Crucible Essay Topics - The Essay Topics From CUNY School of Journalism

Crucible Essay Topics - The Essay Topics From CUNY School of JournalismOne of the most important aspects of the curriculum at CUNY is writing assignments, and as such, The Crucible Essay Topics is one of the most important elements to have. This section covers a wide variety of topics that will help you get into great writing form. They provide help for essay topics that focus on history, literature, religion, art, movies, and other subjects.As an exercise, it would be helpful to go through these categories and figure out what type of essay topics would best help you at college. After this, you will want to go ahead and figure out what subject you will focus on. Once you get this down, you will need to add more topic to your essay.Next, you will want to take a look at the sentence structure. You will find that there are a number of different styles that are used in some of the articles. Whether you are writing fiction or non-fiction, you will want to make sure you are following the s tyle that the piece is written in. This can help with grammar, but also helps with the presentation.This is an area where you can get lost if you are not careful. In addition to the topic, you will also want to pay attention to the structure of the piece. Many of the words in the sentence are what makes the piece complete.This is the most important thing that you will want to focus on as you get through this section. Try and get as close to the different language style as possible while still making it flow with the rest of the essay. If this is not possible, you will want to get some help.The next part is to take a look at the topic and write down what you think it should be. There are several places where you can look for ideas. These can include: magazines, books, videos, internet, etc. The Crucible Essay Topics are often used to help with these ideas.Once you have put this together, you will now be ready to begin to take the final test. Remember, the Crucible Essay Topics will g ive you the basics you need to be successful in the subject of your choice.

The Physiological Effect Of Angiotensin Renin System

During my undergraduate years, I came across a drug class called Angiotensin Converting Enzyme (ACE) inhibitor. This medicine interferes in a production of angiotensin II via the enzyme inhibition, ultimately lowering the blood pressure. Understanding the physiological effect of angiotensin-renin system greatly fascinated me how our body is sophisticated in its structure and function, and it intrigued me further that our current knowledge allows us to design ACE inhibitor to combat high blood pressure. In ongoing pursuit of a pharmacist career, I learned that an application of medical knowledge such as ACE inhibitor involves much more complex issues. Before treating ACE inhibitor to patient, understanding the side effects, drug-drug interactions, and other therapeutic interactions is critical to ensure the safety and efficacy of the medicine. In this aspect, I find the role of pharmacist compelling in that the pharmacist is essential in informing and executing proper medication distr ibution to patients. Furthermore, pharmacy incorporates both the knowledge of chemistry with health care, which I am both profoundly dedicated with. In my high school years, as a member of Academy of Science and Medicine, I indulged myself in the environment of medical science. Developing knowledge about biotechnology such as PCR, gel-electrophoresis, and transformation inspired me to set my heart for health care field. However, with unfortunate financial circumstances in my family, thisShow MoreRelatedHypertension : Hypertension And Essential Hypertension Essay1171 Words   |  5 Pagesdefined as an arterial blood pressure that is raised above 140/90 mm Hg (systolic/ diastolic BP). Hypertension can be classified into Secondary hypertension and Essential hypertension. When specific cause is evident but heredity, and various physiological parameters play a role in increasing blood pressure is known as Essential Hypertension. Secondary Hypertension is one where the cause is known. A ccording to WHO guidelines between 2006 and 2015, deaths due to cardiovascular diseases are expectedRead MoreThe Physiological Effects of Renovascular Hypertension (Renal Hypertension) on the Body1673 Words   |  7 Pagesto the kidneys’ ability to synthesize glucose from amino acids. The final function of the kidneys is the production of specific hormones or enzymes, such as erythropoietin, which controls erythrocyte production, and renin, which is an enzyme that influences the formation of angiotensin (10). Renovascular hypertension is currently the most common type of secondary hypertension as it accounts for 1% to 5% of cases in the United States. 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The relative importance of water is readily apparent through the role it plays in various systems of the body. The popular notion, therefore, exists that one must drink eight 8-oz glasses of water, which amounts to about 2 L, per day. Currently, the Institute of Medicine states that the total beverage intake for men should be about 13 cups or 3 L and for women 9 cups or 2.2 L (Water: How Much†¦Ã¢â‚¬ ). The right amount of water one should drink eachRead MoreAn Outline Of An Assignment1966 Words   |  8 Pages2007) Connecting History of Presenting Complaint Mr Jones requires regular review and management of his Essential Hypertension which was first diagnosed 5 years ago. He has been well maintained on lower than recommendation (NICE, 2011) dose of angiotensin converting enzyme inhibitor Lisinopril dihydrate. He has no other comorbidities. He comes to see me on a booked appointment for his 6 month review with 2 week’s raised blood pressure readings taken twice a day at home (Appendix 3). His highest

Sexuality Is An Integral Part Of The Personality Of Everyone

Psychology discipline: According to the World Health Organization, â€Å"Sexuality is an integral part of the personality of everyone: man, woman and child; it is a basic need and aspect of being human that cannot be separated from other aspects life.† People who have physical or intellectual disabilities are often label as non-sexual adults. People don’t talk about sex and disability in the same sentence. It tends to be a taboo area for many people. As a result, more than 50% of disabled people don’t have any form of a regular sex life. For most people, sexuality is a very intimate area in their personal life or in the relationship which they are not easily share with someone else. Sexuality is important in the romantic relationship, or even in the marriage. Imagine that a man got an car accident and became paraplegia. People may think he doesn’t need sex anymore, his whole life has changed. He was able to enjoy sex, having intimate connection with his girlfriend or wife, but now he can’t. It doesn’t mean that he is disabled and physically can’t have sex so he doesn’t need it; instead, he is disabled but his thoughts and desire are not taken away with the physical disability. People with disabilities are easily get frustrated of not able to pleasure their partner. Their disabilities may affects the way their body works. Their partners need to more effort to pleasure them, and this can make disabled people feel embarrassing that they can’t do anything for their partners.Show MoreRelatedChildren And Women With Disabilities : An Umbrella Term, Covering Impairments, And Participation Restrictions983 Words   |  4 Pages California State University, Long Beach Sexuality in the Disabled Kam Sing Kwok HSC 425 Marty Axelson 14 April, 2016  Introduction: Disabilities is an umbrella term, covering impairments, activity limitations, and participation restrictions. 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Reiterating the central place which sexuality occupied in the life of man, Dietrich writers: Sex à ¢Ã¢â€š ¬Ã‚ ¦ as contrasted with other departments of bodily Experience is essentially deep. Every manifestation of sex produces an effect which transcendsRead MoreAnalysis Of A Streetcar Named Desire 2094 Words   |  9 PagesBlanche’s presentation in the closing chapter of streetcar, within which, clothes are instead bestowed by Williams upon blanche in order to emphasise her epitomisation of a perfected form of humanity, or at least to raise her above those who view her sexuality and promiscuity as worthy of accusation, or would afford her poor, perhaps even dehumanising treatment as a result. 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Moscovici, one of the founders of the social representationsRead MoreWe Talk of Identity as Individual but in Reality, Identity Is Formed by Society†3318 Words   |  14 Pagesindividual sense of character. ‘The Road Home’, depicts the journey of Lev an eastern European worker who has chosen to come to London understanding he has to ‘fit in’ to the new environment he has opted to be a part of. In ‘Measure for Measure’ society is hierarchical with one leader who everyone has to obey, this means society and its norms are accustomed to what the temporary leader Angelo wants. Finally, in ‘Skirrid Hill’ identity much like Lev in ‘The Road Home’ is based upon heritage and the soc ietyRead MoreGood Morning, Vietnam By Mitch Markowitz3343 Words   |  14 Pageshumor. In his first day of work, he completely changed the boring routine of radio station called Armed Force Radio Service into a station where he makes fun of his authorities, weather and even the former president of that time, Richard Nixon. His personality makes some of his superior like Lieutenant Steven Hawk and Sergeant Major Dickerson hate him but among the thousands of soldiers, he is a legend. For soldiers who left their family behind and are in an unknown country with a constant fear of death

Training Strategies for Small and Medium Sized Businesses free essay sample

Training Strategies for Small and Medium Sized Businesses: One Size Doesnt Fit All. Abstract The prerequisites for training vary in different businesses, with size being a significant factor. The smaller firms tend to conduct their training for their employees on a superficial level, having their entire focus on learning informal skills. Whereas in comparatively larger SMEs, there is a broader spectrum for the learning perspective. These companies want to obtain a more formal training with an objective of achieving standard skills. Thus, different firms have different training strategies regardless of the size. This paper analyzes these differences and identifies the challenges that may inhibit certain training strategies. Introduction A survey conducted by W. Paul and J. Storey (1997) among 6000 randomly selected SMEs in Great Britain showed that there are huge differences in the attitudes of the manager and the ways of fulfilling the training needs of either family or non family employees in their business. The family members need for training is viewed in terms of explicit development, whereas the case is entirely different for non family employees; it is only to foster their career building needs. It also indicated that the owners are in avour of training but do not consider it as an essential part of their business strategy. These managers also stated that often they are pressured by the government agencies and external trainers to spend a part of their profits into human resource development and in most cases, the decision for either allowing employee training or not was made by the manager or the owner of the organization. Only the rest of the 7% hired a professional human resource for training, but even in those firms, the final decision was in the hands of the owner or the manager (Paul Storey, 1997). Through this paper, the researcher aims to identify the tate-of-the-art training strategies that are used by different small and medium sized organization, the implications of dif ferent literature on these training strategies, and loop-holes between the distresses that owners of different SMEs have about the After looking at an overview of small business, M. Harry (2002) gave a pragmatic statement which says that the managers or the owners of approximately 63% of small businesses continues to be involved in the issues related to the development and training of the employees, regardless of the increase in the intense of complexity and formality in these firms. Only 26% of the organizations actually hired HR professionals and gave them the lead of the training program and developmental decisions. However, all of the respondents claimed to be using properly scheduled training plans and budgets, and recognized that there is a strong relation between their firmss training requirements and a growing competitive advantage. Despite of all these facts, the owners of the firms still did not view training as an essential part of their entire business strategy. According to these firms, the training of non family workforce is an expense to the organization (Harry, 2002). On the contrary, the training for family members was perceived as a crucial part for the long term business benefits and succession planning. The owners of these business entities were also dissatisfied with the array of training which the external parties were providing. Usually, the owners accounted that they face a lot of sill shortages because of unavailability of appropriate training needed for both present as well as future business necessities. All the respondents in this survey claimed that they have searched for relevant training programs with economical prices at local, regional, and national levels. But after finding a suitable program, the managers were still hesitant to ensue because the costs were very high and there was no appropriate support available. As a result, the training packages were having more economically low prices and guaranteed general rather than ideal support. R. Hill and J. Stewart (2000) utilized a number of case studies in order to clarify the Human Resource practices of SMEs operating in the US. They found that a variety of companies in different industries have the tendency of short term and impulsive Human Resource Development. Training in such firms was informal, imprudent and ad the objective of solving the workplace problems immediately, instead of the long- term employee development. They also found that these firms have a propensity to justify the active promotion of a developmental strategy in the absence of training. Nevertheless, the philosophy of owners and managers towards the business and their perception about the relationship between Human Resource Development and the performance reflected through their attitudes and their motivation levels. According to research conducted by R. Rova and P. Chris (2006) on Canadian small and medium sized organization; the difference between the amounts assigned to raining are not very noticeable. Small firms reserved only 20% of their operating expenses for training, whereas medium and large firms allocated 26% and 22% respectively, for training from their budgets. These results slightly differ from other findings; nevertheless, this population was segmented into trainers and non-trainers. The current studies that measure intensity of training are concerned with only those firms that actively participate in training their employees. On the other hand, the studies which were done previously included those firms as well which were never involved in employee training and development. Because of this, there is a significant difference between the results of previous and current researches. But, it is clear lower than that of in medium and large organizations. According to W. Cecili and A. Neil, (1997) in order to classify and clarify the gaps between an entrepreneurs concern regarding the matters of human resource management in new SMEs and the topics which were pointed out from the review of literature on the practices of human resource management in SMEs, a qualitative evaluation was used. The survey statistics from 1 56 entrepreneurs, focus group data which was btained from 173 founders of emerging capitalist firms, and 129 research articles were assessed. It was revealed that there are certain omissions as well as gaps in the literature. Among those omissions is the significance of creating highly efficient employees. These employees can perform various functions under a variety of phases of organizational development and the people familiar to the organizatio nal culture (Cecili Neil, 1997). One can easily identify that a positive relationship in most of the small businesses is found between the significance of quality improvement, training, human resources-based strategies, nnovation and expansion. It is also a sign that if some organizations pay attention to these three strategies, it is most likely to invest in employee training. Besides, the significance of innovation and market expansion strategy is more in smaller businesses that have 9-10 employees in particular. Organizations that view this strategy as important are likely to allow training for their employees than those firms which consider quality improvement and the human resources-based strategy more significant (Cecili Neil, 2007). The table given below is adopted from the research of R. Rova and P. Chris (2006). This table contains a detailed description about the percentage of businesses that support proper training programs, based on their organizational strategy and the size of the business. One more important factor on which the organization decides whether to train the employees or not is the availability of a flexible work schedule. One probable explanation is that employees having flexible tasks and schedules are more independent and can organize time off more efficiently, making it easy for the employers to send these employees on training (Rova Chris, 2006). Nowadays the concept of blended learning is equally popular in both academic and corporate circles. In 2003, the American Society for Training and Development recognized blended learning as one of the top ten trends to appear in the knowledge delivery industry (Cecili Neil, 2007). Organizations adopt this strategy in order to get hold on the new trends of the market and to absorb new knowledge at any point of time so that they can respond to the changes in the economic environment. Organizations engage in such training programs so as to polish the management skills of their executives and managers. These lectures also help in enhancing the management capacity. Professional Human Resource personnel are hired to conduct the training. This training program aims to address the trainings need of corporate managers in their respective discipline of work. This may include introduction to modern technology and new trends in management on a global scale. Implications of the Literature The implications from the entire literature review are as follows: * When their training needs must be clearly identified. The aim of training must be need and demand oriented, and the employee should not expect any material gains from the training program. For instance, cash allowances or inducement by access to credit should not be in the employees mind as results of the training program. * Training should be designed in a manner that it is easier for the employee to understand and should be on the principle of learning by doing. On the Job training, turns out to be more fruitful for employees, as it allows them to work more effectively on their own problem situations. * Training must take place closer to the employees place of work and should be appropriately scheduled, such as, on weekends or evening. In this way, the employee will be able to continue his office work and training imultaneously.