Zea Mays Mendelian Inheritance Pattern

Zea Mays Mendelian Inheritance Pattern Mendelian Genetics Rough Draft Hypothesis I (Theory of Segregation) At anaphase I of meiosis, gamete formation causes a separation of alleles in a diploid organism. When the chromosomes separate each individual will receive an equal chance of inheriting a dominant or recessive allele from the mother or father. Because an albino and green offspring were observed within the same generation, the parents must be heterozygous since two recessive alleles must be inherited by the offspring to express a recessive albino trait following Mendels 3:1 (green: albino) ratio. Hypothesis II (Theory of Independent Assortment) During metaphase I of meiosis, the allele pairs of different genes will independently segregate from each other during the formation of gametes. The inheritance of an allele is independent of other pairs of alleles due to random alignment of chromosomes. Because there were two heterozygous plants for both height and color and were crossed, their offspring will follow Mendels ratio of 9:3:3:1. Materials Methods Obtaining and Maintaining Corn To assess the inheritance patterns of Zea Mays (corn plants) that contain chlorophyll and no chlorophyll and whether the phenotypes height is normal or dwarf in green or albino plants, the study was conducted at Pacific Lutheran Universitys Carol Sheffels Quigg Greenhouse. The trays of corn plants were monitored under artificial lights, controlled temperature, and watered by a student worker for approximately two weeks. Determining Green vs. Albino Seven trays of monohybrid corn plants were observed, and the height and color were used to describe the plants phenotype. Determining Normal vs. Dwarf Green vs. Albino Five trays of dihybrid corn plants were observed to distinguish between green and albino from normal and dwarf. For the dihybrid cross, they were observed using the inheritance of two genes, color, and height. The normal green height plants are dominant presented themselves as tall, spread out, and leaves were narrower, whereas the albino normal height plants are recessive and were portrayed as thin, lack of chlorophyll, and were wrinkly. The green dwarf plants had chlorophyll and were shorter, whereas the albino dwarf plants displayed a wrinkled texture and brown leaves. If some of the corn plants displayed brown or died over the course, they were omitted from this experiment. Data Analysis Determining the phenotypic ratio of the dihybrid cross, of the normal green height as well as green-dwarf, albino-normal height, and albino-dwarf seedlings, their predicted frequencies were determined using a Punnet square to calculate the possible genotypes and albino offspring to be present. Once these were determined, they were computed to conclude the frequencies for the monohybrid and dihybrid cross through a Chi2 test to get the expected and observed values. Results Table 1: Compares heterozygous seedlings that display the predicted number of green (G) and albino (W) when observing the phenotypic traits of chlorophyll and non-chlorophyll plants by Mendels first law of Segregation, (N=424) Zea Mays. Phenotype Predicted # of offspring Observed # of offspring G (chlorophyll) 318 354 W (non-chlorophyll) 106 70 The observed values were close to the phenotype prediction in the monohybrid cross, 75% displayed a dominant trait, and 25% a recessive trait. The expected and observed, (X2= 12, df = 1, p > 0.05), were not statistically significant. Table 2: Compares the predicted and observed phenotypes of green normal and dwarf height and albino normal and dwarf height offspring phenotypes as predicted by Mendels Theory of Independent Assortment to the number of observed phenotypes. Phenotype Predicted # of offspring Observed # of offspring Green / Normal Green / Dwarf Albino / Normal 152 51 51 151 71 15 Albino / Dwarf 16 34 Observed traits of normal vs. dwarf green plants and albino plants, the phenotypic frequencies expected value did not follow Mendels ratio of 9:3:3:1. The observed values, (X2 = 53.5, df = 3, p Conclusions   Ã‚   Our study supports the Mendelian inheritance pattern of Zea Mays that both the parent strains on the monohybrid cross (Table 1) were heterozygous. The expected and observed, (X2= 12, df = 1, p > 0.05), were statistically significant with Mendels first law of segregation expressing green or albino following the phenotype ratio of 3:1. Whereas, the parent strains on the dihybrid cross (Table 2) the observed values for the albino normal and albino dwarf (X2 = 53.5, df = 3, p

Personal Space in a Digital Age by Robert Sommer Essay -- gender, space

Robert Sommer, author of the text. Personal Space in a Digital Age suggests a relationship between age and gender in determining of personal space. He explains, â€Å"It has been interesting to observe personal space enter the popular culture. Airlines advertise more of it in their seating, homeless shelter residents complain that they have too little of it, and corporate training manuals warn employees to respect each other’s personal space. What is clear is that the concepts of personal space and interaction distance have lasted four decades and show no sign of disappearing even in a digital age when communication is increasingly aspatial.† Although most people feel bothered about questions of personal space, gender and age determines when a person begins to feel uncomfortable because psychology explains that people care who is in their space, because that researchers have proved that gender and age matters, because age research proves that when their personal space by both older or younger people they feel uncomfortable, and because the research on gender proves that when people are invaded by the opposite sex they also feel uncomfortable. Personal space has many factors that affect how different people react such as their culture, gender, race, age, etc. (The Development of Personal Space in Primary School Children - Springer 195). Personal space is when someone feels uncomfortable in his or her own space or bubble (Personal Space 1). People call their space a bubble so when someone gets to close it might pop (Wells 1). One-person controls how big or small the bubble is (Wells 1). There are four areas that break down space (Igarashi, Stade, and Vriens 4). Internal, mental, physical, and spiritual are the four boundaries that de... ...ells, Meredith M. "Measuring Personal Space." Psychology Teacher Network. N.p., 2002. Web. 15 Nov. 2013. 0CCkQFjAA&url=http%3A%2F%2Fwww.apa.org%2Fed%2Fprecollege%2Fptn%2F20 02%2F01%2Fissue.pdf&ei=ClSGUvXYMJCqkAfolIBY&usg=AFQjCNHZbzD_daKQY iRO5yr6xflgycn6Qg&bvm=bv.56643336,d.eW0>. Widang, Ingrid. "Patients’ Conceptions of Integrity." N.p., 2007. Web. 13 Nov. 2013. =0CDQQFjACOAo&url=http%3A%2F%2Fwww.diva- portal.org%2Fsmash%2Fget%2Fdiva2%3A4541%2FFULLTEXT01.pdf&ei=00GAUu2t OaPsyQGGuoFY&usg=AFQjCNE1Ifvl9dYscCwBYtqrRNaLA4u12Q>. Wolchover, Natalie. "Why Do We Have Personal Space?" Web log post. Live Science. Natalie Wolchover, 6 June 2012. Web. 3 Nov. 2013. personal-space.html>.

A Comparative Study of Human Resource Practices and Job Satisfaction in Public Healthcare Organisations in United Kingdom and Pakistan

Identification of important issues that determine job satisfaction of nurse may allow managers to develop strategies to increase job satisfaction nursing staff. The problem of the current quantitative research was to examine and compare the nurses’ job satisfaction at public healthcare organisations in U.K. and Pakistan.The purpose of the current study was to determine whether there were differences between factors and level of job satisfaction among nurses at two hospitals. The current quantitative research data were collected by using the Index Work Satisfaction (IWS) questionnaires (Stamps 1997). The sample for the current research was nurses who were employed in NHS and PIMS hospitals.For this study, a survey will be utilised as the primary method of acquiring the research data. The questionnaire will be comprised of closed-ended questions to get an accurate and complete data.The sample will consist of 53 employees from public healthcare service providers in United Kingdom and Pakistan. The sample of employees will be chosen randomly, however, the research will attempt to get a wide range of individuals.The findings revealed that nurses are dissatisfied with the amount of paper work required, lack of time to deliver quality care, administration who are perceived to be out of touch with daily problems, and lack of involvement in policy decision making. Different components that influence job satisfaction between NHS and PIMS nurses were also reported.NHS nurses reported twice as many dissatisfiers than PIMS nurses. The overall job satisfaction indicated that work satisfaction on both the NHS and PIMS hospitals is fairly low, according to Index of Work Satisfaction. However, PIMS has a higher level of job satisfaction than NHS.There is no better time than the present to analyse job satisfaction among professional nurses, especially those working in specialised units in hospitals, because of the changes and chaos occurring in the current environment.Num erous factors have affected the profession of nursing over the last five years. The driving force behind these factors is the economics of health care. The rising cost of health care has caused hospitals and other healthcare agencies to restructure their nursing care delivery systems.Simultaneously, technological advances have necessitated more sophisticated and complex care, acuity of patients has risen, and the length of stay in acute care facilities has dramatically been reduced (Murphy, Roch, Pepicello, & Murphy 1997).Past studies of job satisfaction among professional nurses have demonstrated relationships among satisfaction and positive and negative behaviours. High satisfaction is associated with positive behaviours such as high productivity, teamwork, and high morale, while low satisfaction is associated with negative behaviours such as absenteeism, high turnover rates, and conflict among employees (Boumans & Landerweerd 1994).Job satisfaction encompasses not only the worker s' adaptation to the organisation, but also what their work means to them and ways in which they and the organisation might adapt to their needs. Nurse managers need to assess the satisfaction of their employees, not to gain a sense of work satisfaction, but to gain knowledge that can be used to assist them and the organisation to create more meaningful and more satisfying jobs (Stamps 1997).The issue of job satisfaction has become more important to both employers of nurses and nurse employees since the beginning of health care reform and changes in the delivery of nursing care that have caused frustration and chaos among the staff nurses who are delivering the care to the patients.Managed care has changed the health care environment by putting economic constraints on hospitals. This has affected the nursing profession because the third party payers are dictating how nurses deliver care (Moore 1997).With the restructuring of nursing care delivery systems, nurses are working with dif ferent staff mixes and different staffing levels. With the increased use of unlicensed personnel, nurses have greater supervisory requirements to ensure quality care (Moore 1997).Many professional nurses have not been well prepared to manage their increasing supervisory responsibilities in the current healthcare environment. When employees are ill equipped for their jobs, dissatisfaction and ultimately negative behaviours result (Murphy et al. 1997).A study conducted by Shindul-Rothschild and Duffy, (1996) looked at nurses' views on health care reform and the practice of nursing. She found that nurses who experienced restructuring, downsizing, and the increased use of unlicensed personnel express concerns with decreased quality of nursing care. These nurses are required to do more with fewer resources so they cannot accomplish all the tasks and supervision that they are required to do.The nurses report they are taking care of more complex patients due to the seriousness of their ill nesses, but they have less time to practice nursing due the increased supervisory responsibilities. Thus, they report it has become difficult to provide high quality care to patients with the resources available and this is decreasing their job satisfaction (Corey-Lisle, Tarzian, Cohen, & Trinkoff 1999).The supply and demand of professional nurses has frequently been out of balance. According to Brewer (1997) when there is a nursing shortage, nurses are required to work long hours with an insufficient number of staff, ultimately leading to burnout and job dissatisfaction.She predicted that with the turmoil of the health care environment, another nursing shortage would occur in the near future (Brewer 1997). Critical care units have a particularly difficult time recruiting and retaining nurses in such times to fill their positions.Job satisfaction may vary depending on work settings. There has been no research comparing job satisfaction between developed and undeveloped countries pub lic healthcare providers.UK nurses have lower patient to staff ratios, fewer unlicensed personnel, no licensed practical nurses, and rely on modern technology like hemodynamic monitoring to help monitor patients. Pakistani nurses must supervise more licensed practical nurses and unlicensed personnel, lack hemodynamic monitoring assistance, and have a larger number of patients per staff member.Job satisfaction has incredible significance to the health care system. When employees are satisfied, productivity and morale increase. When employees are dissatisfied, employers encounter negative behaviours. Employees may decide to leave, morale and productivity decrease, absenteeism and tardiness increase, and conflict is more prevalent (Williams 1990).All of these factors have considerable implication for organisations. Low quality, absenteeism and the need to retrain and orient new employees add significant issues to organisations. Even more important are the effects these behaviours can h ave on patient outcomes. If the morale and productivity levels are low and stress levels are high, an increase in patient and staff injuries is likely (Wunderlich et al., 1996).Nurse administrators and managers need to be aware of job satisfaction because of its impact on morale, budget, productivity, and staff and patient injuries. Nurse administrators and managers can be proactive and develop strategies to assist in increasing job satisfaction among nurses. Nurse managers on specialty units need to assess job satisfaction closely because of the added difficulty recruiting and retaining qualified professional nurses for these units.Public Healthcare Organisations within UK and Pakistan The government organisations namely as National Health Service in UK and Pakistan Institute of Medical Sciences in Pakistan, are the subjects of this dissertation. The part of study was based in the PIMS, which is one of the largest health public organisations in Pakistan. There were three main reaso ns for selecting this organisation for the study:1) Like several other large health public organisations (in Pakistan), PIMS has a well defined organisational structure comprised of a voluntary advisory board, paid employees and community based volunteers. Also, its general vision about the health care delivery, staffing pattern and range of salary, benefits and employee development activities are similar to other health public organisations. Hence, the lessons learnt from this organisation could be applied to other health public organisations.2) PIMS started providing community based primary health care services from mid 1980s. In a short period, it showed a significant improvement in health indicators in northern areas and its strategy of community participation in program planning and implementation became a model for other public organisations as well as private.Several public organisations adapted PIMS' strategy either fully or in part. Based on the lessons learnt from PIMS, th e government decided to include its philosophy of community involvement in health care delivery in its national health policy and also invited PIMS to help the government health department in replicating its strategy in the government setting (PIMS, 2007).PIMS' strategic direction and operational approaches have become a model for many other organisations working in the health sector in Pakistan. Thus, it was expected that the lessons learnt from this study in the PIMS would receive due attention by other public organisations as well as the government sector, resulting in wider acceptability and benefit.3) PIMS' keen interest in improving its performance further by conducting organisational research was also one of the reasons for selecting it as a study site. In this regard, a research agenda developed in consultation with the PIMS senior staff members was shared with the investigator before conceptualisation of this study.Based on the mutual need and the interest of PIMS and the i nvestigator, the research topic was finalised. Considering PIMS' serious interest in the topic it was expected that the research findings will be utilised by the organisation to develop better human resource management policies resulting in more efficient use of their resources and effective health care delivery to the communities in its program areas.Health Sector in PakistanPakistan a low-income country (http://www.worldbank.org.pk). The rural-urban division is sharp, as are the disparities between the rich and poor. According to the National Human Development Report (http://www.un.org.pk), almost one third of the people of Pakistan, mainly in rural areas, live below the official poverty line (income of less than US dollar a day per household).Inadequate social services and the high rate of population growth perpetuate poverty and the unequal distribution of wealth (http://www.oxfam.org.uk). The socio-economic indicators are worse than most of the countries in South Asia. United N ation's Human Development Index (http://www.unfpa.org) puts Pakistan at number 142 (out of 177).Each year the Pakistani government (federal and provincial combined) spends around GBP 5.0 per capita on education and GBP 2,5 per capita on health (2001 figures based on average exchange rate for GBP).Compared to this, the national expenditure on health per capita is around GBP 9.0, indicating a huge role of private and other health care providers (mainly NGOs), which cover around 76% of the total per capita health care expenditure (http://www.emro.who.int).There are not enough schools, health facilities or houses. The average number of people living in a house is seven; and half the population live in one-room housing units, with inadequate basic utilities, such as water, sanitation and electricity. Access to education and health services is limited, especially in the rural areas, and women and girls are at a particular disadvantage (http://www.oxfam.org.uk). Â  

Anti Semitism And The Nazi War - 895 Words

The blood curdling of screams echo throughout the dark damp halls and as you peer into one of the endless rooms you see a surgeon severing off limbs of his patient like a butcher cutting into a hunk of meat. Passing the shaved parts to his colleague whom places it in a pile as they he says â€Å"for scientific advancement of the German people.† This is not figment of fiction but a harsh cruel reality of the past. In concentration camps Jew were subjected to inhumane treatment and experiments that range from putting glass into infected wounds or tearing limbs off of people to try to transfer them to other people. This all happened because of the desensitization and dehumanization of the Jews through wide spread anti-Semitism led to the inhumane scientific research that caused innocent people to die. The anti-Semitic propaganda led the minority Nazi party into the place of superiority so they could influence the public that Jews were subhuman. Various forms of propaganda ranged from posters, radio broadcasts, marches and more. These helped influence those or pressured those had opposing views of those of the Nazi party. Sheldon Kishner mentions in his article Nazi propaganda shaped German opinion, â€Å"No sooner had Hitler been appointed chancellor than he embarked on a quest to destroy the free press and thus shape popular opinion† (6) This limited the information the public was to intake in daily life and shaped their opinions of what was going wrong in the country. SinceShow MoreRelatedAnti Semitism And The Nazi War1666 Words   |  7 Pagesup and decided to hate the Jews. Anti-semitism in Europe dates back to centuries ago, to the time period of Jesus Christ. This was the start of a chain reaction that leads to viewing Jews as the â€Å"other,† and the pent up intolerance that would eventually fuse over into mass genocide. This resentment boomed in Germany when Hitler accused the Jews of being backstabbers that caused their defeat in WWI. A powerful combination of the incredibly long lasting anti-semitism, scapegoating of the Jews, and theRead MoreAnti Semitism And The Jewish State Essay1389 Words   |  6 Pages#1. Anti-Semitism is the discrimination against Jewish people as individuals and as a group. (A Brief History of Anti-Semitism) People may think that anti-Semitism began with Adolf Hitler but they are mistaken. There is so much evidence of anti-Semitism as far back as the ancient world. (History.com, n.d.) There are three examples of anti-Semitism in Europe prior to World War One that I will discuss. The first example of anti-Semitism in Europe prior to World War One is when a new anti-Judaism evolvedRead MoreThe Holocaust During World War II1356 Words   |  6 PagesDuring World War II, the world witnessed unspeakable acts of violence, particularly that of the Holocaust. 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The book was originally published in 1998 in German, under the title Politik der Vernichtung, Politics of Destruction. This 2010 English-language release is, as the author claims, shorter in some areas and longer in others. The primary additions include a chapter on anti-Semitism in the Weimar Republic, which adds considerable meat to the contextualRead MoreAdolf Hitler And The Holocaust Essay1105 Words   |  5 Pagesdescribed as â€Å"Sub-Humans† such as Gypsies, homosexuals, intellectually challenged, political prisoners and most Eastern Europeans. German lacked confidence in their weak system, the Weimer Republic. Adolf Hitler, the chairman of the Nazi Party by 1921, was a World War I veteran who still believed that Germany was destined for greatness, despite the humiliating terms of Versailles Treaty. He was appointed chancellor, the head of German government in January 1933. 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Understanding what the Nazis believed in, how anti semitism contributed to Nazi beliefs, and if Nazis still exist today helps to conclude why they did certain actions. After World War I occurred, many Germans were still upset. Germany was burdened with many war reparations that they couldn’t pay. Many ofRead MorePeter Fritzche s Book Germans Into Nazis 1599 Words   |  7 PagesPeter Fritzche’s book, Germans into Nazis, contends that, â€Å"Germans became Nazis because they wanted to become Nazis and because the Nazis spoke so well to their interests and inclinations†¦however, voters did not back Hitler mainly because they share his hatred of the Jews†¦but because they departed from established political traditions in that they were identified at once with a distinctly popular form of ethnic nationalism and with the basic social reforms most Germans counted on to ensure national