Fundamentals of the property law Essay Example | Topics and Well Written Essays - 1500 words

Fundamentals of the property law - Essay Example In this case, Mal have ownership right rights over the land and he can transfer it to any one he may wish. In this case he has decided to transfer the land to Sam, where he has sold the land at a total of $120000. In the case Gunana v Northern Territory (2007) 153 FCR 349 at [83], there was determination of the owner of the title of the land. But the owners of the land had reconsider their honours to the effect of the operation of the Aboriginal Land Rights (Northern Territory) Act 1976 (Cth) (the ALRA). The act was on the operation of the Fisheries Act 1988 (NT) and the powers of the director of the fisheries had to appoint pursuant to act in the legislation. The court judgment was that land was fully owned by the traditional Aboriginal owners. The ALRA held that the owner has the right to exclusive possession of both the water and the land. This stated that since the owner was given the fishing license, no one else was authorized to fish in the land and also in the water. If someon e wanted to access the land, one had to obtain permission from the owner (Strelein 2010) In the case Northern Territory of Australia & Anor v Arnhem Land Aboriginal Land Trust & Ors (2008) HCA 29, the court ruled that the owner of the land had exclusive rights over the possession of the land. The owner had all the marine property within the land. ... The owner had no right to exclude other people who had been given the same title and who were the native holders of the title. It was also decided that the owner was not allowed to deny the native holders of the title the right to fish and hunt (McHugh 2011). The legal issue in this case is that, initially, Mal was the owner of the property. Since he agreed to sell the property to Sam and he also signed the transfer forms, the property no longer belonged to him. When Mal also agreed to sign the letter for the authorization of the delivery of the certificate to Sam, he had already made his decision to sell the property to Sam, though Sam had not yet paid him the money. Mal should not claim that he was tricked by the Harry’s solicitors since he had agreed to be paid later by Sam. If he wanted to claim the money from Sam, he would have given him the conditions of selling the property. He would not have agreed to sell the property on credit. Though they had made an agreement that Sam was to pay him at the end of six weeks, Harry has a right of claiming the certificate so that he can lend the money to Sam. Question two The question is based on Absolute, determinable and conditional interests. Absolute grants refer to interests which no conditions are attached. In this grant, there is no requirement of either non occurrence or occurrence of any situation or any particular or given event. When the grant is determinable, it means that the interests will be automatically terminated on the occurrence of the event which was specified. In determinable grant the following words are used during, while, until and as long as. In any case the event becomes impossible, the interest automatically becomes absolute (Clarke and Kohler 2005). A grant can

Factors That Contributed To Industrial Revolution In Britain Essay

Factors That Contributed To Industrial Revolution In Britain - Essay Example Important conditions that favored the growth of industrialization in Europe include capitalism, a growth of population, peace and increased cross-border markets for industrial goods. Capitalism encouraged people to own private property and make beneficial contracts among themselves. They realized that there was the need to work harder with the objective of acquiring more property. Capitalism was a motivation that enhanced people’s desire towards making inventions since it was the only way towards wealth accumulation. The growth of population in Britain provided the necessary labor for industries and guaranteed a local market for goods and services. Increased labor and demand constituted the primary motivators for an industrial revolution. Britain peace and tranquility prevailed in Britain; this provided a favorable environment for industrial growth. Industrial investors no longer feared destruction of their property caused by conflicts and wars. People, therefore, volunteered to install machinery for industrial production with no fear of destructive activities. International demand for industrial goods was increasing at high rates as people desired to make their lives easy through the use of machinery. This provided opportunities for marketing Britain’s industrial goods. Increased markets encouraged more production and accelerated industrial revolution. Industrial revolution marked a major turning point in history because it influenced approximately all aspects of people’s daily lives.

Multi-Perspective Approach to Understanding Organization Essay Example for Free

Multi-Perspective Approach to Understanding Organization Essay What are the advantages and disadvantages of a multi-perspective approach to understanding organization? In answering the question you will need to engage with the nature of the various perspectives and how they enable and limit our understanding of organization. There are different ways in how people produce different knowledge and thus many people have come out with their own concepts and theories. This results in multiple perspectives that help to generate idea about different organization and organizing. The more knowledge of multiple perspectives, concepts and theories, the greater will be your capacity to choose a better approach with regards to the problems faced in your current company. Multi perspective is created as belief, assumptions and knowledge of the world influence how researchers carry out their research and manage their organization. What you do is to assume which approach does best for your industries and organization and for that you design and amend accordingly to be the best way to of optimizing man power and profit. The benefits of a multi-perspective approach would be (cited from page 11) multiple perspectives will also help organization embrace complexity and uncertainty and their contradictory demands. Managers and employees now are expected to do more with less, to maximize both short term gain and long term investment, and be more efficient as well as more humane and ethical. By confronting such a variety of contradictory forces demands the broadest set of concept and theories that your mind can grasp. Secondly, people raised question about the nature of ethical action and manager’s face when trying to act in socially and organization responsible ways. The advantages of using multiple perspective helps people aware of the assumption and values underlying your theory and practices, which in turn should make you more conscious of your reason for doing things and better able to understand the reason behind the action taken by others. Being able to reflect on your own reasoning process a nd compare them you will develop ethical awareness. Thirdly, if you learn about multiple perspective, you will be able to understand how different perspectives influence the way you and others experience by interpreting and shape organization realities. You will become a more effective member of any organization to join. Let me evaluate with the two important philosophical choices of ontology and epistemology. Ontology concerns our assumtion about reality which you dont question whether all this things are real or have an existence undependent because of you (cited from pg12) pjilosphers sometimes refers to these as existential question because they attribute existence to one set of things(reality) but not to another (unreal). Which means that you carry out task upon your own perspective only, while you disregard other perspective. The disadvantages will be it will lead to arguments between those who maintain different perspectives and cause them to set up seperate and conflicting mates. This is a major concerns as people have been always living in their own world and never care of other peoples feeling which causes conflict around their organization and families. People experience different things as what they do everyday or even their personalities are different from other peoople we call this term subjectivist. Whereas Objectivist is different, theybelieve that what reality exist independently of those who lives in it, people also reacted to what is happening around them in predictable ways because their behaviour is part of the material world in which they live is determined by causes (cited from page 12). Example, if you are hoping to own a european car and the behaviour in which you have to work hard to pay for it is determined by wanting to own the car. Epistemology whereas is concerned with knowing how you can know. Epistemology is closely related to ontology because the anwsers to there questions depend on and help to forge assumptions about the nature of reality. This two terms determined the three major multiple perspective approach to understanding organisation. Usually the three multiple perspectives can be comparable using these two variables ontology and epistemology. Modernism is usually objectivism, you must limit commit to limiting what you count as knowledge to what you can know through your five senses. Results can be taken again if steps of the procedure is followed again using the five senses and the respective sense-enhancing devices. Modernist organization theorist also believes that if they can get whole of the complete knowledge by understanding how and why organisations function the way they do and how their function is influence by different environment conditions. Therefore to get a modernist perspective effective organisation is to being able to balace internal and external pressures, develop core competencies, increase efficiency and versertile to changes. The theories that influence modernist are general system theory, socio-technical systems theory and contingency theory. General system theory is to understand and grasp the concept of system and it characteristics of the company, which it can also mutually interrelated into parts called subsystem for easier understanding of each process. By using differentiation it provides the system with the benefits of specialization. To put into simpler terms a organisation if want to use the general system theory, that means that they will divide the units and departments and each department with the benefits of specialization. For socio-technical theory, they focus on a number of humanistic issues, by treating organisation as a social system, the social and psychological consequence of work design, the importance of the work group compared to the individual and the need for a division of labour that considers increasing rather than decreasing the variety of work skills and task. Socio-technical theory also suggest that self-managed teams should be the building blocks of organizational design and that could lessen the need for hierarchy form of organisation. Whereas for contingency theory, theorist will try to identify the key contingencies in each situation and try to determine the best fits between them, this theory have remain very popular among companies because they take seductive form of recipes for success.

Understanding Leadership Styles Essay Example for Free

Understanding Leadership Styles Essay 1.1 Describe the factors that will influence the choice of leadership styles or behaviours in workplace situations Introduction I work as a manager for Innovations which is a day-care facility for individuals with learning disabilities; the majority of the individuals who attend the resource centre I manage can be very challenging and have very complex needs and behaviours at times. It is my job to create intervention plans and work closely with care co-ordinators, other agencies such as safeguarding, Intense homes support services, and the behaviour team to put strategies in place to safeguard service users and staff. It is my job to identify strengths and weaknesses in team members and ensure they get relevant training to help them develop in their role or to give praise and build on skills helping them to gain recognition on their accomplishments and support them to gain promotions should this be their aim. As a manager I feel I need to be an example to others—either positive or negative. It is necessary for me to adopt characteristics from a variety of leadership styles based on the situation at hand. Regardless of the leadership activity needed, it is important to act with integrity, to set realistic goals, to communicate clearly and often, to encourage others, to recognize the successes of other team members, and to inspire them to provide the best of care. Hopefully my actions will be reflected by my staff in the care they give to our service users each day regardless of which style I practice. Management by walking about (MBWA) I use this style of leadership quite often in the workplace as this gives me the opportunity of observing team members interacting with our service users and evaluate the quality of care being delivered. It also lets staff know that I am interested in them and their work and lets them know that I am approachable. I ask about the work they are doing in a way that sounds interested not intrusive and try to discover what motivates them and whether or not staff and residents are satisfied. When I see a success I applaud it and thank them on the spot for doing well. Autocratic leadership This style of leadership is essential at times within the organisation I work for due to supporting vulnerable individuals and situations can arise which require fast responses i.e. emergency situations where a service user has had an accident or is putting others at risk by using challenging or aggressive behaviour, it could be that staff have tried every other resource they have and will then call the office for advice, I would then make the ultimate instant decision of what needs to be done. This style of leadership is only used when necessary as it does not promote trust, communication, or teamwork which is paramount in our service and it can alienate people and stifle flexibility and innovativeness. Democratic leadership I choose to use this style of leadership on a daily basis as the opinions of the team are always taken into account when finding effective solutions and protocols to effectively deal with the individuals we support. The team are the most important influence on these individuals as they work closely with them each day and know their behaviours, likes and dislikes and what could potentially trigger an undesirable situation to occur. Team member’s feedback daily to management and share any concerns and pass on all relevant information and ideas to enable others staff and management to deal with similar situations in the future and allow for interventions and protocols to be drawn up and put in place for all team member’s to follow and have a consistent approach. Staff also share ideas, concerns and issues during their monthly supervisions and staff meetings. All decision making is shared with staff and all critique and opinions of each member of the team are taken into acc ount which encourages group participation and allows every team member to feel more important than the actual problems they are encountering in their day to day role. Laissez-Faire Leadership Style This style would not work in my organisation as staff need the constant availability and advice from management to feel secure and to support when problems arise, we work with challenging individuals on a daily basis and  staff are not always confident when confronted with abuse both verbal and physical and need immediate interventions that only management are able to implement. we are bound by strict codes of practice and guidelines to follow in these situations both by the care standards act and the CQC (care quality commission) also our own organisational policies and procedures which are constantly updated, there is also annual training and courses and the need for constant feedback and communication on a daily basis to provide support to our staff and the best possible care and outcomes for the individuals we support, I liaise with crisis teams and care co-ordinators with the information and reports that I receive from staff to find suitable outcomes for any concerns or issues they have with the people they support making this style of leadership inappropriate for our organisation. 1.2 Explain why these leadership styles or behaviours are likely to have a positive or negative effect on individual and group behaviour. Autocratic leadership Factors that would influence me using this style of leadership (positive effect) I would use this style in an emergency situation.  When my staff arrived to pick up a particularly complex service user she was extremely agitated and throwing cups and other items at staff in her home, she then turned her attention to my staff verbally abusing them and threatening harm to them. As we were responsible for supporting her at this time one member of staff needed to stay at the service user’s home to support her as it was not deemed safe to continue with her on community based activities while she was showing such aggression. The staff member I was speaking to said she was concerned about staying with the service user as she informed me that she had now attacked her home staff and another service user who lived there and that the police had been called for assistance, I told the staff member that she was to follow her training and keep herself out of danger at all times, I told her to support the house staff as far as she could without putting herself in the line of fire and that the other members of staff needed to bring the other service user on the bus back to the unit and drop her off, they could then return and support. I told her she needed to record everything and report to me frequently so that I was kept up to date with the situation and make any  decisions as deemed necessary to the ongoing situation. I needed to be autocratic as decisions needed to made as a matter of urgency and there was no time for discussion with the staff involved. I would use this style when managing a new or untrained member or members of staff who does not know what tasks to perform or what procedures to follow. Due to staff holidays or sickness, my unit often uses groups of staff from other units who do not have experience and knowledge of the complex service users we support at Brantwood. This can be extremely difficult for me as a unit manager as I need them to be knowledgeable as I don’t always have enough of my own staff to mentor them on these occasions due to holiday and sickness. it is important that support plans are read and signed and that these staff are aware of all strategies and interventions that we use to overcome behaviours that could occur whilst supporting service users. This is necessary as this will prevent situations escalating. When staff arrive at the unit I brief them on the expectations of the unit and make sure that they are aware of the routine and procedures we follow on a daily basis, staff can quite often be sat reading files but chatting amongst themselves therefore not digesting the information in the files. I have no hesitation in these circumstances instructing staff to move to a quiet area and sit in different rooms where they are able to read without distraction and will emphasise the importance of having enough knowledge to support the service users to the standard required. The team members skills in this situation are low and they are novices with the service users they are going to support therefore need clear direction which will help them to learn and apply their skills in the correct way. If a member of staff challenged my position as a manager, I had a member of staff who was part of a team of three who were supporting a service user who needed 1-1 support and another who needed 2-1 support when in the community. I asked my deputy to request that they return to the unit and drop one member of staff off so they could take another staff member back to another unit, my deputy informed me that the staff member told her that she was not willing to do this as both service users needed an escort, I called the staff member in question and asked her what the problem was and why she was refusing to follow instructions from the deputy manager who was  her senior, she told me that in her opinion the instruction she received was wrong and believed that both service users needed an escort each and when they dropped the staff member of at another unit there would only be two staff left on the bus. I pointed out that they both needed an escort however they would still have an escort on the bus, I told the staff member that she was refusing to fulfil the requirements of her job role by supporting requests from her manager and that as a company we take this very seriously and that this would lead to an investigation. I also asked the member of staff to return to the unit as requested and that another member of staff would take her place, I advised her that she should read the service users files in the meantime and ensure that she understands the contents and the context in what is written, I pointed out that the service users need the full support of three staff when in the community not when travelling on the bus. I would not use this leadership style with a member of staff (negative effect) Who becomes tense, fearful, or resentful, a member of staff had not checked the contents of a service users medication box when they signed it out from their home despite being prompted by her colleague on the bus with her who later reported this. When the box arrived at the unit and another member of staff signed it out they checked the box and realised that the wrong medication was in the box, the medication was life saving and could of had serious results for the service user had it been needed in an emergency. When the staff member was asked if she had checked the box on the morning, she said she had when she clearly hadn’t. The staff member was visibly upset as she had not followed the correct procedures and then had subsequently lied to her colleague and to management. This had to be addressed but I knew that she was sensitive and possibly fearful of what action would be taken against her. However I had to address what had happened. I would normally call staff members into the office in this type of situation but when I had gone to the kitchen I found the staff member making a cup of tea and decided to ask her informally how this had happened, she broke down in tears and said she knew it was wrong and it was a person’s life she had put in danger. I told her not to get upset and that I was sure she had learnt a very valuable lesson from this however I stressed the seriousness of the  situation but offered her support. I felt that this lessened her anxiety by addressing the situation but in an informal manner and that had she been brought into the office it would of had a demoralising effect and be detrimental on her self confidence cause resentment and mistrust towards her work colleague who had reported the issue. Democratic leadership Factors that would influence me using this style of leadership I would use this type of leadership with highly skilled or experienced staff or when implementing new strategies and protocols and resolving individual or group problems. Each morning I speak to staff about ongoing issues with service users as staff rotate on a daily basis working with different service users. Staff who have worked with them previously share experiences, successes and failures when dealing with recent behaviours they have encountered with our service user’s passing on valuable strategies and techniques to their colleagues. If incidents occur staff complete incident reports which are then passed to our quality assurance manager who carries out reflection work which enables staff to offer suggestions of how things could have gone better, reflect on their practice and share ideas of how to prevent these incidents in the future. I also promote feedback with an open door policy, through staff supervisions and staff meetings where all staff are encouraged to share their experiences and how they have effectively dealt with situations. I then build strategies and interventions from the feedback from the staff that work with service users on a daily basis and incorporate this information into the care plans. Other factors include:- Keeping staff informed about matters that affect them. Enabling staff to share in decision making and problem solving. Providing opportunities for staff to develop a high sense of personal growth and job satisfaction. Dealing with a large or complex problem that requires a lot of input to solve Sharing changes or problems that affect staff. To encourage team building and participation. I would be influenced to not use this method when:- There is not enough time to get everyone’s input Mistakes are not an option. Staff and service user safety is a critical concern. As detailed in my autocratic leadership style above. Laissez-Faire Leadership Style I use this style with my senior staff who are very experienced in their role and know our service users very well as they are working front line with them. I allow them to use their initiative and make decisions when they are working with them but at the same time offer guidance and support when requested. This allows the seniors in the unit to take a pride in their work and the drive to do it successfully on their own and reach their goal. For example a new senior felt that the deputy manager was not relinquishing various duties as outlined in the senior job description i.e. allocating staff to service users each day, ensuring they had lists and money and ultimately are organised and on time for activities, this made the new senior feel that she was not trusted to do the job she had been promoted to do and not directly able to participate in decision making and prove her worth, leaving her feeling demoralised and unworthy of the job she had been promoted to do. I spoke to the deputy and explained how this would ease her own workload and build the confidence of the senior. I do use this style with my deputy manager at times for example when it comes to day to day decisions about the service users we manage as this is one of the principle parts of her job as is managing the staff in day to day activities and ensuring they are working to required standards, however when it comes to speaking to staff about bad practice she finds this very difficult and despite requests from myself to confront certain staff about bad practice or misconduct she is reluctant to do so and feels unsecure without my leadership, I therefore have to deal with such issues myself and at times take an autocratic approach with my deputy. AC 2.1 Assess own leadership behaviours and potential in the context of a particular leadership model and own organisation’s working practices and culture, using feedback from others The particular leadership model I have chosen to highlight in 2.1 is the autocratic style although this is the one style I would choose to use less if possible it is the one that causes the most contention, I have reflected briefly on other styles I prefer to use this is one that is necessary at times. In my organisation I work as unit manager in a day care setting for adults with learning disabilities. On a daily basis I have to use my leadership skills in order to manage the work and people in order to fulfil the company’s objectives and vision. In my opinion my leadership style for the most time is a democratic style, however at times my leadership style may have to adapt itself to the given situation. For example if a new employee has joined my team I would probably use a more supportive leadership style to help them learn and adapt. The company directors set the company culture in our unit. They use a very democratic and supportive leadership style which reflects how we work however at times a more autocratic leadership style is required. For example the company directors frequently monitor and controls individual and team performances, I have to do the same within my team. For example (A member of staff was sat with a group of elderly service users they were sat round a table and the staff member was sat with them, despite there being a planner in place for activities the staff member had not bothered to look at it and was sat with their mobile phone texting. I spoke to the staff member in my office and carried out a supervision so that the conversation would be documented and informed them they were not carrying out there outlined duties as an activities facilitator and not meeting the criteria of their job role. I informed them this was not acceptable and that apart from not interacting with and motivating th e service users they were breaking company policies by using their personal mobile phone without prior permission from management I informed the staff member I had no choice but to take it to an investigation meeting which could lead to disciplinary action). I always ensure that all staff understands my expectations up front so they are under no misunderstandings of what actions will be taken if the service we offer is compromised and staff are not performing to the required standard. I am consistent and fair and apply my expectations to all staff, however I make it clear that I want staff to feel that they are listened to and can bring their opinions to me and that they are heard no matter what the outcome. I  believe that as a manager it is important to be a master of not only one but all leadership styles and to know when to use them appropriately. Furthermore I use the following leadership style within my team. Creating and sharing a vision with the team, setting smart objectives, allocating tasks, allocating roles and responsibilities, monitoring performance, observation of individual team performances, giving constructive feedback and ideas for the development of skills where needed, in supervisions and staff meetings. The feedback from my team during their supervisions and staff meetings has suggested my leadership style is mostly democratic however there were certain elements of autocratic and supportive styles present. My team referred to the following leadership skills such as resolving conflict, facilitating discussion, motivating, encouraging, being approachable and listening, empowering and facilitating development. However they have also suggested that at times my leadership style is autocratic as I can be assertive, direct and quite blunt when they have not fulfilled the company’s or my expectations and directions and have not complied with company policies and procedures. I also assess my leadership through monthly supervisions and yearly appraisals with my director VA who I am directly responsible to, I take on board her feedback, an example of this is when I needed advice of how to address some concerns relating to a staff member not being able to carry out the work expected of h er. I found this awkward due to the fact that she was once my senior (deputy manager, when I started with the company, and I have since worked to gain a management position over her)Victoria and I discussed the options available to improve the staff member’s practice, and she offered to speak to the member of staff on my behalf, however Victoria felt that I had the relevant leadership skills to resolve this myself she said she would like me to understand my professional worth and be assertive in this situation. She felt that I was feeling a lack of empowerment and needed to all I could to address the balance and that this could only enhance my leadership skills. I addressed the issues with the staff member and told her it was constructive criticism I was offering and would give support to her whenever she felt she needed it. AC 2.2 Describe appropriate actions to enhance own leadership behaviour in the context of the particular leadership model Appropriate actions to enhance my own leadership behaviour in the context of the particular leadership model I chose in 2.1. Taking into consideration the chosen leadership style is autocratic there are several ways which I could enhance my leadership behaviour. One way would be to practice self-knowledge and self-awareness, these are both qualities required by any manager. In order to develop these qualities I must act upon constructive feedback I receive from internal or external environment. The feedback I attained from a number of sources including team members, other colleagues and line managers. I need to be observant and take into account my own actions and the impact it has on others. I need to be mindful of my own strengths and weaknesses and know when to ask for assistance and when I am good on my own. One of my strengths is I am serious about my work and my passions and keep my boundaries firm to maintain the integrity of my goals and the work I put into them, my weakness is I expect the same from others and can be disillusioned when this is not the case. I need to be willing to accept my failures and weaknesses and know that the key to success is not avoiding failure but learning from my mistakes and allowing others to do the same. I need to believe that making a mistake does not mean it is a mistake it gives people the opportunity to improve and grow. I need to enhance my communication skills and be able to clearly and specifically communicate my vision, goals, skills, intentions and expectations to others and strive to improve my verbal, nonverbal and listening skills without interrupting others as it can be too easy to jump in with an objection too quickly. It might be wise for me to find a role model I can learn from. It would have to be someone I respect highly and whose leadership I admire. If the role model agrees to mentor me, my leadership skills could greatly benefit. I have a great respect for my director VA and aspire to lead how she leads, she is just, fair and supportive and deals with subordinates in a manner that others find hard to challenge. She is very disciplined at work and I need to learn to apply this to my role and every area of my life, I feel  this is a character trait that will provide me with the enduring focus necessary for strong leadership.

Chemistry Essays Essential Fatty Acids

Chemistry Essays Essential Fatty Acids A discussion on the role of essential fatty acids in human health. Introduction: Fatty acids are important components of lipids (fat-soluble components of living cells) in plants, animals, and microorganisms.   Generally, a fatty acid consists of a straight hydrocarbon chain and a terminal carboxyl (-COOH) group.   It is the carboxyl group that makes it an acid.   If the carbon-to-carbon bonds are all single, the acid is saturated; if any of the bonds is double or triple, the acid is unsaturated and is more reactive.   The physical properties of fatty acids are determined by chain length, degree of unsaturation, and chain branching. This essay focuses on the role of essential fatty acids, i.e. fatty acids that must normally be present in the diet of certain animals including man.   These acids occur in body structures, especially the different membranes inside and around cells, and cannot be synthesised in the body from other fats.   Essential fatty acids all possess double bonds at the same two positions along their hydrocarbon chain and so can act as precursors of prostaglandins, thromboxanes and leukotrines.   Deficiency of essential fatty acids can cause dermatosis, weight loss, irregular oestrus etc.   Table 1 shows the most important natural fatty acids. Acid Number of Carbon Atoms Number of Double Bonds Saturated acids Butyric 4 0 Caproic 6 0 Caprylic 8 0 Capric 10 0 Lauric 12 0 Myristic 14 0 Palmitic 16 0 Stearic 18 0 Arachidic 20 0 Behenic 22 0 Monounsaturated acids Palmitoleic 16 1 Oleic 18 1 Erucic 22 1 Polyunsaturated acids Linoleic (w6) 18 2 a-Linolenic (w3) 18 3 g-Linolenic (w6) 18 3 Arachidonic (w6) 20 4 Eicosapentaenoic (w3) 20 5 Docosahexaenoic (w3) 22 6 Table 1: The most important natural fatty acids. Omega-3 (w3) Omega-6 (w6) fatty acids: The Western Diet There is an absolute requirement for a dietary intake of w3 and w6 polyunsaturated fatty acids (PUFA), because of their role in constructing cell membranes, and also as precursors for the prostaglandins and other eicosanoids.   In fact, w3 fatty acids are particularly prevalent in the brain, retina, and spermatozoa, in which docosahexanoic acid (see table 1) constitutes approximately 36.4% of total fatty acids.   The two parent compounds, which are considered to be dietary essentials, are linoleic acid (w6) and a-linolenic acid (w3).   These two can undergo chain elongation and further desaturation to yield arachidonic acid (w6) and docosahexaenoic acid (w3) respectively, which are both precursors to two families of prostaglandins.   There is no requirement for a dietary source of the longer chain PUFA, but they are potentially desirable in the diet, since their formation from linoleic or linolenic acids is a rate-limiting step.   So, what is the desirable level of w3 and w6 fatty acid intake and does the western diet meet this level?   Ideally, the body requires a near balanced intake of both w3 and w6 fatty acids since the eicosanoids derived from w3 fatty acids have opposing metabolic properties to those derived from w6 fatty acids.   Omega-3 fatty acids, on the one hand, have anti-inflammatory, antithrombotic, antiarrhythmic, hypolipidemic, and vasodilatory properties.   For example, they have the ability to make blood thinner by reducing platelet aggregation (this is particularly beneficial in reducing blood clots and stroke).   They also play an important role in the modulation and prevention of human diseases, particularly coronary heart disease, type 2 diabetes, and renal disease, and there is strong evidence that w3 fatty acids are essential for human development from infancy onwards.   On the other hand, w6 fatty acids promote platelet aggregation and vasoconstriction, as well as increasing blood viscosity and bleeding time. The western diet is far richer in w6 fatty acids than w3.   This is due to the increased intake of w6-rich foods such as cereals, fried foods, baked foods etc.   In fact, in today’s western diet, the ratio of w6 to w3 fatty acids ranges from @20-30:1 instead of the traditional, and optimum, range of 1-2:1.   This means that the eicosanoids produced from the metabolism of w6 fatty acids are formed in greater amounts than those derived from the w3 fatty acids, specifically eicosapentaenoic acid.   The result is an increase in allergies, inflammation, type 2 diabetes, and the formation of thrombi and atheromas.   This explains why cardiovascular diseases are far more prevalent in the west.   Consequently, people should be encouraged to eat more w3-rich foods (such as cold-water fish, flaxseed, rapeseed etc) in order to make the ratio more even.   Figure 1 shows the relationship between the ratio of w6 to w3 fatty acids in dietary lipids in the Indian diet and the prevalence of type 2 diabetes.   It is clear that, as the ratio of w6 PUFAs to w3 PUFAs increases, the prevalence of type 2 diabetes also increases. Figure 2: Data obtained from Raheja BS, Sadikot SM, Phatak RB, Rao MB. Significance of the n-6/n-3 ratio for insulin action in diabetes. Ann N Y Acad Sci 1993, 683, 258-7. As far as cardiovascular diseases are concerned, a more even w6 to w3 ratio (i.e. greater w3 fatty acid intake or decreased w6 intake) has been shown to contribute to keeping cholesterol low, stabilising arrhythmia, and keeping blood pressure low. Fatty Acids, Inflammation Autoimmune Diseases Omega-3 PUFAs, in particular eicosapentaenoic acid and docosahexaenoic acid, have been shown to have potent immunomodulatory effects.   Some of the effects of w3 PUFA are induced by modulation of the amount and types of eicosanoids made, and other effects are triggered by alternative mechanisms that do not involve eicosanoids, for example actions upon intracellular signalling pathways, transcription factor activity and gene expression. Eicosapentaenoic acid (w3) competes with arachidonic acid (w6) for the enzymatic metabolism (by cyclooxygenases) that results in prostaglandin formation.   The eicosanoid metabolites of eicosapentaenoic acid produce fewer inflammatory and chemotactic derivatives than the arachidonic acid metabolites.   Therefore, increasing the dietary intake of w3 fatty acids reduces the likelihood of inflammation. Omega-3 fatty acids have also been shown to slow down the production of interleukin 1 (IL-1b) by suppressing the IL-1b mRNA, as well as the Cox2 (cytooxygenase) mRNA that is induced by IL-1b.   Cox2 is overexpressed in colon cancer cells.   Furthermore, research also suggests that a high dose of a-linolenic acid can suppress the formation of Tumor Necrosis Factor (TNF), which is implicated in causing some of the pathological responses that occur in inflammatory conditions.   Hence, it appears that by improving diet management, and ingesting more w3 (as opposed to w6) fatty acids, we could significantly reduce inflammatory disorders and the 40% of cancers that are caused by diet alone.   Managing autoimmune and inflammatory conditions in this way is clearly beneficial since it eliminates many of the side effects associated with the available drug therapies. Fatty Acids and Mental Health Given the fact that around 60% of the brain is composed of fat, it is not surprising that the organ needs w3 fatty acids to function properly.   There is evidence that links mood disorders with low concentrations of w3 fatty acids in the body.   According to certain theories of depression, w3 fatty acids help to regulate mental health problems by improving the ability of the brain’s serotonin (5-HT) receptors to understand mood-related signals from other neurones.   These theories are being investigated further. Conclusion Essential fatty acids have justifiably been linked with a plethora of health issues affecting society at large today.   What is most evident is that, in the western world, we are failing to ensure that we make optimum use of the benefits that w3 fatty acids have to offer.   In order to benefit more, we must take action to balance our intake of w3 and w6 fatty acids.   At present, the balance is tipped too greatly towards w6 fatty acids.   Consequently, heart disease, hypertension, type 2 diabetes, depression, inflammatory disorders, cancer etc are on the increase.   That is not to say that w6 fatty acids are totally bad for us: the body requires reasonable amounts for the purposes of vasoconstriction etc.   The ratio of w6/w3 essential fatty acids can be improved by reducing our intake of w6 fatty acids from vegetable oils and increasing our intake of w3 fatty acids from foods such as oily fish, leafy green vegetables, wild game etc. What is clear is that new benefits of w3 fatty acids are being discovered every day.   This is evident from the masses of literature on the subject.   But it is one thing to learn about the benefits of w3 fatty acids and a completely other to use this information effectively.   This is the area that needs to be addressed.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   REFERENCES Journal Articles Referred to in the text: Neuringer M et al., Biochemical functional effects of prenatal and postnatal omega-3 fatty acid deficiency on retina and brain in rhesus monkeys, Proc Natl Acad USA 1986, 83, 4021-5 Connor W.E., Importance of n-3 fatty acids in health and disease, American Journal of Clinical Nutrition, 2000, 71(1), 171-5 Simopoulos A.P, Essential fatty acids in health and chronic disease, American Journal of Clinical Nutrition, 1999, 70(3), 560-569 Raheja BS, Sadikot SM, Phatak RB, Rao MB. Significance of the n-6/n-3 ratio for insulin action in diabetes. Ann N Y Acad Sci 1993, 683, 258-7 Harris WS et al., Effect of fish oil on VLDL triglyceride kinetics in man, J Lipid Res 1990, 31: 1549-58 McLennan PL, Relative effects of dietary saturated, monounsaturated, and polyunsaturated fatty acids on cardiac arrhythmias in rats, Am J Clin Nutr, 1993, 57, 207-12 Charnock, JS, Antiarrhythmic effects of fish oils, World Rev Nutr Diet, 1991, 66: 278-91 Berry EM, Hirsch J., Does dietary linolenic acid influence blood pressure? Am J Clin Nutr, 1986, 44: 336-40 Simopoulos, AP., Omega-3 Fatty acids in inflammation and autoimmune diseases, American Journal of Clinical Nutrition, 2002, vol 21(6), 495-505 Maes M et al., Fatty acid composition in major depression: decreased omega-3 fractions in cholesteryl esters†¦, J Affect Disord, 1996, 38, 35-46

Chang Yu-i’s Struggle With Identity Essay -- Chinese Culture China Ess

Chang Yu-i’s Struggle With Identity Are you are confused as to where you are going in life? Do you sometimes feel like you just do not know who you are, or who you want to be? Do not worry, this is not uncommon. In fact, according to psychoanalyst Erik Erickson (1902-1994), most young people ages fifteen to twenty years of age feel the same way. Erickson, a psychoanalytic theorist, took the human life cycle and categorized it into eight stages. One such stage would be identity versus role-confusion. During this stage, adolescents begin to truly form who they are in life. They form their present off of the good and bad experiences of their past. Erickson believes that the stages in the life cycle apply to nearly everyone. It does not matter where or what era you are from. Take, for example, a character from Bound Feet & Western Dress by Pang-Mei Natasha Chang. Chang writes a dual memoir of her and her great-aunt’s lives. In her novel, Chang tells the story of her great aunt, Chang Yu-i, growing up in a chang ing world. Even though Yu-i is born and raised in China during the early 1900s, she still faces the conflicts of trying to find herself. The psycho social crisis called ‘identity versus role-confusion’ occurs mainly during adolescence, although it is not restricted to this period in life. It is usually the fifth stage in the life cycle, although it may overlap with the stages before and after it. Major circumstances can also later change the outcome of this stage. Throughout this stage, a person finds himself bringing together parts of his life and combining them to form who he wants to be in life. Outside factors, such as the community or family, tend to play an indirect, but important role in forming an identity. This is true in any culture, although family plays an even more significant role in a collectivist culture, such as Yu-i’s. Chang Yu-i grows up in a family of twelve children in a small county outside Shanghai, China. Born into changing times, the struggle for finding herself is perhaps even harder and more confusing than it would be for people born today. Yu-i is born into a time when China is torn between holding on to the old traditions and adopting the ways of the western world. Throughout the early 1900s, China was in political turmoil. China had to deal with the Boxer Rebellion, the revolution against the Manchu dyna... ..., Yu-i’s family decides she will marry Hsu Chi-mo at age fifteen. Yu-i does not want to get married yet, but instead wants to continue her education at the Academy. However, she does not have a say in who or when she will marry. Because it is time for her to get married, her education is discontinued. She is pulled from her schooling before she is finished with it, neither her parents nor her in-laws feel that this is important. Although the fact that her education was cut short is not something she is pleased with, it is still something she has to accept, and it still a part of who she is. It is a difficult and long process to find yourself. Erickson tells us that is is a natural stage in life to question who you are. Everyone goes through it, regardless of age, sex, race, or time. Take Chang Yu-i for example. She pulled good experiences in her life, such as having unbound feet and getting some education, and used them to help form who she was becoming But she also took the experiences she did not like, such as discontinuing her education as such a young age to get married, and accepted them as part of who she was. She grew up strong, and eventually became her own person.

Sustainable Agriculture Essay -- Research Paper Ranching Farming Paper

Sustainable Agriculture Agriculture has been a fundamental component of human societies for centuries. It is so fundamental in fact that it is often forgotten by those dependent on its products, but not directly involved in the production. As we enter the 21st century, agriculture is beginning to receive more attention from the general public as the implications of farming are realized and the problem of potential world wide food shortage is addressed. With the future in focus, much of agricultural establishment uses words like biotech, and high-tech to describe their goals for U.S. agriculture. With few exceptions, traditional agriculturalists see a continuing trend of industrial agricultural practices that continue to drive production to fewer, larger, and more specialized production units which are virtually responsible for all stages of the production globally. This increased specialization is dependent on new biological technologies and information technologies at all levels from farms on which the foo d is produced to the markets where it is distributed. While these forecasts are legitimate, a growing number of agriculturalists, concerned public, and educators envision a very different future for agriculture. Such a view is represented in the writings of John E. Ikerd, an agricultural economist and Professor Emeritus at the University of Missouri. In his paper, "Sustainable Agriculture: a necessary alternative to industrial agriculture", Ikerd questions whether the guiding trends of agriculture in the past hundred years can continue to be the guiding force of agriculture. He argues the while the tools of the "high-tech" future may be different from the tools of the industrial age, the objectives to specialize, mechan... ...l>. --- "Sustainable Agriculture: A Positive Alternative to Industrial Agriculture" 7 December, 1996. October 4, 2002 <http://www.ssu.missouri.edu/faculty/jikerd/papers/ks-hrtld.htm>. --- "Rethinking the Role of Agriculture in the Future of Rural Communities" 25, January 2002. October 4, 2002. <http://www.ssu.missouri.edu/faculty/JIkerd/papers/YaleRural%20Studies.html>. Pretty, Jules N. Regenerating Agriculture: Policies and Practice for Sustainability and Self-reliance. Washington, D.C.: Joseph Henry Press, 1995. --- "Supporting Policies and Practice." Facilitating Sustainable Agriculture. ed. N. G. Roling and M.A.E. Wagemakers. Cambridge: Cambridge University Press. 1998. USDA Press Release. "Fitting Farming Practices to Minimize Water Pollutionà ¤ 17 November 2000. November 10, 2002 <http://www.pestlaw.com/x/press/2000/USDA-20001117A.html>.