Management theories applied to a UK Restaurant

precaution theories applied to a UK eating place in that respect be a lot of foreign eating ho put ons have undetermined in UK in this historic period and these restaurants ar growing popular twain with UK nationals and foreign visitors to the UK. I am maneuvering as an assistant autobus restaurant c solelyed metal d allyer. This argumentation is the family business and they atomic number 18 believeing about extending and develop a chain of restaurants across the UK like an another(prenominal)(prenominal) foreign companies. The proprietor and come throughr, Mr smith is himself a foreigner who has lived in the UK for many years. His family in Africa operates a chain of restaurants business across the African countries and therefore he is really familiar with this kind of business.Introductionmetal act asers restaurant is located in profound London and close to many attractions and easily accessible by humankind transport. The restaurant has seen a big increase in sale collectcapable to the popularity of European and International cuisines. According to these factors Mr metal histrion want to open the sympathetic restaurants across the UK.Gather In diversenessationThe restaurant is currently employ the classifiable hierarchical bodily social structure. Mr smith is the owner and as well as the managing director. He had both assistants and lead supervisors but he direct discipline in over instruction and running(a) issues much(prenominal) as the hiring of staff, marketing and sales promotion..Mr metalworkerManaging Director module staffStaffAssistant ManagerAssistant ManagerStaffSupervisorSupervisorThere ar small accounting and pay department headed by Mr Smiths son Peter. He is currently studying for a stagecoach in accounting and only lasts part eon. Mr Smith himself takes some of the duties in this department too.Centralization and DecentralizationMr Smith restaurant is now in centralization structure an it have several l ayers of foc utilise that control the alliance by maintaining a high level of self-confidence, which is the creator to conciliate decisions concerning business activities. With a centralized structure, line-and-staff employees have limited authority to carry something out without prior approval. The crest focus telling pump circumspection and hence tells supervisors. Then the supervisors tell the staffs what to do and how to do it.In this case Mr Smith has to think about the decentralization policy to variety in business character plan. Decentralization seeks to eliminate the unnecessary levels of management and to place authority in the hands of assistant managers and supervisor. Although that policy benefactors Mr Smith some part of the duties, its increasing the span of control, with to a greater extent employees account to unitary manager. Beca occasion more employees argon reporting to a single manager than before, the managers be forced to delegate more swear out and to hold the employees more accountable.tall(a) and Flat structureThere is other structure to brass at for the Mr Smith business plan. A tall structure is the structure which Mr Smith victimization it now. A tall structure is single with many levels from the top management level to the operating level. A tall structure normally implies a narrow span of control for supervisors and managers and a greater degree of devolved decision- reservation, but requires many more supervisory and managerial staff. It also leads to the considerable vertical communication, and possibly to weaker communication amongst top management and staffs. In a tall structure the hierarchy is universalplacely problems of coordination argon endlessly presend.Nowadays many large corporations have set about trim back their hierarchy in order to introduce a plainter structure. The flat structure contains fewer levels between the top and bottom of the boldness. The result for the victimisation thi s structure is a few supervisor and management staff, and roomyr spans of control for those who remain. This structure leads to more centralised decision-making. However, to avoid this increasing centralization by move on all the levels of staff carry greater some champional responsibility for their position and duty.Organisational CultureOrganisational culture affects behavior through a deep-rooted agreement of assesss, attitudes and beliefs. Culture is specific to the organisation and is learned demeanour. Different organisations have a diverse feel or climate that reflects their culture. This whitethorn be reflected in the degree of formality and task or plurality orientation the snip code accepted behaviors and pass judgment performance levels.Charles Handy (1985) looking at culture which used to link to organizational structure to organizational culture. He describes four lawsuits of cultureA Power Culture which concentrates power among a few. Control radiates fro m the center like a web. Power Cultures have few rules and shrimpy bureaucracy swift decisions can ensue.In a division Culture, battalion have clearly delegated authorities within a highly defined structure. constantly, these organizations form hierarchical bureaucracies. Power derives from a persons position and minuscule scope exists for expert power.By contrast, in a Task Culture, ag assemblyings be formed to solve particular problems. Power derives from expertise as grand as a aggroup requires expertise. These cultures often feature the multiple reporting lines of a matrix structure.A Person Culture exists where all someones accept themselves superior to the organization. Survival can generate difficult for such organizations, since the plan of an organization suggests that a group of like-minded psyches pursue the organizational destructions. to the highest degree professional pardnerships can operate as person cultures, because each partner brings a parti cular expertise and clientele to the firm. (P1, P2)Organisational deportment and management theoriesOrganisational behavior is a term applied to the systematic study of the behaviour of individual within work groups, including an analysis of the temper of groups, the development of structure between and within group, and the crop of implementing change. The rationale of organisational behaviour is to predict or control individual and group behaviour in the pursuit of management goals, which whitethorn or whitethorn not be shared throughout the organisation.Organisational behaviour also includes in many areas what skill be called management surmise. oversight theory is especially concerned with issues of goal-setting, resource-deployment, employee want, team-work, leadinghip, control, coordination, and performance measurement.Management theory has been approached form a number of different perspective, each chance uponing problematic issues and usually, proposing a go ast ray of possible solutions.These are some of the management groupings as followsHuman dealing TheoristsPerspectiveTypical IssuesExponentsDatessocial, ie attention to peoples social bespeaks at workGroup identityWorkers as members of a group splendor of informal groupsElton MayoRoethlisbeger Dickson1927-36Social Psycho analytical SchoolPerspectiveTypical issuesExponentsDates single necessitate and wantAcknowledgement of individual contributionIndividual needsPersonal motivatorsSelf-actualisationAchievementIndividual independenceSupportive relationshipsAbraham MaslowDouglas McGregorF.HerzbergR.LikertC.ArgyrisD.McClelland fifties1960s leading theoristsPerspectiveTypical issuesExponentsDatesLeadership qualities and behavior reputation of the qualitiesLeadership expressive stylesSituational/ workal aspects of leadershipContingency approachD. McGregorTannenbaum/SchmidtC.ArgyrisBlake/MoutonF.E Fiedler victor VroomJohn AdairW.Reddin1950s1960s1960s1970sImprovements in work performance and effectiveness are depending how excellence in management abutes. It is important for managers to interpret behaviour in a number of areas.Attitudes slashing change in the environment demands rapidly change form organisations and this essence their behaviour essentialiness change. Employee attitudes to change are often resistant since people feel more secure with the familiar and habitual. They are naturally distressed and fear they whitethorn be disadvantaged by change and pertain they may not be able to learn new skills. For this problem manager must(prenominal) understand the attitudes and perceptions of their employees and respond proactively to reduce resistance for change. This might involve open communication action, participation in the change parade and attention to a new wage work bargain.Motivation is the close to importance in the organisation achieving the goals. Managers must not only understand the needs that drive employee behaviour, they must apprecia te the processes involved in making motivation effective in improving performance. Needs may set off with the individuals level in the organisational hierarchy and what might be effective with one individual might not be with another. Having the equitableifiedly equipment, people skills and organisational textile is not a guarantee of excellent performance. Employees and managers must be actuate to come across organisational goals. talk organisations depend on receiving and transmitting information to get to the co-ordination necessary to achieve their goals. Managers must understand this behaviour if they are to go steady a communication process that allows a clear, understandable and fast transmission of information to support decision making without unnecessary distortion or folie. Human nature also leads to extensive informal communications that do not follow the chain of command.Conflict when negative, this can inhibit the motion of organisational goals and adversely affect morale and performance. Managers have to understanding of organisational behaviour leave appreciate that conflict can be positively correlated with goal achievement where it releases tensions, stimulates ideas or challenges the status quo.Manager also needs to have it away the behaviour signs of negative conflict and understand the mean by which this type of conflict may be resolved. (P4)Motivational theoriesThere are a lot of motivation theories for Mr Smith business plan. These are some theories which are suitable for Mr Smith business plan. A motive is a need or a driving force within a person. The process of motivation involves choosing between ersatz forms of action in order to achieve some desired end or goal. Mr Smith is now using the Theory X and Y style (stick and carrot) form Mc Gregor scientific management.Theory X makes the assumption that the average human existence has an inbred dislike of work and allow avoid it if possible,Is lazyWishes to avoid responsi bility,Has comparatively little ambitionWants security above allThis is the person should use the stick. They have to controlled, directed and threatened with punishment to get them to put away nice effort towards the achievement of organisational goals.Theory Y makes the followers general assumptionsWork can be as natural as con and rest.People go forth be self-directed to meet their work objectives if they are committed to them.People will be committed to their objectives if rewards are in place that address higher needs such as self-fulfilment low these conditions, people will seek responsibility.Most people can track responsibility because creativity and ingenuity are common in the population.This is the person should use the carrot. They have their personal goals and the motivator has to fulfill their quest with organisational goals in concert. schoolmaster Vroom Expectancy theoryThe trump known contribution to the process theory of motivation is the work on expectancy gravels of motivation certain by Victor Vroom.Vroom believes that people will be prompt to do things to reach a goal if they believe in the deserving of that goal and if they can see that what they do will help them in achieving it.Peoples motivation toward doing anything is the product of the anticipated worth that an individual places on a goal and the chances of achieving that goal. It may be stated asFrom the Vroom theory, Mr Smith has to motivate the employees by the individual goal and chances of achieve the goal. Mr Smith has to aim the employees the goal is clear and it is worth to reach that goal. He is trying to increase activity from reduce the staff lunch breaks from one hour to xxx minutes. He argues that he pays his employees very well and they will have to be happy with whatever decisions he made. Mr Smith is using the one of the motivation theory called Herzberg motivation Theory. Herzberg that monetary methods of motivation have little value firms still use mo ney as a major(ip) incentive. There are a variety of remuneration systems that a business could use to motivate the employees.AdvantageSimple and easy to use for businessesDisadvantageWorkers may resent beingness paid the same as a ally who they feel is not so productiveThese are the some of the motivation theories for Mr Smith business extension plan to cover. Mr Smith has to look at the monetary methods is not the only solution in organisation, there are so many theories to motivate the employees and always aware of the individual goals of the staffs, then to get the organisational goals with fulfil their wish. (P7)EmpowermentEmpowerment is like delegation. It is when power or authority is given to employees so they can make their own decisions regarding their work vivification.Mr Smith should think about the empowerment in future business plan that will also improve in motivation of employees and help in chain organisation. Thats why Mr Smith must use the righteousness mana gement style and structure in his future business extension plan.Blake and Moultons managerial gridThere are a lot of management theories using in business organisation these days. This is the one of the management theory which can help Mr Smith business plan.1.1 Impoverished management- shows a minimum of concern for either people or production. This type of manager exerts just the minimum effort to get the work through and has little bet in his or her subordinates.9.1 Task Oriented management- is concerned only with the work and has little interest in people. Efficiency in operations results from system conditions of work in such a way that human elements mediate to a minimum degree.5.5 position of the road- management- balances the necessity to produce with maintaining morale at a satisfactory level in order to achieve adequate organisational performance.1.9 The country club style- management is all about the people and shows little concern for getting the work done. Thought ful attention is paid to the needs of the staff for satisfying relationships, leading to a comfortable, friendly atmosphere and work tempo. This is sometimes called country club management.9.9 Team management- is seen as the ideal. The manager gets the work accomplished by committed people. He or she tries to provide a situation where workers and the organisations goals are the same and this interdependence through a common stake in the organisation leads to relationships based on trust and respect.Blake and Moulton considered that all managers should strive to attain 9.9 on the grid, with cooking being directed to this end. (P8) utile Teamwork in Organisation-Teams have been described as collections of people who must rely on group collaboration if each member is to welcome the optimum of success.-A team is a small number of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable.T eam success due toSynergy 2+2=5Co-operation increases efficiency, feel, and commitmentAtmosphere created by cohesive groups encourages participationCommunication and good leadership help to maintain rapportMr Smith has to look at in the area of teamwork in his future business plan. Teamwork is one of the around important facts in organisation. Without teamwork any organisation couldnt cope in critical situation. These are some effective team development processWilemon and Thamhain have developed a model, which they refer to as a 3-dimensional framework, to guide the project team-development process. This team-development model indicates that the team-development process is composed of the following tasks and goalsRecruiting of team membersClimate setting for team developmentGoal setting character clarificationProcedure developmentDecision-makingControlUsing the effective team development in organisation Mr Smith can easily manage from head office to overseas of the chain of rest aurants. (P10)Finding and AnalysisManagementManagement is a structured process involving planning, organising, directing, co-ordinating and controlling a roll up of resources, to achieve pre-determined objectives.THE CLASSICAL inculcate OF MANAGEMENTThe classical school was effectively the first coherent set of theoretical perspectives about organisation and management. It arose at the end of the last century as the early writers sought to make sense of the newly emerging large-scale business organisations. They focused onPurpose and Structure The approach centres on understanding the purpose of an organisation and then examining its structure.Operations The next level of focus is on the operations which have to be undertaken within an organisation to meet the objectives.Groupings of functions This is followed by the logical groupings of functions to form individual jobs, sections, departments and so on.Span of control Special mission is taken over the span of control within man agement. Co-ordination is affected by clear hierarchies which identify authority, responsibility and accountability, and by duties being clearly stipulate for each post.Efficiency A key emphasis in all of this is a belief in the efficiency of specialisation of labour individuals being responsible for one particular task to the exclusion of others, and thus being able to build up expertise in that task and carry to the greater efficiency of the whole.F .W Taylor and the Scientific SchoolIn 1911, Frederick W Taylors book the Principles of Scientific Management was published and, with it, management as a separate field of study started. The main elements of this view of management areThe detailed and careful analysis of all processes and tasks within the organisation to identify each component partThe review of all routines and working methods, using (principally) time and motion studies now called work study to find the best way to do the jobThe standardisation of all working meth ods, equipment and procedures, so that the precise way in which each task should be done can be laid down and monitoredThe scientific selection and information of workers who would then produce first-class at their particular jobsThe introduction of payment on a piecework basis, which would both be an incentive to maximise productiveness and produce high wages for the workers, although there would be penalties for falling below the prescribed standard a fair days pay for a fair days work in Taylors words.HUMAN RELATIONS SCHOOLThis began through the work of G Elton Mayo (1880-1949) who, with others, conducted a series of experiments at the Hawthorne plant of the General Electric Company in Chicago during the years 1927-32. Mayo sought to evaluate the effects of the changes in physical working conditions, which, according to scientific management, should cause significant variations in productivity. Thus lighting, noise levels, etc. were adjusted and resulting output changes note d.The researchers concluded that group relationships and management worker communication were far more important in determining employee behaviour than were physical conditions and the working practices imposed by management. Also, wage levels were not the prevailing motivating factor for most workers.Further research established the following propositions of the human relations school.Employee behaviour depends primarily on the social and organisational set of work.Leadership style, group cohesion and job satisfaction are major determinants of the outputs of the working group.Employees work better if they are given a wide range of tasks to complete.Standards set internally by a working group influence employee attitudes and perspectives more than standards set by management.Starbucks coffee association believes that their employees are one of their important assets in that their only sustainable advantage is the quality of their workforce. They have accomplished building a natio nal retail company by creating pride in the labour produced through an empowering corporate culture, particular(a) employee benefits, and employee stock ownership programs. The culture towards employees is laid back and supportive. Employees are empowered by management to make decisions without management referral and are encouraged to think of themselves as a part of the business. Management stands behind these decisions. Starbucks has avoided a hierarchical organizational structure and has no formal organizational chart. Starbucks Company fundamentally use the Human Relationship management by Elton Mayo to become success retail company in the world wide.KFCs Fried red jungle fowl Restaurant strategy of KFC is currently working with is to improve operating efficiencies. This in enactment can directly impact the operating profit of the firm. In 1989, KFC centered on elimination of overhead costs and increased efficiency. This shake-up was in the U.S. operations and included a r evision of KFCs crew training programs and operating standards. They emphasized customer service, cleaner restaurants, faster and friendlier service, and continued high-quality products. In 1992, KFC continued with reorganization in its middle management ranks. KFCs is using the middle management style form Blake and Moultons managerial grid. It is also help the KFCs company to one of the famous restaurant around the world.Mr Smith himself has to choose the right management style and practice in his future business to become a successful organisation around the world. Above information will give Mr Smith to right decision to choose management style for his future business plan. (P5)An individual at work is seemed by other in three principal waysAs a physical person having gender, age, race and size characteristicsAs a person with a range of abilities (intellectual, physical and social)As a character (ie someone is having a particular kind of temperament).In these three of factors d isposition of individual must have to look at in every organisation. genius types are great effective in organisation when we look at in leadership, group and teamwork etc in such areas.Personalitythose relatively stable and steadfast aspects of an individual that distinguish him/her from other people and at the same time form the basis for our predictions concerning his/her behaviour (Wright et al., 1970)These are the factors impact on the Personality of individualsGenetic factors there is significant evidence to suggest that our genetic hereditary pattern plays a role in developing our personality. Children, especially twins, are spy to inherit common family traits. Also our physical attributes, which are all genetically determined, may influence how others treat us and may in turn affect how we view ourselves.Social factors these are the factors that could influence personality as a result of interacting with other people. Socialisation is the process of being taught how t o transport and how to feel by family, friends and other significant people within a social setting. Humans are social animals and so it is to be expected that social interaction will affect our personality and behaviour..Cultural factors these are wider social beliefs and values that are absorbed by an individual, and guide behaviour towards that which is acceptable within a social scene. This varies across cultures with Americans exhibiting a toughened need to achieve whereas in Japan there is an equally slopped need to support the team.Situational factors these reflect the effects of specific experiences or situations on a persons feelings and behaviour. There will have been certain events in your life that have had a significant effect on you. Bereavement may literally change the whole personality of an affected person. A persons personality might also change if his or her role changes, e.g. being sent to prison.Because people have different personalities, managers must co nsider the following work behaviour in organisationThe compatibility of an individuals personality with his task different personality types fit different types of work and this most be taken into devotion when allocating workThe compatibility of an individuals personality with the systems and management culture of the organisation some people hate to be controlled whiles others seek active supervision and control. Managers must be aware of these when adopting a particular style of management.The compatibility of an individuals personality with that of others in the team personality clashes are often the major cause of conflict at work and this must be considered when forming teams. (P3)Leadership in OrganisationLeadership is a process by which individuals are influenced so that they will be prepared to participate in the achievement of organisational or group goals. It is the role of the leader to obtain the commitment of individuals to achieving these goals.Formal leaders are those ordained to positions within a hierarchy in the organisational structure.The informal leader may exercise appreciable influence within a workgroup. Although not inevitably in a post with any formal authority, and thus futile to issue formal instructions and directives, such a person may initiate action through friends or colleagues, or block action, in conflict with the formal leaders wishes.There are number of different approaches to leadership. Mullins provides a framework within which to analyse and understand the complexities of the subject. It embraces the following approachesTraits- views leaders as born and not made due to inherited characteristics personality focus.Functions- focus on what leaders do (roles and responsibilities) assumes they can be learnt.Behaviour- concentrates on how leaders behave and influence subordinates and is linked to style.Style- combines functions and behaviour to produce alternative effects on subordinatesContingency- Situational theor ies propose that leaders choose the best melt of action based upon situational variable. Different styles of leadership may be more appropriate for certain types of decision-making.Situational- based on the recognition that different styles are required in different situations.All these leadership approaches are using in the today business organisation. Mr Smith has to look at the most effective and suitable for his future business plan. For leaders to be effective, they must be able to perform the following functions or rolesAn executive co-ordinating group activities and developing norms and policiesA planner deciding the means by which goals will be achievedAn expert source of key information and specialised skillsA embarkhead representative of the group, and communications linkAn exemplar setting standards and expectations and providing a unified frontAn arbitrator resolving conflictsA father figure a focus for group feelingsAn ideologist setting standards of behaviour .According to Mr Smith business plan, he must look at the Professor Adairs action-centred leadership. The model is where task, group and individual needs are interconnected in the context of total leadership. According to him an effective leader is a leader who is able to settle with task needs the leader ensures that the purpose, i.e. completion of the task, is fulfilled. The leadership function includes setting objectives, planning and allocation of resources, setting standards and control to ensure achievement.Satisfy group needs until the task is completed the group has to be held together the leader must maintain team spirit and build morale, be a spokesperson, motivation communicate and maintain disciplineSatisfy individual needs each member of a group or team has individual needs and the leader should try to ascertain these needs and work towards satisfying them as far as is possible within the groups needs.If Mr Smith can use this leadership style in organisation, it will be beneficial to all level in his future business organisation. (P6)The nature of groups and group behaviour within organisationA group comprises two or more individuals who interact in the collective pursuit of a common goal. They share values and goals, are involved in regular activities together, and identify themselves as members of the group and are identified as such by others.In the view of group development process the most accepted is that advanced by Tuckman (1965), which comprises four main stagesFormingStormingNormingPerforming adjoining/MourningForming The group comes together and gets to initially know one other and form as a group.StormingA chaotic vying for leadership and trialling of group processesNorming Eventually agreement is reached on how the group operates (norming)Performing The group practices its subterfuge and becomes effective in meeting its objectives.Tuckman added a 5th stage 10 years later5. Adjourning The process of unforming the group, that is, le tting go of the group structure and moving on.In 1996 Cole identified the factors that influence group behaviour in organisation. These are the following factorsSizeLeadership and management styleCohesivenessMotivation of group membersNorms of groupsGroup/team rolesThe environmentThe group taskLearning the nature group and behaviour in organisation, we should also

Effects of Death on the Family

Effects of Death on the FamilyCadence MatthewsTo begin, sadness and destruction preempt be difficult to understand, Fumia said, When it sticks to grieving the termination of a love whiz, t present atomic number 18 no linear patterns, no expression reactions, no turnulas to followK1. The word grief is derived from the French word grve, meaning a corpulent burden. Indeed, the physical, unrestrained, psychological and spiritual implications give the gate be e precisewherewhelmingK2. The reality of wipeout set up families from an emotional/physical myriad while also careening family systems, and impacting spirituality.To start, the emotional and physical set up of death on a family are m any an(prenominal) and varied. The potential negative effects of grief preserve be signifi sightt. For illustration, look into shows that 40% of bereaved people go away suffer from about form of anxiety disorder in the first year after the death of a loved one, and there can even be up to a 70% increase in death risk of the survive spouse in spite of appearance the first six months after the death of their spouse.1 Overall, perceptiveness the myriad of physical and emotional reactions is essential.Commonly, those grieving within a family practically measure scent equal theyreK3 going crazy as the emotions of loss are so great and ebb and flow constantly. Bozarth in her book, A locomote Through sadness Gentle, Specific Help to Get You Through the well-nigh Difficult Stages of tribulation writes, while you are grieving, your emotional life whitethorn be unpredict commensurate and unstable. You whitethorn feel that there are gaps in your re atomed experience. You may alternate between depression and euphoria, between holler rage and passive resignation. If youve experienced loss and are hurting, its reasonable that your responses will be unreasonable.2 Furtherto a greater extentK4, one huge side effect that families construction in grief is exhaustio n. Research has storied that the griever may even feel as though they have the flu since the exhaustion is so deep. Additionally, families bet days of distraction. When a family goes through a loss they often stomach the most basic life skillsK5, such as organization or accomplishment at least for a while. It must be noted that grief has no schedule. It comes in waves, waves none the lessK6. When grief covers, a family it defends over emotionally and physically with a variety of symptoms such as residuum difficulties, poor appetite or overeating, shakiness or trembling, listlessness, disorientation, migraines or headaches, dizziness, dry out mouth, crying, numbness, shortness of breath, and exhaustion. Some individuals often withdraw from society and people for a while as some emotions surface. Often experiences, or people that erst evoked joy evoke nothing at all, activities once enjoyed face far-offK7. While some members of the family turn to impulsive alive. The first y ear can involve a lot of unnecessary risks. Further, grief can pip everything feel surrealK8, as if reality is just a terrible dream. Everything becomes a blur as the idea of time vanishes. Days are mensurable by one day after they died, two days after they diedall standard concepts fade awayK9.3 Helen Fitzgerald, the writer of, the Mourning Handbook writes, During this initial time period of grief, you will feel a numbness and a disassociation with the humans around you. People who are going through this often give notice (of) me that they feel as if they are watching a play in which they are but spectators. 4K10Secondly, anformer(a) huge area that can bear on families as they grieve is spirituality. There are many spiritual effects and struggles within a family after facing a death. To start, people alter in their response to death as they differ in how they grapple with stress in general. Some people experience a very exacting religiousK11 moveK12 a conceptualization by Pargament, Smith, Koenig, and Perez. They articulate it as such, an habitual of a gumption of spirituality, a secure relationship with God, a tenet that there is meaning to be found in life, and a sense of spiritual connectedness with differents. YetK13 on the new(prenominal) side of things there can be negative coping which the same individuals describe it as, spiritual discontent, surd God reappraisals, interpersonal religious discontent, demonic reappraisals (attributing the event to the work of the devil), and reappraisals of Gods power. ReligiousK14 coping can help or not help when adapting to loss, it varies between individuals. The positive side of things could be that the griever finds meaning in the loss and surrenders the feelings of macrocosm out of control, learning to depend on Gods comfort presence, and the fellowship of other believers while grieving. This can lead to a grievers transformation and hope in the midst of deep pain. It has even been proven that spi ritual coping has helped with continuing illness. The four core dimensions of spiritualK15 gather ups are connection, peace, meaning/purpose, and transcendence, which help convalescence for ill people as well as when coping with a death in the family. Also, when a mourner has a spiritual conjunction around this can help with bereavement outcomes. YetK16, as much as a spirituality can be a source of force it can also be a source of strain. A two-year longitudinal study was done on a crisis of faith. In aged(a) patientsK17, those who had a crisis of faith were much closer to deathK18, even when all other variables were controlled. Spirituality is not incessantly helpful in terms of adjusting to losses. heretofore more so, loss can sometimes foster spiritual tribulation this is seen in things like anger towards God, or an inability to believe in the sovereignty of God, especially when the death is gruesome. These things are badK19, but if one does not move from these mindsets, it will destroy them spirituality. Those who have suffered terrible violenceK20, such as a death through homicide, they are much more presumable to have extreme unrelenting anger towards God. This can lead to a very sad and tainted view of God of K21the griever neer moves from this. For some people begin to believe that God has arranged the death of their loved one. Although, spiritual distress in grief is found worsened for those with complicated grief. An example of negative spiritual coping shows up in a young boys distressed response, I dont really care today about sinning It doesnt matter to me as much since (my brothers death). I sound off it is my way of getting back at God. All in all, we cannot shorten the link between crisis of faith and overall poor grief outcomes.5 some other huge reality that families face in losing a loved one within the family is the shifting of the family system and its dynamics.The loss of someone within the family unit of measurement creates a structural void that requires adjustment. Norna Bowlby-West the author of a helpful obligate on the journey of family therapy called, the bear upon of Death on the Family System suggests that family member may be stuck in one of these three phases of grieving, which contributes to the homeostatic physical exercise of one or more of these adjustments. When the green homeostatic adjustments of the family system shift often the individuals have no awareness of this change and are often like victims in the process of adjustment. The change can destroy breathing relationships and personal effectiveness. An example of this is when a cognate tries to become a arouse to their sibling to which they have both lost a parent. West in her article goes over twelve common hemostatic adjustments that can take place within a family. First is the anniversary reactions which can be things like anniversary of death date, their birthday, date of marriage, or traditional holidays (Christmas, Tha nksgiving). These times are stressful and can sometimes reinforce unresolved if grief work in the family has not occurred. For example, if a baby brother died on other brothers birthday, leaving the one brother an only small fry, fromK22 then on that child may never view a birthday as a celebratory thing and only feel depressed on that day. In this case, the effect on the sibling who was left an only child, was deprivation of self- esteem and the withdrawal of parental affection and attention. The family structure was maintained, as though the dead child was still present physically. Another adjustment is displacement reaction of feelings which can be a mix of bottled up grief, projections of anger on doctors, nurses, hospitals, care givers, or family members, projection of guilt (may feel need to avenge oneself or others), helplessness, paranoia, or feelings of shame or embarrassment especially with suicide. The cock goat in the family often is found with displaced feelings. Another adjustment is enmeshment which can be the business organisation of more loss-overprotective behaviourK23, increased closeness- modify of family boundary, expectation that other family members are experiencing the same grief, lack of privacy/space. For example, if a child within the family committed suicide the parents might cope by not let their kids be alone everK24. When a family member dies, there is an unspoken tightening of the family boundary and in an increased dependency on those whoare left to carry the void. Another adjustment is family secrets some examples of this are intentionally not public lecture about the death, not expressing emotions/pain, seeing the death as a penalty for past sin, or experiencing a deep sense of failure when the subjectK25 is mentioned (not living up the legacy of the person who has passed). Another adjustment is the reality of generation gapK26, for example extended family (ex. GrandparentsK27) may need to grieve more openly, or be reaved spouse or parent may not be able to get support from other generation, or over parenting can cause more harm, or one grieving may need more nurturing. For example, the death of a child usually entangles the extended family of at least three generations who might all need different things. Additionally, another element to adjustment and the shift of roles is seen in idealization. For example, if a member is otiose to let go of addition the person who has passed and puts them on a pedestal. Further, siblings may feel like they have to compete with the idealized image of the sibling who has passed on. This can cause kids to always feel like they need to fleck for their parents approval. Another example of this would be that a dead husband or wife is idealized to the point were no other relationship is able to compete which can leave the individual always stuck in the past. everlastingly so, sometimes ones personal identity becomes frozen in the strong attachment to the dead p erson and they try to let nothing of their new ruler change. This can be seen in someone not being unstrained to get rid of the deceased belongings or not allowing for any change.Some parents as a way of coping with losing a child are much stricter on their remaining kids. This can lead some parents to reinforce immature behaviourK28 and prevent their kids from risk taking and such. This stress of infantile behaviourK29 often takes place because the parents fear their surviving children may hurt themselves and in tail overprotect themK30.Another element of K31 adjustment is some grievers face obsessive paranoia. They may focus on death, reliving experience and always dwelling on the negative experiences. This also includes a strong fear about death that is projected onto others. This can also involve high up expectations, self-destructive thoughts, and self-punishing. For those who face this, the focusing on death this prevents the griever from normal communication. The fear of death and response to that fear can become a homeostatic device of the family. Obsessive paranoia if serious enough has led to many cases of suicide or violence.When grieving sometimes family members try to replace the lose person which really affectsK32 the family structure. Some parents may adopt, re-marry, or get pregnant. solely replacement can sometimes only damage the replacement as the aborted grief still remains. To end, there is still a lot more to say about the ways families shift in structure in griefK33, but this at least scratches some of surface.6To conclude, as seen grief is multifaceted, and complex. Grief affects every part of a being emotionally, physically and spirituality, and as each individual is effected a whole family dynamic is affected.BibliographyBozarth, Alla Renee. 1st ed. Hazelden Publishing, 1994K35.Bowlby-West, Lorna. The Impact Of Death On The Family System. Journal of Family Therapy 5, no. 3 (1983) 279-294.Burke, Laurie, and Robert Neimeyer. Spirit ual incommode In BereavementEvolution Of A Research Program. Religions 5, no. 4 (2014) 1087-1115.http//www.mdpi.com/ ledger/religions.Fitzgerald, Helen. The Mourning Handbook. 1st ed. New York Simon Schuster, 1995.Roxanne Dryden-Edwards, MD. Grief Loss Of A Loved One Symptoms,Treatment, Causes What Is Mourning? Medicinenet. Medicinenet. Last circumscribed2017. Accessed March 13, 2017.http//www.medicinenet.com/loss_grief_and_bereavement/page2.htm.The material And Emotional Effects Of Grief. Funeralplan.Com. Last circumscribed2017. Accessed March 15, 2017.http//www.funeralplan.com/griefsupport/griefsteps.html.1 MD Roxanne Dryden-Edwards, Grief Loss Of A Loved One Symptoms, Treatment, Causes What Is Mourning? Medicinenet, Medicinenet, last modified 2017, accessed March 13, 2017, http//www.medicinenet.com/loss_grief_and_bereavement/page2.htm.2 Alla Renee Bozarth, 1st ed. (Hazelden Publishing, 1994).3 The Physical And Emotional Effects Of Grief, Funeralplan.Com, last modified 201 7, accessed March 15, 2017, http//www.funeralplan.com/griefsupport/griefsteps.html.4 Helen Fitzgerald, The Mourning Handbook, 1st ed. (New York Simon Schuster, 1995).5 Laurie Burke and Robert Neimeyer, Spiritual Distress In Bereavement Evolution Of A Research Program, Religions 5, no. 4 (2014) 1087-1115, http//www.mdpi.com/journal/religions.6 Lorna Bowlby-West, The Impact Of Death On The Family System, Journal of Family Therapy 5, no. 3 (1983) 279-294.K1Who is Fumia? Where does this bring up come from no referencing.K2Is this still part of the first citation Appears to come from this site but not referenced http//www.focusonthefamily.com/lifechallenges/emotional-health/coping-with-death-and-grief/understanding-the-grieving-process Fumia says it well. When it comes to grieving the death of a loved one, there are no linear patterns, no normal reactions, no formulas to follow. The word grief is derived from the French word grve, meaning a heavy burden. Indeed, the physical, emotion al, psychological and spiritual implications can be overwhelming.K3Avoid contractions in bollock writingK4Quote appears to come from a website rather than the book itself since the breaks in the quote are identical.http//www.funeralplan.com/griefsupport/griefsteps.html. Should quote this as the source then. You have it listed as a source in the Bibliography but do not refer to it here so that is improper.K5commaK6poor sentenceK7poor sentenceK8commaK9this quote is also found on this site http//www.funeralplan.com/griefsupport/griefsteps.html.K10And this one http//www.funeralplan.com/griefsupport/griefsteps.html.K11Sentence is fragmentedK12Verb confusionK13Where did you find this quote No footnote.K14Another quote with no footnote. Oxford textbook of spirituality in healthcareK15Seems like this would need a reference as well. Very specific, not common knowledgeK16commaK17commaK18commaK19commaK20commaK21awkwardK22makes it a complete sentenceK23spellingK24this example came from the art icle unavoidably referencingK25added theK26commaK27capital letter neededK28spellingK29spellingK30Is there supporting material that can be referenced to back this up?K31word useK32word useK33commaK34word useK35Missing denomination of Book

Development of an Electronic Car

inventment of an Electronic Carradical number 5Krunal Pathak C0690657Jayanth Siripireddy C0684870Unnati Varma C0689270Sagar Kaklotar C0686834Venkateswarlu-C0691743Vikas Rathod-C0684723The returnion and use of traditional gasoline-powered autos have a huge environmental negative impact. The pollutant emissions from our cars contribute to unhealthy air and ar the major cause of global warming by trapping solar energy in the atmosphere. In addition, these vehicles affect the environment by creating noise, which peck disturb ferment, relaxing and sleeping. In this context, galvanizing vehicles represent the proximo they dope be powered by electric energy produced from m whatever divers(prenominal) sources and dont have a combustion engine that burns gasoline and produces CO2. Tesla Motors union was raiseed with the mission of accelerating the worlds rebirth to sustainable energy. The comp eachs master(prenominal) purpose is to prove that electric cars can be better tha n powered-gasoline cars.Tesla Model-S flips objective is to develop a bonus electric sedan vehicle that competes with brands like BWM, Mercedes, and Audi. The Model-S should prove that an electric car can have, at the same metre, electric powertrain, attractive design, and high performance. This start follows Tesla Motors business syllabus to expand downmarket from the high-performance Tesla Roadster sports car. come project excogitatening depart be divided into 9 subordinate word innovations, as detailed below. This planning ordain be initiated on October 24th, 2016, and its anticipate to finish on March 03rd, 2019. The total budget on the wholeocated for covering wholly planning activities is $ 30,000,000. Tesla model-S Interior17 inch get together screen is the virtually attractive feature tesla is including in Model-S car( digest administration build below for the touch screen procurement)CONTRACT SUMMARY iron awarded based on the pursuitComparison of outsourc ed cost and in-house courseCompulsory unavoidablenesssFinancial documents for vendor draw and general qualificationsTechnical qualifications for past performanceQualityCostseller ability to provide all items on unavoidable date sustain prepareFirm Fixed price either the items that are procured for the project leave behind be under FFP (FRIM FIXED PRICE). For each item to be procured concerned person is responsible for making the purchase per the FFP squeeze instance since the director has a intimidateed budget we are adopting FFP nip graphic symbol now the seller is responsible for product submission within the limit of time and cost. The private instructor essentialiness ensure the correct scope of product achieved or not.Start and Finish DatesMarch 2017 to December 2017 crusade harbor$1,000,000Owners / Key RepresentativesNominated contactRoleSagar kaklotarprocural four-in-handKunal Pathak catch managerSupplier detailsInfosys cringe ObjectivesItem/Service defenseCate goryNeeded BySoftware for 17-inch screenSoftware take highly skilled labors, servers, and equipment that we dont have it.SoftwareJanuary 2018The manager must account the risk involves in the procurement of the product or service. for each set risk the manager should make a mitigation plan by taking the expert legal judgment and make a priggish documentation of each identified risk add it to risk heed log. This project involves multiple puzzles so the manager should do check for interdependencies of activities so one risk response plan might not actuate the other risk. puzzle and Supplier Management externalise fuck off Name Firm Fixed price suffer No 11Contract jitney Jayanth SiripereddyLegendCM Contract four-in-handPD Procurement partRM jeopardize Management DepartmentCon asseveratorPre- root putActionsWhoCompletedYes NoDate Completed gossip1. Contract Documents go down and send letter of acceptanceProcurement departmentyes17/01/2017in one case the bidder is confirmed send the formal letter of acceptance, and invite them for negotiations.Prepare centralize documents and arrange signing and sealingProcurementdepartmentyes20/01/2017Awarded pack firm fixed price to the Infosys, and explained more about contract and claims postulate and understand both specification and verges and conditions of contractContract managerYes22/01/2017Held a meeting with Infosys business analyst, explained each other term and conditions of contract and project requirements.2. Transition PlanPrioritize all transition activities and confirmtimeframes and milestones with all partiesContract managerYes23/01/2017List of activities and time frames mention in the procurement management plan given to the asseverators. concern and communicate with all applicableparties as per propose transition activitiesContract managerYes24/01/2017Procurement department contract manager, project manager, and Infosys must follow the given communication management plan.3. Contract Managem ent Plan CMPPrepare CMP, sign off and fileContract managerYes29/01/2017Contract management plan prepared by the project manager signed off by the Infosys Inc.4. InsuranceObtain all required Insurance Certificates.ProcurementdepartmentYes31/01/2017For the identified risk, insurance obtained from TD lingo per the budget.5. Security / RetentionObtain updated Irrevocable Bank Guarantees for amounts as per provide documentContract managerYes02/02/2107A bank guarantee obtained from the Infosys in the case of irrevocable payment due.Confirm storage amounts and set up inpayment schedulesContract managerYes04/02/2017All payment schedules and retention amount details documented in the procurement management plan and signed off by Infosys6. Key Performance Indicators KPIsDevelop auditing strategy using KPIs andmeasuring matrixContract manageryes05/02/2017Auditing dates are plan and updated to the quality management plan, manager should commence them on date without arrestEnsure staff are familiar with system andauditing processContract ManagerYes06/02/2017Auditing date and systems clearly explained to the technical staff working on touch screen activity7. Risk Assessment Plan phthisis risk management system to develop a contingency plan based on nominated and other risksContractManager/Risk Manageryes17/02/2017For all the nominated and identified risks, contingency plan and risk response strategies were prepared and updated the risk management plan. ExThe main risk for touch screen task is end user bugs, hiring automation tester is the contingency plan for this.8.Contract MeetingFacilitate a contract management meeting to discuss all pre-commencement requirementsContract Manager/ air analyst(Infosys)yes22/02/2017Facilitated a pre-commencementmeeting and handed over all risk, quality, scope and contract document. Future meeting schedule also submitted.Ensured the contract is beginning on timeDocument all agreed outcomes of the contract management meetingContract M anager/ Business analyst(Infosys)Yes26/02/2017After meeting facilitated on 22nd February BA gone finished all the documents Tesla produced and agreed on 26/02/2017.Post Contract Commencement StageActionsWhoCompletedYes NoPlanned DateComment1. asserter Performance AuditForward copy of audit results to avower and videotape any non-conformancesContract ManagerNo04/04/2017The audit will be performed by Teslas audit committee to confirm that all the standards procedure agrees on followed and the result of it will be sent to Infosys. communicate Risk Dept. of any breaches and determine appropriate actionsContract Manager/ Risk Management DepartmentNo01/05/2017During the audit, if any red-hot risk identified or any breach of the agreed terms in contract found, it must be communicated to risk department.Meet with contractor to discuss non-conformances and agree on alterative actionsContract Manager/ Risk Management DepartmentNo04/05/2017All the deficiencies and defects found must be discussed with Infosys to agree on to fix the issues found in software.2.Contract MeetingsPrepare agendum and forward invitation and agenda to contractorContract ManagerNo06/06/2017Contract manager should be prepared the agenda of the meeting and must inform Infosys with the invitation.Record legal proceeding of meetings including any accompanying actions to be carried by either partyContract ManagerNo26/08/2017If any actions required by Tesla or Infosys, it should be record in the minutes of meetings.Forward copy of minutes of meeting to contractorContract ManagerNo27/08/2017A copy of minutes of the meeting must be forwarded to Infosys prior of meeting and should one calendar week ahead.3.Payment ClaimsUpon receipt of claims ensure that kit and caboodle completed are in consistency with claims.Contract ManagerNo31/09/2017Contract manager will ensure all work completed is either meets contract requirement or not in accordance with the claims of the InfosysMake payment alterat ion for defective deliverablesContract ManagerNo2/10/2017As per the quality testing report, the defective screen will be interpreted into consideration by contract manager before moving encourage towards financial department proceduresActionsWhoCompletedYes NoDate CompletedComment4.Performance Auditing charter regular contractor performance audits in accordance with specificationContract managerNo5/05/2017Contract manager will check performance and standards of each product.Record audit results and provide a copy to contractorContract ManagerNo6/05/2017 save of audit results to be done in order to restrain the results for future reference.As an agenda item for Contract Meetings discuss outcomes and how any under-performances whitethorn be improvedContract ManagerNo31/05/2017Meetings word of honor will help to improve the quality of product and its performance.Conduct yearbook review of nominated KPIs with Contractor to ensure continued relevance to the words of services includi ng any changes to scope etc.Contract Manager / ContractorNo5/10/2017It will be useful to keep a record for future procurement that the KPIs for the product is are always matched or implemented without any exclusions.5.Contract ExtensionsWith service contracts, be aware of nominated notification periods to the contractor as to Councils intentions to extend or not.Contract ManagerNo01/12/2017Contract manager will decide with current report whether to continue with this vendor or notNotify contractor in writing of Councils intention regarding extensionContract ManagerNo02/12/2017As per agreement contract manager will notify to the vendor before 3 months if they require extending procurement.ActionsWhoCompletedYes NoDate CompletedComment6.Contract Expiry/Transition OutDevelop transition out plan in conjunction with contractorContract Manager / ContractorNo25/12/2017Teslas contract manager should plan with the involvement of Infosys that how and when the expiration of contract will tak e place.Conduct contract meeting to consolidate actions, responsibilities, and timeframesContract Manager / ContractorNo27/12/2017This meeting will be held by Tesla to approve the actions of Infosys with them before closure of the contract.Take receipt of all intellectual noesis belonging to CouncilContract Manager / ContractorNo28/12/2017Tesla must be verified that all the intellectual properties of the software must be transferred to them by Infosys as per the contract.Conduct exit audit with exceed and incoming contractors to identify outstanding work and overall standard of relevant assetsContract Manager / ContractorNo30/12/2017It is the business of contract manager to make sure that Infosys finished all the work as per the contract and nothing is outstanding before moving to closure.talk terms any final payments based on incomplete or sub-standard worksContract Manager / ContractorNo31/12/2017As per the contract established with Infosys, any work found below standards or i ncomplete, there will be a deduction in payment.Contract Variation FormVariation number 1Date 01/ 04 /2017 interpretation of proposed variation and reasonVariationTesla motors asked for separate application within the humanoid that could support the 17inch touch screen. For this task, Infosys is awarded FFP contract, now after all negotiation and contracts signed. Now, Tesla proposed the new operating system for the same time and cost instead of the mechanical man application.ReasonFor the android application, the end user may need otiose security to protect the application. It may crash because of malware.Will the variation be at an additional cost to original contract amount?YesNoIf yes date quotation for variation is to be received by04/04/2017Contractors solutionInfosys agreed to the change, but the production cost increased as per their quotation.Costings * direct whichever does not applyOriginal contract value$1,000,000*Time/* whole kit and caboodle Variation cost$50,000O ther variation adjustments to cost$30,000Revised contract Value$1,080,000Contract DatesOriginal Practical Completion31/12/2017Additional time required due to variation4 months red-hot Date of Practical Completion31/04/2018Signed on behalf of the ContractorDate7/04/2017

Vertebrae Compression Fracture Due to Extra-nodal RDD Case

Vertebrae Compression Fracture Due to Extra-nodal RDD CaseINTRODUCTIONRDD was first describe by Destombes1 in 1965 as a rare, go to pieces entity of benign self-limiting fistulous withers histiocytosis with massive lymphadenopathy by and by Rosai and Dorfman2 in 1969, confirmed it as a separate clinic-pathologic entity. Although RDD may fade in every age group, it is most much seen in children and young adults. Isolated intracranial disease tend to occur emerituser forbearings. The disease is much greenness in males and in individuals of African descent . The most frequent clinical manifestations include fever, night sudate and weight with bilateral massive cervical lymphadenopathy. Mediastinal, inguinal and retroperitoneal nodes may in addition be involved. RDD is potentially schemaic disease and may affect unornamented nodal locates up to 43% of all RDD endurings. The common wasted-nodal sites include skin, upper respiratory tract, and bone. Skeletal link as a men d manifestation of RDD is exceedingly rare, occurring in fewer than 2% of all RDD patients and arise most oft in yen cram much(prenominal) as tibia, femur, humerus, clavicle and bones of the hands. CNS fight is rare (5%), with 75% of cases involving the brain and 25% involving the spinal anesthesia anaesthesia canal. interlocking of the CNS without concurrent nodal interlocking is rare.3 Laboratory findings are non-specific with leucocytosis, neutrophil, crown of erythrocyte sedimentation rate (ESR), hypergammaglobulinemia being the most common findings.We pay a rare case of vertebrae compression fracture due to extra-nodal RDD without lymphadenopathy later developed metastases to brain.CASE REPORTA 45 year old lady presented with h/o sudden onset of paraplegia. Work up was done and spinal mass was found. Later the patient underwent surgical debulking to releave her symptoms. The patient gradually improved. Histopathologically it was diagnosed as RDD. The patient was symp tom free for 6 months, thusly she developed sudden onset of seizures and lower limb weakness. MRI showed eightfold cranial and spinal metastasis, pursuance which the patient underwent craniotomy. The patient was further enured with whole brain radiotherapy of 30Gy. There was no improvement of symptoms. The patient eventually expired 6 months following the completion of radiotherapy.DiscussionRDD in its classic form is a benign, self-limiting histiocytic pro lifetimerative disorder that is characterized by massive lymphadenopathy. almost patients with RDD are in their second or third decade of life, the signify age of onset of nodal disease is about 20years, with a male-to-female ratio of 1.41. It is ordinarily reported in African-Americans. The etiology of RDD remains unknown immune system dysfunction and an autoimmune process or viral infection such as Epstein-Barr virus and human herpes virus type 6 form been attributed with the pathogenesis of RDD. The presentation of RDD can be categorised into three gun for hire types 1) those with only lymph nodes enlargement with sudden increase and spontaneous regression and without any further recurrences 2) those with immunologic abnormalities at presentation have a more widespread nodal disease and a higher fatality rate4,5 3) those with several extra-nodal site involvement, multi-nodal disease and a protracted clinical course with ten-fold relapses and remissions for years. In these cases, the severity of disease depends on the type and number of extra-nodal sites.6Patients who present with or subsequently develop intracranial involvement, become symptomatic at a later mean age (34.9 years), with a strong male predominance.7 Involvement of CNS is rare (5%), with 75% of reported cases involving the brain and 25% involving the spinal canal. Involvement of the CNS in the absence nodal involvement is rare.3 The most common intra cranial presentation is solitary dural based lesion, but multiple intracranial lesions have also been reported. The suprasellar region, cerebral convexity, para sagittal region, hollow sinus, and petroclival regions are most common locations.7 Only 11 cases of spinal RDD have been reported, of which 10 patients had an extra-medullary tumor. Seven patients presented with epidural lesion, three presented with intra dural lesions.8 Spinal electric cord compression has been reported in a few patients with spinal involvement causing neurologic deficits.9 Compression fracture due to spinal involvement of RDD has not been reported. CNS RDD is a rare benign histiocytic proliferative disorder, with imaging findings typically showing a meningioma-like, dural-based extra-axial mass lesion, which can be solitary or multiple. Imaging studies typically show an enhancing meningeal-based mass with a variable nitty-gritty of edema surrounding the lesion.Skeletal involvement of RDD as a sole manifestation is extremely rare, occurs in less than 2% of all RDD patients and invol ves the long bones such as tibia, femur, humerus, clavicle and bones of the hands or skull, and is usually multiple. Skeletal lesions of RDD are intramedullary osteolytic with either poorly or sagaciously defined margins. Spinal Rosai-Dorfman disease can be misdiagnosed as meningioma when arising from dura or as metastatic disease of another cause when presenting as vertebral body disease.10 The most common differential diagnosis of a primary bone RDD includes bacterial osteomyelitis, fungal infections such as histoplasmosis and Langerhans carrell histiocytosis.Definitive diagnosis requires tissue examination. Microscopically, lymph node enlargement with sinuses containing prominent add up of histiocytes with phagocytosed lymphocytes. This is a typical picture of RDD. Immunopositivity is expressed by these cells for both CD68 and S-100 protein, and electronegative for CD1a. RDD has a typical finding in histopathologic studies, that is emperioplesis a phenomenon of phagocytosis of intact lymphocytes, germ plasm cells, erythrocytes or neutrophils.11 LCH is a close differential diagnosis both on radiology and histology. Both histiocytes of RDD and LCH are positive for CD68 and S100, but CD1a is positive in LCH. Also Langerhans cell histiocytosis does not exhibit emperioplesis.Treatment in the bulk of cases is not indicated as it is a benign and self-limiting.12,13 Therapy is indicated in patients with bulky extra nodal disease with involvement of vital organs or causing life threatening complications.13 Surgical resection or debulking can be considered as an election only when the nodal mass iss compressing airway or intra dural lesion.13 When peg resection cannot be achieved, adjuvant radiosurgery can be give successful incomplete resection.14 Surgical excision of resectable lesions induced complete remission (CR) in 8 out of 9 patients.13The role radiotherapy in the treatment has not been established. Various medical alternatives in the management have b een tried with restrict results. Short term Systemic corticosteroids and prolonged course low superman oral prednisolone has been effectively used in RDD with skin and lymph nodal involvement with respiratory obstruction.15 Steroids tend to alleviate the symptoms and decrease nodal size, recurrences have been reported following withdrawal of steroids. Chemotherapeutic agents have been used without any encouraging results. cabal chemotherapy of low dose MTX and 6-MP, MTX/6MP/vinblastine/6-thioguanine and acyclovir with thalidomide have been tried with special(a) benefit to patients. It is possible that different patients with RDD may respond to different drugs. Targeted therapy in the form of imatinib, interferon- , cladarabine and more recently rituximab has also been in the treatment of RDD.

Reflective Account on Implementation of Change Process

Reflective account on Imple handstation of Change ProcessThis reflective account deals with execution of instrument of a change centering run at a shop class, where the author was employ for whatever years a few years ago. The store provides a range of electrical, mechanical and overhauling services to different segments of an industrial loaded. It has separate departments for activities manage electrical and mechanical die hard, fabrication, transmission and general repair and overhauling. The store was wane up in the early 1980s and has its own accounting, administration and caudex functions.The conduct of an efficiency audited account revealed numerous deficiencies in the operative processes of the shop class and the emergent need to implement evidential changes for enhancement of productivity and doing of (a) swifter turnaround time, (b) reducing of labour and (c) cost savings in various aras.External consultants recommended the adoption of a sophisticated ERP trunk for coordination of various store activities and optimisation of its operations. The governingal way accepted these recommendations for the capital punishment of a modern ERP outline and initiated processes for its introduction in the organisation. It was estimated that the adoption of the bare-assed governance would lead to simplification of shop strength by 30 employees, significant imprintering of schedule levels, elimination of material shortages for operateshop operations, and shrinking of turnaround time. The external consultants and the tetradth-year management of the company were convinced that the combined resultant of these different advantages would military yield in demonstrable improvement in workshop productivity and profitability.The workshop manager was informed rise-nigh the decision by the CEO and ii board constituents and was asked to initiate and implement the change management process. He asked for some time to study the design a nd involved me and two other junior(a) workshop managers in the exercise. We raise in the course of our investigation of system features that whilst its introduction could certainly result in improvement of workshop productivity and efficiency, it would be very difficult for the brisk workshop employees, umpteen of whom had been with the department for years, to handle the complexities associated with operating the proposed system. It would be necessary to appoint some sweet individuals with expertise in handling much(prenominal)(prenominal) ERP systems and train other workshop employees in the operations and mechanisms of the new system. Concerns were also raised around the organisational implications of terminating 30 employees who had worked sincerely for the workshop for numerous years.The change management multitude, headed by the workshop manager and staffed by myself and two other members examined the various implications of introducing and implementing the system and came to the terminal that it would be necessary to recruit at least 7 snotty-nosed employees with requisite noesis to implement and operate the ERP system. We felt that in such circumstances it would be go to remove 37 departmental employees and seat 7 ERP medical specialists in pitch to meet organisational objectives, both in areas of system proficiency and in reduction of employee strength.The workshop manager and the rest of us in the change management group had some theoretical knowledge of Lewins and Kotters change management process. We decided to implement the change management process in specific phases comprising of (a) informing the workshop employees of the proposed change process and its effectuation schedule, (b) the implications of the proposed change on the productivity and efficiency of the workshop, (c) the various in dumbfounds that would be provided by the company to facilitate the change, and finally (d) the imperative requirement to reduce existing employee strength by 37 battalion and induct 7 specialist employees (Gary, et al, 1995, p 114).Deliberating on the possible adverse repercussions of the decision to terminate employees, our group leader specifically sought a meeting with the CEO and asked him to wedge the surplus employees in other areas of the company (Heller, 1998, p 37). The CEO understood our apprehensions and after discussions with the HR department was able to confirm ersatz positions for 25 people on similar terms and conditions, but placed at different locations. Handsome severance packages were also worked out for the employees who would have got to perforce be released (Heller, 1998, p 37).The first task of the change management aggroup concerned dissemination of information about the proposed change to all workshop employees (Joseph, 2006, p 24). The announcement about the impending change and its implications were made at a general meeting where all employees were asked to be present (Joseph, 2006, p 24). The announcement at this meeting was followed up by expand meetings with littler groups where members of the change management aggroup individually informed workshop employees about the need for the change process and the ensuing benefits (Joyce, 2000, p 73). It was decided by us that the existing system would continue for at least 3 months after the implementation of the ERP system (Joyce, 2000, p 73). The training of existing employees in the new system was delegated to external trainers and the change process was formally put into motion (Joyce, 2000, p 73).The proposed change however met with very severe guard from a section of employees, approximately of whom had been shortlisted for termination of employment or channel to other departments (Moss, et al, 1992, p 67). Whilst approximately 20% of the employees chosen for release were fairly satisfied with the carefully formulated severance package, the other 30 employees became outspoken in their opposition to the plan and asked to see the CEO in order to vent their concerns and apprehensions. With employee relations in the workshop being happy for many years, the internal workers union had been disbanded many years ago. The workers however began to feel betrayed and undefendable and started discussing the idea of forming a new workshop union with national barter union organisations (Moss, et al, 1992, p 67).The CEO and the workshop manager had detailed discussions with the affect workshop employees but were unable to convince them to take up alternative postings, many of which were in distant places and required them to live separately from their families (Moss, et al, 1992, p 68). The breakdown in discussions between the workers and the management led to disruption in production schedules and made it very difficult for us to recruit new employees to operate the new ERP systems.Such difficulties led to significant delays in implementation and to disruption of workshop activity (Joyce, 200 0, p 81). The organisational management was however firm in its decision and arranged for subcontractors to compensate for the drop in workshop productivity (Joyce, 2000, p 81). Many of the existing employees also started feeling vitiate and started looking elsewhere for alternative employment (Joyce, 2000, p 81). It finally took the organisation more than a year to complete the implementation of the new ERP system and stabilise workshop production (Joyce, 2000, p 81).Whilst the introduction of the system has resulted in significant improvement in workshop efficiencies, productivity and profitability, I do feel that the change management process could have been handled get out (Buono Kerber, 2010, p 4). My theoretical knowledge of change management processes informs me that successful change management needs to be planned very carefully and is dependent upon the strength of communication with the people most likely to be affected by the change process (Buono Kerber, 2010, p 4). I feel that the decision to record the system was pushed with too much haste and without allowing the employees to acclimatise to the change proposal (Frame, 2002, p 54). My colleagues in the change management aggroup also sustain with me that our communication of the various implications of the proposed change was mayhap inadequate and did not instil feelings of the emergent need of bringing about the proposed change (Frame, 2002, p 54). Whilst the older management of the company was committed to the change management process and broaden all possible help, communication failures and hasty action at the running(a) level precipitated concern and crystallised resistance among employees, which flushtually resulted in implementation delays, exhalation of productivity and incurrence of subcontracting costs (Doherty, 2002, p 89).I personally have learnt importantly from my bewilder and realise that theoretical knowledge of change management processes, whilst helpful for impleme ntation of change, needs to be supported by dependable management skills, clear and careful planning, preparation for contingencies and sound knowledge of employee deportment for bringing about successful completion of change management initiatives. attitude 2Reflective Account on Team Work and leadersI have had the opportunity to participate in a assorted team, comprising of individuals from different ethnic and national backgrounds, which was given over the specific tasks of preparing a promotional and marketing campaign for an NGO running(a) in different areas of environmental conservation. The opportunity came about beca utilize of my interest in environmental issues and the acceptance of my postulation to volunteer with a well known international NGO.Teams comprise of groups of two or more individuals who work dynamically, adaptively and interdependently for the achievement of common goals and objectives (Arya, 1997, p 9). Members of such teams are usually provided with s pecific roles and responsibilities (Arya, 1997, p 9).Our team consisted of 7 members and we were given the task of working together for the creation of a marketing and promotional campaign for reduction of environmental pollution in and around dromes in the UK.The significance of team work for achievement of specific outcomes is now wide accepted in modern day organisational behaviour theory (Buller Bell, 1986, p 305). Modern day organisations are increasingly making use of teams for modify organisational performance in increasingly complex and changing demarcation environments (Buller Bell, 1986, p 305). Organisational experts however ironically argue that whilst team work is now astray accepted as an important instrument for enhancement of organisational productivity and efficiency, many organisations that have built their operations around teams have found that the use of such teams very often results in little positive effect on organisational productivity. In some drives their use actually results in loss of productivity (Rees, 2001, p 19).It has often been witnessed that teams with numerous high calibre individuals with present performance capabilities fail, even as teams of people with far more clean abilities often produce excellent results (Banker, et al, 1996, p 868). The modern day business environment is replete with precedents of freshly started innovative and committed teams getting the better of large and established corporations with far greater resources (Banker, et al, 1996, p 868).My experience of union in a diverse team of people in a not for profit NGO environment provided me with the opportunity of understanding and appreciating team work mechanisms. Our team was significantly diverse with regard to gender, nationality, academic training, work experience and personality. The team consisted of sixer members Larry, Martha, Nora, James, (myself), Peter and Sheila. Larry, the oldest member automatically imitation the role of lead er. Organisational theory and literature specifies that diverse teams lead to the availability of a variety of skills and perspectives (Brett, et al, 2006, p 84). These, if utilised distinguishly, can result in significantly greater creativity and flexibility in creation of concepts, ideas, options and solutions in simile with more homogenous groups and thus result in significantly better performance (Brett, et al, 2006, p 84).Whilst teams with diverse members often have access to a wider range of skills, abilities and perspectives, they also face challenges on account of inequalitys in attitudes, cultures, perceptions and languages of team participants (Brett, et al, 2006, p 86). Our team members came from the UK, Latin America, Africa and South East Asia. Their educational backgrounds wide-ranging from the performing arts to the liberal arts, sciences and management. Whilst one-third of the group, including myself had experience of organisational work, the other four were fres h from college.The leadership of the team devolved upon Larry, who was the oldest and most experienced team member (Olmstead, 2002, p 79). This festering actually took place, without his actively seeking it, because other team members came to him on their own for advice and suggestion on the functioning of the group (Olmstead, 2002, p 79). Leadership is an extremely significant element of team work processes. more of the credit for both successes and failures of teams is given to leaders and to their decisions (Olmstead, 2002, p 79). Leaders are required to communicate with clarity on the goals of the teams, provide team members with appropriate and specific roles, build environments of cooperation and collaboration, encourage communication between team members, furnish commitment towards achievement of team objectives and create atmospheres of inclusiveness by involving team members in various discussions and asking them for comment, feedback and suggestions (Rees, 2001, p 42). Leaders often appreciate the roles of team members in order to motivate them to perform better in their tasks (Rees, 2001, p 42).Whilst leadership devolved upon Larry without his asking for it, he certainly did not disregard his responsibilities and worked for the development of an efficient, cooperative and focused team that was committed to its objectives (Ephross Vassil, 2005, p 109). All of us were given specific responsibilities for the development of the marketing and promotional campaign on airport pollution. We were asked to meet on determined dates, provide updates on our ramp up and asked to contribute by way of suggestions on the work of other team members (Ephross Vassil, 2005, p 109). I was asked to research information on legal aspects of airport pollution, assess the work of other team members, and help them in achieving their objectives (Ephross Vassil, 2005, p 109).Our team activity required members to engage in extensive discussions and beat numerous ideas and concepts for the campaign. Some of these sessions led to disagreements and even quarrels, which resulted in some members refraining from lecture to others for some time (Olmstead, 2002, p 92). Nora, who was otherwise very friendly and outgoing, could not stand being opposed and would become excessively argument if she was contradicted by others. Larry would on such occasions take her aside and explain to her the exigency of collaboration and pleasantness between team members for effective team essay (Olmstead, 2002, p 97).We were asked to prepare the campaign in a period of six weeks and were happy to find that the job was completed in time in spite of arguments and delays. The marketing campaign was presented to the board of the NGO on the predetermined date. Larry by design chose Nora to handle the presentation, even as all of us were present to reply questions on our areas of work. We were at the end of the exercise happy to know that we had succeeded in our team objective s despite our diversity and our different social and cultural backgrounds.The results of our team reiterated that teams with diverse members could excel in areas of creativity if they were led with sincerity, provided with transparent environments, and advance to communicate and collaborate with each other.Section 3Reflective Account on need and RewardThis reflective narrative concerns my experiences of working with a HR consultancy organisation entrusted with the task of formulating a proceeds and allowance design for textile workers in Bangladesh. The customer of the HR consultancy services operates a cut back manufacturing factory that is situated on the outskirts of Jessore, a small town in western Bangladesh. The organisation creates garment designs in their London studio and produces the garments in Bangladesh in a subcontracted factory with local Bangladesh labour. The produced garments are subsequently exchange to clothing retailers across the UK and in some towns in Germany.The recent form on sustainability in business operations in the UK has resulted in substantial pressure from UK clothing retailers and consumers for ensuring of sustainable manufacturing practices at the workplaces of outsourced suppliers and manufacturers in developing countries (Marks, 2005, p 7). The organisation, in response to market demand, conducted an internal HR audit and found both working conditions and the remuneration of workers at the factory in Bangladesh to be significantly below acceptable norms. Workers, both male and female, were being pay salaries of approximately GBP 20 per month, which were 15% lesser than the marginal wages qualify by the Bangladesh government. The factory operated in two shifts of 10 hours each, even as the maximum legal time of a shift was 8.5 hours. The HR audit also revealed deficiencies in working conditions in areas of sanitation, availability of water, separate washrooms for men and women and crche facilities for working mo thers. The internal audit also revealed that some of the workers appeared to be a bit too young for taking up such strenuous work, even though HR records revealed that all workers were above 18 years in age.My organisation was given the brief of formulating suggestions for improvement of working conditions, rationalisation of remuneration and improvement of penury of workers at the outsourced production contract in Bangladesh. I was a member of the small team of three that was entrusted with the responsibility for making a primary study on the issue and develop workable solutions that would serve sustainability objectives without placing undue financial pressure on the management of the company.Modern day HR theories are informed by the work and theories advanced by psychologists and behavioural experts like Maslow, Herzberg, Vroom and McGregor. Maslows well known theory of needs states that individuals essentially work to satisfy their needs, which set ahead from grassroots phy siological needs like food, clothing and shelter to refuge and security, love, status and esteem, and finally to self actualisation (Maslow, 1954, p 11). Herzbergs theory of motif on the other hand states that individuals are influenced in their job choices by two distinct sets of conditions, namely hygiene factors and motivation factors. Hygiene factors present issues like salary, security, workplace reputation and general working conditions (Herzberg, et al, 1993, p 21). Motivation factors on the other hand consist of issues like potential for study and growth, scope for enhancement of responsibilities and official recognition for efforts of employees (Herzberg, et al, 1993, p 21).Our team found, whilst analysing the remuneration levels and working conditions at the clients factory in Bangladesh that the workers lived lives of basic subsistence and were just about able to meet their physiological needs with their existing salaries. Most of them lived in low quality slums and d id not have the resources to buy liveable houses. The operation of Maslows theory of needs in such circumstances led to the finish that the workers would be ready to put in significantly greater efforts in order to satisfy their physiological and security needs and work even harder to achieve their status and esteem needs.The application of Herzbergs theory revealed that the workers did not at the time of the study have access either to hygiene or to motivation factors. Their working conditions were poor, their salaries were low, and there was little scope for career progression, reward or recognition. Apart from such circumstances, it was also evident that the owners of the sub-contracted manufacturing facilities at Bangladesh were on purpose contravening political rules and regulations with regard to minimum wages, time of work and also possibly utilisation of underage labour.It did appear ironical to all of us that whilst people in the UK were concerned about the application of modern day HR theories and the work of Maslow, Herzberg and McGregor, people in the developing countries continued to work in extremely difficult conditions just to survive and meet the very basic needs of their families and their own selves. It was also very obvious that outsourcing by the client organisation to Bangladesh had been done primarily to exploit the low wages in the region. Any recommendation to improve the wages or the working conditions of the workers was throttle to lead to greater costs, reduction of profitability and negation of the basic reasons for shipping the work abroad.Members of our team however understood that growing pressure from environmentally sensible buyers and final consumers was bound to create pressure on firms that shipped work to low wage regions to improve the working conditions of their workers (Latham, 2006, p 47). We thus formulated a detailed tale recommending the improvement of wages to 20% higher than minimum wage levels and the cons truction of a scheme to reward sincere, efficient and successful workers. We recommended the proof of washrooms, canteen facilities and crches and the reduction of daily working hours to 8 hours a day, with overtime payments at established rates in case operations at the facilities had to be conducted for longer hours (Latham, 2006, p 47). We also recommended the establishment of a performance appraisal and management system for locating considerably performers who could be shortlisted for more responsible positions in future (Latham, 2006, p 47).We explained in detail in our report that the implementation of such measures would lead to significant organisational benefits, both in the market place and at the manufacturing facilities (Armstrong, 2006, p 5). knowingness of sustainable manufacturing practices among buyers and consumers would lead to improvement of reputation and increased demand for products (Armstrong, 2006, p 5). The implementation of the recommended measures at t he workplace would also lead to improvement of productivity, reduction of wastage, lesser absenteeism and greater commitment among members of the workforce (Legge, 2004, p 16). Compliance with governmental regulations on the other hand would reduce the liability of prosecution and the bill of significant penalties (Legge, 2004, p 16).We were happy to find that the suggestions in our preliminary report were accepted with openness and appreciation by our clients. The clients called us for a detailed meeting wherein we explained of the likely benefits of adopting more worker-centric policies to organisations that shipped work to low wage regions. We provided the example of Nike and the extensive critical media reports on the company after the publication of exposes on the abysmal working conditions at its factories in South Asia (Dusen, 1998, p 1). The of age(p) management of the company assured us that they would initiate plans to improve working conditions at their facilities in Ba ngladesh in line with our suggestions.I think of my experience in working on the project as one of the most rewarding and fulfilling episodes of my working career. It showed me how modern day HR theories can be used to good effect in different types of situations and workplaces. It not wholly gave me the opportunity to practically use my theoretical knowledge on motivation and reward but also gave me the chance to make a difference to the lives of people who work in difficult conditions for survival and subsistence.

James Rachels Death And Dying :: essays research papers fc

James Rachels cobblers last and Dying     James Rachels is one of the almost controversial philosophers talked aboutin todays society. One of his most talked about topics is whether a mortal hasa advanced to die or not. Not much is known about Rachels waitress for the manyarticles and books he has written. In the controversy of permitting a psyche dieor cleanup spot him, he does not try to relieve which method is good and which methodis bad. He however tries to explain why they both are bad to a certain degree.Rachels does not attain one side, but tries to convince why one is better than theother. In his opinion, letting a soul starve to death or that putting him outof his misery by killing him is an ongoing struggle. If you let a soulfulness starveto death, it might be putting that person with a lot of pain but hell stillbe alive (who knows, maybe a miracle cure will be found.) If you killed him onthe spot with a lethal injection, it would be a mor e nonviolent death but youwould be shortening that persons life. Putting a person to death in a peacefulmanner is called euthanasia. euthanasia is an antediluvian patriarch word that means "easydeath." there is also the issue of morality. Would killing almostone by theirown will or suicide be a moral act? What about a patient that is woe from pubic louse? Is it moral to let that person suffer? These are some of the manyquestions people have been trying to answer for year without success.     Euthanasia is a very uncomfortable subject to talk about for most peoplebecause who wants to think about having to kill oneself or a person that is dearto his or her life. Even though nobody wants to go through the hardship ofdeciding whether a person should live or die, it happens everyday. There aretwo forms of euthanasia. There is an active euthanasia and a static euthanasia(Jussim 7-13). This so-called distinction between active and passive waschallenged by Rachels in a paper first published in 1975 in the New EnglandJournal of Medicine. In that paper, Rachels challenges both the use and moral logical implication of that distinction. He argues that active euthanasia is in manycases is more tender-hearted than passive euthanasia. Rachels urges doctors toreconsider their views on active euthanasia. He writes "To begin with afamiliar type of situation, a patient who is dying of incurable cancer of thethroat is in terrible pain, which can no longer be satisfactorily alleviated.

Wilfred Owens Dulce Et Decorum Est, Tim OBriens The Things They Carri

Wilfred Owens Dulce Et Decorum Est, Tim OBriens The Things They Carried, and Siegfried Sassoons Suicide in the Trenches many an(prenominal) war pieces express a distinct sense of truth, hatred, and kindle that can be found in the style, tone, and tomography they possess. Incredible images are created in ones mind as war writings are necessitate and heard. whole works written by such redeemrs as Siegfried Sassoon, Wilfred Owen, and Tim OBrien truly glide by out to the audience by way of the authors choice of quarrel and images that they wont in their writing. These talented writers create very touching and heart-felt images as they write about the true occurrences, problems, feelings and emotions that soldiers encountered throughout times of war. It is by way of these writers words that the bloody truth of war is heard, rather than the glorified victories heard which throw away the pain that soldiers went through. One beautifully written piece of work by Wilfred Owen is en titled Dulce Et Decorum Est.Just as the poem is written in a rhyme and rhythm that makes poetry easy to follow, the vivid imagery helps one to picture more easily what is going on in the poem. Owen brilliantly chooses words and phrases that illuminate the scene, making the reader feel as if he is physically in the scene along with the characters. For example, Owen describes that the Men marched asleep. Many had lost their boots/ But limped on, blood-shod. All went lame all blind/ wino with fatigue deaf even to the hoots/ Of tired, outstripped Five-Nines that dropped behind (Gioia 782). A feeling of regret and pity is felt as one hears the previous words. It is almost as if the scene of the soldiers trudging through the battlefield is being painted for the reader to truly visually ... ... they have heard about war or need to believe about war. The three incredible works of literature by Owen, OBrien, and Sassoon give a true sense of what fighting for ones country was really like . The battles, soldiers, and wars that most of the public see is glorified tremendously through movies and books mainly. These writers valued a change and they went about this by giving the true and right facts of what happened. War should be thought of as a tough restraint that no one should ever have to go through, a no-count occurrence, or a horrible burden, but not as a glorious victory. In order to reach that victory, the road is anything but sweet. Works CitedGioia, Dana and X. J. Kennedy. Literature. Longman Publishing New York, 2002. Hermine.Poetry and Music of the War Between the States. 02 July 2002. 11 October 2002.

The Mass Media and the Futile Search for Extraterrestrial Life Essay

Sure weve all seen movies and read books about extraterrestrial beings landing place on the Earth and conquering the human race. And millions of us have viewed TV shows like The X-files and Third Rock From the Sun. These forms of popular culture share a common thread -- extraterrestrial life. Yet the underlying question is, does the push-down store media take extraterrestrialism seriously? Or do they mock it? Or do they simply exaggerate its credibility? In the majority of these cases, the mass media non only takes on the third mode of exaggeration, it shifts focus from more important and serious issues such as extraterrestrial life at the cellular level. The media loves to play with the minds of viewers, making them believe in something which realistically is probably untrue.The aboriginal history of extraterrestrial life traces back to the 1940s and 1950s. Stories of alien abduction sprang up everywhere becoming a general trend. At the time, alien abduction was define as the f orced removal of a person from his /her physical muddle to another place. It may include an altered state of awareness for the occasion of physical, surgical or psychological procedures performed by non-humans. After the abduction, the person is returned to his or her physical location and frequently has little or no anamnesis of the experience.Where did this all begin?It began in 1898 when H.G. rise up published his book The state of war of The Worlds. The time period was one of huge tension and military armament. This was a marker that World War I was going to break out. Welles novel addressed that very dread. The aliens were from the future and were perceived as an ugly threat to mankind. But books like these and TV shows like The X-Files are constantly a projection... ...Visitors? Frank McConnell,Commonweal Volume 123 20 Nov.22, 1996BibliographyBooks Sagan, Carl. Cosmos Contact. Pale muddied Dot A Vision of the Human Future in Space. Kieffer, H.H. deflower University o f Arizona Press 1992 Articles Sagan, Carl. The Search for extraterrestrial being Life. Scientific American. October 1994 The Search for Extraterrestrial Intelligence Scientific Quest of Hopeful Folly? Titan A Laboratory for Prebiological Organic Chemistry. Accounts of Chemical Research. July 1992 A Search for Life on Earth from the Galileo Spacecraft. Nature. October 21, 1993. McKay, David. Evaluating the Evidence for Past Life on Mars. Web Sites SETI instal Web Site http//www.seti-inst.edu/ http// www.abduct.com/experien.htm http//ntdwwaab.compuserve.com/homepages/Andy page/abduction.htm http.//www.gtm.net/geibdan/