Evolutionary Changes to Horses

Evolutionary Changes to Horses Enough horse fossils have been found so that archaeologists are able to trace the evolution of horses. The earliest fossil of a horse found was a dog sized Eohippus (Tyagi, 2009). This four toed Eohippus lived around 55 million years ago (Hall, 2010). The Equus mostly stayed the same with the exception of slight toe and teeth changes. During the Oligocene era about 34-34 million years ago the horse grew in size and 4 toes evolved into 3. Also in this time the horse had vanished from Europe, Africa and Asia and for the following million years the only place which was habitable for the horse was in the western part of North America (Rice, 2007). The Miocene era saw lush vegetation disappear and the land became a grassy plain. The horse was forced to adapt and evolve in order to survive in this new environment, for example its teeth needed to change so it was able to chew the new food, its toes changed into hooves which made it easier to get about the different landscapes. These horses are thought to have had a similar brain and molars to the modern horse of today (Kimball 2006). The only real wild horse, to compare to the domesticated horse is the Przewalskis horse, although this species is extinct in the wild, there are some captive in zoos which have saved the species from total extinction and are now being captive bred (Boyd 1994). The Fell pony originates from the England/Scotland border. They are only a small breed around 14h maximum but are capable of carrying an adult man (Davis, 2008). They are a hard and sturdy breed and also versatile. The Fell pony matures late and will not breed often until as late as 7 years old. Most of the native Fells are left to roam free until the age of 2 or 3 and they arent overfed. Mares shouldnt breed before the age of 3 or permanent damage could be done to the reproductive organs and the mares maturity and growth can be restricted (Fell pony society, 2006). Environmental Factors Survival of the fittest means that only the strongest most resourceful animals live to breed. In the bad winter of 1946-47 most of the pure bred native ponies survived, but cross-breeds died. This winter was so bad that all but one group of Fell ponies that were cut off by deep snow for 6 weeks also perished (Richardson, 2008) The environment influences a horses characters, for example weight and muscle, these all depend on nutrition and exercise. The athletic ability and temperament also changes with different environmental factors. The size of the pony was due to the quality of grazing, ponies that were bigger than 13hh could not have survived on the moorland as their food intake would need to be greater than the smaller ponies (Mills, 2005). Demographic profiling of horse domestication is hard. Mongol herds show the selective slaughter of stallions at 2 and half years old, leaving the mares to survive (Zeder, 2006). A horses breed typical behaviour is reflected on the combination of two forces- physical environment and humans. Temperament differences are often linked with blood temperature (Jensen, 2009) Human intervention In early history of the Fell Pony, their origins were from indigenous ponies of the region, and in the Roman period of Northern England the horses were cross-bred with horses which were introduced by foreign mercenaries. These horses from Friesland region have the pre-potency and characteristics still seen today in the Fell pony (Richardson, 2008) There was also a mixture of Galloway blood, also Welsh cob from the stallion Comet. Small amount of Andalusian blood and finally Yorkshire trotter, which explains the larger 14.2hh ponies when the breed limit is 14hh (Fell pony Society, 2009). During the industrial revolution the Fell pony was used as a pack pony. They carried up to 16 stone of lead, iron ore, slate and coal from the mines. These ponies travelled 240 miles a week. From Kendal 300 Fells left to go over the country carrying cargo such as fish, grain, chickens and dairy products (Hamlets house, n.d.) The Fell pony society was created in 1916 and has the Queen Elizabeth II as the patron (Fell pony society, 2003). During the depression of the 1930s along with mechanisation the Fell pony breed was threatened and in 1932 at a stallion show there was only 3 ponies that were shown. King George V saved the Fell pony breed with a large donation and also Beatrix Potter donated to save this breed (Richardson, 2008) Low breeding numbers can drastically reduce the gene pool in a breed, causing it to bottle neck. This happened to the Fell ponies. In 1914, 5 stallions were the direct descendant of the famous Blooming Heather. Homozygosity is 54% in British rare breed horses. (Richardson, 2008) In todays terms, nature is taking out of the equation; there is no longer survival of the fittest among these horses. We provide them food and shelter, there is no longer natural selection (Richardson, 2008). Humans took horses from their environment in which they had evolved, and managed them under convenient conditions for us (Waran, 2007) These days the Fell pony is used by man for showing, riding and driving. The Fell pony society regularly holds performance trials where the horse tackles different terrains such as boggy paths and water crossing. These horses are smart and need to be kept active (The Fell pony society, 2009). Gene flow and polygenic inheritance of traits Not all Fell ponies are black. There are also brown, bay and grey ponies. Black didnt become the main colour until the end of 20th century, before this time dark bay was just as common as the black ponies (Fell Pony Museum, 2010). The two subspecies of wild horses are the Tarpan and Przewalskis horse. During domestication mares were crossed with stallions that had more desirable characteristics. It is assumed that mares from different regions were varied in morphology because of the adaptation to their environmental conditions. Gene flow (migration) is the main reason for lack of phylogeographic structure. As horses are so active migration levels are high. Two wild horses were found to have identical haplotypes from the Pleistocene era, one from Germany and the other Siberia (Kavar, 2008) The colour of a horse is built on a base of two colours only, black- E and chestnut e. The colour of a horse is controlled by genes at 12 different loci (Thiruvenkadan, 2008). The two genetic loci: Extension and Agouti control the black or chestnut colour of a horse (Sponenberg, 2003). Black is dominant over chestnut, and chestnut is therefore recessive. A horse that carries 2 black genes EE will be homozygous- black, a horse that carries one black gene and one chestnut gene Ee will also be black however it will be heterozygous, and finally a horse that carries two chestnut genes ee will always be homozygous, chestnut. If two heterozygous black horses are bred together Ee+Ee there will be a 1 in 4 chance of producing a black homozygous EE , 2 out of 4 chances of a black heterozygous Ee and a 1 in 4 chance of a chestnut being produced (Wellman, 2009). See table 1. Polygenic inheritance is seen in a variety of colour patterns in horses, such a shade and mane and tail colour. These might be due to influence of multiple genes (Thiruvenkadan, 2008). Gene mapping has been used to assign numerous coat colour traits and disorders that are inherited to the horse chromosome. Molecular genetic studies for coat colour in horses have helped identify the genes and mutations which are responsible for coat colour variation. Microsatellite markers that linked to the trait were also found (Thiruvenkadan, 2008). Microsatellite loci tests across horse population showed that the highest observed heterozygosity of 0.0782 and highest diversity of 0.779 was the Fell pony, the lowest was in the Friesian horse (Luis, 2007). Microsatellites show high allelic diversity and are used to calculate genetic distance between the breeds (Mills, 2005). Any horse breed existing today is an expression of the history of genetic drift and selection. The genotype for a breed will contain genes and combinations which code for specific characteristics, (such as good temperament and intelligence in Fells (Simper, 2003)). Foal Pony Syndrome Mutations that occur in a gene make it defective or somewhat unusual (Guttman et al 2002). This is seen as a deleterious gene in the Fell pony. In the early 80s it became aware that new born foals were dying from an unknown disease which couldnt be cured by traditional medicines. After post-mortem examinations the conclusion came that is was most likely something of genetic origin (Brunt 2000). Fell pony foals get a condition called immunodeficiency disorder (Fell pony syndrome). Plate 1 shows a foal with the syndrome. It affects foals less than 3 years of age. Both sexes get it; the signs are diarrhoea, pneumonia, lymphopenia, ulcers on tongue, a curly coat which is unusually long and death (Higgins, 2006). Blood samples from the foals revealed that there is a low red blood cell count, low lymphocyte count and a high white cell count. A diagnosis can be made from a bone marrow sample taken from the breastbone. The syndrome causes severe anaemia, impaired immunity and is fatal with the foals usually being put down or dying by the age of 3-4 months. As the syndrome is only known in the Fell pony breed it is assumed that its of genetic origin (Thomas, 2000).Foals usually fall ill around 4 weeks of age. This condition is possibly caused by an autosomal recessive deleterious gene which is inherited (Higgins, 2006) Due to the Fells small gene pool this syndrome is increasing at an alarming rate, as it is estimated that only 5000-6000 ponies are left worldwide. Selective breeding is better than the elimination of carriers when breeding to avoid a syndrome foal. If the syndrome is proved to be of genetic cause and the carriers can be found then they shouldnt eliminate the carrier ponies from the breeding stock as narrowing the small gene pool any further would have a devastating effect to the breed (Thomas, 2000). The level of FPS in the Fell pony population may be due to the history of the breed as after the Second World War there was a huge fall in numbers. This resulted in genetic bottleneck (Horse Trust, 2008). It is likely that two- thirds of the Fell pony population is a carrier, and 10-20% of foals a year are syndrome foals. No affected foals have been known to survive (Thomas, 2000). The stem cells in bone marrow are generally missing in the syndrome foals. The bone marrow matrix might be failing to produce the stem cells and be deficient (Millard, 2000).The most likely cause of the syndrome beginning is thought to have been inbreeding/line breeding in the 1960s (Plate 2). The original carrier stallion isnt known but there is one heavily used stallion in the 1950s that is noticed in the pedigree of each known syndrome foal (Thomas, 2000) The only way of getting rid of this genetic problem is with carefully managed breeding. Genetic disorders are common and the management of breeding has been seen in other animal breeds which have worked successfully for them (Brunt, 2000). The Fell pony society is performing constant genetic tests to try and eliminate the syndrome from the breed. The breeders are working with the society to preserve the Fell pony breed. Carries can still be bred to a test clear pony; this will stop the loss of desirable breed traits. The foals can be DNA tested to see whether they are a carrier or not. A veterinarian can collect samples and have them sent to a genetic lab to determine whether they are a carrier of the deleterious gene or not (Animal health trust, N.D)

Pd help

Outline TWO indicators of morbidity. Include examples in your answer. Morbidity is the incidence or level of illness, disease or injury in a given population. Two indicators of morbidity include: Hospital use, by the cause and number of admissions. It provides a measure of the rates of illness and accidents to the community, major reasons for ill health and information on serious diseases.Yet, it is not descriptive of less serious illnesses and ill health. For example, hospitalisation statistics have limitations as an indicator of morbidity because they treat each episode as a new case rather than having re- admissions of the same condition. Disability and handicap, which is lead to by the incidence of disease or injury. An example of handicap could be an individual injured in an accident which has become impaired, resulting in an abnormal function or loss of physical or mental capacities.This could cause disability by disturbing the individual's normal activity or performance. An ex ample of disability can be loss of ability in verbal communication. . What should consumers consider before choosing complementary and/or alternative health care approaches? (4 Marks) Prior to choosing complementary and/or alternative health care approaches, consumers should investigate the service offered and the credibility of the practitioner.Making informed choices should be completed by gathering information specific to the nature of the alternative medicine, credibility as an effective type of treatment, questioning friends and the community about experiences and recommendations and also the qualifications and experience of practitioners. Alternative medicines have endeavoured the highest quality of treatment by providing courses within the technique. For example, the Bowen Therapy Academy of Australia offers an introductory course followed by a 6 month practitioner course to obtain accreditation. 3. Why is it important to prioritise health issues in Australia?

Personal development plan Final Essay

Learning Outcome: 1. Be able to asses personal and professional skills required to achieve strategic goals. 2. Be able to conduct a skills audit to identify learning style. 3. Be able to implement a personal development plan. This assignment is based on my personal development plan that helps bridging the gap between where I am now and where I want to be in a certain period of time successfully. At first, let’s find out what a Personal development plan is. Actually it is a career plan that contains employee’s goals and used to measure their performances. In detail, it is the process of creating an action plan based on awareness, values, reflection, goal-setting and planning for personal development within the context of a career, education, relationship or for  self-improvement A personal development plan is one of the most important tools for students and professionals who want to achieve success in different fields. It enables one to keep track of the changes required in their life and areas of weakness that require improvement. The plan provides a gauge for a person to see his or her development and progress and determine the skills required to achieve in the future. It aids in the achievement of goals for personal and professional development. This is because success requires planning and setting of goals. The goals set in the plan have to be clear and measurable. The personal development plan for me is a chance to know myself better, I can realize what I want to achieve or where I want to go in the plan, in the short- or long-term, and also identifying the need for skills, knowledge or competence. It also helps me to define the appropriate development to meet those perceived needs. In this report, I am going to focusing on what my strengths are and where my Weaknesses are, also how to use my strengths in the field I will work into in the future, and how to develop my weaknesses to be my Strengths as well. CAREER ASPIRATIONS Chosen role I would like to pursue a career as Stock Broker. A stock broker is commonly characterised as any competent and regulated professional who is involved in the buying and selling (trading) of shares or stocks. Also, a stock broker is an individual responsible for a business deal on a stock exchange. Usually, a negotiation is made between two authorised members of the exchange. For the purposes of convenience, an ordinary person is no longer needed to walk into the premises of any institution, for instance, the New York Stock Exchange, to enquire on the trade stock. This exchange is done through a broker. However, a stock broker is not just confined in such plain participation in a transaction as there are other stock broking opportunities such as execution-only, advisory dealing, and discretionary dealing, and other related services. Execution-only stock broker involves the implementation of the client’s instructions to buy or sell. A stock  broker who focuses on advisory dealing informs and gives important information to the client on which shares to buy and sell, but leaves the task of final decision-making to the jurisdiction of the investor. Meanwhile, a stock broker who is in-charge with discretionary dealing determines the client’s investment intentions and serves as the mainly involved person in all transactions and decision-making functions done on the client’s behalf. In general, stock brokers provide relevant and useful information on trading stocks, for instance on the cases of which stocks or mutual funds to be bought. To be a full-pledged stock broker, I must be involved in activities and related opportunities that will increase my competencies, particularly those that I need to be a successful stock broker. Of course, it is necessary to finish my studies first. I will begin by providing assistance to a certified stock broker. This is my short term aspiration. By being an associate, I will have direct exposure to the business transactions that my employer deals with. Gaining experience is my key motivation. My medium aspiration is to get promoted or trusted with bigger responsibilities. For example, my employer will ask me to do things that are similar to his/her functions, allow me to decide on important things, expect me to be reliant to classified tasks, and the likes. After staying on this position for a significant period of time, I will try to evaluate myself if I am already capable of entering my long term aspiration – that is – being a stock broker. I will immediately take up the needed examinations and eligibility requirements. Skills required for the chosen role The chosen occupation entails the management functions including planning, organizing, directing/leading, coordinating and controlling. These functions are goal-directed, interrelated, and interdependent with each other. These are also needed in dealing with all elements of business – people, jobs or positions, technology, facilities and equipment, materials and supplies, information, and financial resources. Planning is very important. It is the most primary and basic process of formulating courses of action or organised behaviour ahead of particular time (Hitt, Ireland, and Hoskisson 2003; David 2002). It appears to be foundational aspect to effective career management (Blustein 1997; De Voe  1998; Kaye 1997; Moses 1995; Orpen 1994; Shahnasarian 1994). While it is true that many people do not always plan their actions, it is important for an aspiring stock broker – like me, to plan. Organisations pay particular importance to the planning ability of every employee. However, whether dealing with the context by which planning is occurring or whether on the individual or organisational level, the process takes place according to the prevailing attitudes, beliefs, and goals that are involved. On this case, the presence of definite course of actions and organised behaviour is important in stock broking. Brokers have deliberate goals that needed immediate response in the most time- and cost-effective ways possible. When a stock broker is affiliated to any stock broker firm, the firm’s objectives should reflect standards of success in financial and competitive performance, as well as acceptable levels of risk and rates of long-term growth (Roney 2004). The broker then is expected to present plans and interventions on the tasks and the resources to be utilised in achieving the predetermined goals. The lack of formal planning or poor planning process and ability can decrease individual as well as organisational performance (Baird et al. 1993). According to most authors (Roney 2004; Hitt, Ireland, and Hoskisson 2003; David 2002; Matthews and Scott 1995), managerial strategic planning minimises the potential negative consequences of lack of formal planning or poor planning (i.e. uncertainty). The success of several organisations and people rely on the outstanding ability to plan, evaluate and materialise arrangement in connection to the achievement of goals. Organising is the ability of putting similar elements following one or more rules (Morgenstern 1998). Generally, it includes the specification and distribution of tasks to appropriate components (e.g. people, departments, etc). It is also the assignment of authority and allocation of resources. The practice of organising is crucial in developing inputs to planning, making planning decisions, and implementing strategy. To be effective, however, comprehensive management function in the business must be done in a continuous pattern (Hornsby and Kuratko 2005; Roney 2004). Yet, it is argued that the organising process that is to be conducted within the firm or among the individual is dependent on the plans that must be implemented. On the case of a stock broker, organising includes the development of coordinated efforts and interventions especially in the  performance of prescribed duties and eventual achievement of deliberate goals set ahead of time. This is highly needed to cope up with the soaring demand of clients and the industry itself. Directing or leading involves the execution of planned and organised activities and interventions for the achievement of predetermined goals (Hitt, Ireland, and Hoskisson 2003; David 2002). The task of directing or leading is also connected to other organisational factors such as the clients, the firm’s budget and assets, and all other firm’s resources (Roney 2004). Furthermore, it is encouraged to adapt participative approaches to directing/leading in order to elicit useful characteristics and elements that are useful for the individual’s and firm’s success level. Also, the development and execution of appropriate leadership style is a vital determinant of effective directing or leading process. In the stock broking industry, it is still fundamental to study the practicable directing or leading applications to be implemented in accordance to the achievement of individual’s and organisation’s most important motives. Coordinating is the regulation of all the various elements needed in the achievement of set goals. It is the integrating and establishing of linkages to diverse elements in order to accomplish harmonious operations a nd execution of plans (Hitt, Ireland, and Hoskisson 2003; David 2002). Coordinating includes the effective flow of communication. Communication is the link to successful execution of plans and achievement of objectives because it serves a number of fundamental functions (Brown 2001). Among these functions include the management of data and information, its flow, and so on. Surveys focusing on areas of improvement among corporations state that communication usually ranked as key element within the organization (Harris 1993). Eckhouse (1994) suggested that communication serves four major functions within a group or organization including control, motivation, emotional expression, and information. Communication is needed in a stock broker career because of the presence of constant meetings and appointments with different groups and types of people. Controlling is the task of management in the course of providing positive controls on the efforts of various elements of the organisation such as people and financial resources (Witzel 2003). It has been demonstrated that the emphasis in successful management lies on the man, not on the work (Gilbreth 1914 cited in Witzel 2003). According to  Gilbreth, the man’s mind is a controlling factor in efficiency, and has, by teaching, enabled the man to make the most of his powers. A stock broker must be able to control the future of every transaction so as to uphold the premeditated individual as well as organisational goals. Every action is planned, organised, directed, and coordinated towards a general consensus. The future of every business deal is reliant on the ability of the stock broker to minimise potential hazards and increase productivity. Thus, controlling and all the other management functions mentioned above are relatively important. Strength I recognised myself as someone who possesses the strength of the task of coordinating particularly on the case of communication. Petit, Goris and Vaught (1997) noted communication’s function is essential for cases like allowing employees to conduct meetings, make memos, provide feedback and share corporate-wide information. I believed that the previous exposures and experiences that I gained help me acquired this core competency. Good communication skill was gained from giving presentations at seminars, supplier and customer service transactions (e.g. issuing clear and concise instructions, advising and assisting customers, etc). I am also used at working on team projects particularly during my course. This involved different roles, which have developed my impeccable negotiation and persuasion skills. Considering the significant role of communication in stock broking, coordinating is among the basic ingredients of my professional success. I also believed to the spill over effects of effective coordinating function like the development of teamwork and successful working relationship. Teamwork is also attributed to the positive effects upon the psychological health and well-being of organisations member (Carter and West 1999). Through effective communication, people are motivated to work in unity and towards the achievement of individual and organisational goals alike. Weakness Firstly, it is in depth knowledge which I think I don’t have right now. I do have the knowledge of a stock broker but I am not a specialist.  Secondly, I tend to be little autocratic sometimes. So, this kind of attitude reflects as my weakness in terms of directing or leading. Leadership is an important aspect of management. As stated by a few authors (e.g. Cohen and Brand 1993; Hyde 1992), management requires leader’s full participation and involvement instead of designating individual groups who will shoulder all the responsibilities. Furthermore, this also helps in creating a sense of commitment and loyalty (Hill 1991). I presumed that I am the opposite of a favoured leader. I am autocratic which means I tend to be overly manipulative and domineering. I was engaged in an argument in my previous job placement out of my domineering attitude. This attitude hinders the development of harmonious relationship or esprit de corps among colleagues and most importantly on the part of potential clients. I recognised the need to learn a leadership style that will be instrumental on the achievement of my intended career role as well as the development of other important values useful in my future as stock broker and person as whole. Opportunities I have plenty of opportunities in this specific subject. In fact I have the world. The scope of learning here in United Kingdom is better than my home country. I am also active in this business right now and dealing with one of the biggest stock brokerage firm in Europe which I think that is one of the most learning experience I am having in this business ever. Threats The most common and important threats in this business are the uncertainties, competitors and future world situations. REFLECTION ON MY SKILLS DEVELOPMENT We all know that fact that knowledge is power. So I think that I have to study more and more about the subject to gain more knowledge so that I can handle all the situations happens there in a stock exchange individually. While I recognise my limitation of being an autocratic leader, I learned to lessen my domineering attitude and improved my leadership style. ‘In the business point of view, good leadership proves to be quite beneficial as aids in effectively meeting job-related demands,  creating higher-performing teams, fostering renewed loyalty and commitment, increasing motivational level, and reducing absenteeism and turnover of employees’ (Drucker 1995). From the last incident which I had in my last job with one of my subordinate, I considered having a reality check on my leadership skills – from autocratic to democratic or being friendlier. I gradually changed from domineering to accommodating leader. By doing so, I am able to listen on other people’s voices and study the situation before giving my personal judgments. I should have been more lenient to the new employee. With this experience, I learned that autocratic attitude is not actually relevant particularly in working with teams because it hinders the development of teamwork among team mates. Thus, I needed to reconsider other leadership style as option. Now, I will take all the opportunities whatever comes to my way. As my knowledge is growing day by day regarding this business, I think that I can make the best use of my opportunities. I hope, I can handle the threats as well. In this case, I should have proper knowledge about my competitors; I should be more analytical while predicting the future business situations. So, from the above discussion, it is clear that what a personal development plan is and how to develop it. SWOT analysis is a vital exercise for personal development plan. The examples given here in this assignment are based on my own life experiences and future plan. References: Baird, I. S., Kuratko, D. F., Lules, M. A. & Orris, B. B. (1993) â€Å"Formalized Planning in Small Business: Increasing Strategic Choices†, Journal of Small Business Management, vol. 31, no. 2, pp. 38-50. Blustein, D. L. (1997) â€Å"A context-rich perspective of career exploration across the life roles†, Career Development Quarterly, no. 45, pp. 260-274. Brown, A. D. (2001) â€Å"Organization studies and identity: Towards a research agenda†, Human Relations, vol. 54, no. 1, pp. 113-121. Cohen, S. & Brand, R. (1993) â€Å"Total Quality Management in Government,† San Francisco, CA, Jossey-Bass, Inc. David, F. R. (2003) â€Å"Strategic management: Concepts and cases†, New Jersey, Pearson Education Inc. DeVoe, D. (1998) â€Å"Plans are key to success†, Infoworld, vol. 20, no. 31, pp. 75-76. Drucker, P. F. (1995) â€Å"The practice of managemen†t, United Kingdom, Heinmann. Eckhouse, B. (1994) â€Å"Competitive Communication†, Boston, McGraw-Hill, pp. 53. Gilbreth, L. (1914) â€Å"The Psychology of Management†, Sturgis & Walton, New York. In Witzel, M. (2003) Fifty Key Figures in Management, New York, Routledge. Harris, T. E. (1993) â€Å"Applied Organizational Communication: Perspectives, Principles, and Pragmatics†, Hillsdale, NJ, Lawrence Erlbaum Associates. Hill, S. (1991) â€Å"Why Quality Circles failed but Total Quality management might succeed†, British Journal of Industrial Relations, vol. 29, no. 4, pp. 541-568. Hitt, M. A., Ireland, R. D., & Hoskisson, R. E. (2003) â€Å"Strategic Management: Competitiveness and Globalization†, 5th ed., Singapore, South-Western. Hornsby, J. & Kuratko, D. (2005) â€Å"Frontline PR: a Handbook for the Emerging Manager†, Crawfordsville, IN, Tho mpson. Hyde, A. (1992) â€Å"The Proverbs of Total Quality Management: Recharting the Path to Quality Improvement in the Public Sector†, Public Productivity and Management Review, vol. 16, no. 1, pp. 25-37. Kaye, B. L. (1997) â€Å"Up is not the only way: A guide to developing work – force Talent,† 2nd ed., Palo Alto, CA, Davies-Black Publishing. Matthews, C. H. & Scott, S. G. (1995) â€Å"Uncertainty and Planning in Small and Entrepreneurial Firms: An Empirical Assessment†, Journal of Small Business Management, vol. 33, no. 4, pp. 34-56. Morgenstern, J. (1998) â€Å"Organizing from the Inside Out†, New York, Owl Books. Moses, B. (1999) â€Å"The good news about careers: How you’ll be working in the next decade†, Toronto, ON, Stoddart. Moses, B. (1995) â€Å"The manager’s career coaching guide†, Toronto, ON, BBM Human Resource Consultants. Orpen, C. (1994) â€Å"The effects of organizational and individual career manage ment on career success†, International Journal of Manpower, vol. 15, pp. 27-37. Pettit, J. D., Goris, J. R., & Vaught, B. C. (1997) â€Å"An examination of organizational communication as a moderator of the relationship between job performance and job satisfaction†, The Journal of Business Communication, vol. 34, pp. 81-98. Roney, C. W. (2004) â€Å"Strategic Management Methodology: Generally Accepted Principles for Practitioners†, Westport, CT, Praeger. Shahnasarian, M. (1994) â€Å"Decision time: A guide to career enhancement†, Odessa, FL, Psychological Assessment Resources. Witzel, M. (2003) â€Å"Fifty Key Figures in Management†, New York, Routledge.

Kate Chopin s The Minister s Black Veil - 1897 Words

In a world without the different ideas from authors, readers would be reading the same types of stories without any diversity. There would be only one theme of a story until a brave author would break away from the chain and make a different type of story. Sure, the writer of the story would be rejected from society for a while, but the story they wrote will change the views of future author’s writing. Literature throughout history has shown many various ideas of themes. One of the most important themes is that of individualism. The theme of individualism means to be an individual, or refusing conform to anyone else’s views or thoughts. Individuality is the most universal theme in all of American Literature. Individualism is demonstrated in the texts â€Å"The Minister’s Black Veil†, written by Nathaniel Hawthorne, Kate Chopin’s â€Å"Story of an Hour†, Ralph Waldo Emerson’s â€Å"Nature†, â€Å"To Build a Fire† written b y Jack London, and Henry David Thoreau’s â€Å"Walden†. In society today, someone will rarely find another that has been unaffected by world going on around them. Children’s authors often made the main characters of the stories individuals, setting a beacon of hope and encouragement from the readers (Gustavsson). Pipi Longstockings, for example, followed her own beliefs and the thoughts of her own mind as she refused to do as the adults in her life told her to do (Gustavsson). Individualism is about being content with what one’s ideas or (Gustavsson). Individualism, caving in toShow MoreRelatedKate Chopin s The Minister s Black Veil1897 Words   |  8 Pagesindividualism means to be an individual, or refusing conform to anyone else’s views or thoughts. Individuality is the most universal theme in all of American Literature. Individualism is demonstrated in the texts â€Å"The Minister’s Black Veil†, written by Nathaniel Hawthorne, Kate Chopin’s â€Å"Story of an Hour†, Ralph Waldo Emerso n’s â€Å"Nature†, â€Å"To Build a Fire† written by Jack London, and Henry David Thoreau’s â€Å"Walden†. In society today, someone will rarely find another that has been unaffected by world going