she buys. If marketers don’t feel her pulse all the time, they could go wrong. One cannot just listen to the consumer once a year – marketers need to put their ears firmly on the ground and listen to every change of beat, every nuance of the consumer mood and continue to fine tune the strategy.

Human Resource at Mcdonald’s Essay

I. Introduction In today’s intensely competitive and global marketplace, having a highly committed or competent workforce is one of the most critical factors in maintaining a competitive advantage (Millmore et al., 2007). Therefore, in a growing number of organizations, strategic human resources management (SHRM) is now viewed as a source of competitive advantage. Strategic human resource management is designed to help companies meet the needs of their employees while promoting company goals. As an important aspect of strategic human resource management is employee development, organisations have to consider employees may want or need and what the company can reasonably supply (Baker, 2009a; Tarique and Schuler, 2010). This research paper tries to discuss how organisations achieve this mission. We will discuss about two very important aspects of SHRM, strategic international HRM (SIHRM) and employment relationship. Although these two fields will be analysed separately, we can see the link bet ween them when we apply them to the case McDonalds’ (Goldsmith et al., 2009). In each section, we will discuss about the theories and models relating to each of those aspects and how these theories showed up in McDonalds’. II. McDonalds’ and Strategic International HRM II.1. Literature review of SIHRM and its frameworks The main trend of recent studies on changes in the business environment is the growth of internalisation, for example Ferenbach and Pinney (2012); Hitt et al. (2012); and Zain and Kassim (2012). As businesses become more and more global, SIHRM plays an important role in the development and success of multi-national corporations (MNCs) (Festing et al., 2012; Smale et al., 2012; and Stahl et al., 2012). According to Briscoe (2012) international human resource management (IHRM) can be defined as set of managerial tools for managing organizational human resources at international level to achieve organizational objectives and competitive advantage over competitors, both domestic and international. IHRM, therefore, includes typical HRM functions such as recruitment, selection, training and development, performance appraisal and rewards and punishment done at international level and additional activities such as global management skills, expatriate management and so on (Millmore et al., 20 07). Milliman et al. (1991) developed a SIHRM framework based theory of â€Å"fit and flexibility†. The concept of â€Å"IHRM fit† included external and internal side. External IHRM fit indicated the MNCs’ capability to deal with the cross-national environment, which includes the social, legal, political and cultural factors of diversified foreign countries where they operate. On the other hand, internal IHRM fit stressed on the management ability to ensure appropriate control and co-ordination between corporate and foreign subsidiaries. In addition to â€Å"fit† concept, â€Å"flexible† was also important as it specified the organisational capability to smoothly implement changes and adapt to diverse circumstances. Zheng (2013) commented on the framework that in today’s open global environment in which information and knowledge is transferred freely and quickly, an integration of fit between internal HRM and external functions is required and sho uld not be treated as two separate functions. The SIHRM framework of Schuler et al. (1993) seems to implement this point (Figure 1). The framework constituted of two major elements: inter-unit linkages and internal operations. Inter-unit linkages showed the MNC’s ability to differentiate its operating units thorough the world while, at the same time, keep them well coordinated and controlled. Internal operations indicated the fit between each unit’s confines of its local environment, laws, politics, culture, economy and society and its own strategic objectives given by the corporation. Schuler et al. (1993) framework’s limitation is to ignore the role of human-beings (managers and staff) which is widely considered as a very important constituent of SIHRM (for example Briscoe et al., 2012; Shi and Handfield, 2012; and Sanchez-Arias et al., 2013). The SIHRM framework of Taylor et al. (1996) stressed on how smoothly top managers can transfer the parent company’s SIHRM orientation to affiliate’s HR M system, then to impart organisational values and top managers’ belief to specific employees within the affiliate (Figure 2). Although Taylor’s model (1996) can complement the limitation of Schuler’s framework (1993), we still need a more detailed and practical model to apply in the real business world. This is the point at which the framework for global talent management of Tarique and Schuler (2010) comes in handy. In the next section, we will discuss about the framework in details and in the case of Mc Donalds’ (Figure 3). II.2. The framework for global talent management and the case of McDonald’s a.Global Talent Challenges for McDonalds’ The major driver of global talent challenges for McDonalds’ is the globalisation. Although globalisation enables firms to employ workers in the developing economies of the world at much lower wages than is possible in the developed economies of the world (Wise and Covarrubias, 2012), it also leads to increasing competition in fast food industry (Asif et al., 2011; Gupta, 2012; and Royle, 2012). In such circumstance, global competitive advantage is only for those multinational firms that succeed in locating and relocating its workforce over the world, adapting to local differences, learn continuously, and transfer knowledge more effectively than their competitors do (Molinsky, 2013; Steers et al., 2013). Therefore, human recourse becomes more and more important in maintaining competitive advantage at MNCs. In addition, as McDonalds’, like other MNCs, expand its business into many other countries, its consumers continue to have very different buying patterns from region to region. The organisation therefore must have a talent management strategy in place that continually assesses whether employees have the ability to address the particular needs of a diverse customer base (Podsiadlowskia et al., 2013). In 2011, Manpower Group conducted research among nearly 25,000 companies across 39 different countries and territories, which shed light on that 32% of American companies were looking for foreign workers, higher than any other area (that number of the whole world was 24%). This raises the demand for workers with competencies and motivation considerably high, especially for American companies. While the demand was getting higher, the foreign labour supply for MNCs was not so abundant. The research of Manpower (2011) showed that 74% of American employers (among 5,820 surveyed companies) found it difficult in recruiting foreign labours. In addition, Pearson (2012) believed that high employee turnover is a threat for today’s businesses. These issues made the labor market more competitive for employers, especially operates in an industry whose the rate of employee turnover is as high as fast food industry (Harris, 2012). For McDonald’s and other fast food restaurant, there is another specific obstacle. According to Sharma and Kiran (2012), employees nowadays do not only look for organisations offering high wage but also those â€Å"whose philosophies and operating practices match with their own principles†. This might create an issue for McDonalds’ to compete in recruiting best talents as fast food restaurants usually have bad reputation of causing ethical healthy issues such as obesity (Fraser et al., 2012; Jeffery and Utter, 2012). Tarique and Schuler (2010) summarised global talent challenges as too little needed talent and too much unneeded talent, or rather â€Å"the needed talent is available in the wrong place†. b.McDonalds’ Human Resource Actions to Address Global Talent Challenges Talent management initiatives can only be effectively successful when linked to the strategies of the organization. Since 2005, McDonald’s global workforce strategy has been designed to be aligned with and support the execution of its business objective, which is â€Å"to become everyone’s favorite place and way to eat† (Harkins et al., 2005). Interestingly, the global talent management practice initiated by McDonalds’ nearly ten years ago was very similar to the Tarique and and Schuler’s framework (2010). Prior to 2001, McDonald’s developed its performance assessment system comprised of six â€Å"performance drivers† (Figure 4) on which managers and staffs’ annual performance will be measured not just on the â€Å"what† of their accomplishments but also on â€Å"how† they accomplished it (Goldsmith et al., 2009). However, when it was rolled out globally in 2003, it was clear that certain elements of the new system re-design were not suited for the foreign cultures and legal structures that existed in certain countries. As a result, all of its affiliate and franchising stores were given flexible to make certain changes to adapt local requirements. This manager’s initiative reflected the â€Å"fit and flexible† concept of Milliman et al. (1991) as discussed in the last section. In 2003, McDonalds’ introduced its Global Talent Review Process of which main purpose is to train and develop next generation of leaders and managers and in 2006, the organisation added a more in-depth analysis of who needs development moves to enhance their experience and a process that facilitates this movement (Goldsmith et al., 2009). The initiative allowed potential leaders of next generation to move more freely to various organizational departments in order to realise development job opportunities with support of their peers and develop their own talents (Brown and Lent, 2012). With the intention of attracting and retaining high-performing talents, The McDonald’s Leadership Institute and the Global Leadership Development Program were introduced in 2006 (McDonald’s, 2013). The Institute was a virtual community that provides a culture of learning and development and to which anyone from any geographic location can accessed. The Global Leadership Development Program focused on preparing participants for broader leadership responsibilities and building a strong peer network that will support these individuals in developing their leadership path. The qualitative impacts of these initiatives were managers and staffs became much more aware of the strengths and talent gaps in each area, so they can recognise their own development needs and develop their talents more effectively. In addition, as the number of cross-organizational movement increased, organisation had better selections for all tasks. Schuler et al. (2010) pointed out several barriers of talent management to which McDonalds’ and other MNCs should pay attention. First, managers at all levels rather spend time on their own pressing tasks than on talent management programs. Second, organizational structures might inhibit collaboration and the sharing of knowledge across boundaries. Finally, HR departments might be short of â€Å"the respect of other executives whose cooperation is needed to implement appropriate HR actions† and might not be able to deal with the global talent challenges. III. McDonalds’ and Employment Relationship III.1. Literature review of employment relationship and new ERM model In last section, we discussed how important talent management is for McDonalds’ to maintain its competitive advantage in today’s widely open business. Although McDonald’s already has a quite complete talent management program, the organisation should be noticed that its workforce strategy could not be successful without great employment relationship. Gospel and Palmer (1993:3) define employment relationship as â€Å"an economic, social and political relationship in which employees provide manual and mental labour in exchange for rewards allotted by employers.† Rose (2004) clarified that rewards can be not only economic but also social and psychological. Millmore et al. (2007) believed that psychological reward is an indispensable part in employment relationship. They went on to define two key strategic concepts that were labour – management partnership and psychological contract. According to Millmore et al. (2007), key values of a successful labour – management partnership included share of goals, culture, knowledge, effort and information. Armstrong (1996) discussed that the labour – management partnership initiated when employees provide skill and effort to employers and the employers provide the employee with a salary in return. However, the employment relationship can also be expressed in terms of a psychological contract defined by Rousseau (1994, cited by Millmore, 2007:448) as â€Å"the understanding people have regarding the commitments made between themselves and their organisations†. Noe (1999, p. 290) states, â€Å"a psychological contract is the expectation that employers and employees have about each other†. According to CIPD (2006), psychological contract breach occurs when employees believe that the organization has failed to deliver its promises or obligations. There were many research works about psychological contract and its importance in employment relationship, for example Robinson and Morrison (2000); Coyle-Shapiro and Kessler (2000); Guest and Conway (2002); Turnley et al. (2003); Conway and Briner (2005). These works however did not point out a model that is practical and easy to apply and measure in the workplace. In addition, because of globalisation and today’s fast changing business environment, the needs of organizations and workers’ expectations changed significantly (Burke and Ng, 2006). Therefore, the traditional psychological contract might not work as well as it had been. Besides, most of the research in the past has emphasised the employee, while it should be on both employees and employers’ perspectives (Baker, 2009a). Baker (2009a) believed that there is a need to develop a new concept of employment relationship that enables corporations to attract good staff and retaining talented employees in toda y’s business environment of volatility, uncertainty, and global competition. In such a business environment the traditional perspective on employment relationship such as that of Gospel and Palmer (1993) might not work. According to Baker (2009a), the new employment relationship model must base on the workers’ needs with organisational outcomes. He then provided core attributes of the model including flexible environment, customer-focus, focus on performance, project-based work, human spirit and work, loyalty, learning and development and open information. In next section, we will discuss about these core attributes with the illustration of McDonalds’. III.2. McDonald’s and the application of new employment relationship model The first aspect of the relationship is flexible employment which defined by Baker (2009a) as organisation policy to encourage workers to work for other units or departments. In 2006, McDonalds’ conducted an in-depth analysis of which staffs could be potential leaders and managers, what skills and experience they needs, to which units they should be moved to get these skills and knowledge, and how to facilitate the movement (Goldsmith et al., 2009). The implementation of flexible employment strategies can create opportunities for workers to develop their career beyond the confines of their specific specialization. Kappia et al. (2007) proved these career development opportunities could be more motivating than monetary rewards. The concept of customer-focus, which becomes more and more important in business techniques (Bharadwaj et al., 2012; Idris, 2012; Kanti, 2012), is the second attributes of new employment relationship model (ERM). The concept of customer-focus places empl oyees in the â€Å"unique position of answering to two bosses†, the organisation and the customer (Baker, 2002). Baker (2009b) believed that a successful customer-focused strategy depend on managers and workers’ good communication with external sources such as local communities and culture. Related to the case of McDonald’s, its customer-focused â€Å"Plan to Win† relies on local talent to develop a deep connection between McDonald’s and the local communities in which it operates (Goldsmith et al., 2009). According to Baker (2009a), the concept of focus-on-performance suggests that customers should focus on the achievements of their job and the way they achieve them instead of job specifications. Organisations, on the other side, should link rewards and benefits with performance rather than organisational policies and rules. Moreover, new ERM suggests that an effective â€Å"multidimensional performance system† promotes workers to contribute beyond their regular task while organisations can utilise and reward workers for these non-job contributions (Baker, 2009b). Since 2001, McDonald’s redesign its performance measurement system with six â€Å"performance drivers† for which employees ‘be measured not just on the â€Å"what† of their accomplishments but also on â€Å"how† they accomplished it’ (Goldsmith et al., 2009). The system also enable top managers to signal the importance of needed culture change in which employees are encouraged to be more innovative and contribute more than merely doing their regular tasks. The fourth aspect of new ERM is project-based work. As business environment is increasingly uncertain and unstable, project-based work gains more interest from both corporations and employees (Watson, 2012). This initiative includes several forms such as temporary and fixed term contracts, outsourcing, flexible time, part-time working, overtime, job rotation, or functional mobility, which provides job flexibility (Peirà ³ et al., 2002) The project-based work is also widely applied in McDonalds’ as the senior managers often depend on peers’ assessment in providing employees development job opportunities (Goldsmith et al., 2009). With the increase in market competition and dynamic work environment, many employees are suffering from work overload that could seriously affect the organisational performance (Altaf and Awan, 2011) and many researchers believes that workplace spirituality is one way to deal with this problem (Karakas, 2010). Baker (2009a) also mentioned human spirit and work as a function of new ERM. The effectiveness of the workplace spirituality on work performace, however, is still criticised by several researches and hypothesis tests, for example Bell et al. (2012) and Weitz (2012). There is also no evidence that this concept has ever been applied at McDonalds’. Another aspect of new ERM doubted to be effective and not applied at McDonalds’ is open information. Loyalty and commitment, on the other hand, has no doubt to be a so important attribute of new ERM. According to Baker (2009b), these aspects should come from both sides. Employees’ loyalty is to enhance organisational outcome rather than processes, while organisational commitment is to improve employees’ personal objectives and development. McDonald’s has paid significant attention to its employees for years. McDonald’s has its Commitment Survey to assesses employee satisfaction with the support and recognition they receive, the extent to which their skills are utilized and developed, the degree of their empowerment, working condition and their compensation (Goldsmith et al., 2009). A manager’s scores on the Commitment Survey are one of many important factors considered in assess employees’ effectiveness and potential for advancement. Much related to this aspect is learning and development. As discussed in last section, McDonalds’ initiated its The Leadership at McDonald’s Program, which aimed at identifying developing high potential talent, in 2004 (Goldsmith et al., 2009). Having been accessed as qualified candidates of the program, employees will be granted for many individual learning opportunities. First, each participant will have a coach to discuss progress against objectives and receive objective feedback and developmental coaching throughout the program. They also have opportunities to work closely with McDonald’s high potential peers throughout the program and with talented management peers from other companies/industries as part of the Thunderbird Program in order to build strong internal and external peer networks ( Goldsmith et al., 2009). The application of these attributes brought McDonalds’ several positive signs. As of mid-2006, 34% of the 104 graduates of the LAMP Program have been promoted while only 4% of the them have left the company for other opportunities. It is a key objective of the program for its participants to know they are highly regarded and that the company will continue to invest in their ongoing development. The program also made itself a strong brand identity and equity within the organization and more and more employees want to join the program (Goldsmith et al., 2009). IV. Conclusion As SHRM becomes more and more important for organisations, it is critical for managers to understand not only its related theories and concepts but also discover and invent the most practical models for which they can apply to their organisation. As businesses become more and more global SIHRM and the model of global talent management of Tarique and Schuler (2010) plays an important role in the development and success of MNCs. Even when organisations already have a quite complete talent management program, they should notice that its workforce strategy could not be successful without good employment relationship. Baker (2009a) believed that there is a need to develop a new concept of employment relationship in today’s business environment of volatility, uncertainty, and global competition and he introduced the new ERM. The case of McDonalds’ (Goldsmith et al., 2009) has shed the light on how practically successful these models could be when appropriately and effectively applying in an organisation. This is, however, just the beginning of these relatively young models and the question of whether these models can create sustainable competitive advantage will need more academic and practical researches in the future.

Global perspective Essay Example | Topics and Well Written Essays - 1250 words

Global perspective - Essay Example Individuals can travel from one country to another by taking direct flights. Therefore, this increases criminal cases such as illegal immigration and drug dealing and human trafficking (Ndiaye,  2007). These cases are mainly caused by the wide spared globalization. They affect the criminal justice systems of the United States significantly because; they demand a lot of time and thus; other areas of the systems have to be foregone. Globalization has also increased cross-border terrorism, which affects the American Criminal Justice System considerably. This is because while people move from one place to another while conducting trade, assessing all the people entering the country becomes difficult. Therefore, globalization leaves a loophole for terrorists to enter a country. Illegal immigration on the other could also be said to arise from extensive globalization since; people enter a country as traders or business people with fake documents and yet the authorities fail to realize it (Ndiaye,  2007). This can be attributed to the multitude of cases burdening the Criminal Justice System such that; it fails to exercise keenness in its work. However, globalization can also be said to have a positive effect on the American Criminal Justice Systems. This is because with globalization, law enforcement agencies are now able to obtain information about people within a very short period. In addition, globalization connects the American criminal justice system with criminal justice systems of other countries in the world. Therefore, the system has become stronger since it can borrow different ideas from the other systems. Through globalization, the American criminal justice system also coordinates well the criminal justice systems of other countries to ensure that criminal activities are acutely reduced. The civil law is a type of law that deals with the kinds of disputes that are not termed as criminal cases. Therefore, the law solves disputes arising from matters suc h as contracts, divorces, ownership of property, child custody and compensation for property or personal damage. The law is normally based on the ruling of court but sometimes it is based on the federal statutes. Basically, civil law serves as a remedy of solving problems among people. Common law is a type of law that deals with similar cases as the civil law. However, the difference between the civil law and common law is that judgments in common law are based on prior judgments made by other judges on similar or closely related cases. Therefore, judges depend on their predecessors’ judgments to decide cases in court (Quigley,  1989). However, sometimes judges have to look outside the set precedents in order to avoid the issue of rigidity in solving cases. Islamic law is a type of law that mainly solves Muslim cases based on their holy book, the Quran. The law, which is widely known as the Sharia Law, solves all kinds of cases irrespective of whether they are criminal or c ivil. For instance, it solves matters concerning crime, politics and financial issues. The law also solves personal matters such as fasting, prayer and hygiene. In the Sharia law, plaintiffs and defendants are not required to hire lawyers to represent them. Instead, the individuals normally represent themselves in the Sharia court. Socialist law is a type of law used in communist states such as China. Although the law is based on the civil law, it has been slightly modified in order to fit the ways of communism. The

TYCO Essay Example | Topics and Well Written Essays - 1250 words

TYCO - Essay Example Lack of plan will leave leaders and staffs clueless on where the company is headed and what strategies are best get there. In order to highlight these statements, this paper will take a deeper look at planning function of management in Tyco International (Tyco). The first section will be a brief introduction to the business organization in order to fully recognize the issues that it faces. Secondly, this paper will identify and analyze the legal issues, ethics and corporate responsibility which have a profound impact on its planning function. Lastly, it will analyze three factors which influence its tactical, operational, strategic, and contingency planning. Tyco International is "is a highly diversified global company that provides thousands of products and services vitally important to residential and commercial customers" (Tyco 2008). The business organization's product line is diverse which range from electronic security and alarm monitoring to fire-fighting equipment and breathing apparatus, and from water purification and flow control solutions to galvanized steel tubes and armored wire and cable. The company is organized into five business segments namely ADT Worldwide, Fire Protection Services, Safety Products, Flow Control, and Electrical and Metal Products (Tyco 2008). The operation planning function of management in Tyco has always been influenced by the legal issues that can surface from the decision that it makes. It should be noted that being a prominent and one of the largest companies in the world, Tyco faced the legal implications of its actions as it is always under the scrutiny of its stakeholders including the government, its stockholders, and its customers. With its quest in conquering the global business arena by opening up operations in countries all over the world, Tyco maintains its commitment in adhering to the laws and regulations implemented in the geographical regions where it operates. The company has always considered upholding its legal standards through its adherence to the financial reporting standards which is set by the governing bodies. It should be noted that while large companies like Enron and HealthSouth faced legal battles in 2001-2003, Tyco retains its credibility by emphasizing its commitment to report its activi ties utilizing the preset standards (Tyco International 2008). In this, it can be seen that Tyco's initial plan to be successful in its operation by being mindful to the various legal constraints becomes visible. Until now, the legality of the operation of the company and its different processes is a primary concern in its planning activities. Ethics have also been an important part of the culture of Tyco which also becomes a tenet in its long-term and short-term plans. Through its commitment of upholding moral excellence among its directors and leaders, the business organization have had taken actions in order to eliminate dishonesty and abuse of power. It should be noted that during 2002, Tyco filed federal suit against its former executive president Mark Swartz and corporate counsel Frank Walsh for

Baby talk Research Paper Example | Topics and Well Written Essays - 1750 words

Baby talk - Research Paper Example This paper presents an analysis of Baby talk. In particular, it presents 15 baby talk words from a chosen child named Firas who is aged 2 years and 5 months. Additionally, this paper presents a morphological, phonological and syntactic analysis of the baby talk words in the data list. This section of the research paper is structured with reference to Jones (1986), pages 178 to 180 in the East Cree Baby talk file. Finally, this paper presents a conclusion of the findings with reference to the chapter 11, First language acquisition, of the text book. Firas is Arabic, and is brought up with Arabian parents and caretaker in the Middle East. This baby talk represents the Arabic language which has been applied from the 19th century. The Arabic language is characterised with numerous examples of baby talk items that display pharyngeal spirants. However, these are commonly seen as elements that are acquired late in Arabic. For example, labial categorical are present in Arabic baby talk and could be the primary categorical to be acquired by the Arabic young children. This is regardless of the fact that they are insignificant at the adult stage. Phonology - entails the study of speech construction in a language, which includes the trend of fundamental speech elements and the established rules of how to pronounce words identified as phonology. The least element of sounds that compose a language is referred to phonemes. In particular, the word â€Å"Mbuwa† which is Firas’s Arabic baby talk word that stands for drink, consists of five phonemes, the â€Å"mb† stands for one phoneme /mb/, the â€Å"u† maps to the short sound/Ã… ­/, the â€Å"w† stands for /w/ and finally, â€Å"a† to its fundamental sound /ÄÆ'/. Morphology - is the advanced stage of language that entails the study of tiny elements of meaning –morphemes. Morphemes entail foundational words, such as, â€Å"Food†, â€Å"dog†

How does belonging to an individualistic or collectivist culture Research Paper

How does belonging to an individualistic or collectivist culture influence your personality - Research Paper Example For instance, giving high self esteem, self respect, and opportunities to define and achieve personal goals. Keywords: individualistic, collectivist, emotional instability, personal goals, self esteem. Influence of individualistic society on personality â€Å"Because the self develops in accordance with cultural patterns, you would expect different forms of the self to develop in different societies.† (Millon & Grossman, 2004, p. 334) High motivation and dedication drive the ambitious persons in an individualistic society to achieve whatever they want in their personal and professional lives. Human personalities undergo gradual, yet massive changes while they live and adapt themselves to their respective surroundings. The cultural or societal influences are very strong and shape the way we behave, think, react, respond and handle our relationships and professions. Being a part of an individualistic society has exerted great influence on my personality. The basic ideologies of both societies are different; therefore, individuals living in either society behave differently and their basic approach to life, business and relationships are also entirely different. People in collectivist cultures, compared to people in individualist cultures, are likely to define themselves as aspects of groups, to give priority to in-group goals, to focus on context more than the content in making attributions and in communicating, to pay less attention to internal than to external processes as determinants of social behaviour, to define most relationships with in-group members as communal, to make more situational attributions, and tend to be self-effacing. (Triandis, 2001, pp. 907-924) The influence of an individualistic society is stronger if one is born and brought up in such society as compared to someone who is new to such culture. As individualism is reflected in almost all areas of individualistic societies, therefore it is impossible to adopt any other way of living. Thus, I have learnt to think about myself and my personal interests, dreams, ambitions, goals and fulfilment only. This is how I believe success can be achieved. In pursuit of my personal goals and dreams, I may be overriding others- but that is not important to me. Fulfilment of personal goals have become the sole object of my life- whether it is related to my personal happiness, professional or academic growth, or relationship with my family and friends. This is not to say that I have become selfish or eccentric- this is just to make sure that I don’t have to compromise, or suffer or sacrifice myself for the sake or benefit of others. Sometimes, things may go wrong, if one makes a wrong choice by being emotional. Being a part of an individualistic society, I have been trained to be rational, reasonable, calculative, mature, and think about the long term effects of any decision. Though I feel isolated and alienated at times by making such choices that are based solely on my personal interests, yet the modern technology and means of communication have made it easier for me to be a part of those social networks/ groups/ individuals that interest me. I am not bound to the people or their issues or problems of the physical society I live in- I am free to be part of the numerous individualistic

Report of India Essay Example | Topics and Well Written Essays - 3000 words

Report of India - Essay Example India is the country which in the modern days is showing all the signs of the modernism and the liberalism. The industries that the state has contribute to the greater extent to the economy of the sate. However if we go deeper and deeper we see that the problems that the state has are deep rooted and the problems have to be solved as soon as they can be. The report will discuss the main reasons of the failure of the Indian women to make there space in the political scenario. The reasons would be specific enough as far as the failure of the women in the political scenario is concerned. The changes that are being made in the political scenario so that the participation of women in the parliament is increased will be discussed. In addition it will be seen that what are the scopes of the changes and what do the strategies offer. The report will not go into the depth of the governments analysis of the political scenario and the political makeup of the Indian governments. Therefore the report will be restricted to the importance of the women in the political scenario in the state if India and how the changes can be made in that case. The specific areas to discussed inn this report specifically include the ways and the strategies to be designed andimplemenetd to increase the awareness of the women in India and the way to increase there roles in the government formulation. The report focuses the ways in which the women should be encouraged to participate in the political formulation along with the men without thinking that the men are superior to the women. Kulke and Rothermund (2004) discuss that India is the country with the population of around the figure of one billion. It is a big number of the population for the huge country as India. If the statistics are carried out and the numbers are seen than India has the second place in having the greatest number of population, while the greatest population resides in the country of china. India is

The difference between management and leadership Essay

The difference between management and leadership - Essay Example There is, in fact, a great deal of difference between leadership and management but the best way to differentiate one from another is their basic purpose in an organization. Management is a function—encompassing directing people and controlling resources, implementing and enacting various operations in accordance with the established values—that every organization must exercise. For instance, the manager from my previous workplace exhibited an excellent job in managing the team. He had a comprehensive grasp of the company’s values and principles, and thus he knew exactly how to handle the people and the resources available towards achieving our goals. He told us what to accomplish within a certain timeframe to keep everyone working in line with the company’s goals and objectives. As a manager, he also did good at planning things around the office and facilitating activities which had to be completed. Leadership, on the other hand, is more focused on the re lationship between the leader and his/her people that can motivate them to work hard and strengthen the bonds existing within the organization. In my previous job, I can say that my manager was also a good leader. He was not just there to tell people what and what not to do. He was also there to support us and coach us whenever he felt that some pieces of information and skills were missing.

State Board of Education With Regards to Equity and Equality of Public Assignment

State Board of Education With Regards to Equity and Equality of Public Education - Assignment Example Statistics reveal that students from poor backgrounds, particularly the African American, face stiff challenges in education. They often undergo expulsion and suspension from the learning institutions besides encountering challenges in accessing highly qualified teachers. The public education in the United States undoubtedly offers everyone an opportunity to learn. In other words, there is no valid debate as to whether there is a fair playing ground for students. However, the same cannot be said of the equity, which is critical in determining the effectiveness of equality. Equality provides everyone with equal opportunities ensuring that no one is favored in the process. However, without first addressing the issue of equity, equality might not be effective for a number of reasons. First, offering equal opportunities is commendable but when some people cannot access these opportunities because of separate predicaments, equality in the end is not achieved. This is the scenario in the public education. While all races can access the education, other factors such as income and historic injustices become a hurdle in seizing the opportunities (Lee, 2015). For that reason, it is imperative to scrutinize the proper steps to take and subsequently implement th em accordingly. Teaching strategies ought to be rectified, as there is ample evidence that they are not as effective as is expected, and this has adverse effects. It was noted that some students dropped out of school even before high school graduation. Worse still, those who completed and received high school diplomas did not certify the expected competence (Levin, Belfield, Muennig & Rouse, 2007). While the public education sector could be suffering from other issues, the strategies implemented do little to remedy the situation. Thus, it is vitally important to have a change on these in order to ensure that the much-hyped equality is

The effects of concentration on reaction rates Essay Example for Free

The effects of concentration on reaction rates Essay I could back this conclusion up by doing two things. Firstly, I could use my average time graph (graph 1) to work out what time any concentration would take to complete its reaction. This is especially because of the fact that all my results I tested followed a trend. What I can do is to look where any concentration level is in line with the line of best fit, and then I could take this point on the line of best fit and look to see where that point lines up with the time taken. An example is on the next page: Here you can see that the point indicated as the intersecting point is where the concentration levels and time taken axis meet on the line of best fit. This is exactly how I could prove my conclusion correct, by taking any concentration, and then test the concentration in the same way as in my method to see if the time taken follows this pattern. If it does, then I could easily prove my conclusion to be correct. Evaluation: The times would have been very unlikely to be the same, particularly under the conditions of the fact that we had a strict time limit of two lessons, including getting the equipment out and clearing it up again. Overall, this was a very tight deadline to meet, and I eventually realised I needed to try and run my first and second tests simultaneously in the second lesson, as I was nearly out of time. This rush could easily have affected my final results in several ways, all because of the rush I was in to get all my results. The magnesium floating in the HCl may have been a problem too. I dont think it would have affected the results much, but because it was floating, not all of the magnesium was in the acid at the same time throughout the reaction, and therefore this may have meant the reaction took longer as it couldnt react with all of the magnesium straight away. I could have got over this by poking the Mg down, but that may have affected the results as well. If I were to use a substance that would react with the HCl in ANY way (even if it would be unnoticeable to the naked eye), then the reaction rates would have probably slowed down, because some of the HCl would have reacted with the other substance, leaving less of it to react with the Mg. The other (more obvious) point is that I would have found it hard to poke three pieces of Mg in different test tubes down at once. The other way which I could have solved this, would be to make the density of the Mg larger, so that the Mg would sink naturally to the bottom of the test tube. This could have been done either by redoing the tests with more magnesium (a longer strip), or by using less HCl. I would have done this, but the tight time limit meant that I couldnt redo all the tests that I have already done in time, before realising this. Another way my results could have been affected is that because the 0. 1 reading took a long time to complete, meaning that I may not have noticed that the reaction had finished straight away. I dont think this happened, though, so Im not too worried about this. Finally, and this occurred in my second test which could indeed explain my ringed faulty result, I admit, time got the better of me and so I didnt wash out my measuring cylinder out after measuring each concentration of acid. I may have measured smaller concentrations first and these concentrations could have mixed with the one I was using then to not give the mole that I said I was using for this test. To get over this problem, I could either have rinsed out the cylinder before measuring each concentration, or even by sharing cylinders with other people, of which each cylinder would only be used for one concentration. Overall, despite these problems, I dont think I will have made a bad attempt at the experiment, because the results were similar both times and they did follow a trend on my two graphs. 1 Show preview only The above preview is unformatted text This student written piece of work is one of many that can be found in our GCSE Patterns of Behaviour section. Download this essay Print Save Heres what a teacher thought of this essay 3 star(s).

The Airline Organization In Malaysia Commerce Essay

The Airline Organization In Malaysia Commerce Essay This essay reviews and examines the management operations in organizations, using the airline organization in Malaysia; Air Asia as our case study. In assessing or reading this essay, one will definitely come across certain terminologies which are not frequently used and not suitably applicable to our everyday lives, and therefore one may find it difficult to absorb and concur the real point of the essay. Such terminologies may include work organization, management, unemployment, management operations Etc. This concerns a part of the business or organization operations whereby they try to increase or maximize customer satisfaction by using the minimum amount of resources possible, e.g. in the case of an organization like Air Asia, they have being ranked as one of the top low-cost airlines world-wide. Their Low-price compared to other Airlines helps in motivating people to opt for Air Asia over others. Thereby, they increase the customer satisfaction while the try to expend the list amount of resources possible for this to be economically efficient for the organization. 2. Motivation is like an action which triggers or helps in the activation of a kind of behavior which is set for higher standards (goal-oriented behavior). When a manager motivates his/her workers, it is usually in most cases with the aim of achieving a higher set of goals for the organization. This motivation may take place under various circumstances and also in a variety of formalities, which include; Increasing Job satisfaction of the employees This can be achieved through things like increasing the workers salaries, upgrading their working conditions, better benefits and pension allowances and so on and so forth. First of all, a goal is an objective which a person intends to achieve in most cases, within a stipulated amount of time. Goals are set for various purposes. For example, some people set goals and then intend to strive to achieve that it within a stated period of time. The limited acts a form of motivation and pushes them to strive harder in achieving the goal. One of the most notable of the methods of goal settings is the SMART plan. SMART represents; Specific; The goals should be specified for easy rectification. Measurable; They should be quantifiable not uncertain. Attainable; They should be things that can be reached or attained within the stated period of time. Realistic; They should be somewhat as a fantasy or a dream but should be achievable. Time-line; There should be a stipulated period of time within which one should be able to achieve the goal. 3. CONFLICT RESOLUTION Conflict is a state of opposition between persons, ideas or interest. Whenever we want to work with people conflict is inevitable because we all come from different background, culture generation and we all have different believes and value. Each of us brings with us different views on about everything WAYS OF MANAGING CONFLICT 1 Accommodating: This is whereby you allow the other party to certify there consign and neglect your own 2 Collaborating: This means cooperating with the other party to understand there consign and effort to find a mutually satisfying solution. 3. Compromising: Attempting to resolve conflict by identifying solution that is partially satisfactory to both parties both completely satisfactory to neither. 4. Avoiding: Not paying attention to the conflict and not taking any action to resolve it. 5. Forcing: using your formal authority to satisfy your own consign without regard to the other parties consign WAYS OF RESOLVING CONFLICT 1. Arbitration: This is process whereby a third party is involved who has being invited by the conflict parties to propose the solution 2.Seek Mediation : Is a process whereby a third party consults with those involved in a conflict to see if the problem can be presenting in a way which facilitates a resolution, the mediator may simply listen and ask questions 3. Apply authority or force: If mediation, conciliation and arbitration do not work or the parties are not willing to try them, conflict can be resolved in a fashion by one party imposing his solution through authority.(I.e. Manager) this settlement will resentment amongst the workers at the receiving end both sometimes this is the only way to resolve conflict and save time. 4. Organizational structure depicts how jobs and official endeavors are formally broken down, grouped and carried out cord natively. Here are the types of organization structures; Simple Structure This is more commonly associated with smaller business such as the sole proprietorship and others like that. This is because; it is more functional when applied in an organizational setting with few workers. It is fast and flexible and also relatively cheaply applicable. Its major demerit involves the fact that it is relatively unsuccessful with other organizations with a larger workforce. Bureaucracy It is mainly characterized by a strong standardization technique such as highly formalized rules, strong hierarchal system and chain of command. The Matrix Structure This is departmentalized into 2; functional and product. The most outstanding and easily recognized structural feature of the matrix is that it breaks the unity-of-command concept. How people are managed Directing making decisions embodying decision in instruction and serving as the leader of the enterprise Organizing establishing structures and system through which activities are arranged Planning out ling the policy, objectives and resultant things to be accomplished. Time management is the process of monitoring, analysing and revising, you plan unit it work, effectively planning as a skill that takes time to acquire. Prepare tomorrow s schedule before you get to the office in morning Coordinating this is important stage consists of interacting the various part of work .it involves coordinating the various job, roles and responsibilities of yourself and others staff. 5. The Internet, especially that of the 21st Century is super-fast, has a very high flexibility and can be used for the efficient conduction of all kinds of transactions that goes on between suppliers, consumers and even multinational companies. These characteristics of the internet enable it to bring heavy positive returns to these organizations. For example, things like purchase orders, transportation of goods notifications, requisition letters Etc. which were initially sent and received through post-mail can now be accessed online via electronic mail through the internet. A customer-oriented organization, favors and elevates the customer above other things, it believes that the customer is always right. A production-oriented organization focuses mainly on production as their primary driving force and that is their top priority. 6. LEADERSHIP Leadership is the power to influence a meeting towards the success of destination. MANAGEMENT Management is the functions of authority underlying in assigned formal rate to receive compliance from organizational members. People should be managed using a type of management method known as Management by consensus. Consensus as we all know has to do with mutual agreement involving everyone therefore, management by consensus is a type of management whereby everyones opinion is taken in for consideration and then a decision is taken based on everybodys consensus. This helps in giving people a feeling of importance and also gives them a role to play. TYPES OF LEADERSHIP Autocratic leadership Bureaucratic leadership Democratic leadership Cultural leadership Strategic leadership Situational leadership Participative leadership TYPES OF MANAGEMENT Management by information system Management by organizational development Management by exception Management by walking around Management by performance Management by consensus Management by decision models COMPARE AND CONTRAST VARIOUS TYPES OF MANAGEMENT AND VARIOUS STYLES OF LEADERSHIP -THAT TRANSLATES INTO THE WAYS PEOPLE ARE MANAGED. Widening their network looking for mutual benefit or helping others selflessly. An appraisal system using performance indicators and objectives as the basis of appraisal. Information control keeping people informed about issues which affect them. Possessing good negotiating skills aiming for win/win outcomes Resources control allocated on the basis of business priority. Job seniority giving clear instruction for tasks . Having and ability to get people to communicate by offering confidential support Giving personal praise on the basis of good performance Involving others welcoming and utilising others ideas Managing access to people on the basis of need and business priority . Rewards and punishment using fairly and transparently based on an objective criteria. 7 Group entails any number of persons who interrelate with one another, who are mentally conscious of one another and recognize themselves as a group (Mullins, L.J. 2005). While teams denote groups that have familiar objective and identify that their individual achievement is hanged on the others. A group consists of all kinds of persons. The way individuals interact and interrelate shapes their success. The manners in which persons behave in groups differ. Some individuals are helpful and supportive, others are more worried about getting the task done, and yet others can initiate friction or dissonance inside the team. Managing a project team has various parts. One of the most vital is organizing and setting up that project team. If one makes the right decisions when organizing his/her project team, he/she will be steps away from achieving the group project. Make a list of the tasks that required to be completed to make the project a achievement. If you arent certain exactly what wants to be done to complete the task, now is the moment to go to your manager and get that explained. Step 2 Place a timeline for your task. If you have not been given a cut-off date, then you will require to put one, cum any erstwhile landmark inside the task. You will also want to set timelines for the responsibilities inside the mission, making certain that you are finishing the tasks in chronological command. Step 3 Locate the inputs that you want to make your task occur. Ensure that you will have entrance to any apparatus you want to compose your task an actuality. You have to converse this as soon as achievable with administration so you will have all that you want by the moment the task is ready to commence. Step 4 Generate a catalogue of responsibilities that you will want to fill inside your group. For example, you may want two sales persons and a marketing supervisor to produce your team. Again, each of the responsibilities, catalogue the tasks that this individual will be working on during the task. Step 5 Decide who in your business will labour best on your mission team given the responsibilities that you want to fill and the tasks that must be completed. Get the best individuals on board with you, keeping in mind who works well together when your team form. Step 6 Converse the arrangement amid your project team as soon as feasible. This is the last step in institute of a flourishing project team. Ensure each individual recognizes what they will do independently and what the team is trying to achieve as a whole.

racism :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  Washington August 23, 1968. Racism is probably the fist form of discrimination that is thought of. It is the belief that some people are inferior to others.   Ã‚  Ã‚  Ã‚  Ã‚   Often times it’s in their school†¦   Ã‚  Ã‚  Ã‚  Ã‚   It is believed racial slurs are just jokes but not to those who they are ridiculing. Many are perpetrators of joking racism and usually feel that these types of jokes are harmless. They can be harmless and maybe at times funny but are also hurtful and degrading. Some of the biggest racists are those who don’t even know that they are and even deny it.   Ã‚  Ã‚  Ã‚  Ã‚   In Kings day racism was much deeper. It was a livelihood for many people. They based their lives on haste and discrimination. Today it may occur, but the majority of society does not base a lifestyle on hate and discrimination.   Ã‚  Ã‚  Ã‚  Ã‚  Martin Luther King Jr. used a very effective, non-violent form of prostest, which helped African Americans gain equal rights.   Ã‚  Ã‚  Ã‚  Ã‚   These events led to many civil rights movements to develop throughout time until the present day: â€Å"Because of some of these boycotts†¦ An example of this is â€Å"The largest ever non-violent protest in Washington August 23, 1968, where 200,000 people attended (World Book Encyclopedia).† King was a great influence to the Civil Rights Movement. Eventually the Civil Rights Movement let to some freedom for blacks, even though racism still exists today, and most laws were passed due to the assassination of Martin Luther King Jr. The African-American community no longer has limited rights or segregation from society. People have grown closer to racial unity. Despite all of this, racism remains in the minds of people, and hate crimes, as well as white supremacist organizations, still exist.

H.G.Wells The War of the Worlds Essay -- The War of the Worlds Essays

Attacks from Martians, time travel, interplanetary travel and the impossible are possible within the realm of science fiction. The literary genre of science fiction houses some of the greatest pieces of literature of all time, by some of the greatest authors. Regarded among colleagues, as one of the finest is the inspirational, ingenious and influential writer H. G. Wells. Being the author of such classics as The Time Machine, The Island Of Dr. Moreau and The Invisible Man H. G. Wells is considered the father and primary developer of science fiction. A title Wells was catapulted into with the publication of the 1898 science fiction classic, The War of the Worlds. It was this new style of story that would bring about and create this brand new, exciting and often educational form of literature. It is The War of the Worlds that really epitomizes what science fiction is and what it should be. The enchanting but gruesome tale of Martian invasion became the beginning of the modern science fiction story and was the first ever story about life on other planets attacking the human race (a now very popular theme). Although this exclusive, appreciated and amusing style of writing was graced with instant success in its current form, it too, like any other style of writing changed with the times. Unfortunately the new variation was a change for the worse. For many people nowadays science fiction or Sci-Fi as the media miscall it means movies. It means Star Wars and E.T. For others it signifies television shows or radio series, constantly broadcast in people’s homes perpetuating this common misconception. What many do not realize however is that science fiction as a genre of literature is an ancient art, one which is in mass q... .... The main difference between them is the amount of ignorance involved in their classification, for when one begins to examine the classic science fiction novels such as Journey To The Center Of The Earth, Dune and The War Of The Worlds in light of their allocated genre we can see just why they are classified as science fiction novels, they respect and recognize the constraints although they do not consciously attempt to fit in, but remarkably they do. The remarkable thing about The War of the Worlds is that it fits into every area of science fiction genre without exception. Is it then a coincidence that it is regarded as one of the best novels of all time, It is more likely that the format and outline of the book and indeed the genre conveys more to the reader. It has something indescribably tantalizing about it that comes from no other genre than science fiction.

Hop Frog Essay -- essays papers

Hop Frog Slavery was definitely one of the major causes that led to the Civil War, the most dramatic event in the American history. Numerous masterpieces were written to criticize slavery. Among them, we count Poe’s Hop-Frog, also known as Eight Chained Ourang-Outans. Written in 1849, Hop-Frog delivers the message to the Southern States about inevitable tragedy that awaits the Americans as a result of slavery & the slave trade. Each element of the Poe’s story, including character, settings & the plot is somehow related to the historical background of the United States before 1865. In the first place, Poe connects his story to the notion of serfdom by careful selection of characters & the description of relation between them. In fact, from the first reading there is not much of abnormal to remark in the characters’ relation: a simple relation between a king & his â€Å"multi-functional† jester. But after an attentive analysis of the story, it becomes obvious that the characters are allegorical. They, in fact, represent the relation between a master & a slave, a possession. This kind of relation characterizes slavery, where one human being â€Å"possesses† another one & does with him whatever is desired. Poe gives us some hints to come to this given conclusion:† Our king, as a matter of cause, retained his own fool†. The author uses the word â€Å"retained† to describe king’s possession of the jester, which is the key element in bondage, rather than any form of employment. As we find out later, this kind of custody leaves Hop-Frog with practically no freedom, whether it is freedom to chose or freedom to act:† Come here Hop-Frog, †¦ swallow this bumper†¦It happened to be poor dwarf’s birthday, and the command to drink†¦ forced tears to his eye... ...n the North & the South, which finally brought United States to the Civil War. Finally, as we reach the end of the story, we witness Hop-Frog’s fierce revenge. In fact, there is something particular in the way how Hop-Frog takes revenge on king & his seven ministers: he burnt them. It is closely related to the image that the Southern States had after the loss in the Civil War. Everything from plantations to natural resources were put to fire by the Northern armies, as they were making their way to the Confederate’s capital, Richmond. Hop-frog’s escape symbolizes the massive migration of slaves from the South after the end of the war. Although the serfdom was officially abolished in 1863 in the North & by the end of the war in the South, it took many more years before an Afro-American could be treated the same way as every citizen in the United States of America.

Air France essay

Describe how you would assess how a row (keyword-engine pair) is performing and how to manage it To figure out how a row (keyword-engine pair) is performing, we need to do cost-benefit analysis first. In other words, since company’s goal is to sell tickets and create value, it would be useful to assess by measuring dollar amount earned from a dollar of cost (= Amount/Total cost). However, the row is already in ascending order of dollar amount relative to total cost. Also, there are only 368 data out of more than 4,000 data overall. Therefore, looking at the sales figure only is not the best way to assess keyword-engine pair performance.I took out all the numbers that have no conversion rate. That means, it did not generate any sales and these will not be helpful in assessing the performance. Then, among those numbers with conversion rates, I only looked at the numbers of which the amount is bigger than the cost. Otherwise, company is losing money whenever it pays advertising. Then, I multiplied average position with click through rate and conversion rate so that to calculate how people relatively choose to pick up Air France and buy tickets via website. This will tell how its keyword performs with search engine to generate sales over cost.However, to manage well, we also have to consider Ad rank. QS is determined by click thru rate and bid strategy is actually average CPC. If we multiply together, we can get Ad rank. To perform well, we need have higher click thru rate rather than higher CPC. Therefore, we also need to look at relative CPC assuming same position. That’s why I looked at other numbers without conversions rate too. Apply your performance metrics to each of the keyword-engine pairs (i. e to each of the rows) and identify the â€Å"top 10† keyword-engine pairs to pursue   Below are the top 10 results based on performance metrics that I mentioned above.However, we can see that most keywords already contain france . I believe pe ople who typed france will look at Air France site automatically, so the company should not focus highly on the word. I confirmed this logic by looking at numbers without conversion rate. See below. And also, the first one should be an outlier, since only one click generated 900% of sales. So, I calculated again filtering these two words out. Below is the result. As we can see from above, both â€Å"cheap†and â€Å"paris† are a good match with â€Å"Google†.

End Stage Renal Disease ESRD Health And Social Care Essay

End Stage Renal Disease ( ESRD ) is defined as an irreversible nephritic failure which needs to have nephritic replacing therapy ( RRT ) or undergo long term dialysis [ 1 ] . There are three types of nephritic failure replacing therapy which are hemodialysis ( HD ) , peritoneal dialysis ( PD ) and nephritic graft. In Malaysia, Continuous Ambulatory Peritoneal dialysis ( CAPD ) patients are increasing from 1525 patients in twelvemonth 1999 to 1744 patients in December 2008, an addition of 12 % [ 2 ] . Malnutrition is really common in end phase nephritic disease patients on care dialysis [ 2 ] . In Malaysia, national information showed that merely 13 % of CAPD patients are good nourished where serum albumen is above 4.0 g/dL [ 3 ] . Majority of patients ( 87 % ) undergoing CAPD are malnourished. Protein energy malnutrition ( PEM ) is one of the most prevailing complications looking in patients undergoing dialysis and it is associated to high morbidity and mortality [ 4,5 ] . Malnutrition is an of import factor associated with increasing hazard of mortality in Chronic Kidney Disease ( CKD ) patients. Hence, it is of import to measure the nutrition position of patients. Screening for malnutrition is an of import constituent of dietary pattern and improves the ability to prioritize intercession to those most at hazard [ 6 ] . Early acknowledgment and intervention can give better outcome [ 7 ] . Nutrition showing is a executable option for placing patients at hazard of PEM [ 4 ] . Screening tools are largely designed for general intents every bit good as for specific topics as aged, institutionalised person and hospitalized patients [ 4 ] . There are several showing tools available for CAPD patients. These are Malnutrition-inflammation mark ( MIS ) , nutritionary hazard showing ( NRS ) , Malnutrition Universal Screening Tool ( MUST ) , Malnutrition Screening Tool ( MST ) , geriatric nutritionary hazard index ( GNRI ) and capable planetary appraisal ( SGA ) . Among them, none was antecedently studied for usage in Malayan chronic kidney disease patients on dialysis. The dietitian plays an indispensable function in nutritionary showing. In Malaysia, entree to dietitian is limited in most dialysis Centres. Hence, nurses will play an indispensable function to place the malnourished patients. On the other manus, a comprehensive nutritionary appraisal is time-consuming and requires both subjective and nonsubjective opinions from the tester. Therefore, important preparation is necessary to guarantee consistent consequences among assorted testers and periods of appraisal. Therefore, there is a demand for a simplified nutritionary showing tool which can be used by dieticians or nurses that can be performed easy.1.1 Objective1.1.1 Main ObjectiveTo place a simplified nutritionary showing tool which compares good with the Malnutrition Inflammation Score ( MIS ) , Subjective Global Assessment ( SGA ) and with assorted single nutritionary steps for Continuous Ambulatory Peritoneal dialysis ( CAPD ) .1.1.2 Specific aimTo depict the human ecology, anthropometr y, biochemical analysis features and dietetic form of CAPD patients. To depict the per centum of malnourished patients harmonizing to BMI, serum albumen, MSGA, and MIS. To formalize the usage of MIS and mSGA in CAPD patients against anthropometric ( BMI, Triceps Skinfold, computed Mid Arm Muscle Circumference ) and biochemical ( serum albumen ) appraisals ; To compare the usage of simplified tools: NRS, MUST, MST and GNRI showing tools in CAPD patients.Chapter 2: Literature Reappraisal2.1 Overview of kidney mapKidney maps to modulate organic structure homeostasis system [ 8 ] . Kidney plays a critical function in keeping circulatory and organ system functional homeostasis. Other than that, kidney is the site of synthesis of some endocrines and an of import catabolic site for several polypeptide endocrines. ( Table 2.1 ) Table 2.1: Components of kidney map Elimination of metabolic waste merchandises ( urea, creatinine, uric acid ) Elimination and detoxification of drugs and toxins Care of volume and ionic composing of organic structure fluids Acid-base ordinance Regulation of systemic blood force per unit area Production of erythropoietin Control of mineral metamorphosis through endocrinal synthesis ( 1,25-dihydroxycholecalciferol and 24,25-dihydroxycholecalciferol ) Degradation and katabolism of peptide endocrines ( insulin, glucagon, parathyroid endocrine endocrines ) and low-molecular-weight proteins ( ?2-microglobulin and light ironss ) Regulation of metabolic procedures ( gluconeogenesis, lipid metamorphosis ) Beginning: Mitch ( 2009 ) [ 8 ]2.2 Causes of kidney failureThere are two types of kidney failure which are acute kidney failure and chronic kidney failure. Acute nephritic failure is defined as sudden decrease of glomerular filtration rate ( GFR ) or loss of kidney map which is reversible [ 9 ] . Table 2.2 shown causes of acute kidney failure. Chronic kidney failure is defined as structural or functional abnormalcies of the kidney for more than 3 months [ 10 ] . It is an irreversible advancement of kidney harm. The causes of chronic kidney failure are shown in Table 2.2. Table 2.2: Causes of kidney failureAcute Renal FailureChronic Renal FailureAcute cannular mortification ( Trauma ) Nephrotoxicity ( antibiotics and drugs ) Infection Urinary piece of land obstructor Acute glomerulonephritis Diabetess Mellitus Uncontrolled high blood force per unit area Familial disease of kidney Obstructive Uropathy Inflammation or infection of kidney Beginning: KDOQI, 20012.3 Nephritic failure and dialysisGlomerular filtration rates ( GFR ) is an first-class step of filtrating capacity of the kidneys. GFR have been used to quantify the degree of kidney map [ 10 ] . There are 5 phases of GFR degree from phase 1-normal, to present 5-severe. A lessening in GFR precedes kidney failure in all signifier of progressive kidney disease [ 10 ] . In phase 5, where GFR is less than 15 ml/min, it is considered as terminal phase nephritic failure ( ESRD ) . Phase of chronic kidney disease was shown in Table 2.3. Table 2.3: Phases of chronic kidney disease Phase GFR Description 1 90-130 ml/min Kidney harm with normal or higher GFR 2 60-89 ml/min Mild lessening in kidney map 3 30-59 ml/min Moderate lessening in kidney map 4 15-29 ml/min Severe lessening in kidney map 5 Less than 15 ml/min End phase nephritic failure Beginning: KDOQI There are three types of intervention for nephritic failure which are kidney organ transplant, hemodialysis ( HD ) and peritoneal dialysis ( PD ) [ 9 ] . Peritoneal dialysis can foster split into three methods, including uninterrupted ambulatory peritoneal dialysis ( CAPD ) , automated peritoneal dialysis ( APD ) and combination of CAPD and APD [ 9 ] .2.4 CAPD processIn Continuous Ambulatory Peritoneal Dialysis ( CAPD ) , semi permeable membrane of the peritoneum is used as the filtration membrane [ 9 ] . A catheter is surgically implanted in the venters and into peritoneal pit. In CAPD, the dialysate is left in the peritoneum and exchanged manually [ 9 ] . A dialysate battalion is connected to the catheter while another tubing is connected to an empty battalion outside to have the waste fluid merchandises. A high-dextrose concentration dialysate is instilled into the peritoneum by the catheter. The dialysate diffusion carries waste merchandises from the blood through the peritoneal membrane and into the dialysate [ 9 ] . The waste merchandises and dialysate work interdependently via osmosis to transport out the waste merchandises. The waste fluid merchandises are withdrawn and discarded. Exchanges of dialysate are done for four to five times a twenty-four hours [ 9 ] . There are different concentrations and volumes of dialysate used which depend on the patient ‘s status.2.5 Nutrition demands for CAPD patientsIn peritoneal dialysis, Calories absorbed from glucose in the dialysis fluid are included in the computation of dietetic energy consumption. Approximately, 90 % of glucose is absorbed during dwells over 8 hours a twenty-four hours and 70 % is absorbed during short dwell [ 11 ] . Therefore, the sum of saccharide absorbed should be calculated to forestall overconsumption of ene rgy particularly for diabetes patient. From KDOQI 2000, the energy demand for chronic peritoneal dialysis patients who less than 60 old ages of age is 35 Kcal/kg organic structure weight per twenty-four hours [ 2 ] . For those who above 60 old ages of age, 30 to 35 kcal/body weight per twenty-four hours is recommended due to more sedentary life style [ 2 ] . Protein need in peritoneal dialysis patient is higher than hemodialysis patient. Peritoneal protein losingss average approximately 5 to 15 g/24 hours [ 2 ] . Generally, dietetic protein demand is to keep positive N balance and prevent malnutrition. Dietary protein more than 1.2 g/kg BW/day associated with impersonal or positive N balance [ 12,13 ] . KDOQI 2000 suggest that 1.3 g/kg BW/day protein for peritoneal dialysis patient and at least 50 % of protein should be from high biological value ( HBV ) [ 2 ] . Continuous Ambulatory Peritoneal Dialysis ( CAPD ) patients have higher cholesterin, triglyceride, LDL and lipoprotein degree [ 14 ] . The abnormalcy of lipid profile for CAPD patients is due to loss of protein from dialysis fluids and soaking up of glucose from dialysis fluid [ 14 ] . Therefore, 25 to 35 % of fat from entire Calories is recommended for CAPD patients [ 15 ] . Calcium and P are mineral demand in our organic structure to keep bone wellness. Conversion of vitamin D from inactive signifier to active signifier is impaired due to kidney failure [ 16 ] . When vitamin D lack develops, it may take to faulty enteric soaking up of Ca. In contrast, phosphorus elimination becomes restricted because of reduced cannular map. Therefore, dietetic phosphate limitation is necessary. Harmonizing to KDOQI guideline, 800-1000mg phosphate per twenty-four hours is recommended [ 2 ] . Furthermore, add-on of unwritten phosphate binder is besides needed to command serum phosphate degree [ 16 ] . The grade of Na sensitiveness is increasing exponentially with declined kidney map [ 17 ] . Nevertheless, sodium limitation can assist to command blood force per unit area. Excessive Na consumption may do thirst and increase fluid gained which in bend cause oedema [ 9 ] . Malaysia Medical Nutrition Therapy ( MNT ) guideline recommends 1500mg of salt intake per twenty-four hours and no add-on salt in cookery. Suggested unstable consumption is up to 1500ml per twenty-four hours [ 15 ] . CAPD patients may be hypokalaemic due to potassium loss during dialysis procedure. Therefore, potassium limitation is non necessary for CAPD patients. Persons with CAPD peculiarly have vitamin lack [ 18 ] . Hence, vitamin addendum is recommended for CAPD patients. Table 2.4 shows the recommended alimentary consumption for CAPD patients. Table 2.4: Recommended foods intake for CAPD patientsFoodRecommendationKilogram calories 35 kcal/kg BW/day for & A ; lt ; 60 old ages old 30-35 kcal/kg BW/day for & A ; gt ; 60 old ages old Protein 1.3 g/kg BW/day, 50 % HBV Carbohydrate 50-60 % of energy consumption Fat 25-35 % of energy consumption Sodium 1500 mg/ twenty-four hours Potassium 3-4g adjust to serum degree Fluid Up to 1500 ml/day Phosphate 800-1000 mg/day Calcium Calcium from diet and phosphate binder non transcend 2000 mg/day Vitamin B: Thaimine Vitamin b2 Vitamin b6 Vitamin bc Addendum to run into recommended day-to-day consumption Vitamin C Supplement up to 60-100 mg/day Beginning: Malaysia Medical Nutrition Therapy guideline, 20052.6 Malnutrition among CAPD patients2.6.1 DefinitionLack of protein and energy consumption or both is mentioning as protein-energy malnutrition ( PEM ) [ 19 ] . PEM is a status ensuing from long-run unequal consumption of energy and protein which can take to blowing of organic structure tissues and increased susceptibleness to infection [ 19 ] . PEM is strongly linked to malnutrition and mortality rate in person who undergoes care dialysis [ 2 ] . CAPD patients are more prone to malnutrition compared to HD patients. In CAPD, protein lost during dialysis procedure will ensue in protein lack and cause malnutrition [ 2 ] .2.6.2 PrevalenceBy the terminal of twelvemonth 2008, there are 3836 patients who are new to dialysis out of entire 19000 patients. The entire dialysis prevalence rate in December 2008 is 680 [ 3 ] . Patients who undergo CAPD are increasing twelvemonth by twelvemonth. Chronic kidney disease patients who underg o CAPD were 1744 patients out of entire 19221 patients in December 2008. The gender distribution is male ( 55 % ) and female ( 45 % ) from a entire 18856 patients [ 3 ] . The primary cause of nephritic disease is diabetes mellitus ( 55 % ) followed by high blood pressure ( 7 % ) from entire 3836 new dialysis patients on twelvemonth 2008 [ 3 ] . Protein-energy malnutrition ( PEM ) is really common among patients with advanced chronic nephritic failure ( CRF ) and those undergoing care dialysis ( MD ) therapies worldwide [ 2 ] . K/DOQI guideline proposed that, both work forces and adult females patients undergoing maintenance dialysis to accomplish BMI of at least about 23.6 kg/m2 and 24.0 kg/m2, severally. There are 14 % of CAPD patients who are scraggy ( BMI & A ; lt ; 18.5 kg/m2 ) . In Malaysia, malnutrition among dialysis patients is of great concern as it remains to be one of the strongest forecasters of morbidity and mortality [ 2 ] . There are 87 % of CAPD patients have serum albumin degree ( & A ; lt ; 4.0g/dL ) which assigned as malnourished [ 3 ] . Table 2.5 shows the categorization of serum albumen degrees. Table 2.5: Categorization of serum albumens degreeStatusSerum albumin degreeWell nourished 4.0 g/dL Mild undernourished 3.5 – & A ; lt ; 4.0 g/dL Moderate undernourished 3.0 – & A ; lt ; 3.5 g/dL Severe undernourished & A ; lt ; 3.0 g/dL Beginning: KDOQI, 20002.7 Factors doing malnutrition among CAPD patientsThere are multiple factors that cause malnutrition in these patients [ 2,20 ] . They are chiefly categorised into three causes: unequal dietetic consumption, disease conditions and intervention or dialytic factors. Inadequate dietetic consumption will take to malnutrition among dialysis patients. Altered gustatory sensation esthesiss caused by unequal dosage of dialysis, emotional hurt, anorexia and unpalatable prescribed diets ensuing in patients ‘ hapless unwritten consumption, and later impair their nutritionary position [ 20 ] . Disease status is besides a factor causes malnutrition in dialysis patients. Uremia is the most of import subscriber to inadequate nutrition in CAPD patients. As the Glomerular Filtration Rate ( GFR ) declines, azotemic toxins accumulate, taking to sickness and diminished appetite. Patients on dialysis have exposed to chronic inflammatory province will increase hypercatabolism and loss of thin organic structure mass when there is negative nitrogen balance [ 2 ] . Inflammation caused by infection, periodontic disease and familial factor will besides take to hapless nutrition intake [ 20 ] . Ascitess patient is at higher hazard of PEM. Ascites is another disease status doing protein loss more than 30g per twenty-four hours particularly after peritoneal dialysis induction. However, the sum of protein loss will decrease over clip [ 20 ] . In dialysis intervention, unequal dialysis might bring on anorexia and decreased gustatory sensation sharp-sightedness [ 20 ] . In add-on, dialysis promotes blowing by taking foods such as aminic acids, peptides, protein, glucose, water-soluble vitamins, and other bioactive compounds, and promotes protein katabolism, due to bioincompatibility [ 2 ] . In CAPD patients, redness of catheter site, bioincompatibility of dialysis solution will impact the nutrition position [ 20 ] . Besides, dialysis therapy may besides take to peritonitis. Transportation of K and azotemic toxin down a concentration in peritoneal capillaries will do protein loss. Furthermore, peritoneal inflammation will do ‘leaky ‘ in peritoneal capillaries and prolong peritoneal redness ensuing in release of cytokine and protein loss, which in bend influence patient ‘s nutrition position. Intra-peritoneal force per unit area is another factor impacting dietetic consumption. An addition in intra-abdominal force per unit area will take to symptoms of decrease in dietetic consumption and early repletion by delayed gastric emptying [ 20,21 ] . The most holds in stomachic voidance happened in those with smaller organic structure surface country [ 22 ] . Gastric emptying clip is associated with adequateness of foods ingestion. Last but non least, psychological factor will besides impact patient ‘s nutrition position. Psychological load causes loss of appetency in CKD patients, ensuing in a diminution of nutritionary position [ 20 ] .2.8 Nutrition Screening2.8.1 Purpose of testingHigh prevalence of CAPD patients with hapless nutritionary position is associated with inauspicious results [ 20 ] . Early sensing of malnutrition patient can diminish the hazard of inauspicious result of hapless nutrition. Therefore, it is critical that a validated and accurate tool used to place those malnutrition patients. Nutritional appraisal acts as an indispensable and introductory clinical process in nutritionary direction [ 4 ] . K/DOQI 2000 recommends nutrition appraisal should be performed routinely with combined method such as anthropometric measurings, organic structure composings measurings, biochemical measurings, dietetic appraisals and subjective appraisals [ 2 ] . However, most of these processs are time-consuming and cumbersome, even when a adept dietician is involved [ 4 ] . Therefore, a simplified and user friendly testing tool is needed for others wellness professional to observe malnutrition among the patients.2.8.2 Introduction of showing toolsThere are entire 6 showing tools will be used in this survey: Malnutrition-inflammation mark ( MIS ) , nutritionary hazard showing ( NRS ) , Malnutrition Universal Screening Tool ( MUST ) , Malnutrition Screening Tool ( MST ) , geriatric nutritionary hazard index ( GNRI ) and modified subjective planetary appraisal ( MSGA ) . The SGA and MIS tools are the gilded criterion showing tools which have proven in many surveies [ 2,23 ] . However, MSGA is used in this survey alternatively of SGA. MSGA is more nonsubjective, easy and practical that utilizing quantitative marking system if compared to SGA which is utilizing semi-quantitative marking system [ 24 ] . Whereas, MIS is validated and proven by Kalantar-Zadeh et. Al ( 2001 ) as a dependable tools to place malnutrition patient particularly in inflammatory province [ 23 ] . A survey by Yamada K. ( 2008 ) obtained the mark from several testing tools such as NRS, MUST, MST, GNRI and Mini nutritionary Assessment-Short Form ( MNA-SF ) and comparing the MIS testing tool as the mention criterion. Among the five showing tools, consequences shown GNRI was the most accurate showing in placing hemodialysis patient at nutritionary hazard. However, this survey did non included CAPD patients [ 4 ] . MSGA is a modified quantitative subjective planetary appraisal which modified utilizing the constituents of conventional SGA by Kalantar-Zadeh and co-workers, 1999. MSGA is a to the full quantitative hiting system with mark from 1 ( normal ) to 5 ( really severe ) . MSGA consists of seven variables including weight alteration, dietetic consumption, GI symptoms, functional capacity, comorbidity, hypodermic fat and marks of musculus cachexia. This survey had shown a relationship between malnutrition mark and the combination of MAMC, BMI, serum albumen and TIBC. MSGA is an nonsubjective, dependable and easy tools which can execute in proceedingss compare to SGA. However, the survey did non include any CAPD patients [ 24 ] . Malnutrition-inflammation mark ( MIS ) was another testing tool developed by Kalantar-Zadeh and co-workers in twelvemonth 2001. It is a utile tool to mensurate nutrition and redness on care hemodialysis ( MHD ) patients. This tools was developed utilizing seven constituents in SGA and added three new elements which are body aggregate index, serum albumen degree and total-iron binding capacity with mark 7 ( normal ) to 35 ( terrible malnourished ) . Kalantar-Zadeh and co-workers proved it is a good tool in foretelling mortality every bit good as nutrition, redness and anaemia in MHD patients. [ 23 ] Nutrition hazard showing ( NRS ) is developed by Kondrup and co-workers in old ages 2002. This tool was designed to steps current possible undernutrition and disease badness patients in order to measure whether tools was capable to separate patients with a positive clinical result from those who non profit from nutrition support. The consequence proved this screening tool is able to separate positive consequence and those who are likely to profit from nutrition support. It scored 0 ( absent ) to 3 ( terrible ) . [ 25 ] Malnutrition Universal Screening Tool ( MUST ) was designed to observe protein-energy malnutrition and the hazard of developing malnutrition in grownup patients. There are three independent standards use in this tool which is BMI, weight loss mark and acute disease consequence mark which mark from 0 to 2. The entire tonss is added and delegate into one out of three classs including 0 ( low hazard ) , 1 ( medium hazard ) and & A ; gt ; 2 ( high hazard ) . Stratton and co-workers concluded that MUST was a speedy and easy performed tool. [ 26 ] Malnutrition Screening tool ( MST ) was developed to observe hospitalized grownup ague patients at hazard of malnutrition by Ferguson and co-workers. It consisted of two inquiries sing appetency and recent unwilled weight loss. The information showed a relationship between patients who are high hazard of malnutrition harmonizing to MST with low average value of nonsubjective nutrition parametric quantities and longer length of infirmary staying. Ferguson and co-workers proposed MST as a simple, speedy, validated and dependable tool to observe malnutrition. [ 27 ] Geriatric Nutrition Risk Index ( GNRI ) was developed by Bouillanne and co-workers in twelvemonth 2005. GNRI was used to observe patients at hazard of malnutrition and related to mortality and morbidity. Nutrition position indexs including albumen, weight and WLo was used to cipher GNRI mark. It had four classs of nutrition related hazard which are no hazard, low hazard, moderate hazard and major hazard categorized by utilizing GNRI mark. This survey showed a strong relationship between albumen and GNRI. It is a simple showing tool for foretelling mortality and morbidity hazard particularly in hospitalized aged patients. [ 28 ]Chapter 3: Materials and Methods3.1 Study designThis research was a cross-sectional survey which done amongst 50 CAPD patients in Hospital Kuala Lumpur ( HKL ) . The research has been approved by the IMU Joint commission Research and Ethics. This research was to place a suited simplified testing tool to observe malnourished patients on CAPD. Six available showi ng tools were tested on patients ‘ nutritionary position. The diagram shows the flow of the survey.3.2 Sample sizeParticipants were chosen by utilizing convenient trying method at the Nephrology unit in Hospital Kuala Lumpur ( HKL ) . The sample size computation was based on the prevalence of malnutrition CAPD patients as reported in National Renal Registry, 2006. ( Z ) 2 P ( 1-p ) e2 Sample size computation, Ns = = ( 1.96 ) 2 ( 0.87 ) ( 1-0.87 ) ( 0.10 ) 2 = 43.4 50 patients Where Z = Z0.95 = 1.96 is read from a standard normal distribution tabular array. Where P = Prevalence of malnutrition CAPD patients = 0.87 ( 87 % ) Where E = Estimated trying mistake = 10 % Therefore, 50 patients were recruited for this survey.3.3 Capable choiceThe inclusion standard of this survey were participants recruited must be above 18 old ages old and undergoes at least 6 months of care dialysis. Participants who admitted in wad or hospitalized were categorized into exclusion standards.3.4 Sampling methodParticipants recruited by utilizing convenient trying method. There were in entire 50 participants in this survey. Participants available at the CAPD unit at informations aggregation period were approached and invited to fall in the survey.3.5 Methodology3.5.1 Questionnaire designThe questionnaire consisted of 8 sectors to obtain information on participants ‘ personal inside informations, socioeconomic background, medical history, drug profile, CAPD prescription, appetite, lifestyle history and dietetic informations. Information was obtained through interview. This is shown in appendix 1. A ) Personal inside informations This subdivision covered inquiries on personal information of the participant ‘s name, gender, age, day of the month of birth, ethnicity, matrimonial position, instruction degree and employment. B ) Medical history Information on cause of kidney failure, intervention history ( continuance, history of kidney graft and parathyroid secretory organ remotion ) and co-morbidities of the participant is obtained. C ) Drug profile This subdivision covered informations on the medicine prescription and besides information of multiple addendum taken and traditional medical specialty. D ) CAPD prescription Information was obtained on figure of exchanges done in one twenty-four hours and the concentration, type and volume of dialysate usage per exchange. Tocopherol ) Appetite Participant ‘s current appetency was questioned by utilizing a graduated table of ranking which included good, just, hapless and really hapless. F ) Physical activity The frequence of exercising and the grounds for non exerting were asked. G ) Dietary Data Food readying, eating wonts and any allergic reaction of nutrients were specified in this portion. H ) Hospitalization Subject ‘s hospitalization ground and surgery history was asked. 3.5.2 Anthropometric informations ( Appendix 3 )3.5.2.1 Height and weightParticipant ‘s tallness and weight was obtained from the medical record. Three measurings of participant ‘s station dialysis weight were recorded at first hebdomad for 3 old months from December 2010 to February 2011. The 3-month weight informations provides the information of topic ‘s weight position ( weight addition or weight loss ) for testing tool constituent. Body Mass Index ( BMI ) will be calculated from topic ‘s tallness and weight, utilizing the undermentioned expression: BMI = Body weight ( kilogram ) / Height2 ( M2 ) *KDOQI 2000 recommended that the BMI of care dialysis patient to be at least 24-28 kg/m2. Table 3.1: Categorization of BMI cut off point for grownupCategorizationBMI ( kg / M2 )Underweight & A ; lt ; 18.50 Normal 18.50 – 24.99 Corpulence 25.00 Corpulent 30.00 Beginning: Adapted from WHO, 1995, WHO, 2000 and WHO 2004.3.5.2.2 Mid arm perimeter ( MAC )Mid arm perimeter was performed with mensurating tape ( preciseness  ± 0.1 centimeter ) . Landmarking was done on the center of acromiale and radiale. Cross manus technique was used to mensurate the perimeter.3.5.2.3 Tricep skinfold ( TSF )Triceps skinfold was performed with Harpenden Skinfold Caliper ( John Bull, British Indicators Ltd. England ; preciseness  ± 0.1 centimeter ) . Landmarking was carried out prior to skinfold measuring.3.5.2.4 Mid arm musculus perimeter ( cAMA )Mid arm musculus perimeter is a computation derived from mid arm perimeter ( MAC ) and Tricep skinfold ( TSF ) : MAMC ( centimeter ) = MAC ( centimeter ) – [ ? – TSF ( centimeter ) ] Calculate mid arm musculus country ( cAMA ) provides a more accurate appraisal of musculus mass by gauging bone-free arm musculus country, corrected with gender differences. Calculate mid arm musculus country, cAMA = [ ( MAC ( centimeter ) – ? – TSF ( centimeter ) ) 2 ] / 4 ? – 10.0 ( work forces ) = [ ( MAC ( centimeter ) – ? – TSF ( centimeter ) ) 2 ] / 4 ? – 6.5 ( adult females ) Table 3.2: Cut off point of arm musculus perimeter ( AMA )PercentileClass 5th Wasted & A ; gt ; 5th but ? 15th Below norm & A ; gt ; 15th but ? 85th Average & A ; gt ; 85th but ? 95th Above norm & A ; gt ; 95th High musculus Beginning: Frisancho AR. 1990. Anthropometric criterion of the appraisal for growing and nutritionary position. 3.5.3 Biochemical informations ( Appendix 4 ) Serum albumen, serum beta globulin, serum Total Fe binding capacity ( TIBC ) , serum cholesterin, serum creatinine, Kt/V and serum carbamide were obtained from participant ‘s latest blood trial consequence. Table 3.3: Cut off point biochemical value Biochemical constituents Normal scope Serum albumen & A ; gt ; 4.0 g/dl Serum Tranferrin Serum TIBC Serum Cholesterol Serum Creatinine Serum Urea Kt/V & A ; gt ; 1.7 3.5.4 24 hours dietetic callback ( Appendix 5 ) Dietary consumption was obtained utilizing 24 hours dietetic callback. Participant ‘s dietetic consumption of 1 weekday and 1 weekend were recorded. Dietary appraisal tools ( bowls, spoon, matchbox and cup ) were shown to the topic at the first interview subdivision. The subsequent information aggregation was done through phone call. Food functioning size recorded was converted to unit gm and analysed via Nutrient composing of Malayan Food ( Tee E Siong, 1997 ) and Nutritionist Pro. Programme.3.6 Screening toolA sum of 6 showing tools were used in this survey.3.6.1 Modified Subjective planetary appraisal ( MSGA )This tool was designed by Kalantar-Zadeh group in twelvemonth 1999. This testing tool was developed by utilizing the constituent of conventional SGA and consists of seven variables: weight alteration, dietetic consumption, GI symptoms, functional capacity, co-morbidity, hypodermic fat and marks of musculus cachexia. Each constituent was scope from 1 ( normal ) to 5 ( te rrible ) . The entire mark used to find the nutrition position of the patient.3.6.2 Malnutrition-inflammation mark ( MIS )MIS was developed by Kalantar-Zadeh et. Al 2001 based on 7 constituents of SGA method and 3 extra constituents of BMI, serum albumen and serum TIBC. The medical history buttockss weight loss during the predating 6 months, dietetic consumption, GI symptoms, functional capacity ( nutritionary related functional damage ) , and co-morbidity including figure of old ages in Dialysis ; while physical scrutiny assesses loss of hypodermic fat and musculus cachexia. Each constituent was scored from 0 to 3, the entire mark of all 10 constituents ranged from 0 to 30 ( higher figure indicates more terrible ) .3.6.3 Nutrition hazard showing ( NRS )Nutrition hazard showing ( NRS ) was developed by Kondrup and co-workers in old ages 2002. The concluding tonss were categorized into absent, mild, moderate or terrible malnourished with a entire mark 0-6. It contain of two testing c onstituents, initial and concluding showing. There were four variables included in initial screening- BMI, recent weight loss, alterations in nutrient consumption and wellness status. In concluding showing, two chief constituents were tested by each hiting 0 ( absent ) to 3 ( terrible ) . The entire mark was added and one extra mark for participant above 70 old ages old.3.6.4 Malnutrition Universal testing tool ( MUST )MUST was developed for multidisciplinary usage by the Malnutrition Advisory Group of the British Association for Parenteral and Enteral Nutrition. MUST consists of 3 independent constituents which are current weight position measured by BMI ( mark: 0 to -2 ) , unwilled weight loss ( mark: 0 to -2 ) , and acute disease consequence bring forthing no nutritionary consumption for & A ; gt ; 5d ( mark: 0 or 2 ) . The amount of these 3 tonss was calculated.3.6.5 Malnutrition testing tool ( MST )The MST was developed by Ferguson et. Al 1999 had been used for acute infirmary patients ; it incorporates 3 constituents which are weight loss ( mark: 0 or 2 ) , sum of weight lost ( mark: 1-4 ) , and hapless nutrient consumption or hapless appetency ( mark: 0 or 1 ) . The entire mark was calculated for each patient.3.6.6 Geriatric nutrition hazard index ( GNRI )The GNRI was developed by modifying the nutritionary hazard index ( NRI ) for aged patients. This index was calculated from the serum albumen and organic structure weight by utilizing the undermentioned equation: GNRI = [ 1.489 – albumen ( g/dL ) ] + 41.7 – ( organic structure wt/ideal organic structure wt ) ]3.7 Statistical AnalysisAll the information was analysed by utilizing Statistic Merchandises and Services Solution, SPSS ver. 18.0. Each variable is presented as the mean  ± Standard Deviation ( SD ) . Descriptive frequence trial was used to prove the distribution of the variables among gender. T-test was besides used to show the correlativity between the variables. P & A ; lt ; 0.05 was considered as statistically important. Sensitivity, specificity, positive prognostic value ( PPV ) and negative prognostic value ( NPV ) were used between testing tools and nonsubjective variables. Crosstab was used to transport out the sensitiveness and specificity trial. Formula of computation: Sensitivity = true positives/ ( true positives + false negatives ) Specificity = true negatives/ ( true negatives + false positives ) Positive prognostic value ( PPV ) = true trial positives/all trial positives Negative prognostic value ( NPV ) = true trial negatives/all trial negatives