Alternative chemical names Essay Example

Alternative chemical names Essay Example Alternative chemical names Essay Alternative chemical names Essay 1. Introduction: 1.1. Background on GHB Gamma hydroxybutyrate ( GHB ) is a fatty acid consists of a short concatenation with four Cs has the undermentioned expression: Ohio? ? ? CH2? ? ? CH2? ? ? ? CH2? ? ? ? COOH GHB has alternate chemical names including 4- hydroxybutyrate, 4- hydroxybutanoic acid, hydroxybutyric acid and Na ox bate. It is often supplied as a white pulverization that is odorless with somewhat piquant gustatory sensation, sometimes in capsules and on juncture as tablets. It can be taken orally and can be dissolved in H2O ( Wills, 2005 ) . GHB is a metabolite of Gamma -amino butyric acid ( GABA ) . Its presence in the encephalon shows unequal distribution and it is of import to cognize that comparatively higher degrees of GHB are discovered in kidney, bosom and skeletal musculus ( Nelson et al, 1981 ) . The normal concentration of GHB in the human encephalon is two to three times higher in the basal ganglia than in the intellectual cerebral mantles ( Okun et al. , 2001 ) . Barbaccia et Al, 2005 proposes that the presence of GHB in mammals including worlds, together with the unequal distribution in the encephalon and the talk that synthesis and release of GHB are regulated procedures, indicates that GHB may move as neurotransmitter and/or neuromodulator. GHB is an of import compound, in three respects, in that it is present endogenously as gamma Hydroxybutyric acid, abused drug as illegal GHB and a curative drug as Gamma Hydroxybutyrate, Na salt ; or sodium ox bates ( Carter et al. , 2009 ) . These facets are discussed below: 1.2. GHB as a curative drug GHB was synthesized in 1960 to bring forth an parallel for the ubiquitous inhibitory encephalon neurotransmitter GABA that would traverse the blood-brain barrier. It s used as anesthetic drug for minor surgical processs, but now the usage of GHB as an anesthetic is diminishing, although it is still permitted in Germany for endovenous anesthesia ( Caputo et al. , 2009 ) . GHB was known as Na ox bate under the trade name Xyrem for the intervention of cataplexy associated with narcolepsy, and for the intervention of utmost daytime drowsiness with narcolepsy ( Fuller and Hornfeldt, 2003 ) . Narcolepsy is considered as a sleep upset that is characterised by disconnected dark clip slumber and daylight sleepiness, and can besides include cataplexy which is characterised as loss of musculus tone with integral consciousness. Surveies in narcolepsy illustrate that GHB was valuable in handling the daylight cataplexy and helped it handling confused sleep/wake rhythms of these patients. GHB dark doses were selected to cut down the figure of night-time waking ups and daytime cataplexy ; besides it can develop a good form in narcoleptic patients ( Carter et al. , 2009 ) . In add-on, GHB is under survey for insomnia associated with schizophrenic disorder. There is some presymptomatic verification of the public-service corporation of GABA? -receptor agonists such as GHB for such sleep upsets ( Balla et al. , 2009 ) . GHB was found to cut down intoxicant backdown marks and symptoms such as shudder, sudating, sickness, depression, and anxiousness ( Gallimberti et al, 1989 ) . Reports are increasing about the effectivity of GHB in advancing abstinence in alkies taking to the blessing of GHB in Italy and Austria for the intervention of alcohol addiction under the trade name Alcover ( Begh A ; egrave ; and Carpanini, 2000 ) . A new survey, verified that GHB was more valuable than Valium in handling intoxicant backdown syndrome. GHB reduced anxiousness, agitation and current depression more quickly than Valium and every bit expeditiously as clomethiazole. GHB was used at the dosage of 50-100 mg/kg separated to three or four day-to-day doses, and no terrible side effects were registered ( Caputo et al. , 2009 ) . GHB is a supposed neurotransmitter that was consumed by organic structure builders to increase the release of growing endocrine, besides sold as a wellness quinine water to dieters and individuals with insomnia. GHB was manufactured throughout the late eightiess in the USA and marketed as a dietetic addendum in 1990s ( Chin et al, 1992, Okun et al. , 2001 and Wong et Al, 2004 ) . 1.3 GHB as a drug of maltreatment Throughout the late of 1990s GHB had became a popular drug in nines known as club drug due to its widespread among persons while go toing cabarets, raves, and circuit parties ( Wong et al, 2004 ) . GHB is abused significantly as a day of the month colza drug and as drug-facilitated sexual assault due to its ataractic and hypnotic effects ( Schwartz et al. , 2000 and Halkitis et al. , 2007 ) . In malice of Food and Drug Administration prohibition, this substance is still used. More than 40 instances of GHB toxic condition are reported in California with farther instances in other provinces. The forecast for GHB toxic condition instances is non bad ; there are no accepted studies of long-run inauspicious effects or deceases, nor any cogent evidence for physiological dependence ( Chin et al, 1992 ) . 2. Pharmacology of GHB Roth and Giarman ( 1970 ) demonstrated that GHB is a of course happening substance in the encephalon of mammals and suggested its function as a neurotransmitter. As illustrated in figure 1, the primary precursor of GHB in the encephalon is GABA, which is transformed into succinic semialdehyde ( SSA ) through a GABA-transaminase and so transformed into GHB by a specific succinic semialdehyde reductase ( SSR ) . GHB can besides be retransformed into SSA by a GHB dehydrogenase, and so SSA can be transformed back to GABA. SSA can besides be changed by succinic semialdehyde dehydrogenase ( SSADH ) into succinic acid and so extra metabolized by the Krebs rhythm in chondriosome ( Caputo et al. , 2009 ) . GHB was revealed to heighten the activity of ventral tegmental country ( VTA ) dopaminergic nerve cells by the suppression of VTA GABAergic nerve cells and hence GHB enhances the release of Dopastat into the karyon accumbens ( NAc ) . The changing of NAc Dopastat degree is the cardinal action of many drugs of maltreatment, but most of them besides act on other sender systems besides. The other major mark is the glutamatergic system: improved glutamate transmittal is necessary to show drug-seeking, Restoration or sensitisation ; besides many drugs are exciting their ain receptor in the NAc ( Molnar et al, 2009 ) . 2.1. Pharmacokineticss of GHB GHB soaking up is rapid and the peak plasma concentrations following unwritten disposal are 30- 60 proceedingss. Unlike GABA, GHB easy crosses the blood-brain barrier, and the plasma half life of GHB is 20-30 min ( van Noorden et al. , 2009 ) . Although nutrient did non change riddance and urinary elimination of unchanged GHB, nutrient well affect the bioavailability of GHB by cut downing peak plasma concentration, lifting average time-to-peak concentration, and doing the country under the plasma concentration-time curve to be decreased, ( Borgen et al. , 2003 ) . Clearance is 14.0 milliliter min? ? kilogram? ? at a dosage of 12.5 mg/kg and half life is 20 proceedingss. GHB metamorphosis is really fast and leads it to come in the citric acerb rhythm as succinate which is converted to CO2 + H2O ( Doherty et al. , 1975 ) . GHB is about wholly oxidised to carbon dioxide and about 2- 5 % was eliminated in the piss ( Gantt et al. , 1997 ) . GHB is excreted in the piss, its about less than 5 % being unchanged with a maximal concentration after about 60 min. Therefore, GHB can non be detected after 24 hours following disposal, and piss can be used in forensic probes merely when the sample is collected about instantly after ingestion ( Brenneisen et al. , 2004 ) . GHB pharmacokinetics has been verified as nonlinear in worlds and rats and whole clearance diminutions with lifting dosage. Assorted mechanisms are joined to the nonlinear pharmacokinetics and these include capacity-limited metamorphosis, saturable soaking up, and nonlinear nephritic clearance. Nephritic clearance becomes increasingly of import in overdose conditions with high urinary concentrations reported in worlds ; nevertheless, metabolic clearance considered as the chief riddance tract for GHB ( Morris and Felmlee, 2009 ) . Elimination half-life corresponds to the clip needed for the concentration of drug in the plasma, or the drug sum in the organic structure, to cut down by half or 50 % , the t? of GHB is 0.3 -1.0 H, and the volume of distribution is 0.4 L/kg. Bioavailability of GHB after unwritten consumption is rather low, after five half-lives or about 97 % of a drug is eliminated from the organic structure ( Jones et al. , 2009 ) . 2.2. Pharmacodynamics of GHB GHB binds to both specific high-affinity GHB sites and to GABA? receptors, doing the apprehension of its neuropharmacology rather complex ( H A ; oslash ; g et Al, 2008 ) . Carter et al, 2009, revealed that there are several likely pharmacological mechanisms for GHB. GHB is metabolized to GABA, which binds to GABAA and GABA? receptors. Besides GHB can adhere to GABA? and/ or GHB receptors, like the NCS-382 ( 6, 7, 8, 9 -tetrahydro-5 ( H ) -5-ol- ylidene acetic acid ) drug besides adhering to GHB receptors. Selective ligands for GABAA, GABA? and GHB receptors are shown in Figure 2. A figure of the behavioural effects of GHB are non reversed by the GHB receptor adversary NCS-382, and are blocked by GABA? receptor adversaries. NCS-382 does non impact GABAA receptor-gated chloride channels or the GABA? receptor ( Ticku and Mehta, 2008 ) . This shows that some of the effects are independent of GHB receptors and GABA receptors. There is grounds from surveies of the interactions of GHB and baclofen with adversaries at the subtype of glutamate receptors called N-methyl-D-aspartate ( NMDA ) . The NMDA adversary dizocilpine ( MK- 801 ) increases GHB-induced catalepsy in gnawers and these cataleptic effects of GHB are increased non merely by MK-801 but besides by other drugs with NMDA antagonist action, such as PCP ( PCP ) and Ketalar, on the other manus, these NMDA adversaries do non impact the cataleptic effects of baclofen ( Koek et al, 2009 ) . The surveies show that chronic GHB usage enhances dopaminergic, acetylcholinergic and serotonergic neurotransmission, and down-regulation of GABA receptors ( van Noorden et Al, 2009 ) . 2.2.1. GABA receptors ( GABAA and GABA? receptors ) GABA? receptors are present on GABAergic and non-GABAergic nerve cells and can modulate neural ( GABAergic ) signalling pre- and post-synaptically by diminishing neurotransmitter release ( Bonanno and Raiteri, 1993 ) . Activation of GABA? receptors can increase the production of some neuroactive steroids that positively modulate GABAA receptors ( Barbaccia et al, 2002 ) . Activation of GABA? receptors by GHB can explicate the effects of GHB on GABAA receptor. Animal surveies revealed that GHB causes absence-like ictuss and this type of ictuss is aggravated by GABAA agonists ( Snead and Liu, 1992 ) . GHB effects differ from the effects of GABA, even though GHB is closely related to GABA and can trip GABA? receptors in elevated doses ( Molnar et al, 2009 ) . GHB is known to be metabolized to GABA and to adhere to GABAB and GHB receptors without demoing considerable binding to sites on GABAA receptors ( Carter et al, 2009 ) . GHB in little doses has anxiolytic effects in rats, these anxiolytic effects are non opposed by the GHB receptor adversary, NCS-382, nor by Narcan, which is the opioid receptor adversary. However, the anxiolytic effects of GHB are reversed by flumazenil, which is the benzodiazepine receptor adversary, bespeaking GHB interaction with GABAA receptors that mediate the anxiolytic effects of benzodiazepines ( Schmidt-Mutter et al. , 1998 ) . GHB given exogenously to cut down the symptoms of intoxicant backdown syndrome in worlds due to the transition of GHB to GABA which activate GABAA receptors ( caputo et al, 2009 ) . The chief important clinical consequence of exogenic GHB is a cardinal nervous system depression by adhering to the GABA? receptor. Surveies are show that GHB activates the GABA? receptor either straight or after transition into GABA ( Ticku and Mehta, 2008 ) . 2.2.2. Gamma-hydroxybutyrate ( GHB ) receptors GHB besides binds to the GHB receptors which are reported to be present in the mammalian encephalon. Several structural parallels of GHB were established to hold a selective activity for the GHB receptor without any consequence of GABA? receptor ( Ticku and Mehta, 2008 ) . Newly established derived functions of phenylacetic acid, including the nonsteroidal anti-inflammatory drug ( NSAID ) diclofenac, bind to definite GHB adhering sites with affinity similar to GHB, and the presence of these separate GHB binding sites is besides supported by the production of selective GHB ligands such as NCS-382 ( H A ; oslash ; g et al. , 2008 ) . GHB receptors are found chiefly in nerve cells of the cerebral mantle, striate body, and hippocampus. Not merely is GHB an endogenous substrate for GHB receptors but besides succinate, a common tricarboxylic acerb rhythm metabolite binds to the same site ( Molnar et al, 2009 ) . 2.3. GHB prodrugs: gamma-butyrolactone ( GBL ) and 1, 4-butanediol ( 1, 4-BD ) The GHB parallels GBL and 1, 4-BD became popular drugs, as a effect of the Food and Drug Administration prohibition on nonprescription GHB in 1990, they are quickly metabolized to GHB by the enzymes serum lactonase and intoxicant dehydrogenase, respectively.The clinical effects of GBL and 1, 4-BD are tantamount to the effects of exogenously administered GHB e.g. , sleepiness, euphory and animal feeling ( van Noorden et Al, 2009 ) . GBL and 1, 4-BD compounds are present of course in rat encephalon at concentrations of about 1/10 of concentrations of GHB. These paths may be of significance to the synthesis of GHB under restricting conditions ( Lyon et al, 2007 ) . 3. Behavioral effects of GHB Survey in 1964 characterizes GHB as hypothermic, hypnotic, anesthetic, and anti-convulsant, with no clear respiratory depression or toxicity ( Carter et al, 2009 ) . Regular disposal of GHB causes down ordinance of GABA receptors, this lead to drug dependance as a agency to maintain up homeostasis ( Constantinides and Vincent, 2009 ) . A figure of carnal surveies indicate that the habit-forming belongingss of GHB may be mediated through the GABA? receptor ( van Noorden et Al, 2009 ) . Numerous surveies propose that GABA? receptors are chiefly indispensable for assorted behavioral effects of GHB, including hypolocomotion, catalepsy, ataxy, loss of compensating, decreased operant responding, and discriminatory stimulation effects. The typical GABA? receptor agonist baclofen besides produce all of these effects of GHB. GABA? receptors have a important function on the GHB effects ; nevertheless, the effects of GHB are like but non indistinguishable to the effects of the baclofen, which is a typical GABA? receptor agonist ( Koek et al, 2009 ) . 4. Changes in cistron look in GHB treated cells GHB is known to hold profound pharmacological effects, through binding to either the GHB receptor or GABA receptors. It is therefore possible that exposure to GHB can be monitored beyond 12 hours by mensurating GHB dependent alterations in cistron look. In old surveies, two messenger RNA transcripts have been identified as being up regulated following GHB exposure epiregulin and Phosphoprotein enriched in astrocytes of 15 kDa ( PEA-15 ) . The same survey revealed that GHB bring on cistron look alterations in a mouse theoretical account, and these alterations depend on the clip interval station exposure ( Larson et al, 2007 ) . 4.1. Epiregulin look in GHB treated cells The growing and distinction of cells are controlled by peptide growing factors and there is grounds that this growing control involves growing factors and their receptors in tumour every bit good as non-tumor cells. Epiregulin is considered as a member of the cuticular growing factor household ( Toyoda et al, 1995 ) . The cuticular growing factor receptor ( EGFR ) belongs to a household of cell surface receptor tyrosine kinases and many different growing factors can function as ligands for the EGFR and these include cuticular growing factor ( EGF ) , transforming growing factor-R ( TGF-R ) , heparin-binding EGF-like growing factor ( HB-EGF ) , betacellulin ( BTC ) , amphiregulin ( AR ) , epiregulin ( EPR ) , and epigen ( EPG ) . All EGFR ligands are synthesized as membrane proteins and released from the cell surface by regulated proteolysis ( Baldys et al, 2009 ) . 4.2. Phosphoprotein enriched in astrocytes of 15 kDa ( PEA-15 ) look PEA-15 is a little protein ( 15 kDa ) that was recognized ab initio as a plentiful phosphoprotein in encephalon astrocytes. A figure of surveies have established that PEA-15 regulate multiple cellular maps through its interaction with constituents of chief intra- cellular transduction tracts ( Sharif et al, 2004 ) . PEA-15 is a little anti-apoptotic protein expressed in a wide assortment of tissues and enrich in astrocytes, a figure of surveies showed that PEA-15 is capable to adhere to the extracellular signal-regulated kinase 2 ( ERK2 ) , even though it is non a substrate. The ERK2 cascade is activated by a aggregation of external factors such as growing factors, endocrines, and neurotransmitters. When initiated, the cascade plays of import functions in a scope of cellular actions such as proliferation, distinction, and programmed cell death. The inactivated ERK2 is normally situated in the cytosol. The over look of PEA-15 prevents ERK2 from roll uping in the karyon, proposing that one function of PEA-15 is to attach ERK2 in the cytosol ( Callaway et al, 2007 ) . PEA-15 plays an anti-apoptotic function in cellular tracts in a figure of cell types including malignant neoplastic disease cells and it s more expressed in terminally differentiated cells advancing endurance ( Mizrak et al, 2007 ) . Phosphoprotein enriched in diabetes/phosphoprotein enriched in astrocytes ( PED/PEA-15 ) is overexpressed in several tissues of persons affected by type 2 diabetes. In integral cells and in transgenic animate being theoretical accounts, PED/PEA-15 over look impair insulin ordinance of glucose conveyance and this is mediated by its interaction with the C-terminal D4 sphere of phospholipase D1 ( PLD1 ) and the attendant addition of protein kinase C- activity. ( Viparelli et al, 2008 ) 4.1. SHSY5Y cell line The SH- SY5Y cell line is a three times cloned neuroblastoma cells, originated from the neuroblastoma line SK-N-SH which are originally established from a bone marrow biopsy of a neuroblastoma patient and neuroblastoma line SK-N-MC. SHSY5Y cells are described foremost in 1978 and go avaiable for surveies ( ( Biedler et al,1973 and Biedler et al,1978 ) . Recent surveies in SH-SY5Y cell lines illustrate the efficiency of transition of 1,4 Butanediol to GHB when the chief GHB synthesis tract from GABA is closed, one time the concentration of GHB is lowered, the cell respond to counterbalance GHB, this explains the presence of specific doorsill for GHB in the cell ( Lyon et al, 2007 ) . The SHSY5Y cells are often used as a neural cell theoretical account due to their sympathetic characteristic and low resting membrane potency, SHSY5Y cells are used in many surveies associating to tumour cell growing and neural cell biological science ( Tosetti et al, 1998 ) . Astroglial cell line The cardinal nervous system consists of a figure of cell populations, largely nerve cells, microglial cells and macroglial cells. The chief macroglial cell types are astrocytes and oligodendrocytes. Many maps including cellular support, ion homeostasis, neurotransmitters uptake, CNS immune system part and neuromodulation are attributed to astroglia ( Ridet et al, 1997 ) . Astrocytes are late considered as cells that propagate Ca2+ over drawn-out distance in response to stimulation, and, like nerve cells, release senders ( called gliotransmitters ) in a Ca2+-dependent mode to set a host of important encephalon maps. Astrocytes are besides stated to play an of import function in modulating neural excitant synaptic activity by Ca2+-dependent release of the gliotransmitters glutamate and ATP ( Fiacco, et Al, 2009 ) . Recent surveies found that the chief consequence of GHB in the karyon accumbens ( NAC ) was the activation of subpopulation of astrocytes. It induced Ca2+ transients in a subpopulation of astrocytes and this consequence is dose-dependent. GHB did non move on GABA? receptor or GHB receptor in the NAC, but induced Ca2+ transients in a subpopulation of astrocytes. The activation of astrocytes by GHB proposes their association in GHB-mediated physiological effects ( Molnar et al, 2009 ) . 5. Purpose of this survey This survey is aimed to widen the window of sensing of GHB beyond 12 hours through happening robust alternate markers of GHB disposal. GHB maltreatment and particularly in day of the month colza sexual assaults has increased in recent old ages. Current sensing methods rely on trying blood and piss but the rapid rate of metamorphosis of GHB means that GHB can vanish and the condemnable instances are frequently hard to prosecute. However, GHB is known to hold profound pharmacological effects, through binding to either the GHB receptor or GABA receptors. It is therefore possible that exposure to GHB can be monitored beyond 12 hours by mensurating the GHB dependant alterations in cistron look. 6. Survey program In this survey, the consequence of different doses and times of GHB exposure on the look of epiregulin, PEA-15 and other cistrons in SH-SY5Y cells and astroglial cells will be evaluated utilizing a combination of quantitative RT-PCR, Western smudges and proteomics ( 2D-gels ) . I hope that a full look profile will be obtained, and besides that the mechanism of ordinance can be elucidated, including finding of the function of GHB and GABA receptors in interceding these effects, by proving GHB, GBL1 and1, 4-BD, in add-on to GHB and GABA receptors antagonsts. 7. Decision GHB is an of import and actuating compound in that it is present endogenously as gamma Hydroxybutyric acid, abused drug as illegal GHB, and a curative drug as Gamma Hydroxybutyrate, Na salt ; or sodium ox bates. 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MASS CUSTOMIZATION AND ONE-ON-ONE MARKETING essays

MASS CUSTOMIZATION AND ONE-ON-ONE MARKETING essays The Internet supports mass customization and one-on-one marketing as Mass customization - The capacity of the Internet is found in the use of information technology (IT), data storage and data processing instead of the traditional approach of relying on physical location and employees. Both products and services can be customized to meet specific individual needs at leves that could not be accomplished without these benefits of IT. Dell sells computers by allowing customers to select components according to individual needs. Instead of simply accepting what the manufacturer includes in the package, Dell's approach allows consumers to select their own components, and Dell builds-to-suit. The use of technology allows this mass customization to be offered in a cost-effective manner. Many other mass customization services exist on the Internet, such as news services, home-page customization and floral purchases, by allowing consumers to select options that meet personals preferences. One-on-one marketing - The Internet facilitates direct marketing because personal data can be collected and stored from both existing and potential consumers. Data collection is achieved through simple data-gathering methods such as when consumers place orders, visit websites, enter contests or request information. Key demographic information (name, address, sex, age, education, income) and other relevant data (interests, intents, willingness to receive additional information) is collected and stored. This data can be retrieved and used to tailor marketing campaigns to persons found within the database by sorting relevant fields to match targeted consumer profiles. The data to support this type of targeted marketing is ...

Effectiveness of the Transmission of Monetary Policies and Lessons Essay

Effectiveness of the Transmission of Monetary Policies and Lessons Learned in 2007 and 2008 Global Financial Crisis - Essay Example It has also resulted in a number of debates as regards the effectiveness of the transmission mechanism of monetary policies. In the past, monetary policy has been associated with a financial stability of an economy. The problem that a majority of countries face is concerned with the effectual transmission mechanism of an effective monetary-policy. A number of lessons can be learned regarding the effectiveness of the transmission mechanism of monetary policy by central banks in the year 2007 and 2008. The lessons would be based on interest rate, inflation, exchange rates, balance sheet, expectations, as well as moral hazards that characterized the market prior, during and after the 2008 global economic-crisis. A Brief State of the 2007 Financial Crisis and Failure of the Monetary Policy Transmission Mechanism Although financial crisis is not a unique occurrence, the financial crisis of 2007 was more global than other economic crises experienced in the past (Mankoff, 2010). It is also regarded as the most impactful relative to other proceeding financial crises. Due to its high level of degree in terms of impact and globalization, a large number of monetary policymakers were compelled to utilize both conventional and unconventional financial policies. A majority of economic analysts as well as financial institutions in the world were surprised by the fast pace at which the subprime crisis in the US led to a world financial crisis (Cecchetti, 2009, p. 53). The global financial crisis led speedily to a world economic crisis. This fast pace left a considerable number of individuals in the business and financial circles with unanswered questions regarding the effectiveness of the transmission mechanism of monetary policy. In particular, the 2007 and 2008 financial crisis questioned the effectiveness of various institutional frameworks (Mankoff, 2010). It also questioned the national and internal monetary instruments in ensuring financial stability at the global level. In relation to Shiller’s (2008) argument, attention has been paid to the role and operation of financial markets, as well as financial institutions. Specifically, questions regarding the effectiveness of financial institutions and markets to price and administer risk have been raised. Analysts observe that there have been inability of private sector to manage risk effectively, and failure of public sector’s supervision of the financial markets (Mankoff, 2010). Interest rate While the financial world changed in the year 2007, the monetary instruments were not updated to handle the change (Swagel, 2009, p.43). The instruments were not transmitted effectively to realize positive impact. Initially, interest rates were traditionally treated as the main financial instrument that would protect an economy against financial difficulties, as well as enhance economic growth. A large number of emerging economies, including India, lowered their interest rates in an anticipation th at both prices and output would respond effectively. However, both output and prices did not respond in respect to the anticipation. An interest rate is majorly used in managing the supply of money in an economy. Interest rate has been observed by many individuals as a key monetary instrument in controlling lending and borrowing between financial institutions and consumers. The borrowing and lending is also executed amongst financial institutions. In the event that there is a high supply of money in an economy, a central bank would opt to raise the level of an interest rate. In this regard, credit availability is likely

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Reflective account for postgraduate activities - Essay Example All the same, I believed that my paper was in its comprehensive form. I was only to make a few changes with my lecturers in order to make the presentation easier. I finally made my oral presentation before other intellectuals and stakeholders. The initial part of the conference solely entailed presenting my ideas in concise forms. In the beginning, I made a justification for my study by stating that risk management is an unexplored element in the study of finance. This is because of the empiricism and analysis that studies on risk demands. In the oral presentation, I made my references from a PowerPoint slides that I had prepared on my laptop. This enabled me go through the presentation procedurally as I moved from the most basic parts to the most abstract segments. Thereafter, I faced questions from the audience, which occurred at the end of the presentation. When I began my PhD, I held the idea of testing my thoughts against fellow scholars. This is an ultimate feat for every scholar as other people discuss your findings over an issue. In turn, this is a method of gaining legitimacy in the academia. Gaining legitimacy finally certifies one’s academic products and makes a person gain acceptance among knowledgeable people. This is unlike the undergraduate level where there are no stringent standards over presenting ideas. In this sense, I wanted the foundation for advancing knowledge in the future and produce ideas that gain acceptance across disciplines. I realized that it takes more than a good idea to earn legitimacy in life. During the presentation, I had to develop charm while passing on my ideas. This because charm makes people glued to one’s ideas in spite of abstractions. Besides, I had to learn how to sustain an audience through long sessions. This was also essential for hearing my own inner voice as I made presentations.

Conduct Business Essay Example | Topics and Well Written Essays - 250 words

Conduct Business - Essay Example One disciplinary action for lateness is wage deduction, unless one is taken ill, in which case, the employer should follow the law in giving sick pay. Since many employees have at one time struggled with punctuality issues at the workplace, employers often encounter excuses for lateness such as excessive traffic, car breakdown, and alarm failure. Although an occasional lateness is forgivable, repeated cases call for disciplinary actions so that lateness may be curtailed. The first step to curbing lateness is by issuing staffs with work schedules in advance while keeping a master copy of the schedule for verification. Second, employees should be reminded of the importance of keeping time, be listened to and appraise fairly in case of lateness. In case of repeated lateness, a conference in which a calm and problem-solving approach is used is highly recommended between managers and employees. In fact, an employee’s schedule may be changed if the reason for lateness is genuine (Mooney, 2012). In these conferences where solutions to tardiness are sought, the negative impacts of tardiness not only on their professional lives but also their personal growth and development should be explained to employees. Increased productivity, morale, and job satisfaction are among the benefits of finding solution to workplace lateness. In fact, working together with employees in solving lateness related issues is a rather feasible method as all parties feel fairl y represented and appraised, implying that whatever the outcome of such joint efforts are inclusive and everyone feels part of the deliberations (Mooney,

Divergence approach to IHRM

Divergence approach to IHRM Introduction Since the globalization emerged in the 1950s, it has exerted profound effects on the development of businesses around the world. The rapid growth of internationalization and the introduction of advanced technologies have facilitated the expansion of industrialized organizations, resulting in an increase in the number and significance of multinational companies (MNCs). Research on MNCs, especially on how they have managed their people in different countries to improve economic performance and the implications of this on managerial behaviour, as a consequence, have been of interest to many academics and practitioners. This has led to the emergence of international human resource management (IHRM) as a branch of management studies that investigates the design and effects of organisational human resource practices in cross-cultural context (Peltonen, 2006 cited in De Cieri et al., 2007, p. 283). Although the recognition of the importance of human resource management (HRM) to the success or failure in international business has been growing quickly overtime, there is still a lack of consensus about whether there is one best way to manage human resources in international context or not. Several researchers advocating convergence approach claimed that HRM would be converged and universalized under the impacts of environmental changes such as globalisation and technological improvement while others following the divergence approach stated that there were many variables acting as constraints on implementing best practice. This paper firstly will critically discuss these two perspectives. Then, it will analyse a case study of the transfer of HRM practices from a UK retail firm StoreCo to its Chinese subsidiaries to answer this question. Convergence approach to IHRM Convergence theory, so-called universalist paradigm (Girgin, 2005), has its roots in the standpoints of management practices in the middle of the twentieth century, and has gained widespread acceptance in the United States (US). One of the earliest contributions to the thesis of convergence was the theory of bureaucracy and rationalization of Max Weber. However, the convergence perspective was actually propagated until the book entitled Industrialism and the Industrial Men: The problems of labour and management in economic growth written by Kerr et al. was published. According to Kerr et al., the technological and economic forces, as a logic of industrialism, would result in greater similarities in structures and work organization, therefore, produce progressive convergence towards the most efficient pattern of management practice, namely the US model (Girgin, 2005; Gooderham et al., 2004). It was because the widespread adoption of advanced technologies into operations required firms to seek a more effective way of management and labour organization. Meanwhile, the US was the industrial and technological leader, currently being considered the best in management practices. Consequently, it could be inferred that other nations would attempt to imitate the US and thus patterns in other countries were viewed as derivative of, or derivations from the US model (Locke et al., 1995 cited in Gooderham et al., 2004, p.19). Since the convergence point of view was introduced, it has gained much support from both globalization and transaction economic theories. Based on convergence thesis, the proponents of the globalization perspective also claimed that under the forces of globalization, a borderless world was created, which in turn made international firms become transnationals and separated from their original nationalities (Girgin, 2005). When nationality elements are overshadowed, MNCs would then tend to apply a new best model and as stated even stronger by transaction economic theorists, there would be one best way to manage people at any period of time (Williamson, 1975, 1985 cited in Gooderham et al., 2004). Although convergence thesis appeared to be reasonable especially in the international economic integration process, the fact that it laid too much stress on the impact of technology and market, and only sought similarities in business in general and IHRM in particular made it strongly criticized. As Rowley and Benson (2000) asserted, such views were too simplistic to assume that all organizations can produce competitive advantage to compete with each other by operating in the same way. Furthermore, the fact that Japanese MNCs with different organisational structure and management method have operated successfully in the world market and challenged the industrial leader position of those in the US, have led to the development of another viewpoint divergence approach. Divergence approach to IHRM Contrary to convergence point of view which assumed that the differences of local practices in HRM were only the reflection of different stages of development and will be ultimately replaced by one best way, advocates of divergence outlook agreed that there were significant gaps in the context acting as constraints on convergence trend. They were mainly argued and examined by two strands of divergence approach culturalist and institutional perspectives. The culturalist perspective The culturalist approach is mostly based on Hofstedes concepts of national culture and its dimensions, and focuses on the influences of culture when explaining the distinction of MNCs managerial behaviors. In the book Cultures consequence: International differences in work-related values, Hofstede (1984, p.21) defined culture as the interactive aggregate of common characteristics that influence a human groups response to its environment. Therefore, in order to manage personnel effectively in international scale, MNCs must be aware of the effects of various cultural-based norms and social values, existing learning styles and response styles and attempt to adapt management practices from one culture to another (Ferris et al., 1999). This has been substantially supported by a variety of comparative studies conducted by several experts such as Tayeb (1994, 1998), Nam (1995), Gill and Wong (1998). For instance, in a case study research of Japanese multinational subsidiary in Britain, Taye b (1994) found that the differences in perception of leadership style of British and Japanese employees were consistent with their cultural backgrounds. Consequently, in order to successfully transfer Japanese practices in the United Kingdom (UK) subsidiaries, Japanese managers had to be very selective in the adoption of the original management systems and had to modify some of them to adapt to local conditions. As Kamoche (1996) insisted, it was the cultural differences between countries that produce a degree of differentiation in the management of human resources in international context. Although there is no doubt that the variations in national cultures are currently more or less influencing the variations in managerial behaviours, there are several convincing reasons why this theory needs to be assessed. Firstly, the literature of Hofstede, the cornerstone of the culturalist approach, was criticized to have methodological flaws and weak conceptualization of culture, which simply attributed national level actions/ institutions to national culture without any theoretical grounding (McSweeny, 2002). Secondly, this approach, because of concentrating too much on history and individual perceptions, merely viewed national values and norms as deep-seated factors and overlooked any changes in values that may arise over time (Girgin, 2005). Accordingly, it might be difficult to explain a trend towards individualism among younger generation in some Asian countries such as Japan and Korea, which usually emphasise on collectivism, and its effects on HRM of MNCs (Sano, 1998 cite d in Rowley and Benson, 2000). Last but not least, the theory of Hofstede was unable to provide complete explanation for the implications of its behavioural indices, including power distance index, masculinity and long-term orientation, for the change of work organisation and managerial behaviour in various countries (Girgin, 2005). The institutionalist perspective Compared to culturalist strand, the institutionalist point of view is considered to be a more comprehensive approach as it gives a clearer definition of social institutional environment and system as a basis to expound the organisational behaviour. The national (or regional) business system or social systems of production, called by Hollingsworth and Boyer, was defined as a set of interlocking structures and institutions that fundamentally shape the nature of markets, competition and business activity in general (Ferner, 2000). Besides that, this perspective also represents itself as the strongest challenge to convergence theory when it contended that personnel management systems were embedded in their own national institutional environments, including the state, regulatory structures, interest groups, public opinion and norms, rather than driven by the economic and technological forces (Gooderham, 2004). According to Ferner (2000), despite the fact that there has been an increasing trend in borrowing and disseminating practices in MNCs due to the intensified competition in the world market, it would not necessarily lead to convergence. It was because borrowings would be more or less modified to adapt to the existing complex national business systems (Ferner, 2000). Since there are different national development paths, there will be different forms of business organisation and HRM practices respectively. Some opponents might criticise that institutional approach focused too much on the socially constructed organisational forms while downplaying the significance of organisational agency, especially, in the early work ,merely considered institutional contexts as stable elements without taking into account institutional changes (Bjorkman, 2006; Edwards and Kuruvilla, 2005). Nonetheless, articles on this theory published in several famous journals recently have shown that academics and practitioners have begun to lay more stress on the processes of deinstitutionalisation as well as pay more attention to the influences of interest, agency, organisational phenomena, social fields, industries both at the national and international levels (Bjorkman, 2006). Moreover, institutional theorists also stated that they did not regard the evolution of national business system as the determinant of future organisational choices rigidly. Their principle objective, as stated by Ferner (2000), is to prov ide a conceptual framework to the comparative study of distinct social systems of production. Then, understanding of how the behaviours of MNCs in host countries are different from those in their countries of origin will be revealed and analysed. There is no one best way but Based on what stated above, it could be confirmed that there is no one best way in managing human resource in international context. Although no one could deny the increasing convergence trend among national economies because of the pressures of globalization and the widespread adoption of advanced technologies, national business system and culture remain highly significant factors which could greatly hinder the implementation of convergence. In order to clarify this issue, a case study of the transfer of HRM practices from a UK MNC named StoreCo to its subsidiary DecoStore in China will be carefully analysed. StoreCo was a British-owned retailer established in the late 1960s. In June 1999 it built the first purpose-built decorative materials warehouse store in Shanghai named DecoStore. Then, it expanded its operation by opening the second store also in Shanghai in May 2000 (Gamble, 2003). During the process of building up its subsidiaries in China, a basic approach this corporation used was imitating its UK practices in all aspects from supply chain management to marketing, store layout and HRM. The overall business strategy of DecoStore was decided by the parent company in the UK and expatriate managers were sent to DecoStore to facilitate the diffusion of standardized MNC practices. Expatriates were not only in charge of spreading out standard operating processes but also of initiating HR procedures such as selection, recruitment, training and promotion. Additionally, StoreCo organized training courses to improve and standardize training for both shopfloor and managerial staff of its su bsidiaries. Table 1 below starkly illustrates how HRM practices were transferred to DecoStore. Based on the above table, DecoStores HRM practices appeared to be rather similar to the model of its UK parent corporate. Namely, both of them had the same non-hierachy organisational structure and an in-house employee representative consultation system called Grass Roots. However, there remained some remarked differences between StoreCo and its subsidiaries. Firstly, in terms of communication with workforce, while StoreCo tended to be open about supplying employees with detailed information from corporate strategy to daily sales figures, DecoStore seemed to be less communicative to its staff which was fairly similar to Chinese state-owned enterprises. This, according to Gamble (2003), could be caused by the influence of host country nationals, especially DecoStore senior Chinese director who required keeping company secret for security in an intensely competitive marketplace. Secondly, in terms of work pattern, due to the impact of local business system, namely the low-cost labour m arket, DecoStore were able to employ all full-time employees and that were completely contrasted with its UK parent firm where a large proportion of labour force worked part-time. In addition, since there were no tradition of do it yourself (DIY) service in Shanghai and great concern of expartriate managers about poor working habits among older workers, DecoStore preferred to hire younger generation and provided more extensive and systematic training-courses than those of its UK parent-country enterprise. The impacts of national business system were also clearly reflected by the existence of trade union and reimbursement policy of medical care costs and meal subsidy in the reward system of Chinese subsidiary which were not offered in StoreCo payment levels. Consequently, it could be concluded that even though StoreCo tried to apply consistent people management methods it considered the best to its subsidiaries, there remained a divergence in HRM practices between StoreCo and DecoSto re due to the effects of host country nationals, national institutional contexts and cultural factors. This means that although national economies are indeed become increasingly converged under the implications of advanced technologies and globalisation, national differences continue to be major intervening and moderating elements affecting how organizations operate, and therefore, there would be no one best way in managing human resources in international context. Conclusion In conclusion, since IHRM was emerged, there has been a wide debate between convergence and divergence perspectives about whether there is one best way in managing people in international context. Convergence theorists believed that under the technological and economic forces, structures and work organization would become similar and converge towards the most efficient pattern of management practice, namely the US model. In contrast, divergence approach offered several empirical studies to prove that cultural or national institutional business system would act as constraints on the implementation of one best practice across various countries. It might be true that national economies are indeed becoming increasingly converged in the international economic integration process. Nonetheless, based on the analysed case study, this paper has suggested that even though MNCs will seek to apply a controlling method they considered the best to their subsidiaries in order to secure benefits fro m the consistency in human resource (HR) practices in individual MNCs across countries as well as contribute to the implementation of a global business strategy, there would be no one best way in personnel management. IHRM, instead, might be the combination of both model of parent company and particular features influenced by local institutional environment and cultural elements. References Bjorkman, I., International human resource management research and institutional theory. In: G. K. Stahl I. Bjorkman, ed. 2006. Handbook of Research in International Human Resource Management. Northampton: Edward Elgar, pp. 463-474. Edwards, T. Kuruvilla, S., 2005. International HRM: national business systems, organisational politics and the international division of labour in MNCs. International Journal of Human Resource Management. [Online]. 16 (1), pp. 1-21. Available at: http://org8220renner.alliant.wikispaces.net/file/view/Edwards.pdf [Accessed 14 February 2010]. Ferner, A., 2000. The embeddedness of US multinational companies in the US business system: implications for HR/IR. [Occasional Papers Series] November 2000., Leicester: De Montfort University. Gamble, J., 2003. Transferring human resource practices from the United Kingdom to China: the limits and potential for convergence. International Journal of Human Resource Management. [Online]. 14 (3), pp. 369-387. Available at: http://docserver.ingentaconnect.com/deliver/connect/routledg/09585192/v14n3/s2.pdf?expires=1266460744id=55082112titleid=457accname=University+of+East+Angliachecksum=08C5D8BC5D6EEE9F5CC78EFA6D35EF01 [Accessed 11 February 2010]. Gill, R. Wong, A., 1998. The Cross-Cultural Transfer of Management Practices: The Case of Japanese HRM Practices in Singapore. International Journal of Human Resource Management. [Online]. 9 (1), pp. 116-135. Available at: http://web.ebscohost.com/ehost/pdf?vid=2hid=13sid=e28e4034-2ff2-42c0-aba4-b93445c0ebda%40sessionmgr10 [Accessed 9 February 2010]. Girgin, Z., Human Resource Management in an International Context. In: M. Ozbilgin, ed. 2005. International Human Resource Management Theory and Practice. Hampshire: Palgrave MacMillan, pp. 46-62. Gooderham, P. Morley, M. Brewster, C. Mayrhofer, W., Human Resource Management: A Universal Concept. In: C. Brewster, W. Mayrhofer M. Morley, ed. 2004. Human Resource Management in Europe: Evidence of Convergence?. Oxford: Elsevier Butterworth-Heinemann, pp. 1-26. Hofstede, G., 1984. Cultures Consequences: International Differences in Work-Related Values. California: SAGE Punlications. Kamoche, K., 1996. The Integration Differentiation Puzzle: A Resource Capability Perspective in International Human Resource Management. International Journal of Human Resource Management. [Online]. 7 (1), pp. 230-244. Available at: http://www.informaworld.com/smpp/ftinterface~content=a739429533~fulltext=713240930 [Accessed 9 February 2010]. McSweeny, B., 2002. Hofstedes Model of National Cultural Differences and their Consequences: A Triumph of Faith a Failure of Analysis. Human Relations. [Online]. 55 (1), pp. 89-118. Available at: http://www.uk.sagepub.com/managingandorganizations/downloads/Online%20articles/ch05/4%20-%20McSweeney.pdf [Accessed 11 February 2010]. Nam, S., 1995. Culture, Control and Commitment in international joint ventures. International Journal of Human Resource Management. [Online]. 6 (3), pp. 553-567. Available at: http://web.ebscohost.com/ehost/pdf?vid=2hid=13sid=a66410a0-5d44-49ed-ac2b-31828678f4f7%40sessionmgr14 [Accessed 9 February 2010]. Rowley, C. Benson, J., 2000. Convergence and Divergence in Asian Human Resource Management. In: Association Francophone de Gestaion des Ressources Humaines. Paris, France, 16-17 November 2000. Tayeb, M., (1994). Japanese Managers and British Culture: A Comparative Case Study. International Journal of Human Resource Management. [Online]. 5 (1), pp. 145-166. Available at: http://web.ebscohost.com/ehost/pdf?vid=2hid=13sid=5e7d209f-ddc5-4e41-a95c-639152c3b146%40sessionmgr11 [Accessed 9 February 2010]. Tayeb, M., 1998. Transfer of HRM Practices across Cultures: An American Company in Scotland. International Journal of Human Resource Management. [Online]. 12 (4), pp. 332-358. Available at: http://docserver.ingentaconnect.com/deliver/connect/routledg/09585192/v9n2/s6.pdf?expires=1266464175id=55082703titleid=457accname=University+of+East+Angliachecksum=405B3A88F4DCC6A6A7A66B92155A506D [Accessed 8 February 2010].

Marketing theory and concepts Essay

Every business wither it’s small or big, aim to meet the needs of their actual and potential customers. In order for them to do this, they need to follow some sort of theory and concept. This assignment will be looking at the marketing theory and marketing concepts which are portrayed in the traditional marketing literature, and how they have limited application in guiding small business marketing practice. Marketing plays a vital role not only in developing, producing, and selling products or services, but also in guiding recruiting labors and raising capital. Although it can be said that successful entrepreneurs undertake marketing in unusual ways. They mainly rely on interactive marketing methods, which is often communicated through word-of-mouth rather than a more traditional marketing mix. Entrepreneurs monitor the marketplace through informal networks rather than formalised market research, and generally adopt more entrepreneurial approaches to marketing activities. However, depending on the business model, a complex and formalised initial market research can be crucial for a successful market entry. There are many marketing theories that are used in traditional marketing literature such as Schumpeter (1934) who said that entrepreneurs proactively ‘created’ opportunity, using ‘innovative combinations’ which often included ‘creative destruction’ of passive or lethargic economic markets. According to Schumpeter the role of an entrepreneur is to innovate, and by doing this, you move the economy from one equilibrium to another. This kind of innovation could come about from one or more introduction of a new product; a new method of production; the development of a new market; the use of new sources of raw material, and the reorganisation of a new industry or its processes. He also distinguished between the entrepreneur and the capitalist. Schumpeter agreed with the fact, that in practice an innovator could also actually be a capitalist. Another well-known theorist next to Schumpeter is Kirzner (1973) who said that entrepreneurs should have a sense of ‘alertness’ to identify the opportunities in the market and exploit them accordingly . He states ‘The  pure entrepreneur, on the other hand, proceeds by his alertness to discover and exploit situations in which he is able to sell for high prices that which he can buy for low prices. Pure entrepreneur profit is the difference between the two sets of prices. The discovery of a profit opportunity means the discovery of something obtainable for nothing at all. No investment at all is required; the free ten-dollar bill is discovered to be already within one is grasps’ (Kirzner, 1973, 48). The marketing concept has changed significantly over time. In today’s business world the customer is at the forefront, not all businesses in the past followed this concept, as they placed other factors first rather than their customers this is shown as follows:Production Oriented was the focus of the actual business and not the customer needs, as where this has now changed and we can see that it is more focused on customer needs. Production Orientation is when the company believe that they have a superior product, based on quality and features. Due to this thinking the company assume the customers will like it to. In today’s market the customers decide as to what product they like. Sales Orientation is the focus where the company makes a product or provides a service, and then sells or offers it to the target market. This causes problems, as consumers may not like what is being offered to them, which is why companies are making sure that they test their services out, to a small group of the target audience. Market Orientation concept has not actually changed over time, it puts the customers first, as the companies try to understand the needs of the customers by using appropriate research methods. These methods are then developed to make sure information from customers, are fed back to the company for them to see what the target audience are interested in . SMEs who may adapt the marketing concept or 4Ps do so fully rather than explicitly (Carson and Gilmore, 2000). Jaworski and Kohli, (1990) also commented on the limitations of the marketing concept (p15). Therefore, the  SME approach is characterized by networking with stakeholder’s awareness to customer needs (Gilmore, Carson and Grant, 2001; &Hill and Wright, 2001). Which is characterized by the size of these firms and their closeness to customers, (Gilmore, Carson, O’Donnell and Cummins, 1999) as well as inexpensive forms of marketing such as word of mouth (Gilmore 1999). It is vital for SMEs to set the 4Ps, target a market and position themselves, but how this is done and planned is an important issue as it helps guiding a small business to success. Differences between traditional market literature and variants produced during the 1960’s were mainly attributable to the addition of concepts popularized during that decade. For example, Cundiff and Still covered an analysis of the 4 P’s of marketing with the concept that marketing is a subsystem of business. (Cundiff, E.W., Still, R.R. 1976)The basic principles of marketing are generally applicable to large and small businesses. Marketing in SMEs has been recognized as a problematic area for researchers for over 20 years (Chaston and Mangles, 2002; Siu and Kirby, 1998). SME marketing in practice is considered to be mainly done though networking (Gilmore 2001) or a combination of transaction, relationship, interaction and network marketing (Brodie 1997). Recently the use of Internet marketing (Chaffey 2000) or e-commerce (Rayport and Jaworski, 2001) has become popular in all types of businesses including SMEs. Marketing in practice in small firms seem to rely mainly on personal contact networks (Hill and Wright, 2001; Gilmore 2001; Brodie 1997) and is often driven by the particular way a manager does business. According to Gilmore (2001) marketing in SMEs is likely to be chaotic, informal, loose, unstructured, spontaneous, and reactive and conform to industry norms. Gilmore (2001) showed that as a result of networking there was a high level of communication between the SME manager and their competitors then what is usually reported in the marketing literature as well as competing firms may be quite supportive of each other. Similarly, networking with customers usually involves building a relationship with one or two key individuals in those companies. If these individuals were to leave then the relationship the company would break (Gilmore 2001). SME owners must recognize that  building relationships are vital to a company’s success and they invest a considerable amount of time and effort in maintaining good relations with regular clients (Gilmore 2001). The foundation and existence of an effective networking is concerned with maximizing marketing opportunities and ensuring the enterprise’s survival and development (Gilmore 2001). Something, which is more important, in today’s world, is having a foot in the business market, which is constantly changing to meet customer needs. The tables have been turned on the fortunes of many long-established firms. It’s believed that a majority of firms that are in trouble, and those that have failed recently, have done so because they have been let down by their own marketing. Traditional marketing is now being turned. The ideas of marketing and branding strategy that passed for conventional wisdom before do not hold true today. A small but growing number of innovative firms have adopted completely new and differentiate approaches in marketing, reflecting a clear and unmistakable change in the global culture. In this era of globalisation and the Internet the consumer is behaving in a radically different way and is no longer vulnerable to the overworked ploys of marketing. The present times call for a new competition one that strays from the prescriptions that traditional marketing theory holds, that sometimes works in a way that it is counter to it and that lays focus on network-building and â€Å"pulling the customer† above all else. Many experienced hands in corporate boardrooms are oblivious to these shifting sands and evolving trends, and are paying the price as a result. In general the basic principles and concepts of marketing are as relevant to SMEs as it is to larger firms, but some theories, tools and techniques of marketing are not as relevant or useful to SMEs. The nature of SME marketing is the concept, which is mainly dominated by the inherent characteristics of the entrepreneur and the SME itself. Although not all small business may take the marketing theories and concepts in to consideration, while carrying out some sort of market research they will have come a across them. They may have limited application in today’s marketing world but they do provide the basis for which a business can start their research on which helps guiding them in to the marketing practice. Therefore marketing theories and Concepts  portrayed in the traditional marketing literature has limited application in guiding small business marketing practice although they give the business a rough base to start their market practice. Competition and Entrepreneurship, The University of Chicago Press, Chicago and LondonCarson, D. and A. Gilmore, (2000), â€Å"Marketing at the Interface: Not ‘What’ But ‘How'†, Journal of Marketing Theory and Practice, Vol. 8Kohli, A. K. and B. J. Jaworski, (1990), â€Å"The Construct, Research Propositions, and Managerial Implications†, Journal of Marketing,(Gilmore, Carson and Grant, 2001; &Hill and Wright, 2001). Gilmore, A., D. Carson and K. Grant (2001), â€Å"SME Marketing in Practice†, MarketingIntelligence and Planning, Vol. 19(Gilmore, Carson, O’Donnell and Cummins, 1999) â€Å"Added value: A QualitativeAssessment of SME Marketing†, Irish Marketing Review(Cundiff, E.W., Still, R.R. 1976), Fundamentals of Modern Marketing, 2nd ed.)Chaston, I and Mangles, T. (2002) â€Å"Small Business Marketing Management.†Siu, W. and Kirby, D.A. (1998) â€Å"Approaches to small firm marketing: A Critique.† European Journal o f Marketing, vol. 32, no. Brodie, R.J., Coviello, N.E., Brookes, R.W. and Little, V. (1997) â€Å"Towards a Paradigm Shiftin Marketing? An Examination of Current Marketing Practices.† Journal of Marketing Management,Chaffey, D., Mayer, R., Johnston, K. and Ellis-Chadwick, F. (2000) â€Å"Internet Marketing.† Prentice Hall, Harlow, EnglandRayport, J. F. and Jaworski, B. J. (2001) â€Å"e-Commerce.† McGraw-Hill, Boston, USA. Hill, J. and Wright, L. T. (2001) â€Å"A Qualitative Research Agenda for Small to Medium-sized Enterprises.† Marketing Intelligence and Planning,http://www.druid.dk/uploads/tx_picturedb/ds1998-9.pdfhttps://www.mises.org/journals/scholar/wood.pdfhttp://knight.fcu.edu.tw/~gunning/subjecti/workpape/kirz_ent.pdfBooksHandbook of Entrepreneurship Research and Interdisciplinary Survey and Introduction By: Zoltan J Acs, David B

The eNotes Blog Celebrate Bloomsday and Learn About JamesJoyce!

Celebrate Bloomsday and Learn About JamesJoyce! Here at , we love the opportunity to celebrate literature and our favorite authors, and it just so happens that one of the most internationally recognized literary holidays is right around the corner!On June 16th, we honor the highly influential James Joyce and his most famous work  Ulysses with a little celebration known as Bloomsday. For those of you unfamiliar with the story,  Ulysses is a 20th century take on Homers  Odyssey, and it follows a day in the life of character Leopold Bloom as he meanders his way around Dublin, encountering individuals with unique life stories whilst he contemplates his own.  Ulysses  is written in a stream of consciousness format, playing with experimental prose so as to better delve into the minds and thoughts of his characters. As Irish scholar  Declan Kiberd  said, Before Joyce, no writer of fiction had so foregrounded the process of thinking. In other words, James Joyce was a talented writer and  Ulysses was very much a display of his literary abilities. The story, published (at first merely serialized in an American newspaper) in 1918, was already gathering a decent amount of buzz only two years later in 1920. As early as 1924, there were records of the first celebrations of Bloomsday, acknowledged by Joyce himself in a letter to Miss Weaver, his longtime patron, where he states, There is a group of people who observe what they call Blooms Day- 16th of June. Since then, the festivities have broadened significantly and are now well-known throughout the globe, with celebrations from Dublin to Australia. These days, typical festivities involve readings of the novel, pub crawls, themed meals, dress-up, and more Guinness than you thought possible. But, to keep things PG, enjoy the following list of facts about James Joyce and his famed novel to get you in the spirit of the season. Joyce  had a couple of intense phobias, including a lifelong fear of dogs, inspired by a canine attack in his youth. His other more pressing fear was a terror of thunderstorms; also in his youth, his grandmother would tell him that thunderstorms were a sign of Gods wrath. Even after he declared his independence from the Catholic Church, it seems the fear stuck with him, and he never quite grew accustomed to the presence of thunder and lightning. Joyces grandson, in addition to being named after a character in  Ulysses, has done much to contribute to his late grandfathers legacy.  It is heavily speculated that Joyces grandson, Stephen, has destroyed a number of his grandfathers letters to protect their contents from prying eyes. Additionally, Stephen has spoken out a number of times and prevented what he deemed inappropriate adaptations of Joyces work. You may wonder why Joyce specifically set  Ulysses  on June 16th  Well, wonder no more! Joyce chose this particular date because it was the anniversary of his first date with Nora Barnacle, the woman he would eventually marry and have two children with. Nora Barnacle The library at University College in Dublin was named after him (The James Joyce Library). As it turns out, Joyce actually attended a number of schools, including Clongowes College and Belvedere College, before  finally graduating from University College in Dublin. Ted Hughes and Sylvia Plath were also Joyce/Ulysses  fans The two authors tied the knot on June 16th, 1956 in honor of Bloomsday- it seems quite the day for romance! He didnt originally aspire to be a writer. Though his father, John Joyce, was deeply invested in literature, the father and son didnt get along too well and its likely that James Joyce went into the study of medicine to distance himself from his fathers legacy. Whilst in Paris studying science and medicine, Joyce was called back to Dublin to see his mother on her deathbed; he did not return to the medical community and instead turned to writing (though he and his wife did return to continental Europe). He wasnt the most sociable. Documents and personal accounts of the time period describe Joyce as aloof or arrogant, and it is likely that these descriptions assisted in the  perception of artists and authors as mysterious and avant-garde. He didnt play nice with other writers either Particularly in the case of William Butler Yeats. Yeats was desperate for the younger author to like him and offered on multiple occasions to read Joyces poetry. Eventually, Joyce replied with rolled eyes and the comment: I do so since you ask me, but I attach no more importance to your opinion than anybody one meets in the streets. Yikes! (Let us point out that Yeats is also a rather spectacular author, respected both in his time and still today). Joyce underwent twenty-five  eye surgeries in his lifetime.*  Even today, with the evolution of modern medicine, we dont often think of people going under the knife more than  maybe a couple of times in their life - except in the case of extremely persistent conditions. Joyce was a sufferer of one of those unfortunate conditions, and it just so happened that it was his eyes that bore the brunt of the misfortune. Famous for his relative blindness, Joyce received his first pair of glasses at just six years old. Only years later did he begin what would be a lifetime of attempts to repair conditions like inflammation of the iris and spontaneous reshaping of the pupil. *Bonus eye fact: On more than one occasion, doctors applied actual  leeches to his  eyeballs to reduce swelling. Think of that any time you have to go to the eye doctor, and thank your lucky stars that medicine has moved beyond leeching A lot of early copies of  Ulysses  were burned. As stated before,  Ulysses  was originally published as  a serial in the U.S. in 1918, but it was not made into an official book until 1934. Somewhere in those sixteen years between the serial and the novel, some hooligans got it in their minds to combine and bind some illicit copies and distribute them via post. Well, when the U.S. Post Office got wind of this plan, they seized the illegal copies and had them all burned.

FINAL PROJECT Essays - Educational Psychology, Educators, Teaching

FINAL PROJECT Essays - Educational Psychology, Educators, Teaching FINAL PROJECT Crystal Burgess July 29, 2011 HRDV 5610 Describe the problem I currently work for a child development center in Knoxville, Tennessee. The center serves ages six weeks to five years. The center is a three-star program (Star Quality) and licensed by the State of Tennessee. The preschool follows the Creative Curriculum and also provides enrichment classes such as music, dance and gymnastics. Star-Quality recognizes child care providers who meet a higher standard of quality. Once qualified for this program, a provider can receive one, two, or three stars to place on its license and display in its center or home. Each star shows that the provider meets increasingly higher standards. In other words, the more stars a program has, the better the quality of care it offers to children. One factor is the Program Assessment. Highly trained assessors go to the child care facility and observe it. During the observation, one or more Assessors will look at the centers indoor and outdoor spaces, activities, materials and the interactions among children and between children and adults. They will observe these things for each classroom being assessed. Assessors will keep a low profile and try to remain unnoticeable while in the classroom. They do this so the adults and children can interact naturally. Before the Star evaluation, during, and awaiting the results can be very stressful. Starting the job, you are placed in a class to train under a seasoned teacher. This teacher trains the new employee and demonstrates why the center is a three-star center and uses shows the employee how to correct serve the students at the optimal level of child care. Many of the teachers, however, use shortcuts to the proper technique and cause the new employees to be uncertain of what is the best standard based on the Star Quality. The problem I will be exploring in this paper is how to proper train new employees on the excellent care for the center at the three-star level. Analyze needs To determine the strengths and weaknesses of the new employee, a task analysis would have to be conducted. The new teachers must have specific levels of knowledge, skill, and ability to demonstrate during the STARS evaluations. An observation of the employee's teaching could help identify the areas of need. The observation would be a mock trial of STARS evaluation. The assessor would look to be sure each teacher masters the objectives set. A person analysis would also need to ensure the employees and potential employees have the readiness for training. It would be used to determine if they have the personal characteristics (ability, attitudes, beliefs, and motivation) required to learn the complex STARS program content and apply it on the job and to ensure that the classroom will facilitate learning and safety. In addition to the task and person analysis, an organizational analysis should be given. Because the child care facility strives for three-stars, we need to identify whether the training in place supports the company's strategic direction and follows the STAR program requirement. We also need to determine whether the managers and employees support training activities and what training resources are available. The director of the center must develop and present training aligned with the mission, vision and goals of the STARS program. This is crucial for the ultimate success of the training as the managers are directed to make it a priority to support and incorporate the training results into their areas of the child development center. Human Resources must have a through understanding of the type of training and identify who needs it before task analysis can begin. Current knowledge and skill levels must be determined first. This also an important step to determine job description requirements for future staffing needs. Learning Objectives/Training Method The main learning objective is to successfully train new employees about the protection of health and safety. Another objective is to build relationships with children, parents, extended family, and community and to provide students opportunities for stimulation and learning from experience. If all objectives are mastered, the child care center will be about to reach the maximum level of stars. To train the new employees, I would first inform the training teachers how important proper training would be for the new employees as well as the for the center's accreditation. The training teachers should demonstrate all learning objectives. Each trainer might have a different way of doing things. Their practices can be seen in the kinds of activities children do, in the way that children and adults talk to each other, in the kinds

E2F1 is crucial for E2F-dependent apoptosis Coursework

E2F1 is crucial for E2F-dependent apoptosis - Coursework Example These proteins have the ability to function at all parts of the cell. These genes also lead to the discovery of familial cancer syndromes. About 50 tumor suppressor genes were catalogued and pRb and p53 proteins were found to have preeminent importance in the human tumor pathogenesis. pRb is closely co ordinate with the cell cycle. pRb hyperphosphorylation occurs when the cells pass the M/G1 transition at the R point. pRb contains atleast 16 different sites for phosphorylation. Thus it proves that pRb is the molecular governor of the R point transition. After the findings that the DNA tumor-virus encoded oncoproteins can disrupt the regulation of cell growth, the importance of learning pRb became important. It was also found that 3 DNA tumor virus oncoproteins, though they are structurally unrelated, they targeted the pRb. pRb inactivation can be done in four pathways. Interaction with viral proteins, phosphorylation, gene mutation and caspase mediated deregulation. The binding of th e onco proteins at the site of pRb also promote cellular proliferation. The cell cycle dependent transcription was associated with the co ordination of the pRb and the E2F as the central mechanism. The pRB which are also called as rocket proteins helps to silence the E2F regulated promoters. The complexes between the pRb and the E2F family members were found to be formed at various phases of the cell cycle. The pRb/E2F complex helps to regulate growth arrest and cell cycle reentry. This association is released by phosphorylation of the pRb by the cyclin dependent kinase. In the absence of pRb protein, the cell death was found to be higher. Hence the effect of pRb on the apoptosis was studied. The E2F protein and the pRb complex formation and dissociation was extensively studied. Apoptosis in the absence of the pRb was found to be dependent on the activity of E2F1. The cell cycle progression is dependent upon the release of the E2F mediated by the phosphorylation of pRb. The E2Fs con tain a distinct domain at the C terminus which is more important for protein binding. The E2F1 mediated apoptosis is ascribed to two mechanisms both p53- dependent and p53- independent. When there occurs any DNA damage during the G0 and G1 phases, the p 53 tumor suppressor proteins induces apoptosis. E2F1 can proliferate and arrest the cell cycle at any stage. Thus it acts as both positive and negative regulator. The hypophosphorylation of pRb binds to the E2Fs and activates it through negative regulation. Thus E2Fs expression on regulated genes increases. Since E2F1 and E2F3 loss can induce apoptosis, this became the key factor in the study of human cancer. E2F transcription factor are associated with a number of promoters on the cell cycle at G1. These E2Fs are bound by many pocket proteins. These pocket proteins are the pRb proteins. When these pRbs undergo hyperphosphorylation, they lose their grip on E2Fs and they stimulate the transcription of the genes. The viral onco protein s target the pRb and they mimic pRb hyperhosphorylation and prevent pRb from binding to the E2Fs. E2Fs is a heterodimeric protein composed of E2F1, 2, 3, 4, 5 and 6 sub units. In this report, the ability of E2F3 to trigger apoptosis in vivo was analyzed and concluded that E2F3 deregulation will trigger apoptosis. It was also concluded that E2F1 and E2F3 association is required for

Organizations and Behavior Essay Example | Topics and Well Written Essays - 1250 words

Organizations and Behavior - Essay Example However dealing with how organizations behave, it is necessary to see how the concept of leadership is in an organization. Leadership is all about the needs of the individuals of an organization. Leadership styles are mostly related to the situation in hand. They are used by considering the requirements of people involved and the particular challenges that the organization is facing. There are apparently six different leadership styles or approaches (Kotter and Cohen, 2002, p124). The first one is Visionary. This style is needed when an organization is looking for a new direction and its aim is to move people towards a new goal. Second one is coaching. This style deals with the development of individuals and showing how they can improve their performance and connects their aims to the aims of the organization. Coaching is best for organizations in which the workers who are initiative and want more professional development (Hatch, 2006, p19). Thirdly there is the Affiliate style. This style talks about team work and how a good connection between groups is important. This approach is important in improving and increasing team harmony and morale and improving communication or repairing any type of broken trusts within an organization. However too much praise can lead to poor performance as well. The fourth one is the Democratic style. This style deals with people’s knowledge and skills and introduces a commitment towards goals. However this style will fail in times of crises and in times of urgent decisions. The fifth style is Pacesetting. This style deals with the high standards of performance. The leaders want a perfect work and better and faster things. This style fails in if used too much hence it should be used sparingly. The final and sixth style is Commanding style. This style is also known as the military model. This is the most often used one but the least effective though. It deals with less praise and more criticism; it