Why Is A New Environmental Assessment Regime Necessary

1. Why is a new environmental assessment regime necessary? What prompted the goals outlined in the Liberal platform and the subsequent environmental assessment review? Ever since the creation of the National Energy Board, the idea of an environmental assessment regime has been necessary to accommodate the different types of environmental projects and concerns that appear over the years. An environmental government signifies a new set of regulations and mechanisms for impacts to be analyzed at the state and provincial level. From then onwards, many advocates of environmental change have identified that communities and local groups should be part of the governance process. This is why public private partnerships and public consultation are formed. Moreover, a new environment regime allows for a quicker implementation of projects. As the public input from the community and other interested parties would be less inclined to challenge any proposal that benefits them. Perhaps the most important part of why a new environmental regime is vital is to anticipate the adverse risks of climate change. In the North American context, the origins of EIA has been dated back to the 1960’s where environmental awareness and the public was upset in the USA. The National Environmental Policy Act that was developed in 1969 was one of the first forms of legislated that was a form of EIA (Wall, 2016). This was the first indication of how federal government should consider the environmental impactsShow MoreRelated The International Whaling Regime Essay1625 Words   |  7 PagesThe International Whaling Regime In his article, â€Å"Whale Mining, Whale Saving,† Sidney Holt states, â€Å"saving the whales is for millions of people a crucial test of their political ability to halt environmental destruction†(Holt 1985). 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Investigating Potential Differences That May Be Caused By...

disregarding examining potential differences that may be caused by the structure of language. For example, several studies have examined the behavioral effects of morphological frequency across Dutch (Schrueder Baayen 1997; de Jong, et al., 2000; Bertram, et al., 2000), English (Feldman and Pastizzo, 2003; Baayen et al., 2007), Hebrew (Moscoso del Prado Mart ´Ã„ ±n et al. 2005), and Finnish (Moscoso del Prado Mart ´Ã„ ±n et al. 2004). Similar types of analyses exist regarding morphological decomposition (e.g., early vs. late morphological processing, form-then-meaning vs. semantically driven morphological processing) in English (e.g., Rastle Davis 2003; 2000; Feldman Soltano, 1999; Feldman et al., 2009; Gold Rastle 2007), Dutch (e.g., Dienpendaele et al., 2005), Russian (Kazanina, 2011), Serbian (Feldman et al., 2012), French (Logntin et al., 2003), and Spanish (Dunabetia et al., 2011; Dunabetia et al., 2007). 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Organization Leadership Importance of communication and Leadership at

Question: Describe about the Organization Leadership for Importance of communication and Leadership at Workplace. Answer: Introduction In order for any organization to move forward, there needs a proper execution of roles by the team and various sub teams need a very stable and efficient, leadership and management team, however the chain can only be as strong as its weakest point, the management and the team really affect each other, in the process of role execution. This paper will be examining importance of communication and leadership at workplace at a personal observation, it will also cover instances whereby, proper communication and stable leadership has worked and instances whereby managers and teams have challenges and opportunities to perform their leadership function in an organization. To build trust and confidence between the staff and management, communication is very vital, while working one notes that, it is the responsibility of any great leader to great team members and call them by their names. (Brad berry Greaves, 2009, p.140). Greeting the team members by their names shows that one values his team or the workforce, it portrays the team leader is in a position to identify the team members uniquely. Knowing people beyond faces enables a team leader to increase the social awareness. During meetings, movements and body language of the employees , has also identified communication at workplace, it is notable conservative and a keen leaders while in meetings they are capable of noting when people are bored, when they are tired, annoyed and when the topic or subject matter is becoming uninteresting, during such moments it enabled the team leaders to change the subject matter or get full control of the meeting. Leaders are able to control their emotions through emotional intelligence, great leaders should be irritated by people sentiments and actions though they shouldnt vent or show their anger or differ in public, they dont make decisions without involving people and they take every complaint and feedback with utmost importance, feedback helps a leader to analyze what has been working and what needs to be changed for roles execution (Bradberry Greaves, 2009, p 69-70). True and honest leadership at workplace takes feedback as an opportunity to communicate and thus great leaders are very attentive in listening, they encourage their team members to communicate on issues affecting them at work place, they correct team members in a most professional respectable way, they also take the leadership challenge of being a role model in respectful conflicts resolution (Bradberry Greaves, 2009, p. 46) While at workplace one notes, organizations are normally affected by the change in the market trends. A change in the technology , create a room for high performing teams or the most innovative people in the organization, to focus on equipping themselves with new skills and grabbing every opportunity presented by change of the systems and technology advancements. Organizations on the decline curve ought to device ways of adapting to the market changes (Kotter, 1996, p. 1). Organizations management role of communication in case of changes is a hard task, change is quite a long process, an organization can have well laid plans for expansion, it is the duty of the leadership of an organization to come up with a vision and have a very clear communication to the workforce for proper direction and vision realization. Any organization with leaders that are rigid and oppose change forecast a downfall for the organization (Kotter, 1996, p. 7). While performing office duties, leaders were having an open door policy to communication and feedback, which created an opportunity for the team members to express their sentiments on how a task can well be achieved. For example, the organizations had employee feedback week or innovation employee suggestion box. Great leaders ensured the corporate goals, rules and positioning of an organization are in sync with the overall effort of the employees. It enabled proper communication and eased task at hand. The goals to be achieved were a challenge to the management. In every workplace there is a number of employees that will support a cause of an organization while another number will greatly oppose the cause of being campaigned for by the organization. It is a trying moment for the management to communicate during the change period. As a result of the opposing fo rces in the organization, one notes, the managers might tend to communicate the changes a win prematurely. Many organizations experience slow process in role execution immediately after the managers declare a win (Kotter, 1996, p. 7). Lack of a vision prevents the management from noting the competing factors, ending up declaring a win prematurely causing the level of efficiency to go down. Great organizations with a vision use the short term achievements to declare a bigger war or battle, the achievements are used as a motivating factor for employees to achieve a more detailed goal. For every challenge or opportunity that an organization discovers, it should convene a meeting and have a team that will deal with the issue depending on the urgency of the matter, the team should also come up with a vision (Kotter, 1996, p. 7). An organization ought to empower its employees towards making the vision reality, it can be achieved through training and updating the team on the status of the issues presented. Change is a gradual process, the organization should set short term and midterm goals since after some time the employees may call of the vision if there are no results seen, in the process of proving the findings right. (Kotter, 1996, p. 8). It is notable while at workplace the organization should strategically come up with changes, once changes have been effected, it is the role of any organization to make the findings to be part of its corporate values. Every challenge or opportunity of an organization to improve, is highly dependent on the leadership style of the institution and also communication at that particular moment. Leaders have a challenge to communicate change to the team. They should communicate on how change has resulted to performance previously and had a boost in both individual and corporate earnings. Before a new team gets into an organization either at a junior or senior level, the organization should have an opportunity on communicating change, to ensure the new team will not find it challenging to cope with the corporate goals, vision and mission of the organization. Leadership is a combination of a leader and followers who want some change. Transformative leaders are in a position of influencing the followers of any organization towards a common vision of the organization, they communicate to influence. Whether leaders are born or made it is a debate, people are born with leadership skills, it is the responsibility of any organization to develop skills of the employees for business enhancement, organizations should not only train on the inherent skills but also technical skills to make the employees more capable of using the leadership skills together with the technical skills (Lussier Achua 2012, p.26). Every day leaders had an opportunity to influence their followers in an organization and feedback from the followers helped the leaders to influence. Exposing team members to high level of training develop a legacy in an organization. Different responsibilities or ranks in an organization come up with different responses to situations. In an office setting, the manager should be in a position to handle the technical skills person and the supervisor, the managers role is mainly making decisions, it can be a conflict at work and change adapting. He or she makes a decision and communicates effectively. Managers assign resources where need be. Every meeting or convention at workplace will never escape communication about leadership. Outstanding leadership requires one to be a great communicator, develop the team members skills and be in a position to make decision that will have an impact on the organization relevance (Lussier Achua 2012, p. 30). Managers should take advantage of the opportunities present to fine tune their communication and leadership skills, in most organizations managers tend to be the spokespersons of their organizations, the opportunity to address meetings and conferences enable the managers to build their self-confidence while addressing people, they creatively develop slogans to be the punchline of their meetings while having the vision of the organizations at heart. Leadership in an organization can also be challenging when managers are evaluating performance and coaching. Managers should be in a position to train and communicate to team members for the realization of the organizations vision, coaching might not be an easy task, it involves calling people from their comfort zones and equipping them to be visionary one might differ with team members especially when they are being pushed off limits. Performance evaluation is a tool which proves the relevance of employees in an organization, it helps managers to justify the relevance of their workforce and also to evaluate their decisions through the individual performance (Lussier, Achua, 2012, p. 87). Politics and power at workplace can work at an advantage or a disadvantaged point to a given institution, leadership should provide an opportunity in teams to communicate on issues that they feel they affect them, (Vigoda-Gadot, Drory,2006, p.122).Organizational politics provide a feedback to the leadership, the politics might be as a result of stress or staff demotivation, politics shouldnt be avoided but leaders should communicate the issues affecting the employees. There are times when power threatens a leadership function, Leaders should maintain a good relationship with the management like the board of directors to, it will help to know how to bargain on behalf of their teams and to manage stress as a team leader while handling powerful figures in an organization (Clay, Olitt,2012 p.45). A leader works in and out of the office, leaders tend to be the liaison persons, they communicate on behalf of the organization to the public, develop relationships and represent the organization in meetings and also professional associations (Lussier, Achua, 2012, p. 88). Leaders are capacitated with making decisions of an organizations. They communicate on where the resources should be allocated and they justify their decisions to the public. In instances whereby there is a crisis in an organization, for instance if fire or burglary takes place, its the leadership function to communicate on the happenings and the organization stand as far as the crisis has occurred. Leaders or managers have the bargaining power on behalf of the organization, for example they look at the organizations budget and decide who is awarded the tender to supply office stationery or basic things like cleaning services and security (Lussier, Achua.2012, p. 92) Leadership can be analyzed through theory of leadership, which examines leadership at workplace between a leader and individual followers, the theory analyses the leader at different settings, it focuses the impact of a leader at an organizational mirror, and a leaders influence universally in an organization. (Lussier, Achua, p.95). Verbal communication has been overlooked in organizations (Lewis, James P. 2003 p. 127). The representatives of the organizations and leaders should be highly empowered when representing the organization, words once spoken can cause employees to move towards a very noble cause influenced or motivated by managing change. Ethically some codes of conduct like dress codes might not be appealing to the team members Its the duty of a leader to communicate within the professional codes of conduct (Tavani,2011, p.111).it has been noted that at times the professional codes of conduct might tend be vague, though being very specific is a danger, the leader should analyze the professional code of conduct at an organization and endeavor to change and motivate the teams while not missing the vision of the organization. Managing directors and general managers might be all rounded, or poses all attributes as far as leadership in business is concerned though their teams should. A visionary leader should have a team that is capable of focusing his or her weakness and generally the organization challenges based on the competition at stake (Conchie Rath, 2008 p. 2). Leadership should focus on making team members more competent, it the leadership function to communicate on making sure the strengths of team members are developed more and more, talent should be exported from where it is less used and deployed to the area of expertise. Organizations with the help of the human resources department, ought to ensure that various subdivisions or departments promote people based on their capabilities and strengths, equipping them to deliver more. Leadership should look at the requirements for the vision realization and deploy various team members to places whereby their strengths will be highly utilized. Leadership that focuses more on people weaknesses achieves nothing in the long run. An organization that is run on strengths embraces brilliance than loyalty, people should be promoted because of what they can offer not because of how friendly they are to us. Brilliance and strengths should be the communication across the organization. While the organizations yet to be future oriented and maximize on the opportunities ahead, it is very challenging to communicate to the team, a focus on the current events while having a vision for the future events for the organization (Conchie Rath, 2008, p.22).Even though there might be challenging times for an organization, a leader should be heard communicating hope to the teams, team leaders at the workplace understand that a vision is greater than any individual, they believe in giving hope to the team since success is made by a team effort (Conchie Rath, 2008, p. 216). Leaders should be keen while addressing team members based on their gender, while at work place women tend to be open minded and can speak out on issues, men tend to be shy off from issues pertaining work, men use report talk while women flow with creating rapport. It is important that a team leader to know how to correct a woman or a man colleague at work without sounding offensive. Leaders should avoid favoritism based on gender, promotions should come handy with brilliance (Lumsden Wiethoff, 2009, p. 208). Communication and leadership at work place should strive to achieve a win to win situation. Meetings, decision making processes and conflicts resolution should be full of dialogue. In dialogue people will avoid arguments and being defensive, dialogue provides an opportunity for cohesiveness in a team, it enables the leaders to understand the team members better, dialogue provides an opportunity for the team members to understand the vision of an organization. The team brings ideas on the table and help the organization achieve the role while leaving everybody with a feeling that they have contributed to the corporate goal (Lumsden Wiethoff,2009, p. 212) Irrespective of how leaders are annoyed they should be mindful of their language given an opportunity to communicate. Leaders should use polite language, they shouldnt use slang language or offensive language, they should be assertive of their publics. (Lumsden Wiethoff,2009, p. 214). Leaders have an obligation of separating their families from the organization even when the business is a family business, home issues should be separated from the business. While communicating and during leadership at the workplace it is the responsibility of the leaders to act on nonverbal cues, whether speaking or not their actions do communicate, a leader shouldnt have certain postures while in public for example communicating while pocketing hands (Wiethoff,2009, p. 221). Conclusion In conclusion communication is the vital key in an organization since it connects the leadership and the team, the team delivers after the vision of an organization has been well communicated. There will be instances whereby an organization will have team members that are not eloquent or great communicators though they can perform tasks remarkably, it is an opportune moment for the organization to develop their skills, making sure that their competencies are deployed to the area of expertise. Many leaders have a challenge working with teams that are different with what they believe. True leadership should choose brilliance over loyalty at the workplace. Leaders ought to have in mind they carry their brand wherever they go. They represent the organization in public, they communicate on behalf of the organization, their actions words dressing and behavior in the public matters a lot. Its the leadership function to motivate the team, to give hope and sell the company vision to the team. The team should communicate on their ideas, to the management. A leader should correct the team members without sounding offensive and the leader should have in mind gender while communicating. References Achua, C., Lussier, R. N. (2010). Leadership: theory, application, skill development.Singapore: Cengage Learning. Bradberry, T., Greaves, J. (2009).Leadership 2.0. TalentSmart Clay, C., Olitt, R. (2012).Peer power: Transforming workplace relationships. John Wiley Sons. Kotter, J. P. (1996).Leading change. Harvard Business Press. Lewis, J. (2003).Project leadership. McGraw Hill Professional. Lumsden, G., Lumsden, D., Wiethoff, C. (2009).Communicating in groups and teams: Sharing leadership. Cengage Learning. Rath, T., Conchie, B. (2008).Strengths based leadership: Great leaders, teams, and why people follow. Simon and Schuster. Tavani, H. T. (2011).Ethics and technology: Controversies, questions, and strategies for ethical computing. John Wiley Sons. Vigoda-Gadot, E., Drory, A. (Eds.). (2006).Handbook of organizational politics. Edward Elgar Publishing

Social Class and Education free essay sample

Education is essential in society for a number of reasons. Firstly, education is important for developing skills for employment and living. If we did not have basic education, it would severely impact on society. Subsequently, it is possible that society could break down due to the absence, or poor quality of communication and basic skills. The World is dependent upon communication, which is developed through education (Mortimore 1986). Furthermore, another important purpose of education in society is to control unconformity. Education is a way in which people are taught the social and ideological norms which are dominant in society. Consequently, with the absence of education, it could foresee a delinquent future for society. Mortimore (1986) stated that within society, it has always been evident that people fall into different categories termed as ‘Social Class’. This shorthand label could be defined in numerous ways, most prominently by the scale developed by the Registrars General. We will write a custom essay sample on Social Class and Education or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Categories are classified as a result of breadwinner occupation, which are managed into five categories: Social Class I and II, professional and managerial occupations; Social Class IIIa, would be other manual workers, Social Class IIIb, skilled manual workers; Social Class IV, semi-skilled occupations; Social Class V, unskilled occupations. This is a rather reductionist point of view to take when classifying people, as quality home, relationships, interests and lifestyles are not taken into account (Mortimore, 1986). A way in which children are categorised in school based on social class, is the eligibility of free school meals. Schools provide free school meals to children whose family receive any kind of income based support, such as jobseekers allowance (Direct Gov). Figures show that in 2006-2010 55. 8 percent of pupils eligible for free school meals achieved the national average level in English and Mathematics, compared to 77. 1 percent of pupils were not eligible (Department for education, National statistics). ‘Many pupils in disadvantaged communities are simply less intelligent than others in higher social classes, according to the Scottish chief medical officer. It is apparent that children placed in the lower class categories are under achieving in comparison with higher class children. Again National Statistics demonstrate that there is a 23. 7 percentage point gap between the most and least deprived areas, which are defined by the Income Deprivation Affecting Children Indices. ‘ reclaim social class as a central concern within education as a powerful and vital aspect of both learner and wider social identities. ’ (Diane Reay 2006) Reay stresses just how vital social class is within education. As attainment levels appear to be affected by the influence of social class, this certainly highlights the importance of understanding the relationship between social class and education; consequently making changes to reduce the gaps in attainment levels. Furthermore, Davies,J (1980) illustrated that Social Class can create differences in attendance patterns of pupils. Looking at percentage of absence, he found a 7. 1 percent difference between attendance of pupils with a non manual family background and pupils from social class 5. In addition to this, Davies discovered a range of 16. 1 percent between non manual and unemployed backgrounds. Mortimore (1986) states that attendance rates have been considerably influenced by social class. ‘Whether that is a direct influence (working class parents being less motivated to insist that their children attend school) or an indirect one (pupils with working class backgrounds been less successful in academic life and, therefore, being less committed to the value of schooling) has not yet been resolved satisfactorily. ’ (Mortimore, P and Mortimore, J 1986) Mortimore et al discuss how social class, attendance and attainment are closely linked. It is suggested that children from a working class background who are less successful in academic life have a tendency to value education less, subsequently not attending. However, could it not be argued that the reason the child is underachieving be the fact that they do not attend school enough? It is clear that social class, attendance and attainment are inextricably linked. School behaviour is also another factor that is linked to social class; however this issue is substantially more complex to monitor. To study school behaviour is extremely difficult as behaviour is influenced by a number of things, such as teacher behaviour and general school ethos. Research into social class and adjustment to school was monitored and evidently there was a higher percentage of pupils less successfully adjusted, who were in the lower classes, especially unemployed (EP 1982, Mortimore, P and Mortimore, J 1986). Many reasons for the relationship between social class and education have been debated. Hyman, H (1967) alleged that working class people compared to middle class people tended to lack ambition. He believed that working class attitudes emulated their experience of working class labour: A chance of promotion being slim, therefore their future reflects their present, resulting in no need to make long term plans. This attitude could be then acquired by the children of working class families, thus not valuing education and schooling. Poverty is an essential factor in the close relationship between social class and education. Less economically well off parents will have less disposable income to spend on their children and their education. Economical, social and cultural capitals are key in education (Bordieu). Bernstein argued that the linguistic codes in place favoured middle class children. He established that Middle Class people operated with elaborated code, whereas working class people use a restricted code. This posed a disadvantage to working class children as teachers usually operated the elaborated code. Could this manifest an explanation of lower attainment on behalf of working class children? (Bordieu). Other reasons that have been argued to create this relationship include Baxter et al’s (1981) study found that babies born into working class. Families boast a slimmer chance of developing into healthy children. In addition to this, school resources play a huge part in the quality of a school and the education they offer. A school in a low socio-economic area may not possess the right level of resources, subsequently affecting their pupils’ educational development (Mortimore et al). It is obvious that there are numerous reasons for the relationship between education and social class. Children’s patterns of performance at school, attainment, behaviour and attendance have been proved to be affected by social class. However, other important issues such as race and ethnicity and gender also have a great impact on education. The three social and cultural issues are inextricably linked and entwined amongst each other; therefore it is almost impossible to boldly state that social class is the only factor in play whilst analysing statistics and results of studies (Little, A). Nevertheless, we have come to a conclusion that Social Class does have a great affect on education, and research should continue to try and combat this.

All About Speciation

All About Speciation Evolution is most usually defined as a change in a population of a species over time through the accumulation of adaptations that are acted upon by natural selection. That may be a mouth full and nearly impossible to truly understand if there is not a full grasp on what a species actually is or how one changes over time. Sure, things change, but what makes them change? How does that affect other species? How long does it all take? Here we will shed some light on these questions and others like them about how evolution and speciation works. Definition of Species Perhaps the most important thing to be understood before truly grasping the idea of speciation and evolution is correctly defining the word species. Most books and reference materials will define the word species as a group of individual organisms that can interbreed in nature and produce viable offspring. While this definition is a good starting place, lets examine why it may not be quite  as accurate as it should be. First of all, there are many species out there that are asexual. This means there is no real interbreeding happening within those species. Any unicellular organism would be asexual. Some other types of fungi also produce their own spores for asexual reproduction. Some plants can also self-pollinate meaning they also do not interbreed. Do these species undergo speciation and ultimately evolution? The short answer to this question is yes, they do. However, while evolution is usually driven by natural selection, natural selection cannot work on a gene pool that does not have any variation. Offspring of an asexual organism are essentially clones and have no traits that are different within the entire population. However, some changes at the microevolutionary level may occur. Spontaneous DNA mutations are one way new genes can enter the picture and natural selection then has diversity to work on within that species. Eventually, those mutations and adaptations add up if they are favorable and the species changes. Another problem with the basic definition of a species is the existence of what are known as hybrids. Hybrids are offspring of two different species, like how mating a horse with a donkey gives a mule. Some hybrids are sterile, which is sort of taken care of with the viable offspring part of the original species definition. However, many other hybrids are capable of producing their own offspring. This is especially true in plants. Biologists do not agree on a single definition of the term species. Depending on the context, the word species may be defined in more than a dozen different ways. Scientists often choose a definition that fits their needs or combines several to take care of that problem. For the majority of evolution biologists, the general definition above usually suits their purposes, although alternate definitions may be used to explain various parts of the Theory of Evolution. Definition of Speciation Now that a basic definition of species has been decided, it is possible to define the term speciation. Much like a family tree, the tree of life has several branches that show where species change and become new species. The point on the tree where a species change is called speciation. Using the definition of species above, it is when the new organisms can no longer interbreed with the original organisms in nature and produce viable offspring. At that point, they are now a new species and speciation has occurred. On a phylogenetic tree, speciation is the point on the tree where the branches diverge from one another. The farther back on the tree the branches diverge, the less closely they are related to one another. Points, where the branches are closer together, means those species recently diverged from each other. How Does Speciation Occur? Most of the time, speciation occurs through divergent evolution. Divergent evolution is when a species becomes less similar and changes into new species. The original species that branches off is then known as the most recent common ancestor of the new species. That is the process that causes speciation, but what triggers divergent evolution? Charles Darwin described the mechanism of evolution which he called natural selection. The basic idea behind natural selection is that species undergo changes and accumulate adaptations that are favorable for their environments. After enough adaptations have built up, the species is no longer the same as it was and speciation has occurred. Where do these changes come from? Microevolution is the changing of the species on a molecular level like with DNA mutations. If they are significant mutations, they will cause adaptations that may or may not be favorable for their environment. Natural selection will work on these individuals and the ones with the most favorable adaptations survive to create the new species. Changes in species can also happen on a larger scale. Macroevolution examines those changes. One of the most common causes of speciation is called geographic isolation. This is when a population of a species is separated from the original population and over time, the two populations accumulate different adaptations and undergo speciation. If they were brought back together after the speciation has happened, they will no longer be able to interbreed and are therefore not the same species anymore. Sometimes speciation happens because of reproductive isolation. Unlike geographic isolation, the population is still together in the same area, but something causes some of the individuals to no longer be able to mate and produce offspring with the original species. This could be something along the lines of a change in mating season or a different mating ritual. In some cases, males and females of the species have special colors or distinct markings. If these mating indicators were to change, the original species may no longer recognize the new individuals as potential mates. There are four types of speciation. Allopatric speciation and peripatric speciation are caused by geographic isolation. Parapatric speciation and sympatic speciation are the other two types and are generally due to reproductive isolation. How Speciation Affects Other Species Speciation of one species can affect the evolution of other species if they have a close relationship in an ecosystem. When populations of different species come together to form a community, they often depend on each other in some way for survival or to make life easier. This is especially apparent in food webs and food chains and in particular predator and prey relationships. If one of these species were to change, other species may also need to change. An example of this coevolution or cospeciation could be the speed of a prey species. The prey may accumulate adaptations that create larger leg muscles to help them run faster. If the predator does not adapt, it may starve. Therefore, only faster predators, or perhaps stealthier predators, will survive to pass down their favorable adaptations to their offspring. That means since the prey evolved or became a new species, the predator had to also evolve or change.

A Look at Buprenorphine and its Effectiveness Essay Example

A Look at Buprenorphine and its Effectiveness Essay Example A Look at Buprenorphine and its Effectiveness Essay A Look at Buprenorphine and its Effectiveness Essay Justin Sampson Psych 531 Psychobiology Paper Assignment Buprenorphine is a semi-synthetic opioid that can be used to treat opioid dependence of various types including heroin, and a vast array of prescription opiates/opioids. It is a drug thats use is relatively new in the field of opioid addiction/ treatment compared to traditional older drugs like methadone and LAAM (Levacetylmethadyl), however the drug itself is not new. Since its discovery by Reckitt Benckiser in 1980 (then called Reckitt Colman) is has been used in low doses ( Buprenorphine has been gaining otoriety in the field of pharmacological opioid treatment as a better alternative to methadone because of its easier availability/dispensability as a C-lll controlled substance as opposed to the more strict and regulated C-ll status of methadone, less side effects, less severe withdrawal syndrome, among many other things (Wesson smith, 2010). The first article I chose to examine, (Awgu, Magura, Rosenblum, 2010) examines two pharmacological treatments for opioid dependence, methadone and buprenorphine/naloxone (specifically, Suboxone) and how inmates in the Key Extended Entry Program (KEEP) at Rikers Island Jail felt about their experience with either drug they happened to receive in a parent experiment. Awgu et al. (2010) describes the parent study, was a short-term clinical trial of buprenorphine that voluntarily randomly assigned inmates to either maintenance with methadone, the standard care of the Rikers Jail, or with buprenorphine (Suboxone) while in Jail, followed with referrals to those respective treatments in the community after release (p. 340). According to Dr. Maugura, the buprenorphine group entered post- release treatment in the community significantly more often than did the methadone group, and were also less likely to withdraw voluntarily from medication while in Jail (as cited in Awgu et al. , 2010). Awgu et al. , (2010) interviewed those participants and used their responses as their data, making this an observational study. Because of the randomization of subjects in the parent study, the present study is able to compare opinions and experiences of similar heroin-dependent individuals receiving lternative medication-assisted treatments. The research being done in this study can easily be classified as applied research. Magura Rosenblum argue that the issue of discontinuation of treatment with and other options need to be made available to lessen recidivism back into drugs and Jail (as cited in Awgu et al. , 2010 p. 345). This study looks at reasons why inmates dont stay with methadone post-incarceration by finding out what exactly they dislike about the treatment, and also explores the relatively new world of buprenorphine reatment and how it might better suit certain individuals, thus keeping them in treatment after leaving incarceration. The conductors of this observational study interviewed the participants of the parent study immediately before their re-entry into society. A variety of questions were asked as to their like or dislike of the independent variable they received, Suboxone or methadone, and the answers were recorded. Some questions asked were open ended where the subject could answer any way they liked and their responses were taken down verbatim, and other uestions required a rating on a five point Likert scale from strongly agree to strongly disagree. Because of this method, the independent variable would be the subjects responses, and the dependent variable would be the drug group they were assigned to, either methadone or buprenorphine. According to Awgu et al. (2010), at the time of the release from the KEEP program, 93% of patients in the buprenorphine group vs. 44% of methadone patients claimed they play to enroll in their current treatment modality in the community when theyre released (p

Labor Economy Essay Example | Topics and Well Written Essays - 1000 words

Labor Economy - Essay Example The economic meltdown experienced in the US affected the labor market significantly leading to a notable change (Conrad, 2005). Therefore, economist should find ways to recover the affected labor market in their endeavors. Labor market in the US had somehow a balanced equilibrium in terms of employment before the crisis. Analysts in America noted a relatively low rate of unemployment at 3.9 percent in January 2001. Nevertheless, due to crisis and financial issues, unemployment lost dynamism and increased. The rate of layoff spiked with crisis while the rate of hiring fell down considerably. In March 2005, the official rate of unemployment in the US reached 5.2 percent. It represented 13.6 million people in America who were unemployed, part-time workers out of economic necessity, or had lost courage to look for jobs. This resulted due to recession and crisis surrounding September 11, 2001 (Conrad, 2005). The rate of labor force participation in United States exhibited a funny trend before and after the crisis. Before the crisis, the rate of labor force participation increased due to continuous entry of women into the labor market. After crisis, they contributed to 66 percent of labor force in 2005 while rate of labor force participation in men declined to 73 percent. Scholars argue that, rate of labor force participation increased due to high entry of women who had accurately planned their future and were able to venture and compete in the labor market (Jacobsen, 2004). Before the crisis, United States minimum wage remained constant at $ 5.35 per hour but this varied from one county to another. The Congress gave counties power to set minimum wage above federal level. As a result, the counties set an hourly minimum wage. During and after crisis, pursuant of fair labor standards broke the record when they set a constant minimum wage of $5.15 per hour (McDonald, 2007). Living standards in United States are high with high per capita income but less