Discribe the structure and function to the relevant organ system as Essay

Discribe the structure and function to the relevant organ system as the day progresses - Essay Example In the morning, blood flow to the small intestine will be increased to transport the absorbed nutrients to the liver and then to the rest of the body. Excess glucose will be stored in the liver, muscle cells and adipose tissue. During the walk to work, the cardiovascular system will respond by increasing the heart rate to source oxygen and glucose to the muscle cells. If the nature of the work requires a lot of physical activities, the cardiovascular system will respond in the same way. However, the heart rate will reduce during rest periods (Daniels, 2012, p. 244). In the afternoon, the cardiovascular system will respond to the food intake by supplying more blood to the small intestine to facilitate absorption of nutrients. Excess amino acids will be broken down in the liver and the wastes transported to the kidney for excretion while the rest will be transported to the cells which require them. During the snack after lunch, more fluid will be absorbed in the colon and kidneys to replace fluids lost during the day. In the evening, the cardiovascular system will respond to the exercise training and walk by increasing blood flow to the muscle cells. Increased supply replenishes the lost water and electrolytes in the muscles, thus preventing rapid muscle fatigue. During supper, the blood supply will be concentrated on the digestive tract to facilitate absorption of nutrients from the small intestine and water from the colon. The digestive system also plays an important role during the day. Its main function is to break down complex food particles to simpler forms that can be easily absorbed in the body. In the morning, blood glucose levels are low due to the night spent without food intake. As a result, the stomach will send signals to the brain to stimulate hunger. After the food has been ingested, digestion will take place, and the body will absorb the glucose from the breakfast meal to be used as a source of energy for

Proxy Server Essay Example for Free

Proxy Server Essay Annotations: This research paper is an extract from an about 100 pages enfolding diploma thesis of Martin Eisermann, student at the Fachhochschule Rosenheim (University of Applied Sciences), Germany. It contains the results of performance tests, accomplished with MS Proxy Server 2.0, MS ISA Server and Linux Squid Proxy. This work reflects the personal impressions and test results of the author, made with web performance testing software, described later in this document. The paper is a translation from German into the English language, so it might not be written with the best phraseology. Microsoft, Windows, Windows NT, Windows XP, Internet Information Server (IIS), Web Application Stress Tool, Internet Security and Acceleration (ISA) Server, Proxy 2.0 are either registered trademarks or trademarks of Microsoft Corporation in the United States and other countries/regions. Other products and Company names mentioned herein may be trademarks of the respective owners. 1. Executive Summary This technical research paper contains the results of a performance test scenario with the Microsoft Internet Security and Acceleration (ISA) server, which should make clear, how good proxy servers can improve the speed of a web server. At the beginning, it describes the structure of the test scenario, with aspects of hardware and software. Then, a product will be chosen from a variety of different test tools, which compete with each other. The benefits and drawbacks of every product will be elucidated. The next chapter explains, which products will be compared with the MS ISA server and why they were selected. The following test results are representing the biggest section in this research paper. Finally, there is a short summary of the newly gained cognitions. 2. Test scenario To get an impression, how proxy servers can improve the performance of a network or of a single web server, the following scenario was build: 100 Mbit 100 Mbit Webserver (IIS 5.0) Proxy Server Workstations ill. 1 The workstations shown in illustration 1 are simulating the internal LAN (local area network) clients, which are among themselves connected with a fast Ethernet switch (100 Mbit). The web server, which is also connected with 100 Mbit, simulates the Internet. However, this network capacity is mostly not found in small and/ or middle enterprises, but for compensation, the web server is an outdated machine. The technical data of all components used for the tests is described in table 1. Technical data: System web server proxy server Workstations CPU Pentium AMD Duron Pentium II MHz RAM 200 800 400 96 MB 512 MB 256 MB OS Win XP Prof., IIS 5.0 variable Win NT 4.0 Prof. Tab. 1 3. Test tool selection In the Internet, it is not difficult to find programs, which can execute diverse performance tests for web servers. Many of them, especially if they are build for Linux, are free of charge, but if one likes to have graphical analysis it gets more difficult. Often one has to decide using a Microsoft Windows 32-bit application, which, in general, costs a lot of money. Another problem is the possibility to integrate a proxy server to the web testing tools. Most tools dont support that. Of course, this is comprehensible: which operator, who wants to test his web server performance, likes the results be influenced by a proxy? But in this scenario, it is absolutely necessary. Regarding this two product selection preconditions, there arent left a lot tools. Three remaining products are the WebPolygrah Benchmark Tool from Measurement Factory, Microsofts Web Application Stress Tool and the Web Performance TrainerTM from Web Performance Inc. On a first look, they all three seem to offer the wished functionality. a) WebPolygraph Benchmark Tool: The WebPolygraph Benchmark Tool is freely availably at http://www.webpolygraph.org. The tool was originally developed for Linux based systems, but in between there are also MS Windows 32-bit binaries downloadable. The actually available documentation in the Internet is not sufficient to set up a test environment quickly and without intensive knowledge of the product. More examples and more detailed descriptions would help a lot. A graphical user interface is not implemented, too. b) Microsoft Web Application Stress Tool Also freely available is Microsofts web testing utility, the Web Application Stress Tool. It is downloadable at http://www.microsoft.com. The documentation, which can be found in the Internet, is clearly structured and useful. The handling of the product is intuitive for experienced Windows users. The missing integration of a proxy server in its configuration setup, makes the tool nearly useless, but Microsoft offers a solution: one have to install the Microsoft Proxy Client (or the Microsoft ISA Firewall Client) on the machine, which is used to perform the web tests, then the tests are working suitable. There is only one more problem left, which will get clearer in the next few minutes: There is no proxy client or firewall client available for Linux! And because there is a Linux product in the test environment, the Stress Tool is not useful at last. c) Web Performance TrainerTM 2.4 Finally, the software product from Web Performance Inc. (http://www.webperformanceinc.com) fulfilled all preconditions: graphical user interface, proxy configuration, easy understandable, Internet based documentation. All installation problems and handling questions where answered fast and competent. The product handling is similar to the Web Application Stress Tool, but there are versions for both, Linux and Windows operating systems. The demo version only supports an amount of 25 users, but Web Performance Inc. offered a time limited 3000 user version, for the tests. At this point many thanks for that again. 4. Test specification The web content for the tests is completely static, that means pictures and html-files, No dynamic pages like asp or php were inherited. Reason: these pages are normally not cached in a proxy server. The amount of data used is about 4.8 MB. The test run time is determined to 30 minutes. Significant performance differences should be visible within this time. The Web Performance trainer v2.4 can increase the number of concurrent users by 25 every minute. So, at the end of the test, a maximum number of 750 users can poll the web server. 5. Choosing the proxy products If someone tests the speed of a web or proxy server, he would not now, if his results are good or bad, if he doesnt make a comparison with other products. For this reason, beside the ISA server, the Microsoft Proxy 2.0 and a Linux Squid proxy were other test candidates. The decision for MS Proxy 2.0 is easy to explain. It is the original product, Microsoft build the ISA server on. It also runs on Windows 32bit operating systems and Microsoft propagates, that the ISA server runs about 10 times faster. The Linux squid proxy is in the test field, because it has the same functionality like the MS proxy versions, but runs on a completely different platform. Another reason is, that Linux and squid are both freeware products and thats a big advantage. 6. The test results The most important results, if one tests the performance of web or proxy servers, are described with the data: Total Hits, Errors, Hits/sec and Bytes/sec. In all following diagrams, the colors are defined as follows: Total Hits Errors red Hits/sec Bytes/sec black yellow (with factor: 0,001 kB/sec) green 6.1 Web server (standalone) For a first view, the next two illustrations are showing the test results of the web server, without a proxy: Ill. 2 Ill. 3 While the 30 minutes test duration there were only 111.451 hits and 298.778 errors recognized by the Web Performance TrainerTM and only 470 users could by simulated at all. In the first minutes of the test, the amount of kilobytes per second is relatively high (~ 550) but from minute 11:00, they decrease to an average number of 165 kb/s. A stable result of only 50 hits per second can be metered. Already explained before in this paper, the used web server is an old computer, so these bad results are nothing to wonder. How good the results could get with proxy servers in front of it, will be shown in the next chapter. 6.2 MS Proxy 2.0 vs. MS ISA-Server In a first step, the two Microsoft products will be compared with each other. Already their total hits within this 30 minutes, differ a lot. The ISA-Server has about four times better results than it’s predecessor, while the total number of errors is just about three times higher. MS Proxy 2.0 – Total Hits: 206.953 – Errors: 74.572 Ill. 4 Ill. 5 MS ISA-Server – Total Hits: 781.851 – Errors: 232.879 So, the superiority of the new product is verified. Surprisingly, the count of errors of the MS Proxy 2.0 loose their nearly parallel growth with the total hits line in the 8th minute, and increase much slower in the next 22 test minutes. For this effect couldn’t be found a reason. MS Proxy 2.0 – Hits/Sec – kB/s Ill. 6 MS ISA-Server – Hits/Sec – kB/s Ill. 7 The comparison of the hits/s, shows that the MS Proxy 2.0 cannot exceed the previous peak values of the web server a lot, but holds them constantly (~ 550 kB/s at ~120 hits/s). Whereas the ISA server lies with it’s ~500 hits/s explicit over the MS Proxy 2.0. A ten times higher rate, shown in the small illustration 8 (submitted by Microsoft), cannot be proven. Ill. 7 6.3 Linux Squid vs. MS ISA server The second test candidate is the squid proxy server, based on the operating system RedHat Linux version 7.2. The software products can be downloaded freely from the Internet (http://www.redhat.com; http://www.squid-cache.org). The squid version, used for the test, is release 2.4 stable 1-5. Linux Squid – Total Hits: 1.335.949 – Errors: 303.204 Ill. 9 MS ISA-Server – Total Hits: 781.851 – Errors: 232.879 Ill. 10 This comparing test shows significantly, the higher performance of the squid proxy in opposite to the MS ISA server: it is nearly doubled. The amount of not completed requests is irrelevant higher. Further results like hits per second and kilobytes per second are making this even clearer. Linux Squid – Hits/Sec – kB/s Ill. 11 MS ISA-Server – Hits/Sec – kB/s Ill. 12 In the first six minutes, ISA and squid are competing with each other and are reaching values of 2.600 kb/sec. But then, the performance of the ISA server slackens and even decreases to an average value of 2.200 kb/s. Whereas the performance of the squid proxy reaches its limit not before the maximum possible network throughput rate (at 100 Mbit) of about 4450 kb/sec in the 9th test minute. Then the average value also decreases a little until circa 4300 kbytes per second. 7. Summary The squid proxy, running on a freeware product, is apparently the fastest proxy server within the three test candidates. Its normal implementation is not hard, if the corresponding administrator has little knowledge about Linux. On the other hand, which corporation is in the need of this high caching rates? Who has 750 users that make 1.35 million web requests in 30 minutes? So, if there is already a Windows based network, which perhaps already implemented a MS Proxy 2.0 server, there is no real need to change to a Linux proxy variant instead of updating to an ISA server. On further reason, to prefer the MS ISA server instead of the squid proxy in an existing Windows based network, might be, that all already implemented user groups can be left and later used in the ISA server configuration after an update. Implementing the authorization structure of a Windows 2000 or NT domain on a Linux computer is certainly possible, but probably not easy for a typical Windows Administrator. And implementing the users on two security

Workforce Planning

Workforce Planning Scenario: Thinking of brands with a prestige; Louis Vuitton Moet Hennessy or LVMH is going to come in many peoples thoughts straight away. LVMH is a business organisation involved in many areas and in many countries specialized in luxury goods. In this report, the researcher as a human resource consultant in LVMH, professional consultation on various aspects of HR planning and development is needed. Task 1: Objectives: What is Workforce Planning Workforce planning at global level Purpose of HR planning in LVMH A plan is a process of doing something and the way of doing it. It is the middle stage of current state of affairs and the future state of affairs. Whereas, workforce planning is the process of pointing out what kind of human resource organization needs, to fulfil its goals and objectives. It determines the skill, knowledge and experience required for a given job. Workforce planning helps: Control employee costs Assess talent needs Cost effectiveness of employees Efficiency of employees Assess human capital needs and risks. Optimum performance, knowledge in different cultural, being pro-active are few reasons for workforce planning internationally. Above all language and culture which also include religion, peoples beliefs and traditional practices; are often considered as a major issue here. HR is planned at global level to increase their knowledge, skill and experience in different working environments. Globalisation has become a strong and challenging task for all the organisations. Organisations are expanding globally facing new challenges every moment. To cope up with this situation organisation needs more workforces who have experience at global level. Globalisation always creates pressure for the organisation but it is also fruitful for the organisation at a longer term as well. Due to limited funds in this recession, LVMH plans human resource to do the same amount of work but with limited or fewer staff members. It makes replacement easy to fill with appropriate Ready to Move candidate. Filling vacancies has always been very critical as lack of knowledge about the specific work and management and also lack of experience and competencies apply. HR planning in LVMH gives a clear picture of the expenditures going to incur to train and develop their staff for the next suitable task. Rapid technological change and reduced communication costs have increased international production in LVMH. Workforce planning does not always mean recruitment process. Hence, the purpose of workforce planning in LVMH at global level is very clear. Getting hold on English language as well as some international languages. Develop talent in working on a totally different environment. External and internal factors need to consider while working at global level. The different strategies and management practice needs to undertake while working at global level. (1)LVMH believes that the best way to develop its employees is not by formal training but international vertical, horizontal and geographical mobility within the organisation; LVMH case study. LVMH believes in practical training rather than theoretical approach, which can only be done in moving workforce across the globe. The senior employees get their chance first in global mobility. HR directors are the one who decides the potential candidate who is Ready to Move. Task 2: Objectives: What is International Recruitment Advantages of International Recruitment International Recruitment, is the most important HR function within LVMH. Recruitment is the most important aspect of human resource management. Whereas, International Recruitment means hiring or recruiting someone to work in the organisation at a global level. That person will have to be competent of international experience, knowledge and skill. He will have to be strong enough to face the global challenges and can lead the organisation in the global market. International recruitment process often depends on country of operation and is always very difficult to carry on. Language has always been a major drawback in international recruitment. As for company like LVMH they only recruit individual who can speak fluent English and also at least three different international languages to reduce their cost of training employees and increase staff efficiency in language point of view. International recruitment has various benefits; Experience: Person will be experienced enough to deal with international situation. Company can also be benefitted from the experience he can share. Efficiency: They will be efficient in understanding organisations structure and working methods; resulting time saving. Cost Effectiveness: Additional training in managing organisations globally or training in different languages is not required; thus saving staff training expenses. Cheap recruitment: Recruitment process is often cheap from hiring someone with international knowledge or experience, who would be able to manage the company well, rather than hiring employee from the home country. Savings in the salaries will be derived in this process. Culture: Knowledge in different culture of people can be studied and often counted as beneficial for the company. Corporate strategy of the business can be changed for greater good in order to maintain companys mission and achieve goals faster. Though LVMH is based in Paris, they are a global giant and is spread globally across three continent and among 58 countries worldwide. Their business has been divided into five different world zone across the globe which made international recruitment essential. The international recruitment process of LVMH benefits from all the advantages of international recruitment. Employees are moved globally to maintain the companys standards everywhere the same with its goal to fulfil and also their corporate mission (2)to represent the most refined qualities of western products around the world, LVMH group mission. As for LVMH international recruitment process is a very difficult HR functions as well. Often it is hard to find someone who is the right person, for a right task to perform in the right place of work. Their different cultural view make the company even hard to get benefitted from their involvement in planning and implementation of strategies. Recruitment is kind of a long term investment not in terms of asset but in terms of quality work to lead the company further to its values and mission. Thus it can be supported that international recruitment is a significant step in HR management within LVMH. Task 3: Objectives: What is international mobility Need for international mobility Importance of international mobility in LVMH International mobility means employee who are professional in any field of that company work in order to satisfy corporate and client needs in a different working area than its own. Often employees are transferred from one place to another around the world to make the company more virtual and certainly more widespread in the future. The faster growth of globalisation and the pressure to compete with its competitors, international mobility now take place in most of the big companies. International mobility is a combination of the points such as: Talent management: This is the process of selecting candidate, setting their objectives and identifying their individual role in retention strategies and repatriation planning. Reward aspects: This is the process of fixing base compensation and benefits; and their expatriate policy of a candidate. Procedural aspects: This consists of risk management which is nothing but immigration requirements and contractual arrangements; cost management and administering the international mobility process. Situations vary from company to company and with its HR policy to what extent international mobility is required. Massive company like LVMH, who performs around the world, international mobility also take place due to seasonal shortage of workforce in any particular country. Common holiday appeal is also a well known factor; as most employees want holiday during the summer school holiday period or in the Christmas time. During these periods of time, it is often wise for LVMH to transfer or appoint professionals in the same field but from different area into those places. This is only possible for internationally mobile workforce that a person in France can go for a summer holiday in July and in his place a person from Australia can join work, where he might need holiday in his summer time which is in December. Too many or too less professionals always create conflict in achieving tasks. Thus international mobility gives a chance to balance things accordingly. Due to recent fall in many luxury companies; LVMH is in lack of confidence in hiring new employee to follow new strategies. Rather they are into developing their market following their previous own strategies performed by existing employees which were proven to a success earlier. In this point financial factor is also a main problem as they are less likely to afford any new mistakes. Many people want to migrate to a different country to work. Thus companies face problems in finding themselves a skilled worker. A company like LVMH gives them the chance to migrate. However after certain time people want to come back to their home country to settle down which is also possible for employees in LVMH as international mobility is not always undertaken. People migrate for increased salary which might be far less to LVMH. A manager in the UK, and a manager in India, who are performing the same task same hours a week might have a huge difference among their salaries. In this way it is a savings for the company to achieve such employees. In todays crisis, it is difficult for the companies to find a good employee; therefore, nobody wants to leave their professionals. Therefore international mobility is a must for the company to run their business. For LVMH to succeed in its competitive market, they need to recruit internationally mobile employees to reach their target and objectives to fill their expected corporate goals. Task 4: Objectives: Career development and expatriate compensation scheme Benefits to the managers of LVMH from the scheme Benefits to LVMH from the scheme (3)The international mobility policy is part of a career development scheme, LVMH case study. LVMH has exciting career development prospects; as it does not provide high compensation levels to its expatriates, since the company is cutting its cost to be more cost efficient. Its vision is not to attract its employees by economic incentives, though LVMH pay a very high rate of salary. The employees receive their salaries according to the international standard rather than based on the country of work. LVMH also offer their employees the chance to perform their task with more freedom. Effectively employees get convinced to work outside from their home country due to various challenges he can undertake as well. The career development and expatriate compensation practice of LVMH is beneficial for both the company and its expatriates. As for its expatriates, the competitive raise in the salary after each year or a specified time, motivates them. Their salary is based according to the percentage of their expenditure and also 30% savings to their salary money to send back home. Expatriate receives a relocation allowance which is equivalent to a month of their gross salary prior to the arrival in the new country of work. Expatriates receives additional benefits such as paid education for their children, paid home leaves, temporary housing for up to a month, and also last but not least loans for housing deposits or purchasing automobile. Employees would not have to worry about their cost of moving as it is covered by LVMH. Employees get paid holidays depending on their home countrys labour law. Depending on the personnel and their job title, some of them receive much generous home leave allowance like travelling in the first class instead of economy class. Their security benefits would always remain the same as their home country; where LVMH sometimes end up paying a double contribution in the social security. LVMH provides huge benefits for its internationally mobile expatriates in healthcare. LVMH provides health insurance to approximately 95% of its employees and their family in the same standard as they can get in their home country. Life insurance and disability protection also proves that the level of cover is highly reputable. As for the company, LVMH often calculate the salary of its expatriates based on the home country. This provides the cost effectiveness of the company. Internationally mobile expatriates are a kind of investment in longer term for the company as future profit will be achieved through the successful completion of any international assignments. The various benefits of international mobility for a company apply in LVMH too. Employees who are motivated and work internationally brings extensive skill and knowledge to the company. Since, employees do not work in same country for a longer time, thus their efficiency level remains at its full all the time. Task 5: Objectives: Problems in Career development through international mobility Strategic consultation for LVMH LVMH offers a competitive rate of benefits to all its expatriates in career development through international mobility. As it has been mentioned in the earlier tasks, LVMHs policies of attracting its expatriates are very much different and broad from the other companies. For providing many facilities to its internationally mobile expatriates, LVMH also get highly skilled international manager with many years of experience in working at a global level. Due to its competitive rate of benefit offered to its expatriates, employees often get greedy and expect more from the company which may result conflict with the companys mission and objectives. They might start requesting for an early or frequent transfer to different countries to be eligible for the benefits. Some under-developed or developing country staff might want himself to settle down in the developed countries for greater good. Some people get very excited of the various benefits they are going to receive and thus do not concentrate on working effectively and efficiently, leaving companys purpose for international mobility undone. It could be suggested that LVMH can make a change in its recruitment policy. Candidates should get the job via several assessments: They should fit for the job applied Their previous references should be assessed Their quality of the idea for the job should be measured They should be hired for a probation period to carry out a task Based on the task completed they could be made a permanent staff They would not be entitled for the benefits as a temporary staff Further recommendations could be advertising the vacancies in public Medias. People often get attracted when they hear about vacancies. Prior to selection, candidates should be briefed about the job and its rewards. Employees should sometimes get the chance to work in their home country as well. Task 6: Objectives: Advantages of international transfer policy How employees could be motivated The international transfer department of LVMH makes the policy for international transfer. The policy then followed by the HR Directors to transfer LVMHs employees at a global level. Due to the different standards made by the department, it is often very easy to pick people who are eligible for an international transfer. The various benefits could be: Has an unique standard to assess the candidates Is fair for all HR Director cannot separate anyone from the policy Based on the potentiality of the candidate Information flow and is harmonised Maintaining the standards in the international transfer policy, the international transfer department refer LVMHs expatriates by gathering information about them from its wide international networks. Based on the references and recommendations to the HR Directors; the policy work as a helpful benchmark. International transfer policy strengthens the company by assisting companys HR teams. Employees can be motivated as it is a fair policy. Constant rise in international assignments need more international employees. Various benefits offered to the employees through international mobility are framed by the international transfer policy. It is an internal part of LVMHs management concept. (4)International transfer policy has a clear mandate to spread the groups key values which are preserving, autonomy and encouraging entrepreneurship; LVMH case study. It is a process of achieving future career development in LVMH. The mission and vision which are widely spread by the policy increase the level of motivations among the expatriates. Expansion in the policy could be developed due to the increased number of international transfers made. International transfer policy helps to achieve goals by motivating LVMHs expatriates to be effective in their task, and to complete it efficiently.

Comparing Two Types of Nokia Cell Phones :: Compare Contrast Comparison Essays

Comparing Two Types of Nokia Cell Phones Today, the cell phone has become a common device in the U.S. Almost all people in the U.S. use cell phones. By using these phones, people can be reached everywhere they go. Because of the development of technology, now there are many kinds of cell phones from different brands. Every cell phone company offers their products from the cheapest to the most expensive one with their advantages and disadvantages. So now, people can choose from many types of cell phones. In this paper, I will compare two different types of cell phone from Nokia. I decided to choose Nokia cell phones because I personally like this brand. It offers many types of cell phones, so we can have many choices when buying a cell phone. I chose Nokia 6600 and 6820 for comparisons because they both are the new products from Nokia. Like the pictures above show, Nokia 6600 and 6820 have different appearance. Nokia 6600 has a fat and short shape. Its buttons are arranged in a horizontal manner. Nokia 6820 has a thin and long shape. Its buttons are arranged in vertical manner. They have some differences in the specification. Nokia 6600 has 4.30 ounces weight and 4.28 inches long x 2.29 inches wide x 0.93 inch thick. It has a large color display with 176 X 208 pixel resolution, up to 65,536 colors. In addition, it has internal antenna and vibrating alert and 5-way joystick navigation. It applies the Symbian Operating System 7.0s, Series 60 platform. It uses extended Li-Ion Battery 850 mAh with digital talk time up to 4 hours and digital standby up to 8 days. For the service, Nokia 6600 has service for GSM/GPRS/HSCSD 900/1800/1900 MHz. Nokia 6820 has 3.5 ounces weight, 4.69 inches long x 2.17 inches wide x 0.91 inch thick. It has a high-resolution color display: 128 x 128 pixels, up to 4,096 colors. It also has 5-way joystick for easy navigation, internal antenna and vibrating alert. It uses extended Li-Ion Battery 850 mAh with digital talk time up to 3 hours and digital standby up to 12 days. It has service for GSM 850/1800/1900 MHz or GSM 900/1800/19 00 MHz. They also have different features. In the voice feature, Nokia 6600 has voice dialing and commands, integrated handsfree speakerphone for convenient communication, record and send memos, conversations, and sound clips3, record memos and conversations for up to 90 seconds.

Child Abortion Essay

Pregnancy is the common we always see as a result of marriage and love. For some people, it is a good news to be pregnant, but it is also a very bad and unexpected thing. There are many reasons to says that it is appropriate to have a baby.There are many difficulties to have an abortion in the past; nowadays, couples can do that legally. As the abortion become a common thing, many people abuse and see it in an improper perspective, which results in loosening their aborting decisions. Abortion comes in many forms because of different reasons causes it. The biggest reason which causes abortion is sex-selection. Sex-selection has been practiced in the past; but in the modern world, they reduced much but some are still doing it silently. A very clear example of how abortion is practicing nowadays is from the article of Artemisia Ng., when she mentioned a story refers to the abortion that happens in China. In â€Å"Protecting women and girls in China, where one child per family is the rule – and a boy the preference†, Chai was a protester who was being wanted in China. Artemisia Ng. included Chai’s thought in the article: â€Å"Chai was referring to China’s one-child policy, in which officials force pregnant women to abort their babies. In place since 1979, the â€Å"one child† rule has prompted many Chinese to practice sex selection, using ultrasound screenings to determine whether the fetus is a boy or girl and then aborting females or abandoning them after birth to orphanages. More than 35,000 forced abortions were performed in China each day in 2009.†( Ng.) This information is really shocking; just in China, that is an average of over ten millions of babies is being killed each year. Since the Chinese refer to male babies, the ratio between boy and girls will increase dramatically. The effect of this abortion affect the geography factors; but more importantly, it is breaking the society morals. New technologies may be the cure to end abortion in developed countries. As in the essays by Rajani Bhatia, United States has discovered the new method to have a baby without a wife or husband. This is the solution to eliminate the issue which stated above, society morals. In â€Å"Constructing Gender from the Inside Out: Sex-Selection Practices in the United States†, Rajani Bhatia states factors that makes the sex-selection in United States become normal. According to the author, one of the factor is: â€Å"They are the emergence of a second generation of medicalized sex-selection technologies performed prior to pregnancy, the increasing publicity about these technologies in the popular media, and the formation of active Internet support groups for individuals who desire to preselect the sex of their children† (Bhatia). The other factor that would result couples to have an abortion is the disease or disability of the future baby. Parents often decide not to have the baby if they get bad results from the analyzing of their baby’s health. Sometimes, in analyzing, if there are posibilities that the baby have disease or disability, the couples may also abort the baby instead of taking the risk. The immoral here is that if the baby is healthy, then they have killed one innocent life. Analyzing and screening the baby before giving birth has became a trend all over the world; that makes the possibilities of abortion quickly increase. This factor might be the reason for people to use to justify their abortion action, make it become less significant. But the truth is that it is still an abortion; every child deserve to live. Work Cited Bhatia Rajani. â€Å"Constructing Gender from the Inside Out: Sex-Selection Practices in the United States.† Feminist Studies Summer 2010, Vol. 36, Iss. 2; pg. 260, ProQuest. Web 21 Nov. 2010. Artemisia Ng. â€Å"Protecting women and girls in China, where one child per family is the rule – and a boy the preference. † The Christian Science Monitor 16 Aug. 2010, ProQuest National Newspapers Expanded, ProQuest. Web. 21 Nov. 2010.

The great Shakespeare essays

The great Shakespeare essays Almost every human utterance, with the change of fashion and the elapse of time, loses its appeal. Shakespeares doesnt. Mainly because Sh. devoted himself to man in all his more inevitable relations and qualities, that is, to you and me in all our more inevitable relations and qualities. He speaks to the most spread habits of people which wont change even in a few centuries. Therefore lots of people are affected by his works. Sh. was the perfect dramatist, since he had the power to enter understandingly into every human heart; but he never did so dogmatically. He steadily refuses to put men into pigeon-holes. He refuses to weaken human life, which he and his contemporaries regarded as of endless variety. In their depictions they did not use the strait-jacket of consistent character into which writers of fiction clamp mankind. All of Sh.s developed characters are puzzles, and it is the integration of divergent characteristics within them that makes them similar man and act in human wa ys like you and me. Play-wagons of groups of itinerant players were a familiar sight in medieval England. The performances were usually given in Inn-yards. Inns were public houses with great courtyards. On the right hand side there are two play-wagons, pushed together, making one continuous stage long enough for the players to move freely. At one end of each wagons there is a scaffold having two storeys and a flat roof. The upper storey is the upper stage for action above , at the window or on the walls. The lower storey is for action within, e.g. in a room, a hall, a house. In London, The Bell, The Bull and other inns, all within the city, were used for play-acting. The performances were so popular and attracted such crowds of people that disorder often broke out among the spectators. For this reason, James Burbage, a carpenter who had become a ...