Diabetes Explained Essay example -- Medical Conditions

Special cells in the pancreas produce a hormone called insulin to regulate metabolism. When this hormone is not present glucose cannot enter body cells and blood glucose levels rise. Hyperglycemia may result from this situation. This process is the development of diabetes mellitus. Type 1 diabetes, formerly called juvenile diabetes or insulin dependent diabetes mellitus, has two forms; immune-mediated and idiopathic. Type 1 diabetes accounts for 5-10% of cases in the United States. Research has shown that there is an inherited tendency for developing the disease; it may be triggered by environmental factors (Rosdahl & Kowalski, 2008). It also has an autoimmune component since antibodies to insulin and islet cells are present at the time of diagnosis (p. 1187). Because type 1 diabetes needs to be managed very carefully, are [Delete] carbohydrate counting and a low fat diet [â€Å"are†] the best way [Plural] to make sure that glucose and insulin are available in the right propor tions. When diagnosed the goal is to achieve metabolic stabilization, restore body weight, and relieve symptoms of hyperglycemia. Type 1 diabetics rely heavily on their diet to control their condition. It is just as important as accurately checking their glucose on a regular basis. A person with type 1 diabetes needs to find the right balance of foods [Should not be plural] choices to regulate their diet and control their glucose levels. If this is not achieved [Insert comma] long term complications for diabetes can arise which include; damage to the heart, blood vessels, kidneys, eyes, and nerves. Carbohydrate intake must be carefully coordinated with an exercise program and medication, this is imperative so that glucose and insulin are available in the right a... ...i, G. (2011). Short Report: Treatment effects of meals with different glycaemic index on postprandial blood glucose response in patients with type 1 diabetes treated with continuous subcutaneous insulin infusion. Diabetic Medicine, 227-229. doi:10.1111/.1464-5491.2010.03176.x Rosdahl, C.B., & Kowalski, M.T., (2008). Textbook of Basic Nursing (9th Ed.) Philadelphia, PA: Lippincott, Williams and Wilkins Scavone, G., Manto, A., Gagliardi, L., Caputo, S., Mancini, L., Zaccardi, F., & Ghirlanda, G. (2010). Effect of carbohydrate counting and medical nutritional therapy on glycaemic control Type 1 diabetic subjects: a pilot study. Diabetic Medicine, Vol. 27, (477-479). doi:10.1111/.1464-5491.2010.02963.x Thornton, H. (2009, June). Type 1 diabetes, part 1: An Introduction. British Journal of School Nursing, Vol. 4, (No 5), 223-227. Retrieved from EBSCOhost database.

Pros and Cons of Gender Quotas Essay

There has been a considerable improvement of female representation in many areas of life in the past century: in â€Å"2012, women took home more than a third of the medals† awarded at the London Olympics, but more importantly, â€Å"the percentage of women on the boards of the 100 largest companies has risen over the past year to a record of 15. 6%. And in the last six months, 35% of new board appointments to FTSE 250 companies have been women† (Braund). Many countries, led by Norway, have promoted female representation by implementing gender quotas for corporate boards and they do so because gender quotas increase diversity in the workplace and with increased diversity comes many derivative benefits. Increased diversity by itself is a tremendous benefit; â€Å"it is in conformity with the notions of equality and representation† (Bilkisu). By increasing diversity on corporate boards, we can â€Å"give speedy increase in women’s representation [and] guarantee ‘equality of results’ for women and men aspirants† and, in doing so, support the concepts of freedom and liberty that this country was found upon (Bilkisu). Furthermore, not only do gender quotas promote democracy through increased diversity, they also help to defeat the tendencies of groups composed of similar individuals. Corporate boards with members that â€Å"have similar backgrounds and have been through similar socialization are more likely than not to share views and presumptions and [are] less likely to engage in vigorous discussion and to challenge management† (Gratton). Sharing views and presumptions and the reluctance to debate amongst one another results in groupthink, in which group members try to minimize conflict by reaching consensus and therefore create an atmosphere of decreased creativity, uniqueness, and independent thinking. This scenario often exists in all male or majority male corporate boards because â€Å"they tend towards ‘the risky shift’ which results in them colluding with each other [and] also lack the diverse networks that are so crucial to effective information search and decision making† (Gratton). Diversity promoted by gender quotas â€Å"can provide a wider range of opinion, experience and networking but also can help prevent groupthink that can hinder innovation† (Dong-youb). By introducing more women, businesses can reate an environment that stifles groupthink tendencies and allows for a larger variety of ideas and opinions to be shared. Introducing more women to corporate boards through gender quotas can help the business â€Å"better understand the needs of diverse customers and workers† and with the increasing globalization of the world’s economy, the customer base and work force for businesses are in fact becoming more diverse (Dong-youb). A better understanding of this increasingly diverse group of people allows the business to service their markets properly and enjoy continued profitability. Additionally, â€Å"women appear to be gradually taking control of the economy†¦ women control about 70 percent of household spending† and with women making more of the economic decisions, the need for more women on corporate boards becomes even more glaringly apparent (Bart). Especially â€Å"in the consumer sector [where] the products and services†¦ are mainly bought by women,† it is obvious that appointing more women to corporate boards would support the increasing number of female consumers by promoting their interests in business decisions (Gratton). Companies that choose to ignore this shift in society would be wasting the ample amount of talent that exists already, as well as passing up the â€Å"estimated economic benefits and boost to productivity of increasing female participation in the workforce†¦ at 11 percent of gross domestic product† (Coonan). â€Å"Diversity at the board-level also provides role models at the top of the corporate ladder that encourage aspiring younger employees with non-traditional qualifications or backgrounds† (Dong-youb). There have been an increasing number of women enrolling in higher education in proportion to men and an increase in the number of women on corporate boards would provide those young aspiring women with a role model. However, despite all the benefits that implementing gender quotas could have, there has not been as much change on the makeup of corporate boards as would be expected and there is a group of people that â€Å"are becoming frustrated by a lack of progress in this area and simply want quotas†¦ as a catalyst to disrupt the inertia and stimulate affirmative action† (Jury). Cons of Gender Quotas  While there are many people who see the benefits of gender quotas on corporate boards and strongly support the implementation of such, there are also people who view a gender quota as â€Å"wrong in principle, has difficulties in practice, is tokenistic and is counterproductive to the end goal† (Jury). Much of the view that gender quotas are not the solution to the lack of diversity on corporate boards can be contributed to the belief that â€Å"the fundamental criteria for a board appointment must be talent and appropriateness† and this belief is shared by both businesses and the women that businesses employ (Gratton). Everyone prefers to be chosen for certain positions based on merit as opposed to being picked for other reasons, since being chosen based on merit acknowledges strengths and dismisses any accusations of preferential treatment, especially when selection processes are transparent. Women facing minority representation on corporate boards are especially adamant that they â€Å"don’t want to go on a board as a token gesture[, they] want to be there because it’s meritorious† (McFarland). Women, just like men, want to be recognized for their skills and achievements and not their appearance or gender; â€Å"no woman wants to be a token female[,] yet the recent call for quotas of women in the boardroom runs the risk of achieving exactly that† (Mantzarapis). Implementing a gender quota for corporate boards can affect the dynamics of the workplace negatively by promoting the perception that women are only being appointed onto boards due to gender and not ability. These assumptions and questions concerning the reasons behind the promotion of women all contribute to â€Å"undermin[ing] her ability from the start and may make it more difficult for her to prove herself† (Mantzarapis). Even if the company openly claims that its decisions are based only on merit and not gender, the existence of gender quotas alone causes questions to be asked about the reasons behind a promotion or appointment no matter what the real reasons are. Since a quota system based on gender would undermine the merits of those females who would be appointed to corporate boards, those against gender quotas believe â€Å"it would be an insult to women and a great disservice to companies if women are appointed to fill quotas†¦ as standards will inevitably be compromised when an arbitrary numerical target is set against an unrealistic timeline† (Khoo).

The Association For Project Management - 1141 Words

The Association for Project Management (APM) published the first edition of the APM body of knowledge (APM Bok) in 1992. The reason for publishing APM Bok was because, PMBOK ® does not elaborate upon knowledge of interpersonal skills and interaction with the stakeholders. In 2012, APM Body of Knowledge 6th edition was published, and unlike the old version, the 6th edition is based on analysis of the functions rather than on a project life cycle. APM Body of Knowledge 6th edition provides the standard definition of the project management making it a primary source of study for APM qualifications, membership and other professional standards. APM Bok identifies 69 areas of knowledge, each of which is covered in a topic containing four sections: contextual, delivery, people, and interfaces. The APM Body of Knowledge 6th edition aims to provide high level definitions for each of the 69 topic areas which are contained in the full text. The standard provides introductions and common guides to those areas considered essential to the discipline of managing projects, programs and portfolios. APM Body of Knowledge 6th Edition provides more detailed definitions of each topic, suggested reading lists, a glossary, list of acronyms and an index, as well as cross-referencing, section-coding and a word search capability in the digital version. The book is supported by the APM Body of Knowledge+ a collaborative and online knowledge resource developed by the APM community. It provides anShow MoreRelatedProject Management Association Of Canada785 Words   |  4 PagesDeep Shaileshkumar Shah Mini-Research 2 ENMG-650: Project/Program Management Certification Project/Program Management Certification Organization is something which consist group of people which is use to plan, manage, work, arrange and set specific goals. 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