Transplants and Diabetes :: essays research papers

Three Toronto scientists have developed an organ transplant procedure that could, among its many benefits, reverse diabetes. The procedure was developed by Bernard Leibel, Julio Martin and Walter Zingg at the University of Toronto and the Hospital for Sick Children. The story of their work began in 1978, when they delved into research which had never before been tried. They wanted to determine if the success rate of organ transplants would increase if the recipient was injected with minute amounts of organ tissue prior to the transplant. The intention was to adapt the recipient to the transplanted tissue and thereby raise the threshold of rejection. In the case of the diabetes experiment, this meant injecting rats with pancreatic tissue before transplanting islets of Langerhans, small clusters of cells scattered throughout the pancreas which produce insulin, glucagon, and somatostatin. In their first experiment, outbred Wistar rats were injected with increasing amounts of minced pancreas from unrelated donor rats for one year while a control group was left untreated. Then both the treated and control groups received injections of approximately 500-800 islets of Langerhans from unrelated donors. Of the five treated animals, two became clinically and biochemically permanently normal. Six months later, Martin examined the cured rats and found intact, functioning islets secreting all of their hormones, including insulin. None of the controls were cured. Encouraged by their first results, Leibel, Martin, and Zingg decided to repeat the experiment with rats with much stronger immune barriers (higher levels of rejection). Seven rats out of nine were cured. "We set up a protocol and worked patiently with small numbers," says Leibel, "but the results are indisputable." In addition to reversing diabetes, there are two other benefits to the pre-treatment procedure, according to the scientists. The first is that the pancreas produces all the other hormones of a normal pancreas, not just insulin. The second benefit is that the transplant recipient doesn't have to take immunosuppressive drugs, which are so toxic for diabetics. At present, diabetics who receive a transplanted pancreas must take such

Speech of How to Make Choices :: essays research papers

Every moment in one?s life should not be passed by, but cherished as if it were to be the last moment they live. Taking time to think about the next step in your life is cherishing your life. The choice made in every moment of life will end up affecting you good or bad. One needs to realize that they need to think two steps ahead instead of one and end up falling behind. That is why I have taken the liberty to measure the pros and cons of a tremendous decision about to be made. In this presentation, you will find that I have given much thought into this choice. Just because I get more goods than bad or vice versa, does not mean I did not follow my heart, choosing the decision that will make me happy. Many may not agree with my choice, but I came to realize and thought to myself that ?You know what, that?s not my problem.? There may be consequences to life?s decisions, but we all can learn from mistakes, only mistakes, never regret. If you know how to make good decisions then you can write your life. It takes making the decision to do so on a consistent basis. First, I considered the consequences of my actions. I let long term goals overshadow the thrill of short-term benefits. I have written down on a piece of paper both the short-term and long- term benefits and the short-term and long-term consequences of any action. I took the necessary time I needed to think this decision out to its conclusion. This does not mean procrastinate. That will put me in danger of not controlling my life and/or my business. I will not be able to steer either to the desired outcome. I asked about the benefits and drawbacks that they have experienced. It is important to keep in mind that although others may give advice it is still my task to make a final decision and you must bear the responsibility of it.

Huckleberry Finn, Daisy Miller and Sister Carrie as Heroes Essay

The definition of a hero is not straight-edged. Heroes are, however, imagined to possess certain qualities. Courage, romanticism, charming beauty, and a willingness to defy society are four very prominent characteristics amongst heroes and contribute to today's notion of heroism. In order to decide if and to what extent any character lives up to the standards of heroism, one must search for these qualities. Huckleberry Finn, Daisy Miller, and Sister Carrie are three heroes from three different novels. It has already been decided that they are heroes. Therefore, the question is not whether or not they are heroes. The question is to what extent do they fit this notion of heroism? To what extent do they possess courage, romanticism, noncompliance, and beauty? As their characters? are searched and examined, one will discover that each may be a little brave, romantic, rebellious, and attractive, but they all fall short of the complete hero. Huckleberry Finn is brave, but he lacks romanticism and beauty and caves into society?s pressure. Daisy Miller stands firm when society tells her to change, but she lacks real courage, romanticism, and beauty. Lastly, Sister Carrie is beautiful and romantic, but she is neither courageous nor willing to resist society?s influences. The three characters ? Huck, Daisy, and Carrie ? overcome some obstacles and attain heroic qualities, while other obs tacles hinder them. Huckleberry Finn, hero of Mark Twain?s Adventures of Huckleberry Finn, possesses courage, one of the four main pillars of a heroic building. However, his building does not stand tall because he lacks the other three pillars. His foundation is not sturdy. He, like all of the characters, falls short of the heroic ... ...use he is a victim to his environment. On one page he is Huck and on the next he is ?Tom Sawyer.? And then there is Carrie, the imitator. Her final profession as an actress perfectly fits her character. Daisy is the only one who stays true to her character. She may just be a daisy, but she is a dependable daisy. Her character is consistent, and, therefore, one can trust that the heroic qualities she does possess will persevere in any conditions, even if unwavering means death. Works Cited Dreiser, Theodore. Sister Carrie. New York: Bantam Books, 1982. James, Henry. Daisy Miller. England: Penguin Books, 1986. Twain, Mark and Thomas Cooley, ed. Adventures of Huckleberry Finn. Norton Critical Edition. 3rd ed. New York: W.W. Norton & Company, 1999. ?Heroism.? Online Dictionary. February 2005. Internet 12 February 2005. Available .

What If Rizal Was Not Exciled

In July 1982 Jose Rizal was exiled as prisoner in Dapitan. When he arrived in Dapitan, he found it to be a sleepy little town. He thought of ways and means to make it clean, beautiful, and modern. With the help of his friend, father Sanchez, he made a map of Mindanao in front of the church. The map was made up of stones, earth, and grass and it serves as adornment that makes the town plaza beautiful. He and Father Sanchez, together with the citizens, had erected a lamp post in every corner of Dapitan.By stroke of luck, he won six thousand pesos from lottery ticket and he spent the amount in Dapitan. Modern agriculture implements were taken and transmitted from the United State and he taught the farmers how to use them. He bought sixteen hectares of land along the bay where he himself built a little house. He had become a farmer who himself worked hard, toiled, and happy in planting coffee and cacao and from 800 to 1,000 coconuts. (Retana, 1907) As a doctor, Rizal was aware of a wide spread of malaria due to mosquito bites.In order to get rid of malaria, he drained the swap where mosquitoes were staying. He also directed the construction of water system to have potable water for the town. (Retana, 1907) As a scientist, he collected, with the help of his pupils, different kinds of species of insects, birds, snakes, butterflies, shells, and plants which he sent, for purposes of identification, to Museum of Dresden in Europe. As payment of these species, Director A. B. Meyer sent him scientific books and journals, artificial eyes, microscopes, and surgical instruments since he did not accept money.He also discovered three rare specimens of animals that were named in his honor by European scientist, these were: Draco rizali which is a small lizard know as a flying dragon; Apogania rizali a rare kind of beetle; and the Rhacophorus rizali, a peculiar frog species. Rizal was also an inventor although he was not as inventive wizard as Thomas Edison. He invented a cigare tte lighter which he called Sulpakan. The lighter used a compressed air mechanism. He sent it as a gift to his friend, Dr. Blumentritt. He also invented a wooden machine for making bricks which can produce about 6,000 bricks per day. Bantug, 1946; Craig ,1957; Kalaw 1930; Zaide, 1984) Rizal put up a school where he himself was a teacher. There were formal classes conducted from two to five o clock in the afternoon. His students, all of them were seventeen who were sons of leading citizens in Dapitan, had learned from him Arithmetic, Geometry, and two languages, English and Spanish. (Craig, 1927) It was in Dapitan where he treated the eyes of her mother and he succeeded because her mother’s eyes were cured temporarily. Upon request of his mother when she returned in Manila after Rizal had treated her eyes, Rizal wrote a poem entitled My Retreat.Critics had agreed that this poem was the most profound and noble he ever composed, but, it was only second to My Last Farewell. (Reta na) George Taufer an American from Hong Kong proceded to Dapitan to have his eyes treated by Rizal. Mr. Taufer was accompanied by two young women, Josephine Bracken and Manuela Orlac. Rizal and Josephine met every time Mr. Taufer had scheduled for treatment. Because of their meetings, Rizal and Josephine fell in love with each other and they intended to get married. Rizal asked the Dapitan priest but the priest told him to secure permission to marry Josephine from Bishop of Cebu.However, upon learning about the marriage, Mr. Taufer attempted to cut his own throat but was prevented by Rizal by holding his two wrists. Mr. Taufer also became temporarily insane because he would loss Josephine if he married Rizal. When Mr. Taufer went back in Manila, Josephine went along with him in order to avoid tragedy. Josephine did not go to Hongkong when Mr. Taufer proceeded there. Josephine retured in Dapitan and there, Rizal and Josephine lived together like man and wife. (Russel & Rodriguez, 192 3) If Rizal was not exiled in Dapitan the forgoing events and circumstances could not have happened.Dapitan would still be sleepy little town because it was Rizal who had awaken it. Illnesses of malaria and diarrhea are prevalent because swamp would not have drained and there will no potable water, respectably. The implements for agriculture are not modern because Rizal could no have won 6,000 pesos in lottery ticket and therefore modern agricultural implement could not have been taken from the United States. There is nothing in Europe specifically in Museum of Dresden that a Filipino people can be proud of as of today because Rizal could not have sent more than 400 articles of scientific value.The European scientist could not have praise Rizal because he could not have discovered the three rare specimens of animals. In fact, the European scientist, as token of appreciation to Rizal, had named rare specimen the rare specimen in his honor. In effect, even in Europe Rizal is being rec ognize to be a science because of his discovery and collection of different specimen of animals and plants. He could not even be an inventor for having invented a lighter and a wooden machine for making bricks because if he is in Manila, he would be very active in reforming the friars through peaceful means.If Rizal did not meet Josephine in Dapitan, the retraction issue will not exist. To allow Rizal to marry Josephine, the Spaniards wanted Rizal to sign the retraction document which contain that he is denouncing all the books and articles that he had written against catholic religion; and he had regain his faith in catholic religion. However controversy arises because some believe that Rizal signs it and so he married Josephine Bracken. Others said that his signature was not genuine and he did not marry Josephine Bracken.If Rizal was incarcerated in Fort Santiago, his movement is limited to his prison cell. Instead of being a farmer, scientist, and inventor, his attention and work s would be focus in La Liga Filipina by writing about the abuses of friars and the reforms he wanted to undergo in governance by Spanish officials in the Philippines. (he is very accessible to he could still be imprisoned in Fort Santiago where his movement is confined in a prison cell. He could have been easily approached and consulted by Filipinos who wanted to stage uprising against Spanish government.If he was in Manila, he could have easily noticed the mistakes and mistreatments being done by the Spaniards to the Filipinos and therefore, he could have expressed his oppositions to these mistreatments. If Rizal was not exiled in Dapitan he could not have met Josephine whom he wanted to marry. Retraction controversy on Rizal regarding whether he became a catholic again or not could not have been an issue because the main reason why Rizal wanted to return in his religion is because he wanted to marry Josephine.La Liga Filipina which he was actively involved could not be dormant. La Liga Filipina is a group which is derived from La Solidaridad and the Propaganda Movement. When Jose Rizal got exiled in Dapitan the Organization La Liga Filipina became inactive and later on split into two, the conservative had formed the Cuerpo de Compromisarios and the Radical which is led by Andres Bonifacio had formed the secret group named the Katipunan. The La Liga Filipina would have still existed if Rizal was still n Manila because he would have continued his active participation as reformist to correct and reform the misadministration being conducted by the Spanish officials as well as the misdemeanor of friars in the Philippines. ) http://joserizal. info/Biography/man_and_martyr/chapter13. htm http://joserizal. info/Biography/man_and_martyr/chapter14. htm http://www. mb. com. ph/node/236170/hero-exile-remembered http://agham. asti. dost. gov. ph/1st/rizalnat. htm http://joserizal. info/Reflections/retraction. htm

Employment at Will Essay

There are several concerns and issues that had been analyzed by the new COO of the organization. Many aspects need to be carefully considered before making sound decisions of any corrective action or termination in effort to avoid legal actions. According to Connell and Castro, issues need to be carefully investigated by exploring relevant witness such as co-workers (Castro & Connell, 2009, p.31). This will ensure that situations with misunderstandings are not the issue. However, the conclusion made by the COO should be practical and within reason, not made on impulse or suddenly, and in line with the Employment-at-will doctrine. Although, employees can be dismissed at any time for whatever reason if there aren’t any statutes that would prohibit the act, careful review of the concerns listed below is needed for the betterment of the company and its strategic plans. John posted a rant on his Facebook page in which he criticized the company’s most important customer. Jim sent an email to other salespeople protesting a change in commission schedules and bonuses and suggesting everyone boycott the next sales meeting. Ellen started a blog to protest the CEO’s bonus, noting that no one below director has gotten a raise in two (2) years and portraying her bosses as â€Å"know-nothings† and â€Å"out-of-touch† Bill has been using his company-issued BlackBerry to run his own business on the side. The secretaries in the accounting department decided to dress in black-and-white stripes to protest a memo announcing that the company has installed keylogger software on all company computers. After being disciplined for criticizing a customer in an email (sent from his personal email account on a company computer), Joe threatens to sue the company for invasion of privacy. One of the department supervisors requests your approval to fire his secretary for insubordination. Since the secretary has always received glowing reviews, you call her into your office and determine that she has refused to prepare false expense reports for her boss. Anna’s boss refused to sign her leave request for jury duty and now wants to fire her for being absent without permission. Summarization of Employment-At- Will Doctrine In any kind of employment relationship, employment is a moment to moment employment contract between the employer and the employee. Therefore, the employment- at – will doctrine allows the employer to do whatsoever it feels to the respect of the employee. Putting it differently, the doctrine permits an employer to terminate a worker for any reason good, bad, or without reason as long as the termination is within the legal parameters (Urhuogo, 2010, p.29). In other words, if nothing else applies to the situation at hand such as a specific law of court case that would support the termination (Anti- Discrimination Law), then the employment – at – will doctrine will succeed. However, exceptions at the federal, state, and city level such as specific statutes or laws and common laws (contract and public policy) allowed for modifications to be implemented to the employment-at-will-doctrine in effort to prevent an employer in terminating a worker under the more precise exemption. At the federal level Title VII (Civil Rights Act), which includes race, sex, national origin, and religion are protected. In addition, workers are protected under the Age Discrimination and Employment Act, Americans with Disability Act, and National Labor Relations Act, which protects workers that participate in a union. Most state laws are paralleled to those laws implemented at the federal level. However, some states have expanded their laws to further modify the employment-at-will doctrine for example; some states have included sexual preference as being protected, which is not covered under the federal law. Common law exception, which is applied to all levels is based on precedence and therefore, does not need   o apply. An example would include a judge handing down a verdict in his or her jurisdiction creating an exception to the employment-at-will-doctrine. The decision made by the judge would therefore become a binding on employers, which is independent or separate of the laws or statutes that was created by the legislative body. In conclusion of the employment-at-will doctrine, if the workers termination does not fall within the statutory or common law exception, the employment-at-will doctrine will default. Recommendation and Implementation Firstly, many of the concerns and issues referenced above could have possible been eliminated if a whistleblowing policy had been implemented. Realizing and executing this policy within the workplace, allows for whistleblowers to exhibit a role of importance that could eliminate unethical or illegal behaviors within the workplace before any issues become too difficult to handle. When organizations continue to have employees that display a characteristic of being unethical, they position the organization to be at risk in a negative manner legally, financially, and publically. The fact of the matter is that wrong doing occurs in many organizations, but workers at ALL levels should feel comfortable and confident that their work environment is not one of being hostile. Therefore, including a whistleblowing policy should be safe for the worker in knowing that if or when a matter is reported internally; any corrective action can be quickly executed thereby, causing workers to become more ethical. In addition, ongoing ethics training for workers at ALL levels in effort to enhance a moral environment or climate should be applied so that: Objectives and strategic plans are met and the best way to ensure that they are met Leaders are â€Å"walking the walk and talking the talk† (setting examples for all) Workers will feel as though their communication and responsibility is of value to their place of work. Finally, the assurance of the policy should be an image of the company and therefore, being upheld than just words on a piece of paper. The whistleblower should feel confident and safe that when an investigation is done, it will be conducted in an objective manner and investigated by one that has absolutely no influence on the outcome. This too will give a feeling that confidentiality is of value within the organization to the whistleblower. After careful review of the employee issues and concerns, the following recommendation has been made: Firstly, the real boss in my opinion is the customers and especially the high profitable ones because they are the major source of buying. And if your high profitable consumers decide to take business to your competitors then you basically have fired yourself. Although, John decided to criticize the most important customer, it is best to terminate his position due to the fact that at that moment a competitive disadvantage had been created. Jim and Ellen have some real legitimate grievances that need to be address by the company in effort to determine if other employees have the same concern and if so, developing ways to correct the issue. However, both Jim and Ellen have real concerns in reference to pay and therefore, it should be addressed. I believe that they both need to be coached and maybe even disciplined on the way of handling their concern but, I feel that they are both protected under the retaliation law and public policy. In Bills cases, grounds for termination can be expected assuming he did not get permission first. The use of the company’s cellular in effort to start his business is considered theft. Misusing the company’s resource for personal business causes the business to lose time and money. I’m afraid it is perfectly legal for an employer to monitor company computer usage while you are at work, you do not have the right without permission to do your private work on your company’s computer. Therefore, the accounting department need to be coached on the expectations of the company but also understand that they are not obligated to continue their employment with the organization if they feel disapprove of the key loggers. I believe that Joe has the right to sue the company due to the fact that it was his personal email that had been reviewed. I believe that if Joe’s criticism had been done on the business email then corrective action must stand. In order for the business to prevent personal email usages, it should be clearly outlined in the employee handbook as well as explaining the extent of computers being monitored. Employers should make sure that workers clearly understand the policy. The information provided by the secretary should be investigated thoroughly. If her claim is true, then she would be protected by the violation of public policy. The secretary cannot be terminated due to the fact that she declined to prepared false expense reports for her boss. However, the boss should and need to be investigated and terminated for his actions to eliminate a hostile work environment. Anna exercised her legal right under public policy law reporting to jury duty. However, Anna’s boss may ask for proof of jury duty and unless the employee handbook state otherwise, the employer does not have to compensate Anna. Termination in this case would be illegal. In Conclusion, understanding the employment-at-will doctrine and carefully executing the parameters of the doctrine can still leave the employer with sense of being uneasy and becoming apprehensive that an employee will attempt to sue. According to Wood and Karau, it is imprtant to respect employees during the process of which the termination is taking place because it will show the employee that their work was appreciated while they were working for the company (Wood & Karau, 2008, p. 521). This can help or assist in preventing legal actions when respect is given. According to Urhuogo, Giving employee’s reasons for termination may result in employees to be understanding of the situation (Urhuogo, 2010, p.33). However, in the end, every employers and workers must display a demeanor that is ethical and suitable for the company and themselves.

Policing of Industrial Action in Australia Essay

Throughout history, protests in Australian have been controlled in many different ways by respective police forces. History suggests that the police in industrial disputes in Australia are not politically neutral and consistently take the side of the employer and the government. This will be critically accessed and examples will be looked at to support the fact that while traditionally police have taken the side of employers in today’s modern world the police are acting more and more as neutral bodies in industrial disputes by keeping the peace. First, the Clunes riot will be looked at in which we will see an obvious side with the employer also seen in the 1928 waterfront dispute, which will follow. The APPM dispute will then be looked at followed by the 1998 waterfront dispute and it will be seen that policing of industrial disorder has in fact changed and policed are acting more as neutral peacekeepers. The role the police in controlling unlawful behaivour on a picket line has never has been clearly defined. For the same reason, which makes courts reluctant to interfere with industrial disputes the police, have been reluctant to appear to be siding with one side or the other even in circumstances of clearly unlawful behaivour. (Willis 2000:133) In December 1873 however, armed police intervened in an industrial dispute at Lothair Mine Clunes to assist in breaking the strike. The miners had gone on strike for improved wages and working conditions. All work at the mine had stopped for fourteen weeks and the mine directors too action to break the strike by introducing Chinese labour. On December 9, five coaches loaded with Chinese miners traveled from Ballarat to Clunes with an escort of sixteen armed police (Haldane 1995:76). The convoy was met by two thousand protestors who had â€Å"erected barricades and armed themselves with brickbats†. What followed was an assault on many of the Chinese strikebreakers and a number of police officers. (Haldane 1995:76) It was later argued by the Ballarat courier (cited in Baker 1999C:5) that the Lothair directors alone should have been responsible for conveying the Chinese and should not have involved the police. According to the Ballarat Courier, Chief Commissioner Standish of the Melbourne Club was too close with the Government and the directors of company, which resulted in the use of police for the Lothair mines needs. (Ballarat Courier cited in Baker 1999C:5) The Herald (cited in Baker 2001A:28) claimed, â€Å"The duty of police is to preserve the peace and not to provoke a breach of it†. However, the police at Clunes â€Å"no only escorted the foreigners but sought to force a way for them†. The Herald argued police as spectators â€Å"are instructed under no circumstances whatsoever to appear as partisans in strikes and are told not to interfere on one side or the other until a breach of the peace is committed.† (Baker 2001A:28) In the Clunes strikes, this was definitely not the case. The Herald (cited in Baker 2001A:28) maintains that the â€Å"great mistake† of the police was they â€Å"took the law into their own hands and sought to force the men off the road† and the police should merely have used the law to punish those offenders who had placed an obstruction on the public highway. As it can be seen in the Clunes case, the police were not politically neutral and did take the side of the employer and government. This was a result of the police commissioner rumored to be in cohorts with the government and the Lothian mines themselves. An instance similar to that of the Clunes strikes was the 1928 wharf disputes. In 1928, an award was imposed by the government favourable to the industrial policy of the Federal Government but not to the workers consequently the Waterside Workers’ Federation (WWF) rejected it. By 11 September, ninety ships around the major ports lay idle. Victorian Labor Premier Hogan promised that his government â€Å"would provide every Protection† to â€Å"volunteer† workers (Baker 1999C:9). To accommodate this one hundred and fifty extra police from the country were stationed at the waterfront. (Baker 1999C:10) On 2 November, special trains transporting volunteers from Flinders Street to Station Pier, Port Melbourne, were blocked by sleepers and metal bars and objects with 2000 angry unionists waiting for their arrival. What ensued was a brutal dispute between unions and police. (Baker 1999C:10) James Morris, a unionist, persuaded the strikers to leave the pier to avoid clashes but Sub-Inspector Mossop â€Å"struck him time and time again†. Most watersiders had left the pier â€Å"but the police viciously attacked the stragglers with batons and boots†. (Age cited in Baker 1999C:10) Some of the crowd started to throw stones and police retaliated by firing into the crowd. (Baker 1999C:10). Allan Whittaker and two wounded watersiders were been shot in the back and Whittaker died because of a bullet wound to the neck inflicted by police. (Baker 1999C:11). The actions of the police that day received full government support, which meant that the actions never received any official scrutiny. (Baker 1999C:12) As it can be seen in the case of the 1928 waterfront dispute, the police were used by the government and employers to accomplish the breaking up of the dispute. This was seen with the commendation of the police actions by the government and no enquiry into police actions even after a fatality had occurred. Traditionally, as it has been seen in the Clunes riots and the 1928 waterfront dispute Australian police have readily complied in an aggressive and forceful manner to employer demands for police intervention in order to facilitate access to workplaces. Police actions have usually been â€Å"swift, decisive, uncompromising and ruthless† (Baker 1999A:40). This however was not the case at the APPM dispute and during the 1998 Waterfront. Associated Pulp and Paper Mill (APPM) dominated the industrial city of Burnie in 1992 in northwest Tasmania and was the districts largest employer of 1100 people. APPM because of a declining pulp and paper industry was taken over by North Broken Hill holding Ltd (NBH) in 1984 with its headquarters and powerbrokers mainly in Melbourne. (Baker 2002:6) Restructuring had been occurring since 1989 and for North Broken Hill-Peko, the Burnie workforce appeared too comfortable and was restructuring too slowly. (Baker 2001B:65) A dispute enthused after the directors enforced a non-union policy among other things in dealing with the workers. The police at Burnie under the direction by two senior officers Inspector Fox and Senior Sergeant Timmerman were determined to remain neutral about the dispute but this was perceived by the company as â€Å"passive and unacceptable:† (Baker 2001B:66). Fox saw his duty as foremost one of â€Å"preserving the peace in the Burnie district†. He publicly stated that his intention was to â€Å"intervene only when a disobedience of state laws made it necessary†. The Fox philosophy of policing remained consistent throughout the dispute, his believed that no industrial dispute is really a police matter. For two months, the Burnie police maintained the peace. (Baker 2001B:67) Police previously had willingly smashed pickets for NBH in Pilbara in 1986 but in the case of the APPM dispute, they took a very different approach. APPM’s industrial strategist John Guest described the police action at Burnie as weak. (Baker 2002: 9). Police resistance remove the picketers was a major obstacle to NBH-Peko reforms. Baker (2002:10) states that by failing to break the picket, police were giving â€Å"tacit support and pseudo legitimacy to union rights to organise and maintain a 24-hour picket around the mills six and a half kilometer perimeter†. On the 23 May the APPM management, in an unprecedented move served a writ of mandamus on the Tasmanian Police Commissioner. APPM management were angry that police had neglected the company’s business interests and claimed that police failed to protect public property to and to help workers who wished to go about their normal daily business. (Baker 2002:10). Forty-one people were arrested in a day of violent clashes between police and picketers on the day after Wright handed down the judgment that required the police to take action. (Collins cited in Baker 1999B:127). Baker (1999B:127) states, â€Å"The general expectation of many employers is that police will react if necessary, forcefully and repressively in order to clear picket lines†. North Broken Hill-Peko was obviously acting under this expectation when it demanded that the police break the picket lines during the APPM dispute and when this did not happen sourced alternative means to get the job done (Baker 1999B:127) As it can be seen with the APPM dispute the police were not on the side of the employer or the government, instead they supported the union in their peaceful demonstration against the APPM. This can be seen with the obvious criticism of police by the employers at APPM and the admiration of the union demonstrators. Even though the police did eventually interfere in the dispute it was as a result of a court injunction and it can be argued that if the injunction was not served the police would have probably not have interfered. It should be noted that even after the police interfered they were still respected by the media and union officials, which has not been the case in previous disputes. It was obviously seen the police were acting out of their own control in the matter in question. A similar example of non-intervention policing was seen during the Waterfront dispute between Patrick’s Stevedoring and the Maritime Union of Australia (MUA) .Police cooperation with the MUA started at the State Police Commissioner’s annual conference in Melbourne. Invoking police discretion the police commissioners advocated to all ranks that the low-key non-confrontational approach instead of aggressive and belligerent tactics. â€Å"Physical contact of the wharves is likely to lead to violence and perhaps serious injury to participants and police† and thus it was desired to be avoided at all costs. (Baker 1999B:137) After the Commissioner’s communiquà ¯Ã‚ ¿Ã‚ ½, there was no further attempt by police to remove picket lines around Australian ports. (Baker 1999B:137) In the maritime dispute, police command hierarchies ignored and even ignored requests from employers and the Prime Minister to take action against the MUA pickets. (Baker 1999A:40). The Australian Federal Police also declared that its members would refuse government directions to force them to act as strikebreakers on the waterfront and they would only act to keep the peace and maintain order. (Baker 2000:33) Patrick’s Chairman Chris Corrigan scorned the Police’s â€Å"inaction in the face of illegal community protest and time delaying†. (Speech 16 March 1999 cited in Baker 1999A:47). Corrigan like NBH appeared to have had the traditional assumption that if the employer demands the police intervention to clear passage that police will naturally agree without consideration of the consequences (Baker 1999A:47). Unlike the suppression of the stevedores in 1928 however, during the 1998 waterfront dispute the police were praised by union officials but criticised by the employer. Victorian Police Commissioner Comrie refused to be pushed into using excessive force. He criticised Corrigan’s view of the force and said â€Å"Business people and others should stick to their business and leader the policing strategies to us (Courier Mail cited in Baker 1999B:134). Patrick’s ultimately blamed their eventual defeat on the pickets and on police forces, which, they cla imed, had been too passive in response to picketers (McConville 2000:399) Ultimately, the negotiations between the protestors and unions compromised the traditional police culture, which meant that the employer merely needed to contact police who would clear the pickets by either persuasion or force. (Baker 1999A:46). Hubbard (2000:141) there was a determination of operational command to be seen as independent of the government. As it can be seen in the case of the waterfront dispute, the police were not on side with the employers and government and were instead bipartisan observers of the dispute and keepers of the peace. In this case, police repeatedly ignored requests from both Patrick’s and the Howard government to intervene in the dispute this may possibly have been a result of a determination to be seen as independent of the government. The bipartisan role of the police was also seen with the criticism by the employers and not by the union officials, which in past has been the case. It has been seen; historically the policing of industrial disputes has not been politically neutral as the police consistently took the side of the employer and government. This was seen with the strike at Clunes where albeit unsuccessfully the police tried to assist the employer by escorting strikebreakers into the town of Clunes. This was clearly a side with the employer. It was also seen with the 1928 wharf dispute when the aggressive and fatal actions of the police to break up the dispute was condemned by the unions and supported by the government wholeheartedly. However, in today’s modern society the policing of industrial disputes politically neutral and do not consistently take the side of employers and the government. This was seen with the APPM dispute where police tried to stay neutral in the disorder and accommodate the peaceful protest but were ultimately ordered by a court injunction to take action against the strikers. The political neutrality was also seen with the 1998 Waterfront Dispute where police were strictly against interfering even after numerous requests by government and the employer and in the end, the high court ruled in favour of the union members. Traditionally police have sided with government and the employer but as we are moving into more modern times the police force are becoming more neutral in industrial disputes only intervening when a clear breach of law had ensued. References Baker. D (1999A), Avoiding war on the wharves: Is the non-confrontational policing of major industrial disputes here to stay?, International Employment Relations Review Vol.5 No.2 p39-62 Baker. D (1999B), Trade unionism and the policing accord: control and self-regulation of picketing during the 1998 Maritime dispute, Labour and Industry Vol.9 No.3 April 1999 p123-144 Baker. D (1999C) Barricades and Batons: A Historical Perspective of the Policing of Major Industrial Disorder in Australia, Australian Institute of Criminology December 1999 Baker. D (2000) The Evolving Paradox of Police Unionism: Employees or Officers, in Trade unions 2000: Retrospect and prospect, National Key centre in Industrial relations Monash University Baker. D (2001A), Policing the 1873 Lothair mines dispute at Clunes in â€Å"Work-organisation-struggle Australian Society for the study of Labour History, Canberra Regional Branch, p26-33 Baker. D (2001B) The Fusion of Picketing, Policing and Public Order Theory within the Industrial Relations Context of the 1992 APPM Dispute. Australian Bulletin of Labor Vol.27 No.1 March Baker. D (2002), Changing Australian Prototype of Policing, Pickets, and Public Order, International Journal of Comparative and Applied Criminal Justice Vol.26 No.1 2002 p1-28 Haldane. R (1995) The Peoples Force, A History of the Victoria Police, 2nd ed, Melbourne University Press Carlton South Vic Hubbard. L (2000) The MUA Dispute: Turning Industrial Relations into Community Relations, Just Policy Advocacy and Social Action September 2000 Mcconville. C (2000) The Australian Waterfront Dispute 1998, Politics & Society, Vol. 28 No. 3, September 2000 393-412 Sage Publications, Inc. Willis. J (2000) Is this the end of the Line? A review of picketing in the new millennium, AMPIJ Wiseman, J (1998), Here to stay? The 1997-1998 Australian waterfront dispute and its implications†, Labour and Industry Vol.9 No.1 August 1998

Food †Cooking Essay

India is popular in many sectors around the globe. Taste is one among them. For some people it is link to occasions and others as memories. They make fun and call their places with certain names like Chennai sambar, Hyderabad biryani, Mumbai vada pao, Rajasthan kachori many more. At colleges or work places as we meet different culture people and start calling out the person by their native food item names and behaviour is described by food items. Doctors say that eating good food helps for a good health but making the taste make much better health. These days the trend is the fast food culture where people forgot about their traditional food. This made India to face many health issues. This generation home makers and kids don’t know about their own traditional food followed from centuries. Some of them are interested in having those traditional foods but as of busy life’s these days they adopted the system of buying in home foods or sweet shops. Where the costs are high and less in quality. The best think ever I know to do is cooking and considered as creativity. Needs all senses to engage with cooking. I have a strong feeling that art of cooking is hereditary. In my family where my grandma’s and aunt’s have that skill of cooking traditional food. These indulge me to cooking when I was 8, simply by toasting a dose. Trying different recipes make me know about variant cultural food habits and nutrition value. Before cooking any dish I understand its own origin, history. I learnt that certain pattern styles is not enough for cooking but also need to select proper utensils. There is choice for anything even in cooking, vegetarian and non vegetarian. For me the best part of cooking easy is the non-veg items because that’s my favourite and I enjoy it a lot. Here comes the picture of technology ‘GURU’ for all ‘GOOGLE PROFESSOR’ usage started, gone through various web sites and experiments took place, continuing now even. As I’m a Telugu girl learned the basic cooking at home and now had no idea about the traditional items being cooked for the festivals. I’m interested in experimenting, so there the journey started for learning traditional cooking. Pongal festival time is the day we find the traditional cooking starts. When I visited to my grandparent’s village the preparation started and observed many different things over there. The procedure opted is completely changed from the normal day to day pattern of cooking. Instead of gas or electric stove they used the old stove built with mud for cooking purpose. They used different method in making the food items and important to learn the ratios in mixing, measures used for preparing (rules). Utensils are too big, unique and they are made with different sources. Objects which I found are not used same for all because as they change from item to item cooking pattern. Handling those utensils, managing the old stove and cooking those involved with great practice, skill. Finally I’m proud to say that I learned some traditional dishes were I can cook without the help of others. By, G. Manasa MBA 1st – A.