Walter chauncey camp Essay Example for Free

Walter chauncey camp Essay Walter Chauncey Camp was an American football player, coach, and sports writer known as the Father of American Football. He invented the sports line of scrimmage and the system of downs. With John Heisman, Amos Alonzo Stagg, Pop Warner, Fielding H. Yost, and George Halas, Camp was one of the most accomplished persons in the early history of American football. He played college football at Yale College from 1876 to 1882, after which he briefly studied at Yale School of Medicine. He attended Yale Medical School from 1880 to 1883, where his studies were interrupted first by an outbreak of typhoid fever and then by work for the Manhattan Watch Company. He worked for the New Haven Clock Company beginning in 1883, working his way up to chairman of the board of directors. Rules committee Camp was on the various collegiate football rules committees that developed the American game from his time as a player at Yale until his death. English Rugby rules at the time required a tackled player, when the ball was fairly held, to put the ball down immediately for scrummage. Camp proposed at the U. S. College Football 1880 rules convention that the contested scrummage be replaced with a line of scrimmage where the team with the ball started with uncontested possession. This change effectively created the evolution of the modern game of American football from its rugby football origins. He is credited with innovations such as the snap-back from center, the system of downs, and the points system, as well as the introduction of the now-standard offensive arrangement of players—a seven-man offensive line and a four-man backfield consisting of a quarterback, two halfbacks, and a fullback. Camp was also responsible for introducing the safety, the awarding of two points to the defensive side for tackling a ball carrier in his own end zone followed by a free kick by the offense from its own 20-yard line to restart play. This is significant, as rugby union has no point value award for this action, but instead awards a scrum to the attacking side five meters from the goal line. In 2011, reviewing Camps role in the founding of the sport and of the NCAA, Taylor Branch also credited Camp with cutting the number of players on a football team from 15 to 11 and adding measuring lines to the field. However, Branch noted that the revelation in a contemporaneous McClures magazine story of Camps $100,000 slush fund, along with concern about the violence of the growing sport, helped lead to  President Theodore Roosevelts intervention in the sport. The NCAA emerged from the national talks but worked to Yales disadvantage relative to rival Harvard, according to Branch. Writing Despite having a full-time job at the New Haven Clock Company, a Camp family business, and being an unpaid yet very involved adviser to the Yale football team, Camp wrote articles and books on the gridiron and sports in general. By the time of his death, he had written nearly 30 books and more than 250 magazine articles. His articles appeared in national periodicals such as Harpers Weekly, Colliers, Outing, Outlook, and The Independent, and in juvenile magazines such as St. Nicholas, Youths Companion, and Boys Magazine. His stories also appeared in major daily newspapers throughout the United States. He also selected an annual All-American team. According to his biographer Richard P. Borkowski, Camp was instrumental through writing and lecturing in attaching an almost mythical atmosphere of manliness and heroism to the game not previously known in American team sports. By the age of 33, twelve years after graduating from Yale, Walter Camp had already become known as the Father of Football. In a column in the popular magazine Harpers Weekly, sports columnist Caspar Whitney had applied the nickname; the sobriquet was appropriate because, by 1892, Camp had almost single-handedly fashioned the game of modern American football. The Daily Dozen exercise regimen Camp was a proponent of exercise, and not just for the athletes he coached. While working as an adviser to the United States military during World War I, he devised a program to help servicemen become more physically fit. Walter Camp has just developed for the Naval Commission on Training Camp Activities a short hand system of setting up exercises that seems to fill the bill; a system designed to give a man a running jump start for the serious work of the day. It is called the daily dozen set-up, meaning thereby twelve very simple exercises. Both the Army and the Navy used Camps methods. The names of the exercises in the original Daily Dozen, as the whole set became known, were hands, grind, crawl, wave, hips, grate, curl, weave,  head, grasp, crouch, and wing. As the name indicates, there were twelve exercises, and they could be completed in about eight minutes. A prolific writer, Camp wrote a book explaining the exercises and extolling their benefits. During the 1920s, a number of newspapers and magazines used the term Daily Dozen to refer to exercise in general. Starting in 1921 with the Musical Health Builder record sets, Camp began offering morning setting-up exercises to a wider market. In 1922, the initiative reached the new medium of radio.

The Merger Emotions Syndrome

The Merger Emotions Syndrome The merger syndrome is a phenomenon that illustrates employees reactions following the announcement of the MA deal. Merger syndrome is a word often useful to how employees respond to a merger (MARKS and Mirvis 1992, P70) that reflects the humor of the workforce. Merger syndrome is an ordinary response, and expected human reaction to a major corporate change. Most studies examining the human side of corporate mergers and acquisitions prove that disturbance and negative consequences are experienced by employees. Employees of the acquired company are more affected by the big changes that trigger negative effects and consequences, it not surprising that organization members going through a merger or an acquisition are shaken and respond with shock and strong emotional reactions (Appelbaum et al ..2000b; Dickmann, 2000; Marks and Mirvis, 1986). The literature describes a different spectrum of emotions in MA, employees go through a variety of emotional phases. The merger syndrome is characterized by a change of identity, higher centralization of decision making, less communication with the employee, high levels of stress, crisis management mode, a loss of identity, motivation and commitment, decreased productivity, feelings of insecurity and anxiety, mistrust. This especially occues if the individual is not able to view the upcoming changes as positive (Appelbaum et al, 200b;  Bruckman and peters,1987;Dickmann,2000;Marks,1999;Marks and Mirvis,1986;schlieper-Damrich,2000). These emotions bubbling over into family life can lead to frustration ,depression (Appelbaum et al ..2000b; Dickmann, 2000). The consequences of this emotional turmoil are decreased motivation, lower job satisfaction and reduced commitment toward the company. Cooperation become difficult and good team work almost impossibleand The best elements began to defect to other recruiting organizations . (Cartwright and Cooper,2000) Point out that With the acquisition by another company often a loss of idenity occurs because employee loses their work environment of rules, tasks and structures. in the same way, (Appelbaumet al..)state that Employees identification with their company and their commitment are therefore likely to change after such a major intervention in organizational life (Appelbaumet al..) This phenomenon of merger syndrome is most likely due to the fact that in the pre merger stage managers are expected to maintain silence on the upcoming decision, and therefore they are rather cautious not to reveal too much information prior to complete implementation (Marks, 1999). Managers tend to isolate themselves from employee in such situations because they do not know what to tell their staff or how to tell them (Gutknecht and keys ,1993;Marks,1999).and do not know how to handle employees emotions .for that reason, when managers correspond less with their employees during MAs ,though leads to doubts and mistrust. We can sum up that during the merger syndrome, employee are preoccupied with the impact of the amalgamation on themselves and their work .they expressed their resistance to the like hood of change if this phenomenon is left unmanaged it may result a cultural clash inside the new firm. The Merger-Emotions Syndrome: Mergers and acquisitions can be fear-provoking for employees and generate anxiety and stress. Hunsaker and Coombs (1988, 58) noticed particular expressed of emotional reactions experienced by employees during a merger or acquisition they have named this phenomenon the merger emotions syndrome. The Merger Emotions Syndrome: Hunsaker and Coombs (1988) have presented a nine-stage chronological model of employees emotional reactions in the course of a merger or acquisition, which illustrate the merger syndrome: à ¢Ã¢â€š ¬Ã‚ ¢ Denial. At first employees react to the announced merger with denial an that nothing will happen or that it will not change their work environment. à ¢Ã¢â€š ¬Ã‚ ¢ Fear. When the merger becomes a reality employees begin to fear the unknown and Workers become preoccupied with job loss which lead to a decline in productivity. à ¢Ã¢â€š ¬Ã‚ ¢ Anger. Once employees feel that they have no control over the situation and that they cannot prevent Merger, they start to express anger towards those who are responsible. à ¢Ã¢â€š ¬Ã‚ ¢ Sadness. Employees start to mourn the loss of corporate identity; they focus on the differences in the way the two companies operate and adopt a we versus them syndrome. They may feel nostalgia about the good old days of loyalty they provided to the company with many years of quality service. à ¢Ã¢â€š ¬Ã‚ ¢ Acceptance. After an adequate grief period has elapsed, employees begin to recognize that resisting the situation would be worthless, and they start to accept reality and become optimistic. à ¢Ã¢â€š ¬Ã‚ ¢ Relief. Employees begin to realize that the situation is not unfavorable as they predicted and feel more settled in the new organization and become more comfortable to interact with employees from the other company. à ¢Ã¢â€š ¬Ã‚ ¢ Interest. As people become more secure in their new positions, they begin to look for the benefits of the new organization. They observe the situation as a challenge and seek to show their abilities and value in the organization. à ¢Ã¢â€š ¬Ã‚ ¢ Liking. Employees observe new opportunities and begin to like their job. à ¢Ã¢â€š ¬Ã‚ ¢ Enjoyment. Employees express commitment to the organization and feel more relaxed and secure. Resistance is a perfectly legitimate response of a worker. Leigh (1988) Emotional reactions of employees: Resistance: the expected response to change People tend to resist change especially in the workplace .they may not understand what the changes entail,they may disagree with the reasons for making the changes,they may not appreciate the benefits,they may be afraid of losing something they value,they may be concerned that they wont have the skills and ability to handle the changesà ¢Ã¢â€š ¬Ã‚ ¦.many people also tend to resist authority,for various reasons .resistance can do serious damage to morale ,dividing employees and causing frustration ,resnetment ,and distrust .Anne bruce(2002). Individuals differ generally in their openness and eagerness for change, some people thrive in the new environment while other are not, They prefer more stability and continuity. Regardless of people mind-set towards change, people normally do find that change produces anxiety. Employees involved in mergers are facing multitude of potential changes, these changes modify the person-environment relationship and cause several outcome that employees and managers must adapt. There are a numerous reasons why the reactions from employees are often seen as negative when facing a merger or an acquisition. The general reason behind the employees resistance is the insufficient information about the changes. The Employees expressed their feeling of fear and anxiety due to the uncertainties of change. Kyle (1993) claim that resistance is dependent upon two related factors ,the first one ,the degree of control an individual has over change and their ability to start, modify and stop the change, secondly ,the degree of impact of the change on individuals . The resistance is greater within the acquired organization since this often is the culture that has to throw away its traditions and routines. The resistance can be expressed in two kinds of reactions: In a Explicit way (disagreement,strike,)and Implicit way(loss of loyalty, lowering of morale ,absence, avoidance ,low tolerance) Mergers and acquisitions are nerve-racking events for employees of the merging firms. A merger or acquisition can sufficiently transform the structures, cultures, and employment prospects of one or both of the firms such that they cause organizational members to feel stressed, angry, disoriented, frustrated, confused, and even frightened (Buono, Nurick 1992: 19). Schweiger, Lee (1993) found in a study that employees in the acquired firm experience greater job insecurity than employees in the acquiring firm. Similarly, Lohrum (1997:a) states that the employees from the acquired firm often experience a higher uncertainty and resistance. Lohrum (1997:a) claim that resistance exists among all employees and appear due to lack of control, anger or frustration when decisions are being made without their involvement. Buono, Bowditch (1989: 108) depicted resistance As a result of the uncertainty, ambiguity, tension, and anxiety that organizational combinations can cause, they are frequently associated with decreased organizational satisfaction and commitment, increased turnover and absenteeism, power struggles among those managers who stay, and poorer job-related attitudes and performance for a significant proportion of the new firms work force. Larsson (1990) explains that the resistance to change can be seen in a collective aspect, as well as in an individual aspect, especially among the acquired employees. Cultural clashes are seen as a collective resistance and career uncertainties are connected to the individual resistance. Change itself is not the cause of resistance. Resistance is caused by how people perceive change. Managing Resistance to Change all change is a loss experience (Levinson, 1976). One of the most complex problems that face an organization today is resistance to change. Conducting change through an organization is one of the most critical and challenging responsibilities. Once the marriage is celebrated, issues come into sight especially the one concerning the employees who are experiencing the major change that the new entity is passing through. The employee and staff are experiencing a new life style they are losing the old way of doing thing and have to adapt to a new system, new culture, and new managers. The managers and leader of the company must be prepared to cope with employee feeling and behavior. Simply telling employees about the changes will never fully prepare them for the actual change. Managers need to identify why people resist change and how to counter their resistance. Bridges( 1991) and Levinson(1976) claim that Change is best handled when the parties involved know why the change is being implemented. The most fashionable solution to deal with resistance to change is to get people concerned to contribute in making change and encouraging them to think in diverse ways In order to effectively carry out the change plan, it is extremely important for the organizations management to recognize and handle resistance effectively. Beckhard and Pritchard (1992) explain how the management of a changing process with regard to the implementation of changes is vital for achieving new goals and strategies. The analyzing and planning of several areas is necessary to get the commitment to successfully perform an organizational change. Larsson (1990) considers three areas of action to be able to reduce the collective and Individual resistance to change: -Socialization is a mechanism that works for both improving the coordination of interaction and reducing collective employee resistance, this by enhancing the acculturation and creating common orientations. -Mutual considerations reduce the eventual conflicts that may arise by focusing on commonalties with an interest in the acquired firm, maintaining the employees integrity. This will avoid the dominance of one side and facilitate the exploration of both firms competence. -Human resource systems avoid individual resistance through job design, reward systems, personnel policies and career planning. To facilitate the integration and uncertainties among employees, Levinson (1970) emphasizes that the acquiring firm should tell the truth about all eventual changes that will occur due to the MA. Further, Beckhard Pritchard (1992) state that what is important is to manage resistance to change by changing negative energy into positive energy. The introduction of a change program to employees could facilitate the integration process. The program can help the employees to understand the need of the organization and how change affects the organization and the employees. Pritchett (1994) suggests avoiding encountered resistance by providing employees with a clear direction, complete with short and long term goals. The accomplishment of these goals helps employees to visualize that they are getting somewhere and will relieve them to get excited about the change. During change it is essential to identify, as precisely as possible, what is ending and who is losing what (Bridges, 1991). Employee reaction to change: Mirvis, Cartwright and cooper (1996) discuss four stages that employee go through in connection with mergers and acquisition: Stage 1: Disbelief and denial: typically, the individuals first reaction is extreme shock, which may result in denial from employee that the merger will take place despite circulating rumors. Even when the deal is concluded, individuals might still try to convince themselves that nothing will change. Stage2:anger through rage and resentment: when the real situation become more clear after realizing that the change will take place, individuals feeling might be replaced by anger or resentment towards old management and new merger entity. Stage 3: emotional bargaining: in this stage, uncertainty and fear increase about individual job future. Individuals become angry for not anticipating the event and feel nostalgic and resent commitment and loyalty invested in the past) which may lead to depression. Stage 4: acceptance: lastly, the workforce become aware that the past is gone, and that they must admit the new situation. In this stage, the employee still feel letting down by the old organization and can no longer be satisfied with the new system. Factors causing resistance to change : According to maubin et al.(2001) managers need to identify resistance in its various forms and learn to identify the underlying reasons for resistance surrounding the change. There are several factors causing resistance to change,and some of the most common reasons are stated below: Fear of unknown: mabin et al.(2001)explain that Such fear is due to uncertainty about the nature of change,feeling that one does not kown what is going on and what the futur holds Bovey and hede(2001)claim that resistance is an expected part of a change process,since change involves a move from the known to the unknown . Loss of control: mabin et al.(2001)explain the loss of control as perceiving that the change is being done to the person ,resulting in concerns that the person have no influence on the events taking place. moran and brightman(2001) clarifly that if change threatens a persons sense of being in control ,it will be perceived as a threat to survival. Loss of face: mabin et al.(2001):Feeling of embarassment as a result of change and discerning it in such a way that the things that one has done in the past were wrong Loss of competency: Mabin et al.(2001)claim that people fear that the existing skills and competencies will no longer of any use after the change has occurred. The possibility of losing their current jobs and the financial crisis that comes with that is of great concern. Cartwright and cooper(1996) further state that MA involve some employee turnover and competeny loss,partially due to the duplicity of staff members.the uncertainty of change will also encourage employees to seek employment elsewhere ,in order to regain the power of control,or because they doubt their ability to fit into the new organization. Need for security: Mabin et al.(2001)state that employees worry about their potential role and position be after the change has taken place. Appelbaumet al.(2000a) explain that people need to be treated with respect,to be identified with the new organization,to be accepte as members of the new team and to keep their status and prestige in the new organization. Poor timing: Mabin et al.(2001)state that the timing of the change might be poor,in the sense that people might feel surprised at a stage of changewhere employee feel already overworked. Hoag,ritschard,and cooper(2002)further state that some people might wish to secure the present situation before embarking on any new changes activity. Force of habit: According to Mabin et al.(2001)employee might feel comfort in the existing routines and habits and not liking to change the actual ways of doing things. Appelbaum et al.(2000a)clarify that they may have had many successes with the existing company ,and now they have to accept different ways of doing things and most of the time without being consulted. Marks(1997)continues by stating that employees will be exposed to multiple transitions. Reengineering, downsizing, leadership changes, shifts in strategy and other transitions typically overlap one another. Cartwright and cooper (1996) further discuss that employee will be concerned with issues such as a potential relocation or change of workload. Lack of support: Mabin et al.(2001)state that the lack of important support from direct supervisors and the organization ,or not having the correct resources to implement the change. Leaders need to learn how to support rather than to control and provide employees with the tools needed in order to work together and perform the changes . Nguyen and Kleimer (2003) claim that delays in communication can severely deteriorate the situation, and make employees feel apprehensive and even hostile toward the merger. Lack of confidence: Mabin et al.(2001) state that resistance might be a consequence of employees lack of confidence that the change outcome can be better than the situation before .Moran and Brightman (2001) claim that in any change situation ,people may fear that the loss will be greater than the gain ,which can take away any positive outcome that the Change might yield. Nguyen and Kleimer(2003) further argue that employee loyalty and perceptions of the organizations trustworthiness decreases in connection with the organizational changes. Marks(1997) claims that there is a natural tendency for people to exaggerate the differences as opposed to the similarities between the two companies. People tend to ascribe the differences to competing values and philosophies, and view their own company as superior and the other as backward, bureaucratic . Lingering resentment: Bovey and Hede(2001)point out that individuals differ in their ability and willingness towards change based on how the they perceive it. Mabin et al.(2001)argue that some employees become angry due to a lack of respect for the people involved or over the way one been treated during past change efforts. The lack of communication: A Communication entails the use of verbal and nonverbal signs and symbols to create understanding (Vecchio and Appelbaum, 1995). Acquisitions are synonymous with change, a destabilizing event affecting many people and often have a negative outcome on employee behavior resulting in absenteeism, low morale and job satisfaction. The announcement of an MA transaction generates uncertainty and ambiguity with frequent rumors that change the scene and a large proportion of merger failure is credited to employee problems. The communication during MA-transactions aims to decrease information deficits of employees, being informed should lower feelings of uncertainty of employees (Schweiger, DeNisi 1991). Through mergers and acquisitions, employees are seldom kept in distance from the MA transaction. Once a merger is announced ,the stress levels of employees begin to climb(schweiger and DeNisi,1991)and the lack of communication from top management lead to rumors and fake stories. Feldman (1991:p. 146,) stress that ambiguity begins in an organization when there is no clear interpretation of a phenomenon or set of events. And the main cause of ambiguity in organization is the insufficient information while uncertainty is the result of lacking information about circumstances. Once the information has not been transmitted to employee, they began to search for their own answers and this may show the way to rumors which can increase anxiety and result in a reduction in productivity and sabotage. This can affect the working environment in the firms and the employees will likely experience shock, disbelief and grief . . . followed by resentment, anger or depression (Sinetar1981). Delays in communication can result in employees feeling apprehensive and even hostile toward the merger or acquisition, making any subsequent communication process strained and difficult (Kelly, 1989). When organizational transitions are not well managed, the lack of top-down communication starts the rumor employees are left feeling anxious, threatened, and preoccupied with their own safety, their incomes, and their careers. Distrust is inevitable and becomes widespread. The employees have a need of knowing what the new structure of the firm will look like and get answers to their uncertainties as early as possible to prevent frustration and anxiety. Bastien (1987) established that during periods with communication shortage the individuals uncertainty peaked among the workforce. He further found that the members of the new organization changed their attitudes during those periods; their motivation decreased, and they expressed an increased intention to resign from the organization. Another common issue in MA process is the accessibility to information, at the stage of a merger assessment the management team hardly has all details in place that employees request. Since the actual details of the merger or acquisition have to be worked out over a period of several months or even years after the combination, management rarely has accurate answers to employee questions (Buono, Bowditch 1989: 16). Buono, Bowditch (1989) recommend that the top management of a merged firm should communicate as soon as possible with employees. Accurate and honest responses to questions about these issues provide organizational members with a realistic assessment of what the merger or acquisition will mean for them personally and for the new organization (Buono, Bowditch 1989: 204). Buono, Bowditch (1989) indicate that Ambiguity in organizations is generally conceptualized in terms of the adequacy of information available to organizational members (Buono, Bowditch 1989: 102). The employees have to be informed frequently. Even if there is not anything to know, they have to be informed that nothing new has happened. (Stoppel, 2006) Finally, The Management ought to share as much information as it can with employees before, during, and after the acquisition. Communication with employees can do more than just providing information It can help to diminish and drive out the speculative rumors which cause negative emotions and behavior. The importance of communication: Mergers and acquisition are an important part of the management setting and Communication plays a crucial role in the success of MA and is a decisive tool to use in order to change attitudes and behavior. Being truthful, open and forthright in this communication process is particularly important (Daniel, 1999; DeVoge and Spreier, 1999; DeVoge and Shiraki, 2000). Trzicky (2000: 55) point out that communication is the most important measure to reduce uncertainty and hostility of employees in mergers and acquisitions. Similarly, Schweiger and DeNisi (1991) established that communication is the only way to reduce anxiety among employees, and that the communication should start as early as possible in the process. In the field of research, they come across that employees who receive more communication at the stage of MA, they demonstrated more positive behaviors and selected positive coping strategies after MA-transactions. Salecker, Mà ¼ller-Stewens (1991) and Ivancevich, Schweiger, Power (1987b) state that one of the effects of communication in the acquisition process is the avoidance of negative reactions of employees which can limit the dysfunctional outcomes of MA-transactions. Ford and Ford (1995) relate the success of a change in an organization to the way that managers have handled the communication. Consistency in communication when the organization is going through changes will reduce the employees resistance. The management team should use communication efficiently so that rumors do not become the main source of information . as Ashkenas ,de monaco,and francis(1998)recommend:communicate,communicate,and then communicate some moreà ¢Ã¢â€š ¬Ã‚ ¦.keeping the communication process going -an making it reach broadly and deeply throughout the organization-requires more than just sharing information bulletins However, true communication is complex to realize since the communication process faces numerous obstacles. All forms of communication do not have the same effect. Communication and information flow can take a variety of forms: memos, e-mail, magazines,newsletters, videos, internet and face-to-face contact. In order to manage an opposition, a communication plan should be done in order to pass down information to all levels in the organization; further to have a feedback system that investigates employee attitudes is important. The integration process should be planned as thoroughly as possible to make sure that the questions from employees can be answered. During a merger or acquisition, employees will have an incredible longing for more information. Uncertainty will darken the workplace, and employee questions will seem never ending. The employees have a need of knowing what the new structure of the firm will look like and get answers to their uncertainties as early as possible to prevent frustration and anxiety. To put together a transition team with the job to communicate to the organization, treat people fairly and with respect, the communication must be visible to the employees and clarify the employees role in the firm and communicate the message clearly to the employees (Daniel Metcalf,2001).

Business Plan for Progressive Consulting Essays -- Marketing Technolog

Business Plan for Progressive Consulting What follows is a complete business plan for a hypothetical company. Please copy or save to your disk and use as an example in developing your own business plan. If you would like to read a series of articles jump to Web Marketing . For additional business aids click on The Practical Tools of Consulting 1. 0 Executive Summary Progressive Consulting will be formed as a consulting company specializing in marketing of high technology products in international markets. Its founders are former marketers of consulting services, personal computers, and market research, all in international markets. They are founding Progressive Consulting to formalize the consulting services they offer. 1. 2 Mission Progressive Consulting offers high-tech manufacturers a reliable, high quality alternative to inhouse resources for business development, market development, and channel development on an international scale. A true alternative to in house resources offers a very high level of practical experience, know how, contacts, and confidentiality. Clients must know that working with Progrssive Consulting is a more professional, less risky way to develop new areas even than working completely in house with their own people. Progressive Consulting must also be able to maintain financial balance, charging a high value for its services, and delivering an even higher value to its clients. Initial focus will be development in the European and Latin American markets, or for European clients in the United States market. 1. 3 Keys to Success †¢Excellence in fulfilling the promise completely confidential, reliable, trustworthy expertise and information. †¢Developing visibility to generate new business leads. †¢Leveraging from a single pool of expertise into multiple revenue generation opportunities: retainer consulting, project consulting, market research, and market research published reports. 2. 0 Company Summary Progressive Consulting is a new company providing high-level expertise in international high-tech business development, channel development, distribution strategies, and marketing of high tech products. It will focus initially on providing two kinds of international triangles: †¢Providing United States clients with development for European and Latin American markets. †¢Providing E... ...7% 85.81% 84.90% Net profit margin 4.57% 11.25% 14.92% Return on Assets 12.38% 20.64% 25.49% Return on Equity 50.05% 61.73% 51.37% Activity Ratios: AR Turnover 6.30 7.77 6.66 Collection days 29 45 45 Inventory Turnover 0.00 0.00 0.00 Accts payable turnover 7.67 7.06 7.35 Total asset turnover 2.71 1.83 1.71 Debt Ratios: 1995 1996 1997 ____________ ________________________________________________________ Debt to net Worth 3.04 1.99 1.02 Short-term Debt to Liab. 0.70 0.82 0.83 Liquidity Ratios: Current Ratio 1.91 1.83 2.39 Quick Ratio 1.91 1.83 2.39 Net Working Capital $104,050 $191,250 $340,450 Interest Coverage 4.15 5.90 9.38 Additional Ratios: 1995 1996 1997 ____________ _________________________________________________________ Asset

Cystic Fibrosis :: essays research papers

Situation Summary: Include your client’s situation, their concerns, what they are interested in learning or worried about. Jessica and Martin are coming to me for advice about another child. They currently Have three Males. Both Jessica and Martin are heterozygous and are both carriers of Genetic Counseling Report  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Period:B Counselor Name:Dr. Morse   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Date: February 9, 2005 Client’s Name: Jessica and Martin cystic fibrosis. They would also like to know what the chance of having a female is sense they already have three males. Also, what the chance is of having a healthy baby. Conclusions: Based on your analysis, what are your conclusions? Review all of your findings for your client. Make sure you address the things they want to know, or should know about their situation. My conclusion is that they will have a healthy baby that could be either a male or female. They have a 75% chance of having a healthy child and 25% of not having a healthy child. Jessica and Martin has a 50% chance of having a boy and a 50% chance of having a girl. The couple is mostly going to get what they wanted except the fact about being a girl or boy. Approach: Here you will describe what you did in your analysis to reach your conclusions, explain why you took the approach you did. I took both Jessica and Martin’s blood sample and sent it to the lab. I also found out about the family history such as they had three healthy males. Data / Analysis: Include in this section all data, analysis and calculations you performed. This would include Punnett Squares, Pedigrees, Karyotypes, ratios or other calculations and your analysis. Some of this material you can fit in this section, some you may need to attach to your report.

Electronic Stimulation :: essays research papers

Medicine and electronics are rapidly becoming a common partnership. Electronics and medicine has been around for over a hundred years. This application can be seen in early X-ray machines, as well as early doctors and healers who felt that electricity possessed something special that assisted the healing process of many illnesses and injuries. But it has not been the last forty to fifty years that the development and refinement of electricity as medical agent has occurred. Today the medical field can not imagine itself without the assistance of electricity and electronic components. In recent years some of the major development has occurred in one particular field of Medicine, electric stimulation. Electric stimulation is the application of electric current in treatment without the generation of intense heat. This includes electric stimulation of nerves or muscles, passage of current into the body, or use of interrupted current of low intensity to raise the threshold of the skin to pain.   Ã‚  Ã‚  Ã‚  Ã‚  Studies suggested this therapy is applied to conditions such as ulcers, traumatic or burn wounds, osteoarthritis, and cancer. Electrical stimulation is simply the application of electrical pulses to the body, whether it is for function or therapy. The classical and common example is that of the cardiac pacemaker. The range of clinical uses of electrical stimulation has and is growing wider and includes: pain relief (often known as TENS - Transcutaneous Electrical Nerve Stimulation), maintaining or increasing range of movement, muscle strengthening, facilitation of voluntary motor function, and orthotic training or substitution.   Ã‚  Ã‚  Ã‚  Ã‚  Functional Electrical Stimulation (FES) is a branch off of electrical stimulation. The term FES is applied to systems, which attempt to restore, lost or impaired neuromuscular function. This would include such things as standing and walking in cases of paraplegia, by the application of electrical pulses to neural pathways or, but less often, directly to muscles. FES is also sometimes known as Functional Neuromuscular Stimulation or FNS. (http://medicaledu.com:80/estim.htm, 1999)   Ã‚  Ã‚  Ã‚  Ã‚  At the electrode-tissue interface, where the electrode and actual body come into contact, a conversion occurs between the current of electrons passing through the wires and the current of ions moved within the tissue. Then through this externally applied current, the depolarisation of nerve and muscle to threshold is produced by the transport of ions across the tissue membrane. There are several factors that determine whether sufficient current flows is taking place: impedance of body tissues, electrode size and position, and stimulation parameters.

Third Landscape Design

Characteristics of a Third Landscape we were looking for : -Third landscape as no scale but it has limits . These limits are usually biological limits. -Third landscape is not in a constant evolution . It is rather Inconstant depending on the modality Of the environment . -Third landscape is an opportunity as it is a global landscape without function Inspired by our task we had to the landscape we have in mind. This landscape is situated inside the ring of Tirana. Despite its location it is a forsaken inhabited space.In its prime it was a chemical attack shelter for its nearby inhabitants. Now it's just a lump on the ground covered by uncontrolled vegetation . Its entrances are used as rash bins and its borders are occupied by abandoned and illegal parked cars. Our imagination did not dare to go inside there and think what kind of flora and fauna could actually grow inside of a humid 50 year old closed basement. Based in these first sight analysis we decided this place was the opport unity we were looking for.To start the action on this newly found Third Landscape we turn our attention to Gilles Clement and his words: â€Å"Acting on the Third Landscape is going with, not against nature, complying, observing and intervening as little as possible. Avoiding the regulations and remaining indifferent Avoiding the assumption of wanting to create models. The game of leaving things as they are (and as they evolve) does not, of course, avoid a decision. The action is there and it is traditional, wise, calling the skills of observation, classification and deduction into play.It is that of the scientist, not of the DID enthusiast, although in this case you start from what is already there and try to turn circumstances into opportunities. â€Å"(Cit. Gilles Clement Manifesto del Terror Passages. We began to work on the primal analysis of the area. First on a larger scale we divided the area based on its functions. After this on a smaller scale around our Third Landscape. We also divided the area based on the building types such as apartment buildings , villas etc.After this we tried to go deeper inside the history of this place. We went to the Military Archive and to find plants of this Communist era shelters. Fortunately the archivist helped us even with further information about communist era shelters. Apparently every building build back than had a shelter planned as a basement in case of air attacks or chemical attacks. Many of this actually still exist today but used in different functions such as lavender rooms or even apartments. Our shelter however was of a different kind.This kind was implemented in- between already existing buildings without a shelter to offer protection to everyone equally. The plan is very simple. Double entrance door with ventilation room in-between ,tight corridors with 2 rows of sits and 2 bathrooms on each side. If a chemical attack would happen we can only imagine how terrible it would have been for 50 plus people to fight to enter this narrow place. Back on the Third Landscape we start to study the vegetation biologically growing on top of the shelter. Plants found on top of it are typical vegetation for urban areas .Essence vagaries Canonicals European Acre obtuse Ruckus Calculate Panic Sanguine As last round of analysis we start to sketch the paths and itineraries created by our Third Landscape around the area along with walking paths , bicycle paths , road paths and car parking spaces. After gathering all the above material we state the cons of our existing Third Landscape Bad Space Management No trash control and recycle Illegal parking Lack of social function Hygiene problems inside shelter Uncontrolled vegetation growth Based on this problematic and Gilles Clement words we start to brainstorm or the final result of the project.Leaded by our project leader Laura Pedant we decide to turn the Third Landscape into Tirana first ever seed bank. The idea of the seed bank was our interpretatio n of Gilles Clement words as if the only way to treat a Third Landscape is going with the flow of nature and not going against it. A seed bank stores seeds as a source for planting in case seed reserves elsewhere are destroyed. It is a type of gene bank. The seeds stored may be food crops, or those of rare species to protect biodiversity The reasons for storing seeds may be varied.In the case f food crops, many useful plants that were developed over centuries are now no longer used for commercial agricultural production and are becoming rare. Storing seeds also guards against catastrophic events like natural disasters outbreaks of disease, or war . Unlike seed libraries or seeds swaps that encourage frequent reuse and sharing of seeds, seed banks are not typically open to the public. (courtesy of Wisped IA). As for the other problems affecting the outside of the shelter we decided to build a small park for the neighborhood to encourage recycle and a car free zone so it will be ore g reen and less smoke.

Should Any Vaccines Be Required for Children?

SHOULD ANY VACCINES BE REQUIRED FOR CHILDREN? SHOULD ANY VACCINES BE REQUIRED FOR CHILDREN? Most Vaccinations protect people from certain diseases which can make them sick, disabled or can in some cases even kill them. The vaccination helps boosts people’s body’s defence system, also known as the immune system. Vaccines create immunity which protects people from infections without causing suffering of the disease itself. Vaccines can also be called shots, immunizations or needles. (Smith, n. d. ) Most vaccines contain a disease that is either very weak or dead.However, they do not contain a type of disease that can make people sick. Some vaccines do not contain any germs at all. Putting that little bit of disease inside the body makes the body’s defence system produce antibodies which fight off that kind of disease. The body makes antibodies in two different ways, one way is by getting the disease or the vaccine, however getting the vaccine is much safer when mak ing the antibodies without having the risk of become disabled or maybe dying. The antibodies stay with the human for a very long period of time.These antibodies remember how to fight off a certain disease, which means that if the germ causes that disease enters the body at a later date, the body’s defence system will automatically know how to fight it off because of the antibodies. Most of the time the body’s defence system will remember how to fight the disease/germ for the rest of the human’s life. However, sometimes defence systems need a little reminder, a booster shot to remind the defence system how to fight off the disease/germ. In the first two years of a baby’s life they are given several different vaccines to protect them.The table below shows each vaccine that a baby gets all the way up to six years old. The table also shows how many doses a baby’s get of each vaccine and when they are given them. The majority of babies do not have side effects from vaccines, however if they do they are normally nothing serious. ‘Some vaccines may cause low fever, a rash or soreness at the spot where the shot was given. Although the body may seem like it is getting sick after the vaccination, these reactions are good signs that the immune system is working and learning to fight off infections’ ((CDC), n. . ). In rare cases, a baby may have a serious allergic reaction to a vaccine. Signs of a serious allergic reaction include: * Breathing problems and wheezing * Swelling of the throat * Being hoarse * Weakness * Dizziness * Fast heartbeat * Hives * Paleness ((CDC), n. d. ) Vaccinations are quick and highly effective. Once a child has been vaccinated against a disease, their body can then fight that disease more effectively if they come into contact with it. If a child is not vaccinated they can have an increased risk of catching the illness. (CDC), n. d. ) Age| Vaccine| Information| Problems| 2 Months old| 5-in-1 (DTaP/ IPV/Hib)| ‘The 5-in-1 (DTaP/IPV/Hib) vaccine is used to protect against separate disease which include: Diphtheria, Tetanus, Whooping cough, Polio and Haemophilus influenza type b’. (NHS, n. d. )| ‘Diphtheria: Can be a highly contagious infection that generally affects the throat and nose and less commonly, it can affect the skin. The bacteria spreads when an infected person coughs or sneezes and their saliva enter another person’s nose or mouth.The symptoms of Diphtheria include: * High temperature (fever) * Sore throat * Breathing difficultiesTetanus: Tetanus is a very serious infection but is also very rare. It is caused by bacteria. It normally occurs when an open wound becomes contaminated. If it is not treated it may lead to complications which can end up being fatal. Tetanus is caused by a type of bacteria called Clostridium tentai. This bacteria can live in many different substances which include: * Soil * House dust * Animal and human waste (manure )Whooping Cough: Whooping cough is a highly contagious bacterial infection of the lungs and airways.The conditions usually begin with a continuing dry and irritating cough which then progresses into intense coughing’. ‘This is then followed by a distinctive whooping noise, which is how the condition gets its name. Symptoms include: * Runny or blocked nose * Sneezing * Watering eyes * Dry, irritating cough * Sore throat * Raised temperature * Feeling generally unwell. Polio: Polio is a highly contagious viral infection that can lead to paralysis, breathing problems and even death.Although polio can cause paralysis and death the vast majority of people who are infected with the polio do not become sick and are never aware they’ve been infected with polio. Signs and Symptoms will generally last one to ten days, these include: * Fever * Sore Throat * Headache * Vomiting * Fatigue * Back pain or stiffness * Neck or stiffness * Pain or stiffness in arms or legs * Muscl e spasms or tendernessHaemophilus influenza type b’: This is a bacterial infection that can cause a number of serious illnesses such as pneumonia or meningitis, especially in young children.Hib can cause any of the following infections: * Meningitis * Pneumonia * Pericarditis * Epiglottitis * Septic arthritis * CellulitisSome of these infections can lead to blood poisoning, which can be fatal. Symptoms of this include: * Fever * Lethargy * Vomiting * Stiff neck(NHS, n. d. )| 2 Months old| Pneumococcal (PCV) vaccine| ‘The Pneumococcal vaccine is used to protect infants and young children against the caused by a bacterium. There are currently three PCV vaccines available. ’ (Wikipedia, n. d. | The Pneumococcal disease is caused by a bacterium, which can lead to serious infections in the lungs, blood and brain. You can catch the bacteria from people who cough or sneeze around you. Even if you get good medical care pneumonia can be deadly. The disease is hard to trea t because the bacterium becomes resistant to antibiotics. Some common symptoms include: * A high temperature * Chills * Sweats * Aches and pains * Headache * A general sense of feeling unwell Other symptoms may include: * Nausea * Vomiting * Tiredness(NHS, n. d. | 3 months old| 5-in-1 (DTap/IPV/Hib) Vaccine; Second Dose| ‘This vaccine is used to protect against separate diseases: Diphtheria, Tetanus, and Whooping cough, Polio and Haemophilus influenza type b. ’ This vaccine is a booster because your memory cells may need a reminder to protect you from the disease. (NHS, n. d. )| Refer to: 2 months- 5-in-1 (DTap/IPV/Hib) Vaccine. If the second dose of the vaccination is not taken then the patient will not be protected from things such as Tetanus and Whooping cough because they are not taking every little bit of the vaccination course which they need to protect them in the future. 3 months old| Meningitis C| ‘The Meningitis C vaccine is conjugate vaccine against Gro up C meningitis. The Meningitis C vaccine was introduced in 1999 and in Ireland in 2000. It provides excellent protection against meningitis caused by Group C’. (Meningitiswise, n. d. )| Meningococcal disease is caused from a bacterial infection which is caused by an organism called Neisseria meningitides. This bacterium can cause an epidemic disease. The disease is transmitted through droplets or coughing and sneezing, or more directly through kissing.For the disease to go from person to person there has to be either frequent contact or prolonged contact. Signs and Symptoms of Meningitis C:Early Stages of infection: * Fever * Stiff neck * Severe headache * Pain in back or joints * Vomiting * A high pitched, moaning cry for babies * Difficult to wake (babies) * Pale of blotchy skin (babies)Later stages on infection: * Dislike of bright lights (photophobia) * Reduced awareness/drowsiness (can lead to a coma) * Bruise-like rash that does not fade under pressure. Meningitis is v ery serious and must be treated straight away. (1999, n. d. | 4 months old| 5-in-1 (DTap/IPV/Hib) Vaccine; Third Dose| ‘This vaccine is used to protect against separate disease: Diphtheria, Tetanus, Whooping cough, Polio and Haemophilus influenza type b. ’ This vaccine is a booster because your memory cells may need a reminder to protect you from the disease. (NHS, n. d. )| Refer to: 3 months- 5-in-1 (DTap/IPV/Hib) Vaccine. If the third dose of this vaccination is not taken then the patient will not be protected from things such as Tetanus and Whooping cough because they are not taking every little bit of the vaccination which they need to protect them in the future. 4 months old| Pneumococcal (PCV) vaccine; Second Dose| ‘This vaccine is used to protect infants and young children against the bacterium. There are currently three PCV vaccines available’. This vaccine is a booster because your memory cells may need a reminder to protect you from the disease. ( Wikipedia, n. d. )| Refer to: 2 months- Pneumococcal (PCV) vaccine. If the second dose of this vaccination is not taken then the patient will not be protected from the disease. They will not be protected because they are not taking the full course of the vaccination. 4 months old| Meningitis C; Second Dose| ‘The Meningitis C vaccine is conjugate vaccine against Group C meningitis’. (Meningitiswise, n. d. ). The second dose is given as a booster vaccine; this is given to remind your memory cells that they need to protect you for the disease. | Refer to: 3 months- Meningitis C. if the second dose of this vaccination is not taken then the patient will not be protected from the disease. They will not be protected because they are not taking the full course of the vaccination. Between 12 and 13 months old| Hib/Men C booster| ‘This vaccine helps boosts children’s protection against two different disease, these are Haemophilus and Meningitis C infections. They are both serious infections and can both cause blood poisoning’. (NHS, n. d. )| This vaccination is given as a single injection which basically boosts the babies’ protection against Haemophilus influenza type b and meningitis C. (NHS, n. d. )| Between 12 and 13 months old| Measles, mumps and rubella (MMR) Vaccine| ‘Measles, Mumps and Rubella are highly infectious conditions.The MMR vaccine contains weakened versions of live measles, mumps and rubella viruses. The vaccine works by triggering the immune system to produce antibodies against measles, mumps and rubella’. (NHS, n. d. )| The first MMR vaccine is given as a single injection to babies as part of their routine vaccinations, usually within a month of their first birthday. The MMR vaccine can sometimes be given earlier than their first birthday if the baby has been exposed to the measles virus.Signs and Symptoms: * Small rash of bruise-like spots * Small chance of seizures * High temperature * Loss of ap petite * General feeling of being unwell * Swelling of the glands in the cheek, neck or under the jaw. (NHS, n. d. )| Between 12 and 13 months old| Pneumococcal (PCV) vaccine; Third dose| ‘This vaccine is used to protect infants and young children against the bacterium. There are currently three PCV vaccines available. ’ This vaccine is a booster because your memory cells may need a reminder to protect you from the disease. (Wikipedia, n. d. | Refer to: 4 months- Pneumococcal (PCV) vaccine. If the second dose of this vaccination is not taken then the patient will not be protected from the disease. They will not be protected because they are not taking the full course of the vaccination. | 3 years and 4 months old, or soon after| Measles, mumps and rubella (MMR) Vaccine; second dose| Measles, Mumps and Rubella are highly infectious conditions. The MMR vaccine contains weakened versions of live measles, mumps and rubella viruses. The vaccine works by triggering the immune system to produce antibodies against measles, mumps and rubella’ (NHS, n. . ). The second dose is given as a booster vaccine; this is given to remind your memory cells that they need to protect you for the disease. | Refer to: between 12 and 13 months. Measles, mumps and rubella vaccination. If this second dose is not taken then the baby will not be protected from this disease, this is because they have not taken the full course of the vaccination. | 3 years and 4 months old, or soon after| 4-in-1 (DTaP/IPV) pre-school booster| ‘The DTaP/IPV vaccine boosts children’s protection against four serious childhood diseases; these are Diphtheria, Tetanus, Whooping cough and Polio.The vaccine is recommended for children about three years and four months old. There are two vaccines available, one contains higher-strength Diphtheria and the other contains lower-strength Diphtheria. (NHS, n. d. )| This vaccine is given to three-year-old children to boost their protection a gainst: * Diphtheria * Tetanus * Whooping cough * PolioChildren are routinely vaccinated against these illnesses as babies. This booster increases their immunity even further. (NHS, n. d. )| (NHS, n. d. : I have chosen to use this table from the NHS website because I think that the information that is given useful. It is also reliable because it has come from a trustworthy website. Pro’s and Con’s of Vaccinations: Vaccines can impose some risks. It is important that parents consider the benefits and risks of vaccines when they are decided whether or not they should have their child/children vaccinated. Many people need to realise that when considering vaccination, one of the most important questions asked is ‘does the risk of the disease over weigh the risk of the vaccination? This does include the risk of being exposed to certain diseases. There are about 12 diseases that are considered serious and have been vaccinated against, these include: Measles, Mumps, Rub ella, Diphtheria, Tetanus, Whooping Cough, Polio, Hepatitis A and B, Pneumococcal disease, chicken pox and HIB disease. The vaccinations that are given for these diseases help play a large role in lowering the risk of exposure to the diseases. (2000, n. d. ) This graph is showing that since 1989 up to 2000 the number of ases of Mumps has decreased dramatically and also it is showing that a lot more people are having the MMR vaccination. We know this because of the number of notifications for mumps has decreased dramatically. There are many more pros than cons I think when it comes to vaccinations. These include your child will be safe during the first years of his/her life. Mortality can be prevented even in dangerous and life threatening diseases, when you child catches diseases now or later on in life, he’ll/she’ll likely to have it milder than you would expect.Contagious diseases can be prevented especially if your child is in his/her pre-school years and the risk o f complications are lower than those who do not go through with vaccinations. Also there will be less health issues by this I mean disability, there will be less cost on the society via disability benefits but also there will be a better life for individuals. Most parents today haven’t seen a child suffer with an infection such as Tetanus or Polio so it is very easy for them to say that vaccinations against such illnesses are not necessary.However the vaccination routine is the only reason why such infections have been nearly completely wiped out in the UK. If a certain number of children do not have the vaccinations then it will not be long before the diseases appear again. Vaccinations are a very powerful preventative tool. They work by exposing the immune system to something that resembles the disease. The body’s own immune system responds and is then able to build up some sort of immunity that protects us in the case of infection by a live virus.The effectiveness o f vaccines is proved by the fact that smallpox has been completely wiped out, and the incidence of other serious illnesses has lowered a lot since the introduction of vaccinations. | Maximum number of Annual Cases in Pre-Vaccine Era (Year)| Number of cases in 2009| Percent Change| Diphtheria| 12,641 (1899)| 0| -100. 00| Measles| 52,866 (1952)| 2| -99. 99| Mumps| 18,709 (1957)| 13| -99. 93| Pertussis| 13,333 (1937)| 371| -97. 22| Polio| 3,950 (1955)| 0| -100. 00| Rubella| 34,148 (1943)| 1| -99. 9| Tetanus| 45 (1925)| 0| -100. 00| HIB| 147 (1987)| 1| -99. 32| Chickenpox| 23,768 (1953)| 2,219| -90. 66| (LaMorte, n. d. ) This table is showing how vaccinations have helped the number of cases of disease and infections. I think this source is reliable because it clearly shows that number of cases for each disease has dropped dramatically because more and more are having the vaccinations. However everything has two sides. No vaccination is 100% safe, and there are always certain risks invol ved in vaccinations.If people are not vaccinated there is a high chance that the risk of disease will increase dramatically because people aren’t protecting and preventing themselves from specific diseases and infections. Also there will be a major increase in health risk, by this I mean that there will be a lot more children with a weaker immune system which will them lead to an increase in diseases and infections which can also in some severe cases cause death, this is because the children have not been vaccinated from those certain diseases so their immune systems do not know how to fight them off or at least protect them from it.If children are not vaccinated then the country has less control over epidemics and pandemics because the children that are not being vaccinated can spread the disease and infections rapidly to other people which means that more people that are not being vaccinated are going to get the disease or infection. (safety, n. d. ) This graph is showing t hat there has been an increase in the confirmed cases of measles due to parents no longer wanting to vaccinate there babies/children due to the risk factors. Alternatives to vaccinations Parents face many tough decisions when it comes to vaccines.There is an alternative called Homeoprophylaxis (HP) or homeopathic immunization. It has been around for over 200 years, and recent studies show its effectiveness in epidemics, and its effectiveness at preventing childhood diseases (not injuring the child). Homeoprophylaxis is a dilute preparation from a disease product i. e. from the sputum of n individual with the disease, or in the case of influenzium (homeopathic version of the flue shot), the four viruses selected by the WHO for the annual flu vaccine. They are safe for everyone, including babies and they come in a small sugar pill that dissolves quickly in your mouth.It involves no side effects. No trauma, no toxins and no risks. It is given when the body is healthy and shouldnâ€℠¢t be given during a time of illness. The benefits of homeopathic immunization are pretty good. It works by naturally strengthening the resistance of the child instead of targeting the pathogen, bacteria, or virus that causes the epidemic disease. For this reason pathogens can never develop a resistance to the prophylactics. The immunization protects against diseases for which no vaccine exists; an example of this is the â€Å"B† strain of meningococcal (meningitis) disease that is responsible for many infections.The immunization protects those that traditional vaccines are unsuitable, such as those who have had adverse reactions to other vaccines, the malnourished, and the sick and debilitated the immune-compromised, the pregnant, those allergic to vaccine materials and those on steroids. Vaccination: * Material dose; live, attenuated or killed virus, bacteria, toxin, in crude dose * Adjuvants to stimulate allergic response and other additives with the possibility of other v iruses, human fetus tissue, and DNA, animal byproducts etc. Multiple diseases given at once Homeoprophylaxis * Energetic dose; substances are potentized/diluted to reduce material dose but retain memory of disease/pathogen * Single disease at a time * No adjuvants, preservatives or contaminants National Attack rates and the Efficacy of Homeoprophylaxis Disease| Attack rates unimmunised %| Attack rate Homeoprophylaxis %| Efficacy of Homeoprophylaxis%| Whooping Cough| 85. 0| 11. 7| 86. 2| Measles| 90. 0| 9. 0| 90. 0| Mumps| 70. 0| 5. 9| 91. 6| (Golden, n. d. )Should any vaccines be required for children? Arguments for and arguments against: (Dimes, n. d. ) Argument FOR: Vaccination should be required for children. No individual should have the right to risk the health of the public solely for the purpose of satisfying their personal moral or religious views. (Parenting, n. d. ) This graph is showing that since vaccinations have been introduced the number of deaths caused by disease su ch as Measles, Whooping Cough, Diphtheria and Scarlet Fever have decreased.Therefore I believe that Vaccinations should be required for children, and no individual should have the right to risk the health of the public because they satisfying their personal moral or religious views because if they aren’t being vaccinated they are affecting everyone else around them. This graph is reliable because it clearly shows important information which shows that FOR argument is important because vaccinations are decreasing the deaths of people because of disease. Argument AGAINST: Governments should not have the right to intervene in the health decisions parents make for their children. 1% of parents believe they should have the right to refuse mandated school entry vaccinations for their children. This graph is showing the number of people contracting measles has increased due to parents refusing to let their children have the school entry vaccinations. Because of this there could end up being an epidemic in Wales, because a number of children are not protected from Measles. I think that the school entry vaccinations should be made mandatory; I think this because it will stop the spread of an epidemic as people will be vaccinated against Measles.This source is reliable because it clearly shows that because people are not being vaccinated, diseases are spreading rapidly. From looking at both these arguments for and against I think that all children should be forced into having vaccinations, no matter what there religion is or what they believe in. If all children have the vaccinations that are available to them then maybe one day all the horrid diseases will be wiped out. This includes anyone who migrates because nobody knows what diseases they could be carrying or they could have come from a disease ridden area.Argument FOR: Vaccines can get rid of disease and prevent serious illness and death. Mandatory vaccination has got rid of disease that once killed thousan ds of children, such as polio and small pox. (Murakami, 2011) This graph is showing that when the Small Pox Vaccination was made mandatory the number of deaths per million shot right down because people were made to have the vaccination. Then when the vaccination was no longer mandatory so the number of deaths per million shot straight back up again.Then finally the vaccination was made mandatory one last time, this was when Small Pox was finally wiped out. I think this source is reliable because it clearly shows how helpful the Small Pox vaccination was and also how effective it was to England and Wales. Argument AGAINST: Many parents hold religious beliefs against vaccination. Forcing such parents to vaccinate their children would violate their rights to the free exercise of their religion. From looking at both the argument for and against I feel that vaccinations should be mandatory no what the circumstances are.Everyone in world should be given these vaccinations because when va ccinations are made mandatory they do work, they do wipe out harmful disease, as my source shows about Small Pox. If the Small Pox vaccination was not made mandatory then the Small Pox disease would still be runny wild today. Argument FOR: Some individuals that have been vaccinated may still get sick when exposed to infected individuals, 75%-94% of the population, depending on the disease, must be vaccinated to achieve herd immunity. When the herd immunity is achieved the number of immunized individuals is high enough to prevent the spread of disease through the population. BBC, 2012) This graph is showing that the confirmed cases of Whooping cough in England and Wales rose from 2011 to 2012. This graph is perfect for the Argument FOR because it shows that the number of confirmed cases could be due to the vaccinated individuals being exposed to the infected individuals. My source is not as reliable as I would like it to be because it does not actually show that some of the confirmed cases of Whooping cough are due to the vaccinated children being exposed to the infected individuals. Argument AGAINST: Vaccines interfere with the natural law and God’s plan for humanity.Disease is a natural occurrence and humans should not interfere with it. From looking at the argument for and the argument against I feel that people should not be aloud to say that they do want vaccinating because it is going against God and the natural law, because yes they may believe that but them believing that affects a lot of other people they are not vaccinated so they are a risk to more people. I disagree with the statement that disease is a natural occurrence because if everyone in the world was to be vaccinated then diseases would be wiped out and nothing would occur.Argument FOR: The risks of not being vaccinated far outweigh the small risks associated with vaccination. Preventable diseases like measles and mumps can cause permanent disability and death. In 1991 an outbreak of m easles in an unvaccinated group of children in Philadelphia caused seven deaths. Children infected with mumps can become permanently deaf. Although a very small number of deaths from the MMR (measles, mumps, rubella) vaccine have been reported, the most common adverse reactions are minor soreness and or fever.Argument AGAINST: Common childhood vaccinations may cause rare yet serious reactions including anaphylactic shock, paralysis, and sudden death. This risk is not worth taking, considering most diseases vaccinated against are not necessarily life threatening. (Health, n. d. ) From looking at this pie chart I can see that there were a number of deaths related to diseases than can be preventable by a few simple vaccines. This graph shows that if all these children had been vaccinated from these diseases then the deaths wouldn’t have been anywhere near as high as they were.I think this graph is reliable because it shows the number of lives that could have been saved if the ch ildren have been vaccinated. From looking at the argument for and argument against I think the risk of contracting a disease should over weigh the possible side effects that the vaccination can bring. Although the side effects of the vaccination can be bad they only last a couple of days at most, whereas if you contract a disease it last between one and ten days and in some cases is can kill you.I think that parents should think about the risks and benefits in a lot of detail before they say that they do not want to vaccinate their children. Argument FOR: Because children and babies are more open to the swine flu they should be required to take FDA- approved vaccine to prevent illness and possible death. Argument AGAINST: Vaccines can cause brain inflammation which can then lead to either death or permanent brain damage and disorders such as autism, ADD/ADHA, and other developmental problems.Also this vaccine has been associated specifically with the development of autism and is sti ll found in certain tetanus and flu vaccines. (Anon. , n. d. ) This graph is showing the percentage of people who would and would not consider the swine flu vaccination. This pie chart just shows exactly why people are contracting diseases just like swine flu. I would say this source is reliable because it gives people a clear understanding of why certain diseases are quite rife.Argument FOR: Children should be required to receive vaccination against hepatitis B. the disease can cause inflammation of the liver leading to scarring of the liver or cancer. The world health organization recommends that hepatitis B vaccination be part of universal childhood vaccination routine. (Organization, n. d. ) This map shows which countries have and which countries have not introduced the HepB vaccination. This map shows us which countries have more disease issues and which do not.I think this vaccination is reliable because it shows us where vaccinations need to be put in place and then also made mandatory so diseases do not become rife. Argument AGAINST: All vaccines cause immune system suppression and can permanently damage the natural immune system. Unvaccinated children can build and strengthen their immune systems through fighting off infection and developing natural immunity to disease like measles and chickenpox. From looking at both the for and against argument I think that HepB should be made mandatory because it is a life threatening disease.I disagree with the statement that children can build and strengthen their immune system because with the diseases that can be contracted only the vaccination can properly protect them. To conclude I am for this question because I feel that all vaccines should be required for children for their own protection and well being. Parents who straight away say ‘NO NO NO I am not vaccinating my child’ should think about the benefits and risk factors, because I believe that the benefits over weigh the risk factors by a lo t.I understand that some parents do no want their children to have to suffer some of the side effects that the vaccinations bring, they need to realise that the side effects of the vaccinations are nothing compared to the diseases that they can contract. The diseases can also be life threating, so the parents need to realise that yes their child may have side effects from the vaccination which only last a day or two whereas if they contract a disease it is likely to last around one to ten days and also some can kill. I know what I’d rather my child have.In my opinion vaccinations should be made mandatory from everyone and anyone, whether they are religious or not. I think this because if half of a population are religious and the other half are non religious and are for vaccinations for example, the religious side are going to always contract the diseases because they are not protected against them and even though the non religious side that have been vaccinated are protected they can still contract the disease but it may not be as extreme as if the religious side were to contract the disease.If anyone migrates to the country they should be tested on and vaccinated straight away no questions asked because people do not know what they could be carrying, they could be bringing all sorts of diseases in the country. Bibliography (CDC), C. f. D. C. a. P. , n. d. [Online] Available at: http://www. marchofdimes. com/baby/wellbabycare_vaccinations. html [Accessed 16 February 2013]. 1999, D. O. H. , n. d. 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