Your Lungs Are 2 Wipe Like Organs - 2344 Words

Your lungs are 2 wipe like organs in your mid-section. Your right lung has 3 segments, called flaps. Your left lung has 2 flaps. The left lung is littler in light of the fact that the heart takes up additional room on that side of the body. When you take in, air enters through your mouth or nose and goes into your lungs through the trachea (windpipe). The trachea partitions into tubes called bronchi (solitary, bronchus), which enter the lungs and gap into littler bronchi. These gaps to frame littler branches called bronchioles. Toward the end of the bronchioles are small air sacs known as alveoli. The alveoli retain oxygen from the breathed in air into your blood and expel carbon dioxide from the blood. This is removed from the body when†¦show more content†¦How basic is lung malignancy? Lung growth (both little cell and non-little cell) is the second most normal malignancy in both men and ladies (not including skin growth). In men, prostate malignancy is more basic, while in ladies bosom malignancy is more regular. Around 14% of every single new growth is lung growths. The American Growth Society s evaluations for lung malignancy in the Assembled States for 2016 are: Around 224,390 new instances of lung disease (117,920 in men and 106,470 in ladies), about158, 080 passing’s from lung disease (85,920 in men and 72,160 in ladies) Lung disease is by a long shot the main source of growth demise among both men and ladies; around 1 out of 4 malignancy passing’s are from lung growth. Every year, more beyond words lung malignancy than of colon, bosom, and prostate growths joined. Lung malignancy basically happens in more seasoned individuals. Around 2 out of 3 individuals determined to have lung malignancy are 65 or more seasoned, while under 2% are more youthful than 45. The normal age at the time of finding is around 70. Lifetime possibility of getting lung tumour Generally speaking, the chance that a man will create lung disease in his lifetime is around 1 in 14; for a lady, the danger is around 1 in 17. These numbers incorporate both smokers and non-smokers. For smokers the danger is much higher, while for non-smokers the danger is lower. Dark men are around 20% more inclined to create lung disease than white men.

Death Of A Salesman As A Tragic Examination Of The...

Since Arthur Miller’s Death of a Salesman first appeared on the Broadway stage in 1949, Willy Loman has become one of the most icon and over-analyzed characters in all of American literature. In the play, Loman is an aging New York salesman who is facing both personal and professional problems. In fact, when the play begins Loman is suicidal. On the surface this is due to his failure to make enough money to support his family in his old age. Yet as the play progresses the audience comes to understand that there are deep seated issues in Willy’s past and in his psychological makeup that have contributed to his current station in life. Many readings of the play have remarked that Death of a Salesman is a tragic examination of the American†¦show more content†¦For example, Willy has a pathological desire to be loved. This is what will result, Willy believes, from amassing great wealth. He articulates this when speaking to the imagined specter of his older brother. When Ben promises Willy riches, Willy believes that it will finally earn him the love of his son, Biff. â€Å"Isn’t that a remarkable thing?† Willy remarks in his reverie â€Å"Ben, he’ll worship me for it!† This is obviously an unhealthy and backwards attitude towards work. It also demonstrates why Willy has no few friends at the end of his life. At Willy’s funeral, Linda asks (without irony) â€Å"But where are all the people he knew?† It turns out Willy did not really know anyone. Willy is also undermined by the weight of his memories and may be suffering a psychological disorder. Miller demonstrates this by interjecting Willy’s memories of the past at various points throughout the play. These are not traditional flashbacks. Rather, they are depicted as literal memories triggered by the present-day events in Willy’s life. This creates something of a parallel narrative. At the same time, Willy’s also imagines or hallucinates scenes that have never happened, like the vision of Willy’s late-brother, Ben. Ben appears to entice Willy with the promise of wealth, but appears to be speaking to Willy in his youth rather than the present. These memories and hallucinations combine toShow MoreRelatedEssay about The American Dream in Death of a Salesman1371 Words   |  6 PagesArthur Miller’s ‘Death of a Salesman’ is an examination of American life and consumerism. It relates the story of a common man who portrays this life style. Other issues explored in the play include: materialism, procrastination and alienation. The play was set in 1948, in a time where The American Dream was highly regarded, despite the Depression. 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Sources of Information free essay sample

Sources of Information Finance The finance department consists ot many different roles, most ot which are critical to the smooth running of any company. Its maln Job Is to provide the financing and accounting information which is needed to make various decisions within the company. The main areas in a finance department include:- Book keeping Financial transactions were recorded by hand into thick books called ledgers. Now these records are usually kept on a computer. Creating balance sheets and profit and loss accounts At the end of each financial year. statements are equired to be produced. Trial balances are taken from the ledger entries and are used to create a balance Sheet which shows the assets and liabilities of the business at the year end. Records of purchase and sales are also totalled up to create a Profit and Loss account. Providing management information On-going financial information is required by managers to enable them to make better decisions in regards to their business. They are then able to decide if it is worthwhile to switch to making an alternative product. Wages This section Is responsible for the payment of ll wages and salaries of employees. The wages section also organises collection of income tax and national insurance for the Inland Revenue. Raising of finance The finance department are also responsible for the way in which a company raises finance, for example through loans and what the repayment of Interest Is on that finance. The finance department will also supervise the payment of dividends to shareholders. Marketing Marketing Is critical for growth of a business and Its central role Is In creating, communicating, capturing and sustaining value for an organisation. Marketing helps firm in creating value by better understanding the needs of its customers and providing them with innovative products and services. This value is communicated through a variety of channels as well as through the firms branding strategy. Effective management of customers and pricing allows the firm to capture part of the value it has created. Finally, by building an effective customer-centric organisation a firm attempts to sustain value over time. Of3 Manufacturing is the production of goods for use or sale using labour and machines, tools, chemical and biological processing, or formulation. The term may refer to a ange of human activity, from handicraft to high tech, but is most commonly applied to industrial production, in which raw materials are transformed into finished goods on a large scale. Such finished goods may be used for manufacturing other, more complex products, such as aircraft, household appliances or automobiles, or sold to wholesalers, who in turn se ll them to retailers, who then sell them to end users the consumers. Manufacturing takes turns under all types of economic systems. In a free market economy, manufacturing is usually directed toward the mass production of products for sale to consumers at a profit. In a collectivist economy, manufacturing is more frequently directed by the state to supply a centrally planned economy. In mixed market economies, manufacturing occurs under some degree of government regulation. Modern manufacturing includes all intermediate processes required for the production and integration of a products components. Some industries, such as semiconductor and steel manufacturers use the term fabrication instead. Human Resources Human resources (HR) is a term that is used in business to refer to the people who work for a company or organisation. It also is used to refer to the department of a ompany that is responsible for managing those resources, such as hiring, firing and training new employees and overseeing the benefits and compensation packages provided to all of the companys employees. Managing People The people who make up a companys workforce † its human resources † are considered to be an asset to the company, Just like its financial resources and material resources, such as buildings, machinery and other equipment. A company is more likely to be successful if it manages its entire resources well, including its people. This is why many companies have human resources departments, even hough those departments do not directly contribute to the companys production, services, sales or profits. Rather, effective HR departments allow and encourage the companies employees to do their best, which in turn contributes to the success of those companies. Administrators Business administration is the process of managing a business or non-profit organisation so that it remains stable and continues to grow. This consists of a number of areas, ranging from operations to management. There are many different roles related to business administration, including business support, office manager, nd Chief Executive Officer (CEO), among others. Most companies have a dedicated group of administrators. Main Areas The main areas incorporated into business administration are operations, logistics, marketing, economics, Human Resources (HR), and management. An administrator oversees these parts of an organisation to make sure that theyre all functioning business profitable. He or she may also come up with ways to make the department more profitable, and often delegates tasks to employees in the department. Large companies usually have at least one administrator assigned to each area.

Case Study Analyse

Question: Demonstrate the ability to analyse complex case studies by applying the most appropriate theories for adequate critical analysis, and recommend improvement? Answer: Introduction: Southwest Airlines and Airport Express Train are two organizations under consideration in the relevant case study. The different aspects of HR are taken into consideration in reference to the two companies. The researcher aims at studying the similarities and differences between the two companies in relation to the HR practices. There can be a relatively similar set of HR practices. There must be shown internal consistency in HR. If consistency in HR is to be shown in the operations, it must be applied in real life situations. Internal consistency goes a long way to develop a company (Coleman, 2012). Recruitment and training and development are the two most important functions of HRM. HPW is such a hot topic in HR since it helps to form the intricacies in a delightful manner. The way in which human resource functions in a company is crucial since it determines to a great extent the operations in a company. AET does not have a collective pay for performance plan. As far as pay package is concerned, AET is better. It owes on the company to compensate its employees with good pay otherwise it would be impossible to retrain good employees. The two companies need to work according to strategies. If jobs are not executed according to plans, they would mean disaster. Most of the employees in the world need recognition. If the deserving employees are not recognized, demotivation would take place (Collinson, 2012). Motivation levels must be high in a company in order to foster growth. Similarities between SA and AET: Selective hiring: SA follows selective hiring to the extent that the right people must be there at the right time.AET also follows selective hiring based on attitudes. Attitudes become the most important factor in a company. It must be ensured that employees act as ambassadors of the company. If the attitude of an employee is proper, it would lead to success in the company. Selective hiring is useful since it helps in the filtering process of candidates. Self managed teams: The teams in SA are self managed. A company is composed of various teams. The teams in AET are self managed. Self managed teams yield better productivity. If the teams are not well managed by self, it would lead to chaos (Jones, 2014). Self management needs to inculcate certain levels of discipline among the employees. When there is a disciplined group of employees, it always leads to big results. Compensation: Consistent and fair treatment are meted out to people in SA.AET does not have a collective pay for performance plan. As far as pay package is concerned, AET is better. It owes on the company to compensate its employees with good pay otherwise it would be impossible to retrain good employees. Training: In SA, there is heavy investment in training.25000 employees are trained each year. There is emphasis on content such as doing things faster, better, cheaper and customer service. Training always allows for better skilled manpower (Kaplan, 2012). The levels of skills of the employees need to be sharpened. The presence of skilful trainers is required so that world class training is imparted to the trainees. Sharing information: There is widespread information on such things as financial performance, strategy and operational metrics ensure that employees have information.AET executes around the time and many steps have to be taken to assure information sharing along the company. Dissimilarities: Job security: The management of SA provides job security to employees in order to render stability to the organization. At AET, there is no official policy which promised job security. Job security is a concept which has got lot of importance (Kvalnes, 2014). When we talk about the importance of job security, it needs to take a broader perspective. Most of the employees in the world need job security. If job security is needed at the most, employees need to be on their toes. Without job security, employees are never satisfied. Decentralization: Decentralization is followed in both companies. Decentralization leads to better accountability. Authority and responsibility are better delegated in decentralized structure. Decentralization also helps in specialization and better jobs. When the structure of a company is decentralized, it needs no compulsion to introduce centralization into it. Centralization leads to concentration of power in the hands of few while decentralization allows for distribution of power (Lawler and Ashman, 2012). Whenever the size of a company becomes large, it needs decentralized approach otherwise it would be difficult to manage. Communication: Formal communication is mostly followed in SA. It is this grapevine form of communication that helps to build bonds within the company. Development of long term bonds help in relation building. The relations go a long way in determining the progress of the company. Consistency needs to be maintained at all levels of working, whether inside or outside. Hierarchy: The organizational hierarchy is much formal in SA while it is informal in AET. This is one of the striking dissimilarities which create lots of differences (Raelin, 2014). If the hierarchy is not maintained within companies, it would amount to utter chaos and confusion. An employee must be clear to whom to report. Similar set of HR practices: The human resources is a function which encompasses various strategic activities of the company. The different practices of HR include matters related to recruitment, training and development, compensation, strategies, etc.SA is a company which operates airlines.AET is a company which operates trains. There must be similar kind of HR practices which must be applicable in all places. Compensation is a very important HR practice. It is only through compensation that the employees in the company are satisfied. Satisfaction of employees is extremely crucial which goes on to increase productivity in the company. Since both the companies employ transport, similar HR practices may be applicable to them (Redekop, 2014). The companies must be able to read the employees. If the companies do not read the employees well, it would lead to mismanagement. It often happens that similar set of HR practices are not applicable in both the companies. Whenever this happens, it owes on the management of t he companies to adopt the right approach so that the companies do not suffer. The employees must not suffer at any cost. Employees are the greatest assets of a company. If the employees are dissatisfied, it would amount to pitfalls within the company. Thus the relative pay differences between jobs will reflect each jobs unique value to the employing organization (Reed, 2012). When we consider macro level, the structures of pay hierarchies reflect societal norms and values. Internal equitable systems are likely to facilitate a willingness to undertake training and seek higher level positions within the hierarchy. Presences of job evaluation methods go a long way in establishing equity among the various members of the company. Development of long term bonds help in relation building. The relations go a long way in determining the progress of the company. Consistency needs to be maintained at all levels of working, whether inside or outside. Internal consistency in HR: Internal consistency is one of the many concepts of organizing used to define the structure and form of a traditional pay based system. It is the degree to which an organization positions are ordered hierarchically such that there is congruence with business objectives. Thus the relative pay differences between jobs will show each tasks special value to the employing organization. When we consider macro level, the structures of pay hierarchies reflect societal norms and values (Denning, 2012). Internal equitable systems are expected to bring a willingness to undertake training and seek higher level positions within the hierarchy. The main means of establishing internal equity is by job evaluation methods. The essential attributes of the job are rated with respect to the perceived value. Consistency is a mark of honor for a candidate. The mode of communication followed in the companies is informal type. This informal type of communication helps in sharing of much close related information. The informal type of communication is known as grapevine. It is this grapevine form of communication that helps to build bonds within the company. Development of long term bonds help in relation building. The relations go a long way in determining the progress of the company (Ghislieri and Gatti, 2012). Consistency needs to be maintained at all levels of working, whether inside or outside. Conclusion: The two companies, SA and AET chosen belong to transport, rail and air. The above report tries to find out the various loopholes within a company. If all things are taken into consideration, HR practices form a big effect on the various facets of a company. There are similarities as well as dissimilarities between two companies, SA and AET. Both the companies have been critically analyzed and are seen closely (Schriesheim, 2012). When there are two companies plying for a good position, it occurs amidst all disturbances. Companies have to keep up to the good work. Companies need to adhere to their norms in order to get the jobs done properly. IF SA and AET work in unison, it would be reflected in the execution of work. A detailed analysis assists in the teambuilding efforts of a company. Recommendations: The human resource management of the two companies must follow certain common lines of action. If certain lines of action are not pre decided, it would amount to confusion. The companies must lay stress on long term strategies, not on short term aspects. Long term aspects are very important since it guides the company to bigger fruits (Stead, 2012). It is very important that the department of HR binds the entire company into fine threads so that coordination is maintained at the highest level. If coordination is maintained supremely, it would result in big jobs executed smoothly. Coordination must be there at the highest level. It is the utmost responsibility of the human resource department to maintain a high level of employee morale. More the level of employee morale, more is the productivity. More the productivity of a company, more is the progress. Productivity always leads to betterment of companies. When the structure of a company is decentralized, it needs no compulsion to introduce centralization into it (Temple, 2012). Centralization results in concentration of power in the hands of few while decentralization allows for distribution of power. Whenever the size of a company becomes large, it needs decentralized approach otherwise it would not be possible to manage. Decentralization helps in the attainment of big things within the organization. People can enjoy specialization in decentralized approach. The specializations are always welcome from the company viewpoint since it enables better quality of work. References Coleman, M. (2012). Leadership and Diversity. Educational Management Administration Leadership, 40(5), pp.592-609. Collinson, D. (2012). Prozac leadership and the limits of positive thinking. Leadership, 8(2), pp.87-107. Denning, S. (2012). Why stockà ¢Ã¢â€š ¬Ã‚ based compensation poisons leadership. Strategy Leadership, 41(1), pp.15-17. Ghislieri, C. and Gatti, P. (2012). Generativity and balance in leadership. Leadership, 8(3), pp.257-275. Jones, S. (2014). Distributed leadership: A critical analysis. Leadership, 10(2), pp.129-141. Kaplan, S. (2012). Savoring surprise: the leadership learning opportunity. Strategy Leadership, 40(6), pp.46-50. Kvalnes, O. (2014). Leadership and moral neutralisation. Leadership, 10(4), pp.456-470. Lawler, J. and Ashman, I. (2012). Theorizing leadership authenticity: A Sartrean perspective.Leadership, 8(4), pp.327-344. Raelin, J. (2014). Imagine there are no leaders: Reframing leadership as collaborative agency.Leadership. Redekop, B. (2014). Embodying the story: Theodore Roosevelt's conservation leadership. Leadership. Reed, G. (2012). Leading questions: Leadership, ethics, and administrative evil. Leadership, 8(2), pp.187-198. Schriesheim, C. (2012). The Leadership Quarterly Yearly Review for 2012: Methodological advances in leadership research. The Leadership Quarterly, 23(6), p.993. Stead, V. (2012). Karin Klenke, Women in leadership: Contextual dynamics and boundaries.Leadership, 8(2), pp.199-202. Temple, O. (2012). Metaphysical challenges of ethical leadership in Africa. Leadership, 8(1), pp.47-65.