DQ 2 & DQ 3 Research Paper Example | Topics and Well Written Essays - 500 words

DQ 2 & DQ 3 - Research Paper Example 80). As such, this paper will discuss why it is believed that the process of motivation in this unit can help it to function more effectively. The morale of staff members especially nurses in the unit I worked for at Hospice was generally low. This was mainly as a result of the fact that they were not motivated and this is the reason why staff turnover was quite high in this unit. Essentially, the human factor is the most critical element that can contribute to the effectiveness and success of any operation. Through effective leadership, the employees need to be motivated so that they can put optimum effort in their performance. Basically, motivation is described as â€Å"anything done or efforts made to encourage the behaviour of employees towards better performance in the course of accomplishing the goals of the organization,† (Omowumi &Osamede, 2011, p. B584). Motivation includes incentives, inducements and rewards that are often given to employees in the organization in a bid to boost their morale which in turn enhances productivity. This is an effective strategy of enhancing performance in the department rather than maintaining the status quo. The workers in this particular unit need to be motivated so that they can improve their performance. There are various strategies that can be implemented in order to motivate the workers. For instance, it is imperative to improve the working environment so that the employees can enjoy working in this particular unit. This can be done through creating and implementing a work culture that is inclusive and accommodative to different views of the employees working in the unit. This will help to create a sense of belonging to the unit among the workers since they would be treated as valuable assets. The other strategy that can motivate the workers is related to their involvement in the decision making process since this helps them to feel that they are

Performance-Based, Portfolio, Nonverbal Assessment Strategies Essay

Performance-Based, Portfolio, Nonverbal Assessment Strategies - Essay Example By utilizing informal assessments, educators can target learners’ precise problem areas, adjust instruction, and intercede earlier before it is too late. Constant assessments are mainly significant for English language learners (ELLs). Regular tests in English do not normally echo ELLs' true content abilities or knowledge. However, informal assessments can offer a better-rounded image of their abilities, skills and ongoing progress. The No Child Left Behind act agitates that thorough records should be maintained on the growth of ELLs (Colorado, 2007). Storing these records will make it much easier when questions of grading, program placement and special services arise. There are two normally used informal techniques: portfolio assessment and performance-based assessment. Both techniques make use of typical classroom events to measure growth towards curricular objectives and goals. These actions can be witnessed and recorded by educator observation, as well as student self-asse ssment. This paper will explain at least three informal language proficiency instruments an educator can use in his/her classroom to determine Maria’s level of comprehension.d in classroom instructions, as well as everyday tasks (Tannenbaum, 2009). An educator can utilize performance-based assessments to evaluate ELLs' language proficiency, as well as academic success, through presentations, oral reports, written assignments, demonstrations, as well as portfolios. These assessments can comprise of both products (e.g., group projects) and processes (e.g., numerous drafts of a writing sample). An educator can use observation checklists and scoring rubrics to assess and grade his/her students. These tools can help in aiding ELLs' growth over a short period of time (Colorado, 2007). When using performance-based assessments, it is vital to set up clear and fair criteria from the start. It may be useful to develop these criteria together with other specialists or teachers at the sc hool (Colorado, 2007). Performance-based assessments encourage a broad range of responses. They normally do not generate one single, accurate answer. Hence, evaluation of learner performances and products should be rooted in a teacher’s judgment, using the criteria set for each and every task. An educator can develop assessment actions, which are specified to his/her ELLs' level of English understanding. Performance-based assessment actions can center on reading or oral communication. Some of the activities comprise of: reading in groups, narrating tales, role playing, providing descriptions using visual prompts, telling a tale through a sequence of a couple of pictures, completing dialogue through visual prompts, debating, brainstorming, playing games and completing incomplete stories. When using performance-based assessments with intermediate and beginner English proficiency level, it is advisable to assess less than three items at a time (Tannenbaum, 2009). For instance, d uring role play, an educator might assess the learner’s abilities to reply to "where" and "what" questions; respond to clarification and read telephone numbers or addresses. Portfolio Assessments Portfolios are convenient ways of evaluating student work all through the academic year. With this method, an educator can thoroughly collect evocative

Dorothy Parker and an Analysis of Her Short Stories Research Paper

Dorothy Parker and an Analysis of Her Short Stories - Research Paper Example She went through three marriages, including two with the same man. Most people say that her sharp wit was also a result of these marriages and suicidal attempts, which indulged her to take on alcohol as a soothing device. Nonetheless, this paper helps to provide an insight into three of her short stories, while comprehending how Parker has made use of wit and humour from her life, into those stories, in order to tell the world about the miseries of her marriages. She was also one of the founders of the Algonquin Round Table and wrote for Vanity Fair however, her wit proved to be too sarcastic for some of the producers. Initially however, her wit as a critic was extremely popular among the people because she told the truth in its rawest form making a number of producers and directors feel extremely uncomfortable for their less than average results in the box office. No wonder Parker was able to laugh at herself quite well too. Her stories are permanent proof of how she was witty about everything including her own personal life. For example, she had extreme ambivalent feelings about her Jewish background and she joked that in order to escape her name, she got married to a Wall Street stock broker by the name of Edwin Pond Parker II because of the anti-Semitic feelings that were prevalent in America, as well as around the world, at the time. All her stories have some or the other snippet taken from her life and this paper presents her married life in comic through her writing. (Meade, Marion) Through her worst years, Dorothy Parker always tried to maintain a very tough exterior for the world to see. This was probably because of a few reasons ranging from the already doomed image of women in the much talked about patriarchal society at the time, as well as maintaining her position as someone who had the best wit in the country at the time. She drank publicly in order to portray a sense of masculinity and to show that women could be tough as well. Parker often said, â€Å"Wit has truth in it; wisecracking is simply calisthenics with words.† (Parker, Dorothy) Despite her failed marriages, she scoffed at her own misery in public in order to show people that there were worse problems in life. â€Å"In subsequent successful volumes of poetry—Sunset Gun  (1928), Death and Taxes (1931), and  Not So Deep as a Well  (1936)—Parker poked fun at her own heartbreak, masochism, and hopefulness. Her most effective verse captures the breadth of her dreams and disappointments with bitter irony and perfect turns of phrase, but only hints at their depths.† (Itzkovitz, Daniel) One of Parker’s very famous short poems is about how she was reckless enough to drink and be with any man that she wanted to. For example, â€Å"I like to have a martini, Two at the very most. After three I’m under the table, after four I’m under my host.† However, her stories still portray women in a much closed form where they are not able to speak up other than to their own thoughts. In all her stories discussed within this paper, Parker’s characters are only able to speak to the voices in their heads. (Walker, Nancy) ‘The Waltz’ written by Parker is one of her all time best satirical pieces in which a young woman’s thoughts get meddled up as she says yes to waltzing with a man. Her cynical side gets the best of her positivism and she grimly acknowledges both the voices in her head.

Hepatitis Essay Example | Topics and Well Written Essays - 1500 words

Hepatitis - Essay Example To better understand the viral infection, it would be necessary to examine both acute infections and chronic infections of the virus. Chronic Hepatitis is the less common of the two but it can stay with a person for years. Often the symptoms are quite mild and the person may attribute them to other causes since the liver is not suddenly and significantly damaged (Ryder and Beckingham, 2001). In certainly cases, the liver damage progresses to a stage where cirrhosis may occur followed by liver failure or liver cancer. The cause for Chronic Hepatitis is most often the presence of the Hepatitis C virus since more than 75% of acute Hepatitis C patients develop Chronic Hepatitis. Hepatitis B and D variants of the virus can also cause Chronic Hepatitis but Hepatitis A and E variants do not (Merck, 2003). The causes for Chronic Hepatitis are many and complex even so that some medicines such as Methyldopa, Nitrofurantoin and even Tylenol can lead to chronic hepatitis. The risks are quite strong when these medicines are taken for a prolonged period of time. Similarly, Wilson’s disease which is a hereditary disease can also cause chronic hepatitis in children (Merck, 2003). The problem of detection for Chronic Hepatitis is compounded by the difficulty in marking the symptoms of the disease. For example, the symptoms include a feeling of sickness, poor appetite and a loss of energy (Ryder and Beckingham, 2001). Additionally, a person suffering from Chronic Hepatitis may have a low grade fever and abdominal pains. S/he may also develop signs of jaundice, have an enlarged spleen, retain fluid or blood vessels in the skin that look like spiders. When a doctor suspects a case of Chronic Hepatitis, a liver biopsy may be recommended as a diagnostic test for the liver. The biopsy can reveal the underlying causes of the disease and may be needed more than

Organizational Behavior Essay Example for Free

Organizational Behavior Essay With the advancement in technology the operations and scales of most business have become global in nature. Aside from this the target market of the corporations has also increased to include regional as well as international customers. This has requires the culture in most multination enterprises to change and adapt to diversification. Corporations have as a result invested in a diversified workforce that represents the various types of customers it targets and help create a much better understanding about the constantly changing and evolving target market. With the changing market dynamics the companies have also had to change their management styles. The most apparent trend for corporations has been to create a value based culture where the values are derived from the customer and business point of view the procurement training of employees is based on this value system. The best way to do this is by hiring people who have the desired talent and values required by the company. This reduces the cost of training and development for the company in the initial stages and contributes to a much better workforce which is intone with the organizations objectives and value system. However in most cases the new employees do require formal orientations where they are specifically informed about culture in place ion the organization and how the business conducts its operations. Yet again hiring people who share similar values as the organization does provides more harmony and direction for the workforce. Organization and Culture: Before establishing on a code of conduct of devising a formal culture for the organization, it is essential to define what organizational culture is. The culture at any organization is how the operations are performed in the entity and how the employees perform their specific jobs. Whenever the company is formally writing the essence of the culture it is acknowledging the core values of its operations and the company itself. As a result the culture should be representative of everyone in the organization and the values derived from it should benefit the company and its stakeholders as a whole. Therefore it is critically important for organizations to fully comprehend and understand the organizational culture in place in their organization before defining the values for the company or hiring personnel depending on their shared values with the business. Cameron and Quinn have designed a framework for the culture based on competing values. This framework identifies that there are essentially four kinds of cultures in an organization and any company can have either one of them or a combination as their organizational structure. These cultures have been specifically identified as the market culture, hierarchy culture and the adhocracy culture and the clan culture. Companies who have a clan type of a culture are organizations that operate based on their loyalty and relationship with others. Tradition and loyalty count as high priorities here and as a result employee commitment is a strong factor. Examples of organization that have this type of a corporate culture are the Japanese Companies. The market culture is characteristic of supermarkets and those companies operating in the retail sector. These kinds of organizations are result oriented and focus on getting the job done. The people usually employed in this company are competitive and goal oriented. The new hired sought by the company are leaders who can be tough and respond to the demanding nature of the organization. The company deems the pricing policies and intense competition as integral to the business. The vision of such organizations is to attain a large portion of the market share. Another form of an organizational cultures the hierarchy culture which is formalized in nature and structured according to rank and priority. The leaders in the organization are responsible for getting the work done and there is an essence of pride amongst the employees about their positioning the company. These companies are relatively predictable and they focus on hiring employees who are dependable and committed to long term employment in the company. The perfect examples of such organization are government organizations and public institutions. The last type of culture identified in the framework is the adhocracy culture which features entrepreneurship and creativity in the workplace. Organizations have this kind of a culture are usually dynamic and harbor innovation. They seek employees who are risk takers, creative and can be focus on the long term productivity and growth of the organization. The essence of this culture is innovation and commitment to change and diversification. An example of such a company is Google. Discussion: The main hotspots for cultural integration and diversification for Multinational Enterprises exist in the European, Asian and Middle East regions. A recent study was conducted to analyze the cultural orientation of the workforce and the similarities and differences for a multicultural workforce in Oman. The data for this research was conducted from about 700 employees employed in 6 large firms in Oman. â€Å"The results demonstrate a clear link between value orientations and preferences for particular HRM policies and practices. Group-oriented HRM practices are preferred by those who scored high on collectivism and being orientations, and those who scored low on thinking and doing orientations. Hierarchy-oriented HRM practices are preferred by those scoring high on hierarchy, subjugation and human nature-as-bad orientations, and those scoring low on thinking and mastery orientations. Finally, preference for loose and informal HRM practices was positively associated with being, and negatively associated with thinking, doing and harmony orientations. (Aycan, (et al), 2007) The HR employment policies and the recruitment process comprises of job identification and job design. When the specific characteristics of the job have been identified it becomes easier to document the requirements for the job. In market oriented firms companies seek prospective employees who are competitive and willing to embrace the values of the company. Colin Shaw conducted a research in association with the Marketing forum about employment in marketing. The research showed that â€Å"71 per cent of business leaders see customer experience as the next competitive battleground to be fought in a commercial marketplace — yet few are doing anything about it. Seven out of 10 customers say that emotions count for more than half of their customer experience. But most companies have not even thought through the emotions they are trying to evoke and will, therefore, struggle to recruit people who are able to evoke the positive emotions the company has identified. †(Shaw, 2002) Aside form simply managing diversity in the work force by creating a value based culture in the organization and hiring personnel on the basis of their value characteristics, the companies in multinational sectors can also develop relationship with their strategic partners, suppliers and affiliates on the basis of their organizational values. This is formally termed as Supply Relationship Orientation. Using this approach the organization can target a much diverse target market more efficiently and can also internalize most of its operations. The internal and external integration leads to strategic advantage for the company therefore further creating barriers to entry in the industry and making the organization more competitive. Job satisfaction is highly dependent upon the values that the employees have. These values can be cultural in nature or those endorsed by the organization. A study concerning the impact of cultural diversity on the employed job satisfaction showed that it is possible for people from different backgrounds and regions to have different values and work environment expectations. This specific study studied the Chinese nd Taiwanese organizations and depicted that â€Å"Integration, Confucian Work Dynamism and Human-heartedness are significantly different between Taiwanese and Chinese employees, while Moral discipline is not; Taiwanese employees have higher ES than Chinese employees; Taiwanese employees view career planning is the most important, while Chinese employees think management system is most important; For Taiwanese employees, Salary and benefit, Working load and Management system have effects on ES; Age and Education have effects on Chinese employees† (Chuan-Cheng Yu-Chen, 2007) Some cases of prominent organizations taking sides on their HRM and recruitment policies are depicted in the following examples. â€Å"Sears, for example, developed a strong culture based on its successes through the 1960s that kept later CEOs from making radical changes that were needed to respond to shifting consumer preferences. On the other hand, Wal-Mart, which was less restrained by its past, prospered during the same time period. † (Powell, 1998) When hiring new employees the bottom-line is to make way for a cohesive organization which is diversified in nature and its workforce yet is united in its structure, values and objectives. This is what has been termed as a model organization with an effective organizational perspective. Essentially the organization has two roles for an employee when it is hiring prospective personnel. These are that the organization needs employees who can help the organization grow and follow what is already in place in the organization. This is required to bring continuity into the business. However the other goal of the organization when recruiting new employees is to hire those candidates who are entrepreneurial in nature, risk takers and innovative, i. e. are willing to do what has never ever been done in the market or sector. In such situations the company needs to identify what are its core values and how it can attain both of its goals simultaneously. This requires identifying which values of the company fit the personal attributes of the company, and fit the situation the company is in. Then it needs to hire those employees which are suited to the values, goals and the job description in the company. â€Å"Searching for reinforcing fit on pivotal values is a good way for an organization to preserve the key elements of its culture. In fact, adherence to similar process values such as mutual respect, openness, participation, and consideration of alternative points of view facilitates a multicultural approach to diversity. On the other hand, searching for either reinforcing or extending fit on peripheral values seems unnecessary. Employees need to be allowed to express themselves as they wish, as long as they exhibit the pivotal values that support the organizations mission. † (Powell, 1998) Another view regarding value based recruitment of personnel is that the diversified and multinational corporations can invest in both kinds of employees by hiring those which are essential for the continuum of the organization as well as hiring those who fit the organization’s values and goals. This will enable corporations to have variety in the workplace and will aid in management of the diversified workforce by the use of actions teams. Aside from this there is another view which states that it may not be in the best interests of any organization to invest in the same values and culture over a long period of time. This is because the external and internal environment for the business is constantly changing and this requires the culture, and values of the organizations to also reflect change with the passage of time. â€Å"To be ready to play fundamentally different games at short notice, organizations need to keep themselves from being overly committed to one particular strategy. † (Powell, 1998) One way of adopting diversity in an organization and building a value based culture to sustain objectives is through the sequential process. The reason for using this process for managing diversity is due to the fact that the external environment is in a continuous change and the main stakeholders of any company are also facing similar changes in their lives. This makes the purchase decisions to be made on the basis of the vales of the company and therefore the employees and people in the organization are also required to work in accordance with the values of the company. An article by Steve Schuller in 2005 stated that merging diversification and value based culture the organization requires the company to adopt a focused hiring policy. This means that the company should strive to hire like minded people who share the values of the company. This can require employing on traditionally recruiting methods which can take the form of partnering with similar organization or organizations having similar technology and objectives. â€Å"Hiring is only the first step. Educating employees to understand and appreciate cultural differences and providing them with guidance about what diversity means to the organization is the most effective way to create an inclusive culture. Timing is critical. Dont make the mistake of marketing to diverse groups before providing your employees with the support and training they need to service these guests, who might have unique needs. Doing so could create negative guest experiences or hurt your efforts in the community. (Schuller, 2005). This text provides answers to the question whether only hiring personnel who share the values of the company is sufficient or should they be trained or not. The article states that even for newly hired personnel who share the values of the company it is essential for the business to provide them with orientation, mentoring and customer service training for leadership development according to the business ethics and the organizational culture in place in the company. Aside from this it is also important to communicate the values of the business and the company to the customers as well as to the employees. â€Å"Values are communicated to employees via overt internal communications, the ripple effect, senior management example/involvement, HR activities and external communications. While for consumers, values are communicated via their holistic experiences of the brand, interactions with employees, external brand communications and the tangible elements of the service offering. (De Chernatony, Cottam Segal-Horn, 2006) Conclusion: It can be derived from the above illustrated discussion that in order to manage diversity in the workplace and in the operations it is best to manage the company according to its salient nd existing value structure. This is the best recommended method for managing diversity as it does not contain any bias and conforms to the legal laws of the state and the personal values of the employees and the staff in the organization. The best way for establishing a value based organization culture is to first identify the culture for the organization and highlight its main points. The key values which give the company a comparative advantage and a competitive edge can be focused upon and these values can be derived top establish a new culture which is adaptable, innovative and in accordance with the changes taking place in the internal as well as the eternal environment of the business. Most companies seek to retain and manage the value based culture of the organization by hiring those individuals who share the commitment and the values of the organization. However it should be realized that even like minded people can end up having conflicts and as a result a base period of training has to be established in the organization for successfully managing the organization and its human capital.

Heart and Cardiac Muscle Essay Example for Free

Heart and Cardiac Muscle Essay What is the heart? The heart is the organ that supplies blood and oxygen to all parts of the body. It is about the size of a clenched fist, weighs about 10.5 ounces and is shaped like a cone. The heart is located in the chest cavity just posterior to the breastbone, between the lungs and superior to the diaphragm. The heart is surrounded by a fluid filled sac called the pericardium. Blood is pumped away from the heart through arteries and returns to the heart through veins. The major artery of the body is the aorta and the major veins of the body are the vena cavae. Chambers of the Heart The heart is divided by a partition or septum into two halves. The halves are in turn divided into chambers. The upper two chambers of the heart are called atria and the lower two chambers are calledventricles. The atria receive blood returning to the heart from the body and the ventricles pump blood from the heart to the body. Valves allow blood to flow in one direction between the chambers of the heart. The Heart Wall The heart is composed of cardiac muscle which enable the heart to contract and allow the synchronization of the heart beat. The heart wall is divided into three layers: the epicardium, myocardium, and endocardium. * Epicardium outer protective layer of the heart. * Myocardium muscular middle layer wall of the heart. * Endocardium inner layer of the heart that is continuous with the inner lining of blood * Cardiac Conduction * Cardiac conduction is the rate at which the heart conducts electrical impulses. Cardiac muscle cells contract spontaneously and are coordinated by nodal tissue, specifically the sinoatrial node. There are other factors that influence heart rate as well. These include endocrine hormones, body temperature and exercise. * Cardiac Cycle * The cardiac cycle is the sequence of events that occur when the heart beats. There are two phases of this cycle which are the diastole and systole phases. During the diastole phase, the atria and ventricles are relaxed and blood flows into the atria and ventricles. In the systole phase, the ventricles contract sending blood to the rest of the body. A heartbeat is a two-part pumping action that takes about a second. As bloodcollects in the upper chambers (the right and left atria), the hearts natural pacemaker (the SA node) sends out an electrical signal that causes the atria to contract. This contraction pushes blood through the tricuspid and mitral valves into the resting lower chambers (the right and left ventricles). This part of the two-part pumping phase (the longer of the two) is called diastole. The second part of the pumping phase begins when the ventricles are full of blood. The electrical signals from the SA node travel along a pathway of cells to the ventricles, causing them to contract. This is called systole. As the tricuspid and mitral valves shut tight to prevent a back flow of blood, the pulmonary and aortic valves are pushed open. While blood is pushed from the right ventricle into the lungs to pick up oxygen, oxygen-rich blood flows from the left ventricle to the heart and other parts of the body. After blood moves into the pulmonary artery and the aorta, the ventricles relax, and the pulmonary and aortic valves close. The lower pressure in the ventricles causes the tricuspid and mitral valves to open, and the cycle begins again. This series of contractions is repeated over and over again, increasing during times of exertion and decreasing while you are at rest. The heart normally beats about 60 to 80 times a minute when you are at rest, but this can vary. As you get older, your resting heart rate rises. Also, it is usually lower in people who are physically fit. Your heart does not work alone, though. Your brain tracks the conditions around you—climate, stress, and level of physical activity—and adjusts your cardiovascular system to meet those needs. The human heart is a muscle designed to remain strong and reliable for a hundred years or longer. By reducing your risk factors for cardiovascular disease, you may help your heart stay healthy longer.

Gauley Bridge and Bhopal Disasters

Gauley Bridge and Bhopal Disasters The Gauley Bridge Disaster The Hawks Nets Tunnel was being built near Gauley Bridge in West Virginia, and during that time, close to five hundred workers died from silicosis, and about one thousand five hundred contracted the disease (Lobo, 2012). The tunnels construction began in the 1930s, and it required the contractors to blast and drill through two mountains near the Gauley Bridge. During the period of construction, in the 1930s, African Americans were still dominated by whites, and more than eighty percent of the workers were blacks (McCulloch Tweedale, 2014). The workers were also not union members (Lobo, 2012), which might have made their labor cheap and exposing them to exploitation. The excavation took place during the time of the great depression when unemployment rates were high, and people, especially blacks, would do any work to earn a living. Most likely, racism played a key role in the neglect of the workers safety and health when they were drilling through the mountains. The African workers were supervised with armed white men (McCulloch Tweedale, 2014). As a result of being exposed to silica, which originated from the excavation, hundreds of workers developed silicosis due to a buildup of silica particles in the lungs. Silicosis is a dreadful disease that permanently affects the lungs, making it lose its functionality gradually, which eventually leads to death (Lobo, 2012). The contractors responsible for the building of the tunnel never took any preventive measures to ensure that workers worked under safe conditions. However, the mountains contain high levels of silica, which is very toxic. The death of about five hundred employees and infection of one thousand five hundred more could have been prevented if the contractors employed standard safety measures such as wearing respirators to avoid inhaling silica. Since the incident, regulations that require workers to use protective equipment are enforced by institutions such as National Institute for Occupational Safety, which is dedicated to how to prevent silicosis and how to identify symptoms (Lobo, 2012). Also, today some unions and laws ensure the rights and safety of workers are not compromised. The Bhopal Disaster In late 1984, a pesticide factory known as Union Carbide experienced a leakage of about forty metric tons of methyl isocyanate (MIC), a very deadly gas (Yang, Khan, Amyotte, 2015). The incident occurred in Bhopal, India, and at least four thousand people were killed immediately after the gas had leaked. The actual figure is not precise because the government, activists, and independent bodies have different estimations. More than half a million residents were exposed to the deadly gas, and more than twenty-five thousand people have died up to date due to exposure to the toxic gas and pollution of the environment (Yang, Khan, Amyotte, 2015). Also, thousands of animals died, their dead bodies littered the streets (Yang, Khan, Amyotte, 2015). The main effects of the gas included choking, burning eyes, breathing difficulties, and frothing at the mouth. Other people died from being trampled on by other people as everyone was confused and running for their lives. The massive leakage of MIC was caused by several violations of plant procedures, negligence of internal leaks, and flaws in design (Goh, Tan, Lai, 2015). According to personnel who were employed at the factory, the management never took health and safety seriously. The site has been reported to still contain high levels of MIC (Yang, Khan, Amyotte, 2015). Soil and water bodies were also polluted, and up to date, children are born with defects such as brain damage and twisted limbs. Since the Bhopal disaster, the judiciary took an active role in protecting the environment (Goh, Tan, Lai, 2015). Laws such as the Factories Act were passed to ensure that industries followed international and national standards, as well as understanding the risk involves and how they can be mitigated or prevented. Two Other Similar Stories: Russias Chernobyl and Chinas Jilin The explosion at a nuclear power plant in Chernobyl, Russia in 1986 released radioactive material that was more than four hundred times stronger than that released in Hiroshima (Cardis et al., 2006). The effects of the extreme radiation are still present as children are born with defects, develop cancer, and several other health issues. Studies suggest that the radioactive material needs at least two hundred years to wear off, making the environment safe for people (Cardis et al., 2006). In November 2005, the Jilin chemical plant in china exploded and resulted to the death of six workers and dozens were injured (Fu, W., Fu, H., Skà ¸tt, Yang, 2008). The explosions polluted the river, which has led to reduced white cells amongst the residents, leading to leukemia. Additionally, it is estimated that over one hundred thousand people are likely to develop cancer (Fu, W., Fu, H., Skà ¸tt, Yang, 2008). For both incidents, safety standards were improved to ensure that such an incident d oes not repeat itself. References Cardis, E., Howe, G., Ron, E., Bebeshko, V., Bogdanova, T., Bouville, A., Drozdovitch, V. (2006). Cancer consequences of the Chernobyl accident: 20 years on. Journal of radiological protection, 26(2), 127. Fu, W., Fu, H., Skà ¸tt, K., Yang, M. (2008). Modeling the spill in the Songhua River after the explosion in the petrochemical plant in Jilin. Environmental Science and Pollution Research, 15(3), 178. Goh, Y. M., Tan, S., Lai, K. C. (2015). Learning from the Bhopal disaster to improve process safety management in Singapore. Process Safety and Environmental Protection, 97(1), 102-108. Lobo, J. (2012). From The Book of the Dead to Gauley Bridge: Muriel Rukeysers Documentary Poetics and Film at the Crossroads of the Popular Front. Journal of Modern Literature, 35(3), 77-102. McCulloch, J., Tweedale, G. (2014). Anthony J. Lanza, Silicosis and the Gauley Bridge Nine. Social History of Medicine, 27(1), 86-103. Yang, M., Khan, F., Amyotte, P. (2015). Operational risk assessment: A case of the Bhopal disaster. Process Safety and Environmental Protection, 97(4), 70-79.