Human Resources Management in Business Essay

Human resources department is a part of business that deals with its staff. The department is seen as part of strategic management, in the effort to achieve the goals of the business, and is crucial to the business’s success. Some of the human resources department’s responsibilities include recruitment, retention, selection, job enlargement/enrichment, motivation and leadership, job role allocations, training, and payroll appraisals. The department’s decisions are influenced by, however, internal issues for workforce planning. One of the issues could be the cost of its operations. The business would want to minimize cost, so any decisions made by Human resources should be cost-effective. Another issue could be the company’s business strategy, for example when the company want to expand, the Human resources department would have to recruit more employees; if the company wants to cut costs and increase profit, the department would have to consider reducing the number of staff. It is also responsible for training current employees for any new equipments. There are also external factors that affect how workforce planning is carried out. These external factors include government actions that affect the business environment. For example, the government can impose new minimum wages that would increase the Human resources department’s spending on wages payment. The education situation of the country can also affect Human resources, as education is the means that workers gain their skills; without proper education, Human resources wouldn’t be able to recruit highly skilled workers without paying large salaries or recruit foreign nationals. An important external factor is the economic situation of the economy. If unemployment rates are high, Human resources would be able to recruit new employees much easier and cheaper than when the economy is in boom, which makes labour more expensive. The age ranges of the labour force can affect Human resources decisions, since they don’t want to recruit too old of employees who are going to retire soon. The business often want more young employees who can potentially contribute to the company for a long period of time, and can also be more innovative. Another external factor is technology advancements, as this may result in the introduction of new equipments into the company. The Human resources department would then have to organise training for their current staff to enable them to work with the newly acquired machineries. There are many benefits to Human Resources planning. One of the most important purpose of the Human Resources department is to motivate staff. This can be done by means of promotions, training, and rewards. Another benefit is that Human Resources help import important skills into the business through the process of recruitment. Human Resources would compose a recruitment process that selects the right people for the business. Without a Human Resources department, a firm cannot efficiently recruit employees that they need. Also, the department helps the business plan the right number of workers. They make sure that there are no redundancy or shortages of labour in the company, and if there is any, Human Resources would fix this either by cutting or recruiting staff. Human Resources department also ensures smooth operations in regards to labour management. This means they make sure that employees arrive when they are needed, and are allocated to the right tasks, and that each workers know their role within the business. In addition, they resolve whatever arguments that may arise between the workers and company management, making sure that the employees are clear of company regulations, and that management are clear of their workers’ conditions. Finally, the Human Resources department ensures that no laws are broken in regards to labour employment. For example, the recruitment process must not violate discrimination laws. All necessary laws are briefed to staff to ensure no illegal activities are conducted within the company. Before selecting staff for any position, key skills needed for that particular job need to be identified, creating a list of criteria for candidate selection. British Sugar is one of the largest provider of sugar products in the UK. Their Human Resources department has been directed to recruit three new production managers, as part of the company’s expansion project in China. The Human Resources department has identified the key skills for a potential production manager: Confidence: the manager needs to be confident in handling large responsibilities, whether it be meeting production deadlines, ensuring worker safety etc. They need confidence to be able to make decisive actions, taking the initiative without too much dependence on higher directives. As they direct the production process, confidence is also needed for negotiating with suppliers, making the best deals for the factory. Technical skills: a production manager has to be sufficiently knowledgeable about the production technology of their factory, to be able to understand and resolve technical problems should they arise. Technical knowledge of a manager does not have to be detailed, but must be sufficient to issue correct directives to the factory’s engineer force. High technical skills is preferred, as the manager will be more likely to be innovative in improving production methods of the firm. Communication skills: a good production manager is able to communicate to all different divisions of the company. They are quick to absorb information from different levels of the company, whether it be top management or floor workers, and then provide quick and effective feedback. Communication skills are crucial in a manager, as it helps him ensure the coordination between different elements of the company. Problem-solving skills: the production manager should be able to independently deal with problems within their factory. They will be extremely resourceful in coordinating factory or company-level efforts to solve problems. This requires an intelligent person that can improvise upon their resources to damage-control and reverse the problem and put the factory back onto its original course. Motivating staff is an important part of company operation, as it ensure the employees do their best and be productive while working for the company. There is a variety of reasons why employees would want to work harder in their working environment. Such reasons could be money, bonuses, power, working with friends, social aspects of work, the need to provide for family, promotion, team work, and promotion. Frederick Taylor’s theory of motivation simply stated that all workers are worked by money. This means that in order to better motivate employees, the employer simply just has to raise their pay, and this would make them work harder. Taylor introduced the Theory of Scientific Management, which said that workers are naturally lazy and need close supervisions and control. The theory also says that managers should break down work to the simplest tasks to their employees. Workers also need adequate training and equipment to perform their simple tasks as efficiently as possible, then they would be paid according to the amount of products they had produced. The theory is often applied in mass production lines which involves repetitive tasks. Elton Mayo later introduced a new theory of motivation of his own. He believed that money is only part of the worker’s concern, and social needs are more important in motivating workers at their work place. Mayo published the Human Relation school of thought, which encourage managers to focus more on social interactions between workers. Mayo went further in his studies and conducted his own experiment at the Hawthorne factory in Chicago. From these series of experiments, he concluded that although physical conditions worsened, they do not affect the productivity of the Hawthorne workers. Instead, social factors such as better communication between workers and managers, better involvement in employees’ lives from their manager, and team work was what improved productivity levels. In the 1950s, Abraham Maslow introduced the Neo-Human Relation school of thought. This new theory focus on the employee’s psychological needs, which are structured into five different levels of needs. The theory says that once a lower level of needs is satisfied, would then the worker could be motivated by an upper level of needs. These levels of needs in lower to higher order are physiological needs, safety needs, social needs, esteem needs, and self-actualisation respectively. Managers also need to realise that each worker moves up this ladder at a different pace, and therefore might need different sets of incentives from worker to worker. In financial-related type of motivations, the most common motivation is salaries and wages. Salaries are what permanent employees are paid monthly or annually. Wages, on the other hand, is what is paid to workers per hour they have worked. These can motivate the employees, for the harder they work, the more they would earn. A piece rate system is when an employee is paid a fixed rate for each unit of production; In other words, they are paid by results, which motivate them to achieve better results. Commission and fees are similarly dependent on the results of the workers. Commission is a percentage of the sale revenue, and fees are fixed amounts that are earned after sale. The more the employee sells, the more commission or fees they get, motivating them to sell more. Fringe benefits are any non-wage payment or benefit such as pension plans, profit-sharing programs, vacation pay, and company-paid life, health, and unemployment insurance. Having these extra benefit with their jobs can make the employees feel more secure and work harder. Performance-related pay or pay by performance is money paid relating to how well the employee works. This would motivate them by giving them knowledge that the better they perform in their field, the better their assessment would be and the more they would be paid. Profit sharing is another way of motivating staff, it consists of a plan that gives employees a share in the profit of the company. Each employee receives a percentage of those profit based on the company’s earnings. This makes staff work harder, knowing the more their company earns, the more they would get in shared profit. Share ownership is when employees who have worked in the company for a long time are given part of the business as shares. These shares would give the employees power, and they get to take part deciding how the company is run. Other than financial motivations, there are non-financial ones that could boost motivation while costing minimal for the business. Job redesign involves restructuring the elements including tasks, duties and responsibilities of a specific job in order to make it more encouraging and inspiring for the employees. Job enlargement is basically increasing the employees’ work load, so that they feel more responsible and work harder. Job rotation is when employees are moved between two or more jobs in a planned manner. The purpose of this is to expose the employees to different experiences and wider variety of skills to enhance job satisfaction and to cross-train them. Job enrichment is a variation of job enlargement. Job enrichment adds new sources of job satisfaction by giving the employee additional authority, autonomy, and control over the way the job is accomplished. Team work is a Cooperative effort by the members of a group or team to achieve a common goal. Working in a team may motivate employees to do better to fulfill their part on the team. External link for employees motivating can be found here: http://www. forbes. com/sites/glennllopis/2012/06/04/top-9-things-that-ultimately-motivate-employees-to-achieve/ The fundamental method which British Sugar would use to motivate their staff is to make them feel safe. Feeling safe would clear the employees’ minds from external worries, helping them to focus more on their tasks and try harder to achieve. This method would include providing their employees with adequate facilities to work in. This means that British Sugar’s factories and offices would to the most basic safety regulations such as fire safety, electrical safety, and protection from hazardous conditions inside their factories. British Sugar would also make sure that their facilities have appropriate security measures to protect employees and their possessions safe. This method of motivation is one of the most basic levels of Maslow’s hierarchy of needs. Another method that British Sugar uses is providing extra employee benefits beside their regular salaries and wages. They would give company cars for manager and directors, along with free O2 mobile phones. British Sugar also looks after their employees by providing them with free healthcare in the form of free check-ups with company nurse, eyesight tests and glasses, and subsidised scheme with AXA. Families of employees can also enjoy company benefits with provided child vouchers and team meals for spouses. British Sugar’s factory workers are also provided with free safety work wear. There are numerous other benefits that employees can enjoy working for British Sugar, which includes sports clubs, gym facilities, free parking†¦etc. A popular method of motivation from Taylor’s school of thought is recognition. British Sugar would give out tokens of appreciation and to recognise employees/teams that have made a significant contribution over and above that reasonably expected. Company managers would award their employees with vouchers, meals, bouquet of flowers, or bottles of wine to boost their work morale. Long Service Awards are given to employees with significant length of service. Annual bonuses of ? 400, ? 600, ? 800, and ? 900 are given to employees who have served 20, 30, 40, or 45 years in the company respectively. British Sugar also use chances of promotion to encourage their employees. This is a process known as internal recruitment. When a position is open, employees are often promoted to fill the position instead of recruiting new people externally. This keeps the employees motivated to work harder, knowing there are chances of future promotion. Another method of motivation used by British Sugar is performance management. Performance management is a proactive and continuous process of communicating and clarifying role responsibilities, performance expectations and priorities in order to ensure mutual understanding between managers and employees. To ensure the proper functioning of the business, British Sugar would have to maintain a high level of cooperation and satisfaction in its employees. Making employees cooperate would increase productivity, reduce labour turnover, and make sure that they can maintain the quantity and quality of work they are capable of. One of the methods of doing this is by communication. This method involves staying in touch with the staff to make sure they are updated with company information. When staff have the information that they need for their job, they will be more likely to be oriented towards their tasks, and be able to do it correctly and more efficiently. Communication with employees can be done by many means. It includes emails, which are quick, efficient, and reliable. Face-to-face communication is an important form of communication, often in the form of meetings; however it has time and distance limitations , for example a manager might not have the time to see all of his employees to talk about new policies, while he could just send them all an email. There are other methods such as telephone calls, which can be made easily over long distance or face-time technology that allows employees to communicate despite the long distance. Another way of improving employees’ cooperation and commitment in the business is making them more involved in it. In British sugar, this is know as the â€Å"quality circle†. British Sugar would engage its employees group discussions, where groups of workers meet and discuss the good and bad side of the issues that they face. The employees would try to resolve their problems together, and discuss ways to improve how they work and how the company works. This method generates a feeling of involvement, employees would feel that they are a contributing part of a team, and therefore view their work more positively and become more inclined to cooperate with other employees as well as the company managers. Clear employment contracts also help boost staff cooperation and commitment. A clear contract would have to explicitly explain the details of the job, such as explaining the roles and duties that the employee is expected to carry out, along with the hours of work required. The business would also need clearly identified procedures such as disciplinary policies or grievance policies. A clear pay structure that explains basic time as well as overtime is essential. All of these will reduce arguments in the company, enabling more efficiency and cooperation within the business. Motivational methods are a way of getting more cooperation from staff. Motivated employees would perform better while feeling better about their prospects than demotivated ones, therefore cooperating more in their work. Similarly, training and charity links should also be used to boost the morale of workers. Training would increase the employees motivation and performance, as well as charitable activities such as helping out the local community. A well-motivated workforce with high morale is more likely to cooperate with the company and to each other. The culture of the business itself will also affect how its employees cooperate. If the company has a culture of cooperation and an atmosphere of teamwork, then the employees are more likely to have more cooperation in their work. Training in a large organisation such as British Sugar is carried out extensively. An example of British Sugar’s training operation is their Graduate scheme, a scheme in which British Sugar finds apprentice in universities. The company would offer university graduates a period of vocational training, with the assurance of a job at the end of their training, in addition to have year-long job placements for engineering students. British Sugar also organises over 1000 training courses every year involves all levels from senior managers to new apprentices and our seasonal workers. The company encourages its sites to play an active role in local communities through media visits, schools activities, agricultural and environmental events. British Sugar have regular dialogues with leading and local non-government organisations. They also organise sponsorships and charitable funds, allocated to their employee fundraising activities through a â€Å"Supporting YOU to support others† programme. Measuring the workforce can be done by a number of ways. This is generally looking at the key indicators in the business’ workforce such as labour productivity, health and safety, labour turnover and absenteeism. Labour productivity is how much the workers produce in terms of goods and services per hour worked. In the business, it can be measured by looking at the efficiency of individual or teams. However, this method should be used with cation, because there are factors that could affect labour productivity such as the age of machinery, type of sector that the business is in or whether production is automated or labour-intensive. If machineries are old, they wouldn’t be able to produce as much, therefore being the cause of low labour productivity. A business in the secondary sector would be more productive than one in the tertiary sector since manufacturing makes more products than service. Similarly, a business that has automated production will be much more productive than one with labour-intensive production, since machines are able to mass produce more products than individual workers. A business can try to improve labour productivity by using motivational tools such as bonuses. Training can also be used to add productivity to workers, and business plans help staff work more efficiently. The business can also buy new equipments to improve productivity of their workers. Another measurement is health and safety. As it is one of the motivational factor, the quality of health and safety at the workplace can affect the staff. The better the health and safety standard, the better the staff will perform. The business must consider the possible causes of poor health and safety, such as poor equipment, dangerous environment and also the poor training in the matter. Labour turnover can also be used to measure a company’s workforce. Labour turnover is the proportion of staff leaving the business over a period of time, usually each year. A company can lose their staff due to de-motivation, retirement, social factors, better opportunity elsewhere ,or that the employee wants to start their won business. Staff leaving can also be involuntarily as their positions become redundant or they are fired due to performance. A high labour turnover is generally not good because it spawns many problems such as the loss of productive capacity, the costs and the time taken to recruit new staff, and the extra training and induction programmes to new employees. However, new staff can bring benefits such as introduction of new ideas to the business, or more efficient workers. Absenteeism is another measurement to the company’s workforce, as it tells managers how much their staff go on break from work. This can be a substantial problem for the business, because production output will suffer if employees are absent, projects will run into delays, and the quality of products affected due to the lack of staff. There are many other costs associated with absent staff, such as sick pay, and temporary staff pay, which is often expensive. Absenteeism also cause de-motivation in the business, as other employees will have to take the work load of the absent employees. To lower the level of absenteeism, the business can issue fines to absent staff, improve the safety of the work environment so staff would want to be at work, and improve their motivational methods. British Sugar uses a range of performance indicators to evaluate and improve their performance. SMART targets are a set of criteria that are based on the specific words: specific, measurable, attainable, relevant and time-specific. These criteria are applied in the process of making goals and objectives, to maximise the business chances of obtaining them. Punctuality is the characteristic of being able to complete a required task or fulfill an obligation before or at a previously designated time. Attendance is the frequency with which a person is present. An appraisal system, or performance management, is a proactive and continuous process of communicating and clarifying role responsibilities, performance expectations and priorities in order to ensure mutual understanding between managers and employees. It is very useful as it is both a motivational strategy and a review system where mangers can assess their employees. The appraisal system would fulfill the employees’ social and recognition needs according Maslow’ theories, motivating to work harder to achieve more and be more recognised. The system is not without flaws, however. The appraisal system can be very costly, requiring a lot of administrative work, and is time-consuming. It is also exposed to favouritism. Managers can tend to trust and praise some employees more than others, causing distrust discontentment among team members.

Free Education Essay

Performance of students is a product of socio-economic, psychological and environmental factors. Education plays a significant role in political, economic and social realms of development. Secondary school placement, and to some extent admission, depend on the achievement in the Kenya Certificate of Primary Education examination in standard eight. This study aimed at finding out factors that contribute to poor performance in Kenya Certificate of Primary Education examination in public day primary schools in Mwimbi Division, Maara District, Kenya. Descriptive survey design was used and a sample of 6 head teachers, 51 teachers and 146 standard eight pupils participated in the study. Descriptive statistics were used to analyze the data obtained. The study realized the following as factors contributing to poor performance in primary national examination; inadequate learning resources, inadequate monitoring by head teachers, understaffing, high teacher turnover rate, inadequate prior preparation, lack of motivation for teachers, large workload, absenteeism by both teachers and pupils, pupils lateness, lack of support from parents. The following recommendations were made; more teachers to be employed to reduce workload, Ministry of Education to organize induction courses for head teachers to equip them with managerial skills, parents to be educated on the importance of basic education for their children, mode of rewarding teachers to be established. The study is expected to give insight reference to policy makers, scholars and researchers in order to improve the weak areas. Key terms: Examination, Factors, Performance, Primary Schools 1. Introduction The development of the education sector has been a long standing objective of the Government of Kenya since independence in 1963. Education is considered by various stakeholders and players as a basic need and a basic right. Performance ranks high on the national agenda, with educators and policymakers focusing on testing, accountability, curriculum reform, and teacher quality, school choice and related concerns. Conspicuously absent has been an examination of how school conditions affect teaching and  learning, even though extensive literature exists that links school facilities to the quality of education and to teacher morale and teacher productivity (Mark, 2003). This study documents factors in school and in the community that affects teaching and learning negatively to an extent of poor performance in KCPE in Mwimbi Division of Maara District.  © Centre for Promoting Ideas, USA www. ijhssnet. com. The introduction of Free Primary Education (FPE) in January 2003, following the passing of the Children’s Act in 2001, has led to vital educational achievements. Enrolments in public schools increased significantly from 5.9 million in 2002 to 6. 9 million in 2003- a 17% increase; representing a Gross Enrolment Rate (GER) of 99% (102% girls and 97% boys). The Government provides funds, through both the School Instructional Management Book Account (SIMBA) and the General Purpose Account (GPA) to procure need based materials and improve on some infrastructure, thereby raising the quality of education. The Kenya’s education system is dominated by examination-oriented teaching, where passing examinations is the only benchmark for performance because there is no internal system of monitoring learning achievements at other levels within an education cycle. It is generally agreed that the most important manifestations of quality education have to do with literacy, cognitive abilities, performance and progression to higher levels of learning. There is reliance on scores and transition rates as core measures of achievement. In Kenya, examinations are generally acceptable as valid measures of achievement (Maiyo, 2009). Secondary school placement, and to some extent admission, depend on performance of Kenya Certificate of Primary Education (KCPE) examination in standard eight (Michael, Miguel & Rebecca, 2004). Although the government has channeled funds into basic education, performance at KCPE shows that most of the students making transition to top schools are from private schools; this creates inequality to access of opportunities to national and top performing provincial schools (Ngugi, 2007). In 2009 KCPE results out of 1374 candidates who sat for the examination in public day primary schools, none gained admission to the well endowed national schools in the country. The KCPE examination is marked out of a maximum mark of 500. Information on Table 1 shows the mean score for some schools from 2005 to 2009 in Mwimbi Division. Table 1: KCPE Mean Grades from 2005 to 2009Public Primary School 2005 2006 2007 2008 2009 Mutindwa 213. 24 210. 44 214. 11 200. 67 178. 75Wiru 222. 08 203. 79 219. 47 212. 04 198. 08 Ndunguri 195. 54 223. 94 213. 69 208. 41 199. 57Kirumi 228. 04 217. 17 187. 30 193. 74 200. 91 Source: DEO Maara District (2011)Results on Table1 indicate that KCPE performance in the public day primary schools is poor. Pupils may not be admitted to national schools or provincial schools with this kind of performance as it is too low. Therefore, these trends needs reversing and improve performance in national examinations by day public primary schools. 2. Statement of the Problem Performance in national examinations by day primary schools has been poor. Therefore, this study sought to establish factors that contribute to thier poor performance in KCPE in Mwimbi Division, Maara District, Kenya. 3. Objectives of the Study The objectives of the study on factors that contribute to poor performance in KCPE in Mwimbi Division were to:- i. Investigate the school based factors ii. Find out teacher based factors iii. Determine the community based factors iv. Establish the pupil based factors 4. Methodology. Descriptive survey design was used in conducting the study. The participants were six head teachers, 51 teachers and 146 standard eight pupils. Questionnaires for the head teachers, teachers and pupils were used to provide the needed data. Data obtained was analyzed using descriptive statistics. 5. Results The following results were obtained from the study; 5. 1 School-Based Factors that Contribute to Poor Performance in KCPE Various school based factors were identified as contributing to poor performance in KCPE examinations. International Journal of Humanities and Social Science Vol. 2 No. 5; March 2012 129 a) Commencement of Learning The time allocated for teaching and learning is a factor influencing pupils’ academic performance. There are three school terms every year with holidays in between in the months of April, August and December. The study therefore sought to find out when learning begins after a holiday. Results obtained indicate that majority of pupils (55. 5%) start learning in the second week after school opens and 43. 8% indicated that they start learning after the first week of the school term. This indicates that there is a lot of time wastage before learning begins. Eshiwani (1983) noted that most schools loose many teaching/ learning hours at the beginning of the term, this wastage leads to less work being covered and syllabi not being completed on time hence, contributing to poor performance in KCPE examinations. b) Adequacy of Learning Resources The adequacy and use of teaching and learning materials affects the effectiveness of a teacher’s lesson. Teaching and learning resources enhances understanding of abstract ideas and improves performance. The study sought adequacy of learning resources like text books, library books, wall maps and the exercise books. Data on Table 2 shows that text books provided in class and exercise books are adequate to but library books and wall maps are not adequate. Table 2: Adequacy of Learning Resources Learning Resource Adequate F % Inadequate F % Text Books Provided in the Class 80 54. 8 66 45. 2 Library Books 14 9. 6 132 90. 4 Wall Maps 11 7. 5 135 92. 5 Exercise Books 121 82. 9 25 17. 1 This makes learning of subjects like Social Studies very abstract to the pupils and could be a factor contributing to poor performance in national examinations. Schneider (2003) found out that school facilities have a direct effect on teaching and learning. Text books enable the pupils to follow the teacher’s sequence of presentation and aids in understanding of lessons (Ubogu, 2004). c) School Administration The quality of school administration plays a vital role in academic performance as it is concerned with pupils, teachers, rules, regulations and policies that govern the school system. In analyzing the efficiency of school administration, the following aspects were looked into: Frequency of staff meetings, frequency of checking teachers’ schemes of work and lesson plans, adequacy of teachers’ prior preparation, frequency of class observation by the head teacher.i. Frequency of Staff Meetings in a Term Data obtained shows that majority of the respondents (64. 7%) indicated that staff meetings are held twice a term, 19. 6% indicated once only in a term and 15. 7% indicated that they hold staff meetings more than twice in a term. Few staff meetings may lead to less co-ordination of curriculum implementation. Findings by Kathuri (1986) asserted that the first aspect of administration is staff meetings as they facilitate co-ordination of various activities in the school. This implies that there was less monitoring and reporting of the progress of the schools activities to the teachers and this could be a factor contributing to poor performance in national examinations. ii. Frequency of Checking Teachers’ Schemes of work The responsibility of checking the professional documents like teachers’ schemes of work and lesson plans lies in the hands of the head teacher. This may be done in person or he may delegate to the deputy head teacher or the senior teacher. Preparation and use of schemes of work by the teachers enhances sequential teaching and results to improved achievement. The frequency of checking teachers’ schemes of work was therefore looked into and allhead teachers (100%) indicated that they randomly check the teachers’ schemes of work only once a term. This reflects that head teachers do not do any follow up on curriculum implementation during the course of the term. Checking of teachers schemes of work should be done frequently to allow the head teacher monitor curriculum implementation. Lack of this close monitoring could be a factor contributing to poor performance in national examinations.  © Centre for Promoting Ideas, USA www. ijhssnet. com iii. Frequency of Checking the Teachers’ Lessons Plans Teachers’ lesson plan is a professional document prepared by teachers for the purpose of presentation of a lesson. The teacher indicates whether the lesson has been taught and objectives achieved; if the lesson is not taught, then the teacher indicates the reason why and when he intends to cover it; if the lesson objectives are not achieved, the teacher plans for remedial lesson in order to make the concept understood by the pupils. Table 3: Frequency of Checking Teachers’ Lesson Plans Number of Times Percent Once a month 83. 3 Once a term 16. 7 Total 100. 0. Information on Table 3 shows that majority of the head teachers (83. 3%) check teachers lesson plans once a month and 16. 7% indicated that they are checked once a term. Head teachers should monitor lesson plan preparation frequently; otherwise it may lead to poor performance by in national examinations. iv. Adequacy of Teachers’ Prior Preparation Adequate prior preparation before a teacher goes to class leads to good performance by the pupils. This promotes sequential presentation of concepts by the teacher to the learners. Information on Table 4, head teachers indicate that teachers’ prior preparation is fair (66.7%). Table 4: The Adequacy of Teachers’ Prior Preparation This is an indication that head teachers are not satisfied with the teachers’ prior preparation. Always, prior preparation by the teachers leads to systematic delivery of concepts to pupils and enhances performance. Therefore, teachers prior preparation was not sufficient and could be a factor leading to poor performance by the pupils. v. Observation of Classes by Head teachers One of the roles of the head teacher is to carry out internal supervision of curriculum implementation in his/her school. This involves physical observation of teachers’ lessons in progress. Results on Table 5 shows the frequency at which the head teachers observed classes conducted by the teachers. Table 5: Observation of Classes by the Head-teachers Number of Times Percent More than twice 33. 3 Not at all 66. 7 Total 100. 0 Majority of the head teachers (66. 7%) do not at all observe classes conducted by the teachers in a given term. One of the head teachers’ roles is regular class supervision in order to promote curriculum goals. Failure to do so may lead to poor performance in national examinations. d) Teacher-Based Factors. These are the factors within the teachers that could hinder or promote academic performance of pupils in their schools. The study sought to analyze the following aspects of teacher based factors: teacher commitment, teachers’ frequency of absenteeism, teachers’ motivation and teachers’ work load. i. Teacher Commitment Level Good performance is as a result of high commitment levels by the teachers. All head teachers (100%) indicated teachers’ commitment as moderate. Rating Percent Good 33. 3 Fair 66. 7 Total 100. 0International Journal of Humanities and Social Science Vol. 2 No. 5; March 2012 131. No teacher was rated as having high commitment to their work. Ubogu (2004) asserts that teachers who lack enthusiasm are unable to teach effectively, making pupils not to learn well. This could be a contributing factor to poor performance by the pupils in national examinations. ii. Frequency of Absenteeism among Teachers Teachers’ rate of absenteeism was looked into and majority of the head teachers (66. 7%) rated them as moderate, while 33. 3% indicated their rate of absenteeism as low. When teachers absent themselves from school frequently, pupils go unattended and do not do well in examinations. Absenteeism by teachers reduces the amount of instructional time and this result in the syllabi not being completed. This in return results to lower output of work by the pupils (Ubogu, 2004). iii. Teachers’ Motivation Majority of the head teachers (66. 7%) said that teachers were not motivated, while 33. 3% indicated they are. World Bank Report (1986) acknowledges that teacher satisfaction is generally related to achievement†¦ satisfied teachers would concentrate hence enhancing academic performance of their pupils. iv. Teacher Turn-over Rate The teacher turnover rate in the last one year was also looked into. Results obtained indicate that 50% of teachers were transferred once, 33. 3% twice and 16. 7% were transferred five times in a year. This is a factor that contributes to poor performance in examinations. According to Schneider (2003) high teacher turn over forces schools to devote attention, time and financial resources attracting replacement of teachers. v. Teachers’ Workload The number of lessons teachers take per week out of possible 40 lessons was looked into and majority of the teachers (80. 32%) had a work load of between 36 and 40 lessons, 19. 68% had lessons between 31 and 35 lessons out of a possible 40 lessons. This implies that teachers are not overloaded hence; their output in terms of national examinations performance should be good. 5. 2 Pupil-Based Factors These are the factors within the pupils that could enhance or hinder their academic performance. In the pupil based factors; the following aspects were looked into: pupils’ language use, pupils’ rate of absenteeism and pupils’ lateness to school. a) Pupils’ Language Use Data on language used by pupils in class among themselves is indicated on Table 6. Table 6: Pupils’ Language Use. Language Used F % Mother Tongue 18 35. 3 English 5 9. 8 Kiswahili 26 51. 0 English and Kiswahili 2 3. 9 Total 51 100. 0 Majority of the pupils (51%) used Kiswahili to communicate among themselves, 35. 3% use their mother tongue, 9. 8% use English, and 3. 9% use both Kiswahili and English. Pupils who interact using English language tend to understand it better and do well in examinations as all examinations are written in English language; pupils who use mother tongue for interaction are disadvantaged as they end performing poorly in examinations which are written in English. Ubogu (2004) asserts that the prevalence of the use of local language means that pupils would lack a lot of vocabularies in English, which would be needed to understand teachers’ lessons and the textbooks they read. b) Pupils’ Frequency of Absenteeism The aspect of how frequent pupils absented themselves from school was looked into and 41% indicated they moderately miss school, 29. 4% indicated their rate of absenteeism is high and 29. 4% indicated low. When pupils absent themselves from school, they tend to lose many concepts and definitely may not do well in exams.  © Centre for Promoting Ideas, USA www.ijhssnet. com 132 The effect of absenteeism and irregular school attendance is that materials taught is difficult to understand when studied on one’s own. Continued loss of classes results to loss of content and knowledge. Assignments and exercises would not be properly and correctly done leading to poor performance (Ubogu, 2004). From the analysis above, quite a number of pupils absent themselves from school and therefore this could be a factor contributing to poor performance. c) Pupils’ Lateness Information on Table 7 shows majority of teachers indicated pupils’ rate of lateness as frequent. This would definitely lead to poor performance in examinations. Table 7: Frequency of Lateness among Pupils Frequency Percent Very Frequent 31 60. 8 Not Frequent 20 39. 2 Total 51 100. 0 5. 3 Community-Based Factors Community based factors are factors within the community that impede or enhance pupils’ academic performance. In analyzing the community based factors, the following aspects were looked into; a) Parents’ Consultation with Teachers Good performance is realized when parents work in consultation with the teachers in order to understand their children better. The study therefore sought to find out how often parents consult the teachers on matters pertaining their children’s education. Data obtained indicate that majority of parents (62%) rarely consult teachers on education matters of their children, 20% indicated they sometimes consult and 8% do often consult but 10% never consulted teachers. This is an indication that most parents were not so much concerned about education of the children. Ubogu (2004) indicated that parents’ interaction with teachers enables them to know what their children are encountering in school and what could be done to deal with the problems. It would also put pupils on alert and study in school as they would know that their parents would inquire about their performance. Parents may not be able to provide much guidance and help their children’s performance improve when they are ignorant of what happens in school. b) Parental Response to Provision of Learning Materials Results on Table 8 shows, parents’ poor response to provision of learning materials. Table 8: Parental Response to Provision of Learning Materials Rating F % Good 5 10. 0 Satisfactory 17 34. 0 Poor 28 56. 0 Total 50 100. 0 Ubogu (2004) asserts that lack of basic school needs like learning materials  could not provide a stable mind and conducive environment for the pupils to study. Lack of learning materials contribute to poor performance in national examinations. c) Parents’ Willingness to Participate in School Development Results on Table 9 indicate Parents are not willingness to participate in the general school development. Schools where parents are actively involved in school development do well in exams as pupils are encouraged by both the teachers and the parents. Table 9: Parents Willingness to Participate in School Development F % Willing 2 33. 3 Not willing 4 66. 7 Total 6 100. 0International Journal of Humanities and Social Science Vol. 2 No. 5; March 2012 133 d) Assistance Pupils get at Home Majority of the pupils (69. 2%) did not get assistance to do homework at home, but 30. 8% does. Those students who do not receive assistance at home to do homework end up performing poorly in national examinations. References Eshiwani, G. S. (1983). Factors Influencing Performance among Primary and Secondary School Pupils in Western Kenya Province. A policy study. Bureau of Educational Research, Kenyatta University. Kathuri, M. J. (1986). Factors that Influence the Performance of Pupils in CPE. KERA Research Report. Nairobi: Kenyatta University, Bureau of Educational Research. Maiyo. J. A. & Ashioya, L. A. (2009). Poverty Alleviation: The Educational Planning Perspective. Department of Educational Planning and Management, Masinde Muliro University of Science and Technology. Michael, K. Miguel, E. & Rebecca, T. (2004). Incentives to Learn, BREAD working paper Number 086, Bureau for Research and Economic Analysis of Development, U. S. A. Ngugi, P. (4th January, 2007). â€Å"400,000 Assured of Places †¦Ã¢â‚¬ . In the Daily Nation. Nairobi: Nation Media Group Ltd. Schneider, M. (2003). Do School Facilities Affect Academic Outcomes? Washington, D. C. :National Clearing house for Educational Facilities Strategic Public Relations and Research LTD, (2005). Review of the Status of Provision of Education to all Children in Kenya. ANPPCAN. Ubogu, R. E, (2004). The Causes of Absenteeism and Dropout among Secondary School Students in Delta Central Senatorial Districtof Delta State. Unpublished Ph. D Thesis, Delta State University, Nigeria: Abraka. World Bank. (1986). A Report on School Quality and Achievement. Washington DC: World Bank.

Iraqi ommunity in Saudi Arabia Essay Example | Topics and Well Written Essays - 3250 words

Iraqi ommunity in Saudi Arabia - Essay Example He planned to introduce various aspects of modern administration and western technology not contradicted by the principles of Islam (Abir, 1988: 4) including modern education in its various disciplines. The lack of Saudi professionals, therefore, necessitated the employment of foreign teachers and experts. To develop integrated urban cities, various measures were taken. For instance, to fulfill one aspect of this purpose, schools and hospitals were built, telephone lines and electricity were introduced, running water, roads and airfields were constructed all of which were carried out by foreign manpower and expertise, employed from all over the world. The skills of Muslim professionals as well as non-Arabs and non-Muslims were also employed in Saudi development. Most of them were recruited as teachers in universities and schools, engineers, chemists, physicians, doctors, contractors, nurses, and businessmen. There are undeniable common interests between Saudi Arabia and other countries that entailed the flow of all the skilled laborers, teachers and businessmen to Saudi Arabia during the oil boom era. Despite the turbulent relations between Saudi Arabia and Iraq until the monarchy era until the fall of Saddam regime, Saudi Arabia managed to be diplomatic and remain cautious in dealing with Iraq’s political and socio-economic issues. With the tense Saudi-Egyptian relations and the support of Nasirs to the Republic in Yemeni war, suspension of dealings with the Egyptian labor occurred. As an alternative, Saudi administration considered the feasibility of bringing qualified professionals in from Iraq. Hundreds of them arrived and occupied various professions. In addition to working as the state’s representative staff in embassies and consulates, these specialists received contracts from competent authorities which found a lack of local qualified employees.

Fletcher Building Limited Assignment Example | Topics and Well Written Essays - 2000 words

Fletcher Building Limited - Assignment Example This will allow them to make appropriate decisions about considering making Fletcher Building Limited a choice investment opportunity. The core of this analysis is to determine the performance of the company and submit a report of the same to the Board of Directors of NZ Saver Limited detailing the investment prospects and stability of the company. In this report, I wish to do the analysis and interpretation of the company basing my comments on the following aspects of the company: Stability of the company (Leverage and Liquidity ratios) Financial stability (Long term) Profitability ratios Cash flow Shareholder’s view (Market efficiency measures) These analyses have been based on the financial report of Fletcher Building Limited for the year ending 30 June, 2012. However, this has been compared with the financial report of the company for the year 2011 so as to bring variability in the report. To this regard, NZ Saver Limited is recorded as a superannuation company that is reg istered by the New Zealand Stock Exchange. Its main objective is to provide its clients with the maximum total return through the investments it seeks to make in the companies that are listed in the New Zealand or Australian share market. This report will enable the company objectively determine whether it is justified for it to invest in Fletcher Building Limited. ... This company was formerly the largest and wealthy business and multinational company in New Zealand. Currently, it can be estimated that the company has an estimated 19, 200 employees on the global scale and has around 50 businesses it operates under its brand name of Fletcher Building Limited. Generally, this company is the largest known supplier of building materials in Australia. Basing on the company’s sustainability report of March 2013, which addressed key issues of future growth and sustainability of the company in this competitive global economy, its CEO claimed that the main objective of the Fletcher Building Limited is to always ensure that it is more productive than any other company. Consequently, the company aims at becoming the most innovative company and provider of better building solutions in the entire Australian market. Clearly, one of the steps that the company took is to be enlisted in the stock market thus, enabling the buying of its stock to generate rev enue for greater expansive projects to be implemented (Payne & Frow, 2013). It is also mentioned in the report that the company shall also focus on the need to have environmental problems curtailed. This will be made possible by ensuring that it focuses more on the environment by striving to reduce any environmental footprints of its products. Consequently, it shall endeavor to maintain health and safety by reducing its TRIFR by about 85 percent from 60 percent to less than 9. Additionally, the company seeks to focus more on governance and quality standards in the future through community sponsorship and support. Analysis and Interpretation Profitability report of Fletcher Building Limited In analyzing the profitability ratios of the company this report

Alcohol Consumption Problems Personal Statement Example | Topics and Well Written Essays - 500 words

Alcohol Consumption Problems - Personal Statement Example However, at that time the enjoyable moments made me forget the possible after effects of such an action. Not realizing its harm, I continued using it as my companion in the moments of happiness and distress, joy and grief but afterwards it resulted in a notable change on my academic record and daily life. I, being intoxicated for most of my time, became unable to concentrate on my studies. This was not the end of problems but just a start. This addiction led me to misbehave with my parents and siblings. I didn't have control on my behaviors. My social circle was shortened due to my irregular and rude behavior. Due to a limited circle of friends and isolation I got mentally disturbed. It was no more fun having those alcoholic drinks but a compulsion as I felt that I had no other option to pass my time and overcome my mental depression. However, it was my wrong thinking that alcohol consumption may help me in reducing my mental distress. Drugs, cigarettes and alcohol are not the solution of any problem, but are the reason of upcoming health and psychological problems. Alcohol consumption also weakened me financially as I used to spend most of my time under the influence of those drinks and hence had no awareness of what a normal person must do.

Exhibition Research Paper Example | Topics and Well Written Essays - 1500 words

Exhibition - Research Paper Example Modernism, as an imperative aspect of humanity, mushroomed and completely changed the way people were doing things. The fundamental changes underwent changed the notion and perception of humanity to the better. As a theme, modernism illustrates the past and cultural activities of the ancient people while the political and sociological theme mainly aims at presenting the mode of governance and the social life of the people during the period the artwork was done. This project shall candidly and comprehensively elucidate on an art exhibition that presents various Latin America and modern artworks, elucidate on the luster, texture, artistic impression as well as the artistic styles used in an effort to understand and link the arts to the theme of modernism. The first image in the presentation is the Cortà ©s and la Malinche, a 1923-26 art by Josà © Orozco. Four lines bound the image. At the top, it has a horizontal multi-colored line that inevitably grabs the attention of the viewer at first sight. A man and woman are drawn grabbing the body parts of each other while stepping on another man that is lying on the ground1. The black frames of the artwork candidly portrays melancholy that an audience can easily associate with the events that are going on in the image as well as the overall hardships and pains that traditions brought to a society that was striving to be civilized and adopt modern ways of doing things. It also overly uses light and dark visual artifice. Apparently, the image is a 2D artwork with an ostensibly rough texture. It is drawn from gold and silver to give the artwork an impressive view and portray the artist’s aptitude and capability of mixing different colors to create a remarkable image. In the half of th e whole ground that is the fore ground the texture is smooth which is different from the background where by the texture is rough. This connotes a difference in the whole art

Paper on Microbiological Issue Essay Example | Topics and Well Written Essays - 500 words

Paper on Microbiological Issue - Essay Example If any product is found unsafe for consumption, it has to be identified before it causes any damage. The exporters of that particular product must be identified and an appropriate action must be taken in order to ensure the safety of the consumers. This whole task becomes very difficult as there is a lack of communication between the authorities testing the food and he exporters of such food materials. "By proactively sharing information on contaminant and disease outbreak incidents, authorities may allow other countries to detect and respond to issues quicker and more effectively. The International Food Safety Authorities Network (INFOSAN) and Food Safety Emergency Network is a recent initiative of the World Health Organization that will facilitate information exchange and may enhance the control of international food safety incidents. "(Background, 13 March 2009). Most of these authorities are conservative and allow no scope for breach of their laws, it is extremely important in or der to ensure the satisfaction and good health of the consumers. When this topic is being discussed simultaneously in many countries, it becomes a boon in more ways than one. The regulatory authorities can establish standard norms when it comes to food safety and every country involved in this can chip in with their contribution.

Johnstown Flood Research Paper Example | Topics and Well Written Essays - 750 words

Johnstown Flood - Research Paper Example It goes without saying that the Johnstown Flood was both a human and economic tragedy. More than 2,200 Americans were killed in this flood and it caused a huge economic damage amounting to $17 million (Foote 94). One peculiar thing about Johnstown Flood was that it turned out to be the first of its kind disaster relief operation that was handled by the American Red Cross, under the leadership of Clara Barton. Not to mention that the support for these relief operation emanated from across the United States of America and many foreign countries. International Red Cross to begin with was essentially meant to be a battlefield relief organization that was designed to provide help and relief to the victims of wars (Ritter 15). The American Red Cross in consonance with the spirit of its parent organization, also primarily intended to be a war relief organization (Ritter 15). The founder of the American Red Cross that is Clara Barton though had some experience in the battlefield relief opera tions during the American Civil War, it was her heartfelt belief that the American Red Cross could also evolve to be a major instrument of help during the peace time catastrophes and disasters (Ritter 15). In that sense the Johnstown flood came as an opportunity for the American Red Cross to extend help, aid and relief to the victims of an unprecedented peace time disaster. Thereby, the role played by Clara Barton in these relief operations does deserve a salient mention. The 67 year old founder of the American Red Cross determinedly rushed to the scene of disaster, once she came to know of it (Burton 118). She not only helped organize the requisite supplies and material donations, but also beckoned the friends, acquaintances and the citizens of America to accompany her in this relief cause (Burton 118). As it happens in most of the relief operations, the American Red Cross did not act alone to extend relief and help. Before Barton and her crew arrived on the scene, a group of dedic ated Johnstown residents had already initiated a relief operation intended at taking care of a number of local necessities like clean up and repairs, food distribution, restoring the local government, arranging the necessary supplies, etc (Douglas 336). Help and funds poured in from various sectors and voluntary organizations like citizen groups, The Children’s Aid Society, Yellow Cross, and foreign relief organizations (Douglas 336). The primary contribution of the American Red Cross was that it extended the emergency relief and help to the impacted people, before more permanent and elaborate relief distribution could be initiated and organized by the government and voluntary organizations. The role played by the American Red Cross was not merely limited to the immediate aftermath of this disaster, but rather happened to be prolonged, dealing with the provision of shelter and household supplies to the victims (Johnstown Flood Museum 1). Going by the fact that at the time of Johnstown Flood, the American Red Cross was not the exclusive local chapter of the International Red Cross, the organization did much to help and aid the survivors of this disaster (Johnstown Flood Museum 1). It helped nearly 25,000 people and distributed goods and supplies worth $211,000 (Johnstown Flood Museum 1). The American Red Cross also built the Red Cross Hotels that sheltered large

Response to the article Essay Example | Topics and Well Written Essays - 750 words

Response to the article - Essay Example The article by William Robin titled, The Fat Lady is still singing, was in response to an article written by Mark Vanhoenacker that called for the death of this genre of music. In the article, Robin indicates that the passion and enjoyment of this genre of music lives on despite the various shortcomings related to funding challenges and the changing audience being rampant in relation to this genre of music. In fact, William Robin insists that classical music is still alive and it thrives in the current society. To underline his point, Robin insists that there have been various instances that have been used to mark the supposed death of this genre of music. The author indicates by the use of an info graph, the number of times that people have predicted the death of this genre of music with the music not witnessing its death as called on by the prophets. In my view, Robin raises various points although I am wondering why there are no similar discussions related to art forms of paintwork, literature, and cinema. In this case, I think that painting is on its deathbed while, on the other hand, it is my opinion that both cinema and literature are thriving. This brings the status of music in between the dying status of painting and the thriving status of both art forms related to literature and cinema. In particular, this is the current position in which classical music finds itself. My opinion is informed by the fact that the level of creativity surrounding classical music is on the decline as witnessed in the last fifty years although the level of performing classical music is rising, especially due to the heavy influence and the role of the piano as the fundamental accompaniment during performances. At the same time, there is an apparent state whereby individual performers without knowledge and understanding of counterpoints are incre asingly becoming pop stars. This implies that there is a problem although

King of Shaves Assignment Example | Topics and Well Written Essays - 2000 words

King of Shaves - Assignment Example The paper outlines the challenges faced by the King of Shaves in the industry using Porter’s five force model and also assesses the generic strategies that the company applies in its operation. Table of Contents 1.0 Introduction 5 2.0 Findings 5 2.1 Porter’s Five Forces Model 5 2.1.1 Rivalry among Current Competitors 5 2.1.2 Threat of New Entrants 5 2.1.3 Bargaining Power of Buyers 5 2.1.4 Bargaining Power of Suppliers 6 2.1.5 Threat of Substitutes 6 2.2 Analysis of the Challenges Facing King of Shaves Using Porter’s Five Forces Model 6 2.2.1 Rivalry in the Market 6 2.2.2 Threat of New Entrants 6 2.2.3 Bargaining Power of Buyers 6 2.2.4 Bargaining Power of Suppliers 7 2.2.5 Threat of Substitutes 7 2.3 Opportunities and threats for King of Shaves 7 2.3.1 Opportunities 7 2.3.2 Threats 8 2.4 Strategy of King of Shaves 8 2.4.1 Cost Leadership 8 2.4.2 Differentiation Strategy 8 2.5 The Concept of Stakeholder Analysis 9 2.6 King of Shaves’ Stakeholder Framework 9 2.6.1 Stakeholder Framework 9 2.6.2 Mapping Stakeholder Power and Interest 9 3.0 Conclusion 10 1.0 Introduction The King of Shaves is a top UK manufacturer of shaving and skincare products that was founded in 1993 by Will King with a seed capital of ?15,000. King formed the company with his partner Hiten Dayal, under umbrella firm, Knowledge & Merchandising Inc. Since its establishment, the King of Shaves as grown as a brand and overtaken some of the most critical players in the industry. The company is now second to Gillette in the UK market and is picking in the U.S. market as well as other global markets such as China and India among others. However, the company faces strong opposition from its competitors in its growth focus. This report analyses The King of Shaves’ operation industry using Porter’s five force model and also proceed to identify opportunities, strategies of the company and closes stakeholder analysis. 2.0 Findings 2.1 Porter’s Five Forces M odel Michael Porter developed a framework that assists business managers in their strategic decision-making process. Porter’s Five Competitive Forces Model is crucial for exploring the structure of an industry in which an organisation operates. Consequently, managers use the model to establish competitive edge over their market rivals (Ahlstrom & Bruton 2010). Porter’s five forces that drive competition in an industry include: 2.1.1 Rivalry among Current Competitors The extent of rivalry among companies varies from one industry to another. These variations in industry competition levels are of particular interest to strategic analyst. An industry with low level of competition is perceived as disciplined. Ruthless competition may prove detrimental to firms within an industry. 2.1.2 Threat of New Entrants The likelihood of new players getting into the industry also affects the level of competition. An industry with high level of barriers discourages new market participan ts from invading the market and exhibit attractive profit levels for existing firms. On the other hand, an industry with low entry barriers or free entry encourages new entries and exhibits low profitability (Ahlstrom & Bruton 2010). 2.1.3 Bargaining Power of Buyers The bargaining power of buyers refers to the ability of buyers to influence an industry. In an industry where the buyer power is strong, the buyers have great control of pricing of products

Clinical Research Industry Issues Essay Example for Free

Clinical Research Industry Issues Essay Services in the business sector becomes troublesome when customers seem to act too superior when dealing with the company’s employees (Bassett 25). Companies which disseminate excellent customer service definitely excel in the market (Bassett 26). There are plenty of physicians who run out of patients to treat, and still, there are a lot of patients who search for the right physicians (Rizzo Sindelar 968). Physicians enter into a competitive market within the consumer population by trying to put the best medical practices forward in the market of consumer population (Rizzo Sindelar 968). These medical practices are what make the physicians stand out among the patients (Rizzo Sindelar 968). Patients may decide to seek the services of a different physician due to relocation reasons (Rizzo Sindelar 968). Patients also may change the physician that they are seeing due to the fact that their previous physician is not able to disseminate the quality level of services that the patients are seeking (Rizzo Sindelar 968). Wider government services are of no use to be implemented as aid to pharmaceutical operations if the pharmaceutical industry would not adjust its degree of services to public needs (Olson 304). The pharmaceutical industry needs to work hand in hand with other health care provider companies so that it would be able to improve its services to the public (Olson 304). The pharmaceutical industry needs to work more closely with physicians in order to better improve its services. The pharmaceutical industries would be able to obtain advice from physicians regarding the following matters: Clinical Research Industry Issues 3 1. The rampant illnesses that patients possess. 2. The common types of medications that patients are prescribed to. With this information gathered by the pharmaceutical establishments from physicians, the pharmaceutical establishments may be able to provide better services to the patients. Literature Review 2. Ethical And Policy Issues In Research Involving Human Participants It is of utmost importance that the welfare or well-being of the human participants be given consideration when conducting a research (Jones 97). It is required that every researcher declare the progress of his/her report to a research study agency as outlined in a particular research’s ethical guidelines (Jones 97). 3. Research Involving Persons With Mental Disorders That May Affect Decision- Making-Capacity Researches on the origins of mental disorders refer to neurobiological elements as their causes (Walsh, Green, Matthews Puerto 43). Sixty one percent of the participants that have been studied on these researches unanimously states that a person with a high level of mental illness inherits the illness from a mentally ill parent (Walsh, Green, Matthews Puerto 43). 4. Bias In Pharmaceutical Sponsored (Funded) Clinical Trials Clinical Research Industry Issues 4 The pharmaceutical industry may become biased when sponsoring clinical trials. They may actually tamper with the results of the clinical trials to make it appear that the participants are sick even when they are not, just to increase the pharmaceutical industry’s sales. 5. Relationship Between Clinical Investigators And The Pharmaceutical Industry At times, the executives of the pharmaceutical industries bribe the clinical investigators in order to tamper with the results of the clinical trials. This is an unethical and legally violating event that takes place sometimes 6. Corporate Hand In Clinical Trials And Their Contracts With Medicine Academia The corporations usually consult the medicine academia for sources and aid in order to facilitate their clinical trials at the highest level of quality. Clinical Research Industry Issues 5 References: Bassett, G. (1992). Operations Management For Service Industries : Competing In The Service Era. Westport: Quorum Books. Rizzo, J. A. Sindelar, J. L. (2002). Optimal Regulation Of Multiply-Regulated Industries : The Case Of Physician Services. Southern Economic Journal, 62: 968. Walsh, J. , Green, R. , Matthews, J. Puerto, B. B. (2005). Social Workers’ Views Of The Etiology Of Mental Disorders: Results Of A National Study. Social Work , 50: 43.

Berkshire Threaded Fasteners Case Essay Example for Free

Berkshire Threaded Fasteners Case Essay Berkshire Threaded FastenersBerkshire Threaded Fasteners Company has recently lost their president, John Magers. The resulting appointment of his inexperienced son Joe Magers has lead to the companys loss of confidence. Brandon Cook is the recently appointed general manger who was hired to turn the company around after a loss of $70,000 in a good business year. As a member of an outside consulting firm I have been called in to give advice on the problems the company is facing. The time period has been updated to the present times. Manufacturing ProcessSee Appendix A for the detailed manufacturing process. In short, fasteners begin as wires, rods and bars which are then cut to length, headed and finally threaded. What should be noted is that this particular manufacturing process called cold forming is high-speed, high-volume, economical and has low wastage. Such economies of scale will allow Berkshire to offset the very high costs of cold-forming equipment. Business StrategyA careful analysis is needed in order to determine Berkshires business strategy. At first one would think it was product differentiation because of the inelastic demand in the short run. But one thing that should also be noted is the fact that for most goods, demand is much more price elastic in the long run than in the short run. This combined with the fact that Berkshire is convinced that it could not individually raise prices without suffering substantial volume declines, and that all the products of the different manufacturers in the industry are very similar, prove that their business strategy is in fact cost leadership. Another piece of evidence that also supports this strategy is the fact that the major focus of their accounting system seems to be on cost reduction. Place in the EconomyThe industrial fastener industry has been experiencing modest growth since the 1990s with an average per annum revenue growth rate of 3.6% ; though the number of employees have remained relatively the same. The North American fastener industry is still expected to grow by around 4% annually despite the competition from foreign countries. However this number represents a decline from the 9% growth spurt which occurred in 1998. The North American fastener production is strongly tied to the production of automobiles, aircraft, appliances, agricultural machinery and equipment, and the construction of commercial buildings and infrastructure. The more these industries prosper, the greater the demand and prospects for the fastener will there be. There has been as ever expanding market for fasteners in the 21st century in the aerospace industry. In fact a 9% annual growth in fasteners for this industry can be expected. Motor vehicle sales have also increased by 9.6% from 2005 to 2006. Unfortunately housing starts have only increased by 0.7% from 2005. In the future analysts expect metal fasteners to face competition from the adhesives industry as more products are being made with plastic, a product best joined together by adhesives. Also buyers have now been demanding innovative and diverse fasteners which are also more environmentally friendly- fasteners that maintain lubricity without the use of cadmium, a suspected carcinogen. So the industry is slowly shifting its focus to more highly engineered, technologically advanced fasteners. SWOTStrengths:1) Newly appointed Brandon Cook has wide executive experience in manufacturing products similar to that of Berkshire. 2) Berkshire operates in a capital intensive industry. But as a percentage of total sales, Berkshires labour costs are 24.69%. This suggests that they either still retain their employees even when they could have done without them or that they pay very high salaries to a few workers. This shows that Berkshire has either very loyal employees or very skilled employees- both being assets. Weaknesses:1) Joe Magers is not very experienced and the company is facing losses in the production of the 200 and 300 series. 2) As a percentage of total sales, Berkshires fixed costs are 47.37%. This is much higher than what a price competitive manufacturer like Berkshire should have had. 3) Berkshire pays 49% of all its wages and salaries to administrative and sales employee, when the industry average is 27% . This shows poor decision making processes of the firm. Opportunities:1) If product lines are discontinued, with the excess capacity and skilled labour force they can branch out into the production of more diverse fasteners. This ties in with the fact mentioned previously that buyers are now demanding more specialized products. Threats:1) Berkshire operates in an industry where a few of its competitors are much larger. 2) The industry is dominated by Bosworth who dictates the prices that are charged for fasteners. 3) Buyers are slowly demanding more specialized fasteners. ProblemWhat is very evident is that the company is losing money on its products. In the previous time period they had incurred a loss of $70,000. Berkshire is unsure if it is the result of the production of the 300 series or the pricing decisions of the 100 series. These alternatives need a careful analysis in order to make informed decisions that will help turn the company around. Alternative #1 Status QuoQuantitative Analysis:In order to determine if the company should do nothing, is to predict the future cash flows and net income (loss) for the second half of the year. See Appendix B for this calculation. The predicted net income is in fact a loss of 1134. Yet, net income may not be a faithful representation, so cash flows have also been calculated. The predicted cash flow is a negative amount of 388. These amounts while better than alternative #3 (drop the 300 series) is not as good as the cash flow and net income amounts for alternative #2 (reduce price levels of the 100 series). One very important thing that needs to be noted is the fact that variable costs are indeed relevant. Fixed costs remain constant even after the production is stopped, but variable costs increase and decrease with production. Therefore the total contribution margin for this alternative was calculated to be 1504 which does show this alternative in a better light  especially when in comparison to its net loss and cash flow figures. Qualitative Analysis:The reduced production of the 100 series as a result of the price level remaining the same will have a significant impact on Berkshire. The reduced production may lead to employees worrying about the fact that they may be laid off to such an extent that their productivity is significantly lowered. Berkshire could also develop a reputation of charging higher prices than the industry standard and they could end up loosing more and more buyers to competitors. Alternative #2 Change price level to $2.25 for the 100 seriesQuantitative Analysis:In order to determine if the price level needs to be dropped a few calculations are needed. First a prediction of its impact on the net income and cash flows for the second half of the year is needed. These calculations are shown in Appendix C. The predicted net income figure is a loss of 1035. The predicted cash flow is a negative amount of 289. While these figures do seem abysmal, what should be noted is that in comparison to the other alternatives, these figures are much better. Both the net loss and negative cash flow amounts in this alternative is 99 lower than the status quo alternative and 338.58 lower than the drop 300 series alternative. This hints to the fact that maybe the price should in fact be dropped. Another fact that backs this assertion up is in the calculation of the Contribution Margin (CM) for both price levels, based on data from the first half of the year. Table 2 in Appendix A shows this calculation. While the CM of the new price level is lower than that of the original level (0.96 vs. 1.16), the fact that they will sell 250,000 units more (and hence a higher total CM for the new price) clearly makes up for this difference. The success of the new prices level will be contingent on the number of units sold. What is very dangerous about this alternative is that if in the future the demand in the market for this product line slumps, only a very small amount of money will be available to be used to pay off the fixed costs. Qualitative Analysis:The change in price level will not have much of an effect on the employees of Berkshire because they would still be producing  around the same amount of units (1000000 vs. 996859). They would not have to worry about being laid off. What will be affected is Berkshires reputation. If they had not changed they would have developed a reputation of charging high prices. The reduction of the price would put them at par with Bosworth. Alternative #3 Drop 300 seriesQuantitative Analysis:In order to determine if the 300 series needs to be dropped a few calculations are needed. First a prediction of the impact of its removal on the net income and cash flows for the second half of the year is needed. The predicted net income figure is a loss of 1373.58 and the predicted cash flow is calculated to be a negative amount of 627.70. The net loss figure calculated is the highest loss of all three alternatives and the negative cash flow amount is also much higher than the alternatives as well. This hints to the fact that maybe the 300 series line should not be dropped. Also, if the 300 series had been dropped at the beginning of the year it can be seen that there would have been a loss of -183. See the calculations for these numbers in Appendix D. Another aspect that backs up this assertion is the calculation of the Contribution Margins for all three product lines based on first half information. Even though Berkshire incurred a loss of .22/unit in the first half for series 300, when you calculate the CM it is a whole new story- the CM of 300 is a positive number- 1.15/unit, this means that Berkshire would in fact incur an even greater loss if they chose to halt production. The 1.15 per unit would no longer be available to cover some of the fixed costs. What is also surprising is the fact that the 300 series Contribution Margin is not far behind from that of the 100 series (the most profitable product line) and equal to that of the 200 series. A few other very important observations also need to be taken into account. First, since many products do cover all their variable costs, no product line would ever be dropped if only a contribution margin analysis were conducted. Second, even though the 300 series covers its variable costs and part of its fixed costs, it proves to be below par when considering full costs. Finally, in the long run all costs are variable, so the 300 series in this time frame is in fact a poor product line. Qualitative Analysis:If the 300 series was dropped it would have a significant qualitative impact on Berkshire and its employees. All the employees who were involved in the production of this line would either have to be laid off (which would have a negative impact on the reputation of the firm), or they could still be retained (which would lead to them obtaining a deep sense of respect and loyalty to the firm). Also the employees who would be shifted around would gain a greater skill set and hence become very valuable assets to the company. Evaluation of the alternativesComparison Table1) Profitability2) Timeliness3) Consistency with Strategy. Alternative #1-$11347 daysNot as muchAlternative #2-$10354-7 daysYesAlternative #3-$137410-14 daysNot as much1) Profitability:The primary objective of all businesses, no matter how big or small, is profit. That is why as a criterion, Profitability was given the number one rank. The three alternatives can easily be evaluated on this criterion by comparing the net income figures. Alternative #2 easily wins in this criterion. Despite the fact that it does have a net loss, the loss was not as great as that of Alternative #1 and #3. One important thing that should be noted is the fact that perhaps the second half of the season is always a slow period and that is why the net income figures are so low. 2) Timeliness:Berkshire operates in a business environment where if firms that lag behind in decision making, implementation of policies etc, they will be left behind with no profits. That is why Timeliness was given the rank of two. Surprisingly Status Quo would have an implementation time of around 7 days. Since keeping the price level of the 100 series the same at 2.45/unit would result in them producing 385332 less number of units (See Appendix E for the calculation), time would be need to shift employees around to new jobs in the firm, possibly close down a warehouse or even convert the machines used to produce the 100 series to now produce a different product line. Alternative #2, reduce price level would probably only take 4-7 days to implement. The only thing Berkshire would need to do would be to inform their current buyers of their new price level and perhaps also to advertise the lower price in a specialized fastener industry journal. Alternative #3, drop the 300 series would probably take around 10-14 days. Not only would Berkshire need to shift employees around, close down a warehouse etc, as a result of producing a lower number of 100 series units, but they would also have to announce the dropping of the 300 series line to its buyers, move even more employees around (or possibly lay them off), close even more warehouses down, move machinery around the manufacturing space etc. This would be a very time consuming process. Overall Alternative #2 would win in this criterion as it would have a less time consuming implementation time and process. 3) Consistency with Strategy:This criterion was given a rank of three because while necessary in the evaluation, Profitability and Timeliness do have a greater importance. In the short run Alternative #2 had the greatest consistency with strategy. Berkshire is a cost leader, and reducing the prices of the 100 series ties in very well with this strategy. Alternative #1 and #3 chose not to reduce the price and this decision conflicts with their cost leadership strategy. ConclusionOverall I would recommend that Berkshire implement Alternative #2- reduce the price level of the 100 series, as it did win in all three criteria. But one important thing needs a re-mention. The CM per unit of the reduced price level was lower than that of the higher price level. It was only because of the higher volume of sales did it manage to have a higher total contribution margin. In the future if sales volumes drop, despite the price change Berkshire would incur heavy losses. At this present time Alternative #1 and #3 are both very unprofitable and will still be in the future. At least Alternative #1 is not as unprofitable at this present time but what happens in the future will all depend on sales. Recommendations for Specific Action1) Chose a date when the price change will come in to effect and make sure all current buyers are aware of this well ahead of time. 2) Advertise in newspapers, journals etc to get the message across to new buyers that Berkshire has reduced its prices. 3) All forms, documentation, accounting systems etc should be changed to take into account the new price level. 4) Make sure that there are people at hand to research the market and evaluate whether demand is going to decline for the 100 series. 5) Make sure that there are researches available to study the market for new trends and new types of fasteners that could be produced in the future.

T Cell Receptor and the B Cell Receptor: Comparison

T Cell Receptor and the B Cell Receptor: Comparison The entire world is full of pathogens which we need to fight off to leave a normal life. Due to this, we have an immune system that helps us fight off and prevent/manage subsequent infections. Our immune system can be classified into two, the innate and acquired immune responses. The innate immune response is broadly specific and provides the first defensive action against any infection. Their response to any subsequent infection stays the same as the initial infection. In contrast, the acquired immune response is highly specific such that it provides defence by generating antibodies specific to an antigen. They also have the capacity of keeping infection memory such that there will be a more powerful response to future infections. Innate immune response is mostly provided by macrophages, dendritic cells, polymorphonuclear leukocytes, mast cells, natural killer cells, erythrocytes and platelets. The acquired immune response is provided by lymphocytes, the T (T cells) and B lymphocyte s (B cells). The lymphocytes are derived from hematopoietic stem cells (HSC) in the bone marrow. That form MLPs (myeloid-lymphoid progenitors). If the HSC and MLP stay in the bone marrow they form B cells and if they migrate (via blood) to the thymus they form T cells (see figure below). Initiation of immune response by the lymphocytes first requires recognition of the antigens and this is achieved by cell surface receptors called BCRs (B cell receptor) and TCRs (T cell receptor). These two receptors have great similarities and differences in their structure complexes, antigen recognition, cell activation and genetic recombination. A) STRUCTURE OF BCRs AND TCRs Both the BCR and TCR have great similarities and differences in the structure. They both exist as multi-chain complexes as seen in the diagrams below: i) Antigen recognition components In the figure above, section A shows the structure of a BCR. The BCR antigen recognition medium is an immunoglobulin (Ig) molecule (a transmembrane antibody). The antibody is modified via alternative splicing that adds a hydrophobic transmembrane domain and a short cytoplasmic domain (~3 aminoacids) at the C terminus of the immunoglobulin heavy chain (Wall Kuehl 1983). All naà ¯ve B cells only express both IgM and IgD classes of immunoglobulin but do switch to other classes upon activation by antigens (Goding, 1978). The antibody (figure 2C) is a highly specific Ig that can adopt any one of the 5 immunoglobulin isotopes, IgG, IgA, IgM, IgD and IgE. The antibody has 3 regions of which 2 regions (FAB) vary from antibody to antibody and bind to antigens and 1 region (FC) that binds to effector molecules. The antibody is composed of 2 light and 2 heavy chains held together by inter and intra disulphide bonds. The heavy chains depending on the Ig isotypes can be any one of ÃŽÂ ³, Ã⠀šÃ‚ µ, ÃŽÂ ±, ÃŽÂ ´ or Ɇº chains. The variable domains (VH and VL) bind to antigen and also bring about variability and antigen recognition specificity. This specificity is mainly due to the presence of 3 hypervariable regions (Complementary Determining Regions), namely CDR1, CDR2 and CDR3 in the variable regions. Similar to BCR, the antigen recognition medium in TCR is an immunoglobulin heterodimer made from ÃŽÂ ± and ÃŽÂ ² Ig chains (in most T cells) or ÃŽÂ ³ and ÃŽÂ ´ Ig chains. Unlike in BCRs where the IG can be of 5 types, in TCRs the Ig heterodimers are only of 2 types. The two Ig chains in TCRs are (also like BCRs) held together by intra and inter disulphide bonds. As seen in section C, each Ig chain folds into 2 domains, the variable and the constant domain. This folding greatly resembles the FAB region of the antibody in BCRs. Likewise antibodies, the ÃŽÂ ±ÃƒÅ½Ã‚ ² and ÃŽÂ ³ÃƒÅ½Ã‚ ´ heterodimers also have hypervariable regions (CDR1, CDR2 and CDR3) in variable domains. The variable regions in both BCRs and TCRs bring about specificity and diversity The BCR antibodies have a hinge joint (connecting FAB and FC) that makes the Ig molecule very flexible. Unlike antibodies, the flexibility of the TCR Ig molecule is very limited at the elbow region (junction of constant and variable region) (Degano et al, 1996). ii) ACCESSORY PROTEINS Both the BCR and TCR have very short cytoplasmic domains that restrict the binding of any signal transduction factors to the receptors. Due to this the receptors are unable to transducer signals into cells upon antigen recognition. Signal transduction is achieved via the accessory proteins. BCRs (figure 2 section A) accessory proteins consists of one or more dimmers of one each of Ig-ÃŽÂ ± and Ig-ÃŽÂ ² chains held together in the cell membrane by a pair of disulphide bonds. The cytoplasmic domains of these chains have phosphorylation sites called ITAMS. Unlike BCR accessory protein, the TCR accessory proteins (figure 2, section C) is composed of a complex know as CD3. It consists of 3 types of invariant chains, namely ÃŽÂ ³, ÃŽÂ ´ and Ɇº. A ÃŽÂ ³ or ÃŽÂ ´ chain couples up with one Ɇº chain (by formation of disulphide bonds) each to form two dimmers (ÃŽÂ ³Ãƒâ€°Ã¢â‚¬ º and ÃŽÂ ´Ãƒâ€°Ã¢â‚¬ º). In addition to this, a dimmer of 2 zeta (ÃŽÂ ¶) chains is also present. Together, these 3 dimers make up the CD3 complex. The ÃŽÂ ¶ chains have a much longer cytoplasmic tail than the ÃŽÂ ³, ÃŽÂ ´ and Ɇº chains and have 3 ITAMs as compared to one in the ÃŽÂ ³, ÃŽÂ ´ and Ɇº chains. Therefore for both BCR and TCR accessory proteins are dimmers that all contain ITAMs. B) GENERATION OF RECEPTOR DIVERSITY There are millions antigens and we need to produce millions of antibodies against them. However, we do not have millions of Ig genes so how are we able to produce all these different antibodies? The answer is antibodies are produced in developing B cells via genetic recombination of genes encoding the immunoglobulins (Hozumi and Tonegawa, 1976). The figure below shows the gene segments coding immunoglobulins. Figure legend: The human heavy chain locus as shown in the last row, consists of about 38-46 functional VH genes, 27 DH and 6 JH genes. The light chain can be either made of ÃŽÂ » or ÃŽÂ º chains. The ÃŽÂ » locus consists of about 30 functional V ÃŽÂ » genes and 5 J ÃŽÂ » genes each separated by a J segments. The Kappa locus has about 34-40 functional VÃŽÂ º genes and 5 JÃŽÂ º genes. The variable heavy chain region of the antibody is made from the joining of the V (variable), D (diversity) and J (joint) gene segments and the variable light chain (which can be either ÃŽÂ º or ÃŽÂ ») is formed from the joining of V and J segments only. A process called V(D)J recombination involves joining different gene segments and as a result bringing about antibody diversity. At the heavy chain locus, any one of the 27 D and 6 J gene segments are first joined together and then any one of 46 V gene segment is joined to this DJ segment. This rearranged DNA is then transcribed to form a primary mRNA. This mRNA then undergoes splicing to bring the VDJ segment close to the constant gene segment. Additional diversity is achieved as any 1 of the two types of light chains can be formed. Random insertion of nucleotides either side of D segments also creates N-nucleotide diversity. In total about 106 possible immunoglobulin gene combinations can be formed. This recombination process is driven by recombination signal sequences that flank the coding gene segments. Certain enzymes (RAG-1 and RAG-2) help mediate this somatic recombination process. The antibodies produce undergo a processs of clonal selectin where only the antibody specific to the antigen preferentially proliferates to make many antibodies. Binding affinity of BCR is greatly increased after antigen recognition where the variable regions of both heavy and light chain undergo somatic hypermutations. This is where point mutations are put in the variable regions of rapidly proliferating B cells. These mutations produce antibodies that may have good, moderate or good affinity for the antigens. The antibody with good affinity will have a selective advantage during clonal selection. The gene segements encoding TCR ÃŽÂ ² chain follow the similar V,D,J and C arrangement of BCRs. The recombination process involves of of the two DÃŽÂ ² genes rearranges next to one of JÃŽÂ ² genes. Then one of the ~50 V genes arranges next to the preformed DÃŽÂ ²JÃŽÂ ² genes. As seen , this is also similar to the B cells where a DJ segement forms first and then joins up with a V segment. There is also random insertion, just like in B cells, of nucleotides either side of D segments to create N-nucleotide diversity. Unlike in B cells, there is no somatic hypermutation in T cells after antigen recognition. If this occurs, the TCR will loose its ability to recognise MHC and the peptide it presents. C) ANTIGEN BINDING/RECOGNITION BCR and TCR have similar immunoglobulin antigen recognition receptors but the types of antigens they recognise are very different. BCR can recognise naÃÆ' ¯ve (as a whole) antigens and TCR can only recognise a single antigen peptide sequence presented onto cell surfaces by MHC (Major histocompatibility complex) molecules. The antigens recognised by B cells are naÃÆ' ¯ve and therefore the antibody in BCR mostly recognise discontinuous epitopes on the antigen and antigens recognised by the TCR is in form of linear peptide sequences and therefore they mostly recognise continuous or linear epitopes. Antigen recognition by BCR is very simple where the antibody variable region simply recognises specific epitopes on antigen and bind to it. The BCR can recognise 3 types of antigens, Type 1 thymus independent antigens (where bacterial lipoproteins can bind to mitogenic bypass molecules on B cells surface and this allows non-specific antigen B cell activation), Type 2 thymus independent antigens (appiles to antigens that have well spaced and repetitive polysaccharides that bind to multiple antibodies in BCR and activate the B cell) and Thymus dependent antigens (require helper T cells). Thymus dependent antigens when bind to TCR, instead of causing activation normally cause anergy. Due to this, once the binding has occurred, the whole antigen+TCR comples is endocytosed, the antigen is hydrolysed by enzymes and processed to small linear peptides and then presented onto the B cell surface via MHC2 molecules. Helper T cells then recognise this peptide-MHC complex. B cells have loads of C D40 on their surface that binds to CD40L present on Th helper cells. In response to this Th cells secrete IL-4, 5, 6 that also help activate other costimulatory molecules in the BCR coreceptor complex. All these events provide costimulation of the B cells and it is activated. ÃŽÂ ±ÃƒÅ½Ã‚ ² heterodimer TCRs in comparison can recognise any type of antigen that is processed and presented as a single peptide on MHC1 on target cells and MHC2 on B cells, macrophages and dendritic cells (all professional antigen presenting cells). The non-covalent forces that help TCR bind to the peptide-MHC complex are similar to the forces that enable the antibody bond to the antigen i.e. noncovalent. Unlike BCR that only have to recognise epitopes on antigens, the TCR has to both recognise the presence of both MHC molecule and antigen peptide. The TCR VÃŽÂ ± (variable alpha region) overlays ÃŽÂ ±2 helix of MHC1 or ÃŽÂ ²1 helix of MHC2 and the VÃŽÂ ² domain overlays ÃŽÂ ±1 helix in both MHC1/2. The CDR1 and CDR2 bind to ÃŽÂ ± helices of MHC and the CDR3 (which is more variable), binds to the antigen peptide on MHC. This concept is summarised in the picture below: Figure legend: The picture shows how the TCR variable complementarity determining regions (CDR) which are the binding sites interact with peptide-MHC complex. The CDR1 and CDR2 bind to the MHC alpha helices and CFR3 binds to the peptide. The ÃŽÂ ³ÃƒÅ½Ã‚ ´ TCRs are more similar to BCR antibody as they can recognise naÃÆ' ¯ve antigens without the requirement of processed antigen presentation. Another similarity of BCR and ÃŽÂ ³ÃƒÅ½Ã‚ ´ TCRs is that in the antibodies of BCRs, the CDR3 regions on heavy chain are shorter than the CDR3 in heavy chains and also the same in ÃŽÂ ³ÃƒÅ½Ã‚ ´ TCRs is seen where the ÃŽÂ ³ are shorter than the ÃŽÂ ´ CD3. COSTIMULATIONS Both lymphocytes do not get activated (but undergo anergy) once they recognise and bind to an antigen. They require costimulatory signals that will eventually lead to the activation of the lymphocytes. The B cells have BCR co receptor complex consisting of CD19 and CD21 (complement receptor), CD81 and LEU13 (interferon induced transmembrane protein 1). All these molecules are stimulated in presence of interferons and complements that give a costimulatory signal to B cells and activate it when it has recognised an antigen. The precise details of how these costimulatory molecules stimulate B cell signalling are still under investigation. In contrast to the 4 main costimulatory molecules in B cells, the primary costimulatory molecule in T cells is CD28 (figure besides) The binding of peptide-MHC to TCR causes up-regulation of certain molecules (e.g. CD28). T cells, like B cells can be costimulated by either cytokines or costimulatory molecule interactions. APC have surface molecules such as the B7.1 and B7.2 (or the CD80 and CD86) that recognise and bind to a molecule on the surface of the T cells called CD28 found on CD. This interacting provides co stimulation. The CTLA4 molecule is highly expressed after proliferation of the T cells. Once it binds to B7, instead of co stimulating T cells, it turns the T cells off. This is helpful in preventing excessive immune responses. No such regulatory mechanism is seen in B cells. A unique feature of T cells is that they have co receptors (CD4 and CD8) that help recognise the MHC molecules. CD4 molecules act as co receptors for MHC2 and are found on helper T cells and CD8 molecules present on cytotoxic T cells help recognise MHC1 molecules. ACTIVATION OF B AND T CELLS The activation of B and T cells following antigen recognition is somehow similar as it involves the phosphorylation of the ITAMS of accessory proteins. In B cells, antigen binding and co stimulation recruits the BCR+antigen to lipid rafts that brings protein tyrosine kinase Lyn close to the ITAMs of the cytoplasmic tails of the BCR associated proteins. Lyn phosphorylates ITAMs and triggers a signal cascade that results in increase of cytoplasmic calcium levels that activate transcription factors that control the entry of B cells into cell cycle. Eventually activate the B cells which then form plasma cells (that make loads of clones of antibodies to the antigen) and memory cells that will help manage subsequent infections. The initial proliferation of the activated B cell is accompanied by somatic hypermutation of the rearranged antibody variable genes that lead to the production of antibodies that may have poor, moderate or good binding capacity to the antigen. The good binding antib odies will be preferentially selected during clonal selection and they will further undergo proliferation to produce plasma and memory cells. A similar situation also occurs in T cells where there is activation of lipid rafts that bring the zeta chain ITAMS close to Lck (a protein tyrosine kinase) that phosphorylates the ITAMs and therefore create opportunity for other factors to bind to it and eventually cause mobilization of calcium that causes proliferation of T cell into Helper T cells, Regulatory T cells and Cytotoxic T cells.