Correlation Between the Amount of Hours Studied per Week and the Speech or Presentation

Correlation Between the Amount of Hours Studied per Week and the Points Obtained Within One Semester - Speech or Presentation Example Their research delved on the correlations among hours spent studying, learning style, and academic performance as measured by grades. The study made use of 34 mechanical engineering students who were requested to log into a study diary within a weeks time. The tool utilized for students learning style was that authored by Biggs – the Study Process Questionnaire. The results suggest that a shallow approach to learning is strongly correlated with longer study hours and high class attendance. It is thus possible to still have low grades despite high class attendance. The efficiency of the students learning style thus matters still. The study has been undertaken to determine the correlation between number of hours of study and academic test score. Moreover, it intends to ascertain if there are significant differences in both hours of study and academic test scores on the basis of gender. As such, the following are the hypotheses tested in the current research: The research takes on a quantitative approach, mainly gathering numerical data on two variables: hours of study and academic test scores. Two other variables have been gathered, namely, gender and grade. Gender has two levels, male and female. There are also two levels for grade, Grade 12 and Grade 13. There are a total of 40 respondents for the study, which have been selected randomly. There are 20 males and 20 students from each of Grades 12 and 13. Random sampling has been used to ensure that the sample that is yielded is representative of the whole population of interest. Thus, valid conclusions may be garnered. The randomly selected students were asked to explicitly give consent for their participation in the study. They were asked through phone interviews about the variables of interest, namely, number of hours of study and academic performance scores. All the data have been manually encoded through Excel, and then transferred to SPSS

Film Report Essay Example for Free

Film Report Essay Children of a lesser God is a love story about a speech teacher who falls for a beautiful yet distant deaf girl in a small New England school for the deaf, and the obstacles that they face due to their differences. William Hurt plays James Leeds, a renegade teacher with an unconventional approach to education and a resume that includes stints as a bartender and a disk jockey. Upon his arrival, he is warned by school administrator Dr. Franklin (Philip Bosco)not to get creative with his instruction. Naturally, Leeds already has his mind set on his teaching plan and proceeds to play loud rock music in class in order to teach the students to feel the vibrations of the music and get them to try to speak phonetically. But a new element enters his life when he meets the attractive custodian, Sarah Marlee martin. An exceptionally intelligent yet extremely bitter young woman, Sarah is a graduate of the school who has decided to remain there, in the confines of her world of silence; its safer for her to be with her own people than to face what she perceives as a cruel and uncaring world. She hardly seems interested in James and will only communicate with him through signing, although she can read lips and even speak a little. James learns from Sarahs mother ( Piper Laurie) that Sarah was sexually molested as a teenager; this explains why she is so wary of his attempts to form a relationship with her and why she is so full of fear. Eventually, James does get through to Sarah and the two fall in love, although both have to learn new ways to communicate their feelings. Though it seldom resembles the Mark medoff play on which it was based, this directing debut from Randa Haines won an Best Actress Oscar for Matlin, for her first screen performance. In this movie a special education teacher named John goes to work at a school for the deaf. Throughout the movie John acts more as an Audiologist and tries to get all of the deaf students to start speaking. To help the students learn to speak John teaches them to count the beats of music using the feeling of vibrations. With the help of John almost every student learns to articulate at least some words. The relevance in communication disorder in this movie is speaking greatly improves the students’ social life and communication ability which improves the quality of their life. Giving them patience and chance to speak in their own language even their deaf.

Rules to Teamwork :: essays research papers

The Challenges of Teamwork Working on teams can normally prove very challenging, with all of the variations in personalities, strengths, and weaknesses, most of these issues are raised face to face with individuals, and can be resolved by finding a room to sit and talk them out. Working on virtual teams is more challenging, since there are a lot of things missing from the person-to- person contact, such as: †¢Lack of visual cues to understanding context. Many people write email and talk on the telephone in a manner which is completely different than they would talk in person; things that are taken as insults could actually be jokes, or things that are taken as jokes could actually be insults. †¢Lack of a communication mesh. Generally, teams work well when ‘cubicle to cubicle talk’ occurs; when people wander around asking questions. It’s difficult to wander from place to place all the time when your team is scattered all over the world. At the same time, virtual teams have some advantages. For instance, it’s easier to think through your response when writing an email than when talking in a meeting, which is a good and a bad thing. It’s harder to brainstorm when you aren’t willing to just throw out ideas (people are often afraid of saying things that make them look stupid in email, because they think about it before they send it). But it’s easier to have rational discussion when everyone can (not that they always do) let things sit for some time rather than replying in emotion. Several things that came up in our discussion are that virtual teams are also like normal teams in many ways, so many of the normal team rules apply. Web Research Several links came up dealing with virtual teams when searching the Internet.

David Ortan Plc Case Study Essay

1.1.David Orton Plc: A brief overview of merger of Orton group and Costwise David Orton Plc was a result of merger when Orton group, distinguish British Food Retailer Company, acquired Costwise Company in 2005. British CC (competition commission) had reservations at this mighty onset of merger as companies were independently huge retailers already and their reservation was somewhat genuine. The outcome of merger could obviously be a huge monopolize and was evidently aimed at controlling the large market share. The fear laid in commission’s stance that the result of merger will ultimately monopolize certain areas of the region. Nevertheless, it took substantial time to achieve this target as costwise had recognised since very beginning that two companies differ in structure and size therefore it will take quite a while to feel the impact physically. The impression of this merger let staff members of both companies to feel uncertain and uncomfortable, especially of costwise organisation and they feared that each company will be swallowed by the other. Motivational problems related with finance were of major importance to employees of both companies and here too, employees of costwise tended to complain more. The senior management and executive members of costwise company sought to gather and discuss at large weaknesses and strengths of the organisation on realizing that employees’ attitude and perception toward merger could have substantial impact on company’s performance. This meeting cleared company and its employees’ view of the desired merger and future of company was discussed by management personnel (Huczynski, A. & Buchanan, D., 2007). 1.2.Motivational state of employees The staff at costwise was more inadequately motivated towards the merger for the most part as capacity is intricately linked with the question of motivation. Some of the employees’ concerns were included salaries issues, intangible rewards, apprehensions, secondary benefits and recognition etc which were being abandoned by the higher management. Employees were also of the view that costwise company didn’t give them a chance to flourish and  grow. They weren’t given deserving opportunities including measures and promotion which otherwise would help them to grow tithing the framework of the organisation. Conversely, management thought that employee’s reduced performance has affected the overall performance of the organisation as a whole. The organisation gave much quality of supervision, interpersonal relations, and efficient administration of regulation and policies of the company. Recognition for outstanding performances, advancement to upper level of tasks and some other general interests of employees were kept low on the other hand. Employees were bound to grow at slow pace as limited or no training programs were carried out by company’s management thus affecting the overall performance of the employees (Mullins, L., 2007). There were, nevertheless some factors which were being appreciated by the employees and which had a direct, progressive affect on employees motivation level. Those factors include sense of interaction, loyalty and trust and chemistry between employees and management which led each party to realise organisational problems occurring within the organisation. The sense of interaction and utmost respect of work were responsible to increase employees’ moral and a practice of trust and loyalty among them could be seen through observation (Kelley, H.H., 1999) 1.3.Attitudes and Perception of the employees In any such situation, there are probable situations where attitudes and perceptions of the associated employees change drastically. One of the obvious attitudes that could be expected from employees is their felling of low self worth. This feeling is probable and any person associated with a company which is going to merge up with another company of twice its size can have it. This circumstance, however, could result in employees’ reduced level of efforts and sometimes deliberately withholding efforts. Poor performance and uncertainty can be suspected in this case which organisations are required to reduce or get ready for the aftermath. Employees’ withdrawal of their commitment to work can seriously damage the stability and competitive advantage it earned during the time therefore managers have to take the responsibility and devise action plan to waive off such situations (Myers, D., 2005) The employees are supposed to have alarming beliefs and questionable attitudes toward the merger and if those attitudes do not get properly managed, it will badly affect the company’s performance. The most questionable attitude in this case could be employee’s perception toward management decisions as it could a sense of uncertainty within them. They become more sensitive to their future as any uncertain thought about company’s decisions and actions could let them thin that their job is at stake. Thus staff turnover is quite probable as no employee could thrive in uncertain work environments. Differences in opinions, either professional or technical could also result in employees’ frustration and developing angry attitude resulted by genuine work complaints (Nelson, D. & Quick, J., 2006) 1.4.Resultant effects Resultant effects which such attitudes can have may include employees’ self-centeredness, their insensitivity to other people, their constant attention and affirmation seeking behaviour which could confront to abrupt in some cases. Lack of cooperation, failure to follow regulations and rules at work and absenteeism could be some results and forms of attitudes which costwise company can expect from its employees. It will be of utmost responsibility of new management to reassure the employees of costwise that they are fundamental assets of the organisation and they have to adequately motivate the employees in best possible manner. It is quite obvious that employees will act in circumstances which dictate their perception of situations. In this scenario, motivation will dictate their perception of jobs. It is also probable that employees of any company compare themselves and their positions with their counterparts and feel a sense of inferiority. Supervisory perception could also be expected for example costwise managers will feel uncomfortable to work under supervision of Orton’s management if any such scenario happens. This will only increase the problem for the costwise organisation and it will also account for bad perception of merger in vicinity of strong factors arousing uncertainty among costwise employees (Buchanan, D. & Huczynski, A., 2004) Self-perceived insufficiencies in comparison to former Ortan organisation are resultant from reasons of differences in development and capacity and the suspicion that ultimately  results in lack of equity. Competition of resources is another perception that has strong effect on employees’ attitudes of both companies as it will cause discrimination since Ortan employees are in better positions than costwise’ thus they are more likely to obtain benefits and resources such as salary increments and training programs . In this case, employees of costwise will obviously feel inadequately compensated and benefited even before the merger. This threat, either real or illusionary, is suppose to cause deep-rooted problems as all such scenarios are directly related with human psychology (Daus, 1997). 1.5.Main issues faced by senior managers Complex work environments and due to some other demographic and technological changes and innovations, senior managers have now augmented responsibility of supervising staff and employees of any organisation. Obviously the most important task is to increase the employees’ performance thus increasing overall performance of the organisation. In a case where employee’s attitudes toward work have been exacerbated by above mentioned factors and attributes, senior managers have to work hard in order to obtain their objective. They need to get employees back to work with full enthusiasm which will help them in scoring tasks and meeting deadlines. There are those employees who want to be supervised, some of them feel certain insecurities, and some feel company’s decisions as threatening their future. Managers are therefore needed to address such issues within the organisation and propose sustainable solutions (Kanigel, R., 1997) Employees’ unethical behaviour is another serious issue which requires mangers to taken care of. Some employees, who are satisfied by the policies and decisions of the organisation, tend to ignore rules and regulations set by the management. They compromise on the delivery and quality of work thus affecting organisation and its outer world relationships. The challenge of such employees’ commitment and motivation is one difficult task which managers at both organisations have to carry out. This can, however, be solved by taking simple steps which first include assessment of the behaviours and attitudes of such employees and of those factors which are responsible for such behaviours and attitudes. For example, a clear observation of the case study  suggests that employees at both organisations weren’t happy for their salary compensations. They in fact found it unsatisfactory that some employees of some departments are getting higher wages whereas some other deserving staff members have not been compensated by the organisation adequately. They had another concern that organisations failed to address their social, emotional, psychological and esteem concerns. Obviously mangers do have the responsibility to take care of such issues if organisations want to increase the motivation of employees (Kinicki, A. & Kreitner, R., 2006) Culture, gender, sexual orientation and religion etc. are dominated by the diverse workforce by whom both organisations operate. This diverse workforce thus engenders complexities and challenges for the management as minds of employees are naturally discriminated. These employees do have strong impact on other staff members thus senior managers are more likely to deal with challenging circumstances. Rewards, appreciation, recognition and especially balancing and equal treatment are such tools which can be highly useful in fighting similar challenges. Employees’ interaction has to be monitored by the management and with advancement of telecommunication; the challenge has become strong and important. They have to devise solutions that effectively control this challenging situation since employee privacy has already been restricted in several sectors (Gentile, M. C., 1996). 2.Critical analysis of the study Effective management of organisational behaviour is somewhat critical and requires the management to effectively examine the sources of motivation, group influence and job design among other things. It needs to define behaviour modification procedures which will help the learner to realise and appreciate the direct connection between organisational behaviour and possible consequences of it. Positive reinforcement is an effective tool which includes administrating sentencing on bad or negative behaviour and rewarding good or positive behaviour. The X and Y theories of Douglas McGregor play vital role in effective management of behaviours. Theory X involves the style of rather authoritarian management which recommends that coercion with help of application of threats upon individual is effective as an average individual detests work. The theory also argues about achievement  of organisational objectives through letting individuals concerned about it as an average individual doesnâ₠¬â„¢t like to have responsibility and rather prefer to be secure at all cost. Participative management theory or Theory Y stipulates that individuals are mainly self-directed thus they will have to take the responsibility. According to Douglas McGregor, The capacity to employ creative thinking and imagination is widely spread throughout individuals thus capacity and intelligence is partly utilised by the industry. Ability to possess responsibility and self-direction drives individuals to obtain organisational objectives (Robinson, G., and K. Dechant, 1997) The above discussed theory can be utilised in developing reward schemes and policies for staff members by rewarding those employees with benefits who perform well and grueling those who show bad behaviour and retain poor performances. By implementing this model, employees at David Orton Plc will be more obliged to work hard and return considerable benefits for the organisation in their quest to rewards, promotions, incentives and other forms of recognitions. Another effective methodology in this regard could be the Content theory which deals mainly n the area of individuals’ requirements and demands. These requirements can be broken down further into their primary requirements such as food, clothing, shelter etc. and their secondary requirements such as desire of power, achievement among colleagues, approval and love etc. It is however critical to locate the influence over behaviour by these requirements. The influence by primary needs is easy to understand and identify but influence by secondary requirements on behaviour varies by certain factors and is difficult o understand. The hierarchy of needs theory by Abraham Maslow tends to explain the requirements which could possibly affect the attitudes and behaviours of individuals working under the organisational framework (Larbi, G., 2006) Self-actualisation is needed to get managed against above mentioned background by investing in an effective, creative and challenging work place environment. Promotions, independence, flexibility and providence of bigger responsibilities are among some factors which can be employed to boost esteem if managed well. Lower level requirements including social, psychological and security requirements can be efficaciously managed by procuring safe working conditions, friendly work atmosphere and reasonable  and suitable work hours. Therefore the theory of Maslow or theory of hierarchy of needs can be applied to the case of merger, David Orton Plc which observes dissatisfaction among its employees over inadequate pay structure, lack of recognition and other social, emotional and psychological wants. This theory can be effectively applied by management by sufficiently increasing employees allowances, rewards, salaries and give them an overall well being in their areas of complaints (Larbi, G., 2006) 3.Conclusion Concluding, organisational behaviour seems to resolve around people’s perception, their power to act feel under organised settings. The organisational complexities occurring within the framework of an organisation need associated management and senior executives to evaluate key behavioral factors which dominate the system. They have to examine the reasons behind such factors and once they succeeded in identification, they got to develop sustainable strategies and plans to tackle organisational behaviour problems. Any solution aiming at increased performance by the employee will result in increased performance of the organisation. For this, management needs to realize employees that their talents are being recognized and to compensate them with adequate resources, pays and secondary benefits so that they could overcome the sense of terrifying uncertainty and work hard for the goodness of their own and the organisation. Ensuring sufficient motivation among employees is one thing but managing this motivation all along is another yet a difficult challenge for the organisation. Strategies aimed at actively fostering the development and growth of the employees will only make sure that their capacity and motivation is developed. An organisation flourishes when management succeeds in developing and establishing a strategy which ensures employees that their received salary is linked with their performance and that their expectations towards their compensation against work done will be adequately rewarded. If employees lost interest in work and what they do at the organisation, nothing could prevent organisation from failure and economic devastation therefore enriching jobs will help greatly in developing employees’ interest in their jobs they will feel enchanted to have something more than a job  which rewards them with a paycheck and it surly is a great thing. To instill such strategies into organisational framework, organisations are needed to assess behaviours and issues related with employees and propose better solutions for them. References Buchanan, D. & Huczynski, A. (2004) Organisational Behaviour: An Introductory Text, 5th ed., Harlow: FT/Prentice Hall Daus (1997). Challenges of leading a diverse workforce. Academy of Management Executive, 11, 32–47. Gentile, M. C. (1996). Managerial excellence through diversity, Chicago, IL: Irwin; and Joplin, J. R. W., and C. S. Huczynski, A. & Buchanan, D. (2007) Organisational Behaviour: An Introductory Text, 6th ed., Harlow: FT/Prentice Hall Kanigel, R. (1997). The one best way: Frederick Winslow Taylor and the enigma of efficiency. New York: Viking. Kelley, H.H. (1999) â€Å"Attribution in Social Interaction.† In Attribution: Perceiving the Causes of Behavior. E.E. Jones, et al. Morristown, MJ: General Learning Press. Kinicki, A. & Kreitner, R. (2006) Organizational Behavior: key concepts, skills, & best practices. 2nd ed. McGraw Hill Larbi, G. (2006). â€Å"Applying the new public management in developing countries,† in Y. Bangura and G. Larbi. Public sector reform in developing countries: capacity challenges to improve services. Basingstroke, Palgrave. Mullins, L. (2007) Management and Organizational Behaviour. 8th ed. FT/Prentice Hall Myers, D. (2005) Social Psychology. 8th ed. Boston: McGraw Hill Nelson, D. & Quick, J. (2006) Organizational Behavior: Foundations, Realities & Challenges. 5th ed. Thomson South-Western Robinson, G., and K. Dechant (1997). Building a business case for diversity. Academy of Management Executive, 11, 21–31.

Early childhood educators Essay

Theorist What contribution to the field of ECE did this theorist make? When and Where? Identify historical issues and current trends in the early childhood care profession. Share an example of how the theorists work is used today. Rousseau Rousseau was the author of several education books; he proposed that children be educated in moral, harmonious environments free from adult dominance (Follari, 2011). Rousseau was influential in both Europe and America in the mid to late 1700’s. Rousseau emphasized out of the home schooling and viewed children as innately good. Rousseau reduced the importance of learning by reading and emphasized learning by experience. An example of his work is seen today as children learn through play. Pestalozzi Johann Heinrich Pestalozzi published a book in 1801 that helped influence the development of seeing his theories put into action. The â€Å"Pestalozzi method† was put into practice in 1805 at his school in Yverdon (Johann, n. d. ) Johann Heinrich Pestalozzi was an education reformer who was very passionate about getting education to poor children and teaching methods designed to strengthen the students own abilities. He wanted children to be taught as a whole ( Follari, 2011). An example of Pestalozzi’s work can be seen through field trips, puzzles, blocks, and physical exercise. Froebel Froebel made Kindergarten spread like wildfire through Europe and eventually to the U. S. He created what is known as Froebel gifts. He designed balls, wooden block, tiles, sticks, and rings to demonstrate that children could learn while at play (Follari, 2011). Froebel based his beliefs in teaching children on rationalism. He thought children could gain knowledge by logically thinking through concepts from a given premise. He started by giving his gifts and having the children work through them (Follari, 2011). An example of Froebel’s work can been seen through Kindergarten (Follari, 2011). Peabody Elizabeth Peabody opened the first English speaking kindergarten in Boston, MA in 1859(Follari, 2011). She also created the American Froebel Society to provide some regulations and originality of kindergarten programs. (Follari, 2011). Elizabeth Peabody was against the hands-on objects method of instruction. She liked individualized instruction instead. She thought children needed careful direction to develop properly (Follari, 2011). An example of her work is the acceptance of kindergarten as an accepted institution in U. S. education (Today, n. d. ). Piaget During the 1970’s and 1980’s, Piagets theories inspired the transformation of European and American education (Follari, 2011). Piaget believed learning occurs as a result of experience, both physical and logical. He thought knowledge could not truly be formed until the learner has matured to the mental status that the learning is specified to. He believed that children made moral judgments based on their own observations of the world (Follari, 2011). Piaget’s theories were used in the developing of the Dynabook programming system (Jean, n. d. ) Vygotsky. Lev Vygotsky proposed a theory of the development of higher cognitive functions in children that saw the emergence of the reasoning as emerging through practical activity in a social environment. Most of his work was influence in Eastern Europe in the 1920’s and later on in America (Lev, 2013) Vygotsky believed that children organized their thinking by private speech. His theory suggests that children have developmental rages which the child can be assisted in operating at higher levels than are possible alone (Follari, 2011). An example of his work would be scaffolding (Follari, 2011). Gesell. Dewey John Dewey’s education philosophy helped forward the progressive education movement, and spawned the development of experiential education programs and experiments (Follari, 2011). John Dewey believed that education should be based on children’s interests and should involve them in active experiences. He thought an active curriculum should be integrated rather than divided into subject matter segments(Follari, 2011). Problem solving activities. References Follari, L. M. (2011). Foundations and Best Practices in Early Childhood Education: History, Theories and Approaches to Learning (2nd ed., pp. 24-47). Upper Saddle River, NJ: Pearson Education. Jean Piaget. (n. d. ). Jean Piaget. Retrieved from http://www. nndb. com/people/359/000094077/ Lev Vygotsky. (2013, November 17). Wikipedia. Retrieved from http://en. wikipedia. org/wiki/Lev_Vygotsky Johann Heinrich Pestalozzi: Pedagogy, education and social justice. (n. d. ). Infedorg. Retrieved from http://infed. org/mobi/johann-heinrich-pestalozzi-pedagogy-education-and-social-justice/ Today in History. (n. d. ). : May 16. Retrieved from http://memory. loc. gov/ammem/today/may16. html.

Battle of Narva - Great Northern War Battle of Narva

Battle of Narva - Great Northern War Battle of Narva Conflict Date: The Battle of Narva was fought November 30, 1700, during the Great Northern War (1700-1721). Armies Commanders: Sweden King Charles XII8,500 men Russia Duke Charles Eugà ¨ne de Croy30,000-37,000 men Battle of Narva Background: In 1700, Sweden was the dominant power in the Baltic. Victories during the Thirty Years War and subsequent conflicts had enlarged the nation to include territories ranging from northern Germany to Karelia and Finland. Eager to combat Swedens power, its neighbors of Russia, Denmark-Norway, Saxony, and Poland-Lithuania conspired to attack in the late 1690s. Opening hostilities in April 1700, the allies intended to strike Sweden from several directions at once. Moving to meet the threat, 18-year old King Charles XII of Sweden elected to deal with Denmark first. Leading a well-equipped and highly trained army, Charles launched a bold invasion of Zealand and began marching on Copenhagen. This campaign forced the Danes out of the war and they signed the Treaty of Travendal in August. Concluding business in Denmark, Charles embarked with around 8,000 men for Livonia in October with the intention of driving an invading Polish-Saxon army from the province. Landing, he instead decided to move east to aid the city of Narva which was threatened by Tsar Peter the Greats Russian army. The Battle of Narva: Arriving at Narva in early November, Russian forces began laying siege to the Swedish garrison. Though possessing a core of well-drilled infantry, the Russian army had not yet been fully modernized by the tsar. Numbering between 30,000 and 37,000 men, the Russian force was arrayed from south of the city in a curved line running to the northwest, with their left flank anchored on the Narva River. Though aware of Charles approach, Peter departed the army on November 28 leaving Duke Charles Eugà ¨ne de Croy in command. Pressing east through bad weather, the Swedes arrived outside the city on November 29. Forming for battle atop Hermansberg hill a bit more than a mile from the city, Charles and his chief field commander, General Carl Gustav Rehnskià ¶ld, prepared to assault the Russian lines the next day. Opposite, Croy, who had been alerted to the Swedish approach and relatively small size of Charles force, dismissed the idea that the enemy would attack. On the morning of November 30, a blizzard descended across the battlefield. Despite the foul weather, the Swedes still prepared for battle, while Croy instead invited the majority of his senior officers to dinner. Around midday, the wind shifted to the south, blowing the snow directly into the Russians eyes. Spotting the advantage, Charles and Rehnskià ¶ld began advancing against the Russian center. Using the weather as cover, the Swedes were able to approach to within fifty yards of the Russian lines without being spotted. Surging forward in two columns, they shattered the troops of General Adam Weyde and Prince Ivan Trubetskoy and broke Croys line in three. Pressing home the assault, the Swedes forced the surrender of the Russian center and captured Croy. On the Russian left, Croys cavalry mounted a spirited defense but was driven back. In this part of the field, the retreat of Russian forces led to the collapse of a pontoon bridge over the Narva River which trapped the bulk of the army on the west bank. Having gained the upper hand, the Swedes defeated the remnants of Croys army in detail through the rest of the day. Looting the Russian camps, Swedish discipline wavered but the officers were able to maintain control of the army. By morning, the fighting had ended with the destruction of the Russian army. Aftermath of Narva: A stunning victory against overwhelming odds, the Battle of Narva was one of Swedens greatest military triumphs. In the fighting, Charles lost 667 killed and around 1,200 wounded. Russian losses were approximately 10,000 killed and 20,000 captured. Unable to care for such a large number of prisoners, Charles had the enlisted Russian soldiers disarmed and sent east while only the officers were kept as prisoners of war. In addition to the captured arms, the Swedes captured nearly all of Croys artillery, supplies, and equipment. Having effectively eliminated the Russians as a threat, Charles controversially elected to turn south into Poland-Lithuania rather than attack into Russia. Though he won several notable victories, the young king missed a key opportunity to take Russia out of the war. This failure would come to haunt him as Peter rebuilt his army along modern lines and eventually crushed Charles at Poltava in 1709.

Understanding the history of a Biomedical scientist The WritePass Journal

Understanding the history of a Biomedical scientist Introduction Understanding the history of a Biomedical scientist IntroductionConclusionRelated Introduction If one was to ask someone what a biomedical scientists was 15 years ago, the response would probably be pardon?, but now that we are in the 21 century it has become more of acknowledge role in the healthcare industry and amongst the public. However the term biomedical scientist is still not used, one is more likely to hear terms like virologist, haematologist, microbiologist, cytologist, and many others. Biomedical science is a broad term used to encapsulate a diverse range of professions in health care and other industries. The first sign of viruses in history was probably discovered in the Egyptian times, when a dead corpse was found in tomb with abnormal tissues of smallpox. The body seem to show signs of yellow fever and other viruses and signs of paralytic poliomyelitis, which is caused from polio. As time went on people with polio viruses seemed to be successfully continuing with their life, however when the daunting HIV and Hepatitis B broke out there were more deaths. These viral diseases not only caused harm to humans but also to the planet, plants, fish, birds and other living mammals. Conclusion The word virus comes from the Greek meaning ‘poison’, the word virus has been commonly used in the English language for years.   One of the very first people to identify invisible viruses that was able to cause infectious diseases, was a bacteriologist, unfortunately technology that we now use to recognise disease were not present. Edward Jenner was a as scientist who cleverly used materials from cowpox as a vaccine to prevent smallpox. Many other people of whom were not scientist were able to create vaccines to prevent other disease e.g. Louis Pasteur he created a vaccine for children that had been bitten from a rabid animal.