Rc Physics - 1491 Words

MULTIPLE CHOICE QUESTIONS 1. A KILOMETER IS APPROXIMATELY A. 2 Miles B.  ½ Mile C. 1/10 Mile D.  ¼ Mile 2. 55 miles/hour is approximately A. 90 km/h B. 30 km/h C. 10 km/h D. 2 km/h 3. By what factor does the volume of a cube increase if the lengths of the edges are doubled? A. 16 B. 8 C.4 D. 2 E.√2 4. If the length of a box is reduced to one-third of its original value and the width and height are doubled, by what factor has the volume changed? A. 2/3 B.1 C. 4/3 D. 3/2 E. depends on relative proportion of length to height and width 5. If the area of a circle is found to be half of its original value after the radius is multiplied by a certain factor, what was the factor used? A. 1/ (2Ï€) B.  ½ C. √2 D.1√2 E.  ¼ 6. In terms of the original†¦show more content†¦4.20 X 103kg F. 7.3 X 10-2m G. 2.300 X 104s 15. Solve the following problem and express the answer in m/s with the appropriate number of significant figures. (3.21m) / (7.00ms) =? [Hint: ms stand for milliseconds.] 16. Solve the following problem and express the answer in meters with the appropriate number of significant figures and in scientific notation: 3.08 x 10-1km + 2.00 x 103 1.5 Units 17. Convert 1.00km/h to m/s 18. A sprinter can run at a top speed of 0.32 miles per minute. Express her speed in A. m/s B. mi/h 19. A. How many centers- stripe road reflectors, separated by 17.6 yards, are required along a 2.20 mile section of curving mountain roadway? B. Solve the same problem for a road length of 3.54km with the markers placed every 16.0m. Would you prefer to be the high-way engineer in a country with a metric system or a U.S. Common Unit System? 20. The intensity of the Sun`s radiation that reaches Earth`s atmosphere is 1.4kW/m2 (kW = kilowatt: W = watt) Convert this to W/cm2 21. Density is the ration of mass to volume. Mercury has a density of 1.36 x 104kg/m3. What is the density of mercury in units of g/cm3? 22. An air molecule is moving at a speed of 459m/s. How many meters would the molecule move during 7.00ms (milliseconds) if it didn`t collide with any other molecules? 23. Express this product in units of kg3 with the appropriate number of significant figures: (3.2kg) x (4.0g) x (13 x 10-3mg) 24. A. How many squareShow MoreRelatedPhysics Lab : Rc Circuit Lab1925 Words   |  8 PagesPhysics Lab: RC Circuit Lab Emma Chen January 5, 2015 Team members: Alex Wang, Andy Val_ 1. Objectives The objective of this lab is to create an RC circuit that has a time constant of 10. 2. Method and Principle: The RC circuit that we created on the breadboard was a series circuit. RC circuits contain resistors and capacitors, and are connected to a voltage source. In our case, this voltage source was the battery. 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I couldn’t stop day-dreaming about how I would fly like a big bird600 Words   |  3 Pagesbroken as well as the wires. I held it up lightly, bring it back home. It was an embarrassed moment, and I didn’t realize that that w as a moment leading me to success. It gave me a chance to keep trying. Working with my dad’s friend who is a hot fan of RC plane, playing â€Å"Real Flight†, a simulator, to get a sense of real flying, I started to know more about plane while I found more unknown to me. 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Managing Employee Performance and Reward

Question: Discuss about the Managing Employee Performance and Reward. Answer: Introduction The role of the human resource management is much important in business. Especially, in order to gain the competitive advantage and establish the sustainable future, the human resource management has been maintaining the significant responsibilities. In this current globalised world, it is noticed that the business organisations undertake the effective strategies to strengthen the sustainable business position (Kooij et al., 2013). For example, business expansion is one of those fruitful strategies that can help the organisation in achieving the determined objectives. However, undertaking any change is not an easier process, as it includes the restructuring of different functionalities and managing the workforce. Hence, the efficient human resource department manages such changes by motivating the workforce and helping in management functionalities. The case study is highlighting that the hospital requires improving the human resource department for strengthening the sustainable posi tion. Accordingly, the study will focus on theory based concept related to the human resource management. The application of the proper theoretical description will help in identifying the necessary roles and responsibilities of HR management to establish the sustainable organisational position. Background of the Case Study The case study is based on the hospital, which is located in multiple sites of the geographically dispersed area in Australia. Almost 400 staffs are associated with the hospital in this multiple sites. It is noticed that even though the company has the payroll department, it lacks the proper human resource department and the senior HR manager. The CEO and the finance manager have been taking care of the job analysis, selection, recruitment, training, development, and performance measurement process (Kramar, 2014). It is quite obvious that the middle managers do not have the sufficient knowledge about the HRM process. Therefore, there is much occurrence of frequent errors, which are much challenging for the business. The industrial disputes and inconsistent application are harmful for maintaining the sustainable position of the organisation. In order to reduce such risks of staffs grievances, absenteeism, and turnover rates, the efficient HR practices are needed to be developed within the organisation. Therefore, the study will be focusing on the major roles and practices of HR management in order to develop the sustainable future for the hospital. Necessary Course of Action to Improve Human Resource Management Operations The relevant course of actions is necessary for improving the human resource management practices. Especially, it is noted that the middle managers are unable to manage the internal functionalities that are leading towards several disputes. Concentrating on such requirements, the human resource management requires participating in such process more actively. The relevant course of action that is needed to be taken into consideration is described further by discussing the theoretical model of HRM process. Guest Model of HRM In order to build the sustainable HRM system, the application of the proper theoretical concept is essential. The case scenario has been reflecting the potential issues with the inefficient HRM process. Hence, the application of the guest model will be helpful enough in resolving such issues with the human resource management system. Mr. David Guest introduced this model by concentrating on the HRM functionalities. As per the theoretical concept, it can be inferred that the establishment of the sustainable position of an organisation depends on the four major strategic outcomes (Guest, Paauwe Wright, 2012). Planning and Implementation High employee commitment High workforce flexibility and adaptability High quality workforce The maintenance of these four strategic outcomes will lead the organisation towards the sustainable position. The effective HR policies and the practices are the major approaches that can improve these areas and bring out the expected performance outcomes. The maintenance of the job consistency, high performance parameter, and improvisation of cost effectiveness is essential (Daniel, 2013). It is evident that if the human resource management can undertake such practices, it will be helpful enough in reducing the employee turnover, absence and grievances. However, it is necessary for the HRM department to recognise the actual business scenario and underlying issues (Stone, 2013). The recognition of the specific issues is much helpful in structuring the relevant activities. Hence, it is one of the most integral parts of the HRM process to identify the issues and manage the workforce with proper motivational factors. The continuous and frequent performance monitoring is also beneficial in such cases. The case study is highlighting the potential issues regarding the increasing number of employee turnover, grievances, and absenteeism rate (Ehnert Harry, 2012). The model is thus describing the procedure of resolving such issues through improving the credibility of the performance management. The application of such model determines the closer concentration on the issues to resolve them with proper decision making process. Key Features of Sustainable HR Capacity The efficient human resource management has to take the responsibility of managing the associates working in the organisation. It is evident that HR management takes the responsibility of managing people at workplace, recording the information regarding the recruitment and selection process, payroll, attendance, and motivational aspects. In most of the cases, it is noted that the human resource management maintains the major responsibility of motivating the workforce and bringing the performance efficiency (Longoni, Golini Cagliano, 2014). It is necessary for reducing the employee turnover rate and retaining the employees. However, as per the case study, it is noted that there are different departments of diversified work functionalities. However, there is the lack of proper human resource management, due to which the middle managers have to look after the selection and recruitment, training, retaining, and decreasing the turnover rate. Some of the recommendations are needed to be f ollowed in such regards. Recognising the identified challenges, the CEO of the hospital requires implementing several course of action. The application of theory and practices of effective human resource management process is depended on following aspects: Analysing Job Planning Manpower Needs and Recruiting Eligible People Performance Appraisal based on Employee Potentiality Training and Development Process Building effective communication Establishment of Employee Commitment Job Analysing and Recruiting People The human resource management initially needs to identify the job description. Once the human resource management recognises the job requirement and specifications, it becomes easier for them to divide the departments and structure the functionalities (Paill et al., 2014). For example, if the hospital requires recruiting the efficient health care staffs, the human resource management needs to concentrate on the selection and recruitment procedure by considering the job demands. On the other hand, it is even noted that the efficient health care staffs require proper guidance of performing the workplace functionalities. Accordingly, the human resource management requires focusing on proper training and guiding process. Hence, it is necessary to analyse the job at the initial stage before undertaking any relevant activity. The human resource management plays the most significant role in organisational planning process. When the HRM department recognises the actual needs of the working associates, the eligible and right people are needed to be recruited (Bratton Gold, 2012). If concentrated on this case study, it is recognised that the hospital authority requires the efficient health care personnel for increasing the quality of the health care services. Hence, the human resource management needs to select and recruit the people who are eligible to perform with proper efficiency. The association of the efficient health care professionals will improve the quality of the services in the hospital. Training and Development Another major responsibility of the human resource management is to facilitate the effective training and development sessions for the employees. According to Buller and McEvoy (2012), training is the effective process of increasing the knowledge and skills of the employees. The human resource management needs to undertake the proper actions regarding the training and development session (Thomas Galla, 2013). It is in fact serves as the motivational process for the employees to enhance their knowledge. If the hospital authority requires improving the quality of the health care services, it is important for the human resource management to undertake the proper training session. Performance Appraisal Performance appraisal is the systematic and periodic approaches based on employees excellence (Purce, 2014). The performance appraisal is essential process of motivating the employees in a significant manner. The human resource management needs to keep the data regarding the performance parameter of the employees (Shields et al., 2015). Based on the potentiality, the performance appraisal needs to take place. When the employees will receive the proper recognition from the organisation and performance appraisal facilities, it will decrease the employee turnover rate. Concentrating on the case scenario, it is noted that if the CEO can undertake such policies and practices, it will improve the human resource management operations. Establishment of Proper Communication The communication transparency is necessary to address the underlying issues and requirements. Similarly, in order to improve the practices of the human resource management operations, the establishment of the effective communication process (Alfes et al., 2013). When the human resource management is able to communicate with the associated employees regarding the organisational policies and practices, it will be helpful enough in identifying the underlying issues. Moreover, the human resource management will be able to recognise the necessary changes that can improve the organisational scenario (Zhang et al., 2015). In fact, it is noted that the hospital has been facing trouble with the inefficient management process and huge turnover rate. If the human resource management can establish the frequent and transparent communication process, it will be helpful enough in resolving the issues. Establishment of Employee Commitments Establishing the employee commitments is necessary to determine the higher productivity. The employee commitment is necessary to improve the organisational scenario. The human resource management is responsible in developing the employee commitments to ensure the higher productivity (Budhwar Debrah, 2013). The hospital authority has been facing the issues regarding the huge employee turnover and development process. Once the employee commitments are ensured, it will be effective enough to develop the productivity of the company. Recommendation The above discussion is following the aspect of building the efficient HRM process is focusing on the theoretical description. Recognising the underlying issues and the fundamentals of HRM process, the following recommendations can be provided to the CEO of the hospital. The effective communication process is necessary to understand the underlying issues. Once the issues are recognised, the HRM process can develop the proper functionalities to resolve the issues. For example, in order to improve the work quality of the employees, the company requires motivating the employees by communicating with them and understanding their requirements. Paying attention towards the performance parameter is essential. Monitoring the performance is essential to recognise the progressive attitude. Providing the training and development session will also be much helpful in improving the work productivity. Conclusion The study is based on the case scenario of First Hospital, which is based on Australia. The company faced the potential issues regarding the inefficient human resource management process. However, the application of Guest Model is determining the course of action that can be helpful enough in improving the HR operations. Accordingly, the application of the effective practices will be much helpful in resolving the issues with employee turnover, huge rate of absenteeism, and employee grievances. The communication transparency, training and development session, and performance monitoring process will be helpful enough in establishing the sustainable future of the company. References Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Budhwar, P. S., Debrah, Y. A. (Eds.). (2013).Human resource management in developing countries. Routledge. Buller, P. F., McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight.Human resource management review,22(1), 43-56. Daniel, T. A. (2013). Executive Perceptions about the Effectiveness of HR.Employment Relations Today,40(2), 1-11. Ehnert, I., Harry, W. (2012). Recent developments and future prospects on sustainable human resource management: introduction to the special issue.Management revue, 221-238. Guest, D. E., Paauwe, J., Wright, P. (Eds.). (2012).HRM and performance: Achievements and challenges. John Wiley Sons. Kooij, D. T., Guest, D. E., Clinton, M., Knight, T., Jansen, P. G., Dikkers, J. S. (2013). How the impact of HR practices on employee well?being and performance changes with age.Human Resource Management Journal,23(1), 18-35. Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach?.The International Journal of Human Resource Management,25(8), 1069-1089. Longoni, A., Golini, R., Cagliano, R. (2014). The role of New Forms of Work Organization in developing sustainability strategies in operations.International journal of production economics,147, 147-160. Paill, P., Chen, Y., Boiral, O., Jin, J. (2014). The impact of human resource management on environmental performance: An employee-level study.Journal of Business Ethics,121(3), 451-466. Purce, J. (2014). The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... Plimmer, G. (2015).Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Stone, R. J. (2013).Managing human resources. John Wiley and Sons. Thomas, L., Galla, C. (2013). Republished: Building a culture of safety through team training and engagement.Postgraduate medical journal,89(1053), 394-401. Zhang, M. M., Bartram, T., McNeil, N., Dowling, P. J. (2015). Towards a Research Agenda on the Sustainable and Socially Responsible Management of Agency Workers Through a Flexicurity Model of HRM.Journal of Business Ethics,127(3), 513-523.

Leadership People to Admire Essay Example

Leadership: People to Admire Paper Defined by many, attained by few, leadership is an integral part of any organization. The public sector has many of these heroes, who exhibit qualities defined as effective leadership. The many military leaders of the United States have helped define what Americans see as leadership. Colin Powell and George C. Marshall are two such leaders who have coined ideas and demonstrated what it takes to be a leader. Leaders possess the consistent ability to influence people, to motivate them to sense a common purpose and to fulfill the functions necessary for group action. People who lead have power over others. There are five major bases of power: (1) expert power, embodying knowledge and power; (2) referent power, which is admiration and having others strive for that leaders support; (3) reward power, which is based on the leaders knack to decide rewards for the follower; (4) legitimate power, arising from a status within the institute; (5) coercive power, which is based on the followers fear that not fulfilling the leaders wishes will lead to reprimand. There is subsequent research that expert and referent power are more likely to encourage subordinate performance and satisfaction(Shafritz and Russell 328-9). While French and Raven can define types of power, what traits transcribe the people that wield the power? Good leaders are effective communicators, empathetic, energetic; possess sound-judgment, consistent, and autonomous. These characteristics, along with ways that one leads, can show how people become effective leaders. Democratic leaders who excise their leadership position to the level of working with people such as Secretary of State Colin Powell brings fourth an idea of servant leadership. Born in Harlem in 1937, Colin Powell is the son of Jamaican immigrants. We will write a custom essay sample on Leadership: People to Admire specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Leadership: People to Admire specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Leadership: People to Admire specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Growing up in a rough area, Powell was educated in the public school system and went on to City College of New York. He spent his formative years in a scene that is not essentially favorable to developing leadership skills in a community environment. To endure and prosper, Powell had to institute goals and set a vision for himself that transcended his environment-while not ignoring its veiled benefits. Powells early focus was the beginning of a remarkable leadership career that continues to benefit all Americans today. After completing the schools ROTC program and graduating from CCNY in 1958, Colin Powell was commissioned an Army second lieutenant. When he retired from the military 35 years later, he had held diverse leadership positions and had risen to the rank of 4-star General, eventually becoming the 12th Chairman of the Joint Chiefs of Staff, the highest position in the Defense Department (Holberton). Colin Powell stands out from his peers as being one of the few individuals who can traverse political party lines and lead various individuals and organizations. Why is Colin Powell a good leader? Maybe it is his gifted ability to speak. Perhaps it is his straightforward, charismatic approach. More than likely, it is both these traits and his personal core values that resonate with so many of us (Holberton). Powells intellect, endurance and devoted practice of taking accountability for his actions make him a good leader. Colin Powell has always been true to his values and to the higher order of his mission. His focus as a military officer was winning battles and wars and supporting the agenda of the United States. Because he was able to work successfully with many individuals, regardless of their policy, he became a trusted advisor to many in both political parties. This well-merited respect has aided him in attaining his present position as Secretary of State, in which he helps shape policy rather than simply following it. Preserving Dodona Manor [Marshalls home] as a memorial to this outstanding soldier and statesman will preserve General Marshalls legacy for generations to come. Colin Powell had this to say about one of his predecessors, George C. Marshall. Perhaps General Marshalls most prominent trait as a leader was inspirational motivation. He had a vision and encouraged others to follow. Marshalls father owned a flourishing coal company in Pennsylvania, but the boy, choosing to become a soldier, enrolled at the Virginia Military Institute from which he graduated in 1901 as senior first captain of the Corps of Cadets. After serving in posts in the Philippines and the United States, Marshall graduated with honors from the Infantry-Cavalry School at Fort Leavenworth in 1907 and from the Army Staff College in 1908. The young officer distinguished himself in a variety of posts in the coming years, earning an appointment to the General Staff in World War I and acting as aide-de-camp to General Pershing, and holding many high ranking positions in and around the military. In July 1938, Marshall accepted a position with the General Staff in Washington, D. C. , and in September 1939, President Roosevelt named Marshall chief of staff, with the rank of general. He became General of the Army in 1944, the year in which Congress created the five-star rank (Haberman). In his position as chief of staff, Marshall urged military readiness previous to the attack on Pearl Harbor in 1941, and later became accountable for the building, supplying, and, in part, the deploying of over eight million soldiers. From 1941, he was a member of the policy commission that oversaw the atomic studies engaged in by American and British scientists. With the war over, Marshall resigned in November 1945 (Haberman). Marshall did not resign from public service; when his military service ended, he took up a diplomatic livelihood. During his diplomatic career, he participated in many conferences, one being the conference on the Atlantic Charter. In late 1945 and in 1946, he represented President Truman on a special mission to a China torn by civil war; in January 1947, he accepted the Cabinet position of secretary of state, holding it for two years. In the spring of 1947, he outlined his most famous accomplishment in a speech at Harvard University the plan of economic aid which history has named the Marshall Plan (Haberman). The Marshall Plan was his personal effort to extend the helping hand to restore a then distraught Europe, which led to the $16. 2 billion Economic Recovery Program. His plan changed the course of history for humankind. It was the first time in history that the conquerors rebuilt the defeated. The Marshall Plan became the basis for the current alliance of the European Union (Kingsbury-Smith Keesee). For one year during the Korean War, General Marshall was secretary of defense, a civilian post in the U. S. Cabinet. Having resigned from this post in September 1951, he retired from public service. Soldier, Citizen and Statesman Marshall received the Nobel Peace Prize in 1953 for his grand humanitarian efforts and numerous contributions to world peace and understanding (Haberman). In war he was as wise and understanding in counsel as he was resolute in action. In peace, he was the architect who planned the restoration of our battered European economy and, at the same time labored tirelessly to established a system of Western defense. He has always fought victoriously against defeatism, discouragement, and disillusion. Succeeding generations must not be allowed to forget his achievements and his example. Sir Winston Churchill [On Marshall and his Leadership] With these two leaders in mind, with their different traits attributing to their leadership, one could see there are many qualities that make a leader. Marshalls vision exhibiting transformational leadership and Powells charisma that embodies a transactional approach are only two of many such qualities that define a leader. Leaders are everywhere in everyday life, these are only two prominent figures that exemplify what situational and other factors and characteristics that contribute to their ability to lead. Works Cited Holberton ,Phil. Profile of a Leader: Colin Powell. Speaking of Leadership(r). Vol. 2, No. 8. (April 9, 2002) 1 pp. On-line. Internet. October 10, 2004. Available FTP:http://www. holberton. com/index. html Kingsbury-Smith Keesee, Diana. George C. Marshall. Internet. October 10, 2004:n. pag. On-line. Available WWW: http://www. bnt. com/marshall/incenter. html.

Regional Geography Overview

Regional Geography Overview Regional geography is a branch of geography that studies the worlds regions. A region itself is defined as a part of the Earths surface with one or many similar characteristics that make it unique from other areas. Regional geography studies the specific unique characteristics of places related to their culture, economy, topography, climate, politics and environmental factors such as their different species of flora and fauna. Also, regional geography also studies the specific boundaries between places. Often these are called transition zones which represent the start and end of a specific region and can be large or small. For example, the transition zone between Sub-Saharan Africa and North Africa is rather large because there is mixing between the two regions. Regional geographers study this zone as well as the distinct characteristics of Sub-Saharan Africa and North Africa. History and Development of Regional Geography Although people had been studying specific regions for decades, regional geography as a branch in geography has its roots in Europe, specifically with the French and geographer Paul Vidal de la Blanche. In the late 19th century, de la Blanche developed his ideas of the milieu, pays, and possibilisme (or possibilism). The milieu was the natural environment and pays was the country or local region. Possibilism was the theory that said the environment sets constraints and limitations on humans but human actions in response to these constraints are what develops a culture and in this case aids in defining a region. Possibilism later led to the development of environmental determinism which says the environment (and thus physical regions) is solely responsible for the  development of human culture and societal development. Regional geography began to develop in the United States specifically and parts of Europe in the period between World Wars I and II. During this time, geography was criticized for its descriptive nature with environmental determinism and lack of a specific focus. As a result, geographers were seeking ways to keep geography as a credible university-level subject. In the 1920s and 1930s, geography became a regional science concerned with why certain places are similar and/or different and what enables people to separate one region from another. This practice became known as areal differentiation. In the U.S., Carl Sauer and his Berkeley School of geographic thought led to the development of regional geography, especially on the west coast. During this time, regional geography was also led by Richard Hartshorne who studied German regional geography in the 1930s with famous geographers such as Alfred Hettner and Fred Schaefer. Hartshorne defined geography as a science To provide accurate, orderly, and rational description and interpretation of the variable character of the earth surface. For a short time during and after WWII, regional geography was a popular field of study within the discipline. However, it was later critiqued for its specific regional knowledge and it was claimed to have been too descriptive and not quantitative enough. Regional Geography Today Since the 1980s, regional geography has seen a resurgence as a branch of geography in many universities. Because geographers today often study a wide variety of topics, it is helpful to break the world down into regions to make information easier to process and display. This can be done by geographers who claim to be regional geographers and are experts on one or many places across the world, or by physical, cultural, urban, and biogeographers who have a lot of information to process about given topics. Often, many universities today offer specific regional geography courses which give an overview of the broad topic and others may offer courses related to specific world regions such as Europe, Asia, and the Middle East, or smaller scale such as The Geography of California. In each of these region-specific courses, topics often covered are the physical and climatic attributes of the region as well as the cultural, economic and political characteristics found there. Also, some universities today offer specific degrees in regional geography, which normally consists of general knowledge of the worlds regions. A degree in regional geography is useful for those who want to teach but is also valuable in todays business world that is focused on overseas and long distance communications and networking.

Bilateral Trans-Scaphoid Perilunate Fracture Dislocation

Bilateral Trans-Scaphoid Perilunate Fracture Dislocation BILATERAL TRANS-SCAPHOID PERILUNATE FRACTURE DISLOCATION OF THE CARPUS. (CASE REPORT) Abstract: Trans-scaphoid perilunate fractures-dislocations are rare lesions. They occur in a high-energy trauma. The concomitent lesion of both wrists is exceptional. We report a case of bilateral trans-scaphoid perilunate dislocated wrist fracture in a 21-year-old man. The dislocation was treated by opened reduction and fractures by internal fixation. The functional outcome was satisfying after two years of follow-up. Introduction: Trans-scaphoid perilunate fracture-dislocations are relatively uncommon. 1 These are the most common form of the complex carpal dislocations 2,3 causing marked disruption of the carpal anatomy. Time from injury to treatment (delay in treatment), anatomic classià ¯Ã‚ ¬Ã‚ cation, and open or closed nature of the injury are the major factors that determine the clinical outcome in trans-scaphoid perilunate fracture-dislocations. 4,5 Late presentation combi ned with missed diagnosis often causes critical delay in the treatment of these injuries. If the acute phase is missed, then some authors recommend alternative procedures such as wrist arthrodesis and proximal row carpectomy which are relatively mutilating surgeries that leave a significant functional deficit. 4,6,7 The acute phase is defined as the first week after injury, whereas the delayed phase is the period between the seventh and 45th day and after 45 days the injury is said to be in the chronic phase. 4 We report the case of a patient who referred to our department two weeks after the initial trauma with bilateral dorsal trans-scaphoid perilunate fracture-dislocations of the carpus. Anatomic reduction, percutaneous pin fixation of the carpus and fixation of scaphoid fractures of both wrists were performed by opened reduction under fluoroscopic control. Presentation of case: A 21-year-old, right-hand-dominant man sustained an isolated injury to his both wrists after a fall from a height of approximately 4.5 m. The carpal injuries of both wrists were missed initially and both wrists had been bandaged for two weeks after the trauma. He was referred to our department two weeks later with increasing pain. The patient reported that he fell on his outstretched hands with both wrists in extension. Both wrists were deformed in marked dorsiflexion, painful, swollen, and tender to palpation, with limitation of movement. The patient complained of paresthesia in both of his hands. On physical examination, meticulous cutaneous sensory mapping was performed of both hands to determine the area of decreased sensation. This was done with the use of the sharp end of a paperclip while applying a constant pressure. This revealed minor numbness in the median nerve distribution area of both hands (thumb, index, middle finger, and the radial side of the ring finger). The two-point discrimination was normal on both sides. The mobility of the fingers was normal but pai nful, and there was a slight decrase in grip strength of both hands. Motor power in abductor pollicis brevis and opponens pollicis muscles was full (5/5) on both sides. The Tinel’s sign was negative over the carpal tunnel in both sides. The findings of the patient led us to think that there is not any condition like acute carpal tunnel syndrome due to fracture-dislocation.We thought that the numbness of the patient was due to temporary traction injury of the median nerve caused by dislocation on both sides. The vascular status was normal on physical examination. Study of the anteroposterior, oblique and lateral plane radiographs showed that the patient had bilateral dorsal trans-scaphoid perilunate fracture-dislocations of the carpi ( Fig. 1 ). According to the classification described by Herzberg et al., the fracture-dislocations were trans-scaphoid as path of trauma and Stage 1 as displacement of capitate on both sides. 4 The patient was informed about his pathology and a dvised to undergo surgery. If possible the patient’s preference was closed treatment. Therefore, we initially recommend closed reduction and percutaneous fixation. However, if this was not possible or in the situation of a failure we informed him about the open procedure. Under general anesthesia, a closed reduction was attempted with traction manoeuvre described by Tavernier 8 under fluoroscopic control. The reduction was not satisfactory,we opted for the open reduction by posterior approach.After anatomical reduction was achieved, intercarpal fixation was applied to carpal bones using three K-wires. The first K-wire was applied to scaphoide- lunate, the second K-wire was applied to- lunate-triquetrum and the third K-wire was applied to capitatum-lunate. After the procedure, reduction and fixation of carpal bones was confirmed under fluoroscopy. The same procedure was repeated for the other wrist. We noticed that the scaphoid fracture was reduced spontaneously along with t he reduction of the carpal bones. So we performed   fixation of the left scaphoid fracture using a 3.5 mm mini Acutrak headless compression screw through the fracture line from a dorsal-proximal to a volar-distal direction. Intraoperative fluoroscopic control confirmed anatomic reduction of the scaphoid fracture.. Finally, standard radiograms were obtained and both wrists were immobilized in a short arm cast ( Fig. 2 ). The patient noted complete relief of symptoms the day after surgery. The pain and the paresthesia that the patient complained preoperatively was relieved dramatically and the function recovered. The post-operative period was uneventful. Four weeks after surgery, the casts and the K-wires were removed. New casts were applied for another 4 weeks when union was visible on radiographs. The casts were removed eight weeks after surgery. There was radiographic evidence of union of the scaphoid on the left side, but on the right side radiography revealed delayed union of the scaphoid. The patient subsequently underwent 3 months of intensive range-of-motion and muscle-strengthening exercises. Intermediate clinical and radiographic examinations were performed 6 and 12 months after surgery. At the two-year follow-up, the radiographs showed normal carpal bone relationships on both sides, complete union of the scaphoid on the left side(Fig.3). Wrist motion on the left side was excellent with 70 ° of palmar flexion, 80 ° of dorsiflexion, full supination and pronation, full radial and ulnar deviation. The right wrist could achieve 60 ° of palmar flexion and 70 ° of dorsiflexion, full supination and pronation, but with a mild decrease in radial and ulnar deviation. The grip strength of the right hand was 30 kg while that of the left side was 38 kg, measured with the Jamar dynamometer (J.A. Preston, Jackson, Michigan) . Fig.3 Right wrist and Left wrist anteroposterior and   lateral view after two-years. At the two-year follow-up, the patient was symptom-free concerning median nerve functions. The patient was free of pain on the left side. On the right side there was mild pain with wrist motions due to non-union of the scaphoid.The patient was able to perform activities of daily living and he had returned to all of his previous activities. The functional outcome was good on the left side, with a Mayo wrist score of 80/100. The functional outcome was satisfactory on the right side, with a Mayo wrist score of 65/100. Radiographs of both wrists revealed no evidence of radiocarpal or midcarpal arthritis. No osteonecrosis of the lunate or the scaphoid was evident. The lunate position was correct, without signs of instability. Anatomic relationships of the carpal bones were maintained. Discussion Carpal fracture-dislocations are rare injuries; thus their classification and treatment are rather difficult. Osseous variants of this injury are common; the trans-scaphoid perilunate fracture-dislocation constitutes 61% of all perilunate dislocations and 96% of fracture-dislocations. 4 The trans-scaphoid perilunate fracture-dislocation is an uncommon injury sustained due to force transmission through a hyperextended wrist. 9,10 These injuries may be easily overlooked or misdiagnosed. 4 After a delay in diagnosis of several weeks or months, the clinical prognosis is poor compared with injuries that are treated acutely. 11 According to the classification described by Herzberg et al., we initially diagnosed our patient in the delayed phase. 4 Regarding the literature, the management of such injuries in case of delayed presentation is rare. 12,13 Dislocation in this region requires rapid realignment, as untreated perilunate dislocation will lead to serious secondary damage. 13,14 Perilunate fracture-dislocations are high-energy injuries, produced by wrist hyperextension. 3,15 There is disruption of the palmar capsuloligamentous complex, starting radially and propagating through the carpus in an ulnar direction. 3,15 This dislocation takes a transosseous route through the scaphoid resulting in a trans-scaphoid perilunate fracture-dislocation. 10 In trans-scaphoid perilunate dislocations the fractured scaphoid is the initial destabilizing factor of the carpus. 16 Regarding the literature, we believe that the mechanism of injury in our patient was fall from a height on the outstretched hands. Treatment options currently used for perilunar instability patterns include closed reduction and cast immobilization, closed reduction and percutaneous pinning, and open reduction. As the awareness of the anatomy and biomechanics of these injury patterns has evolved, authors have tended toward treatment approaches that attempt to repair the injured intrinsic and extrinsic carpal ligaments, that is, open techniques. 4,8,11 Most authors agree that closed reduction is the initial treatment of choice for trans-scaphoid perilunate fracture-dislocations. 2,8,17 In addition, treatment often r equires intercarpal fixation within the proximal carpal row. Most authors have agreed that the key to a good clinical result in the management of trans-scaphoid perilunate dislocation is the anatomic union of the scaphoid and the restoration of proper alignment of the carpal bones. 17 In this case, we prefer a opened reduction and intercarpal fixation with K-wires, as well as screw fixation of the scaphoid, because we didn’t achieve a good fracture alignment after closed reduction . Gellman et al. suggested that anatomical reductions of the scaphoid, as well as the mid-carpal joint, and the restoration of the articular surface of the lunate are the most important aspects determining the prognosis. 11 An open reduction further increases the risk of a scaphoid blood supply interruption, whereas percutaneous screw fixation of the scaphoid minimizes this risk. 3,17,18 In addition, a rigid fixation with a percutaneous screw can also reduce the immobilization period and allow for an earlier rehabilitation. Acutrak screw fixation allows earlier discontinuance of the cast than K-wire fixation. In our case, the range-of-motion exercises of the wrist were started earlier after the initial operation. The nonunion rate was relatively higher in the series that were treated by closed reduction. 19,20 In our case study the radiographs obtained two years after surgery revealed a non-union of the right scaphoid. We believe that the delay in treatment and maybe the malrotation of the scaphoid that we overlooked on the initial radiographs led to the interruption of the blood supply which was possibly responsible for the non-union of the scaphoid. Despite the non-union of the scaphoid, the functional outcome of our patient was satisfactory, with mild pain, good range of movement and good grip strength. Similarly, Herzberg et al. 4 reported that unsatisfactory radiographs did not equate to a poor clinical outcome. We planned to perform open reduction and internal f ixation with grafting for the non-union of the right scaphoid. Conclusion As the injury have led bilateral dorsal trans-scaphoid perilunate fracture-dislocations,  we therefore recommend minimally invasive techniques if an anatomical closed reduction and  a percutaneous rigid fixation of the scaphoid is achieved on the intraoperative evaluations.

Should American Soldiers have Invaded into the Irak War Essay

Should American Soldiers have Invaded into the Irak War - Essay Example activities to religiously aggravated 'jihad.' There is currently a self-governing Iraqi regime, and a contract in place to get rid of a considerable number of US military troops from the state. President Bush argued all through the two terms of his administration that the warfare in the country Iraq was a front procession in a war in opposition to global violence and terrorism. This belief was contemplated annually in special foundational addresses, and brought about substantial debate in the U.S and around the world. This essay will cover up the reasons as to why the American soldiers shouldn’t have invaded into Iraq. At the present it is finally recognized that there were no organic associations between Al Qaeda and Iraq in 2003, nor were artillery or weapons of mass obliteration and destruction ever found. So the question which arises is that should American soldiers have invaded into the Iraq War? A number of people think that the war was a fair and just route, while on th e other hand many believe that it was an intended endeavor by the American government to guard their economic wellbeing. This essay will draw attention to the two aspects of the debate that have been carried out in recent times. Individuals that defended this confrontation, particularly those that admire George .w. Bush state that if Iraq is not calmed down or stabilized, it could turn out to be a ground for terrorist breeding and a secure location for Osama Bin Laden or one more Saddam. The truth remains that the American armed forces that marched into Iraq failed to present the weapons they declared Hussein had his hands on. If the government of the United States truly planned to get rid of leaders who crush or trample upon the rights of humans or of their nation, Saddam must not have been the single target while at the moment of the attack. In my own opinion, American attack on Iraq was established on economic motives. US administration had the oil in mind which is abundantly fou nd in Iraq, and that was the purpose for execution the attack even without the complete agreement or support of the UN Security Commission. An attack on Iraq for the intention of "government transformation" would not be an officially authorized war if one considers the international law. As stated by Mohammad Taghi â€Å"Article 2(4)  of the UN Charter states that All Members shall refrain in their international relations from the threat or use of force against the territorial integrity or political independence of any state, or in any other manner inconsistent with the Purposes of the United Nations." Random assassinations, use of grenades, dozens of aggressive groups, and an intensified feeling of insecurity and depression troubles Iraq. The proof of enveloping and relentless chaos is all over the place, from the official figures of mortality to extended approximations of numerical results, from the news of families abandoning hazardous areas by the amount of tens of thousands to the demolishing of governance. As stated by Thomas G. Manken â€Å"The lethal fighting is all-pervading, but without an evident front or a visible strategy and for those reasons, among others, it is poorly understood.† Bombing of nationals population is a type of violence and terrorism  even more repugnant comparative to low-tech terrorism street killing and bombing of innocents. Opponents of the attack argued that it lead to the loss of hundreds of Iraqi nationals and military in addition to

Nietzxche, Friedrich. On the use and abuse of History for Life Essay

Nietzxche, Friedrich. On the use and abuse of History for Life - Essay Example He was the vizier of the fourth dynasty during the reign of pharaoh Sneferu. Therefore, the writings are assumed to have been written between 2613-2589 B.C. The ancient writers did not specifically put the date of writing of the teachings but they gave the period and the king who reigned at that time. This information is used to determine age and time of the writing. The writing is categorized as wise sayings because they were written to guide the Pharaoh’s children on how they were to live and rule. According to the Egyptians, the writings are teachings which guide them in their daily ventures. The writing of these teachings took place in the Pharaoh’s palace, where their children were being taught. 2. †¦of the tree of knowledge of good and evil, thou shalt not eat of it; for in the day that thou eatest thereof thou shalt surely die. The title in which the above quote falls is creation, though others may group it as commandment. It can be argued to be creation sin ce it comes after Man and Woman have been created. On the other hand, it is said to be a commandment since it is an instruction to the created being on what they should and should not do. The commandment has more weight since it has punishment onto it that if they do not follow they will surely die. It was later found out that disregard of the instruction led to punishment and expulsion out of the garden. Thus, the quote is a command given to Adam and Eve by God in the Garden of Eden after they were created. The quote is found in the Bible, the book of Genesis chapter 2 versus seventeen. The writings were written years later by Moses despite the occurrence of the event in 4004 B.C when creation is believed to have taken place. Moses wrote the book of Genesis and grouped it with four others, naming it the book of Torah. The quote offers teaching to the believers on obedience and signifies the belief in one God to give them orders. The quote is religious due to its nature of involving beings and Supernatural forces. Moses wrote the book while in the desert with the Israelites as they were moving from Egypt into the Promised Land. 3. God created man in his own image, in the image of God created He him; male and female created He them. The quote above is extracted from creation. It justifies the existence of man as not from the natural causes but thoughtfully designed into existence by a Supernatural being. The book was written by Moses while in the desert with his fellow Israelites after running from Egypt, where they had served as slaves. The quote was used by Moses to remind the Israelites that they were created. It is extracted from the books of Moses known as the Torah, specifically the book of Genesis. The Quote was Jewish and is also used in the Christian context among those who believe in creation. The quote was said in the Garden of Eden, where the Bible states to have been the place where God began the creation. The event, therefore, occurred in 4004 B.C , the period in which it is believed the creation took place. It is found in the Bible, from the book of Genesis chapter one versus twenty seven (Genesis 1:27). The quote explains the work carried out in the sixth day of creation to crown the work that took a week; work that made the whole world. It denotes end of the creation act which was creating man. It denoted the end of the creation. The quote is categorized as religious, appreciating the existence of