The Grassland Biome Habitat

The grassland biome includes terrestrial habitats that are dominated by grasses and have relatively few large trees or shrubs. There are three main types of grasslands—temperate grasslands, tropical grasslands (also known as savannas), and steppe grasslands. Grassland Biome Key Characteristics The following are the key characteristics of the grassland biome:Vegetation structure that is dominated by grassesSemi-arid climateRainfall and soils insufficient to support significant tree growthMost common at mid-latitudes and near the interiors of continentsGrasslands are often exploited for agricultural use Classification The grassland biome is divided into the following habitats: Temperate grasslands: Temperate grasslands are dominated by grasses, lacking trees and large shrubs. Temperate grasslands include tall-grass prairies which are wet and humid, and dry, short-grass prairies that experience hot summers and cold winters. The soil of temperate grasslands has a nutrient-rich upper layer, but fires that prevent trees and shrubs from growing often accompany seasonal droughts.Tropical grasslands: Tropical grasslands are located near the equator. They have warmer, wetter climates than temperate grasslands and experience more pronounced seasonal droughts. Savannahs are dominated by grasses but also have some scattered trees. Their soil is very porous and drains rapidly. Tropical grasslands are found in Africa, India, Australia, Nepal, and South America.Steppe grasslands: Steppe grasslands border on semi-arid deserts. The grasses found in the steppe are much shorter than those of temperate and tropical grasslands. Steppe grasslands lack trees except along the ba nks of rivers and streams. Sufficient Rainfall Most grasslands experience a dry season and a rainy season. During the dry season, grasslands can be susceptible to fires, which often start as a result of lightning strikes. The annual rainfall in a grassland habitat is greater than the annual rainfall that occurs in desert habitats, and while they receive enough rain to grow grasses and other scrubby plants, its not enough to support the growth of significant numbers of trees. The soils of grasslands also limit the vegetation structure that grows in them. Grassland soils are generally too shallow and dry to support tree growth. Variety of Wildlife Some common plant species that occur in grasslands include buffalo grass, asters, coneflowers, clover, goldenrods, and wild indigos. Grasslands support a variety of animal wildlife as well, including reptiles, mammals, amphibians, birds and many types of invertebrates. The dry grasslands of Africa are among the most ecologically diverse of all grasslands and support populations of animals such as giraffes, zebras, and rhinoceroses. The grasslands of Australia provide habitat for kangaroos, mice, snakes, and a variety of birds. The grasslands of North America and Europe support wolves, wild turkeys, coyotes, Canadian geese, cranes, bobcats, and eagles. Additional grassland wildlife includes: African elephant (Loxodonta africana): The two front incisors of African elephants grow into large tusks that curve forward. They have a large head, large ears, and a long muscular trunk.Lion (Panthera leo): The largest of all African cats, lions inhabit savannas and the Gir Forest in northwest India.American bison (Bison bison): Millions used to roam North Americas grasslands, boreal regions, and scrublands but their relentless slaughter for meat, hides, and sport drove the species to the brink of extinction.Spotted hyena (Crocuta crocuta): Inhabits of the grasslands, savannas, and semi-deserts of sub-Saharan Africa, hyenas have the highest population density in the Serengeti, a vast plains ecosystem stretching from northern Tanzania to southwestern Kenya.

Abortion Should Not Be Legalized - 1237 Words

Many women in the world consider doing abortion, and this has been huge on-going controversial issues for a long time. The women in country X want to abort because they do not want their daughters to live restricted just like them, but it cannot be justified. Abortion should not be legalized because the woman’s body is not her own property that she has no right to control over the fetus, and it kills the innocent. According to Judith Thomson, abortion is permissible because women â€Å"are granting the fetus a right to life† (Thomson, 57). Even if a mom had contraception to avoid becoming pregnant, but had a baby by her mistake, she has the right to decide whether to carry her baby or not because it is inside her body. For example, the women†¦show more content†¦However, in my opinion, Thomson is wrong to state that women have right to control over fetus because biologically, fetus is not part of women’s body. The fetus and the woman must be seen as separate entities because they are genetically different and the fetus possesses different endocrine and nervous systems. The fetus is living inside the woman’s body but the fetus does not really mean that it becomes part of the property of the woman merely because of proximity. Physiologically, the womb of the woman is a cavity where the fetus is being carried, and the womb is there for the fetus use only. It is like a shelter where only fetus can be inside, and it indicates that the womb is the fetus’ property. For example, a car parked inside a garage is not part of a garage. If the car is a property of the garage, the car cannot go outside the garage whatsoever. Fetus is not part of woman’s body in which she is carried, and the fetus may leave in due time. We should not be discriminating against others because of their place of residence. Moreover, abortion is killing the innocent unilaterally. The woman is always favorable over the fetus in terms of physical power, and it represents that the fetus is always subject to that sort of physical control. The fetus is weak and cannot express feelings nor speak out loud, but it has

Core Elements of Business Process Management

Question: Discuss about the Six Core Elements Of Business Process Management? Answer: 1) Letter to the employees of the organization: To: All employees of the organization From: Human Resource Department Subject: Training details with Mark Roth Dear All, Through this letter, I want to attract the attention of all the employees regarding the training session that is to be conducted by Mary Roth. Mary Roth is Mark Roth, the trainer who failed in providing training to all the divisional vice-presidents. The time when he was giving the training, at that point of time he was undergoing through a huge mental pressure and hence was not in that stable mental state for providing excellent training sessions. The mental pressure was that the previous day before the training was held he told his parents, girlfriend and siblings about his plan for transgender transformation. Moreover at that time he was also undergoing some hormonal treatments for the surgery that was to be held after some months (Gilbert, 2015). Later after his surgery I heard about Mary Roth who was performing very well in the training session and also gained the same reputation and career growth. But this time, I can assure you that Mary Roth will conduct the training session interestingly and it will help the trainers well in the customer research project. This time I am confident enough with her training sessions as because she is no longer in any kind of personal or mental stress. Moreover I will also like to add that Mark is now Mary Roth and hence has long hair, wears make up and wear female dresses. I would like to request each one of the trainees to take the training session seriously and hence accept Mary Roth as she is. This will help in successful accomplishment of the training session. Warm Regards, HR department 2) While communicating this situation to the boss of the HR department it is necessary to keep in mind the discussion of the entire situation right from hiring Mark Roth to terminating him and then again hiring Mary Roth after some years for the same training session. The reason behind Mark Roths failure in delivering proper trainings session at that time was because of his mental pressure as he informed the news of transgender transformation to his parents , siblings and girlfriend. Rosemann Vom Brocke (2015) commented that this was an important issue in ones life and hence this therefore distracted Mark to some considerable extent. So due to the high mental and personal stress, Mark was unable to deliver the training properly. Moreover this also needed to be communicated to the employees of the organization since they already had faced the problem due to his bad training session. As opined by Cornelissen et al. (2015) Marks transformation change need to be informed to the trainers since this is essential to inform them about the bad training session that they faced in their previous training session. But later after the transformation took place he clients of Mark Roth informed that Mary Roth was working excellent and superior in her sessions and hence it seemed the transition went well (Harmon, Green Goodnight, 2015). References Rosemann, M., Vom Brocke, J. (2015). The Six Core Elements Of Business Process Management. InHandbook on Business Process Management 1(pp. 105-122). Springer Berlin Heidelberg. Cornelissen, J. P., Durand, R., Fiss, P. C., Lammers, J. C., Vaara, E. (2015). Putting Communication Front and Center in Institutional Theory and Analysis.Academy of Management Review,40(1), 10-27. Gilbert, S. J. (2015). The Silo Lives! Analyzing Coordination and Communication in Multiunit Companies.Leadership. Harmon, D. J., Green, S. E., Goodnight, G. T. (2015). A model of rhetorical legitimation: The structure of communication and cognition underlying institutional maintenance and change.Academy of Management Review,40(1), 76-95.

Jane Erye Essays - English-language Films, British Films, Jane Eyre

Jane Eyre?s Evolution The novel Jane Eyre, by Charlotte Bronte, consists of a continuous journey through Jane?s life towards her final happiness and freedom. Jane?s physical journeys contribute significantly to the idea that the novel is a journey through Jane?s life. Each journey causes her to experience new emotions and an eventual development of her character. These journeys help Jane on her four figurative excursions, each one allowing her to reflect and grow. Jane makes her journey from Gateshead to Lowood at the age of ten, finally freeing herself from her restrictive life with her aunt, who despised her. Even though Jane resented her harsh treatment by her aunt, Mrs. Reed?s attitude towards Jane highlights on one of the main themes of the novel, the social class. Jane?s aunt sees Jane as inferior, who is less than a servant. Jane is glad to be leaving her cruel aunt and have the chance to go to school. At Lowood she wins the friendship of everyone there, but her life is difficult because conditions are poor at the school. She has come to be respected by the teachers and students, largely due to the influence of her teacher, Miss Temple, who has taken a part as a mother, governess, and a companion. Jane has found in Miss Temple what Mrs. Reed always denied her of. Also at Lowood, Jane confronts another main theme of the novel, the natural violence, which is depicted by Bronte unintentionally giving the students typhus eventually killing many of them, including Jane?s best friend, Helen Burns. This scene is especially important, because it makes Jane stronger and she finds out what it feels like to truly lose a love one. As Jane grows up and passes the age of eighteen, she advertises herself as a governess and is hired to a place called Thornfield. Although journeying into the completely unknown, Jane does not look back, only forward to her new life and her freedom at Thornfield. This particular journey marks a huge change in Jane?s life; it?s a fresh start for her. Another important journey Jane makes is from Gateshead back to Thornfield having visited her aunt Reed on her deathbed. By then Jane realizes that she loves Rochester. A key theme is raised here, Jane?s fierce desire to love and to be loved. She feels alone and isolated when she has no friends around her. This is a sharp contrast compared to other characters? search for money and social position. These contrasting themes strengthened with every journey she makes. When returning to Thornfield Jane is unhappy, but keeps her promise to Mr. Rochester. She believes at this point that Mr. Rochester is going to marry Blanche Ingram, and that she will have to leave Thornfield and never see Mr. Rochester again. However, Mr. Rochester offers his hand in marriage to Jane, but her happiness is short-lived after finding out that he is still married to Bertha. Although so many terrible things are happening to her, her spirit remains unbroken. Jane flees from Thronfield and Mr. Rochester. Jane hearing Rochester?s voice calling her prompts her final journey from St. John to Thornfield. Jane and Rochester?s relationship blossoms once again, but differently than before. In the past, Jane felt like an inferior to Rochester because he was her employer and was wealthy. Jane now feels at perfect ease, Rochester has become a better man because of his disabilities. Ultimately, these four journeys mirror Jane?s four emotional journeys. She transforms from an immature child to an intelligent adult. Jane also changes from innocent and na?ve to mature and strong-willed person. All of her experiences teach her how to love and feel loved and to discover her true family roots.

Heat of Formation Worked Example Problem

Heat of Formation Worked Example Problem Heat of formation is the enthalpy change that occurs when a pure substance forms from its elements under conditions of constant pressure. These are worked example problems calculating the heat of formation. Review The symbol for the standard heat of formation (also known as the standard enthalpy of formation) is ΔHf or ΔHf ° where: Δ indicates a change H indicates enthalpy, which is only measured as a change, not as an instantaneous value  ° indicates a thermal energy (heat or temperature) f means formed or that a compound is being formed from its component elements You may wish to review the Laws of Thermochemistry and endothermic and exothermic reactions before you begin. Tables are available for heats of formation of common compounds and ions in aqueous solution. Remember, heat of formation will tell you whether heat was absorbed or released and the quantity of heat. Problem 1 Calculate ΔH for the following reaction: 8 Al(s) 3 Fe3O4(s) → 4 Al2O3(s) 9 Fe(s) Solution ΔH for a reaction is equal to the sum of the heats of formation of the product compounds minus the sum of the heats of formation of the reactant compounds: ΔH ÃŽ £ ΔHf products - ÃŽ £ ΔHf reactants Omitting terms for the elements, the equation becomes: ΔH 4 ΔHf Al2O3(s) - 3 ΔHf Fe3O4(s) The values for ΔHf may be found in the Heats of Formation of Compounds table. Plugging in these numbers: ΔH 4(-1669.8 kJ) - 3(-1120.9 kJ) ΔH -3316.5 kJ Answer ΔH -3316.5 kJ Problem 2 Calculate ΔH for the ionization of hydrogen bromide: HBr(g) → H(aq) Br-(aq) Solution ΔH for a reaction is equal to the sum of the heats of formation of the product compounds minus the sum of the heats of formation of the reactant compounds: ΔH ÃŽ £ ΔHf  products - ÃŽ £ ΔHf  reactants Remember, the heat of formation of H  is zero. The equation becomes: ΔH ΔHf  Br-(aq) - ΔHf  HBr(g) The values for ΔHf  may be found in the Heats of Formation of Compounds of Ions  table. Plugging in these numbers: ΔH -120.9 kJ - (-36.2 kJ) ΔH -120.9 kJ 36.2 kJ ΔH -84.7 kJ Answer ΔH -84.7 kJ

Develop your organizational culture and leadership  - TheJobNetwork

Develop your organizational culture and leadership   - TheJobNetwork A critical task for any HR professional is to help ensure that their company’s organizational culture and leadership accurately and effectively reflects its values, beliefs, and mission. How does your company fare in this critical area?In today’s impossibly crowded business climate, having a clearly developed culture and identity is essential for an organization. According to Inc., â€Å"Culture has always been important, but today, it’s becoming more than just a buzzword. Culture is an important differentiator to set your company apart from the competition. It’s also what attracts the right talent and brings in the right customers†¦ Plus, with more than 30% of the workforce now made up of Millennials,  according to the Pew Research Center, culture is more important than ever. Millennials want to work for companies that share their same values. They want to feel like their work has a purpose and makes a difference. In short, they want a good cultur e fit.†With companies eager to rise above the noise in their respective industries and connect with their target audiences, all in an effort to be successful, a key piece of the puzzle is developing an organizational culture and presence that’s transparent and elicits positive feelings- both from within the company and from prospective customers. Inc. identifies four primary factors why this is so important:Culture builds brand identity.Your company’s personality and how your organization is perceived by the world at large help form your brand identity. According to Inc., culture is what tells the world who you are as a brand. â€Å"The more your audience understands and identifies with your brand, the more they’ll want to buy from you.† Everyone wants to feel like you’re talking to them personally, and in order to do that, you have to establish a company vibe that people can relate to.Culture increases loyalty among employees.Do you want you r company’s employees to love coming to work each day and feel a loyalty toward helping fulfill your organization’s mission (beyond their paychecks)? Of course you do, and the best way to make this happen is to help them connect with your company’s core culture. According to Inc., â€Å"Companies with a strong culture have employees who like the challenges of their job, get along well with their co-workers and enjoy the atmosphere of the workplace†¦ Culture gives employees a driving goal and purpose for what they do. It connects your leadership team with the rest of the employees and binds them with a set of shared beliefs. Your employees want to feel like they are contributing to something larger than themselves.†hbspt.cta.load(2785852, '9e52c197-5b5b-45e6-af34-d56403f973c5', {});Culture attracts and retains talent.A company with a strong culture and well-perceived brand identity does not have to work very hard to attract and retain top talent from around the world- rather, it will attract talent to you. Once people are a part of your team, they’ll be energized and continually drawn to supporting your organization’s core goals and mission. It will make your job as an HR professional easier while helping your company to operate at peak levels- a real win-win.Culture makes advocates out of employees.When employees genuinely feel good about the work they do and the company they work for, they become effective brand advocates. According to Inc., â€Å"It’s true that good talent knows [good talent]. And when your employees are happy with their work, they are more likely to share with others. They’ll spread the word about their positive experience with your company, and you’ll soon gain a strong reputation.†Hopefully, it’s now clear why having a well-developed organizational culture and supportive leadership structure is important for the health and success of your company. But as an HR professional, how do you affect real organizational change in an effort to develop and maintain your culture? The Society for Human Resource Management recently published an article that discusses the role of HR professionals in the development of organizational culture and outlines key steps you can take to make positive, lasting change.According to the article, â€Å"The key to running a successful organization is to have a culture based on a strongly held and widely shared set of beliefs that are appropriately supported by strategy and structure. When an organization has a strong culture, three things happen: Employees know how top management wants them to respond to any situation, employees believe that the expected response is the proper one, and employees know that they will be rewarded for demonstrating the organization’s values.†As an HR professional, you play a key role in this cultural development. According to the Society for Human Resource Management, â €Å"Strategic thinking and planning must extend beyond merely meeting business goals and focus more intently on an organization’s most valuable asset- its people.†To this end, HR professionals should focus on building a strong organizational culture by:Being a role model for the organization’s beliefsReinforcing organizational valuesEnsuring that organizational ethics are defined, understood and practicedEnabling two-way communications and feedback channelsDefining roles, responsibilities, and accountabilitiesProviding continuous learning and trainingSustaining reward and recognition systemsEncouraging empowerment and teamsPromoting a customer-supplier work environmentRecognizing and solving individual and organizational problems and issuesOnce a strong organizational culture is set in place, HR professionals can do a great deal to maintain the work done in this area, including the following:Mindful hiring practices, including looking at the organization’ s vision and mission and conducting cultural fit interviewsOnboarding programs that help employees become enmeshed in the organization’s cultural frameworkReward and recognition programs that incentivize employees whose behavior supports the company’s values and missionThere you have it- some helpful background on the power of organizational culture and leadership, along with effective tools for building and maintaining your organization’s brand identity. Use the strategies and advice presented here to help set up your company for lasting success!

Treatment techniques of mental illnesses throughout history Coursework

Treatment techniques of mental illnesses throughout history - Coursework Example The perception of mental illnesses tends to differ from one culture to another. As a result, different cultures have varying views of what is considered normal and what can be regarded as abnormal. A culture’s perception of mental illnesses has an impact on the intervention strategies, which will be employed while treating a mental illness (Videbeck 4). Traditionally, the psychotherapy relied upon in the treatment of mental disorders borrowed a lot from the psychoanalytic framework, as well as the existential approaches. The influence of Sigmund Freud in the treatment of mental disorders is remarkable owing to the fact that the notion of psychoanalysis can be traced back to his works. This paper will examine how the views on mental illnesses have influenced the techniques of treatment throughout history. The paper will also explore some of the Greek and Roman perceptions of mental illnesses, as well as views of mental illnesses during the Middle Ages. The paper draws from the works of various authors in answering the study questions. The views and treatment of mental disorders throughout history Throughout history, there have been various perceptions of mental illnesses that have guided the treatment of these diseases, as well as how the society perceives mentally ill persons. Among the Greeks, Hippocrates, the famous Greek physician, perceived mental illnesses as conditions that could be understood in relation to physiology that can be termed as disturbed. The Greek held that mental illnesses can be understood in the realm of possession by demons, or the anger of gods. Medical practitioners in Greek later on came up with treatments, which could be used for persons suffering from mental illnesses. These new forms of treatment focussed on the use of drugs in treating mental illnesses, as well as availing care from the family members who provide support to the mentally ill persons (Videbeck 5). The Greek can be regarded as the first group of people that id entified mental illnesses as conditions as opposed to the belief mental illnesses signified wicked supernatural powers. According to the Greeks, conditions such as hysteria only affected women as a result of their uterus that could be considered as wandering. The Greek also used some unique ways of treating mental illnesses. For instance, psychosis was treated using blood-letting while the treatment of depression took place through bathing. Based on the treatment methods employed by the Greeks, there was no room for the use of words that could console the patient (Davies et al. 18). In Greece, there was  some stigma attached to mental illnesses during the ancient times; mentally-ill persons suffered a lot of shame, humiliation, and loss of respect. Ancient Greeks believed that mental illnesses were an indication of punishment for both the major, as well as minor transgressions, which a person may have committed. The Greek society always shunned and isolated those individuals who h ad any form of mental condition. Some people could be locked up in order to keep them off from other people, and to some extent some could be killed in order to prevent them from becoming a nuisance to others in the society (Bewley 4). With time, the Greeks came to believe that the agents they did not see could not be used as the basis upon which mental disorders could be understood. As a result, there arose a need to know the exact causes of mental illnesses,