Compare & Contrast Hinduism and Buddhism in Ancient India Essay

Compare & Contrast Hinduism and Buddhism in Ancient India - Essay Example This paper will look at the similarities and differences between these two religions in ancient India. Both of these religions which flourished in India recognize the need of man to "escape from the wheel of life." Buddhism and Hinduism teach that man is in a quest to achieve a state where he is freed from all the sufferings of this life. In Hinduism, this is through a transcendental union while the goal of Buddhism is to reach nirvana or become enlightened (Buddha). Both of the religions believe in karma or reaping the fruits of one's actions through reincarnation. These religions teach that a man's life now is the result of what his actions in his past life. Man is not released from the cycle of life unless he attains enlightenment. The basic foundation of a religion is often built on its doctrine of who god is. This is because a religion's god becomes the center of worship. The teachings of Buddhism traces back to the life of Gautama who sought to determine the cause and the cure of human suffering. After enjoying happiness from being the prince in his kingdom, he also exposed himself to sufferings. His prescription is to that a man should live the a life in the middle of these extremes-the middle path. Buddhism therefore doesn't teach salvation through a powerful being becoming a religion which doesn't worship any god. On the other hand, Hinduism is a polytheistic religion worshipping the trinity of god comprised of Brahman, Vishnu, and Shiva and other 33,000 dieties. Another difference between Buddhism and Hinduism is their beliefs on the placement of man in the society. It should be noted that as Buddhism teaches the middle path as the perfect way a man can live his life, it strongly pushes for equality among the members of the society. Buddhism teaches that no man should be deprived of the pleasures and life at the same time that no one should be given to sufferings. This ideology pushes for the eradication of the caste society where man is classified according to his social status. In direct contrast, Hinduism adheres to a hierarchical society where some should lead others in order for the society to function efficiently. Thus, the caste system is only just and should be practiced in the whole India. The ends of the two religions are marked by the emergence of a more popular religious belief. In the case of Buddhism, the wide acceptance of Hinduism marks its downfall. The teachings of this religion become confusing to the people with its division into two factions namely, Theravada and Mahayana. With the rise of a hierarchical society which is lead by the wealthy families during the time, its hold in the Indian society is therefore weakened. On the same way, the end of Hinduism is commenced by the arrival of Islam which also introduced new ideas in the society. Instead of ascribing to the polytheistic nature of Hinduism, Islam introduced the worship of only one god as well as the revives the belief on egalitarianism.

THEMES IN U.S. & WORLD HISTORY Essay Example | Topics and Well Written Essays - 750 words

THEMES IN U.S. & WORLD HISTORY - Essay Example B. Justify your choice of the one most significant environmental/geographic factor that contributed to the development or diffusion of one human society from the following list:Â   Prosperity of the Mesopotamian society was predetermined by the fertile soil and developed system of irrigation that in turn allowed keeping the large number of cattle. These were the crucial factors for the prosperity of the civilization, as well as the presence of the favorable climate. Mesopotamian and Egyptian civilizations differed in many ways, yet both of them were dependent on the river systems. However, Egyptians mainly populated the Nile River valley, while Mesopotamians settled all across the Middle East. C. Justify your choice of the two most significant social and/or political changes that occurred as a result of the actions of one individual from the following list of world leaders:Â   Nelson Mandela represents an example of a bright leader who inspired millions of people around the world. First of all Mandela won the first multi-racial elections in South Africa thus creating a significant change in perception and building of a color blind society in Africa and around the world. Prior to becoming a president Mandela was known for his anti-apartheid violent actions, his actions attracted attention to the existing problem. D. Justify your choice of the two most significant social and/or political changes that occurred as a result of the actions of one individual from the following list of United States leaders:Â   I suppose that Martin Luther King became an iconic figure, whose courage inspired countless people. First of all Martin Luther King advocated for civil rights by means of the peaceful methods and never encouraged using violence for achieving the goals. His speech I Have a Dream encouraged creation of a color blind society and society based on equality. He actively addressed issues of poverty and contributed to the end of the War in Vietnam. E. Discuss the ris e of imperialism or colonialism in one area of the world from the following list:Â   Western countries were interested in expanding their influence beyond the borders of Europe. South East Asia became one of the victims of this imperialism. In the 19th century China was particularly vulnerable and could not resist the imperialism from Japan, Russia and different Western countries. Most importantly Chinese markets opened for trade – Britain was precisely interested in this measure. Two Opium Wars, countless disputes and conflicts led to a total subjugation of China. Since Japan was an Asian country that led an aggressive expansionist policy in the region, local population highly resisted its actions. The aggressive Japanese policy predetermined negative perception of the country’s actions in the region for decades. F. Compare the tactics of one violent revolution and one nonviolent revolution from the following list:Â   I would like to address the two brightest exampl es of revolutions from the Eastern European countries: Russian Revolution of 1917 and Orange Revolution in Ukraine from late 2004 early 2005. Russian Revolution is clearly the case of a violent change of the regime in the country, followed by the execution of the Tsar’s family and destruction of all previous existing institution and intelligentsia. To the contrary, Orange Revolution in Ukraine, almost a century after the Russian one, represents a nonviolent scenario of a revolution, when people were able to achieve

Self Reliance by Ralph Waldo Emerson Essay Example for Free

Self Reliance by Ralph Waldo Emerson Essay â€Å"What I must do is all that concerns me, not what people think† (Emerson lines 30-31). Ralph Waldo Emerson was the transcendentalist leader in the 1830s which influenced his beliefs in his essay. He uses examples to compose the conclusion that people should follow their own instincts and be an individual. Emerson’s ideas on individualism and self trust in â€Å"Self- Reliance,† were influenced by religion and the rise of transcendentalism. Emerson was influenced by beliefs of different religions during the time of the 1830s. In his essay, Emerson states, â€Å"†¦if I am the Devil’s child, I will live then from the Devil† (Emerson line 26). Basically, he is saying that no matter what his values are, even if they are bad, he will not change them because that is who he is. Everyone should trust their own beliefs because that is what makes them the individual that they are. Emerson’s writing was influenced by religion, by not only believing in Gods views, but by believing in your own. Emerson himself writes â€Å"What have I to do with the sacredness of traditions, if I live wholly from within?† (Emerson lines 22-23). He is insisting that he doesn’t need God to know his own beliefs. If your religious views are different than other individuals, you should stay that way because that’s who you are. You should follow your innermost beliefs and not change just because others think differently than you do. Emerson believes that you don’t have to follow any religious traditions because you have your own customs within, which is being an individual. Ralph Waldo Emerson was influenced by transcendentalism, because at the time he led this movement. As the prominent writer Emerson puts it, â€Å"It is easy in the world to live after the world’s opinion; it is easy in solitude to live after our own; but the great man is he who in the midst of the crowd keeps within perfect sweetness the independence of solitude†¦Ã¢â‚¬  (Emerson lines 35-38). In making this comment, Emerson argues that even when other people around you speak their thoughts, the thought of independence should be a constant. You cannot completely isolate yourself, but one should maintain ones own sense of independence while being immersed in a social setting. Individuals must find a balance between being dependent on others in a social sense, while maintaining their own sense of independence from the opinions of others. According to Emerson, â€Å"Whose would be a man, must be a  conformist† (Emerson line 15). In other words, he believes that if you only do what others do, you are not being who you’re supposed to be; you are being who others have determined you to be. Everyone should trust their own beliefs and not everyone else’s. This influences the theme by not conforming to society and the effects that they have upon individuals. Emerson’s ideas on individualism and self trust in â€Å"Self- Reliance,† were influenced by religion and the rise of transcendentalism. The transcendentalist leader, Ralph Waldo Emerson believed in the importance of individualism and to follow your own instincts. He shows the importance of being yourself and not conforming to society nor their beliefs. Everyone should be who you are and not change because of the different beliefs around you. Everyone is different and unique in their own way and that’s what makes us individuals.

Reviewing a Redundancy Decision

Reviewing a Redundancy Decision It is well established that when reviewing a redundancy decision the Authority  or Court will look at two factors. They are the genuineness of the redundancy and the  procedure by which it was carried out. The enquiry into each factor is carried out  separately (Coutts Cars Ltd v Baguley [2001] ERNZ 660 (CA)). Section 103A of the Employment Relations Act 2000 (the Act) requires an  employer must, before dismissing an employee, raise its concerns, allow the employee  an opportunity to respond and consider the response with an open mind  (ss.103A(3)(b) to (d)). That these requirements remain in the form of a consultation process in a  redundancy setting is confirmed by s.4(1A)(c) of the Act. The relationship was  confirmed by the Court in Jinkinson v Oceana Gold (NZ) Ltd [2010] NZEmpC 102. The Court recently affirmed in Rittson-Thomas t/a Totara Hills Farm v Davidson1 that it is not for the Court (or the Authority) to substitute its own view as to whether a position should be considered redundant (or not). Rather the inquiry should be in accordance with the statutory requirements, that is: whether what was done (the dismissal and the substantive reasons for it), and how it was done (the process undertaken), was what a fair and reasonable employer could have done in all the circumstances at the time of the dismissal.2 Section 103A Employment Relations Act 2000 Substantive Justification for dismissal is addressed in s.103A of the Employment Relations Act 2000 (the Act), which states: S103A Test of Justification i. For the purposes of section 103(1) (a) and (b), the question of whether a dismissal or an action was justifiable must be determined, on an objective basis, by applying the test in subsection (2). ii. The test is whether the employers actions, and how the employer acted, were what a fair and reasonable employer could have done in all the circumstances at the time the dismissal or action occurred. [63] The Test of Justification requires that the employer acted in a manner that was substantively and procedurally fair. An employer must establish that the dismissal was a decision that a fair and reasonable employer could have made in all the circumstances at the relevant time. [64] In the Employment Law case Michael Rittson-Thomas T/A Totara Hills Farm v Hamish Davidson1 Unrep [2013] NZEmpC 39 20 March 2013 (Rittson) his Honour Chief Judge Colgan considered that the Court cannot impose or substitute its business judgment for that of the employer taken at the time, however: [54] à ¢Ã¢â€š ¬Ã‚ ¦ the Court (or the Authority) must determine whether what was done and how it was done, were what a fair and reasonable employer would (now could) have done in all the circumstances at the time. So the standard is not the Courts (or the Authoritys) own assessment but rather, its assessment of what a fair and reasonable employer would/could have done and how. Those are separate and distinct standards. It is well established that when reviewing redundancy decisions the Authority or Court will look at two factors. They are the genuineness of the redundancy and the procedure by which it is carried out. The inquiry into each factor is carried out separately (Coutts Cars Ltd v. Bageley [2001] ERNZ 660 (CA)). - [27] Regarding the justifiability of a dismissal on grounds of redundancy, the starting point is to enquire whether the decision to make a position redundant was made for proper business purposes so as to ensure a purported redundancy is not an attempt to legitimize a dismissal where the predominate reason for termination of employment is for other reasons. [28] As with any allegation of unjustified dismissal, the onus is on the employer to demonstrate that its decision to terminate an employees employment was justified.3 Section 103A Employment Relations Act 2000 [29] In Rittson-Thomas [2013] NZEmpC 39 the Employment Court recently stated: It will be insufficient under s.103A, where an employer is challenged to justify dismissal or a disadvantage in employment, for the employer to say that this was a genuine business decision and the Court (or Authority) is not entitled to enquire into the merits of it.4 [60] The Court of Appeal statement of the law regarding the genuineness of a redundancy in GN Hale Son Ltd v Wellington Caretakers IUOW [1991] 1 NZLR 151 (Hale) was that: An employer is entitled to make his business more efficient, as for example by automation, abandonment of unprofitable activities, reorganisation or other cost-saving steps, no matter whether or not the business would otherwise go to the wall. A worker does not have a right to continued employment if the business can be run more efficiently without him. [61] However since Hale was decided, justification for dismissal is now as stated in the Employment Relations Act 2000 (the Act), which at s 103A of the Act sets out the Test of Justification as being: S103A Test of Justification i. For the purposes of section 103(1) (a) and (b), the question of whether a dismissal or an action was justifiable must be determined, on an objective basis, by applying the test in subsection (2). ii. The test is whether the employers actions, and how the employer acted, were what a fair and reasonable employer could have done in all the circumstances at the time the dismissal or action occurred. [62] The Test of Justification requires that the employer acted in a manner that was substantively and procedurally fair. An employer must establish that the dismissal was a decision that a fair and reasonable employer could have made in all the circumstances at the relevant time. [63] The Employment Court has issued recent decisions in this area which have reexamined the statement of the law in Hale in light of s 103A of the Act. [64] In Michael Rittson-Thomas T/A Totara Hills Farm v Hamish Davidson Unrep [2013] NZEmpC 39 20 March 2013 (Rittson) the Court referred to Hale and its previous comments about Hale in Simpsons Farms Limited v Aberhart [2006] ERNZ 825,842 . His Honour Chief Judge Colgan considered that the Court cannot impose or substitute its business judgment for that of the employer taken at the time, however: [54] à ¢Ã¢â€š ¬Ã‚ ¦ the Court (or the Authority) must determine whether what was done and how it was done, were what a fair and reasonable employer would (now could) have done in all the circumstances at the time. So the standard is not the Courts (or the Authoritys) own assessment but rather, its assessment of what a fair and reasonable employer would/could have done and how. Those are separate and distinct standards. [65] In that case, the Court was critical of the lack of information provided to the employee, and held that the employer had not adequately explained why the money saved by the disestablishment of the employees position justified the position being made redundant. The Court found upon analysis that the employer had been mistaken in concluding that there would be a wage saving of 10% per annum, when in fact it was 6%. This threw into doubt the genuineness of and, therefore, the justification for, the dismissal. [66] In Brake v Grace Team Accounting Limited [2013] NZEmpC 81 13 May 2013 (Brake) Travis J firmly endorsed Rittson, finding in that case that although the employer claimed that its financial position had deteriorated over the six months the employee had been employed requiring a reduction in salaries, in fact analysis by the Court concluded that the employers figures were incorrect and there had been no sudden deterioration. [67] On this basis it was held that the employers justification for the dismissal was mistaken, with the consequence that the dismissal of the employee was unjustified. [68] In Catherine Tan v Morningstar Institute of Education Ltd T/A Morningstar Preschool Ltd [2013] NZEmpC 82 16 May 2013 the Court adopted a similar approach. As in the case of the employee in Brake, Ms Tan had been provided with factually incorrect information about the employers financial position. She had been misled into thinking that the redundancy of her position was inevitable when it was not; the cost savings were relatively minor and insufficient to have satisfied the employers requirements. [26] In its submissions, Checkmate refers to a decision of the Authority BodePatterson v Hammond-Smith and Smith t/a I Love Merino Limited [2013] NZERA Auckland 294 ( Member Anderson ). In that decision, the Authority sets out an excellent summary of the law in respect to redundancy and for the purposes of the present decision, the analysis in Bode-Patterson is adopted without amendment. [27] For present purposes, it is enough to say that the law requires the Authority to enquire into the genuineness of a redundancy so as to ensure that the redundancy is being activated for proper business purposes and not being undertaken for base motives. [28] Further, it is important to note that it is not enough for a business owner to simply claim the necessity to make structural changes; they must be prepared to demonstrate that necessity to the satisfaction of the Authority. [29] In broad terms then, there are two enquiries that the Authority must make to satisfy itself about the genuineness of the redundancy. The first is to establish whether the evidence supports the employers contention that there were genuine business reasons for the redundancy and the second is to ensure that there is no base motive underpinning the decision to dismiss for redundancy such as, for instance, a conviction on the part of the employer that the business would be better off without the incumbent of the role to be made redundant. Attached as it were to that last consideration is an examination of whether there is evidence of mixed motives. [30] Dealing first with the underlying genuineness of the decision to declare redundancy, it is appropriate to remember Chief Judge Colgans observations in Michael Rittson-Thomas t/a Totara Hills Farm v Hamish Davidson [2013] NZEmpC 39 (Rittson-Thomas) wherein His Honour had this to say: It will be insufficient under s.103A, where an employer is challenged to justify a dismissal or disadvantage in employment, for the employer to say that this was a genuine business decision and the Court (or Authority) is not entitled to enquire into the merits of it. The Court (or Authority) will need to do so to determine whether the decision, and how it was reached, were what a fair and reasonable employer would/could have done in all the relevant circumstances. Procedure [67] An employer who is proposing to restructure its business or any part of its business must not only have genuine reasons for undertaking the restructuring, but must follow a fair procedure in respect of affected employees. [68] Provisions of the Act govern questions of justification for dismissal and, in particular, dismissal by reason of redundancy. Section 4 of the Act addresses the requirement for parties to the employment relationship to deal with each other in good faith. Section 4(1A)(c) in particular is relevant to a redundancy situation and requires an employer who is proposing to make a decision that will, or is likely to, have an adverse effect on the continuation of employment of an employee to provide to the employee affected: (i) access to information, relevant to the continuation of the employees employment, about the decision; and (ii) an opportunity to comment on the information to their employer before a decision is made. s4 (1A)(i) and (ii). [69] In a redundancy situation a fair and reasonable employer must, if challenged, be able to establish that he or she has complied with the statutory obligations of good faith dealing in s4 of the Act. His Honour Chief Judge Colgan in Simpsons Farms Limited v Aberhart2 [2006] ERNZ 825,842 noted that this compliance with good faith dealing includes consultation as the fair and reasonable employer will comply with the law Turning to process. Section 103A of the Employment Relations Act 2000 (the Act) requires an employer must, before dismissing an employee, raise its concerns, allow the employee an opportunity to respond and consider the response with an open mind (ss.103A(3)(b) to (d) of the Act). That these requirements, in the form of a consultation process, remain in the redundancy setting is expressly confirmed by s.4(1a)(c) of the Act and the relationship between the two sections is confirmed by the Court in Jinkinson v. Oceanagold (NZ) Ltd [2010] NZEmpC 102. The Court of Appeal in Aoraki Corp v McGavin [1998] 1 ERNZ 601 stated at page 619, the following proposition. What is crucial, however, is to recognise that the remedy can relate only to the particular wrong, to what has been lost or suffered as a result of the particular breach or failure. In this case the personal grievance is not that the employment was terminated, but that the manner of implementation of the decision to terminate was procedurally unfair. - Consultation In Simpsons Farms Limited v Aberhart6 Simpsons Farms Ltd and Aberhart [2006] ERNZ 825   the Chief Judge noted Consultation does not require agreement between the parties however genuine efforts must be made to reasonably accommodate the views of the employees and there should be a tendency to achieve consensus7 . - [37] Section s.4(1A)(c) of the Employment Relations Act places an obligation on an employer proposing to make a decision that may affect an employees ongoing employment, to provide to a potentially affected employee access to information relevant to its decision and an opportunity to comment on that information before making a final decision. [38] Further, where an employer is contemplating dismissal on grounds of redundancy, good faith requires an employer to consult with a potentially affected employee about the possibility of redundancy5 . Simpsons Farms Ltd and Aberhart [2006] ERNZ 825 [39] The requirements for an employer to provide information, and to act in good faith also assists the Authority in its assessment as to whether the employers decision was what a fair and reasonable employer could have done in all the circumstances. - Provide information [55] It is a truism that employers in a restructuring environment are obligated to provide affected staff with access to information, relevant to the continuation of the employees employment, about the decision; and à ¢Ã¢â€š ¬Ã‚ ¦ an opportunity to comment on the information to their employer before the decision is made: s.4(1A)(c) of the Act. [56] Those precepts were emphasised in a decision of the Full Bench of the Employment Court in Vice Chancellor of Massey University v. Martin Wrigley Ors [2011] NZEmpC 37 (Wrigley). [57] In para.[48] of the judgment, the Court says: When a business is restructured, the employer will, in most cases, have almost total power over the outcome. To the extent that affected employees may influence the employers final decision, they can do so only if they have knowledge and understanding of the relevant issues and a real opportunity to express their thoughts about those issues. In this sense, knowledge is the key to giving employees some measure of power to reduce the otherwise overwhelming inequality of power in favour of the employer. [58] And again at para.[55] of the judgment, the Court says: The purpose of s.4(1A)(c) is to be found in para.(ii) which requires the employer to give the employees an opportunity to comment before the decision is made. That opportunity must be real and not limited by the extent of the information made available by the employer. [emphasis added] Consultation [77] The law on consultation in a redundancy setting is well settled. An employer contemplating a restructure which affects an employee or employees must engage with those employees in good faith such that the employee has a straightforward opportunity to engage in the process, be aware of the issues driving the employer, and, amongst other things, suggest alternatives that the employer may not have thought of or may not have fully worked up. - Good faith [38] Even if a redundancy is decided upon for genuine business reasons if the justification for the redundancy is challenged by an employee the employer must be able to prove to the Authority that the decision made and how it was reached was what a fair and reasonable employer could have done in the circumstances that existed at the time3 Section 103A Employment Relations Act 2000.. In applying the tests under s.103A of the Employment Relations Act 2000 (the Act), Chief Judge Colgan of the Employment Court has recently explained that: [54] It will be insufficient under section 103A, where an employer is challenged to justify a dismissal or disadvantage in employment, for the employer simply to say that this was a genuine business decision and the Court (or the Authority) is not entitled to enquire into the merits of it. The Court (or the Authority) will need to do so to determine whether the decision, and how it was reached, were what a fair and reasonable employer would/could have done in all the relevant circumstances. 4 Michael Rittson-Thomas trading as Totara Hills Farm v Davidson [2013] NZEmpC 39 [39] Genuine consultation with an affected employee is required. Remedies Section 123(1)(a) to (c) of the Act provides as follows: (1) Where the Authority or the court determines that an employee has a personal grievance, it may, in settling the grievance, provide for any 1 or more of the following remedies: (a) reinstatement of the employee in the employees former position or the placement of the employee in a position no less advantageous to the employee: (b) the reimbursement to the employee of a sum equal to the whole or any part of the wages or other money lost by the employee as a result of the grievance: (c) the payment to the employee of compensation by the employees employer, including compensation for- (i) humiliation, loss of dignity, and injury to the feelings of the employee; and (ii) loss of any benefit, whether or not of a monetary kind, which the employee might reasonably have been expected to obtain if the personal grievance had not arisen. Contribution Section 124 of the Act, requires that where the Authority has determined that an employee has a personal grievance, the Authority must consider the extent to which the actions of the employee contributed towards the situation that gave rise to the personal grievance and remedies are to be withheld or reduced where there has been contribution or fault on the part of the employee. - Loss of rem Section 123(1)(b) provides that an employee dismissed unjustifiably may be reimbursed a sum equal to the whole or any part of the wages or other money lost by the employee as a result of the grievance. In Aoraki Corporation v McGavin9 the Court of Appeal held that in the absence of a contractual stipulation, the general practice as to the period of notice does not support fixing notice in excess of one month. If a redundancy is found to be genuine as I have in this matter, and a personal grievance for unjustified dismissal is upheld on grounds of procedural unfairness, remedies are confined to the distress caused by the way the redundancy was handled, rather than the loss of the job itself - Reimbursement of Lost Wages [52] Employees are under a duty to mitigate their loss and in this case there was insufficient evidence presented to the Authority to support the fact that Ms Whaanga had made a real effort to mitigate her loss. As Chief Judge Colgan made clear in Allen v Transpacific Industries Group Ltd (t/a Mediasmart Ltd) (2009) 6 NZELR 530, par 78: à ¢Ã¢â€š ¬Ã‚ ¦ dismissed employees are not only under an obligation to mitigate loss but to establish this in evidence if called upon. This will require, in practice, a detailed account of efforts made to obtain employment including dates, places, names, copies of correspondence and the like. [53] Ms Whaanga has not established evidence to support her efforts to mitigate her loss and in these circumstances I find that there is no compensation for lost wages is payable to her.

Cancer and NMR Spectroscopy Essay -- Biology

Cancer is a disease that will most likely affect each and every one of us throughout our lives. There are approximately 560,000 people that die from cancer each year. To put it in perspective, between 1/4 and 1/3 of all Americans will die from this deadly disease. These statistics could be greatly reduced if people would stop smoking. Approximately 35% of all cancer cases are direct results of tobacco use. Many people do not fully understand what cancer really is. Cancer is simply a mutation in the cells which causes them to replicate continuously without bond. Many people relate cancer with tumors, and rightly so. A tumor is basically just a lump of mutated cells which eventually grows so big that it blocks the functions of the organs around it (a benign tumor) or begins to invade tissues surrounding it (a malignant tumor). Although there has been extensive research concerning cancer, nothing has been found that can cure cancer 100%. The reason for this is because a cancer tumor carries many different cancer cells. Every cancer cell reacts differently to each method of treatment, so while chemotherapy may kill some cancer cells in a tumor, other "subpopulations" of cells in the same tumor may not be affected at all. Another problem with cancer is that the cancer cells are able to travel throughout the body, an event known as metastasis. This means that cancer cells in the breast or lung are able to travel to the heart. This means that the cancer can spread throughout the body very easily, making treatment very difficult. While we have no true cures for cancer, there have been a few methods of treatment that have been somewhat successful. One such treatment is the drug cyclophosphamide (which is actually converted to 4-hydro... ...solution, nonradioactive method (NMR), the metabolites can be monitored noninvasively. NMR spectroscopy basically allows one to look at certain certain nuclei, such as phosphorus and carbon, and show resonance. Since there are high levels of both of these elements in cancer cells, the NMR method allowed for clear observation of GSH levels. In addition to cancer cells, many other cell lines have high levels of metabolites containing phosphorus and carbon. With this in mind, NMR spectroscopy is clearly the tool of the future for noninvasive observations of cells. Namely, it can be used for studying molecular dynamics, kinetics, microstructures, and equilibrium levels of chemical reactions. Through the use of more advanced methods and technology such as NMR, medical researchers can begin to piece together the puzzles of biology and medicine within the human body.

Global Marketing :: essays research papers

New and improved products are developed almost daily, they are launched in the marketplace in hopes that the product will be accepted and purchased, the fate of any product is determined by consumers through their acceptance and purchase or rejection of the product. New product introductions are becoming more and more expensive and the product success rate is less than in previous years. The number of promotion methods to choose from can be overwhelming, and finding the best method which will allow the Palm Mercury to flourish in the market is a very challenging step to overcome. PalmOne has developed a new product and we want to tell a large number of people about it very quickly. Mass selling is our intention. Several of the approaches that will allow PalmOne to determine the potential success of the Mercury is to initiate a small, cost effective mass selling campaign that can easily grow to a much larger campaign in the coming months. We can put together a short campaign very cost effectively to quickly establish if this kind of promotion will work. One of the most effective approaches to reach people on the go is to advertise the product on the radio. Radio reaches tens of thousands of people each day while driving in their car, or listening at the beaches and the intended advertisements will reach our target listeners with our message. We will plan an advertisement campaign over a single week or multiple weeks in order maximize the impact. Advertisements will be run several ways through the radio stations. Radio stations love prizes and free products. PalmOne can provide a small number of the Palm Mercury’s for give-a-aways and contests. Contests have a high audience participation and retention rate giving PalmOne some much desired publicity. Picking the correct prize, the correct approach and the correct target audience will allow the Palm Mercury to receive desirable exposure for a minimal cost.

Marketing: Sense and New Balance Essay

New Balance has been in business for 103 years. The company started in Boston manufacturing shoes of police officers, waiters and any other occupations that kept people on their feet all day. In the 1970’s New Balance switched its focus and decided to make athletic shoes for all athletes. New Balance marketing department decided it was time to go overseas and to make money so, they open retail store in 2010. The stores are called Experience Stores located in Beijing and Shanghai. New Balance stores decoration emphasizes on the company’s heritage and accomplishment over the years. The marketing team of New Balance uses five senses to market the Experience Store in China. From the time customer walk in the door they get the feeling they’re in a different era from the music to smell of the store. A DNA ribbon† in each Experience Store accents the company’s history and accomplishments. The store setting promotes DNA concept and brings customer to the second floor where the store has a more modern setting. New Balance was planning its entry to China the Experience stores shows the concept of sensory branding that is the process in which is a brand experience that calls upon all of the senses in reflecting a company’s brand. To keep the concept of Total Fit the stores include healthy running tips, pointers on foot care and input from well known runners in China. Questions: 1. Do you think opening retail stores in China is a good move for New Balance? Why or Why not? I think it was a good move for New Balance to move to China. It’s a good idea for any company or any company to expand their business overseas it is just good business practice this day and age. 2. New Balance calls its new retail stores â€Å"Experience Stores† in your opinion what does the company mean by experience and how does that experience translate to sales? I think New Balance call its retail stores Experience Store because they have been in business for a long time. Experience is a good teacher with that been say New Balance should know how to generate sales.