AP Biology enzyme cataylst lab report Sample Essay Example

AP Biology enzyme cataylst lab report Sample Paper AP Biology enzyme cataylst lab report Essay Introduction The purpose of activity C is o determine the rate at which H2O spontaneously decomposes when exposed to room temperatures and ambient light for 24 hours. The purpose of activity D is to determine the rate at which catalane decomposes H2O. After adding HOSTS for different time lashes, etc. , the resulting data will be graphed at which the catalane decomposed by catalane. Background: The four different activities to the enzyme catalyst lab have similar but different backgrounds. Activity Ass background is to investigate the specific reaction of the decomposition of hydrogen peroxide by the enzyme, catalane. Hydrogen Peroxide decomposes lowly into water and oxygen, and the addition of catalane lowers the activation energy of the reaction until it proceeds to a room temperature. The catalane will is unchanged and is usable for to catalyst the reaction of more hydrogen peroxide. The background of activities A, B, and C is to determine the concentration of H2O in a solution. To do this, th e concentration of an unknown will be used, such as a solution of 0. 1 N, which is normal. When titration is done, 5 ml of acid will go in a beaker. When pH indicator paper is added, the paper will turn yellow if it is an acid and green if the solution is neutral. AP Biology enzyme cataylst lab report Essay Body Paragraphs This is the endpoint of titration. In the activities, 2% potassium permanganate will be used to titrate H2O. When the H2O reacts with the potassium permanganate, which is dark purple, the solution will become persistent or neutral pink or pale light brown. This ends the titration for the part. Materials: Four H2O in labeled cup Three HOSTS in labeled cup Catalane on ice Three Km Unlabeled 60 ml cup Test tubes Test tube holders Test tube racks Four syringe labeled H2O Transfer pipettes Glass rods Scalpels Potato Cube Hot plate Cup labeled Baseline Two Cup labeled titration Syringe labeled HOSTS Syringe labeled transfer Titration syringe Distilled water in cup labeled 20th Cup labeled unconcealed decomposition Cup labeled H2O overnight Cups labeled respectively 10 sec, 30 sec, 60 sec, 120 sec, and 180 sec. Procedure: Activity A 1 . With the syringe labeled H2O and transfer 10 ml of H2O into the unlabeled 60 ml cup. Add 1 ml of catalane to the unlabeled cup. Observe. 2. With a transfer pipette, transfer 5 ml of catalane to a test tube. Place the test in water filled beaker on the hot plate, and let it boil. 3. Transfer 10 ml of H2O into clean cup. Add 1 ml of catalane to the cup. Observe. Wash out beaker. Cut a potato cube about LLC on the sides. Place the cube in an unlabeled cup and crush with a glass rod. Don’t use too much force as the rod will break. Activity B 1. Use H2O syringe and put 10 ml of H2O in 60 ml cup labeled baseline. 2. Add 1 ml of distilled water from 20th cup to baseline cup with transfer pipette. 3. Use H2O syringe and add 10 ml of 1 M HOSTS from HOSTS cup to baseline cup. 4. Mix contents of baseline cup by swirling the cup. 5. Use 5 ml syringe labeled transfer and remove 5 ml of baseline cup solution and put it in the cup labeled titration. Rinse the syringe afterwards. Titrate the 5 ml sample to determine the baseline amount of H2O. Activity C 1 . Use H2O syringe and transfer 10 ml of H2O from the H2O overnight cup to the 60 ml cup l abeled unconcealed decomposition. 2. With the transfer pipette, add 1 ml of distilled water from the 20th cup to the unconcealed decomposition cup. 3. With the 10 ml syringe labeled HOSTS, add 10 ml of M HOSTS from HOSTS cup to the unconcealed decomposition. 4. Swirl the unconcealed decomposition cup to mix the contents. 5. With the 5 ml syringe labeled transfer, remove 5 ml of the reaction mixture and put it in the titration cup. Rinse the transfer syringe. 6. Titrate the sample to determine the amount of H2O left in the solution after 24 hours. Activity D 1. Line up the 60 ml cups with the labels 10 sec; 30 sec, 60 sec, 120 sec, and 180 sec. Use the H2O syringe and add 10 ml of H2O to each cup. 2. Before starting each test, pressure 10 ml of HOSTS in the HOSTS syringe, so the reaction can be stopped right away. 3. One person should add the reagents while another person keeps time. 4. For the 10 second time trial. With the transfer pipette, add 1 ml of catalane extract to the 10 se c cup. Right after hat, swirl the cup to mix the contents. The reaction will take place after adding catalane. At 10 seconds, add the HOSTS to the cup. 5. Repeat with 30 sec, 60 sec, 120 sec, and 180 sec. Data/Results: Activity A results Testing for enzyme activity – The reaction was an enzymatic reaction because the chemicals and substances reacted. There was fizzing and bubbling after the reaction. Right when the chemical was added to the solution, the solution started fizzing right away. After about 5 seconds, small bubbles started forming, and they all moved towards the center of the cup. As a result, one big bubble formed hen they came together, and when the bubble got too big, it popped and the process would repeat over again. The effect of boiling on enzyme activity – The reaction when the catalane was boiled, had the same results as the testing for enzyme activity results. The solution still boiled and formed bubbles, as well as the process of the small bubbles joining together. The only difference was that the reaction time was slower. This would repeat over and over slower than at room temperature. Testing for catalane in living tissue – For the last procedure of activity a, we had to find out whether living tissue would react to catalane, such s a potato. We mashed up the potato with the glass rod, and we added H2O for the reaction. According to observations, the only thing that happened was that bubbles formed and the potato got soggy after 24 hours in the catalane. Activity B Initial Volume Final Volume 1 ml A Volume 4 ml In activity b, we composed a baseline that held H2O, H2O, and 1 M HOSTS. We swirled the contents to mix them together. With the 5 ml syringe labeled transfer, we removed 5 ml of the baseline solution put it in the cup labeled titration. After that, we titrated the solution to determine the baseline amount of H2O. The solution turned a brown color when we added Km to titrate it. The initial volume was 5 ml, th e final volume is 1 ml, and the change is 4 ml. Activity c 5 ml 0. 6 ml 4. 4 ml In activity c, we made unconcealed decomposition with H2O, 20th, and 1 M HOSTS. During this part, we had to take the 5 ml syringe labeled transfer and remove 5 ml of the mixture and put it in the titration cup. We titrated the sample by adding 5 ml of Km to determine the amount of H2O left in the solution after 24 hours. The titration turned brown and over a 24 hour time period it remained the same color when exposed to oxygen. Activity D 10 sec 30 sec 60 sec 120 sec sec 3. 1 ml 6 ml 2 ml 18 ml 2. 8 ml 2. Ml 3. 4 ml 3 ml 3. 2 ml 2. 2 ml . 2 ml 2. 6 ml H2O decomposed 0. 018 ml 0. 2 ml 0. 81 ml 2. 81 ml . 41 ml In activity d, we did time trials of how fast H2O decomposes to exposure of catalane. We gathered all the cups so we could have them ready for each time trial. For 10 seconds, we pre-filled the HOSTS syringe, so it would be ready right at 10 seconds. We added 1 ml of catalane to the 10 second cup, a nd above are the results. Lab Questions: 1 . Changes that I observed that indicates a chemical change was occurring were hat I observed fizzing and bubbles, so the solution is chemically changing due to a reaction. . The balanced equation for the reaction is E+S t] SEES 0 E+P 3. A. Substrate: S B. Enzyme: E C. Intermediate complex that formed: SEES D. Products: P 1. Procedure – 2. Boiling decreases the activity because Hydrogen bonds absorb excess heat and break the bonds. The enzyme will lose its structure and therefore its ability to bind to its substrate, this is called denomination. 3. Three factors that would affect the activity of catalane are temperature, pH, and concentration. Overall, all three of these will slow down catalane activity. The temperature for catalane is 37 degrees Celsius, which his human body temperature, and changing the nature would just nature the catalane. Analysis of Results 1 . It is necessary to determine a baseline for H2O because the baseline is the controlled variable. Without the baseline, observations and recordings can’t be made. 2. The addition of HOSTS stops the reaction because HOSTS, or sulfuric acid, denatures the enzyme. Therefore the shape of the active site changes and it no longer matches the substrate, making it a different substance. 3. Pig. 5 | the dependent variable is the decomposed H2O and the independent arable is the times. 10 seconds, 30 seconds, 60 seconds, 120 seconds, and 180 seconds) 4. The line on my graph represents the data on table 3. It shows that at 10 seconds, . 018 ml of H2O was decomposed. For 30 seconds, . 20 ml was decomposed, etc. 5. The graph of table 3 shows the rate over time, and it is not fairly constant at all. From 60 to 1 20 seconds the decomposing rate was about 2 ml, but the 120 to 180 seconds decreases by 2. 6. On lab packet. 7. The initial rate of the catalane is approximately . 0649 ml/seconds. Conclusion: The enzyme catalyst lab’s purpose was to investiga te enzyme reactions when exposed to different things. In this lab, we put in catalane in a cup with H2O and observed, we boiled it, and we used live tissue, such as a potato. We also made mixtures and titrated them to see the amount of H2O in a solution after titration. Evermore, we did timed reactions to see the decomposing rate of the enzymes. In activity A, when we added the catalane to the H2O, bubbles started to form and there was slight fizz. The purpose of this lab is to see whether enzymatic reactions will take place on some substances and/or in certain states, such as boiling water and live potato tissue. The bubbles got smaller, and they moved into the center. As for the boiling substance, it was the same, but the process was slower. I conclude that this occurred because the solution was changing state when it boils, so the particles move faster causing a slower reaction. In activity B and C we titrated the solutions, but they were slightly different. The point in this lab was to find out the baseline amount of H2O after titration. For activity B, we titrated a baseline consisting of H2O, HOSTS, and 20th. For activity C we did the same thing but we made unconcealed decomposition. We will write a custom essay sample on AP Biology enzyme cataylst lab report Sample specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on AP Biology enzyme cataylst lab report Sample specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on AP Biology enzyme cataylst lab report Sample specifically for you FOR ONLY $16.38 $13.9/page Hire Writer

buy custom Designing a Computer System to Replace a Customer’s Employees essay

buy custom Designing a Computer System to Replace a Customer’s Employees essay Introduction Computer ethics is distinguished from other ethics in the sense that it is mainly concerned with how computing professionals should make the right decisions regarding social and professional aspects and other computer related ethical issues. In fact, computer ethics requires one to cope with more than mere traditional ethical issues that are applied to computer technology. As Johnson (2009) asserts, computer related ethical issues arise from the different roles of the computer such as processors and repositories of information such as unauthorized access of information or stored files; procedures of new types of assets and forms such as computer programs; instruments of acts such as the degree in which computer users are responsible for the appropriateness and integrity of data and information; and symbols of deception and intimidation by perceiving computers as thinking machines. Basing on the above arguments, this paper will analyze whether the replacement of human labor with an au tomated production system is ethical or not. Case summary We are introduced to a system analyst of a software development firm, who is mandated to develop a new computer system that would improve the organizations production. However, this new computer application is designed to replace as many employees as possible in the production department. This is not a unique scenario because more and more workers are being replaced in many organizations as a result of technological advances. On the other hand, the system analyst finds himself in an ethical dilemma because his brother-in-law is one of the production employees to be replaced. After being informed of the impending consequences of introducing the automated system by his brother-in-law, the system analyst has to decide between developing the system or not. In sustaining the spirit and objective between his employers company and the clients, he continues with design by sticking to the stipulated requirements as diligently as possible. Case analysis This project is simple only if the human factors are not put into consideration. This is because the system analyst has the capability of developing as many applications as the company wants without any resistance from the affected employees. In this case, the system analyst has to deal with resistance from the employees that will be affected by the new system. It is apparent that the by designing more automated systems, more employees will be rendered jobless after they have been implemented. Considering that a family member to the system analyst will be affected, many people would consider this project unethical. There several questions arise from the above case, for instance; are there any ethical issues involved in this case; is the system analyst ethical or unethical in designing the system as required by his employer and; what are the general principles that apply in this case? To answer the above questions, it is imperative to understand what is meant by automation, the main reason as to why the company wanted to automate its production process, the advantages and disadvantages of autoation, and the positive and negative impacts of automation to the economy as well as to the society. Automation is defined as the utilization of information technologies and the associated control systems to reduce the organizations reliance on human labor in the production of goods and services (Love, 2007). It is asserted that automation is a step beyond mechanization in the cooperate world. This can be attributed to the fact that while mechanization allows for the retention of employees with muscular requirements to operate machines, automation greatly reduces a companys reliance on human mental and sensory requirements. This means that mechanization employee retention but automation leads to the cutting down of employees. The present-day corporate world has embraced vario us automations applications such as answering machines, video surveillance, automated manufacturing, and automated teller machines. Traditionally, organizations relied on human labor to complete the activities that are associated with the above technologies. It goes without saying that many organizations are automating most of their processes because of the many advantages that come with automation. The main advantage of automation is that complex and monotonous activities or works, which were done in hazardous environments by human operators, can now be accomplished by automated systems. Rather than employing several people to complete a task that would otherwise be completed with one person, it is economical for a company to replace these workers (Love, 2007). Another significant advantage of automation is improved productivity within organizations and improved economic capabilities within societies. After many years of research, it has been established that automation not only stimulates economic growth, but also improves living standards world wide. Despite the fact that automation comes with numerous advantages, it also comes with some limitations. In reference to the case in discussion, it has been established that automation leads to job loss. Contrary t popular belief that automation leads to unemployment, it has been established that automation actually improves the quality of employment. For example, the introduction of automation has replaced menial and low paying jobs with higher paying and less menial jobs. Having highlighted the advantages and disadvantages of automation, it becomes clear that the system analysts decision did not contravene any ethical principles. By upholding the spirit of the contract, which was to embrace automation when need arose, the system analyst made the perfect choice since it would suit both the employer and the customers. In reference to ACM code 2.4, it is clear that the system analyst acted ethically. This ACM code requires members to design and develop systems that not only performs their intended functions, but also satisfy their employers and customers needs. This is exactly what the system analyst did. Similarly, ACM number 1.3 compels members to act faithfully on behalf of their employees of clients. If the system analyst could have sympathized with his brother-in-law at the expense of his employer or client, that would have been a betrayal on his part. Based on the two ACM codes, it is apparent that the system analyst did everything responsibly and withoutt contravening any ethical principles. It can be seen that his actions were meant for the well being of the company because automation would lead to high productivity and increased satisfaction for the customers. Additionally, it has been established that automated processes are cost effective the system analyst must have put this thought into consideration before designing the automated applications. Rather than wasting money by paying individuals who are performing repetitive chores and duties that do not need human supervision, the company would channel these funds to other activities that can improve productivity, hence improved profitability. It can be seen that employees should be used to activities and duties that require skill and knowledge, rather than getting used to repetitive or simple tasks. Instead of being sent home, the employer would have considered retaining skilled and knowledgeable employees to operate these systems after being recommended by the system analyst. Therefore, rather than complaining about the looming displacement or replacement, the complaining employee should have taken the initiative of adding some skills and knowledge to secure his position at the company, rather than relying on his brother-in-laws sympathies. Deploying the automated systems will enable employees to upgrade their skills and match the positions that need more brain values. On his part, the system analysts brother-in-law was not unethical in bringing his and the predicaments of his fellow workers to the attention of the system analyst. Considering that the company would lay off some of its employees without assisting them in any way to find alternative jobs, this employee was right to complain. It seems like the company was unethical because it was depriving-off the retrenched employees their main source of livelihood. This can be attributed to the fact that the employer was contravening the general principal of social responsibility. It is asserted that a responsible employer should ensure that the impact caused to displaced or replaced employees is minimized when making any productivity improvements (Ryan 2009). By complaining, the system analysts brother-in-law was not only concerned with his welfare, but also for the welfare of fellow workers who would be affected. In conclusion, there would have been an ethical breach if the system analyst headed to his brother-in-laws asserting. In respect of the contract between the system analyst and his employer and the employer and its customers, the analyst did the right thing in upholding that contract. Ethically, it is wrong for a person to be guided by his or her personal relationships when making an important decision, especially if it goes against the customers wish. As discussed earlier, the general principle centers on the employer. When an organization rolls out a maser plan that is aimed at reducing the labor force through the introduction of an automated system, it must consider the social impacts that this decision might cause. It is the employers duty to find alternative positions for the affected employees. Alternatively, the company can provide adequate training for its employees so that they can handle complex jobs that may culminate from the deployment of automated systems. Buy custom Designing a Computer System to Replace a Customer’s Employees essay

Academic Voice Essay Example | Topics and Well Written Essays - 1500 words

Academic Voice - Essay Example Hence, it is critical that each student's "academic voice" come across in their writings. Voice can be defined as the way in which an argument is presented, supported, evaluated and conclusions drawn from it for practical applications (Demetriou, Goalen & Rudduck, 2000). This begins with the way in which a topic is introduced, and then the structure of the student's interpretation of the topic and accompanying supportive data to justify their point of view. It is important to distinguish academic voice from paraphrasing and direct quoting of other authors, which is used as the evidence to support the writer's conclusions (Brearly, 2000). It is clear that academic voice is essential to the concept of analyzing other writer's non-fiction text. This paper will critically review the use of academic voice with regard to mature age students taking psychology courses. Firstly, academic voice will be more fully described. Secondly, how academic voice can be used will be outlined, with reference to mature aged psychology students. Finally, a conclusion shall synthesize the main points of the paper to demonstrate the important benefits of cultivating academic voice and the contributions of mature aged students to the discipline of psychology. Describing Academic Voice Voice can be classified into three general forms; 1) audible voice, as in how much a reader will "hear" the text; 2) dramatic voice, to determine what type of writer is implied by the text; and 3) one's own voice, which is the relationship of the text to the actual writer of the text (Eisner, 1998). It is evident that the written word is more likely to be heard when the writer's syntax, rhythms and word-choices are characteristic of their own speech patterns. Textual cues, for example, simple sentences that are not wordy, and those which communicate a sense of mental activity, will draw the reader's attention to the audibility of the material. A dramatic element of a text can be cultivated from the former audible voice. As to a writer's own voice, it is comprised of three key elements; there is a distinctive recognizable tone; the impression of actually "having a voice" or "having the authority to speak"; and the "authentic voice" which is the resonance or meaningful relationships b etween the text and the actual writer of the material, in contrast to the implied author (Demetriou et al., 2000). So that a writer who is aware of the persona or image of themselves that is projected in their writing will be able to practice promoting and muting this voice, depending on the context of their composition.In general, new writers who are inexperienced are not aware that they can create their own persona within their writings (Demetriou et al., 2000). Often, due to their lack of experience new writers will use an inappropriate voice, for example using lengthy sentences comprised of jingoism in an attempt to portray themselves as knowing more about a topic than what they actually do. Sometimes, their writings may be overly casual, which is usually completely inappropriate for academic writing, and subsequently their text is not taken seriously by the reader, and so respect and authority is not fostered by their compositions. By way of learning about academic voice a stud ent writer can develops an understanding of the different types of voice, becoming aware of their own voice and of techniques that can be used to change their voice.Undergraduate writers

Leader in Globalized Workplace Essay Example | Topics and Well Written Essays - 2500 words

Leader in Globalized Workplace - Essay Example It is no coincidence that globalisation enables organisations to compete for scarce resources and customer preferences internationally. Globalisation leads to and facilitates reduced labor costs, lower costs of manufacturing and marketing, and greater demand for products and services, especially from the third world countries (Bartlett & Ghoshal 1989; Harris & Morgan 1996). Apparently, leaders working in global organisations need new skills and knowledge to manage these organisations through the global change. Unfortunately, in light of the emerging globalisation trends the significance of national culture gradually wanes. The absence of geographical boundaries erases the existing cultural differences among employees. Yet, it is at least wrong to assume that globalisation eradicates the effects of national cultures on individual level outcomes; this being said, leaders in globalised workplace need a cultural intuition and understanding of the main cultural conventions affecting their followers. Globalisation and culture: Hofstede assumptions and their limitations in globalised workplace National culture has always been one of the central measures of effectiveness in organisations. With the advent of international organisational forms, national culture has come to exemplify an important source of influences on individual employee outcomes and one of the central objects of organisation analysis. Hosftede’s model of cultural influences on organisations has become the seminal element in the evolution of cultural knowledge in organisation research. Since then, â€Å"most of the research on culture has focused on identifying the core cultural values that differentiate cultures† (Erez & Gati 2004, p.584). Hofstede (1980) and Schwarz (1999) are rightly considered as the gurus in the analysis of cultural values and their implications for organisational and workplace behaviours. Hofstede’s study of national culture is one of the most frequently cited works in the research of national culture and its effects on organisational performance. In 1980 Hofstede published the results of a broad survey of almost 120,000 personnel from a large multinational company in the U.S., where he proposed a system of the national culture dimensions to measure and predict the relationship between culture and employee performance in the workplace (Hannerz 1992; Hofstede 1980). The central implication of Hofstede’s study is that national cultures as clusters of shared norms, values, and beliefs greatly affect and actually predict the way employees act in the workplace. In other words, depending on the cultural belonging of the employees, his (her) workplace behaviours and reactions can be modeled in advance. For example, individuals born and operating in masculine culture are prone to value competition, performance and success, whereas those born in â€Å"feminine† cultures are more likely to value caring, warm social relationships, and quality of life (Hofstede 1980; Leung 1989; Rohen & Shenkar 1986). The individualism-collectivism dimensions presented by Hofstede (1980) allow defining the degree to which employees are group- and socially-oriented (Chen, Chen & Meindl

Introduction quiz Assignment Example | Topics and Well Written Essays - 500 words

Introduction quiz - Assignment Example According to Bouvier, Craig & Gossman (1994), the RÃ ¼tlischwur was a solemn oath taken by the cantons ancestors in the year 1291 while at the Riitli. The oath was meant to task the ancestors with the role of controlling law and justice in the area. The physical location of Switzerland made Switzerland confederation to receive a lot of external pressure from the neighboring states. This, together with politics of the region resulted to enhanced mandate of the confederation to be the highest body for internal and external interventions (Bouvier, Craig & Gossman, 1994). True. According to Bouvier, Craig & Gossman (1994), the collaborative interest of the three cities to protect their autonomy from external forces and to secure its people provides that the sovereignty lies in the autonomy. This is made possible by flexible constitutions that allows for easy amendments. True. Switzerland was created with the need for each canton to maintain its autonomy, and preserve its culture. The culture of all the cities thus plays a major role in contributing to the overall culture of Switzerland (Bouvier, Craig & Gossman, 1994). True. The 16th century reformation of the three cities continues to shape the culture of Switzerland. However, the flexibility of Switzerland’s constitution allows for adjustments and changes (Bouvier, Craig & Gossman, 1994). Calvin expelled religious leaders and teachers who encouraged wrongdoing by claiming that wrongdoing committed unwillingly it cannot be considered a sin. This made people to be more cautious with their behavior. He also trained people on the importance of political responsibility (Bouvier, Craig & Gossman, 1994). Henry Dunant’s strategy to have leaders involved in community activities meant to minimize human suffering was similar to Calvin’s quest to protect the people from political interference by ensuring that politicians take responsibility (Bouvier, Craig &

What is penal welfarism? Garlands theory.

What is penal welfarism? Garlands theory. What is penal welfarism? Evaluate the impact it has had on juvenile justice reform in the UK from the beginning of the twentieth century to the present. In order to evaluate the impact of penal welfarism upon juvenile justice reform, the concept will be defined with reference to Garland (2001). The contributing societal factors to the emergence of penal welfarism in juvenile justice reform will then be assessed. The practical and legal achievements of penal welfarism in the juvenile justice system will be identified. Challenges to penal welfarism will be outlined, with particular reference to alternate conceptions of youth justice and criminality. The demise of the penal welfarism approach will be assessed, with specific reference to the motivating societal factors and comparison between the Welsh, English and Scottish juvenile justice systems. Penal welfarism as defined by Garland (2001) as a structural response to crime that is composed of two ideological standpoints. Due process and proportionate punishment, with their inherent liberal ideologies, ensure that all the rights of the juvenile offender are respected. The punishment is fitting to the crime and the circumstances of the juvenile offender. Rehabilitation and offender welfare are approached from a correctionalist viewpoint. This entails that the punishment served by the offender maintains a focus upon the rehabilitation of the offender, as does the approach of professionals who work with the offender during the punishment period. In short, penal welfarism suggests that rehabilitation will be most effective if the offender is provided with positive motivation while in the care of the penal reform system. The logic behind the practice is that if the offender is provided with the opportunity to progress in the penal institution, they will wish to continue to do so w hen released back into society. The notion of penal welfarism is derived from applying the practicalities of the welfarism ideology to the penal system. The welfarism concept asserts that policy requires evaluation in terms of its consequences (Kaplow Shavell, 2002). This assessment is most frequently made using a utilitarian approach, i.e. the usefulness of the approach in question. The logical application of this concept to the penal system dictates that policy regarding offender treatment should be assessed in terms of offender rehabilitation, i.e. the offender will not repeatedly offend upon release and as a result society will be safer. The focus is upon the usefulness of the punishment, i.e. its resulting benefit to society and improvement of personal conditions. Therefore penal welfarism maintains a focus on respecting the rights of the individual and maintaining a rehabilitative approach as this is deemed to be the most beneficial approach for both the offender and for society. The formation and application of penal welfarism to juvenile justice reform is interrelated with the emergence of a welfare state at the turn of the 20th century (Garland, 2002). The welfare state was implemented by the Liberal government in order to meet demands to negate social insecurity while protecting free trade and a capitalist economy (Daunton, 2007). The emergence of free trade had resulted in increased unemployment and harsher social conditions for those at the lower end of the pay spectrum. However, free trade and capitalism were deemed as models that required protection. Therefore pensions, health services and other such welfare services were centralized and nationalized to ensure that these individuals would be protected in the capitalist state. Garland (2002) identifies these welfare systems as being rooted in ideologies of protection and integration, so that even the most disadvantaged members of society are protected by the welfare state. Out of this ideology was born penal welfarism for juvenile justice. As these social and economical reforms based taxation upon the basis of the individual workers rather than according to the class system (Leonard, 2003), each member of society was treated upon the basis of individual circumstance, in theory dispelling the class system. Therefore, within the penal system for juvenile justice, individualism arose where the rights and rehabilitation of each offender was considered. The main legal and practical development in respect to penal welfarism was the separation of individuals under the age of 21 from adults in the justice system. In light of the requirement to individualize and respect the rights of each juvenile offender, juvenile courts were officially established by the Children Act 1908 (Goldson Muncie, 2008). In addition to this, corrective Borstals were created for juveniles under the age of 21. Individuals could be sentenced to a period in such an institution for between one and three years. It was considered that these institutions were to focus on rehabilitation of the juvenile, and the training of the juvenile to be re-integrated with society upon their release (Muncie, 2006). The role of the juvenile justice system was further defined by the Children and Young Persons Act 1933 (Ikin, 1933). This Act entailed the reorganization of reform schools so that they provided education to offenders; and training so that they may find employment upon completion of their sentence. Furthermore capital punishment for any offender below the age of 18 was abolished by the Act. Issues of anonymity were also covered (Ikin, 1933). The media were and are able to report the name of an adult offender if it was deemed to serve public interests. However, the identity of juvenile offenders was protected by the law. The penal welfarism approach to juvenile justice was criticized on both economical and ideological grounds. Economically, this system, and the welfare system in general, was criticized as being born out of fear of free trade and the emergence of corporations as the dominant financial players in society (Platt, 2002). Increased spending on the welfare system and individualist taxation were contributing factors to this. Ideologically, the concept has been challenged with reference to the societal conception of crime reformation and with reference to the individual in the system. In terms of the latter, it is the goal of reformation that is problematic. For example, Hudson (2002) outlines institutional sexism that was apparent in the penal welfarism definitions of rehabilitation. Discrepancies in the social moral code that must be adhered to by males and females highlighted unfairness in the treatment of females in this system. While rehabilitation of the male juvenile offender focused on the criminal act, female rehabilitation focused much more strongly on personal and sexual behaviour within society. In terms of societal conceptions of crime, it has been argued that viewing the juvenile as on a linear path through deviance (diversion) may be more effective in terms of negating re-offending (Austin Krisberg, 2002). Furthermore, re-defining what is considered a criminal act, for example, the redefinition of drug use as a social as opposed to a criminal problem; may result in a more effective approach to the problem in comparison to penal welfarism (Austin Krisberg, 2002). After a period of a Labour government working to enhance the ideology of care for the juvenile offender in the 1960s; the penal welfarism approach began to decline when the Conservatives came to power in the 1970 General Election (Smith, 2007). It was considered that the judicial and welfare aspects had become disjointed, and the focus began to grow upon the judicial proceedings of the system. This is evident by the significant increase in the number of juveniles receiving custodial sentences in the 1970s (Rutter Giller, 1983). The ideology increasingly narrowed onto punishment and control (Geisthorpe Morris, 2002) throughout the 1980s, especially in England and Wales. The issue of juvenile crime was focused onto the victims, with the criminals perpetrated as depraved (Jones, 1994). Echoes of this can be seen in present day society where hooded teenagers are feared by adult society (for an example of this see MacLean, 2008). Importantly, the Criminal Justice Act 1991 brought in a s eparation of systems, one to deal with juveniles requiring judicial attention, and one for those in need of welfare provision (Geisthorpe Morris, 2002). While England and Wales fully segregated these two systems, Scottish practices of juvenile justice policies maintained a higher level of communication between the two approaches. However, societal moral panics regarding serious youth crime and repeat offending has created a concern that juvenile offenders are not aware of the impact of their actions (Jones, 1994). This could possibly be related to the breakdown of community. These concerns have paved the way for a juvenile justice ideology that is based upon restorative justice as set out by the Youth Justice and Criminal Evidence Act 1999 (Geisthorpe Morris, 2002). Penal welfarism refers to a system that presents positive motivations for juvenile offenders to develop while in the penal system. The concept arose with the birth of the welfare state. Penal welfarism resulted in the segregation of juveniles from adults in the judicial process, the eradication of capital punishment for juveniles and anonymity of juvenile offenders from the media. As a concept, it was challenged for the welfare state’s impact upon free trade. It was also challenged by its characterisation of the juvenile offender; diversion and decriminalisation were offered as alternate ideologies. The concept demised with the segregation of welfare and judicial proceedings for adolescents. Societal factors for this include a fear of the juvenile offender. This has led to a focus on restorative justice which is implemented in juvenile reform today. References Austin, J., Krisberg, B. (2002). Wider, stronger and different nets: the dialects of criminal justice reform. In J. Muncie, G., Hughes E. McLaughlin (Eds.), Youth Justice: Critical Readings, London: Sage Publications Ltd. Daunton, M. (2007). Wealth and Welfare: An Economic and Social History of Britain 1851-1951). Oxford: Oxford University Press. Garland, D. (2001). The Culture of Control: Crime and Social Order in Contemporary Society. Chicago: University of Chicago Press. Garland, D. (2002). Penal strategies in a welfare state. In J. Muncie, G., Hughes E. McLaughlin (Eds.), Youth Justice: Critical Readings, London: Sage Publications Ltd. Geisthorpe, L., Morris, A. (2002). Restorative Youth Justice: the last vestiges of welfare? In J. Muncie, G., Hughes E. McLaughlin (Eds.), Youth Justice: Critical Readings, London: Sage Publications Ltd. Goldson, B., Muncie, J. (2008). Youth Crime and Juvenile Justice. London: Sage Publications Ltd. Hudson, A. (2002). ‘Troublesome girls’: Towards alternative definitions and policies. In J. Muncie, G., Hughes E. McLaughlin (Eds.), Youth Justice: Critical Readings, London: Sage Publications Ltd. Ikin, A.E. (1933). Children and Young Persons Act, 1933: Being the Text of the Statute together with Explanatory Notes. London: Sir I. Pitman and Sons. Jones, M. (1994). Images and reality: Juvenile crime, youth violence and public policy. London: National Council on Crime and Delinquency. Kaplow, L., Shavell, S. (2002). Fairness versus Welfare.Cambridge, MA: Harvard University Press. Leonard, M. (2003). Promoting Welfare? Government Information Policy and Social Citizenship. Bristol: Policy Press. MacLean, D. (2008). New hoodies are a yob’s dream. The Shields Gazette, 9th August. Muncie, J. (2006). From Borstal to YOI. In Y. Jewkes H. Johnston (Eds.) Prison Readings. Devon: Willan Publishing. Platt, A. (2002). The triumph of benevolence: the origins of the juvenile system in the United States. In J. Muncie, G., Hughes E. McLaughlin (Eds.), Youth Justice: Critical Readings, London: Sage Publications Ltd. Rutter, M., Giller, H. (1983). Juvenile Delinquency: Trends and Perspectives. New York: Guilford Publications. Smith, R. (2007). Youth Justice: Ideas, Policy, Practice. Devon: Willan Publishing.

An Inspector Calls - Examining the Role of Sheila After the Inspector h

An Inspector Calls - Examining the Role of Sheila After the Inspector has Left Examining the Role of Sheila After the Inspector has Left An Inspector Calls is a play that was written by J.B. Priestley in 1945 and is set in 1912, focusing on a respectable upper class family; the Birlings. 'Inspector Goole' interrupts a joyful engagement celebration party between Sheila Birling and Gerald Croft, and the Inspector announces the horrifying news that, "Two hours ago a young woman died in the Infirmary. She'd been taken there because she'd swallowed a lot of strong disinfectant." The characters react in extremely different ways to this information and Sheila emerges a very strong and conscientious character. We begin to discover the hidden depths behind each character's outer appearance as the play continues. We start to find out each family member's involvement with Eva Smith's horrendous suicide as the Inspector interrogates them, trying to make them feel guilty and responsible for her tragic death. During the play, some characters show feelings of guilt and remorse but others simply dismiss the death completely. The play conveys a very strong message that we have the power to change other people's lives and we should all care and look out for each other. Throughout this essay I am going to be examining the role of Sheila, subsequent to the Inspector's departure. Sheila and Eric, the younger generation, have opinions that totally contrast their mother and father's and they particularly get a chance to show their feelings following the Inspector's visit. Mr Birling gets very irate and angry and is exceptionally quick to blame his son, Eric, for the whole incident and disruption. He complains, "Yo... ...summarises their behaviour throughout the play. Sheila's mature attitude was shown throughout the play, and her guilt and willingness to learn from her mistakes were also displayed. Sheila came through as a caring and thoughtful character and also an intelligent and realistic girl. Eric generally followed his sister, who was a powerful character with moral thoughts, but their views contrasted them of the older generation. Mr and Mrs Birling and Gerald all acted irresponsibly, behaved immaturely and acted insensibly. Sheila did put forward her feelings, but her parents wouldn't listen to them or simply dismissed of them. Sheila knew what was the right thing to do, but unfortunately her parents wouldn't listen to her. If the whole family had acted similarly to Sheila, the outcome would have most probably been contrary of the unfortunate ending in the play.

Factors Affecting Organizational Behavior Essay

All companies today have internal and external forces that impact organizational behavior. The purpose of this paper is to explore the impact of internal and external forces on organizational behavior. The four forces we will discuss are, customer demands relating to Sinclair Oil, economic forces outside of Select Portfolio Servicing, restructuring within Nestle, and globalization factors relating to Northrop Grumman. Customer Demands Customer demands have a large impact on organizational behavior (OB) of the Sinclair Oil Corporation (SOC). SOC owns and operates three oil refineries, a trucking division, a pipeline division, the retail service stations, and eight hotels and resorts. The diverse nature of the company leads to many different customer demands. The oil refineries have two types of customers. The first is the retail service stations. The refineries must produce enough finished product each day to supply the service stations in 17 different states. The second type of customer is the federal government. Over the last eight years SOC has held the contract to provide jet fuel to Hill Air Force base. The average amount of finished product produced at the refineries is 600 hundred thousand barrels a day. This output is usually enough to supply the service stations needs and have some oil to put into reserve. Working conditions within the refinery are inherently dangerous, if production cannot keep up with demands operators often begin to feel additional pressure to keep pace; this distress can lead to additional dangers. There are three different types of hotels and resorts within the SOC/Little America organization. There are roadside properties, which cater to travelers and tourists, the elegant hotels and the ski resorts. Each type of property gears itself and its organizational behavior towards the customer base. The roadside properties, such as Little America Cheyenne, have a more casual approach to the customers; due to the affluent nature at the Grand America the environment is formal. The resorts are highly influenced with a European flair. This help the customers feel a sense of adventure. Economy While customer demands are one of the primary forces on SOC, economic forces greatly impact the OB of Select Portfolio Servicing (SPS). SPS is a mortgage servicing company. The resource group or hardship group is within the loan resolution department. Loan resolution assists borrowers who have fallen delinquent on their mortgage. The resource group assists customers that have hardship, such as, illness, death, loss of employment for extended periods of time, and property damage. When the economy falters the activities of loan resolution are in higher demand. Loan resolution and the resource group profit off the economic hardship of their customers. The purpose of loan resolution is to turn loss into profit for their investors. Loan resolution limits or prevents the loss which the investor experiences when a customer defaults. Loan resolution is paid based off of the percentage of delinquent accounts that they get re-performing, get paid in full, or liquidate for a loss. With the faulty economy there is more a more work that loan resolution must perform. Loan resolution is understaffed and overworked. The influx of high phone call volumes has caused little time for the resource group to complete their administrative duties. Morale is low department wide, largely due to the administration feeling they are performing two jobs daily. Answering phone calls and trying to complete the work the inbound calls generate cannot be completed eight hours a day. While loan resolution’s numbers still satisfy the investors giving them business, the administrative departments, such as, the resource group are becoming stressed and overwhelmed with a never-ending workload. Restructuring Economic factors affect companies like SPS and Nestlà © alike, but Nestle has chosen restructuring as the answer to its dilemma. Nestle is suffering from  the â€Å"big elephant† syndrome. In the old market diversifying and buying up the competition allowed it to survive and prosper, but in the new economy which is consumer driven the â€Å"big elephant† has been asked â€Å"to dance† for the customer. Nestle must rise to the challenge of change or it will be driven into extinction. The strategic decision makers at Nestle are trying to â€Å"trim the fat† on the elephant, and they have turned to organizational behavior to restructure their workforce. Globalization and technology have evened out the playing field for Nestle and its competition. Nestle as well as the competition is able to obtain the same raw materials at the same prices, and technology has allowed each company quick and efficient ways to process information. So, where will Nestle find its sustainable competitive advantage for the future? The innovation and the motivation of its employees will be the source of its sustainable advantage. Nestle needs to find a way of unlocking this source of intellectual capital. The corporate leaders feel restructuring is the key. This restructuring process has changed the organizational behavior of the company from a rigid hierarchical structure to a facilitator driven, empowered employee structure. The organization believes improving speed at the point of execution will make the business more successful, and it is the front line employees that are at the point of execution. To develop empowered employees organizational behavioral changes needed to be made. Monthly training has taken place on subjects like: change, communication, one hundred percent responsibility, situational leadership, and teamwork so far. Layers of supervision have been cut, and reincorporated into the workforce. Supervisors are being groomed as coaches and facilitators, instead micromanaging. Equipment operators are learning mechanical â€Å"first aid† to fix small problems and improve efficiency. A mentoring program has been instituted, so that empowered employees with positive attitudes are the role models for new workers. Globalization Northrop Grumman Corporation (NGC) considers itself a world class leader in  the production of military defense products. Many of these products are created for, and consumed by, customers in the United States, but many are also created and sold to companies and or countries all over the world. The company’s current position has not been easy to reach. Maintaining and growing this position requires constant vigilance in an ever expanding global market place. In fact, global factors in today’s economy have forced the company to make constant internal improvements to remain competitive in the global market. Exportation of intellectual property and gains in technological advances and capabilities of companies in countries abroad have resulted in more foreign competition. The entry of additional competitors in the defense business market has forced companies like NGC to look closely at internal business processes to find ways to gain or maintain a competitive edge. NGC has learned to modify the organizations overall behavior by training individuals in the use of business methods such as LEAN, Six Sigma and Training Within Industry (TWI). The following is a simplified description of what each of these business methods is intended to do. LEAN is specifically used to improve processes, manage inventory and manage movement of product throughout the production phase as well as eliminate practices which don’t add value. Six Sigma is applied as a tool to measure critical processes in a way that insures they stay under control. This is essentially done by setting control limits and then collecting data and analyzing the trends or movement of data as it relates to the control limits. TWI is being employed to ensure that every employee has the proper skill set to function within their specified job requirements. This training process employs a regiment of training that teaches, measures what has been learned, as well as maintains critical training information and/or tricks of the trade. This training method also provides the company with details of each employee’s specific capabilities and certifications. These internal changes have proven themselves invaluable to the company, saving NGC time, money, and valuable recourses as well as assist them in monitoring the company’s daily business. Most of all, changes in NGC’s OBhas been noticed by a number of the company’s customers who have noted the positive impact.

Octavian Augustus Glossary Entry

Octavian Augustus Glossary Entry Octavian, known to posterity as the Emperor Augustus Caesar, was the first emperor of Rome, the first of the Julio-Claudian Dynasty, the adopted son of his great-uncle Julius Caesar, and possibly the most important man in Roman history. Octavian or Augustus lived from 63 B.C.-A.D. 14. Timeline of Octavian Augustus The date at which he began his rule could be either 31 B.C. when the forces of Augustus under Agrippa defeated those of Mark Antony and Cleopatra at the Battle of Actium, or in 27 B.C. when Octavian became Augustus, a term of honor awarded him by the Senate. Octavian Augustus Achievements Octavian Augustus reformed the Praetorian Guard and laws on marriage and adultery, he had the power of a tribune and was Pontifex Maximus (head priest). He extended the boundaries of the Roman Empire, caused the Pax Romana, and built up the city of Rome. Misfortunes of Augustus Reign Through the long years of his reign, Octavian Augustus put an end to the already seriously decaying republican system of government. It was under his rule that Varus suffered a disastrous defeat in Teutoberg Wald, putting a temporary end to territorial ambition beyond the Rhine. His own daughter and grand-daughter defied Octavians lofty moral stance. Although both partners were demonstrably capable of producing children, Augustus failed to produce an heir with Livia, his wife during his long term as emperor. Ultimately, Octavian Augustus had little choice but to make his begrudging son-in-law, Livias son Tiberius, his successor- even though Tiberius wasnt much to his liking.

A Complete Guide to 2019 Interview Questions

A Complete Guide to 2019 Interview Questions The hardest part of preparing for an interview is the unknown factor. Although you can make assumptions about what you’ll be asked, you never know for sure until you’re there on the hot seat. Sure, you’ll be asked about your jobs, your skills, and your experience- but there are lots of different ways any given interviewer can go. While it is impossible to predict with 100% accuracy what might be thrown your way, you can do your best to prepare for the different scenarios you might see on interview day. The most asked interview questionLet’s start with THE interview question. The alpha. Without a doubt, the most  asked  interview question in existence is â€Å"Tell me about yourself.† It’s an easy ice-breaker, and it lets the interviewer start to get a sense of what you’re like as a candidate.Here’s how you can answer it:Tell Me About YourselfYour Elevator PitchThis  will most likely be the first question you’re aske d in any job interview, so it’s absolutely imperative you have your response ready to go.Interview questions measuring personalityUnlike the classic â€Å"Tell me about yourself,† questions measuring personality are a lot more uncommon, subtle, and complex. These are generally questions the employer has tailored to measure your personality and how  it would translate to the responsibilities of  their open position.Here are some examples:Ethical Interview QuestionsBehavioral Interview QuestionsHypothetical Interview QuestionsBrainteaser Interview QuestionsSituational Interview QuestionsProblem Solving QuestionsThese questions can be tricky because it’s not often clear what kind of answer the employer wants to hear. A person hiring someone for an accounting position may consider someone with an introverted personality a better fit for the job than someone who parties it up every Saturday, and vice versa.Interview questions you’re not expectingIt’ s less likely that you’ll be asked any of these interview questions, but as you can never be sure of anything in the interview game.  It’s always a good idea to prepare:Interview Questions You’re Not ExpectingRemember, these questions exist, which means they were all asked at one point or another. Don’t be the interviewee  that gets caught like a deer in headlights when faced with a  Ã¢â‚¬Å"gotcha† question.Here are some additional questions that you might not be expecting:â€Å"How would you fire someone?†Ã¢â‚¬Å"What’s your idea of the perfect day?â€Å"â€Å"You’re driving down a dark road, during a wild storm. You drive past a bench†¦.â€Å"The â€Å"biggest challenge† interview questionIf the interviewer does ask you a question like, â€Å"What’s the most difficult part of being a [current job title]?† or â€Å"What was the toughest part of your last job?† here are ways you can frame your struggles  to make yourself look awesome:The Biggest Challenge Interview QuestionsQuestions relating to salaryThe job application process has a number of separate stages: applying, interviewing, job offer, then salary negotiation and acceptance. Most employers stick to this, and let the money talk wait until things are further along. But if they jump the gun and ask you up front for a) your current salary or b) desired salary, what do you do?Interview Questions Relating to SalaryInterview Questions About Your Current SalaryQuestions about salary are important to keep in mind. More and more states are passing legislation about what potential employers can and can’t ask you about your salary history, so make sure you know what your state’s current policies are, before you hand over that information to an interviewer.Illegal interview questionsOut of ignorance or slyness, an interviewer might try to get information out of you that the company is not allowed to fac tor into their hiring decisions. However, you’re not obligated to answer them- and in fact you shouldn’t.  Your battle plan should be to figure out why they’re asking (whether it has direct consequences for the job itself), and to decide whether you should answer.Illegal Interview Questions11 Unethical Interview Questions You Don’t Need to AnswerRed Flag QuestionsSome of the hardest questions you’ll encounter might be illegal, so it’s important to know what the danger zone questions are, and why you don’t need to answer them. And if there’s an out-of-bounds question being asked, don’t panic. Just say you don’t feel comfortable answering it, and deftly steer the topic to something else you’d like to share about yourself.The hardest types of questionsWhen you’re in the hot seat, all questions thrown your way seem tough. Some, though, are harder than others, like the ones below. Remember: your intervi ewer not only wants to get a good sense of what you will answer, but also how you handle the pressure. Stay cool and take a breath, even when you’re struggling to come up with an answer. Study these questions and prep yourself for whatever might come your way.Tough Interview Questions That Are Very CommonThe Hardest Interview Questions of 2016The 10 Toughest Interview QuestionsHow to Answer the Toughest Interview Questions9 Super-Tricky Job Interview Questions and How to Answer ThemWild card questionsAnd finally, here are some additional questions that did not fall into any particular category, but are very important to prep for:â€Å"Can I contact your current employer?â€Å"â€Å"Why have you had so many jobs?â€Å"â€Å"Aren’t you overqualified for this position?â€Å"â€Å"Why Should I Hire You?â€Å"What you should ask themAnd just when you think you’re done prepping for every possible question you can get in an interview, there’s still more work to be done: you need to prep the questions you’re going to ask too. You should always, always have questions for your interviewer.4 Questions to Ask at the End of an InterviewAsk These 10 Interview Questions to Impress Your Hiring ManagerThe Most Important Question You Need to Ask in an InterviewNow that you’re prepared for what you’ll need to say and ask on interview day, don’t forget to dust off your lucky interview outfit and brush up on that body language as well. Good luck, and happy interviewing!

The Trade-Off Theory of Capital Structure Coursework

The Trade-Off Theory of Capital Structure - Coursework Example According to Pacific Daily News (2014), the recent GPA successfully sold $76.47 million of revenue bonds The concept of dividend signaling asserts that the announcement of dividend payments by a company contributes positively to the future prospects of the company. The announcement of a rise in dividend payout helps to solidify the prospects in the market and improves the image of the company in lieu of growth prospects and stability in the future. How much will a firm receive in net funding from a firm commitment underwriting of 250, 000 shares priced to the public at $40 if a 10% underwriting spread has been added to the price paid by the underwriter? Additionally, the firm pays $600, 000 in legal fees According to Baker (2005), underwriter spread fall in the category of direct expenses whilst management fees such as legal feels falls with the indirect issuance expenses. Hence, $1.9 million becomes the direct expenses and $1.65 million become the indirect expense for the issuer. In economics, the value of the firm is linked to profit maximization; as a result, the value of the firm is the present value of the firm’s current and future profits. In finance to determine the present value of a firm, the present income is multiplied by five. Hence, the present value of ABC is operating incomeX5.

Frist assay in helth an safety management Essay

Frist assay in helth an safety management - Essay Example It includes both large scale civic surroundings i.e. places of work, as well as personal places such as homes. The phrase, today, has been widely known and used to illustrate the interdisciplinary field of study which seeks to address various aspects of man – made surrounding such as its design, management, and safety issues in relation to human activities. The construction industry has a disturbingly low safety mechanism as compared to the other industries where accidents which involves temporary access systems, fitting of defective components, unauthorized modification of structures, omission of barriers as well as other more common factors arising on account of management failure such as failure to control and prevent risk, unsafe methods and practices, and inadequate training and supervision account for a large proportion of injuries in the construction industry worldwide1. Although the construction industry has been widely appreciated for making major contributions in accelerating development across the globe, its image has been tarnished by the number of accidents and health hazards that occur on an almost regular basis on the sites. This research paper deals with the various aspects involved in the workplace safety management practices with regard to the construction industry. It analyses and discusses the contemporary issues, current trends and strategies that could be used to improve the working conditions and reduce the health hazards which are faced by construction workers. According to HSE approximately 2.2 million3 people work in Britain’s construction industry, which is incidentally considered to be one of the most dangerous places to work, making it one of the largest industries in the country. Statistics suggest that nearly 2800 people have died as a result of accidents on construction sites in the past 25 years4. Most of the accidents occurring on