Placebos Essays (1376 words) - Clinical Research, Medical Ethics

Placebos Why we need placebos English/ History By Jj wallis A placebo is defined as an inactive substance resembling a medication, given for psychological effect or as a control in evaluating a medicine believed to be active. However the placebo only fits this description under the restraints it has been given by the U.S. Food and Drug Administration, which refers to the placebo as an investigational new drug. In actuality, up until the present much of medicine was built on placebos. Not very long ago, the rituals and symbols of healing constituted the bulk of the physicians armamentarium. In the early decades of the 20th century, most of the medication that doctors carried in their little black bags and kept in their office cabinets had little or no pharmacological value against the maladies for which they were prescribed. Nevertheless, their use in the appropriate clinical context was no doubt frequently beneficial.(Brown, 6) Even though placebos have been proven effective medicine time and time again the FDA remains reluctant to approve them for anything more than clinical research. The FDA stands on their disapproval of placebos as medicine on the basis that patients are to be given the best treatment available. Who is to say that a placebo is not as, if not more effective than the accepted remedy? There are an endless variety of cases that have proven placebos inconclusively effective. Among the most famous of these cases is the story of Mr. Wright, who was found to have cancer and in 1957 was given only days to live. Hospitalized in Long Beach, California, with tumors the size of oranges, he heard that scientists had discovered a horse serum, Krebiozen, that appeared to be effective against cancer. After Wright begged to receive the serum, his physician, Dr. Philip West, finally agreed and gave wright the injection on a Friday afternoon, not telling Wright that injection consisted only of water. The following Monday the doctor was astonished to find that the patient's tumors were gone. Dr. West later wrote the tumors, had melted like snowballs on a hot stove. At Tulane University, Dr. Eileen Palace has been using a placebo to restore sexual arousal in women who say they are nonorgasmic. The women are hooked up to a biofeedback machine that they are told measures their vaginal blood flow, an index of arousal. Then they are shown sexual stimuli that would arouse most women. The experiment then tricks the women by sending a false feedback signal, within 30 seconds, that their vaginal blood flow has increased. Almost immediately after they become genuinely aroused. In another case a study was carried out in Japan on 13 people that were extremely allergic to poison ivy. Each individual was rubbed on one arm with a harmless leaf and told that it was poison ivy and then rubbed on the opposite arm with poison ivy and told that it was harmless. All thirteen broke out in a rash where the harmless leaf had contacted their arm. Only two reacted to the poison ivy leaves. (Blakeslee, 2) In yet another example, patients with angina pectoris, chest pain, associated with heart disease, have been shown to improve substantially following an operation that involved nothing more than a simple skin incision. Angina also improved following a type of artery surgery once thought to be effective but later found to be ineffective. (Turner, 1) These are just a few of a great number of cases that prove the effectiveness of placebos. How do placebos work? There are many theories on how placebos work but really no definite answers. Many believe that the response to placebos is one of conditioning. That is that the site of a doctor, his white coat, the sterile smell, and a prescribed medication is equated with being cured, and because we think that we will get better we do. Some think that a placebo might reduce stress, allowing the body to regain some natural optimum level of health. Others believe that special molecules in the brain help carry out the placebo effect. A recent study found that stressed animals could produce a valium like substance in their brain if they have some control over the source of the stress. People must certainly share

HUNT Surname Meaning and Origin

HUNT Surname Meaning and Origin As it sounds, the Hunt surname is generally considered to be an occupational name for a hunter, from the Old English hunta, meaning to hunt. Its also possible that the Hunt surname is an mis-translation of the Irish surname Ó Fiaich (due to confusion with fiach, the modern spelling of fiadhach, meaning to hunt), or an Anglicized spelling of the German surname Hundt. Surname Origin:  English Alternate Surname Spellings:  HUNTER, HUNTAR, HUNTE, HUNTA, HUNTT, HUNDT Where in the World is the HUNT Surname Found? According to  Forebears, the Hunt surname is most prevalent in the United States, where over 172,000 people bear the name. It is more common based on rank in the nation, however, in New Zealand (ranked 78th), Wales (84th) and  England (89th). Historical data from the 1881 census in England shows the surname Hunt was most common in Wiltshire (11th most common surname), Dorset (12th), Berkshire (17th), Somerset and Oxfordshire (23rd), Hampshire (24th) and Leicestershire (25th). WorldNames PublicProfiler  identifies the Hunt surname as being especially common in the United Kingdom, followed by Australia and New Zealand. Within the UK it is most common in southern England, especially the counties of Dorset, Somerset, Wiltshire, Oxfordshire, Warwickshire, Monmouthshire and Derbyshire. Famous People with the Last Name HUNT Linda Hunt - American actress, born  Lydia Susanna HunterHelen Hunt - American actressJames Hunt - British race car driver famous in the 1970sE. Howard Hunt - former CIA agent, famous for helping to organize the Watergate breakinAlfred Hunt - American steel magnateHenry Hunt - British radical speaker and politicianBonnie Hunt - American actressLeigh Hunt - English author and criticWilliam Morris Hunt - American painter Genealogy Resources for the Surname HUNT How to Research English AncestorsTrace your British roots back to England and beyond with the steps outlined in this English genealogy guide. Learn how to locate your ancestors county and/or parish in England, plus how to access vital records, census records and parish records. The HUNT DNA WebsiteOver 180 individuals with the Hunt surname and variants such as Hunte, Hunta, Huntt, Hundt, etc. have tested their Y-DNA and joined this project to help identify various Hunt families. Hunt Family Crest - Its Not What You ThinkContrary to what you may hear, there is no such thing as a Hunt family crest or coat of arms for the Hunt surname.  Coats of arms are granted to individuals, not families, and may rightfully be used only by the uninterrupted male line descendants of the person to whom the coat of arms was originally granted. FamilySearch - HUNT GenealogyExplore over 4 million historical records and lineage-linked family trees posted for the Hunt surname and its variations on the free FamilySearch website, hosted by the Church of Jesus Christ of Latter-day Saints. HUNT Surname Family Mailing ListsRootsWeb hosts a free mailing lists for researchers of the Hunt surname. DistantCousin.com - HUNT Genealogy Family HistoryExplore free databases and genealogy links for the last name Hunt. The Hunt Genealogy and Family Tree PageBrowse genealogy records and links to genealogical and historical records for individuals with the popular last name Hunt from the website of Genealogy Today.- References: Surname Meanings Origins Cottle, Basil.  Penguin Dictionary of Surnames. Baltimore, MD: Penguin Books, 1967. Dorward, David.  Scottish Surnames. Collins Celtic (Pocket edition), 1998. Fucilla, Joseph.  Our Italian Surnames. Genealogical Publishing Company, 2003. Hanks, Patrick and Flavia Hodges.  A Dictionary of Surnames. Oxford University Press, 1989. Hanks, Patrick.  Dictionary of American Family Names. Oxford University Press, 2003. Reaney, P.H.  A Dictionary of English Surnames. Oxford University Press, 1997. Smith, Elsdon C.  American Surnames. Genealogical Publishing Company, 1997.    Back to  Glossary of Surname Meanings Origins

Employment tribunal & employment appeal tribunal Case Study

Employment tribunal & employment appeal tribunal - Case Study Example However, if shares of a business is transferred or either machineries or assets are being transferred to a buyer, then, TUBE regulation will not be applicable. There is a category of employees’ namely self-employed worker who is also known as an independent contractor. These independent contractor offer services for a business through a contract for services. This category of contractor is not an employee of a company as they are offering the business with high-skilled or specialised skills. These self-employed persons can offer their services for a business through an umbrella company or as a sole trader or through a limited company or through a partnership. It is to be noted that an employee works for a business through a contract of service whereas an independent contractor works for a client’s business through a contract for service. To determine whether a person is an employee or an independent contractor, HRMC offers an employment Status Indicator (ESI) kit that e mployees or contractors can use to decide whether they are self-employed or employee of that business (Contractorcalculator.co.uk 2010). A self-employed contractor is an individual who is really carrying on a business for themselves if he or she assumes accountability for the failure or success of the business and is either a staff or an employee of the business. Thus, a self-employed contractor is somebody who is a sole trader and not employed through a service company or through their own limited company.

Training Session Reflective Write-up Coursework

Training Session Reflective Write-up - Coursework Example upportive and positive attitude during the entire training session successfully attained high level of satisfaction; whereas the one with negative attitude during this whole training session did not gain sufficient effective knowledge. Many of the managers present in the training session were also able to successfully develop a personal connection with the me, and were also seen effectively communicating few times with me and as a result they are not only received guidance from me but they also received praise rather than criticism and in this brief session end up developing a trustful relationship between me and the audience that was the result of developing positive learning environment. The objective of the training session was to be able to differentiate between listening and hearing and to implement it in the professional as well as personal life. The objective also included gaining knowledge about different listening techniques. For example it was important to make the participants understand that when they are multitasking during a lecture, they may not be able to gain enough knowledge from it as their attention may not be fully devoted towards the speaker. The aim of this training session is to understand the importance of listening. The aim of this training session for me as a trainer also included the development of effective communication and interaction with the audience to achieves the goal of the session i.e. helping the manger to learn and develop effective listening technique, learn about difference between listening and hearing, etc. (Cavanaugh, 2001). The chosen training method for the session was lecture, it is considered to be a transmittal training technique is a method that is widely being used all around the world for teaching adults. An effective lecture should be based on a 10-15 minute information session followed by a learning activity for energizing the participants. It is an effective tool for summarizing information collected

A critical analysis of article-3 of the European Convention on Human Dissertation

A critical analysis of article-3 of the European Convention on Human Rights - Dissertation Example Every human being needs the fundamental rights as a primary requirement in their life,which feciliates them with security to live their life in present day world.The basis of this right is the respect to the human values by securing the human rights. The basis of this right is the respect to the human values by securing the human rights. On the contrary, ECHR is all set to work for the protection of human rights in th european countries. However, some of its policies regarding certain humain rights are still not worth effective. As, Article 3 of the European Convention on Human Rights, prohibits torture â€Å"inhuman or degrading treatment or punishment†. In other words we can say any intentional act by which severe pain or suffering is caused physically or mentally to a person. The definition has tried to cover a huge objective scope, rather than becoming subjective and more definite. Resultantly, due to its infinite nature, the Article 3 has been a critical issue. There is a lack of exact definition and clear meaning of torture mentioned in the article. Nevertheless, torture has a wide range, from normal torture to severe punishment and that may vary in different age group. But, Article 3 does not seem to cover all the aspects of human rights. Initially the UK Court had restrictive view on what consisted of torture, preferring to find that states had inflicted inhuman and degrading treatment. Though ECHR is fighting for the rights of children and protect the children from violations but the criteria it has designed is not able to act effectively. Thus the court held that practices such as sleep deprivation, subjecting individual to intense noise and requiring them to stand against a wall with their limbs outstretched for extended periods of time, did not constitute torture1. On the contrary, there is a necessity of giving more emphasis on the rights of the children, because they are the usual victim of torture and prohibitions, which deprive them of th e human rights in their normal day to day life. That may lead to troublesome life of the children. In such case, the convention’s Article 3 seems to be insufficient to provide protection to the children in an authentic way. Keeping in view, the importance of child’s right The United Nations Convention on the Human Rights of the Child defines a child as a human being below the age of 18 years unless under the law applicable to the child, majority is attained earlier, 2 agreed by 192 of 194 member countries. Biologically, a child is anyone between birth and puberty or in the developmental stage of childhood, between infancy and adulthood. Children generally have fewer rights than adults and are classed as not able to make serious decisions, and legally must always be under the care of a responsible adult.3 The positive side of European Convention on Human Rights is their step towards the reforms in human rights and possibly, there are chances of more amendments and impro vement in the capacity of the policies; enabling them to protect the children from any kind of abuses. Due to the lack of contents in the Article 3 of European Convention, The UK Court has emphasized the fundamental nature of Article 3 in holding that the prohibition is made in absolute terms, irrespective of a victim's conduct. The Court has also held that states cannot deport or extradite individuals who might be subjected to torture, inhuman or degrading treatment or punishment, in the recipient state.4 If we look at the history of torture, it was first used in the ancient Greeks and Romans for interrogations. Torture was used only on slaves until the 2nd century. But, gradually that started spreading to all the sections in lower class people. Statement of a slave was valid, only if it has come out through torture.5 But at the present scenario when we talk about child torture and their right it would be important to find the definition of torture and its relevance with child†™s right. Torture, according to the United Nations

Introduction Of Cultural Diversity Cultural Studies Essay

Introduction Of Cultural Diversity Cultural Studies Essay How important is it for managers today to have a good understanding of cultural diversity in the workplace? Introduction of Cultural Diversity Cultural diversity is the joint of human societies or cultures in a specific region, or in the world as a whole. (The term is also sometimes used to refer to multiculturalism within an organization. There is a general agreement among normal anthropologists that humans first emerged in Africa about two million years ago. (Smithsonian, 2008) Since then they have spread throughout the world, successfully adapting to widely differing conditions and to periodic tragic changes in local and global climate. The many separate societies that emerged around the globe differed clearly from each other, and many of these differences carry on to this day. As well as the more obvious cultural differences that exist between people, such as language, dress and traditions, there are also significant variations in the way societies organize themselves, in their shared idea of morality, and in the ways they interact with their environment. (David Crystal, 2008) Cultural Uniformity Cultural diversity is presented as the contrast of cultural uniformity. Some (including UNESCO) fear this hypothesis of a trend towards cultural uniformity. To support this argument they emphasize different aspects: The disappearance of many languages and dialects, regarding for example the languages of France, without legal status or protection (Basque, Breton, Corsican, Occitan, Catalan, Alsatian, Flemish, Poitou, Saintonge, etc.). Nervousness of people on the preservation of their traditions as in New Zealand, coastal regions in Australia, North America, Central America; Increasing cultural superiority of the United States through the distribution of its products in film, television, music, clothing and nutritional products promoted in audio-visual media, consumer products almost standardized on the planet (pizza, restaurants, fast food, etc.). (UNESCO, 2001) There are several international organizations that work towards protecting helpless societies and cultures, including Survival International and UNESCO. The UNESCO Universal Declaration on Cultural Diversity, adopted by 185 Member States in 2001, represents the first international standard-setting instrument aimed at preserving and promoting cultural diversity and intercultural dialogue. (UNESCO, 2001) The European Commission-funded Network of Excellence on Sustainable Development in a Diverse World (known as SUS.DIV) builds upon the UNESCO Declaration to investigate the relationship between cultural variety and sustainable development. (SusDiv, December 2005) Cultural Diversity at workplace When our world is shrunk to the size of a village, its easy to appreciate how diverse our fellow coworkers, friends, and neighbors are. And indeed, the world is getting smaller. New technologies are bringing faraway lands straight to our desktop, companies are importing and exporting to foreign countries, and employers more than ever are hiring international staff to better serve the diverse population. Because of it is so important to understand how to interact appropriately with internationally diverse groups no matter the situation. (Kathryn, 28 May 2009) For several months, Tracy Smith from the human services division of the City of Bloomington has trained hundreds of city employees, including many engineers and transportation experts, on how to work with customers who come from different backgrounds. Besides translating important phrases like Please stay off the hot asphalt in Spanish, Russian, Somali, and Hmong, Smith also helps educate city professionals on culturally specific practices such as exacting body language cues, familial roles, and religious differences. It is about having awareness that people in different cultures do things differently, she explained. Smith also coordinates local speaking series featuring Bloomington citizens who have unique cultural experiences, such as former refugees, to share their thoughts about moving to and living in Minnesota. Obviously, its impossible to clutch complex cultural nuances in just one sitting, but to help you interact with people from other cultures; Minnesota LTAP has compiled t he following short list of helpful tips. (Kathryn, 28 May 2009) Stereotyping Its important to remember when interacting with people from different cultures not to stereotype them based on your previous experiences with their culture. People develop different sets of values, preferences, and styles of communication based on a various number of factors in their lives. Just because one person was raised in the same country as another doesnt mean theyll hold the same values. (Kathryn, 28 May 2009) Language Language and communication differences are undoubtedly the most difficult obstacles to overcome. To easiness communication strains with non- English speakers, try to avoid jargony words, speak slowly, and be patient. Remember, the English language is infamous for its grammatical and pronunciation complexities, and even native English speakers sometimes slip over correct spelling and word context. (Kathryn, 28 May 2009) Time Difference Most Americans judge their daily schedule on the hands of a clock, understanding productivity through the maximization of time. But other countries, especially Latin American and African nations, often see time as plentiful rather than passing. The concept of strict deadlines, therefore, can be confusing to non-Westerners. (Kathryn, 28 May 2009) Individual versus collective One of the most significant differences to consider when working with people from different cultures is the individual against collective mindset. For example, many Americans operate as individuals, gauging their successes or failures on their independent contributions to their company; this is often valued as a characteristic of independence and self-made success. Socialist cultures, on the other hand, value employees who work well in groups and have loyalty toward other employees as well as their company. This can sometimes change workplace dynamics and make it more difficult to measure accomplishment based on Western standards. Cultural diversity doesnt just require differences in dress and language. It also encompasses different ways of thinking, managing, and communicating. Diversity is a concept that counters discrimination and embraces the inclusion of people with various experiences and backgrounds such education, parental status, geographic location, language, and culture. Diversity is about learning from others, providing support and respect to those with similar and different experiences, and creating an encouraging workplace that welcomes new opinions. Whether theyre your coworkers, friends, or customers, its always important to be polite, respectful, and inviting to others. And if you find yourself hesitant around unfamiliar cultural behavior, remember Smiths number one rule. Just ask the person. (Kathryn, 28 May 2009) Importance of cultural Diversity at workplace A more reasonable and suitable ideal is one of multi-culturalism (cultural diversity). Multi-culturalism is based on the idea that cultural identities should not be discarded or ignored, but instead, should be maintained and valued. The importance of cultural diversity in the workplace has been, for the most part, accepted in American business. This is illustrated by the increased presence of women and minorities in the business world. Diversity has gone from being a moral and /or legal issue into a business necessity. As we move further along in the 21st century, it will be necessary for business owners to struggle in a more global ground. A study by the Hudson Institute for the U.S. Department of Labor found that 85% of the new entrants into the workforce in the next decade will be women, minorities, and immigrants. If you want your business to be successful and competitive in the future, you will have to utilize these human resources and participate in these diversity trends. (Dwa yne Lynch, 2009) A more realistic and suitable ideal is one of multi-culturalism (cultural diversity). Multi-culturalism is based on the idea that cultural identities should not be discarded or ignored, but instead, should be maintained and valued. The importance of cultural diversity in the workplace has been, for the most part, accepted in American business. This is illustrated by the increased presence of women and minorities in the business world. Diversity has gone from being a moral and /or legal issue into a business requirement. As we move further along in the 21st century, it will be necessary for business owners to compete in a more global arena. A study by the Hudson Institute for the U.S. Department of Labor found that 85% of the new entrants into the workforce in the next decade will be women, minorities, and immigrants. If you want your business to be successful and aggressive in the future, you will have to utilize these human resources and participate in these diversity trends. Dwayne Lynch (2009) Cultural Diversity matters to every single one of us, both professionally and personally. When a group or segment of our population is excluded or exploited, all of us are denied. For our businesses and communities to not only survive, but to thrive, each of us needs to be aware and sensitive to ALL the members of the community. Our communities are rich with human resources. When all segments are respected and utilized, it benefits everyone involved. A great many of us live on the margins of society. In this nation, our popular culture, or ideal for business success, is white, young, heterosexual, Christian, and male. In regards to cultural diversity in the workplace, you are on the margins if you are:Â   a woman have ANY ethnic background that is non-white are not a heterosexual are not a Christian are not between the ages of 21-50 If you can answer yes to any one of these criteria, you live in the margins. This means that there are obstacles, prejudices, and stereotypes about YOU as an individual. You can not automatically assume that societys view of you is clear or based only on your individual character, qualifications, or accomplishments. Unfortunately, you may be put in the situation to second guess or question ones motives in their interactions and responses to you. (Dwayne Lynch, 2009) Another fact this criteria illustrates is that more of us live IN the margins than do not. More of us DO NOT fit the societal prescription of what is normal and acceptable. While this all may be true, we all must do our best to function as productive, happy individuals. So what are we to do? We can all struggle for change. We can all be proactive in our decisions and lifestyles rather than reactive to ignorance and intolerance. When a white woman snubs an ethnic woman, for instance, she is harming herself as well. The white woman lives in the same margin as the ethnic woman, and she is only perpetuating and cementing her place there. (Dwayne Lynch, 2009) America is the most diverse nation in the world. Cultural diversity in the workplace is becoming more and more desired. Our ethnicity, religion, life experience, etc., makes each of us unique. Ideas our nation once embraced about assimilation are now inappropriate and outdated. For someone who lives on the margins to assimilate into a single idea of acceptance to fit into society is a gross violation of their individual identity and rights. This means that we all need to learn to accept what is different from us and respect it. (Dwayne Lynch, 2009) Managing Cultural Diversity at workplace The management of cultural diversity in the workplace can be considered a response to the need to recognize, respect and capitalize on the different backgrounds in our society in terms of race, ethnicity, and gender. Different cultural groups have different values, styles, and personalities, each of which may have a important effect on the way they do business. Rather than punishing or roasting these different management styles because they do not conform to the traditional white (male) management methods, employers should recognize these differences as benefits. Not only can diverse management styles achieve the same results as traditional methods, but cultural diversity in the workplace can also help improve the companys competitive position in the marketplace. Diversity, or sensitivity, training is now common place in the corporate world. However, small businesses need to be aware of these issues as well. As a small business owner, your awareness and respect of cultural diversity in the workplace truly matters to your employees and your client base. You must create a balance of respect and understanding in the workplace to have happy and optimally productive workers. In addition, it is important that you AND your employees are aware of the importance of respecting diversity when dealing with your clients, when you work effectively with your community, both you and the community benefit. (David Crystal, 2008) Conclusion Cultural diversity is very important at workplace these days. As a manger, you have to understand the cultural diversity in every phase within organization. You have to monitor and control the diversity for the company because everyone has equal rights to work at workplace. So being a good manager, understand and manager the cultural diversity at workplace.

The Differences Between Men and Women Essay -- essays research papers

For countless generations it has been a mystery, almost creditable for extensive research and investigation, why men and women are viewed as complete opposites. Men and women have never and will never be the same. From the beginning, men have been trained and conditioned to be the dominant hunters in society, where as women were generally the less aggressive individuals in any given population. But after all, they were born to be different, excluding anatomical distinctions. In spite of medical enhancements, women live four to five years longer than men. They both have various reactions to certain prescription and over-the-counter drugs. Women are more susceptible to certain diseases like lung cancer and some HIV, although more men tend to carry the A.I.D.S. virus. But what makes them special in today’s social order? There are hundreds of variables to be considered to answer this question. However, with constant deliberation, the differences seem quite comprehensible as to why Men are from Mars and Women are from Venus, as the title of a recent book states. Family upbringing and society as a whole play an important role in the reason for men and women’s planetary diversity. First of all, whoever said men and women are equal had to have been naà ¯ve. Not only in the United States, but also in all countries of the world, women have always come in second to men. It begins in the hospital, boys get blue blankets whereas girls get pink. Then it is established in the household, the daughter does the dishes and helps mom with laundry, where as the son takes out the trash and lends a hand to his father building a doghouse. According to Student One, â€Å"throughout history, women were always the stay at home type who always cooked and cleaned ... ...and brag. Thus, it is not that â€Å"women are viewed as ‘scardy cats’, as Student Twenty-one stated, when their fears are brought out in the open. Family upbringing, and values, as well as society, as a whole, have surprisingly survived this inequality for many years, as a result it most likely will never change. â€Å"Only in a perfect society could woman†¦be as [free] as the average man† (Student Eight). It is possible, if given time, for such a utopia to exist. Women would be, called upon to open pickle jars, â€Å"let off easy† for harming their two-timing husbands and/or boyfriends, and will feel safe walking alone at night. Just as Student Six wroteâ€Å"[If] men can do it, why not women?† But for now, this obvious and sometimes overlooked inequality is needed because through cooperation, the lopsidedness of the relationship between men and women become one and the same.