Use Of Bio Printers As A Replacement For Current Organ...

There are a wide range of settings in which 3D printing technology can be implemented in. In this paper, the potential use of bio-printers as a replacement for current organ donation treatments was investigated. The current organ situation in Australia was explored to assess whether the implementation of bio-printing was suitable. It was discovered that more than 1,500 people are on the Australian organ transplant waiting list, and was thus concluded that bio-printing technology could assist in reducing stress on the waiting lists. Further, this investigation involved researching various bio-printing methods used by renowned scientists in the field, such as one developed by Professor Jonathan Butcher. Current implications and future applications of the technology were also researched and has shown that there is much potential for bio-printing to develop into a major medical resources. In addition, in-depth understanding regarding the various social, ethical and environmental implicat ions of this technology on society was developed. It was shown that from research that bio-printing technology has the ability to drastically change society’s current dependence on donors for organs and tissues. Nevertheless, there were a series of technological and moral obstacles that have to be addressed before full implementation of this technology can occur. Introduction Thirty years have passed since 3-D printers first appeared in 1984 by Chuck Hull, but only recently have they hinted atShow MoreRelatedDisaster Management Policies and Systems in Pakistan13687 Words   |  55 Pagescoordinates with provincial relief departments / relief commissioners who are responsible for effective distribution of relief items in respective provinces. The Cell is also responsible for dealing with institutional donors and receives grants / donations / funds for distribution through the Prime Minister’s Disaster Relief Fund. 3.1- Flood Management Strategy: Since floods are almost a routine annual feature in the monsoon season in the areas lying along the rivers and their basins, the governmentRead MoreProject Mgmt296381 Words   |  1186 PagesProject manager: Harvey Yep Production supervisor: Carol Bielski Designer: Mary Kazak Vander Photo researcher: Jeremy Cheshareck Media project manager: Cathy Tepper Cover image:  © Veer Images Typeface: 10.5/12 Times Roman Compositor: Aptara ®, Inc. Printer: Worldcolor Library of Congress Cataloging-in-Publication Data Larson, Erik W., 1952Project management: the managerial process / Erik W. Larson, Clifford F. Gray. —5th ed. p. cm. —(The McGraw-Hill/Irwin series, operations and decision sciences) Gray’s

The Rise of Adolf Hitler Essay examples - 458 Words

The Rise of Adolf Hitler Adolf Hitler was born on April 20, 1889 to Alois Schickelgruber and Klara Hitler in Branau, Austria. Klara showered young Adolf with love and attention while his father beat and abused him. He moved twice by 1895, first to Passau then to Hafeld. In Hafeld, about 1900, Adolfs artistic talents emerged and he was accepted into the technical/scientific school of Realschule. Adolf quit school at age 16, in part because of reoccuring lung infections ,and in part because of poor grades. In 1903 Alois died, and Adolf took his mothers last name of Hitler. Adolfs mother Klara, died in 1907 from a long series of painful and expensive surgeries for terminal breast cancer. Hitler was permitted to visit Vienna where†¦show more content†¦After the assasination of Archduke Franz Ferdinand and his wife, in 1915, Hitler enlisted in the Bavarian army because of his new found nationalistic attitudes. In less than two months of training, Hitler and his squad saw their fi rst action. Hitler narowly escaped death several times in battle, and was twice awarded the iron cross for bravery. In both October 1916 and October 1918, Hitler was injured in battle by a gun shot wound and mustard gas. Hitler rose to lance corporal before his last injury and the wars end. Soon after the war, Hitler was recruited to join a military inteligence unit assigned to keep tabs on the German Workers Party. Hitler saw this ill managed right wing party as a means to reach his political goals. He built up the party from the defacto, joke it was to an actual competitive political party. At the forefront of the partys campaign was the hatred of jews and communists. Hitlers emotionaly packed speches attracted hundreds more Gemans each time he spoke. After several articles blaming the Jews ran in several Anti -Semetic papers, a great interest arose in Hitlers party. The party was soon renamed the National Socialist German Workers Party, or the Nazis. On November 8, 1923 Hitler l ed over 2,000 armed brown shirts in a march from a beer hall to the capital of Bavaria. He was determined to rid the country of the Jews and Communists. For this beer hall putsch Hitler was sentenced to five years in prison. He only servedShow MoreRelatedThe Rise Of Adolf Hitler1457 Words   |  6 Pagesfrom the people who have elected them. The rise of Dictator Adolf Hitler to supreme power in Nazi Germany would prove to be an event in history that was totally inexplicable in any terms. He was an adventurer who desired to conquer the German people and dominate the entire world, reshaping it accordingly to his desires and pleasures. The evidence of his pestiferous acrimony is all around us, making it quite difficult to believe he did it all on his own. Hitler is one who emerges from obscurity to shakeRead MoreThe Rise Of Adolf Hitler1310 Words   |  6 Pagesleave behind, such as Adolf Hitler. Hitler was a determined man with a history in war, the mind of a brilliant strategist, a clear vision of his goal, and a passion that drove him every step of the way. Adolf Hitler was born to Alois and Klara Hitler on April 20, 1889, in an Austrian border town. The family moved to Linz, the capital of Upper Austria, when young Adolf was around the age of nine. This was the home of Hitler through most of his adolescent and teenage years. Hitler aspired to be anRead MoreAdolf Hitler Rise707 Words   |  3 Pageswondered why Adolf Hitler was one of the most powerful men you could possibly imagine? Well read this essay and youll find out how Adolf Hitler rose to power. In Hitlers younger years about age 5-7 He had lived through a very rough and traumatic childhood. It started when Hitler was 6, two of his younger brothers died from the disease, their names were Edmund Hitler, and Gustav Hitler. After the two passed away, his father turned into a very abusive man and treated Alois and Adolf poorly. AndRead MoreThe Rise Of Adolf Hitler1523 Words   |  7 PagesAdolf Hitler In Austria, 1889, a boy was born. He was born from Alois Hitler and Klara Polzl, as the fourth of six children. When this child was 3, they moved to Germany. As a child, he was always clashing with his father. Following the death of his younger brother, Edmund, in 1900, he became detached. When his father Alois died in 1903, his mother allowed him to drop out of school. After he dropped out, he moved to Vienna and worked as a painter and laborer. He also applied to the Academy of FineRead MoreThe Rise and Fall of Adolf Hitler662 Words   |  3 PagesAdolf was born on April 20th, 1889, He committed Suicide on April 30th 1945. How did this Austrian that seemed to come out of nowhere succeed in conquering Germany? How did he plant the seeds of hatred and violence into the German people? How did Hitler and the Nazis almost drag the world into the apocalypse? In Mien kampf Hitler writes â€Å"the first world war was the most sublime moment in my earthly existence.† For four years Corporal Hitler was a courier, carrying messages to varicose 16th InfantryRead MoreThe Rise Of A New Leader, Adolf Hitler, And His Party2171 Words   |  9 PagesGermans were desperate for the leadership of one who would turn their country around. This provided the chance for the rise of a new leader, Adolf Hitler, and his party, the National Socialist German Workers Party. An unemployed soldier after fighting in World War I, Hitler engaged himself as a politically active individual joining the Nazi Party. Shortly after joining, â€Å"Hitler proved to be such a powerful public speaker and organizer that he quickly became the party’s leader. Calling himselfRead MoreThe Rise Of Adolf Hitler And The National Socialist German Workers Party1511 Words   |  7 PagesUpon the rise of Adolf Hitler and the National Socialist German Workers Party (the Nazi Party) in Germany, homosexuals, were one of the various groups targeted by the Nazis and were ultimately among the Holocaust victims. Commencing in the early rule of Hitler, homosexual organizations were expelled, scholarly books about homosexuality, and sexuality in general, were destroyed, and homosexuals within the Nazi Party itself were detained or executed. The Gestapo assembled lists of homosexuals in GermanyRead MoreThe Reasons For Adolf Hitler s Rise Of Power As The Chancellor Of Germany3897 W ords   |  16 PagesThe reasons for Adolf Hitler’s rise to power as the Chancellor of Germany in January 1933, as the leader of the Nationalsozialistische Deutsche Arbeiterpartei (NSDAP or Nazi party), have been widely studied and debated. There are numerous biographies about Hitleras hundreds, if not thousands, of people attempt to discover new information to understand just how he was able to become such a powerful figure. It can be argued that Hitler was a key factor in starting the Second World War and he was certainlyRead MoreAdolf Hitler and the Nazis Rise to Power Essay examples867 Words   |  4 PagesAdolf Hitler was one of the 20th centurys most powerful dictators. He was responsible for World War II and the death of millions. Hitler saw a nation in despair and used this as an opportunity to gain political power. He saw a nation of unemployed and hungry citizens and promised them economic prosperity in return for absolute power. Someone once said The Nazis rose t o power on the empty stomachs of the German people. br brHitler was born in Austria-Hungary in 1889. His father, Alois HitlerRead MoreAdolf Hitler Rises to Power in Europe While the U.S. Recruits Native Americans1184 Words   |  5 PagesThe instability created in Europe by World War I set the stage for another international conflict World War II, which broke out two decades later and proved to be even more devastating. Rising to power in an unstable country, Germany, Adolf Hitler and the Nazi Party had ambitions of world domination. Hitlers invasion of Poland in September 1939 drove Great Britain and France to declare war on Germany, and World War II had begun. Over the next six years, the conflict would take more lives and destroy

Creating an Excellent Workplace

Question: Describe about the Report for Creating an Excellent Workplace. Answer: Creating a good workplace where employees and management team are ever happy to work is not an easy task if a manager fails to understand what needs to be done. The increased stiff competition in todays business environment from the challenger firms and frequent research imply that a conducive environment is a necessity for any productive company whose objective is to excel ahead of other competitors(W., 2014). It is important to maintain productivity at optimum levels by motivating employees to the maximum in order for them to be productive and able to accomplish assigned tasks or duties. It is the responsibility of a manager to create an enabling workplace so that the staff is able to finish the remaining production in any process (Great Britain., 2015) . There are several techniques that can be introduced in an organization to create a great workplace and facilitate employees to enjoy in performing their tasks. The strategies differ from one firm to another depending on the compan ys culture, social, personal and the organizational level. In todays contemporary world, most management is struggling to ensure employees are better placed and satisfied in their workplaces. The following are key considerations for creating a fantastic workplace where employees feel jovial to work(L., 2014) . First, providing food for the workers; food is a basic need for every human being and feels good when he or she is not hungry. Ensuring that food is available in an organization, employees will feel there is food security and they cannot suffer from hunger during the working hours. As a leader, research on the right and convenient time to give your staff tea break and lunch(Goffee, 2015). Most companies provide tea or coffee throughout the day because it is easier to prepare. In such a business, the staff can buy their snacks and they are able to work the whole working period without getting tired over a shorter work-time (McKinnon, 2013). For example, the Nation Media Group provides unlimited tea and coffee 24 hours, employees feel they are recognized. The Standard Digital News gives free tea once a day but has a cafeteria within its premises with subsidized prices that are friendly to the employees. Leaders should take into consideration the type or variety of foods they will offer their workers depending on the cost or values attached to them (Williams, 2014) Secondly, allow the staff to be themselves; when an employer signs in new employees, the organization brings in many people who are different, and they always hold themselves to traditional varieties such as gender, ethnicity, race and age. Managers need to know that these employees have distinguished perspectives and habits of mind. The best leader will make its attempts to exceed its currents of the predominant culture (G., How to Build the Perfect Workplace, 2015). The dominant currents in culture may also include dressing code and working habits. Setting rules to regulate the aspects requires examination of the kind of duties being performed by your staff. Some businesses like banks require the workers to be in suits or official during weekdays and most media houses allow employees to dress based on their moral virtues but specify dressing standards for anchors and reporters. Intensifying employees strengths is another tool that can be used to improve a workplace. The idealistic firm nurtures its best staff even better and the least of them better than they were before. In CNN, employees are enhanced to attend training to sharpen their skills. It is of more benefit to developing the existing team than looking for a new staff which can be more expensive. After improving the staffs skills, then, as a manager, make sure they are well treated because they may be poached by other competitive companies and it may lower the productivity potential even if a quick replacement is undertaken. An ideal manager lowers the labor costs and increases quality productivity. Other ways of magnifying peoples strength are by giving reliable networks, making creative interaction with the peers, allocating challenging tasks and brands that elite the status on employees. However, the employer-employee association is changing in the modern world depending on how much value the or ganization instills in its employees and what the company can benefit from them. If the relationship is well maintained then both the firm and staff will be coherent to all operations aimed at increasing the output quantity and quality(Sheridan, 2015). Allow effective flow of information within the organization. It will help the manager create sufficient respect to his or her employees and inform them on what is happening or going to occur. An ideal manager sticks to transparency and tells true information in an honest way. Employees are expected to work best when they understand the environment they are delivering in and this needs to be accomplished through accurate and timely communication between the management and staff(G., What makes a workplace a 'Great Place'?, 2015). Failure to give timely information to the staff will break their trust to the organization they are working in and may initiate them to opt for other companies which they may trust. It can be achieved by evaluating and eradicating all roadblocks to flow of honest communication. The communication process can then be re-patterned to avail effective procedures, training methods, process and management systems. Even though it may take a long time, it will at long last build trust among employees and the organization itself. Other leaders parcel out information on a need-to-know situation as significant to conserve effectiveness. Some practice an apparently benign kind of attitude, loath to worry staff with particular information or to define a challenge then have the solutions in place. Other managers sense a responsibility to induce a beneficial spin or even the most negative circumstances out of a best-foot-forward feeling of loyalty to the company(Burchell, 2014). The hesitancy to the carrier of bad information is entirely human, and most top managers well understand that the propensity can repress the flow of decisive information but the management should find ways of telling the staff and sometimes the staff can seek for best solutions. The employees team should always give their views on particular situations and get involved in making decisions that regard their working conditions. Honest, is difficult to enforce. It needs opening a v ariety of dissimilar communication lines, that may be time-consuming to retain and for some formerly insulated senior managers, it can be somehow ego-wounding. The manager needs to show that what employees accomplish daily, makes sense. A leader needs nothing rather than a measured reconsideration of the duties every individual is undertaking. He or she requires to evaluate if those responsibilities create sense, what they are and why, and if they engage as they can be. The staff is accountable for the outcomes of their work(Ryan, 2014) . But, they have a right to select where, when, how and with whom to undertake with in completing the tasks. The strategy needs the managers to hold an over-the-top trust in the subordinate team, and it calls for employees to be much team-players and entrepreneurial in an organization. Sharing thinking entails more than achieving the organizations mission, it involves shaping powerful links between organizational and individual esteems. Outside reconsidering personal functions, creating the work rewarding may refer to thinking again the manner in which organizations are governed. Consider the employees perfo rmance and foster their individual growth where possible (Matuson, 2015). If a manager cannot value the staff well, the best people may go or never value you forever. Sometimes, the competitors can develop the ability in the persons you have already overlooked. When an organization makes an investment, the employees team becomes more valuable to it and the competitors as well. Therefore, managers need to make it beneficial for them to remain in the company (F., 2015). Implement the rules and regulations that the staff can trust in; none should be stormed that, for a majority of people an organization can be free from arbitrary limitations. All the staff must have procedures and regulations to follow. The rules should be set in line with the kind of positions employees occupy. For instance, Journalists should have rules that guide them in covering terror stories and health news and the engineers are bound to regulations that direct them on how buildings should be set so that they do not collapse based on geographical standards(L., 2014). Businesses require structure, different markets and initiatives need rules. As ideal enterprises improve, they always come to trust that new and critical procedures will undermine their culture. But, rationalization does not necessarily lead to bureaucratization, until people comprehend what the regulations are for and consider them as legitimate. In most companies hiring and firing are deliberately simple; only on e level of commendation is required for every position. Regional managers have substantial freedom set with clear deadlines and bottom-top line objectives. The knowledge management processes are patterned to recommend the staff to call instead of e-mailing each other when discussing a particular issue or concern. Reliable firms are accurate about what they perform best (Hopwood, 2015). They also become doubtful of cults and practices which erode the corporate globe. In spite of implementing the levels of management, the resulting breakdown of organizational bounds, and the volatility of careers, firms are still imperatively organized associations where the honor of authority is important for developing and conserving an institutions structure. However, as a manager, you should know that the staff is skeptical of entirely hierarchical management of fondness position titles and cultural sources of legitimacy for example seniority and age. Currently, they are becoming most suspicious o f personal appeal, as most charismatic managers have been found to possess clay feet. The employees need a sense of moral authority, borrowed not from a concentration of the effectiveness of means but from the significance of the service or product the workers produce (Watkins, 2014).Organizations need to escape from practicing micro-management. It is well noted that employees must receive instructions concerning the daily tasks they have to complete. However, once the directions have been issued, they should not be supervised in every aspect of what they are doing. The micro-management behavior undermines the workers and enhances them feel unworthy and incapable of what they undertake daily. Letting them be the supervisors of themselves increases quality productivity and this increases the companys brand and reputation. When employees are flexible, they are likely to be creative and more responsible than when micro-managed. However, most employees get tired of getting orders every time they move from one step of the task to another (Collins, 2015). They feel taking responsibility whenever they are free to do the assigned duties by just a single directions, this will help them feel to be important in the organization. The companies that micro-manage their staff, are likely to lose employees with exceptional expertise, who can be taken by the upcoming businesses or key competitors that have realized the potential of the well-experienced staff (B., 2014). Often, provide employees with insight on other tasks or roles which arise in their working environment. It facilitates them perform other roles and add a value in their career together with the experience. One may get tired doing one task over and over again in the working experience, most employees feel happy when they show their skills in a new task and feel improved as they can learn new skills in addition to what they already know. Therefore, when a new task arises and provided that it is not entirely specified it should be allocated to any employees to break the monotony of the always performed tasks (Kjerulf, 2014). It is also an advantage to an organization to practice this strategy because the staff will exhibit more than one skill. In case a need arises the manager can assign future additional tasks to those employees instead of recruiting new persons or overloading a particular individual who works more. For example, an IT personnel can perform simple tasks like customer ca re services when customer needs are high beyond the control of sales officials. Most importantly, it will assist the company as a whole to create and maintain a system where employees can help one another to accomplish tasks regardless of the departments they belong to in company(Stewart, 2014). The organization should install an instant messenger which allows for quick and sure communication. It is convenient for huge organizations with hundreds of employees where the manager may find it difficult sending a message or mail to everyone. Installing the messenger, ensures easy and fast linking to employees and getting a feedback as soon as possible. It also enhances effective communication with employees who are working from home rather than waiting for them to come and give them directions or make inquiries. The majority of the staff refers getting work information through an official channel than contacting them in their personal emails or phone numbers (Watkins, 2014). Make the offices clean and fresh. When employees are working in a dirty or, even worse, unclean workplace will be incredibly uneasy for them to get motivated and produce well. If they cannot make a cup of coffee without wiping up someone elses run out food, or if the carpets are old and have worn out, it will make employees loath to work and will be reluctant to even come for work. It is also beneficial that workers have sufficient space in which to perform their duties so that, they do not feel as if they are caged battery hens (Hopwood, 2015). As a leader, try to make attempts and ensure the decor or design of the offices is comfortable, stylish and encouraging, unlike dull colors. The staff will feel working in the best company ever and can take good photos within and share to other friends who are working in the various organizations where they talk about work experience. I therefore conclude that, for an organization to create closer ties with the employees, a manager should interact with the staff on other subjects besides matters pertaining work. Employees will in such way feel that a manager is also a human being and seem to have a concern with their social life. During the tea break, a manager should share his or her weekend experience wherever they enjoyed out or give an update on the event they are attending on Facebook, twitter, Google+, Instagram or Pinterest. The staff will feel free to approach them as one seems to share common human social life. The staff will recognize that a manager is not only for work intentions but also a real individual with family and hobbies he or she can participate in during the weekend and holidays. Commonly, they will be free to their leader and share most experiences in the workplace. A manager cannot be an employees best friend but knowing the workers partner name, son or daughter, looks natural. Giving the s taff tools and equipment that raise productivity, is also a crucial decision. Different departments require various tools and equipment that make their work easier and fast. For example, every employee requires a computer to store information which can be used by the organization when any need arises. As a manager, when issuing these computers, allocate reliable computers with good processors which can improve good servicing. Lastly, a good internet connection should also be installed to enhance the employees undertake good research, effective communication and also market the company online to increase its reputation. References B., N. (2014). To raise productivity, let more employees work from home. 2. Burchell, M. R. (2014). How to build it, how to keep it, and why it matters. San Francisco: Jossey-Bass. Collins, T. (2015). Workplace family: A framework for getting the best from your employees. S.I: Lulu Com. F., W. (2015). When your boss wears metal pants. 2. G., C. (2015). How to Build the Perfect Workplace. 3. G., C. (2015, 03 5). What makes a workplace a 'Great Place'? 1-2. Goffee, R. . (2015). Goffee,Why should anyone work here?: What it takes to create an authentic organization. Boston: Harvard Business School Press. Great Britain., . G. (2015). Governance and best practice in workplace. London: Stationery office. Hopwood, D. . (2015). Workplace safety: A guide for small and midsized companies. Hoboken, NJ: Wiley. Kjerulf, A. (2014). Happy hour is 9 to 5. How to love your job, love your life, and kick butt at work . L., L. A. (2014). Making Time off Predictable Required. 1. Matuson, R. (2015). Talent magnetism: How to build a workplace that attracts and keeps the best. Boston: Nicholas Brealey Pub. McKinnon, T. (2013). How to create a good company Culture. 1-2. Monroe, J. (2014). 7 Secrets to Creating a Great Workplace. 1-2. Ryan, K. . (2014). Driving fear out of the workplace: Creating the high-trust, high-performance organization. San Francisco, Calif: Jossey-Bass. Sheridan, R. (2015). Joy, Inc: How we built a workplace people love. Stewart, H. (2014). The happy manifesto: Make your organization a great workplace. London: Kogan Page. W., A. (2014). How to create a workplace people love coming to work. Watkins, R. . (2014). Handbook of Improving Performance in the Workplace, Volume 2, The Handbook of Selecting and Implementing Performance Interventions. New York, NY: John Wiley Sons. Williams, L. C. (2014). Creating the congruent workplace: Challenges for people and their organizations. Westport, Conn: Quorum Books.