Freeze Drying and How it Works

The basic process of freeze-drying food was known to the ancient Peruvian Incas of the Andes. Freeze-drying, or lyophilization, is the sublimation (removal) of water content from frozen food. The dehydration occurs under a vacuum and causes the plant or animal product solidly frozen during the process. Shrinkage is eliminated or minimized, and a near-perfect preservation results. Freeze-dried food lasts longer than other preserved food and is very light, which makes it perfect for space travel. The Incas stored their potatoes and other food crops on the mountain heights above Machu Picchu. The cold mountain temperatures froze the food and the water inside slowly vaporized under the low air pressure of the high altitudes. During World War II, the freeze-dried process was developed commercially when it was used to preserve blood plasma and penicillin. Freeze-drying requires the use of a special machine called a freeze dryer, which has a large chamber for freezing and a vacuum pump for removing moisture. Over 400 different types of freeze-dried foods have been commercially produced since the 1960s. Two bad candidates for freeze-drying are lettuce and watermelon because the water content is too high and they freeze-dry poorly. Freeze-dried coffee is the best-known freeze-dried product. The Freeze Dryer   Special thanks goes to Thomas A. Jennings, Ph.D., author of  the reply to the question Who invented the first freeze-dryer?   Thomas A. Jennings, Lyophilization:  Introduction and Basic Principles There is no real invention of a freeze-dryer. It appears to have evolved with time from a laboratory instrument that was referred to by Benedict and Manning (1905) as a chemical pump. Shackell took the basic design of Benedict and Manning and used an electrically driven vacuum pump instead of the displacement of the air with ethyl ether to produce the necessary vacuum. It was Shackell who first realized that the material had to be frozen before commencing the drying process  Ã¢â‚¬â€Ã‚  hence freeze-drying. The literature does not readily reveal the person who first called the equipment used to conduct this form of drying a freeze-dryer. Dr. Jennings company has developed a number of instruments that are directly applicable to the lyophilization process, including their patented D2 and DTA thermal analysis instrument. Trivia   Freeze-dried  coffee  was first produced in 1938, and lead to the development of powdered food products. Nestle company invented freeze-dried coffee after being asked by Brazil to help find a solution to their coffee surpluses. Nestles own freeze-dried coffee product was called Nescafe and was first introduced in Switzerland. Tasters Choice Coffee, another very famous freeze-dried manufactured product, derives from a patent issued to James Mercer. From 1966 to 1971, Mercer was chief development engineer for Hills Brothers Coffee Inc., in San Francisco. During this five-year period, he was responsible for developing a continuous freeze-drying capability for Hills Brothers, for which he was granted 47 U.S. and foreign patents. How Does Freeze Drying Work? According to  Oregon Freeze Dry, the purpose of freeze-drying is to remove a solvent (usually water) from dissolved or dispersed solids. Freeze drying is the  method for preserving materials that are unstable in solution. In addition, freeze-drying can be used to separate and recover volatile substances as well as to purify materials. The fundamental process steps are: Freezing: The product is frozen. This provides a necessary condition for low-temperature drying.Vacuum: After freezing, the product is placed under a vacuum. This enables the frozen solvent in the product to vaporize without passing through the liquid phase, a process known as sublimation.Heat: Heat is applied to the frozen product to accelerate sublimation.Condensation: Low-temperature condenser plates remove the vaporized solvent from the vacuum chamber by converting it back to a solid. This completes the separation process. Applications of Freeze-Dried Fruits In freeze-drying, moisture sublimes directly from the solid state to vapor, thus producing a product with controllable moisture that has no need for cooking or refrigeration and retains its natural flavor and color.   Sources Home. OFD Foods, 2017. Jennings, Thomas A. Lyophilization: Introduction and Basic Principles. 1st Edition, CRC Press, August 31, 1999.

L Oreal Company Background - 1041 Words

L’Oreal Company Background L’Oreal Paris was founded in 1909 by Eugà ¨ne Schueller. L’Oreal Group is listed on the Paris Stock Exchange in 1963 and it is headquartered in Clichy, France. L’Oreal is present in 130 countries on five continents. According to L’Oreal annual report from 2014, the brand was considered the number one in Cosmetics Group Worldwide( source: â€Å"Beauty’s Top 100† WWD, August 2014. (2) Like-for-like.). The organization is composed of 78,600 employees with an International portfolio of 32 complementary brands. The Breakdown of 2014 Sales was registered as 2.6% Africa, Middle East 7.3% Eastern Europe 8.6% Latin America 21.1% Asia, Pacific 24.9% North America 35.5% Western Europe, and New Markets Total 39.6% Multicultural Company Professionals with different backgrounds and cultures work in new-product development. Today, the company counts 158 numbers of Nationalities in overall headcount and multicultural employees in the USA include 36% The Process of developing a product comes from executives multicultural background. L’Oreal has done great in the sense of including multicultural diversity in the organization. Instead of internationalize the business structure they choose to internationalize the management. The formula for L’Oreal grand success can be expressed as DIVERSITY + INCLUSION = INNOVATION SUCCESS ®. L’Oreal has demonstrated importance of diversity and inclusion in its core. The vice president of talent recruitment, Sumita Banerjee,Show MoreRelatedL ´Orà ©al Business Strategy Essay3553 Words   |  15 Pages............................................................ II 1. Introduction......................................................................................... 1 2. 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Business Strategy in Practice Entrepreneurial Skills and Behavior

Question: Discuss about theBusiness Strategy in Practicefor Entrepreneurial Skills and Behavior. Answer: Entrepreneurial Skills and Behavior Since February 2013 Mr. Alois Hofbauer is the Managing Director and Regional Head of Malaysia/Singapore/Brunei at Nestl (Malaysia). He served as a Managing Director of Nestl Lanka PLC for 2 years (Profile of Managing Director, 2016). Mr. Hofbauer believes in building an effective team on the basis of trust. As an entrepreneur he follows a transformational form of leadership which put a long lasting impact on the growth of the employees. He focuses on promoting professionalism in his team by motivating every team member which is an inherent quality of a business leader. He instills high level of commitment and professionalism in his team to earn mutual cooperation (Ang, 2015). Mr. Hofbauer exhibits full determination while setting on the companys objective in order to attain consistent growth. He believes in setting clear goals which has helped Nestle to grow its business by escalating sales and appointing new employees who adds value to the company. This is one of the most important qualities of an entrepreneur to give his team clear objectives in advance. An entrepreneur requires high level of confidence. He has very well imbibed cultural value in Nestle Malaysia which has helped it to grow even under adverse situations. Mr. Hofbauer has accepted the challenge created by the diverse business environment (Alois Hofbauer, 2016).An efficient entrepreneur accepts challenges in order to create a difference in the society. He has more than 20 years of work experience which has helped Nestle in its growth. Hofbauer efforts have helped Nestle Malaysia to recognize and look for high-potential trade. It is due to his exemplary contribution Nestle has outperformed in recent years. He embraces the excitement and challenges that has encouraged him to work-hard. He identifies that a content and well-formed team members help a company to achieve a regular growth. He persuades competitive spirit in his team-mates. He believes in growing together instead of alone. He further believes that, growth of company is directly related with the employee performance. Every individual employee adds to the growth of company. He sets an example for the aspiring entrepreneurs who want to create a difference in the society. Mr. Hofbauer exhibits ambition in his work style (Johnston, 2014). He understands the contribution of a company has increased in the recent years that have contributed in companys expansion. Shareholder value concept has increased in recent years. An efficient entrepreneur Measures skills and behaviors linked with the ability to make effective and efficient business decisions under the difficult situations. Mr. Hofbauer possesses a strong business and leadership skills as a CEO that has helped the company to expand its function in Asia. Moreover he severely understands consumer behavior that has helped him to add value to Nestle under variable circumstances. Hofbauer has organized many initiatives which have raised the credibility of Nestle in Malaysia. His personal knowledge and exuberance has led to advancement in Malaysia. Mr. Hofbauer is a confident leader who has helped Nestl Malaysia to earn recognition as Malaysias 100 Leading Graduate Employers for two successive years. He has set directions for the employees by providing quality support to his team. Employees look to him during times of insecurity and unfamiliarity. His expertise has reassured and secured employees interest. He portrays a positive attitude toward work which has filled employees with courage. As a responsible corporate citizen, Nestl Malaysia only manufactures those goods which are certified by the Department of Islamic Development Malaysia (JAKIM) and the other relevant Islamic authorities. There is a hike in profit by 7.3% from the previous year which shows an utmost dedication of Hofbauer. An entrepreneur has a duty to do well by creating value for the company. This is one of the most efficient features a company should adopt in order to sustain at difficult times. Mr. Hofbauer believes in creating shared value that helps a company to exist even after extreme competetion Nestle has shown better results than the previous year with an improved promotional activities and high cost of sales. (Power Talks: February Edition Alois Hofbauer, 2016). He has consistently focused on motivating the members of a team to accomplish business goals. Innovation and transformation is one of the most vital essences to compete against various competitors. An entrepreneur understands the v alue of invention for the benefit of the organization. This is one of the skills necessary to make a difference in the society. An effective entrepreneur has a responsibility towards the society. Nestle Malaysia is focused on adding nourishment, healthiness and Wellness in general public. He has materialized his vision towards promoting Corporate Governance through continuous innovation. It further revamps accessible crop to guarantee good health for every individual. It has a plan to add further value to the health by cooperating with Malaysian government. It is due to his efforts that the company is setting an example for the other competitors. Price rise is the last resort for Nestle. Effective business strategies help an entrepreneur to attain business goals. An entrepreneur believes in continuous Innovation that ensures regular growth. It is knows as a pillar in Nestls growth strategy. His vision has helped in realization of short and long term goals. His optimistic nature and a well-prepared framework of strong functions has helped in accomplishment of goals (Nestl in Society, 2013; Jaya, 2016). References Alois Hofbauer,(2016 ).(Online). Available at: https://www.nestle.com.my/aboutus/nestle_in_malaysia/board_of_directors/boardofdirectors_07 (Accessed on 8/11/16) Ang,J.(2015). Suite Talk: Alois Hofbauer, Nestl (Malaysia).(Online). Available at: https://www.humanresourcesonline.net/suite-talk-alois-hofbauer-nestle-malaysia-berhad/ (Accessed on 8/11/16) Johnston,I.(2014).An Interview with Alois Hofbauer. (Online). Available at: https://www.expatriatelifestyle.com/arrivals/article/TalentCorp-Malaysia/An-Interview-with-Alois-Hofbauer-Nestle (Accessed on 8/11/16) Nestl in Society,(2013). (Online). Available at: https://www.nestle.com.my/asset-library/documents/pdf/about%20us/nestle_nestleinsocietyreport_2013.pdf (Accessed on 8/11/16) Power Talks: February Edition Alois Hofbauer,(2016). (Online). Available at: https://www.thestartv.com/episode/power-talks-business-series-february-2016-edition/?program=power-talkseason=feb-2016 (Accessed on 8/11/16) Profile of Managing Director,(2016). (Online). Available at: https://www.nestle.com.my/aboutus/nestle_in_malaysia/mds_profile (Accessed on 8/11/16) Jaya,P.(2016).(Online). Available at: https://www.nestle.com.my/media/pressreleases/AllPressReleases/nestle-malaysia-continues-strong-growth-momentum-in-first-half-of-2016 (Accessed on 8/11/16)

The Effect of Pets on Driver Distraction

Union Structure and Governance

Union Structure and Governance Introduction The purpose of this study will be to analyze the structure and governance of a national or international union that addresses the plight of workers.Advertising We will write a custom term paper sample on Union Structure and Governance specifically for you for only $16.05 $11/page Learn More The union that will be focused on in this study will be the International Brotherhood of Electrical Workers (IBEW) which is a labor union representing the needs of workers employed in the electrical industry in the United States, Panama and Canada as well as other workers employed in the public utility and electrical manufacturing industry. The union also represents the interests of workers employed in computer, broadcasting and telecommunications sector. The main objective of the IBEW is to promote reasonable working conditions for all electrical workers under the union and also cultivate feelings of brotherhood/friendship among the various employees that fa ll under the union (Hill, 2008). History of the Union The beginning of IBEW can be traced back to the Electrical Wiremen and Linemen’s Union which was founded in 1890 in St. Louis, Missouri. Both wiremen and linemen flocked to St. Louis to demonstrate their trade by wiring the buildings in the city with electricity lines so as to exhibit their trade. During the exhibition, the workers got together to talk about their jobs and also the working conditions of electricians in the electrical industry. There was a general consensus that their jobs were hard and they worked for long hours with little pay (12 hours a day for 15 to 20 cents per hour). The workers did not receive any training or apprenticeship during the first week of their jobs and the safety standards especially for the wiremen were nonexistent which meant that they were exposed to dangerous working conditions. These poor working conditions led to the industry having the highest mortality rates of one out of two hire d employees in the whole of America. The Convention and the growing electrical industry were basically the starting points of the Brotherhood (IBEW, 2005). The following year, 1891, saw a growing interest to have a national union that would address the plight of electrical workers in the US. The Convention that took place in St. Louis approached the American Federation of Labor (AFL) to receive a charter that would operationalise the Electrical Wiremen and Linemen’s Union.Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The Electrical Wiremen and Linemen’s Union under the charter No. 5221 was established in 1981 as a national organization that would address the labor needs of electrical workers within the electrical industry as well as other workers in the telecommunications, telegraph and electrical manufacturing industry. During their first year of operation, the union organized a convention in St. Louis where ten delegates representing the 286 members of the electrical industry attended the convention (IBEW, 2005). The ten representatives included Henry Miller, the president of the union, J.T. Kelly, W. Hedden, C.J. Sutter, H. Fisher, F. Heizleman, J. Berlowitz, T.J. Finnell, M. Dorsey and E. Hartung. These ten delegates formed the founders of the union and they adopted a different name for the organization known as the National Brotherhood of Electrical Workers. They worked for hours drafting a constitution for the union which would stipulate the laws and procedures that would guide the operations of the union. They also came up with the well-known emblem of the union, a fist grasping several lightning bolts, which would be used to distinguish the organization from other unions in the US. During the Convention, the delegates elected Henry Miller as the first Grand President of the union and they also elected T. Kelly as the Grand Secre tary Treasurer of the union. In the 1899 Pittsburgh Convention, the union decided to change its name to the International Brotherhood of Electrical Workers. The membership during that time had reached 2,000 members with over 43 chartered local unions in the whole of America. The current number of members now stands at 750,000 in the four countries covered by the union (Panama, Canada, US and some parts of the Caribbean’s) (IBEW, 2005). The type of employers the International Brotherhood of Electrical Workers bargains with includes the electrical manufacturing industries, public utility companies that offer electricity to consumers, electrical installation companies, wiremen and linemen contracting agencies. The union faced adversity during its first year of operation as it received a lot of criticism and indignation from employers working in the mentioned companies. Many of these employers were trying to drive out trade unions in the country by organizing open shop campaigns in the national level. The union however sought to reduce tensions between employers and employees in the electrical industry by forming the Council on Industrial Relations which would be used to represent the interests of managers and employees (IBEW, 2005).Advertising We will write a custom term paper sample on Union Structure and Governance specifically for you for only $16.05 $11/page Learn More Hierarchical Structure of the Organization The IBEW is made up of three functional bodies which make up the structure of the union and these include the executive body which is made of the International President, the International Secretary-Treasurer, International representatives and the eleven International Vice-Presidents that manage the district level operations of the union. Other offices that fall under the executive body include the local union offices as well as the membership of IBEW. The judicial and legislative bodies of the union are made up of the International Executive Council which is made up of a chairman and eight elected members working in the district offices. The International President is charged with the general administration of the IBEW and the responsibilities that come with the international office are varied and distinct (IBEW, 2005). Some duties of the International President include implementing the laws of the Brotherhood, overseeing any controversial issues that might arise within the organization, acting on any appeals that might arise from decisions made by the International Vice Presidents, deciding on IBEW policies and procedures, chartering and amalgamating various unions that have been established in the local level and suspending or revoking any local union charters that do not serve the interests of IBEW’s members. The International Secretary-Treasurer is primarily charged with the role of handling the financial matters of the IBEW International office such as investments and pension funds. T he responsibilities of the treasurer include collecting, disbursing and accounting for all union funds, maintaining records of the organization’s membership and receiving all signed applications for the local union charter. The treasurer is also charged with protecting the seal and emblem of the Brotherhood (IBEW, 2005). The eleven International vice presidents that make up the district office and have been elected by the local unions work under the instructions of the International President of IBEW. The duties of the vice president include supervising the activities of all International Representatives within the district branch offices and also act on appeals that might come from members of the local unions. The internal bodies that exist in the local unions include presidents who are charged with enforcing the constitutional provisions of the union, vice presidents who are charged with assisting the local president with office duties, recording secretary who is charged wi th the role of keeping the minutes of local union meetings as well as maintaining all meeting records, the financial secretary who is charged with handling all the funds collected by the local union (IBEW Constitution, 2008).Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Another member of the local union is the treasurer who receives all collected funds from the financial secretary and deposits them in the bank under the name of the local union and the business manager who is charged with the role of representing the local union in any trade disputes with industry employers. The business manager appoints all stewards within the local unions to effect bylaws that will be needed to effectively manage the functions of the local union. The business manager also conducts training programs for all stewards as well as enforcing all collective bargaining agreements. The International Executive Council (IEC) and the legislative body are charged with managing the judicial and legislative aspects of the union. The IEC is the final authority that is used when granting pensions, disability benefits and also handling the vested interests of the union’s members. The two bodies also act on appeals that are made by the International President and they try mem bers of the local union who have been charged with violating the laws and rules of the IBEW (IBEW Constitution, 2008). The diagram below represents the hierarchical structure of the IBEW and the various offices/bodies that make up the organization. Source: IBEW, 2005 Financial Flow of the Union The financial flow of the union is mostly made of funds collected from union dues, pension benefit funds and the general funds that are used to manage the day-to-day operations of the union. Members of the organization are meant to contribute $10 every month so as to manage the collective bargaining activities of the organization. The amount of pension funds that are collected from individuals within the union amounts to $3.50 per month for each full year of continuous membership that the member has with the union. The fund also pays death benefit to any of the member’s beneficiaries which could be $6,250 if the member dies of natural causes and $12,500 for any accidental deaths (IBEW Union, 2011). Union dues refer to the financial funds that are usually paid by the members of a union every month to support the general operations of the organization and its officers. The union dues structure of the IBEW covers two parts of the union’s structure which include the international and local union offices. The dues that are allocated to the international office are basically used to maintain and support the administrative and legal functions of the office as well as legislative procedures such as court appeals and trials which have been forwarded to the IEC. The bulk of union dues are usually allocated to the local union where the funds are used to manage the expenses of the offices as well as handle collective bargaining, member grievances, arbitrations and contract negotiations with employers. A basic union dues structure is made up of two parts: the local union and the IBEW per capital segment where the local union determines its dues by the operational cost s and expenses incurred by every local union within the various districts of the US (IBEW Union, 2011). Union dues are usually determined by the members of the local union as they are the only people who have the power and ability to change the amount of dues they have to pay ever month. The IBEW Per Capita structure of the union dues involves a monthly payment of $11set by the International Convention and which is meant to be paid by all members of the union. The monthly charge is usually used by the local union to fund the operations of the First District Office and it can only be changed by the elected delegates of the Convention. The diagram below represents the structure of and distribution of union dues in the organization (IBEW Union, 2011). Governing Entities within the organization The International Convention is the highest governing body of the Brotherhood. The union Constitution postulates that the IBEW member delegates meet every five years at a regular interval to dis cuss union matters and any labor issues that might arise in the electrical industry during the five-year duration. The international Convention therefore oversees these meetings during which it elects International Officers such as the president and secretary treasurer if there is need for reappointment or re-election. The International Convention also determines the basic law that will be used by the IBEW through the number of votes that have been cast for proposed resolutions and constitutional amendments to the union Constitution. The international Convention also has the final authority and decision on any appeals that have been made in the international, national and local offices of the union. The various entities that make up the Convention include delegates and member committees (IBEW, 2005). The delegates of the Convention are usually selected through secret ballots garnered from the members of the union. The level of delegate representation is usually based on the number o f members a local union has registered where the maximum number of delegates per local union is 15. The Convention further stipulates that no local union is entitled to representation unless it has been of good standing for the last six months before the International Convention. The committees in the Convention are usually formed by the International President who is authorized by the governing body to establish committees that will perform the basic functions of the Convention such as resolution action, the development of reports and recommendations that will be used to deal with disputes or conflicts between employers and employees. Another governing entity that oversees the functions of the IBEW is the International Executive Council (IEC) which deals with the judicial or financial aspects of the union. The IEC is the final authority when it comes to making decisions on granting pensions, disability benefits and also dealing with the vested interests of the union’s member s (IBEW, 2005). The types of boards exist under the local union and these include the examining board and the executive board. The purpose of the examining board in the local union is to examine and review the various applications for membership forwarded to the union for consideration. The examining board assesses the qualifications of various applicants according to the various sections of the union Constitution to determine if they qualify to be members of IBEW. The executive board on the other hand is involved in hearing all charges that are brought against the members of the union and trying them according to the bylaws and working rules of the local union (IBEW Constitution, 2008). The executive board therefore acts as a trial board as it has to consider all matters properly before making any major decisions with regards to any charges or violations brought against a member of the organization. Apart from the IEC, other councils that exist in the IBEW include the railroad coun cils and system councils which address any union issue within the local union railroad industry. Railroad councils are subject to the rules that govern local councils while the system councils are formed by the International President for collective bargaining purposes under the direction of the president. If the local union is unable to establish a railroad council, they can be able to form a system council to address any disagreements that arise (IBEW, 2005). Appointment of Union Members According to the union Constitution, the various officers of the IBEW are usually nominated and elected by delegates who have been duly selected in the International Convention. The circumstances under which International Officers are chosen for the post of International President and International Secretary-Treasurer in the IBEW is when either of the two officers dies before completing their term, their term contract has expired, they are found to be in violation of the union Constitution or they have committed an offense that is deemed punishable by the International Convention (IBEW Constitution, 2008). The only requirement for a person to be elected to any of the positions is that they should have a five-year standing relationship with the union. This basically means that union members who have not had any violations or charges placed against them can be able to apply for the post of International President or International Secretary-Treasurer. The two International Officers are usually elected by secret ballot or per capita tax votes when there is more than one candidate for the position. Once they are selected, they are expected to assume office in 30 days and they can serve for a term of five years until their successors are nominated and elected (IBEW Constitution, 2008). Other positions that are elected in the IBEW include the eleven positions for vice presidents which are usually elected by the respective vice presidential districts and the delegates that fall unde r the International Convention who are usually elected through a secret ballot election. The positions that are appointed within the IBEW include the Resolutions Committee which is appointed by the International President to document any resolutions to trade disputes that have occurred between employers and employees of the trade union. The positions and offices within the Railroad Councils and the System Councils are also appointed by the International President in the IBEW where the IP follows the bylaws of the Constitution when selecting the various members of these councils (IBEW Constitution, 2008). Culture of the Union The culture that exists in IBEW is that of reform and business unionism where the union is interested in offering its members fair housing and better working conditions as well as attaining a 5% wage increase for all its members under IBEW. The history of IBEW has been one of business unionism and reform where the various officer holders have tried to negotiate for better working and living conditions for the various members under the union. As a result of reformist cultures within IBEW, the wages and working conditions of the union’s members have improved considerably when compared to other industries in the country. Because of the culture of reform and socialist unionism, members of IBEW have been able to enjoy better health care and welfare services as well as improved pension benefits, longer holiday vacations and shorter workdays. These reforms have been able to take place because of the cultivation of intelligent people to manage the affairs of the union (IBEW, 2005). The culture of reform has been instilled in the various office holders to necessitate changes for employees working within the electrical industry so that they can enjoy proper working conditions as well as long-term benefits. The heritage of IBEW is vibrant and strong as the various beliefs and value systems practiced by all previous office holders have been pas sed down the line of successors. The use of local leadership has also enhanced the culture of reform within the union where talented and tenacious leaders have been selected to represent the union in various forums. Proper leadership has ensured that a culture of social reform is established in the union where the individual needs of members and their beneficiaries/families are addressed to maintain a high standard (IBEW, 2005). The mission and priorities of IBEW include organizing all workers in the US or Canadian electrical industry and other member countries as well as organize workers in the public utility and electrical manufacturing industry. IBEW is also charged with promoting reasonable work conditions for its members as well as reasonable salaries and wages. Another mission of IBEW is to settle any disputes that might occur between the employers and employees of the organization and also assist each of the members and their families through periods of distress, death and si ckness or material loss. The main priority of IBEW is to reduce the number of hours daily laborers such as the wiremen and linesmen work as well as seek higher compensation, improved standards of living and working for its members (Hill, 2008). Union Mergers In 1908 when the union was experiencing a period of success and stability, an internal struggle emerged within the organization that saw the secession of a large percentage of the Brotherhood. This split was mostly caused by a growing dissension amongst the wiremen and linemen of the poor management of the union’s high-ranking offices. At the same time, employers within the electrical industry were bent on destroying the Brotherhood so they fostered the internal struggles that were taking place within the union at that time. The secession that took place IBEW was referred to as the Reid-Murphy split after the two officers who were elected by the seceding factions of the split (IBEW, 2005). While the Reid-Murphy group spli t from the Brotherhood, Frank J. McNulty and Peter W. Collins remained the recognized office holders of the Brotherhood. The result of the secession saw two trade unions being formed to address the concerns of employees in the electrical industry with the Reid-Murphy faction having the majority of members. The structure of the Brotherhood was not affect in a major way as McNulty and Collins were able to remain as the official office holders of the union but their functions were somehow impeded because of the separation of funds and resources between the two factions. These split was however reversed by a court decision in 1912 that saw the 1908 Convention null and void. Union funds that had been taken by both factions were restored to the recognized group under the union Constitution by the court. The seceding group later merged with the Brotherhood in 1914 after they agreed to end their differences and focus on serving the needs of IBEW members (IBEW, 2005). Union Affiliations In 1 982, the International Brotherhood of Electrical Workers become affiliated with the Canadian Federation of Labor to enhance its activities of safeguarding the welfare of wiremen and linemen in Canada while in 1989, IBEW entered into an affiliation with the committee on political education (COPE). This was meant to improve the involvement of organized labor in the active education and registration of voters during the union election process. Another affiliation that the IBEW had was with the Canadian Labor Congress in 1997 which has been identified as a re-affiliation in the historical records of the Brotherhood. The unions and associations that have allied themselves with IBEW include the Electrical Workers’ Benefit Association, the Canadian Signal and Communications Union and the Pension Investment and Employee Benefits Department (IBEW, 2005). Conclusion The sole purpose of this study has been to analyze the structure and governance of IBEW, a union that deals with the labo r issues of employees working in the electrical industry. The discussion has focused on the structure of the union by looking at the various positions and office holders that make up the union as well as examining the various roles and responsibilities that these members play in the union. The study has also focused on the various governing bodies that govern the operations of IBEW which include the International Convention and the International Executive Council. The study in general has been an analytical analysis of the various faucets and bodies that make up the International Brotherhood of Electrical Workers. Questions Qn.1: Sections 1 up to 21 of Article XX of the AFL-CIO Constitution sets forth the various provisions that will guide the relationships of affiliates within the Federation and how each of the affiliates should relate with other affiliate members within AFL-CIO. For example Section two of the article sets forth that every affiliate member of the organization shall observe the established collective bargaining relationships that exist amongst the affiliate members of the organization which means that no member affiliate will attempt to represent employees who have an established collective bargaining relationship with another affiliate in the federation. Article XX is important for unions such as IBEW as it provides an established work relationship amongst the various unions that fall under AFL-CIO. The article provides a basic framework of how unions representing the interest of employees in one industry should conduct themselves to avoid any union disputes. Article XXI of the AFL-CIO Constitution talks about the organizing of responsibility procedures where the various member affiliates of the federation resolve to organize competition in situations where competition might be detrimental in serving the best interests of workers. This article is important for unions that want to represent the interests of workers from one industry. Section 2 of the article stipulates that any affiliate members of the federation that is actively engaged in representing and organizing employees from a particular industry can be able to seek for authority to enable them be the exclusive representative of these employees within that industry. Article XXI is therefore meant to limit the amount of competition amongst unions willing to represent the interests of workers within one industry (AFL-CIO, 2011). Qn. 2: One constituent group of the AFL-CIO is the coalition of black trade unionists (CBTU) which serves the needs of African American workers in the United States. While CBTU is not a civil rights organization, it provides the black workers in the US with a forum within the union movement to voice their concerns about organized labour in the country. The mission of CBTU is to meet the working needs of African Americans within the US by presenting their concerns to the union movement, AFL-CIO. The main activities of the organization includ e; improving the economic development of black workers by providing suitable employment opportunities, working together with the trade union movement so as to provide a voice for black workers in America, increase the union involvement of black workers by increasing awareness through voter education and voter registration, actively supporting civil rights groups that are trying to improve the working conditions of black people within the country and organizing black or minority group workers who are unorganized (CBTU, 2011). CBTU provides value to its members as it seeks to support programs and initiatives aimed at reducing the level of unemployment amongst black Americans in the United States. The organization collaborates with school systems to ensure that black students are equipped with the necessary skills that will allow them to gain useful employment once they complete their education. CBTU also adds value to its members by looking for ways to deal with the escalating prices in food, housing and medical services. It has established important alliances with various organizations within the American community to ensure that the financial burden is reduced (CBTU, 2011). Qn.3: One campaign under the Change to Win affiliate program is the Warehouse Workers United campaign where the Warehouse Workers United is an organization that seeks to represent the interests of warehouse workers in California’s Inland Empire. The main purpose of the organization is to join all warehouse workers together so as to improve their working conditions and also build a better future for the workers and their families. The Change to Win campaign for the Warehouse Workers United is focused on improving the terms of pay as well as working conditions for all warehouse workers in the Inland Empire. The Change to Win campaign for these workers is meant to build an effective response to the poor assault on worker rights by forming a stronger labour movement that will provide hop e to many minimum wage workers. Change to Win has the ability to affect a response from the various unions in America as it has the voice and the support of stronger affiliate federations such as AFL-CIO in addressing the concerns of workers such as the Warehouse Workers United (Warehouse Workers United, 2011). References AFL-CIO (2011). AFL-CIO Constitution; article XX and XXI. Retrieved from: aflcio.org/aboutus/thisistheaflcio/constitution/art21.cfm CBTU (2011). About CBTU: mission statement. Retrieved from: cbtu.org/mission.html Hill, E.D. (2008). Constructing Bright futures. IBEW Journal, 107(2): 1- 52 IBEW (2005). International Brotherhood of Electrical Workers: History and  Structure. Retrieved from: ibew.org/IBEW/history/Form%20169%20-%20History%20and%20Structure.pdf IBEW Constitution (2008). IBEW Constitution as amended SEP. 2006 at Cleveland,  Ohio. Retrieved from: http://ibewminuteman.com/ibew_constitution/article-2.php IBEW Union (2011). IBEW union dues structure. Ret rieved from: ibew.org/1stdistrict/organizing/ibew_structure.htm Warehouse Workers United (2011). Why we fight. Retrieved from: warehouseworkersunited.org/index.php?id=why-we-fight

Professional, Ethical, and Legal Issues in Healthcare Essay

Professional, Ethical, and Legal Issues in Healthcare - Essay Example A nurse who is a friend to the mother of the family suffering from cancer finds herself in a difficult situation in trying to be loyal to the mother, to the two sons in the family and to her profession. Having been a good mother, she chooses not to disclose her medical condition to her sons so as to avoid negatively affecting them psychologically. The ethical dilemma that the nurse finds herself in by not disclosing this information will be put in focus. Introduction There are principles that form the foundation of the ethical codes guiding the professional practice in healthcare. These are the foundations of moral theory in healthcare profession with code of ethics that call for honesty, integrity and responsibility. As such, these ethical codes that have been developed for healthcare professionals provide guidance in their practice. These would normally be created in response to anticipated or actual ethical conflicts (Schweitzer 2010). They are usually difficult to comprehend and only make sense when applied in real life in cases of ethical ambiguity. The contents in these codes vary with the risk involved in a specific profession. For example, in psychology, the code of ethics would define in greater depth the relationship with the client due to the high degree of personal relationship a psychologist would have with the client. On the other hand, there would be minimal interaction between a laboratory technician and a patient; hence the relev ant code of ethics would be more on the need for accuracy and reliability in their tests. White defines bioethics as the application of the general principles of ethics in healthcare (2005). Indeed, all the areas in health care, including staff utilization, clients’ direct care and finance allocation are bound by ethics. Ethics would raise a question but would not provide an easy answer. Among the reasons that make ethics important in the modern world include advancement in technology, changing society and more knowledgeable clients. There are three main groups in healthcare affected by ethics, namely; the providers, patient and family. They would normally have different perspectives on how they would like issues handled. This becomes more complicated when bioethics, physician theories and societal stake are considered (Warren 2011). Just like other practitioners in healthcare, nurses uphold each principle in their routine practice. However, there are times when these principles conflict calling for the nurses’ ethical decision making in choosing which of th e principles becomes priority to be upheld at that moment. In such cases of ethical dilemma, there is no ‘right’ solution. Fant defines ethical dilemma as a problem that does not have a satisfactory resolution (2012). Thus, different ethical choices on an ethical dilemma could be made, but this does not justify any choice as being ‘wrong’ or ‘right.’ The definition of ethics varies from one nurse to another and would normally be shaped by experience, values and beliefs of an individual nurse. The code of ethics with respect to the

Global englishes Essay Example | Topics and Well Written Essays - 3500 words

Global englishes - Essay Example Starting with the British Isles’ invasion by the German tribes of the Jutes, the Saxons, and the Angles, the English language has come a long way. English has undergone numerous transformations since its creation to date. Various historical events have played a role in its transformation that include but are not limited to Britain’s Christianization in the year 597, the Invasions of the Viking, the Conquest of the Norman, Bible’s translation, William Caxton’s introduction of the printing press, the Renaissance, and the British Empire’s expansion (Wilton, 2001). All of these events have helped English language be what it is today. English language also derives its popularity and power from the advancement of science and technology in general, and the emergence of the US as the world power. Given the popularity of the English language and its significance in the contemporary age, this paper makes forecasts about the future of the global Englishes disc ussing different aspects like the growing influence of the English language and its tendency to take over regional languages. ... of us can guess what the English language will be like in a hundred years time [and that] the history of the language in the coming century will depend on the history of the community itself† (Barber, 1993, p. 276). While Barber is right, English’s status today and the surfacing of the variety of Englishes all over the world have caused people to predict the future of this language. Changes in the English language’s status are influential upon a large population of the world in general and its linguistic choices in particular. Considering the profile of spread of English in the past, it can be estimated that English language would spread even more in the future than it has so far. Mori Arinori, in the 19th century, proposed to replace the Japanese language with another language that is stronger and better like French and English. He emphasized on the need to adopt one of these languages in these words: â€Å"The march of civilization in Japan has already reached the heart of the nation – the English language following it suppresses the use of both Chinese and Japanese. The commercial power of the English-speaking race which now rules the world drives our people into some knowledge of their commercial ways and habits. The absolute necessity of mastering the English language is thus forced upon us. It is a requisite of our independence in the community of nations. Under the circumstances, our meager language, which can never be of any use outside of our islands, is doomed to yield to the domination of the English tongue, especially when the power of steam and electricity shall have pervaded the land† (Mori cited in Kachru, 1992, p. 5). English cannot Extinguish Other National Languages Although English has attained the status of an international language, and is