Leadership Interview Essay Example for Free

Leadership Interview Essay Todays professional nurses assume leadership and management responsibilities regardless of the activity in which they are involved (Koernig-Blais, Hayes, Kozier, Erb, 2006, p. 2). D. Martin. is the nurse manager for The Spirit Medical Transportation Services (Spirit) of Saint Josephs Childrens Hospital in Marshfield, Wisconsin. She started her career as an ICU nurse, and from there moved into medical transportation. She worked as a staff flight nurse in three different programs, including Spirit, for 15 years before assuming the assistant nurse manager role for Spirit, and in the past year moved into the position of manager. In an interview with D. Martin she discussed achieving of a position of leadership in our nursing community. The interview included questions about her background, and the role she has today. Leadership Style D. Martin (personal communication, March 6, 2008) describes a leader as someone who is able to work effectively with other people and facilitate getting the job done. She further discusses the leader needing to have interactive communication skills. These skills she describes as two parts; first is active listening, making eye contact and giving full attention to the person speaking; the second is being able to talk and make a point with sounding condescending. Through her examples, D.Martin has a democratic or participative leadership style. Leaders with a democratic style act as a catalyst or facilitator to guide the group towards achieving group goals (Koernig-Blais et al, 2006). Democratic leadership may be less efficient than other types of leadership, but it does allow for a spirit of collaboration and creativity from group members. This type of leadership can be extremely effective in the healthcare setting (Tappen, 2001, p. 26)Personal Philosophy and Important Qualities of Leadership When questioned about important qualities or characteristics of a leader, D. Martin (personal communication, March 6, 2008) again emphasized the importance of interactive communication. D. Martin (personal communication, March 6, 2008) stated that an effective leader needs to respect their staff, or whomever they are leading. That a leader needs to learn how to be politically correct in all settings, and the  leader as manager needs to learn how to delegate, and to be aware of the fiscal responsibilities within the institution, and balance those requirements with the needs of the department they are managing. Sullivan and Decker, 2005 p. 44 state that all good managers are also good leaders. D. Martin talked interchangeably of leaders and managers, because she views herself as a leader first, and a manager second. Her views are that as a staff nurse, she was viewed as a leader among the flight crew, and now as a manager, she is still that leader, but with the responsibilities of management (D. Martin personal communication, March 6, 2008). A manager is responsible and accountable to the organization for accomplishing the goals of the organization (Sullivan Decker, 2005). When D. Martin was questioned about her personal philosophy of leadership she replied that you are never going to please everyone all of the time, and that the most important thing to remember is that you have to be able to live with your decisions, legally and ethically (D. Martin, personal communication, March 6, 2008). According to D. Martin (personal communication, March 6, 2008), quality and safety should be ranked equally at number one in consideration for what can and should be done. She believes that as a manager, she needs to be the mother tiger looking out for her cubs; that she has to protect the staffs interests. D. Martin also believes that an effective manager should have come up through the ranks. A manager should not ask the staff to do something she has not done, or would not do. Another aspect of an effective manager is that the manager should have been a clinical leader first, that they have been there, done that for years. The manager may not always be able to keep up those clinical skills, and be able to perform the clinical aspects of the job, but if they have done it for years, they will understand the concepts when the staff needs someone to talk to (D. Martin, personal communication, March 6, 2008)Learning Experiences that have Influenced Growth as a LeaderD. Martin believes that her own clinical experiences and what she has done have had the most influence on her personal development. Her bedside clinical experience in an ICU prepared her for her role as a transport nurse (personal communication, March 6, 2008). She was involved in the start-up of two different transport services, and her third experience was a transport nurse on a well established service. The first transport service she was part of was a load and go team with one of the first mobile ICUs in Wisconsin. Her belief is that being on the ground floor of two services, the personal growth from those experiences as the service went through its growing pains, makes her better prepared for the growing pains of going from peer to boss. She also emphasized that managers should not take things for granted, if they have not been where they are asking their staff to go, she feel strongly that she brings a been there, done that style to her leadership (D. Martin, personal communication, March 6, 2008). Evolution of Nursing Leadership in Healthcare TodayThe interview continued with the question of how she sees leadership evolving in nursing today. Her first response was disappointed. When she first started out in nursing, many registered nurses were from an associates program, and the recommendation for a management position, or to teach was someone with a bachelors degree in nursing. Once she had achieved her bachelors, the bar had been raised with the recommendation that managers have their masters degree, in nursing or in business, and that nursing instructors have their PhD in nursing or education (D. Martin, personal communication, March 6, 2008). Her thought is that with the requirement of that much schooling, the people managing departments, and teaching new nurses, are so far removed from the clinical aspects of nursing, that they are not as effective as someone who has recently been a clinical nurse. She feels nursing needs instructors that have been there, and instructors should not be only those with the highest degrees. There needs to be opportunities for nurses to move up through the ranks through independent nursing practice, and recognition needs to be given to the clinical experts at the bedside. The advanced degree should not be more important than clinical expertise in a given field (D. Martin, personal communication, March 6, 2008). Challenges Facing Leaders in Todays Healthcare SystemsD. Martin (personal  communication, March 6, 2008), believes that the most challenging issues in her current position are the need to have a more global perspective, and having an appreciation for it. She described one aspect of that global perspective in terms of the hospital budget. Finding out what the hospital budget is, and that it comes down from the top of the corporation, not just the top of our individual hospital. Patients are important, but from a business standpoint, money is the bottom line (D. Martin, personal communication, March 6, 2008). Healthcare is a business, and needs to be run as a business. She states that the biggest passion she had to give up was that the patient comes first. She had to learn how to facilitate the system, within the budget given, and with the resources available to her. Management cannot give the staff everything they are asking for, the money, and decisions come from the top down. Management would be easy if you didnt have to deal with the people (D. Martin, personal communication, March 6, 2008). The Impact of a Mentor on Leadership StyleD. Martin (personal communication, March 6, 2008) states that she has had three mentors in her career. Each is unique and she is grateful to them. Her first was her nurse manager of her first flight service. She states that he too came up through the ranks. He taught her the importance of creating a balance between management and work. Her next mentor was her first nurse manager when she started at Saint Josephs, Terri. Terri was her mentor through her masters program, and taught her the importance of being politically correct and fair. That, as a manager, you might not agree with what is being said, but you need to have enough self control to not let them see you do not agree with the company line, or to never let them see you sweat (D. Martin, personal communication, March 6, 2008). Her third mentor was her nurse manager for the 11 years she was a flight nurse with Spirit. Through him she learned that different management styles are okay, and that an open door policy was what she respected most about his style. He also taught her the importance of credibility, and to not make promises you may not be able to keep (D. Martin, personal communication, March 6, 2008). Advice to Someone Interested in LeadershipD. Martin (personal communication, March 6, 2008) discussed the difficulty going from peer to boss. Her recommendation would be for anyone in that position to take a class on effective leadership to learn more on how to delegate, find resources and about fiscal responsibility. She did inform me that Saint Josephs Childrens Hospital does offer a two day seminar to employees on this topic, and she further recommends all Neonatal Intensive Care Transport Nurses take this class, as they all function in a leadership role (D. Martin, personal communication, March 6, 2008). Her other advice was to be ready to put in long hours. To be passionate about whom you want to lead. Be clinically competent, and have confidence in yourself, and your knowledge. Stand up for yourself and your staff. Learn to take risks, and trust your instincts (D. Martin, personal communication, March 6, 2008). Conclusion Leadership and management are the responsibility of all professional nurses. Effective leadership and management is a learned process. Mentors can have a positive impact on the personal and professional growth of a nurse. Personal integrity, honesty, and a concern for human dignity should guide all leadership and management decisions (Koernig-Blais et. al, 2006). References: Koernig-Blais, K., Hayes, J., Kozier, B., Erb, G. (2006). Professional Nursing Practice: Concepts and Perspectives (5th ed.). Upper Saddle River, NJ: Pearson Education, Inc. Sullivan, E. J., Decker, P. J., (2005). Effective Leadership and Management in Nursing (6th ed.). Upper Saddle River, NJ: Prentice Hall HealthTappen, R. M., (2001). Nursing Leadership and Management: Concepts and Practice (4th ed.). Philadelphia: F.A. Davis.

Bakhara marketplace Essay Example for Free

Bakhara marketplace Essay Siad Barre’s rule was oppressive and divisive. Once an intelligence officer of the Italian fascists, he pitted clans against each other as a diversion from his decreasing popularity. Due to the strategic location of Somalia at the entrance to the Red Sea, it became of interest to both the United States and the Soviet Union during the Cold War. By 1966 Soviet Union became a supporter of Somalia and this would go on for 10 years. It supplied the country millions worth of arms and military equipment. But a territorial conflict between Somalia and Ethiopia in 1977 over the annexation of the Ogaden region of Ethiopia which is believed to be part of Greater Somalia saw a shift of support by the Soviet Union to Ethiopia which strained the relationship of the two countries. Siad Barre renounced their Treaty of Friendship and Cooperation, expelled all Soviet advisers, and ejected all Soviet personnel from Somalia. Barre then switched alliance with the United States. It supplied him with a total of $154 million worth of weapons and military equipment from 1981-1991. In this decade, Somalia descended into chaos with the continued warring clans. An insurgent group formed by the Hawieyah clan, the United Somali Congress, ousted Siad Barre from power in January 1991. Internal disputes led to a power vacuum and Somalia plunged into civil war. Two different faction leaders within the United Somali Congress announced their claims to power: Ali Mahdi Mohammed and Mohammed Farah Aidid. â€Å"It was this war, coupled with bad harvests, which led to the horrifying scenes of starvation that were televised around the world in 1992. By the end of 1992 about 350,000 Somalis had died. Another 1. 5 million, close to one-fourth of the remaining population, were thought to be in danger of starvation without massive food aid. â€Å" Somalia’s plight attracted international food aid. The United Nations launched Operation Provide Relief (UNOSOM – I) in August 1992 for Somalia. But the mission failed in their objective because food and supplies were often stolen and utilized as leverage for securing loyalty from clan leaders while almost three hundred thousand Somalis died of starvation. In December 1992, responding to the United Nations’ call for assistance, President George Bush obtained an approval from the U. N. that the United States combat troops lead an intervention force to Somalia. This was the famous Operation Restore Hope whose initial objective was to secure trade routes in Somalia so food could get to the people. The deployed troops would be sent home in time for then President Bill Clinton’s inauguration. Shortly upon his assumption of office, President Clinton intended to trim down U. S. troops in Somalia to be substituted by the United Nations peacekeeping troops. UNOSOM II was launched in March 1993 to restore order, improve infrastructure, and to help set up a representative government as part of its â€Å"nation building† mission in Somalia. During the inspection of Somali weapons storage site on June 5, 1993, 24 Pakistani soldiers were killed and it was believed that Aidid was responsible. The hunt for Aidid followed. Several military operations were done from June 12 to 16 in relation to Aidid’s capture including bombing a house in the capital, Mogadishu, where clan leaders were gathering. Four Western journalists investigated the scene but were beaten to their deaths by Somalis. By August 1993, four U. S. military police were killed and six soldiers were wounded. Then Task Force Ranger consisted of 440 elite troops from Delta Force led by General William Garrison flew into Mogadishu with the mission to capture Aidid. On that fateful October 3, 1993 the group raided the Olympia Hotel in Mogadishu. What followed was a seventeen-hour urban battle where eighteen U. S. soldiers were killed and eighty-four were wounded. Unfortunately, the Olympia Hotel was located east of the crowded Bakhara marketplace. Hundreds of Somalis were part of the casualties. However, the mission led to the capture of three important Aidid senior officers and about twenty Aidid supporters hiding within. News stories flashed and printed by the international media showed â€Å"chilling pictures of dead and captured Americans†, â€Å"television footage on CNN showed a frightened, wounded Blackhawk helicopter pilot†¦under interrogation by his Somali captors†, â€Å"Somalis watching as the body of an unidentified American was dragged through the streets at the end of a rope. †

Osmosis-Driven Protein Distribution Optimization

Osmosis-Driven Protein Distribution Optimization Osmosis-Driven Protein Distribution Optimization via a Single-Vessel Process Purpose Protein-loaded microspheres prepared via the water-in-oil-in-water (w/o/w) emulsion method are porous with poor protein distribution due to the inner water phase leaving the microspheres following polymer precipitation, resulting in the generation of cavities and large pores. Attempts to prevent this by osmosis-driven escape of the inner water phase were unsuccessful, as a polymer precipitation front formed instantly resulting in hollow microspheres. A method to tightly control the events during microsphere formation was developed. Polymer precipitation was controlled by saturating the outer water phase in the  organic solvent and isolating the secondary emulsification step from the environment to prevent organic solvent extraction prior to osmosis-driven water escape. Moreover, a single-vessel microsphere preparation method was developed to eliminate product loss and contamination resulting from multiple vessel transfers. Methods Microspheres were prepared in a single vessel, from polymer dissolution to final product storage (fig. 1). BSA-FITC, 25 kDa PLGA 50:50 and methylene chloride (DCM) were used. 0.1% w/v PVA in water was used as the outer water phase, with or without 1% w/v NaCl. The microspheres were characterized by SEM, confocal microscopy, drug loading, encapsulation efficiency, and burst release (24h) at 37oC. Results SEM and confocal microscopy revealed non-porous microspheres with homogenous distribution of protein throughout the polymer matrix when osmosis was applied, as opposed to microspheres where no osmosis was applied (Figure 2). Applying osmosis without isolating the system in a closed vial resulted in hollow microspheres. Moreover, while the application of osmosis in the preparation process did not alter significantly the drug loading or the encapsulation efficiency, the 24 h burst release decreased dramatically as shown in Figure 3. Conclusion Our results confirmed our hypothesis that isolating the system in a closed vial during the second emulsification step in combination with application of osmosis prevents early DCM extraction and polymer precipitation, resulting in non-porous microspheres with homogenous protein distribution. Protein-loaded microspheres prepared via this method showed low burst release, a significant property for controlled release microsphere systems. This work showcases the importance of excipients during microsphere preparation, as the careful choice of excipients significantly affects product quality and performance. Opalescence and Liquid-Liquid Phase Separation in a Protein Solution Purpose To study the effect of concentration, temperature, pH, ionic strength and buffer species on opalescence and liquid-liquid phase separation (LLPS) in a protein solution Methods Turbidity of a protein solution was measured as percent transmittance using UV-Vis spectrophotometer at different solution conditions. LLPS of the protein was confirmed by equilibrium studies and by visually observing LLPS under microscope. Structural changes in protein before and after phase separation were studied using Circular Dichroism. Temperature ramp studies were conducted to determine the phase separation temperature (Tcloud) at different solution conditions. Tcloud (temperature where transmittance is 70%) was correlated to protein-protein interactions measured in dilute solutions using DLS (kD). Opalescence measurements, Tcloud measurements and DLS studies were also performed in the presence of different salt ions at pH 6.5 and 15 mM ionic strength. Results For the protein molecule studied maximum opalescence is observed near the pI of the molecule and at low ionic strengths. From equilibrium studies, it was observed that protein concentration remains constant in two phases (protein-rich and protein-poor) irrespective of the initial protein concentrations. At low ionic strength and close to the pI of the molecule, Tcloud values were higher indicating a relatively less stable solution, which shifted to lower temperature values at pH away from pI. At relatively higher ionic strength, Tcloud decreased at a pH closer to pI of the molecule and increased away from pI. There was discrepancy in the magnitude of the change in attractive interactions measured by DLS and shift in Tcloud with change in solution conditions. Conclusion This study shows that phase separation is an equilibrium/thermodynamic process; protein does not undergo structural changes on phase separation. Strong attractive interactions are observed in systems exhibiting LLPS as indicated by shifts to higher Tcloud and large negative kD. Tcloud measurements can be utilized as a potential screening tool to study the effect of excipients on opalescence and phase separation in early stages of protein formulation development. A Detailed Mechanistic Study on Adjuvants and Optimizing Antigenicity of Particulate Cancer Vaccines Purpose Sperm protein 17 (Sp17) is a cancer/testis antigen which is expressed aberrantly in several cancers like prostate, ovarian cancer, hepatocellular carcinoma and multiple myeloma. Its restricted expression in normal tissues and aberrant expression in cancers makes it an attractive target for cancer immunotherapy. Enhancing delivery of Sp17 may significantly improve clinical outcome by eliciting a specific and sustained anti-tumor response. The main goals of this project were 1) to formulate Sp17 microparticles (MP) and investigate its efficacy in vitro. 2) Conduct a detailed mechanistic study on adjuvants that may augment anti-tumor efficacy of Sp17 MP. 3) To test combination of two adjuvants in conjunction with Sp17 MP for synergetic effect Methods Recombinant Sp17 was expressed in M15 cells, isolated and purified using the Ni-NTA fast start kit (Qiagen). Sp17 and adjuvants were encapsulated separately in MP using the Buchi B-290 spray drier. Particle size, zeta potential and SEM imaging was performed on microparticles. SDS-PAGE was performed to confirm the stability of Sp17 in MP. Release of Sp17 from MP was performed in gastric and intestinal pH conditions. Eight adjuvant MP were screened on DC 2.4 cells by studying several innate and adaptive immune markers like nitric oxide, CD40, CD80, CD86, CD54 and MHC-II. Results Sp17 MP had an average particle size of 3.59  ± 0.5ÃŽ ¼m and zeta potential of +9.36mV. Encapsulation efficiency of Sp17 was found to be 78%. SEM images confirmed particles were irregular in shaped with surface indentations. SDS-PAGE confirmed the presence of Sp17 encapsulated in its native form. Cumulative release of Sp17 was approximately 15% in simulated murine gastric and intestinal pH conditions. Nitric oxide release was significantly (p compared to Sp17 MP. Combination of R848 and Alum, R848 and MF59 and R848 and P4 showed enhanced expression of CD80. CD40 elevation was highest in MPL and R848 combination. Conclusion Sp17 MP in combination with R848, MPL and MF59 MP significantly improve innate and adaptive immune response to cancer antigens. In Vitro and In Vivo Studies on Transdermal Particulate HPV Vaccine Purpose Human Papillomavirus (HPV) vaccines are recommended by the World Health Organization for cervical cancer control programs world-wide. However, the cost of these vaccines and requirements for administration are significant barriers for vaccination in developing countries. Microparticulate vaccines have the potential to alleviate these problems. The purpose of this study is to develop an HPV16 microparticulate vaccine for transdermal administration and evaluate its efficacy in both in-vitro and in-vivo studies. Methods HPV 16 virus-like particles (VLPs) were produced in human embryonic kidney cells 293TT. VLPs were incorporated into a cellulosic polymer matrix and formulated into microparticles using a Buchi B-290 spray dryer in a single step. VLP encapsulation was determined using transmission electron microscopy (TEM) and Western blot analysis. For in–vitro study, antigen-presenting cells (APCs) were exposed to vaccine and characterized for cell-surface expression (CD40, CD80/86 and MHC II). For in-vivo study, AdminPatch ® transdermal administration of VLPs as microparticles was compared to VLPs in solution. Female BALB/c mice (n=6 for each group) received 4 doses. Blood samples were collected and antibodies were detected with a direct HPV16 VLP IgG ELISA. Spleen and lymph node pools were prepared at week 40 to analyze memory T and B cells using flow cytometry. Results The microparticle yield after spraying was 90% w/w, with average size 3.5+ 0.6 ÃŽ ¼m and average zeta potential -19.7 + 0.3 mV. VLP encapsulation efficiency was 85% based on Western blot detection of HPV16 L1 protein. APCs expressed significantly higher CD40, CD80/86 and MHCII in the particulate vaccine group compared to the solution group. HPV 16 antibodies were detected more frequently in the microparticle group (3 of 6 mice by week 7 and 6 of 6 mice by week 12) than in the solution group (1 of 6 mice by week 12). Spleen and lymph node CD4+, CD27, CD62L and CD45R cell populations were significantly higher (p Conclusion Transdermal administration of HPV VLP as microparticulate vaccine is more immunogenic than HPV VLP in solution. Phase Separation and Component Crystallization in Freezing Segment of Protein and Amino Acid Lyophilization Purpose Many freeze-dried protein formulations contain glass-forming stabilizing excipients (e.g., trehalose) that protect proteins from dehydration-induced irreversible conformation changes and chemical changes during storage. Some amino acid excipients also form glass-state solids upon lyophilization. The purpose of this study was to elucidate miscibility of proteins and amino acid excipients in frozen solutions and its effect on their crystallization. Methods Aliquots of frozen solutions containing a model protein (e.g., recombinant human albumin) and amino acids were applied for heating thermal analysis from -70 °C to obtain glass transition temperatures of maximally freeze-concentrated solutes Tgà ´Ã¢â€š ¬Ã¢â€š ¬Ã¢â€š ¬OEand solute crystallization peaks. Some frozen solutions were annealed at elevated temperatures (e.g., -10 °C) before their second scan from -70 °C. Results Some amino acid excipients (e.g., L-valine, glycine) showed high propensity to crystallize during the freezing process. Other excipients freeze-concentrated into narrow non-ice regions between ice crystals remained amorphous (e.g., sodium Lglutamate, L-arginine hydrochloride) or crystallized (e.g., L-histidine hydrochloride) upon the annealing. Frozen solutions containing the protein and amorphous excipients showed single or double Tgà ´Ã¢â€š ¬Ã¢â€š ¬Ã¢â€š ¬OE transitions that indicate their varied miscibility depending on the combinations and concentration ratios. Many protein-rich frozen solutions showed single Tgà ´Ã¢â€š ¬Ã¢â€š ¬Ã¢â€š ¬OE transitions in the first heating scans and after their annealing, indicating maintenance of the amorphous concentrated solute mixture. Frozen solutions containing rHA and higher mass ratio of L-Arg HCl showed double Tgà ´Ã¢â€š ¬Ã¢â€š ¬Ã¢â€š ¬OE transitions. The transition temperature profiles suggested separation of the non-crystalline solutes into the solute-mixture and excipient phases. Frozen solutions containing rHA and higher mass ratio of L-His HCl showed the amorphous/amorphous phase separation and following crystallization of the excipient. Conclusion The phase separation should allow nucleation of amino acid crystals in the excipient-dominant concentrated phase. Information on the solute mixing state should be valuable for appropriate use of the amino acid excipients either as a crystalline bulking agent or an amorphous stabilizer in freeze-dried formulations.

Themes of Ordinary People by Judith Guest :: essays research papers

There are many themes that occur and can be interpreted differently throughout the novel. The three main themes that stand out most are healing, communication, and relationships. Ordinary People starts off already in a broken world. Buck has died, and Conrad has already attempted suicide, therefore, healing is a main focus throughout the book. Beth and Calvin’s marriage is also very rocky and they together are trying to see if things will work out by healing and saving their relationship. Judith Guest shows the journey through Conrad’s life and his progress to becoming completely healed. Beth and Calvin’s relationship is also monitored and in the end just goes downhill by Beth leaving. Lack of communication and poor communication is a big problem in the novel. Beth thinks she and Conrad have poor communication. This is clear when Beth gets mad at Conrad be cause wasn’t the first to know that he quit swim team. Calvin and Beth have communication issues too. They always have different views on things. Beth wanted to go on vacation and Calvin thought it was best to stay home until Conrad is settled again. Calvin wants to talk about everyone’s problems when Beth feels it’s best to move on, and forget about the past and only think about the future. Their lack of communication to agree on things turns their marriage from good to bad and Beth ends up leaving Calvin and Conrad. Relationships are a major issue in the book. Beth and Calvin’s, and Calvin and Conrad’s are the two main relationships that have problems. First off, Beth and Calvin have a very poor relationship from lack of communication. They both have different views and the just really never click anymore. Calvin tries to go to Dr. Berger for advice and in the end their marriage crumbles and Beth leaves the family. Calvin and Conrad don’t have a very strong relation ship in the beginning because Calvin wants to sit around waiting for Conrad to heal and feels he‘s never good enough for Conrad, and Conrad just wants to go back to his regular life he had before and he also never really appreciated his dad.

Archetypal Shame Society Essay examples -- German Literature Heroic Ep

Archetypal Shame Society Certainly one of the greatest works of German literature to date, Das Nibelungenlied is arguably the finest example of the heroic epic in all of Western literature. Ostensibly, Das Nibelungenlied is a story of deception, betrayal, and vengeance interwoven with themes of fate and the relationship between love and despair. The poet reproaches the main character, the queen Kriemhild, for her selfishness in sacrificing the lives of thousands of loyal knights to exact her revenge on those who betrayed and murdered her husband. However, underlying the story of Das Nibelungenlied is a tacit critique of its hypothetical society, which itself closely resembles the society of the poet’s audience. Hence, the poet intends to effect discourse amongst his audience regarding the political state of its society, and indeed this theme is even recapitulated in the very act of the epic’s reception. The premise for the poet’s political theory of the Nibelungenlied society is the same as that of English philosopher Thomas Hobbes in his essays on the state of nature and the social contract. Hobbes believed that man, in his natural state, was driven by the primitive impulses of desire, aggression, fear, and most of all, survival. For the most part, the lives of uncivilized men were short and brutish. Thus, to protect themselves from each other and external threats, men entered into a social contract, in which they created an entity with authority to rule and power to defend. Nevertheless, this agreement is hardly a solution to the problem of man’s natural aggression towards his fellow man; it merely glosses over it. Perfect evidence of the Nibelungenlied society glossing over natural aggression are the knightly exhibi... ...ext has to be such that the audience member learns nothing new about himself or herself in his or her self-conscious reflection of that text. In this way, the audience member realizes the society of the epic is analogous to his or her own. There are natural urges that man has, such as aggression, for which the state will provide suitable outlets. However, one must be wary that during the sublimation of these natural urges, one does not neglect to recognize the implications of these urges, because it is these impulses that drive and form our societies yet at the same time threaten their existence. To be sure, an audience listening to a reading of Das Nibelungenlied might well be a sublimation of adventure-seeking or intellectual stimulation, but whatever it is, if it sustains the society, it should never be glossed over, for it may also destroy the society it serves.

Religion and the Igbo People :: Essays Papers

Religion and the Igbo People The Igbo are a profoundly religious people who believe in a benevolent creator, usually known as Chukwu, who created the visible universe (uwa). Opposing this force for good is agbara, meaning spirit or supernatural being. In some situations people are referred to as agbara in describing an almost impossible feat performed by them. In a common phrase the igbo people will say Bekee wu agbara. This means the white man is spirit. This is usually in amazement at the scientific inventions of the white man. Apart from the natural level of the universe, they also believe that it exists on another level, that of the spiritual forces, the alusi. The alusi are minor deities, and are forces for blessing or destruction, depending on circumstances. They punish social offences and those who unwittingly infringe their privileges. The role of the diviner is to interpret the wishes of the alusi, and the role of the priest is to placate them with sacrifices. Either a priest is chosen through hereditary lineage or he is chosen by a particular god for his service, usually after passing through a number of mystical experiences. Each person also has a personalised providence, which comes from Chukwu, and returns to him at the time of death, a chi. This chi may be good or bad. There is a strong Igbo belief that the spirits of one's ancestors keep a constant watch over you. The living show appreciation for the dead and pray to them for future well being. It is against tribal law to speak badly of a spirit. Those ancestors who lived well, died in socially approved ways, and were given correct burial rites, live in one of the worlds of the dead, which mirror the worlds of the living. They are periodically reincarnated among the living and are given the name ndichie – the returners. Those who died bad deaths and lack correct burial rites cannot return to the world of the living, or enter that of the dead. They wander homeless, expressing their grief by causing harm among the living. The funeral ceremonies and burials of the Igbo people are extremely complex, the most elaborate of all being the funeral of a chief. However, there are several kinds of deaths that are considered shameful, and in these circumstances no burial is provided at all. Women who die in labour, children who die before they have no teeth, those who commit suicide and those who die in the sacred month – for these people their funeral ceremony consists of being thrown into a bush.

Models of Organized Crime Executive Summary Essay

There are two types of organizations within the criminal justice field they are bureaucratic and patron-client organizations. The bureaucratic organization is an organization that enforces the law. However, the patron-client organization chooses to break the law. There are many differences between the groups, but there are a few things that they have in common. This paper will describe the difference between the main models of organized crimes and explain why the models are necessary for understanding crime. Models of Organized Crime Executive Summary The patron-client organization is an association of criminal clients who exchange material and assemble a successful system between the main bosses and prominent political figures. The organization is structured using its hierarchy system that contains one main boss, an underboss, an advisor, Captain, and members (Lyman and Potter, 2007). The organization has a tight bond between the members that exhibits loyalty to each other. As a result, the boss provides protection to their members. The main boss delegate duties to the underboss. The underboss then provides that information to his captains. The captains have members who carry out the tasks also known as doing their dirty work. These commands allow the bosses to stay clear of law enforcement evade apprehension and continue to conduct business as usual. (Lyman and Potter, 2007) Bureaucratic and Patron-client Organizations Bureaucratic organizations are more formal than the patron-client  organization. The bureaucratic structure consists of tougher rules and regulations, and no decisions exist without prior approval. In the patron-client organization, decisions can be made by other members as long as it benefits the organization. Bureaucratic organizations hold the administrators responsible for financial troubles. The patron-client organization holds everyone financially responsible because it involves all members of the success or failure of the organization (Lyman and Potter, 2007). Similarities and differences Criminal organizations resemble the same comparisons. The main purpose is for law enforcement to understand the development of these organizations. According to Mallory (2007) Expert psychologists, sociologist, and criminologist basis models on supporting research, statistics, facts, and information gathered. The information collected focuses on the organizational structure, purpose, cause, members, and its clientele. Each model has incorporated detail specific unique features. Why the models are necessary for understanding organized crime Models are of importance because it recognizes the organization by providing a wide-range of information. This information is very useful to law enforcement because it allows them to invent new strategies of how to deter, prevent, detect and arrest these individuals involved in these organizations. (Lyman and Potter, 2007) The patron-client and bureaucratic organization has one main purpose that is profit. This organization whether legal or illegal has similarities and differences. The structure in both primarily exists with one person in charge of monitoring the success of the organization. These models provide useful information the same as theories. (Lyman and Potter, 2007) Law enforcement uses these tools to allow them, to protect assets while detecting, preventing, apprehending, and deterring the individual’s wrongdoers or a highly developed criminal organization. (Lyman and Potter,  2007) Organized crime is considered as a legitimate institution that makes it harder for its members to be caught by law. Although these organized crime units are sworn to secrecy, police enforcement is continuously looking for ways to apprehend and take down these organizations. References: Lyman, D., & Potter, G. (2007). Understanding Organized Crime (4th Ed.). Upper Saddle River, NJ: Prentice Hall. Mallory, S. L. (2007). Understanding Organized Crime. Upper Saddle River, NJ: Prentice Hall.