History of football Essay Example for Free

History of football Essay Football (as well as rugby and soccer) are believed to have descended from the ancient Greek game of harpaston. Harpaston is mentioned frequently in classical literature, where it is often referred to as a â€Å"very rough and brutal gameâ€Å". The rules of this ancient sport were quite simple: Points were awarded when a player would cross a goal line by either kicking the ball, running with it across the goal line, or throwing it across the line to another player. The other team’s objective was simply to stop them by any means possible. There was no specific field length, no side line boundaries, no specified number of players per team, only a glaring lack of rules. Harpaston: Luckily (for everyone) uniforms equipment have improved dramatically. Most modern versions of football are believed to have originated from England in the twelfth century. The game became so popular in England that the kings of that time (Henry II and Henry IV) actually banned football. They believed that football was taking away interest from the traditional sports of England, such as fencing and archery. Evolution and the Beginnings of Standardization. Football didn’t really begin to take on any consistency of rules and boundaries until it was picked up as a sport in the seven major public schools of England in the early 1800’s. Six of the seven schools were largely playing the same game (including Eton, Harrow and Winchester) while the seventh, Rugby School (founded in 1567) was playing a markedly different version of football. The other schools moved ahead refining their rules and eventually their game became known as association football – or soccer, which was played back then much as it is today. Rugby School went in a different direction. How and why the game developed differently at Rugby School appears to have been lost in history, but what is known is that by the 1830s, running with the ball at Rugby School was in common use and 18 foot goal posts had been added with a cross-bar at 10 feet above the ground. The inclusion of the cross-bar was accompanied by a rule that a goal could only be scored by the ball passing over the bar from a place kick or drop kick. Apparently this was done to make scoring easier from further out and also to avoid the horde of defenders standing in and blocking the mouth of the goal. Players who were able to touch down the ball behind the opponents goal line were awarded a try-at-goal the player would make a mark on the goal line and then walk back onto the field of play to a point where a place kick at the goal was possible (a conversion). There was also an off-your-side rule used to keep the teams apart. Passing the ball forward was not allowed. By the mid-1860s British schools and universities had taken up Rugbys game and honored the school by giving the new football the name of rugby. The game soon went trans-Atlantic to America and landed on fertile soil. Roots of American Football The birth date of football in the United States is generally regarded by football historians as November 6, 1869, when teams from Rutgers and Princeton Universities met for the first intercollegiate football game. In those early games, there were 20 players to a team and football still more closely resembled rugby than modern football. The game of football has a history of constant rule changes. Rule changes have been implemented to bolster the excitement of the game of football and  to increase the games safety. In 1873, representatives from Columbia, Rutgers, Princeton, and Yale Universities met in New York City to formulate the first intercollegiate football rules for the increasingly popular game. These four teams established the Intercollegiate Football Association (IFA) and set 15 as the number of players allowed on each team. Walter Camp, the coach at Yale and a dissenter from the IFA over his desire for an eleven man team, helped begin the final step in the evolution from rugby-style play to the modern game of American football. The IFA’s rules committee, led by Camp, soon cut the number of players from fifteen to eleven, and also instituted the size of the playing field, at one hundred ten yards. In 1882 Camp also introduced the system of downs. After first allowing three attempts to advance the ball five yards, in 1906 the distance was changed to ten yards. The fourth down was added in 1912. Within a decade, concern over the increasing brutality of the game led to its ban by some colleges. Nearly 180 players had suffered serious injuries, and eighteen deaths had been reported from the brutal mass plays that had become common practice. So in 1905, President Theodore Roosevelt called upon Harvard, Princeton, and Yale to help save the sport from demise. At a meeting between the schools, reform was agreed upon, and at a second meeting, attended by more than sixty other schools, the group appointed a seven member Rules Committee and set up what would later become known as the National Collegiate Athletic Association, or the NCAA. From this committee came the legalization of the forward pass, which resulted in a redesign of the ball and a more open style of play on the field. The rough mass plays, which once caused so many serious injuries, were prohibited by the committee. Also prohibited was the locking of arms by teammates in an effort to clear the way for their ball carriers. The length of the game was shortened, from seventy to sixty minutes, and the neutral zone, which separates the teams by the length of the ball before each play begins, was also established. Though refinements to the game would continue to the present day, the modern game of American football had arrived.

Crime Rate in Centervale Essay Example for Free

Crime Rate in Centervale Essay If one was to compare the crime in Centervale to that of Alaska or Alabama it would be clear that Centervale has the highest crime total. If one was to compare the crime rate it would be clear that Alabama has in fact the highest crime rate with Alaska and then Centervale sitting very close in numbers. Alabama has the highest population and Alaska has the lowest, but this would mean that Alabama would not be the safest place to live. In fact an individual would want to live in either Alaska or Centervale. Centervale has a lower aggravated assault rate than that of Alaska, but Alaska has a lower robbery rate that that of both Centervale and Alabama. When looking for a new place to locate its always a great decision to check out how a city, county, suburb, or state hold up against that of other similar places when it comes to crime. No one wants to live in a place where they are afraid to leave their homes. When looking at the actually numbers Centervale is the highest followed by Alabama and then Alaska, but if an individual was to look at the crime rate then it would appear that Alaska has the highest followed by Alabama and then Centervale, but both Alabama and Centervale are very close in rate percentage. Alaska has a problem with alcohol related crimes, whereas in other locations in the United States drugs and alcohol are secondary to the crime. Information Importance This kind of information is important due to the growing concern that most individuals and families have about the crime not only in their local neighborhoods, but also in places that they may be considering locating too. It’s also important to find out what programs are in place to keep the crime rate reduced. Each neighborhood has some sort of program in place to help keep children and adolescents occupied so they are less likely to go out and commit a crime, but crime doesn’t always involve children and adolescents. Crime can and is often committed by adults. Read more:  India Crime Rate Most communities have an early childhood development program in place. It’s been stated by Paul Leighton (2007), that children enrolled in this program have â€Å"half as many criminal arrests, less likelihood of going to jail, higher earnings and property wealth, and a greater commitment to family†. There are also drug treatment, recreation, gang- prevention, education, special curricula, job training, and the labor market (Leighton, 2007). When moving to a new community an individual can call around to find what programs have been put into place to reduce the crime rate and what else can be done to help reduce the crime. Parents with small children wish to make sure that they are bringing their children to a safe environment with programs set in place to help the children and adolescents occupied after school. Definitions of Crime Crime is defined as â€Å"the act or the commission of an act that is forbidden or the omission of a duty that is commanded by a public law and that makes the offender liable to punishment by that law† (Merriam-Webster, 2013). Alabama and Alaska differ when it comes to crime punishment. Alaska abolished its capital punishment in 1957, but has since then tried to reintroduce it to no avail. Alabama on the other hand does have capital punishment and certain crimes can lead to the death penalty. These crimes are capital murder charges, rape, robbery, and burglary. Alaska imprisons their convicted criminals for either short period of times to life. In both states children and adolescents are charged as juveniles unless found to have committed an adult crime such as murder (non-accidental), robbery that ends up with loss of life or assault or rape. Rape charges can be difficult to try depending on the age of the child or adolescents and how much understanding of the charges and their understanding of right and wrong. Charging children in an adult court can be difficult to do since their understanding and reasoning is far different and underdeveloped than that of an adult. Recommendations Recommendations to help reduce the crime rate would to beef up the police and special crime units to help get a grasp on the crime in the state. Have better programs put into place within the prisons/jails. This will give a positive opportunity and outlet for the prisoners so they will not wish to reoffend. Allow employers that wish to hire ex-convicts the opportunity to sit down with the convict prior to their release. This will give the individual something positive to look forward to and a better outlook on life. Have programs set up for ex-cons along with programs set up for those who may need a positive outlet. Ex-cons need the structure to help them adapt better to outside life than to be just â€Å"dumped† on the streets after their sentence with the hopes of not reoffending. Many individuals feel they have nothing â€Å"outside† so why even try. In many cases this is true, the individuals family and or friends have given up on them or they have a difficult time finding a job, so they do what they believe is the only thing left and this causes them to reoffend. Conclusion In conclusion crime is a scary thing for any family or individual, but with careful consideration and knowing the facts needed one can make the correct decision. Many criminals that are within the prison/jail system are those who have reoffended, but due to the unknown these individuals tend to end back up within the system. Families and friends of those ex-cons need to be there for the individual for emotional support. Those who don’t have the proper support feel alone and often believe they need to be back where they were. References Crime in the United States. U.S. Department of Justice (2009). Retrieved from http://www2.fbi.gov/ucr/cius2009/data/table_05.html What Every American Should Know About the Criminal Justice System. Leighton, Paul (2007). Stop Violence. Retrieved from http://stopviolence.com/cj-knowledge.htm Merriam-Webster. Crime (2013). Retrieved from http://www.merriam-webster.com/dictionary/crime

Reflective Paper On Human Resource Management Management Essay

Reflective Paper On Human Resource Management Management Essay Human resource management plays an integral role in assisting any organization attains its set objectives. HRM can be defined as the rational and strategic move towards management of a firms workforce. The workforce is the most valuable asset in any organization. Indeed, organizations are constituted by employees and not the processes and technology employed. The goals of any organization can only achieved by entrusting it to a committed workforce. According to Riccucci (2006), HRM functions in hiring people, ensures growth of employees capabilities so as to fully utilize them and compensate them commensurately for their contributions in making organizations goals realization possible. As such, HRM exists to ensure employee productivity by addressing any hindrance occurring on employees performance. This paper explores the functions of HRM, major concerns in those functions and their relevance to the sum total goal of an organization. In addition the paper reflectively focuses on the impacts of the aforementioned functions to the employees current and future career. To achieve the organizational goals, HRM develops the employees and motivates the individual employee via proper communication of the social responsible and ethical behavior thereby expounding any performance gaps in the organization and providing remedies to them to ensure efficient working. Human Resources planning and recruitment/selection issues The process of HRM is guided by a HRM plan which clearly outlines the future of the undertaking. The plan relates the efforts of the employees within an organization with the organizational goals. Achievements of employees can only be relevant to the organization if they continually address the organizational goals. Organizational goals distinguish between organizations in the market and as such provide the competitive advantage of the organization. HRM office projects, in the plan, the human resource (HR) requirements into the future in efforts to enhance the achievement of the goals. The plan considers both quantitative and qualitative aspects of the HR to be recruited and/or maintained. The economic implication of the HR hired is a factor that goes hand in hand with the achievement of objectives of the organization. HR plan has a great implication on the current and future career aspects of existing employees as well as those in the contextual labour market. Indeed, the quality of HR required may mean staff training on the existing employees, retrenchment of those under qualified or stricter selection processes in efforts to match the job and the skills in employee. The recruitment process then follows. During recruitment, HRM office advertises for the vacancy and after applications has been made, selection of the best candidate(s) is done. The right candidate(s) is inducted into the organization via an introduction of the colleagues, organization structure, work station and supervisor. Furthermore, the recruited employee is familiarized with the organizations goals and policies all of which shape the organization culture. During induction there may be need for a training that may last from several days to several months depending on the intensity of disparity between skills level of the recruited employee and the job description. The contemporary society requires certain proportions of composition of genders in the organizations. Many organizations have actually adopted the affirmative action in ensuring equal employment opportunities (EEO) within their organizations. This serves both as legality conformance as well as a social acceptance tool for organizations. EEO and Affirmative Action Affirmative action is a faction of particular and results-oriented undertakings structured towards correction of underutilization of women and minorities in the workstations. The idea is that employers and all involved in controlling employment procedures do not discriminate among candidates on the grounds of physical or mental challenge, nationality, color, sex, ancestry, religion, marital status, age or medical condition (Dowling et al, 2008). The qualified individuals in the job market should therefore access the available jobs equally. Within the working places, affirmative action and EEO ensures similarity in provision of benefits as well as services to the workforce. As such employees are consistently subjected to practices and policies equally. EEO is an all inclusive legal mandate for federal contractors. Affirmative action program is an endeavor to enhance fairness and deal with effects of previous discrimination practices in employment through attracting the target group th at includes women and underutilized minorities. The impact of affirmative action and EEO on its level of implementation seriously impacts on the career aspirations and indeed personal lives of individuals since its implementation benefits the target group while it may compromise quality of the work force in some societies (ZÃ ¼gner Ullrich, 2009). Implementation of the EEO and affirmative action programs implies that the percentage of the unemployed among the target group is increased thereby improving their personal living standards as well as career prospects. The challenge with the implementation of EEO and affirmative action may be the possibility of compromising the quality aspect of the workforce when the level of skills among the target population is wanting yet their percentage in an organizations workforce has to be achieved. However, for social acceptance and legal conformity, the HRM office must try to apply the said policy. In enhancing employee productivity and the subsequent achievement of organization goals, HRM office must ensure proper compensation and commensurate provision of benefits to the employees. Compensation may be defined as the offer of money or a financial convertible material for purposes of remunerating for work done. The remuneration is presented as a compensation package which implies the value /worth placed on an employee. Compensation and Employees Benefits Compensation package is normally presented in three major categories. First, it can be non monetary such that the value intangible. Such compensation comprise of social as well as career rewards expressed as growth opportunity , subsidized housing, enhanced job security, flexible working hours, recognition, and elder care among others. The Second compensation package is direct which expresses the employees base salary/wage. Direct compensation may be in form of piece rate pay, hourly pay or salary pay. Finally, there is indirect compensation that includes provision of facilities like paid leave, health insurance, and child care. Any compensation is either based on time or activity level (Riccucci, 2006). In terms of time, compensation may be long-term or short-term. Short-term and long-term compensation reward performance for upto one financial year and beyond a financial year period respectively. The activity level approach, expresses a compensation package as either variable or fix ed. Variable package is proportionately with employees performance level. This arrangement is usually called ‘pay at risk. The implication is that compensation is re-earned and re-established each performance period. Variable package is availed as team-based pay, bonus programs as well as commissions. On the contrary, fixed compensation does not vary directly as performance and is also nondiscretionary. Generally, corporate consensus advocate for a relation between pay and performance to enhance its effectiveness. This advocacy may however not apply in sectors where performance levels are dependent on factors without employee and organization control. Whichever presentation of compensation package is adopted, the motivation effect as well as implication on financial soundness of the organization must be considered. Compensation package affects the employees perception on the value placed on them and hence is a good motivation element/factor in the workplace. The compensation policy adopted by the organization dictates the living standards of a person as well as future career development of an employee. Some organizations cater for career developments costs for their employees while others reimburse a certain percentage of the cost. Moreover, other factors constant, high compensation packages can enable an employee to advance in career since it would cater for the training and other education expenses coincidental to career advancement. Human Resources Development Human resources require a continuous development to match with the increasing demand for skills and levels of performance. Human resource development (HRD) may be defined as the structure designed to assist workers develop their personal as well as organizational skills, abilities and knowledge. HRD is more often than not a deliberate organizational effort expressed in terms of performance management, employee career development, employee training and mentoring programs geared towards positioning employees to properly face the dynamism of their duties (Dowling et al, 2008). The focus of HRD is to develop a superior workforce that will result to accomplishment of individual and organizational goals in serving customers. HRD may be formal or informal. Formally, HRD is conducted in a classroom setup where a course is offered. Informal HRD involves employee coaching by a supervisor within the working station. In an organizational setup, performance management is defined as the process of putting up a work environment requiring the workforce to perform to the maximum level of their capabilities. Performance management system starts with the communication of duties and responsibilities of an individual employee, the actual performance of duties and an evaluation procedure. The whole process is facilitated by a feedback mechanism that serves to ensure adherence to organizational goals. Effective performance management as an element in HRD ensures the following. First, there is continued improvement in productivity both in the manner employees work and the subsequent outcomes. Secondly, effective performance management ensures a commensurate reward to employees contribution hence improvement in employee morale. Thirdly, top performers are retained when an effective performance management is employed. Retention arises from the employee loyalty and low labour turn over achieved when employees e xperience a sense of achievement (ZÃ ¼gner Ullrich, 2009). Finally, organization enjoys increased profitability derived from employee loyalty which in turn leads to customer loyalty. The HRM office conducts performance appraisals usually on quarterly basis of the performance period. According to ZÃ ¼gner Ullrich (2009), career development can be enhanced through provision of paid study leaves and partial or full reimbursement of training expenses when employees seek training outside the organization. HRD equips the employees with better skills of doing work which boosts their performance levels. High performance levels in return generates better compensation package. Furthermore, HRD raises the self esteem of employees especially if their skills level were extremely low. Employee and various labor relations issues The practice HRM is responsible in ensuring adherence to the set labour relations policy. Employee/labour relation is the concern for the relationship and interaction between lower level employees and the organizations upper management level (Burstein, 1994). Labor relation policy addresses the following issues in the organization. To start with, labour relations policy enacts proper administration procedures within the organization. Employees can correctly project the administrative issues that will be practiced in the organization. For example, workers can expect that they will have a unity of command and a clearly defined chain of command governing them. Moreover, employees are aware of the importance of their participation in decision making in whichever level. Second, labour relations policy ensures maintenance of an effective and positive discipline in the organization. The policy clearly outlines the legal issues that govern discipline and the remedial measures to be taken for correction. When employees commit errors necessitating the need for effective dispute resolution in the workplace, they are not left under the mercies of the organization management alone, but rather labor relations policy provides the required guidelines in seeking amicable solution (Dowling et al, 2008). In case the organization infringes on the rights of the employees, the labour relations policy also comes into effect to define the extent of compensation that the employees are entitled to. Third, labour relations policy establishes the lines of communication in an organization which forms a foundation for employee morale. Fourth, the policies guarantees uninterrupted production since there is a continuous employment for employees and managers and a full utilization of resources. With maximum possible production, there is a predictable continuity in flow of income that enhances smooth running of organization. Finally, labor relations reduce wastage of HR, machines and materials thus protectin g national interest of conservation. Adherence to labour relations is paramount to personal lives of employees as well as on their future career prospects. This is mainly because the policy provides an opportunity for mental revolution (ZÃ ¼gner Ullrich, 2009). In fact the objective of labour relations policy is to enhance a complete mental revolution in the workforce. A peaceful coexistence ultimately lies in a changed appearance both on the organization and the employees. Management of organization needs to formulate relationships that enhance consonance with true democracy spirit. The organization and the employees must perceive themselves as members of a partnership that recognizes the contribution of each. Development of such an understanding improves the affective domain of an employee that is important in the modern social world. Social employees have a chance to develop in their careers as well as fit in their contextual organizations through the normal challenges that exist. Safety and Health On health and safety of employees in the organization, HRM ensures conformance both as a legal requirement as well as a care for humanity. Organizations depend on smooth running of operations as directed by employees. As such, the health and safety of employees need to be guarded. Health refers to the state of being in a human/ worker in an organization Dowling et al, 2008). The state of well being includes mental, emotional and physical wholeness of an individual. Safety may be defined as to the safeguarding of physical well being of a worker. Safety minimizes/eliminates risk of accidents due to fire or diseases as well as machinery. At large, Security encompasses protection of equipments and facilities from damage and unauthorized access. The HRM office coordinates safety programs and enhances awareness of the organizations health and safety policies. In ensuring safety awareness, the HRM office should train the members of organization on handling safety equipments, maintenance of working conditions that are safe as well as developing appropriate safety reporting mechanisms (Riccucci, 2006). Health and safety of employees safeguards their lives thereby giving them opportunities to advance in their careers. Conclusion In conclusion, the HRM function in an integral part of any organization in ensuring the realization of established goals. The said office harmonizes the dream of the founders of the organization, which is expressed as objectives or strategic plans, and the efforts that are applied by the workforce. Indeed, the essence of work is realization of the set objectives without which hard work would be meaningless. The functions of the HRM office are interrelated and interdependent. Their weights/importance is intertwined by the close relationships that they hold. As such no function can be said to hold more weight than the other. Sourcing of the workforce is however important as the first step that determines success and cost of operation in the other functions. Ensuring equality and fair practices under legal employee relations procedures in the workplace boosts firms commitment in attaining the set objectives. References Burstein, P. (1994). Equal employment opportunity: labor market discrimination and public policy. Piscataway, U.S.A: Aldine Transaction Publishers. Dowling, P. J., Festing, M Engle, D. A. (2008). International human resource management: managing people in a multinational context. Florence, KY: Cengage Learning EMEA Publishers. Riccucci, M. N. (2006). Public Personnel Administration and Labor Relations. Armonk, NY: M.E. Sharpe Publishers. ZÃ ¼gner, C. Ullrich, S. (2009). Compensation and Remuneration. Munich, Germany: GRIN Verlag Publishers.

John Steinbecks Grapes of Wrath and Rose of Sharon’s Transformation :: essays research papers

Misfit to Madonna: Rose of Sharon’s Transformation When Rose of Sharon is first introduced in The Grapes of Wrath, we learn that she is expecting a child from her new husband, Connie Rivers. She is described as a mystical being whose primary concern is the well-being of her child, even at the almost ridiculously early stage of her pregnancy at the start of the novel. It is this concern that illustrates Rose of Sharon’s transformation from misfit to Madonna through the Joad’s journey. Rose of Sharon incessantly asks Ma Joad if â€Å"it’ll hurt the baby† throughout a majority of the novel, and adopts an attitude of superiority over others with her precious possession. She all but refuses to help the family pack the truck for California for fear of disturbing her fetus, even though she knows her help is needed. Her selfish antics and complaints are patiently absorbed by Ma, who tolerates her primarily because of her condition. Rose of Sharon knows that she is now an exception to the normal rules and exploits her position to its fullest potential. During the journey Rose of Sharon and Connie pass the time by dreaming of the idyllic life they will lead when they reach California. Connie says he will open a repair shop and buy a white house with a fence and an icebox and a car and a crib, all before the baby is born; all hopelessly idealistic and almost completely detached from reality. Every intention, though, is for the baby so that it may have a perfect life from the very moment it is born. In the face of hardships, Rose of Sharon comforts herself by remembering these dreamlike goals of her family and even reminds others of them, intending to lift the burden of reality. She does so when the sheriff threatens the roadside families to leave or be jailed. She tells Ma of Connie’s plans for California, which have nothing to do with the situation at that moment. This escape only proves to ultimately hurt Rose of Sharon and Connie; they learn that illusions don’t support a life when survival is the priority. Rose of Sharon’s dreams of a perfect life start to fall apart when Connie deserts her suddenly. She can no longer find comfort in shared thoughts of a white-picket fence, and is forced to face reality. However, instead of concentrating on the Joad family crises, she diverts her worries fully to her baby once again. John Steinbeck's Grapes of Wrath and Rose of Sharon’s Transformation :: essays research papers Misfit to Madonna: Rose of Sharon’s Transformation When Rose of Sharon is first introduced in The Grapes of Wrath, we learn that she is expecting a child from her new husband, Connie Rivers. She is described as a mystical being whose primary concern is the well-being of her child, even at the almost ridiculously early stage of her pregnancy at the start of the novel. It is this concern that illustrates Rose of Sharon’s transformation from misfit to Madonna through the Joad’s journey. Rose of Sharon incessantly asks Ma Joad if â€Å"it’ll hurt the baby† throughout a majority of the novel, and adopts an attitude of superiority over others with her precious possession. She all but refuses to help the family pack the truck for California for fear of disturbing her fetus, even though she knows her help is needed. Her selfish antics and complaints are patiently absorbed by Ma, who tolerates her primarily because of her condition. Rose of Sharon knows that she is now an exception to the normal rules and exploits her position to its fullest potential. During the journey Rose of Sharon and Connie pass the time by dreaming of the idyllic life they will lead when they reach California. Connie says he will open a repair shop and buy a white house with a fence and an icebox and a car and a crib, all before the baby is born; all hopelessly idealistic and almost completely detached from reality. Every intention, though, is for the baby so that it may have a perfect life from the very moment it is born. In the face of hardships, Rose of Sharon comforts herself by remembering these dreamlike goals of her family and even reminds others of them, intending to lift the burden of reality. She does so when the sheriff threatens the roadside families to leave or be jailed. She tells Ma of Connie’s plans for California, which have nothing to do with the situation at that moment. This escape only proves to ultimately hurt Rose of Sharon and Connie; they learn that illusions don’t support a life when survival is the priority. Rose of Sharon’s dreams of a perfect life start to fall apart when Connie deserts her suddenly. She can no longer find comfort in shared thoughts of a white-picket fence, and is forced to face reality. However, instead of concentrating on the Joad family crises, she diverts her worries fully to her baby once again.

The Character of Cyrano De Bergerac :: Cyrano Bergerac

The Character of Cyrano De Bergerac A man who knows every thing, has never ending wit and charm, and has a way with words like none other, but is still to horrid to convey his true feelings to a beautiful woman. This poor but yet amazing man is Cyrano from the play "Cyrano De Bergerac" by Edmond Rostand. This man has more intellect than sand in a desert and is the most courageous Gascon of all. Yet he has one tragic physical flaw. He has an enormous nose, of which he is very self conscious about and only he can talk about it. If any one else has anything to say about it the better say something very witty or there done for. All of this is portrayed in one of Cyrano's speeches on page 40-41. The speech reveals how clever and smart he is when he says things like "what a sign for a perfume shop" (41) and "Is that a conch, and are you Triton rising from the sea?"(41). Cyrano reveals a lot about himself in his speech like how intelligent he is to use such big intellectual words off the top of his head. Cyrano uses phrases like "The end of it must get wet when you drink from a cup. Why don't you use a tankard?"(40) And words like Grandiloquent to show off his wit. Most people in that age weren't educated as well as Cyrano was and that showed a lot when he spoke. Not many people in the room knew that grandiloquent meant pretentious or non straight forward. Aristophanes was also another word that no one ever used or knew what it meant. Cyrano also revealed that he had no patience for people that made fun of, or picked on those that were less fortunate. Cyrano thought as himself as less fortunate to have a nose like his. So when people made fun of it he got very angry but yet he never lost his cool. So Cyrano would just take care of business with the bully in a entertaining manner and then be on his way. In his speech he showed his willingness to fight and his aptitude to make people mad at him.

angiogenesis blood vessel growth :: essays research papers

PDFG induces proliferation of fibroblasts, microglia, and smooth muscle. It is stored in platelet granules and is released following platelet aggregation. PDGF may also serve as a chemotactic agent for inflammatory cells. Platelets circulate in the blood and are derived from megakaryocytic in the marrow. Like erythrocytes, they are anucleate. However, unlike erythrocytes, they contain numerous intracytoplasmic granules and are the source of numerous proinflammatory mediators. In fact, they are quantitatively the greatest single source of vasoactive amines in the body. They also are a rich source of thromboxane A2. It is their activation that, in part, initiates the vascular phase of the acute inflammatory response (see Fig. 2-13 in text). To have them play this role makes imminently good sense, because they are present in large numbers throughout the circulation, i.e., some are always in close proximity to an inciting stimulus. Vasoactive Literally translated, this adjective means that a substance has the capacity to alter the physiologic state, especially the tone and caliber, of a vessel. Platelet-Derived Growth Factor (PDGF), a dimeric glycoprotein composed of two A and/or B chains, is the principal mitogen in serum for mesenchymal cells. Applications include culture of various cell types derived from connective tissue. It can also be used to study chemotaxis, wound healing, and bone repair. Another member of the PDGF family is the Vascular Endothelial Growth Factor (VEGF) with endothelial cell-specific activities (e.g., angiogenic and mitogenic factor). Platelet-derived growth factor (PDGF) [1-3 reviews], a factor released from platelets upon clotting, is responsible for stimulating the proliferation of fibroblasts in vitro [4-6]. PDGF is also produced by a number of cell types besides platelets and is mitogen for vascular smooth muscle cells, bone cells, cartilage cells, connective tissue cells and some blood cells [7-9]. PDGF is stored in platelet alpha granules and released upon platelet activation. PDGFs are disulfide-linked dimers. The subunits of the PDGF dimers are homologous polypeptides designated PDGF-A and PDGF-B chains. Natural PDGFs can exist either as homodimers (PDGF-AA, PDGF-BB) or heterodimers (PDGF-AB). Two splice variants exist for the A-chain (211AA for the long isoform, 196AA for the most abundant short isoform), and C-terminal proteolytic processing apparently occurs for the B-chain (and possibly the A-chain) [10-12]. A-chain long isoform and B-chain contain a cell retention signal at the C-term end, which must be removed in order to release a freely circulating PDGF [13-16]. Two distinct human PDGF receptor transmembrane binding proteins have been identified [17,18].

Vitamin C in Different Fruit Juice

Activity 1. 21- Is high Vitamin C all it claims to be? Purpose: * To investigate the vitamin C content of fruit juice * To investigate which type of fruit juice provides the most vitamin C The quantity of vitamin C in food and drink can be determined using a simple colour test. Vitamin C decolourises the blue dye DCPIP (dichlorophenolindolphenol). Vitamin C is an antioxidant and reduces the DCPIP. DCPIP changes from blue to colourless (or slightly pink) as it becomes reduced. We will be testing a range of different fruit juices to see which contains the highest concentration of vitamin C Hypothesis: I predict that the orange might be the juice that provides the most vitamin C; this is because it is widely promoted as a ‘high vitamin C juice’. * Grapefruit juice might contain the second highest amount of vitamin C; also because of it promotion in the media. Vitamin C is a water-soluble compound that is essential for life. It is involved in many processes in the human body , including: the production of collagen in the connective tissue; the synthesis of dopamine, noradrenaline and adrenaline in the nervous system; and the synthesis of carnitine, which is important in the transfer of energy to the cell mitochondria.A deficiency in vitamin C causes scurvy, a disease that affected sailors in the 16th – 18thCenturies. It was discovered that fresh fruit, e. g. limes and oranges, or sauerkraut (preserved cabbage) provided the sailors with protection from scurvy. Safety: * Running should be avoided in the laboratory to prevent accidents especially when handling liquids * Goggles should be warn at all times when carrying out the experiment * Care should be taken when handling glass wear * The supervisor should be informed about any spillages of liquid that may be hazardous to others in the laboratory. Controlled variables: Temperature; If a juice is higher in temperature than the other, it will cause the reaction to speed up which would make the exper iment unfair. * Concentration of DCPIP; different concentrations would not benefit the experiment as we are only changing the type of juice. * Shake each flask using the same movements; more vigorous movements may add oxygen which would affect the DCPIP and turn it slightly blue again. * Same end point colour (colourless); attention and concentration should be given to see through until the very last drop so the volume is not increased. Independent variable: * Fruit juice Dependant Variable: Volume of juice required to decolourise the DCPIP. The experiment procedure: Equipment: * 1% DCPIP solution * Vitamin C solution * Range of fruit juices * Conical flasks * Beakers * Pipette accurate to 1cm3 to measure volumes accurately * Burette to measure volumes accurately * Safety goggles Method: 1. Pipette 1cm3 into a beaker 2. Fill the burette with the vitamin C solution 3. Add the vitamin solution in droplets 4. As soon as the DCPIP goes colourless, stop the burette and record the volume of vitamin C solution that was used. 5. Repeat this procedure with other juices 6. Repeat the experiment at least 2 times . Calculate the mean result for each juice Table of results: | Vitamin C| Orange| Grapefruit| Lemon| Blueberry| Pineapple| | 1| 2. 5| 3| -| 2| 13| | 0. 4| 2. 4| 1. 95| 1. 1| 3| 12. 75| | 0. 35| 0. 4| 1. 15| -| 0. 8| 8. 2| | 0. 1| 2. 1| 4. 7| 1. 7| 1. 5| 8. 2| | 0. 1| 1. 96| 4. 6| 2. 3| 1. 8| -| AVERAGE| 0. 39| 1. 96| 3. 08| 1. 9| 1. 8| 10. 5| Here the least volume of juice needed to decolourise DCPIP was the blueberry juice, followed by lemon then orange juice. From the experiment, blueberry juice provided the most vitamin C because less of it was needed in order to turn DCPIP colourless.The pineapple juice was the juice that let out the highest volume from the burette in order to decolourise DCPIP; this is because it was the juice that provided the least amount of vitamin C. All of the juices had vitamin C in them as the highest volume was only 10. 5cm3. The res ults obtained from the experiment showed no relation to my hypothetical prediction. It may have been because of the experimental errors that had been overlooked whilst carrying out the experiment. The results from the experiment did not agree with the widely publicised fact that orange juice provides the most vitamin C.A number of errors could have been made: the temperature may not have been the equivalent for all juices( the last juice to be measured may have been at a higher temperature than the rest causing the reaction with the DCPIP to hasten), the amount of shaking may of effected the results as too much shaking could have added oxygen which would have restored the DCPIP to blue, the end point may have been difficult to judge because of it close proximity, some juice may have been lost whilst it was being transferred from the beaker , there might have been an error in how accurate the juices were measured or recorded.In the future more attention could be given and the experim ent could be done more slowly; time may have been an issue when carrying out the experiment. The results obtained were pulled together from different groups in the class who may have all treated their readings and measurements differently, therefore it would be much reliable if I repeated the experiment and obtained at least three readings for each juice on my own. Moreover, the juices bought could all be from the same brand, this is because some manufacturers put more sweeteners or fresh juice than others.