Rosalind Franklin Research on the X-ray Diffraction Techniques

Rosalind Franklin lived during an exciting and turbulent era both socially and scientifically. Upon passing the admission examination for Cambridge University in 1938, at fifteen, Franklin was was informed by her affluent family that she would not recieve financial support. Franklins father disapproved of women receiving college educations, however, both Franklins aunt and mother supported her quest for education. Eventually, her father gave in and agreed to pay her tuition. Franklin would later prove to be worth her education. As Rosalind Franklin was pursuing her degree World War II raged. She focused her research on coal, the most efficient use of energy resources. Five papers on the subject were published before Franklins 26th birthday. Further, Franklin had given up her fellowship to become a physical chemist at the British Coal Utilization Research Association at age 22. She was indeed an efficient and driven researcher. Franklin utilized the X-ray diffraction techniques (that she has become most famous for) while working in a Paris laboratory between 1947 and 1950, with crystallographer Jacques Mering. X-ray crystallography helped determined the three dimensional structure of DNA when Franklin returned to England. She became the first person to find the molecules sugar-phosphate backbone while working with a team of scientists at Kings College in London. Unfortunately, leadership misunderstandings and personality conflicts depreciated Franklins effectivness in the laboratory. Maurice Wilkins, the laboratorys second in command, returned from a vacation expecting Franklin to work under him. Franklin came to the laboratory with the understanding that she would be researching alone. While Franklin was direct and decisive, Wilkins tended to be alluding and passive-aggressive. As Franklin made further advances in DNA research, Wilkins secretly shared her findings with the famous duo of Watson and Crick, who were then working at Cambridge. Franklins discoveries fueled their research machine, allowing them to advance beyond others in the field. They would eventually publish on DNA structure in 1953. Due to discriminatory procedures at Kings College, Franklin eventually left to become the lead researcher at Londons Birbeck College–upon agreeing not to work on DNA. She furthered her studies in coal and made significant advances in virology. Franklin died in 1958 of ovarian cancer. She lived 37 monumentally significant years. After researching Rosalind Franklins scientific career, I truly believe that she was a pioneer rather than a follower. Her early coal work is still referred to today; she helped launch the fields of high-strength carbon fibers; and was an integral part of early structural virology. Had it not been for a cruel twist of fate, I believe that Franklin would have published first on DNA structure. She was the best in her field when it came to DNA analysis through X-ray diffraction. Franklin innovatively found a way to isolate an extremely fine X-ray beam and arrange her superfine DNA fibers into parallel bundles. She took her research to a higher level by analyzing molecular properties in adverse conditions such as humidity. Rosalind Franklins individualistic, self-dependent nature made it impossible for her to find satisfaction in following the scientific accomplishments of others.

Cross-ultural Management Essay Example | Topics and Well Written Essays - 2500 words

Cross-ultural Management - Essay Example The opportunities presented by globalisation are immense. The access to a global marketplace has been a big boost to companies’ efforts to expand their business empires. However, aside from the consumption side with access to more buyers, companies are also benefitting on the production side with regards to their capabilities to produce at lower costs. This has been made possible by their access to cheaper labor in the developing economies. This, however, presents companies with more challenges since these are people who, although like machineries are inputs for production, are much more difficult to handle. Hence, Mendenhall, Oddou and Stahl (2007) emphasizes the need to be able to handle the challenges presented by having a global workforce for managers in firms that operate globally. Companies must be able to face up to the challenges presented by the different culture of the different people that will be working with them. More so, the concept of having global operations in different countries will present HR practitioners with an array of culture and people necessitating the capability to be able to handle the different issues that will arise from such workforce diversity. This, however, is easier said than done for Hofstede (2001) warns that there are more chances for conflict than synergy when different cultures are mixed. Cross-cultural management therefore is very important since this is a pressing reality that companies wanting or are operating globally must face and succeed if they are to survive and thrive in the global business environment. Cultural Challenge According to Hofstede (2004), there are five cultural dimensions that HR practitioners and managers faced with cross cultural challenges can use to somehow understand the differences that are characteristic of their global workforce. One of the possible sources of conflicts that must be understood properly is the way people may view how p ower is distributed. Hofstede calls this the Power Distribution Index (PDI) whereby there is a bottom to top view of the inequality of the distribution of power. Hence, usually easterners identify strongly with their ethnic groups meaning they find power in their groups or by being collectively identified with each other while westerners are more individualistic. Thus, this shows that these people must be treated differently. Also, there are the poles of masculinity and femininity which reflects to a person being assertive or modest. Looking at a countrywide perspective, there is a significant difference among men towards women. Thus, companies operating globally ought to be sensitive to the inclination of their employees towards power as well as with the actuations associated with the poles of masculinity and femininity. The myriad of personalities that they will be handling can spell the difference between the success and failure of their global endeavor since these employees are central to their business successes. It would be unwise to hire cheap labor if the company cannot get them to work harmoniously raising the risk of attaining poorer quality and even defects on their products. When conflicts abound in an organization, the results are seldom fruitful. Also, there is the tendency to be risk averse or to be cautious and avoid uncertain situations. Hence, for cultures that have these tendencies, there are usually stricter laws and regulations in order for them to mitigate such risks and uncertainties. On the other side, there are cultures that are more lenient who are generally more relaxed and displays a high level of tolerance. Finally, there is the long term orientation (LTO) vis-a-vis short term orientation displaying the various tendencies of

Planning Group Policy Software Deployments Assignment

Planning Group Policy Software Deployments - Assignment Example And as the systems advance, so do their working limits. 1. Efficient Installation of Software Using Each Phase of System Development Life Cycle A software installation for the security of Intellectual property is an uphill task in lieu of the complexities associated with the installation phase. System administrators are normally expected to be literate about the software and know what they are doing and thus most often no restrictions are imposed even by the most protected systems during software installs. To perform new software installations for several hundred users at a Californian firm as a junior network administrator, the problems and ambiguities faced during the installation phase cannot be over looked as they can stream in to extra costs. The threats imposed by the installation can be governed if certain strategies are employed at execution phase which includes assurance of no interference between the processing of un trusted/new software and existing packages, restriction o n the execution of new/un trusted software’s access to the operations other than that of the sand box and new/ un trusted software should be easily uninstall able if the need persists (Sun, Sekar, Liang, Venkatakrishnan, 2009 (Bender RBT Inc., 2003) (Eric Chien, 2005) (Ke Min Gu, 2009) (Russ Johnson, 2000) (Abbas Rajabifard, Ali Monsourian and Ian Williamson, 2004)). For the efficient installation of software at controlled costs and keeping in view the above requirements of maintaining a control on installation phase, System Development Life cycle (SDLC) has to be incorporated. It finally is a solution introduced by software engineering that has been evolved from the understanding of improvement needed in the development process of creating system. It basically is an abstract model that describes the stages involved in project management as it paves the methodology right from the beginning of suitability operations to the overhauling of complete performance. It is based upon the objectives of ensuring the delivery of high quality systems, strong management and control systems for projects and capitalizes on the system staff for productivity and efficient yield (Bender RBT Inc., 2003). It comes with guidance and instructions for how to install it, staying in line with its objectives of system security. It offers a very user friendly installation that can be of great help for the junior network administrator as it has the ability to support many different kinds and scopes of systems and projects, providing support to the incorporation of technical activities, providing support and coordination for all of the management activities and being user friendly and highly useable. In general, System Development Life Cycle (SDLC) has seven phases. As a Californian firm Administrator, I can incorporate them for the safe and low cost working of my systems. 1. Conceptual Planning: It is the first step to guarantee end state solutions for user’s requirements. I t assesses the expected cost and risks, project feasibility, needs for the enhancement of the system and different project planning advances s are discussed. Two major parties designated during this phase of SDLC are System Support Agent (SSA) and System Development Agent (SDA) which are updated through the system’s cycle. 2. Planning and Requirements Definitions: After the Californian firm’s Information Technology administrator has assessed the feasibility of the project

Healing Hospitals Essay Example | Topics and Well Written Essays - 1000 words

Healing Hospitals - Essay Example Hence this suggests that those medical institutions which follow the concept of the healing hospital will be tagged on the principle of Golden Thread that is a symbol of faith, conviction and reliance upon the Almighty (Chapman & Chapman, 2004).   It is a common phenomenon for every medical center which aims to promote the model of a healing hospital all over the globe must provide and calm, peaceful and a quite internal environment to the patients. This would let them feel tranquility and harmony and assist in their fast recovery. Harmonious environment plays a great role for the sufferer as most part of their recovery takes place when their body is in sleep or hibernating peacefully. Thus it suggests the fact that not only proper medicines, staff, latest technologies and equipments make a good hospital but it’s the factor of concern, peace and tranquility that make up the hospital a healing one. Components of a Healing Hospital There are three basic key components of a hea ling hospital which are as follows: The assimilation of work layout and advancement It is one of the most important components of the healing hospital and plays a vital role in the scenario. ... By the adoption of such an obliging policy patients would feel loved, cared and concerned by the doctors and other hospital staff members which would lend a side hand to them for their fast recovery. A remedial substantial environment This component considers the fact that not only the doctors are responsible for the care and treatment of the patients but also it is essential for the other staff members of the hospital to connect with their families and relatives as caregivers. It has been proven widely that if the hospitals manage to establish an environment with compassion, love, care, concern, adore, empathy etc then the patients would depict a faster recovery from their pain, stress and illness. Hence it would also lead the family members of the patients to support the patient in a healthy and lovable environment where they are assured that their loved ones would be treated as home (Gaut et al, 1994). A background of fundamental affectionate heeds It is basically establishment of a radical loving care environment and this philosophy was initially proposed by Erie Chapman long time ago. This accounts for the fact that such a culture must be enforced in the healing hospital in which each staff member must be known as in why they have become part of this sacred industry and what their ultimate objectives in serving the humanity are. It endorses the recovery of patients by means of a holistic loom that not only caters to the patients need but also takes care of their divine and poignant needs as well. The challenges of creating a healing environment in light of the barriers and complexities of the hospital environment Although the establishment of a healing hospital seems an easy task however it is not a piece of cake. It requires a long tenure and excessive

The Palestinian-Israeli Conflict Essay Example | Topics and Well Written Essays - 1250 words

The Palestinian-Israeli Conflict - Essay Example It is within this context of competing narratives and intractable conflict that the Oslo peace process was born. Guided by the hope of arriving at a just and lasting peace, Israeli and Palestinian leaders designed, composed, and signed seven interim agreements, known as the Oslo peace process. These agreements were intended to resolve their differences on issues such as borders and security, Jerusalem, and the right of return for refugees. They were also meant to mark a time of relative tranquillity in the region, particularly as compared to the violence that has been witnessed throughout Israel- Palestine’s troubled history. Agreements were reached through various means, such as public, back-channel, official, and non-official efforts. Throughout this process, the United States was involved as a mediator, though less so during the initial stages, which included the composition and signing of the Declaration of Principles, Oslo I, and Oslo II. However, following the 1997 election into the office of the Likud party’s Benyamin Netanyahu, the U.S. became more involved through subsequent agreements, including the Hebron Agreement, the Wye River Memorandum, and the Sharm el-Sheikh Memorandum. While conceding to the fact that Oslo ultimately failed, it significantly contributed to the Israeli-Palestinian peace process. First, Oslo succeeded in transforming the conflict from a struggle over identity (which is an existential and intractable one) to a struggle over concrete and potentially tractable issues.

Enhancing the Self through Tennis Essay Example | Topics and Well Written Essays - 750 words

Enhancing the Self through Tennis - Essay Example From this paper it is clear that players can choose from one-on-one game play or doubles matches, involving four or more combatants on the court. Whatever version of the game they decide, tennis provides a forum where players maintain routine socialization with opponents, creating the opportunity for increased camaraderie and the development of long-term friendships both on and off the court. In contemporary society, a common theme can be observed which promotes the professional and social benefits of teamworking and networking as methods to enhance life successes. With this in mind, tennis provides the opportunity to build a solid set of social skills, improving one's ability to work positively with others. Whether one-on-one or doubles, this athletic pastime could potentially provide an opportunity to network with others on the court, perhaps creating a chance to advance one's career through newfound prospects.As the essay declares  most interesting to improving one's personal su ccesses through tennis is the old adage which suggests that practice makes perfect. Virtually anyone familiar with the game would likely offer that perfecting tennis skills represents a significant commitment to the player. One does not walk onto the court a tennis professional, thus continued practice creates a noticeably more proficient player.  Personal goal-setting requires similar commitment and determination in order to emerge into the life position they desire.

The Chicago Police Department Essay Example for Free

The Chicago Police Department Essay The organizational situation that will be the focus of this paper is the recent appointment of a civilian Superintendent of Police at the Chicago Police Department. It has been over fifty years since a civilian was appointed as â€Å"top cop’ in the City of Chicago. Unfortunately, three of the last four police superintendents have left their position under scrutiny or an ensuing scandal. In 2006, the mayor of the City of Chicago Richard M. Daley publicly announced that a nationwide search for the next Chicago Police Superintendent will be conducted. After a seven month search, the front runner was a 35 year veteran of the Chicago Police Department (CPD). Mayor Daley’s decision to re-evaluate the participants and continue the nationwide search for the position of superintendent proved to be a major blow to police morale. Ultimately, the mayor appointed retired FBI Director Jody Weis as Superintendent of Police. The Superintendent is the commanding officer for the CPD. Under the direction of the Superintendent, the CPD is organized into the First Deputy’s Office and five bureaus each commanded by a Deputy Superintendent. The five bureaus are Investigative Services, Patrol Division, Strategic Deployment, Crime Strategy and Accountability and Administrative Services. Within each of these major operating units are patrol officers, investigative staff, support staff and administrative staff. There are approximately 120 subunits which work under these six operating units. There are approximately 13,400 sworn personnel and 1,850 civilians employed by the CPD (Chicago Police. org n. d). The Chicago Police Department’s patrol and investigative geographical area are broken down into five Investigative Areas (1-5) and each area is broken down into 25 local police districts (1-25). Each district is broken down into beats numbering anywhere from 12-15 beats per district. The CPD is entering a new era of police administration and will undergo major restructuring as a result of police corruption and misconduct, political pressures, and a loss of community trust. According to Bolman and Deal (2003), â€Å"restructuring is a challenging process that consumes time and resources with no guarantee of success† (p. 83). Organizations usually embark on a path to change when they feel compelled to respond to major problems or opportunities (Bolman Deal, 2003). Unfortunately in the case of the CPD, major problems are the cause for change. Reorganization is often the first step a new leader makes to leave his stamp on the organization. The CPD is an old fashioned public bureaucracy that has remained stagnant in its operation for over fifty years of â€Å"insider† control. Promotion from within the ranks is expected. The appointment of an â€Å"outsider† is an effort by the mayor to shake things up with a focus of weeding out misconduct and corruption. Holloway (2002), defined police corruption â€Å"as the abuse of police authority for personal or organizational gain† (p. 1). The CPD has had its fair share of corruption and official misconduct. Externally, acts of police misconduct can be reported by those affected to a civilian investigative organization or to an internal police unit known as Internal Affairs. Internally, acts of police misconduct and corruption may be dramatically under-reported if reported at all. According to Ivkovic (2003, when a police administrator engages in reform and invests resources for the purposes of corruption control without having all the necessary information regarding the extent and nature of the corruption, the administrator will most likely be fighting a â€Å"losing battle† (p. 594). This losing battle in fighting corruption is the main issue that Jody Weis will encounter in his new position. Weis is seen as an â€Å"outsider† and even worse, an ex-federal employee. When a police officer is accused of committing acts of misconduct or corruption, the officer is likely to face federal charges and placed under arrest by a Federal Agent. Weis is considered an enemy, and unless he is part of the inside police culture, he will never have full access to internal police information on the existence of misconduct or corruption. The complex phenomenon of police corruption needs to be addressed from an ethical and moral standpoint. To truly address the problem, it is necessary to work not only with the officers and the community, but also with professional policing organizations† (Johnson Cox, 2004 p. 67). The lack of community trust is a major factor in restructuring the CPD. Community policing was the first major step in forming a collaborative partnership with the community. It allowed the police and community to work side by side to help each other to save neighborhoods from crime and disorder. Ethics, morals, and professionalism are just a few ways in which the communities trust can be gained. Johnson and Cox (2004), defined â€Å"ethics as the moral behavior of an individual or group in its surrounding† (p. 69). Northouse (2007) further added that â€Å"ethics concerns itself with the morals and values that the society or an individual finds appropriate† (p. 342). A 1996 study by Delattre, (as cited in Johnson Cox, 2004) contends that those who maintain a position of public authority and trust should prescribe to a higher level of moral standards than civilians. The community deserves the right to feel safe and protected. The community is a powerful force that can organize and demand change by putting pressure on the elected officials. Political pressure is the last of the four factors that affected the change needed in the CPD. The appointment of the Superintendent of Police was orchestrated by the mayor of the City of Chicago. The mayor stated that the CPD was in desperate need of a â€Å"change agent. † The mayor was looking for someone that was going to restore the communities trust in the CPD and institute organizational change. The â€Å"politicos† were not happy with an â€Å"insider† being promoted to Superintendent of Police. Political pressures dictated that the search for a Superintendent of Police continue. Following the appointment of Jody Weis, major organizational and personnel changes were instituted. One of the most critical factors that affected the actual implementation of the change was the change of personnel. After approximately two months of being on the job, Weis removed and appointed 21 of 25 new District Commanders and replaced numerous exempt rank Deputies and Chiefs of units. Never in the history of the CPD had anyone made such drastic and unpopular changes. The changes in personnel were made by use of the Chicago Police Department’s meritorious promotion system. This system had for a long time been associated with political clout and nepotism rather than true merit. According to Boseman (2008), leaders are given the opportunity to lead not because they are merely appointed by managers, but because they are seen as leaders. On the contrary, Leonard (2003) contends that many employees select future leadership primarily for their technical skills rather than their interpersonal or people leadership skills. Faced with the current status of the CPD, change was inevitable. With change comes resistance to change. The leader must have a plan to institute change and remedies to quell the fears of change (Kouzes Posner, 2002). Conclusion A basic assumption throughout this analysis has been that the CPD is in need of major policy, procedures, programs, and organizational change. A strong argument in favor of this point is the low police morale and community distrust of the CPD. Adhering to the basic principles of the police code of ethics and moral values, police can create a service based on consent and participation. Overall, the transformational leader must create a vision, get subordinates to buy in, and manifest honesty and integrity. The problems that affect the CPD are not situations that can be easily fixed. Over time, hard work and a dedicated collaborative effort between an enthusiastic leader and the community can bring about change. Further research is needed in the area of the complex phenomenon of police corruption. Change can be a good thing.