Gene Therapy Research Paper Example | Topics and Well Written Essays - 1250 words

Gene Therapy - Research Paper Example A vector is used in gene therapy as a package for delivering the useful DNA into the cells of the body (Mayo Clinic, 1). In line with the current challenges that continue to plague the field of healthcare such as increased incidences of antibiotic resistance, gene therapy will become a major treatment strategy in the future management and control of ailments. There is bound to be a lot of debate and emotion surrounding whether mankind should or should not embrace this treatment regime as diseases will become untreatable through conventional ways. With advanced knowledge of the subject, however, gene therapy will be useful in the future management of diseases. When gene therapy was initially thought of in 1973, the pioneers of the concept called for utmost caution in the attempts to use this technique on humans. A 1990 United States experiment treated a patient (DeSilva Ashanti) of ADA-SCID in an FDA-allowed procedure. Initially, failures with the technique led to many people writing it off but these assumptions have since changed drastically following several successful trials in the period after 2006 (Kelly, 348). As of 2014 January, over 2,000 trials were actively being pursued. Gene therapy is an important issue in healthcare as it offers immense hope in finally treating diseases that are currently untreatable such as HIV/ Aids and cancer (Kelly, 377). However, there are feared a number of consequences, especially manifesting in future generations, should the application of gene therapy go south (since very little is known about it). Gene therapy should therefore be a concern to every human being in any part of the world as we have a duty to the consequent generations. Genes house one’s DNA which is responsible for a number of human functions and characteristics. In this light, therefore, if a gene is mutated or is simply not functioning properly, diseases can result.

AUDIT & ASSURANCE - SCENARIO - AUDIT OF SUNSHINE LIMITED Essay

AUDIT & ASSURANCE - SCENARIO - AUDIT OF SUNSHINE LIMITED - Essay Example This particular aim is of significant importance for the reason that we would want to arrive and formulate the suitable and appropriate audit opinion based on a financial statement that is actual and exact. Further more, with this particular approached we will not only be able to detect material misstatements in the previous financial statement. But, it will also show to us how some factors like adequacy of internal controls, the nature of transactions that company utilises, how the company monitors and oversees the production, how responsive is the management in addressing issues, how the company responds to human resources and human relations concerns, the possibility of senior management oversight and similar concerns within the company itself may contribute to risk and to financial statement that is materially misstated. And as a rule of the thumb in the business environment, a materially misstated financial statement may lead to an inappropriate audit opinion. And an inappropria te audit opinion may in effect lead to estimations that are detrimental to the company’s growth, profit, and solvency. Second, the market of the company is highly competitive and volatile. As such is the market environment of the company, risk-approached will help us center on divisions and facets of the company that are more susceptible to risks and problems like sales, auditing, and personnel hiring. This specific strategy in auditing will allow us to focus and zero-in on the more ‘problematic’ departments and divisions of the company while maintaining the supposition that good policies are in placed and are being observed. At the same time, this style of auditing will present to us the conditions that allow the less problematic departments to function in a manner that is aligned to the company’s goals and objectives. Thus, allowing room for the possibility of coming up with a more

Assignment Example | Topics and Well Written Essays - 1000 words - 8

Assignment Example Agency Group 06. (2012, June 1). U.S. Transportation Secretary Ray Lahood applauds Ohio for enacting ban on texting while driving by. FDCH Regulatory Intelligence Database. Retrieved from http://web.ebscohost.com.terrehaute.libproxy.ivytech.edu.allstate.libproxy.ivytech.edu/ehost/detail?sid=b5787eb8-fbf3-43f6-8076-c13444f3497b%40sessionmgr11&vid=1&hid=21&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=mth&AN=32W2353416746 The author is anonymous, but he/she writes for the FDCH Regulatory Intelligence Database. The source of authority of the writer comes from the credibility of the database. This database is accessible through EBSCOHost, which contains numerous credible articles and reports. The source has the general public as intended readers. The organization seems to have a single stance on the issue, although its reports can contain different viewpoints. The news article basically reported the support of U.S. Transportation Secretary Ray Lahood for Ohio’s texting-while-driving ban. ... Hosansky, D. (2012, May 4). Distracted driving: Should driver texting and cellphone use be banned? CQ Researcher, 22(17), 401-424. Retrieved from http://library.cqpress.com.terrehaute.libproxy.ivytech.edu.allstate.libproxy.ivytech.edu/cqresearcher/getpdf.php?file=cqr20120504C.pdf David Hosansky is a staff writer for CQ Researcher. He is not an expert on automobile safety, although as a journalist who was nominated twice for a Pulitzer Prize, he is a credible source of news information. CQ Researcher has an intended audience of educated readers. It presents detailed analyses of certain topics using diverse viewpoints. Hosansky does not offer any personal claim because he wants readers to decide on the merits of banning cellphone use while driving through providing opposing opinions from experts and stakeholders and providing studies and statistics. This writing is described as descriptive and unbiased journalism although it is clear from the tone of the writer that he does not support distractions to driving because of the costs to human life and properties. His stance is more objective than other journalists who either oppose or support texting-while-driving bans. The evidence is credible, accurate, complete, and relevant because of the diverse opinions and statistics used. I can use this article to support the claims on the negative effects of texting-while-driving. Park, A., Salsbury, J., Corbett, K., & Aiello, J. (2013). The effects of text messaging during dual-task driving simulation on cardiovascular and respiratory responses and reaction time. The Ohio Journal of Science, 111 (2-5), 42-44. Retrieved from

A Black Mans Tribute to His White Mother Essay Example for Free

A Black Mans Tribute to His White Mother Essay James McBride, has a personal element in its origin that is carried throughout the text. The author attempted to discern his race, and uncovered the touching story of his Jewish mother who experienced her own personal Diaspora: she immigrated from Poland to Virginia, and from Virginia to New York City. The latter move took much courage, because she had to abandon both her faith and her family in order to follow her heart, ultimately marrying the titular black man and founding a lasting family. The aforementioned personal element really helps carry the narrative forward: James McBride wishes to tell his own story, but realizes that he cannot tell his own without telling his mother’s. Intentionally or not, this works quite well on a meta-textual level, as it reinforces how tightly tethered his family is to one another, which serves as an extreme counterpoint to her other family (indeed, her other life) that she left behind in Virginia. See more: Homelessness as a social problem Essay The work also serves to broker a much-needed (then, as much as now) discussion regarding racial division within America. A neutral observer might view the subtitle of the work and ask why race is so important to the narrative; as McBride illustrates, one cannot discuss this particular tale of immigration, life, and success in the context of America without discussing the racism that permeated the country†¦how, even in the shadow of civil rights triumphs, many saw race as an excuse to divide, as opposed to an opportunity to come together. Despite the rather serious premise, the book ultimately comes across as more uplifting than depressing. The memoirs of times when race relations are so bad also serve to make one grateful that present day America is much more tolerable regarding matters of race (though not, of course, perfect). McBride cleverly embeds this idea in the very title of his work, implying that the color of water—transparent clarity—can only come through a mixture of race as opposed to segregation. The notion of reconciliation within the work is not limited to matters of race: the epilogue of the story features McBride becoming more in touch with his Jewish heritage, effectively bringing the journey of his mother full circle: as she had to leave Judaism behind in order to forge a new life and a new identity, James McBride has to re-discover it as a way of determining his own identity. Throughout the work, there is an undercurrent of the importance of education. The text emphasizes that all twelve of Ruth McBride’s children become college-educated, and readers feel every bump along the way as she tries to get them through college. However, even while reading about these economic difficulties (a relatively touchy subject in the shadow of near economic collapse), readers are offered a glimpse of hope: the work alternates chapters written by James and chapters written by his mother, so even as the narrative makes one concerned for how the children will turn out, the gripping narrative of James reminds audiences that they will turn out just fine. In a way, that is the pattern of this book: tension and release, tension and release†¦the tension of Ruth’s struggle with her old family, and the release of the success with her new family. There is the tension of financial hardships and the release of financial success. And in a story that is essentially about the American dream, tension comes from the possibility that America may not be ready for Ruth’s dream. In turn, the release is the joy of Ruth not settling for the American dream: rather, she creates and actualizes her own. The Gentle People: A Portrait of the Amish by James Warner provides an intimate look into a group that is still a mystery to many Americans: the Amish. True to its word, the book is primarily comprised of photographs of the Amish that are artificially made to look like washed-out, â€Å"antique† photos. These are usually accompanied by a biblical verse, so one is able to more properly get into the Amish mindset. The old versus combined with the old-timey feel of the photographs really gives a feeling that one has become â€Å"unstuck in time,† as Vonnegut might say. Would-be sociologists will find this book to be a treasure trove of information regarding Amish society, particularly regarding relationships. According to the book, public affection between married individuals is highly frowned upon by Amish society, as their affection for one another is too sacred to be shared with outsiders. As should not be surprising, many of the ideas are founded in Christian writings and have been espoused by Christian writers, though the Amish take things to their logical extreme: John Donne, for instance, counseled lovers not to weep at their beloved’s funeral, because the affection was too valuable to share with outsiders. The Amish have taken Donne’s advice about love after death and have applied it to love during life, which can be something of a shock when one first reads about it. Of course, modern day feminists will find much within the book that is upsetting to their cause. The Amish have taken Ephesians to heart, and strictly expect wives to submit to their husbands in all matters. There are even limits to how much children can be exposed to the school system, with the assumption that only God can provide wisdom, and everything else is foolishness. While these are basic precepts for Mormons and taken for granted in their society, it is jarring for onlookers (particularly liberal onlookers) to first see the number of restrictions that are placed on people and expressions. Fortunately, the author has a built in ethos: James Warner was born to a Mennonite household, so he has quite a bit of background regarding this issue. However, that is what makes the book disappointing on several levels: it does not concern itself with any deep revelations about Amish history, and does not serve well as an introduction to the Amish lifestyle simply because no historical context is offered. The book and its photos are put forth as a kind of â€Å"slice of life† view of the Amish†¦however, considering that it was first printed over four decades ago (and was arguably offering out-of-date content even back then), the work struggles to find a proper audience in the modern day. After all, it is not a book for the Amish: its pictures and passages are simply redundant for them, and more conservative Amish may even consider its author something of a traitor†¦a man who abandoned their private lifestyle, only to make a profit by publically invading that privacy. The book is also not intended for those wanting to fully learn about the Amish: as elaborated on above, it does not delve into their history, and offers no context for the actions taken by the Amish. The ideal audience for this book, interestingly enough, would be modern photography buffs: the pictures are quite striking, and the measures taken to make them seem more ancient than they are may very well offer the aspiring photographer new tricks for his or her toolbox. For everyone else? There are far better books about the Amish, especially for those who wish to know their full story.

Human resource Planning and Leadership roles

Human resource Planning and Leadership roles Human Resource Planning is the process by which an organization ensures that it has the right number and kind of people, at the right places, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives (Decenzo and Robbins 2000). Vetter (1967) defined human resource planning as the process by which management determines how the organization should move from its current manpower position to its desired position. Through planning, management strives to have the right number and the right kinds of people, at the right places, at the right time, doing things which result in both the organization and the individual receiving maximum long-run benefits. Human resources planning should be a key component of nearly every  corporations strategic business planning. To ensure their  competitive advantage  in the marketplace, organizations must implement innovative strategies that are designed to enhance their employee retention rate and recruit fresh talent into their companies. In todays corporate environment, it is viewed as a valuable component for adding value to an organization. Both employees and the company will often realize many benefits of planning over the long-run. Contemporary human resource planning occurs within the broad context of organizational and strategic business planning. It involves forecasting the organizations future human resource needs and planning for how those needs will be met. It includes establishing objectives and then developing and implementing programs (staffing, appraising, compensating, and training) to ensure that people are available with the appropriate characteristics and skills when and where the organization needs them. It may also involve developing and implementing programs to improve employee performance or to increase employee satisfaction and involvement in order to boost organizational productivity, quality, or innovation (Mills, 1 985b). Finally, human resource planning includes gathering data that can be used to evaluate the effectiveness of ongoing programs and inform planners when revisions in their forecasts and programs are needed. Strategic collaboration between small and medium sized enterprises (SMEs) and the large businesses they partner can take many forms, such as locating a SMEs facility in close proximity to a buyers facility to enable just-in-time delivery of raw material, inputs and components; collaborating on research and development and product design to build organizational competencies and capabilities; collaborating on supply chain activities to manage costs and promote operational efficiency; or delivering outsourced human resource management activities (Doz and Hamel 1998). For large businesses, forming strategic alliances and collaborative partnerships can be critical to their ability to seize technological opportunities, to build critical resource strengths and competitive capabilities, to improve supply chain efficiencies and deliver value to their customers (Kaplan and Hurd 2002). Often these partners are small and medium sized enterprises, that are expected to perform as full partners (Ij ose, Olumide). However, there has been little to no attention paid to the role the strategic human resource management (SHRM) practices of SMEs play in their ability to be valued and trusted strategic partners in the value chain of big businesses. Like any other organization, the sophistication of their human resource management practices can lead to operational inefficiencies that can affect their ability to meet their obligations to corporate buyers (reference and relate sentence to big businesses where this has been proven). Factors that enable operating excellence include having a strong management team, recruiting and retaining talented employees, viewing training as a strategic activity, structuring the work effort in ways that promotes successful strategy execution, deploying an organizational structure that facilitates the proficient performance of strategy critical activities, instituting policies and procedures that facilitate good strategy execution, instilling a strategy supportive cult ure and tying rewards and incentives to individual and team performance outcomes that are strategically relevant (Higgins 2005). Human resource planning involves plans for future needs of personnel, their required skills, recruitment of employees, and development of personnel (Miller, Burack, Albrecht, 1980).   Human resource forecasting and human resource audit are the two most important components of this type of planning. Human resource forecasting refers to predicting an organizations future demand for number, type, and quality of various categories of employees. The assessment of future needs has to be based on analysis of present and future policies and growth trends. The techniques of forecasting include the formal expert survey, Delphi technique, statistical analysis, budget and planning analysis, and computer models. The human resource audit gives an account of the skills, abilities, and performance of all the employees of an organization (Werther Davis, 1982). Recruitment  refers to the process of attracting, screening, and selecting qualified people for a  job  at an  organization  or firm. For some components of the recruitment process, mid- and large-size organizations often retain  professional recruiters  or outsource some of the process to recruitment agencies. Types of recruitment are: 1. External Recruitment Methods Develop  relationships  with guidance and career counselors at colleges and universities and ask for help in recruiting for open positions. Reach out to professional organizations that are in line with the organizations mission, and ask to them to list open positions in their newsletters and emails to members. Organizations with financial resources should consider working with a recruitment firm, especially if the position is at a higher level or requires a specific skill or type of experience. 2. Internal Recruitment Methods Be clear about the skills and experience an applicant must possess. Post an open position internally first to assess whether there are qualified candidates within the organization. Consider interns, volunteers, temporary workers or consultants who may have been working in a similar capacity to the open position( managementstudyguide  [online]). A typical selection process consists of the following steps: completed job application, initial screening, testing, indepth selection interview, physical examination, and job offer (French, 1982). In general, extension organizations use a simple knowledge test and a brief interview to select extension personnel. An interview  is the most common form of selection as it is relatively cheap to undertake and is the chance for an employer to meet the applicant face to face and so obtain much more information on what the person is like and how suitable they are for the job. Examples of information that can only be learnt from interview and not on paper from a CV or application form are: Conversational ability-  often known as people skills Natural enthusiasm or manner of the applicant See how applicant reacts under pressure Queries on comments or details missing from CV or application form There are though other forms of selection tests that can be used in addition to an interview to help select the best applicant. The basic interview can be unreliable as applicants can perform well at interview but not have the qualities or skills needed for the job. Other selection tests can increase the chances of choosing the best applicant and so minimise the high costs of recruiting the wrong people. Examples of these tests are aptitude tests, intelligence tests and psychometric tests. Once the best candidate has been selected and agreed to take up the post, the new employee must be given an  employment contract. The training of personnel contributes directly to the development of human resources within organizations. Training programmes are directed towards maintaining and improving current job performance, while development programmes seek to develop skills for future jobs (Stoner Freeman, 1992, p. 388).   Training based on actual field experience should be emphasized.  Methods such as coaching, job rotation, training sessions, classroom instruction, and educational institute-sponsored development programmes are used to train managers. An important aspect of human resource management which needs special attention in organizations is the development of a reward system which will attract, retain, and motivate extension personnel, as well as provide training and promotional opportunities. Skinners reinforcement theory, Vrooms expectancy theory, Maslows need-hierarchy theory, Adams equity theory and Herzbergs two- factor theory are the five main approaches that have created the understanding of motivation. In 1943, Maslow gave a list of five types of needs of employees i.e.: ego, safety, physiological, self- actualizing and social. Maslow said that all type of needs of employees should be fulfilled in some priority levels, as the fulfillment of their needs would bring a great deal of motivation in the employees. Motivators and hygiene were the two categories in which Herzberg divided motivation in 1959. Job satisfaction is provided by recognition and achievements of employees which contribute to intrinsic factors and motivation. Job dissatisfaction is developed as a result of low pays and insecurity of jobs that contribute towards extrinsic factors or hygiene. Performance was the major area of relevance which contribute towards rewards and further increased performance according to Vroom in 1964. There may be positive or negative categories of rewards. The motivation of an employee depends upon the rewards as positive rewards motivate the employees and negative rewards demotivate them. According to Adams equity among workers plays a major role in motivating employees. Equity is achieved when the ratio of employee outcomes over inputs is equal to other employee outcomes over inputs (Adams, 1965). In 1953, Skinner mentioned that the positive behavior of the employees should be motivated to be repeated and negative behavior should be strictly dealt so that it shouldnt be repeated. Behavior of employees should be observed strictly by managers. Managers should be made liable to enforce the positive behavior of employees that lead to positive results and demotivate the negative behavior of employees that leads to negative outcomes. The importance of certain factors in motivating employees was studied by James R. Lindner in 1998, who was Research Associate at Ohio State University. Ten motivating factors were revealed by the study as following: (a) interesting work, (b) ) tactful discipline, (c) good wages, (d)job security, (e) feeling of being in on things, (f) sympathetic help with personal problems, (g) personal loyalty to employees, (h) full appreciation of work done (i) good working conditions, and (j) promotions and growth in the organization Some interesting factors into employee motivation were revealed by comparison of above results to Maslows need-hierarchy theory. Interesting work is a self-motivating factor which is considered rank one motivation factor. Good wages is a physiological motivation factor which is ranked two. High appreciation of work done is another major esteem factor which is ranked at number three. Job security known as the safety factor is another major motivation facto ranked at number four. In 1943, Maslow declared that interesting work, safety, esteem, physiological and social factors are the most important motivation factors that must be satisfied first. Good pay and increase in pays will be second most important factors that should be addressed by managers. Range of motivational factors suggested by Maslows study is challenged by the following study. This study doesnt confirm that Maslows conclusion of ascending order of motivational factors to be satisfied. Ken Shah and Prof. Param J. Shah re vealed the properties that a manager should have as following: Evaluate yourself-  In order to motivate, encourage and control your staffs behaviour, it is essential to understand, encourage and control your own behaviour as a manager. Be familiar with your staff-  The more and the better he knows his staff, the simpler it is to get them involved in the job as well as in achieving the team and organizational goals.   Provide the employees certain benefits-  Give them bonuses, pay them for overtime, and give them health and family insurance benefits. Make sure they get breaks from work.   Participate in new employees induction programme- Induction proceeds with recruitment advertising. At this point of time, the potential entrants start creating their own impressions and desires about the job and the organization. The manner in which the selection is conducted and the consequent recruitment process will either build or damage the impression about the job and organization. Provide feedback to the staff constantly Acknowledge your staff on their achievements Ensure effective time management Have stress management techniques in your organization Give the employees learning opportunities Listen effectively Develop and encourage creativity Adopt job enrichment-  Job enrichment implies giving room for a better quality of working life. It means facilitating people to achieve self-development, fame and success through a more challenging and interesting job which provides more promotional and advancement opportunities. Respect your team Set realistic goals : Set moderate goals. Setting too high a task creates a feeling of non-achievement, right from the beginning itself.   Think like a winner : A manager has to handle two situations, The Winning and The loosing. The crux is to think like a winner even when all the odds seem against you. It is necessary to equip yourself with all the tools of a winner. An executive must have the right leadership traits to influence motivation. Both an employee as well as manager must possess leadership and motivational traits. An effective leader must have a thorough knowledge of motivational factors for others. He must understand the basic needs of employees, peers and his superiors. Leadership is used as a means of motivating others. According to Keith Davis, Leadership is the ability to persuade others to seek defined objectives enthusiastically. It is the human factor which binds a group together and motivates it towards goals.( managementstudyguide  [online]) Characteristics of Leadership It is a inter-personal process in which a manager is into influencing and guiding workers towards attainment of goals. It denotes a few qualities to be present in a person which includes intelligence, maturity and personality. It is a group process. It involves two or more people interacting with each other. A leader is involved in shaping and moulding the behaviour of the group towards accomplishment of organizational goals. Leadership is situation bound. There is no best style of leadership. It all depends upon tackling with the situations. Leadership and management are the terms that are often considered synonymous. It is essential to understand that leadership is an essential part of effective management. As a crucial component of management, remarkable leadership behaviour stresses upon building an environment in which each and every employee develops and excels. A manager must have traits of a leader, i.e., he must possess leadership qualities. Leaders develop and begin strategies that build and sustain competitive advantage. Organizations require robust leadership and robust management for optimal organizational efficiency. (managementstudyguide  [online]) Differences between Leadership and Management Leadership differs from management in a sense that: While managers lay down the structure and delegates authority and responsibility, leaders provides direction by developing the organizational vision and communicating it to the employees and inspiring them to achieve it. While management includes focus on planning, organizing, staffing, directing and controlling; leadership is mainly a part of directing function of management. Leaders focus on listening, building relationships, teamwork, inspiring, motivating and persuading the followers. While a leader gets his authority from his followers, a manager gets his authority by virtue of his position in the organization. While managers follow the organizations policies and procedure, the leaders follow their own instinct. Management is more of science as the managers are exact, planned, standard, logical and more of mind. Leadership, on the other hand, is an art. In an organization, if the managers are required, then leaders are a must/essential. While management deals with the technical dimension in an organization or the job content; leadership deals with the people aspect in an organization. While management measures/evaluates people by their name, past records, present performance; leadership sees and evaluates individuals as having potential for things that cant be measured, i.e., it deals with future and the performance of people if their potential is fully extracted. If management is reactive, leadership is proactive. Management is based more on written communication, while leadership is based more on verbal communication.   The leadership style varies with the kind of people the leader interacts and deals with. A perfect/standard leadership style is one which assists a leader in getting the best out of the people who follow him. There are three main categories of leadership styles:  autocratic, paternalistic and democratic (tutor2u[online]) Autocratic  (or authoritarian) managers like to make all the important decisions and closely supervise and control workers. Managers do not trust workers and simply give orders (one-way communication) that they expect to be obeyed. This approach has limitations but it can be effective in certain situations. For example: When quick decisions are needed in a company (e.g. in a time of crises). Paternalistic  managers give more attention to the social needs and views of their workers. Managers are interested in how happy workers feel and in many ways they act as a father figure. They consult employees over issues and listen to their feedback or opinions. The manager will however make the actual decisions (in the best interests of the workers)   A  democratic  style of management will put trust in employees and encourage them to make decisions. They will delegate to them the authority to do this (empowerment) and listen to their advice. This requires good two-way communication and often involves democratic discussion groups, which can offer useful suggestions and ideas. Managers must be willing to encourage leadership skills in subordinates. Because the purpose of human resource planning is to ensure that the right people are in the right place at the right time, it must be linked with the plans of the total organization. Traditionally, there has been a weak one way linkage between business planning and human resource planning. Business plans, where they exist, have defined human resource needs, thereby making human resource planning a reactive exercise. Thus a final challenge in human resource planning is balancing current needs-of organizations and their employees-with those of the future. The criterion against which this balancing act is measured is whether employees are currently at the right place doing the right things but yet are ready to adapt appropriately to different activities. To ensure this, a harmonious relationship between employer and employee, and effective leadership style is essential.

Types of Life Insurance: Advantages and Disadvantages

Types of Life Insurance: Advantages and Disadvantages Overview Life insurance is one of the most popular types of insurance that people purchase. Life insurance is basically insurance that you purchase and will pay money to your beneficiaries if you die. One of the main reasons why people purchase life insurance is to protect their family financially. Life insurance will help pay for burial costs, debt, mortgages, and any other income losses that will occur if someone dies. Life insurance is paid for just like automotive insurance is. It can be paid by a monthly, quarterly, or annually premium for as long as the policy goes for (Types of Insurance Policies, 2011). There are several different types of life insurance policies that people can purchase that will best suit their needs. The main types are term life insurance, whole life insurance, variable life insurance, and universal life insurance. In this research paper, I will explain the advantages, disadvantages, time lengths, and how each of the types of life insurance fit different people. It is very important to understand how these insurance companies calculate premiums for different people. Their main goal is to assess the risk of someone dying during the policy. Just like other types of insurance, the more risk you have, the higher your premium will be. Some of the factors that are used to determine premiums are gender, age, occupation, height, weight, medical history, lifestyle, and if you smoke (Types of Insurance Policies, 2011). Recently I had to do a project in class where you had to find different premiums on life insurance. Some other things that I was asked were if I recently had any DUIs, if any relatives have died before the age of 60, if I have recently been hospitalized, and if any diseases run in my family. All of these factors do give the insurance companies a better understanding of someones risk, but it is nearly impossible to be able to determine the chances of someone passing away. It is also difficult to estimate the cost of each of the different types of life insurance because it is different for every individual. Term life insurance is very affordable, and that is why it is growing in popularity. Term life insurance is basically a life insurance policy that covers a person if they die during the length of their insurance. Term life insurance policies can be anywhere from 1 to 30 years. These policies are known as temporary because once the policies are over, you are no longer covered. For example, if you purchase a 10 year term life insurance policy, and you die the year after your policy expires, your beneficiaries wont receive any money. This also means that if you stop paying your premiums, you will no longer be covered. There are many different reasons how people decided on how long they want their life insurance policy to cover their family. A lot people that purchase term life insurance decide to make their contract until they retire. Another popular way people decide on their term is to remain covered until their children have turned 18. This is a very smart way to insure that your children will be financially protected until they are adults (Life Insurance Wiz, 2006). Another good reason to purchase term life insurance is if you are involved in risky or potentially fatal activities. Even though these factors will increase your premium, it is still worth it in case something terrible happens. The cost of term life insurance all depends on a persons risk and the length of the policy. There are several different types of term life insurance, and it is important to know the differences when selecting the best type. Annual renewable term life insurance means that each year a person may renew their term life insurance. However, each year you renew your term life insurance, the premium will go up in cost because of your age. Renewable term life insurance means that after your specific term is up, you are allowed sign a new term life insurance contract. Level premium term insurance means that your premium will not change throughout the length of the contract. This type of term insurance is good because as you get older, you dont have to pay more money for your life insurance. Convertible term insurance means that you are allowed to convert your term insurance into another type of life insurance, like universal or whole life (Life Insurance Wiz, 2006). There are advantages and disadvantages to term life insurance. Some advantages are that you get to choose how long you want to be covered for, most policies can be changed or renewed to other policies, and your beneficiaries are paid a specific amount upon your death which is decided when you start your policy. Some disadvantages are that if you pass away after your term life insurance policy, no benefits are giving to your family, and it doesnt offer as much protection as other life insurance policies offer (Life Insurance Wiz, 2006). Whole Life Insurance Whole life insurance is exactly what it sounds like, a life insurance policy that last for someones whole life. Upon death, the beneficiary receives the value of the account. Whole life insurance is also known as permanent life insurance. The main difference between whole life and term life is that whole life insurance grows in value over time. Whole life insurance is similar to a retirement account where you are putting money toward the future, except in this case it is toward your death. An interesting fact about whole life insurance is that you can actually borrow money out of your account, which you cannot do with term insurance (Life Insurance Wiz, 2006). To be able to borrow money out of your account, there must be a set minimum of money already invested into the account. Most whole life insurance policies mature when a person turns 100 years old, so if that person is still alive they will receive the face value of their account (My Life Insured, 2007). The main reason why peop le choose whole life insurance over term life insurance is because they want to be insured for the rest of their life. For this reason, whole life insurance is more expensive than term insurance. There are several different types of whole life insurance. Non participating whole life insurance means that you do not receive dividends for your policy. On the other hand, participating whole life insurance means that you do receive dividends. Level premium whole life insurance is just like level term insurance, where you pay the same premium throughout the length of the policy. Purchasing a life insurance policy with a fixed premium is a great choice because once you retire, you wouldnt want your premium to increase every year due to the loss in income. Single premium whole life insurance is a policy where you pay a large sum of money in the begging of your policy, which than eliminates having to pay premiums. This type of policy is not very popular due to the reason that you would need a lot of money up front. Intermediate whole life insurance means that your premiums change over time depending on your status (New York State Insurance Department, 2011). In the past couple years, a significant amount of people lost their homes because of adjustable mortgages, so I think that this type of whole life insurance is not a good choice. Some advantages of Whole life insurance are that they are usually fixed premiums, the beneficiaries will receive money whenever the policy holder dies, there are tax benefits, and most of the money will be returned if the policy is cancelled. The money that accumulates in your policy is tax free, which attracts a lot of people to purchase a whole life insurance policy over a term life insurance policy. Some disadvantages of whole life insurance is that it is costly compared to term insurance, and it is much more complicated than term life insurance (New York State Insurance Department, 2011). If you are interested in purchases a whole life insurance policy, it is important to know which type it is so you know you will be able to afford it for the rest of your life. Universal Life Insurance Universal life insurance is very similar to whole life insurance. A universal life insurance policy will cover someone for their whole life, so it is also considered a permanent life insurance policy. Universal life insurance policies also grow in cash over time, which is tax deferred. The interest rates increase and decrease like the money market, so there is a chance to make a lot of money in this type of life insurance (My Life Insured, 2007). The main advantage that universal life insurance has over whole life insurance is that there is more flexibility in the policy. The cash value and the death benefits parts of your policy are broken up, so a person can decide how much of their money will go in each part (Life Insurance Wiz, 2006). The policy holder can also increase and decrease their premium depending on their situation. However, the insurance companies do have a target premium, so if you pay less than it, you may be penalized (Life Insurance Wiz, 2006). This type of life in surance policy would be best for someone who wanted to be covered for the rest of their life, and would want to be able to adjust their policy to be suit their needs. Advantages of Universal life insurance are it is the most flexible, you are able to take out loans, you can adjust your premiums due to your situation, and the cash you earn in interest can be used toward your payments. Some disadvantages are that your cash value isnt guaranteed like it is with whole life insurance and it more costly than term and universal life insurance policies (Life Insurance Info, 2011). Variable Life Insurance Variable life insurance is also considered a permanent type of life insurance. It is considered a pure investment policy because the insured has completed control of how their money is invested (My Life Insured, 2007). They can decide to invest their cash account into bonds, stocks, or any other money market funds (My Life Insured, 2007). For this reason, variable life insurance is the most risky out of all the types of life insurance. If a person makes poor investment choices, they risk losing a substantial amount of their money. On the other hand, if good investments are made, the policy holder can receive a significant profit. Due to the risk of this type of life insurance, it is the most expensive one. This type of life insurance policy is only a good choice for people that understand the money market, and will remain active in watching their investments.

Registered Nurses Essay -- Careers Jobs

Registered Nurse (RN) â€Å"Registered nurses treat patients and help prevent disease, educate patients and the public about various medical conditions and health issues, and provide advice and emotional support to patients’ family members both physically and mentally.†(Registered). It is important for the individual going into this occupation to search out the pros and cons of the different areas of nursing. Sometimes gender plays a part in choosing the specific area of an RN. For instance, the strength of males is needed in areas of physical therapy. While the gentle attributes of women are needed in the care of babies. â€Å"A nurse must like people and want to help them, and must also have self-reliance and good judgment, patience, honesty, responsibility, and ability to work easily with others.†(Jacobi). The occupation of a registered nurse includes many advantages such as having the ability to assist your family in medical needs, the salary is attractive and above the average s cale, and it offers great job security. The first advantage of being a registered nurse is you have the great ability to assist your family in medical needs. Whatever happens to a family member, you’ll know what to do right away in just about any case. There could be a possibility where somebody could have a chance of dieing right away, you would have that ability to save their life. RNs are very knowledgeable and have a good education on how to live a healthy life that they could share with their family and have a good, healthy lifestyle. Registered nurses know the types of foods to eat that are essential to your body that could help expand your life and live longer. In this fast paste world that we live in where fast foods are in abundant and are cert... ...r occupations where one can dress stylist and dine at fine restaurants and climb the corporate ladder, there could not be a more honorable and satisfying career that a person could give to their community and their society. Works Cited â€Å"Become a Registered Nurse (RN).† AllNursing Schools-Your Guide to Nursing Education and Careers. 2002-2008. All Star Directories. 12 Feb 2008 http://www.allnursingschools.com/faqs/be_m.php. Jacobi, Eileen. â€Å"Nursing.† The World Book Encyclopedia. 14 ed. 1978. â€Å"Registered Nurse (RN) and Nursing Careers, Jobs, and Employment Information.† Career Overview. 2004. Career Overview. 12 Feb 2008 http://www.careeroverview.com/nurse-careers.html. â€Å"REGISTERED NURSES AND NURSE PRACTITIONERS.† Labor Market Information. 2002. Employment Development Department. 12 Feb 2008 http://www.calmis.cahwnet.gov./file/occguide/NURSEREG. HTM.