Benjamin Franklin the Inventor Essay example - 964 Words

Benjamin Franklin the Inventor Benjamin Franklin is recognized as one of the greatest Americans ever. He contributed to the advancement of our country in many different ways. Since Franklin was a statesman, journalist, diplomat, inventor, and philosopher he was always in the middle of everything of importance. It is arguable which of these appositives best describes him. One thing that can not be disputed is that he is the greatest inventor ever. To be forty-two in Franklin’s time was to be well beyond middle age. Life was much shorter then. He never guessed he would live to double that age. Since retirement was not forced upon him, he felt no depression for cutting himself off from his work. This is when he†¦show more content†¦It warmed rooms better, and at the same time saved fuel. The important feature was the flue, which doubled back and formed sort of a radiator around which warm air circulated. It cured most smoky chimneys, thus protec ting both the eyes and the furniture. He turned over his model to a friend with an iron furnace, who cast the plates for the stoves. They were soon in great demand as people learned about them through a pamphlet Ben wrote and printed. (Osborne pg.66) Benjamin was as much interested in ventilating rooms as in warming them. He believed it healthier to keep windows open and let in fresh air, a practice that annoyed many of his friends. To keep rooms warmer in cold weather, he developed a damper, a metal plate that fits horizontally into the base of the chimney passage and can completely close it off, or when opened a small distance, creates a slight draft, allowing smoke to go up the chimney while keeping most of the warm air in the room. (Meltzer pg.116) To improve the lighting of rooms, he devised a new candle made from whale oil. It gave a clearer and whiter light, could be held in the hand without softening, and its drippings did not make grease spots. His candles lasted much longer and needed little or no snuffing. He also developed a four-sided lamp to light the city streets. The lamps stayed clean much longer and thus gave more light. (Meltzer pg.116) Franklin’s experiments in so manyShow MoreRelatedBenjamin Franklin : The Greatest Inventor Of All Time1075 Words   |  5 Pages Benjamin Franklin was a very accomplished man from his childhood up to his adulthood. Throughout his life he was a small but smart child. He was born into a poor family but he became a wealthy man. Then when he was very old but even more wise he became the greatest inventor of all time. Benjamin Franklin was an influential founding father because of all of hi practices he did as a young child, his great intellectual ingenuity , and his Political career as a Pennsylvanian colonial legislature. Read MoreA Brief Look at Benjamin Franklin623 Words   |  3 PagesBenjamin Franklin Benjamin Franklin is one of our most famous figures in the American Revolution. However, he was not just a founding father, but worked outside of politics as a writer and inventor, which made him the man he was.What did this man achieve? How did he indirectly save lives? Read on to find out. HEY GUYS HE COULD SPEAK FRENCH ALSO Early Life------- To begin with, Benjamin Franklin was born January 17th, 1706. He was born to Josiah and Abiah Franklin, as the 15th of 17 kids. HeRead MoreEssay on ben franklin635 Words   |  3 Pages Ben Franklin Ben Franklin became famous for being a scientist, an inventor, a statesman, a printer, a philosopher, and a librarian. Today, we honor Ben Franklin as one of the men who founded America and as one of Americas greatest citizens. Benjamin Franklin was born in Boston on January 17, 1706. He was the tenth son of soap maker, Josiah Franklin. Though Ben only had one year of schooling he was educated and loved to read and write. He worked as an apprentice to his brother, James, who wasRead MoreStealing God s Thunder Benjamin Franklin s Lighting Rod And The Invention Of America979 Words   |  4 Pages11/30/16 The book Stealing God’s Thunder Benjamin Franklin’s Lighting Rod and the invention of America. By, Philip Dray renowned author, writer, and historian. Philip is known for his comprehensiveness of World history pertaining to racial, scientific, labor and social matters. Dray navigates the reader in an up-close and personal look into the life of Benjamin Franklin, as a youth well into his senior years until death. He outlined facts; Ben was an Inventor/scientist long before he entertained theRead MoreBenjamin Franklin : An Influential Entrepreneur994 Words   |  4 PagesBenjamin Franklin was one of the most impressive and iconic figures in American history, and perhaps around the globe. According to the autobiography of this astonishing individual, despite of all the obstacles in his thorny path such as obscurity and misery, he never surrendered and all the time followed his dream to succeed and make the world a better place. In fact, his role in securing the independen ce of the United States and building it as a nation is sensational. Moreover, his great achievementsRead MoreEssay Creativity is the Essence of Technology593 Words   |  3 Pageswould the world be like if it were deprived of these necessities? We have progressed to such a degree, that it seems almost unlikely that the human race will produce one more extraordinaire. However, without the thoughtful minds of thousands of inventors, our world would rapidly turn into one of bland repetition. In my opinion creativity is essential, without it, life would be routine and almost pointless after a point in time. Since I was very young, art has been a major part of my life. 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The story of Mary Rowlandson and Benjamin Franklin wrote a narrative of their life experience and their adventure. They learn from the attack that no one is guaranteed life, and life can be short. There are clearRead MoreInfluence Of Benjamin Franklin On American Revolution889 Words   |  4 PagesBenjamin Franklin In the American Revolution Benjamin Franklin was one of the most celebrated of America’s founding fathers. A man who enjoyed many things and â€Å"he had many talents such as a printer a diplomat, a scientist, an inventor, a philosopher, an educator, and a public servant.† (â€Å"Benjamin Franklin†) As stated in Britannica, he was born in Boston on January 17, 1706 and died at the age of 84 on April 17, 1790. He was the He was very involved in the American Revolution. What did he do forRead MoreBenjamin Franklin Henry David Thoreau1043 Words   |  5 PagesBenjamin Franklin and Henry David Thoreau have been thought of as two powerful philosophers in history. Both men were alive centuries ago, but their unique ways of life and ideas still exist in some of history’s most admirable figures. Each man had a judgment that went beyond the era they existed in, but is still obvious in today’s culture. Even though both men are credited for their wise principles, their beliefs do not always coincide with one another. However, one thing they do have in common

The Renaissance And The Baroque Period - 1501 Words

Studying art throughout history shows how each time period built and reflected on the ones before it. While artists in some time periods create wildly different styles from the past, others reflect back on the styles and methods of the artists in times before them. The Renaissance is an excellent example of an era in which the art was a reflection of past methods, styles, and subject matter. We can see this through Michelangelo’s David. The Baroque period often had subjects similar to the Renaissance, such as the biblical piece Judith Decapitating Holofernes, but this period had a much different style. Artists of the Baroque period focused on theatric depictions with boldly colored pieces. Some Baroque artists did so through dramatic subject matter and others accomplished the signature style through only color and contrast. Young Woman with a Water Jug is an excellent example of the latter. Similar methods were used during the Romantic period, when artists created works with t he goal of evoking strong emotions. This can be seen in The Third of May. Realism artists had the opposite purpose, to present only what their eyes truly saw, which can be seen in The Stone Breakers. Impressionist artists defied realism, but focused on color, texture, and light, like the cathedral depicted in Monet’s Rouen Cathedral. Michelangelo Buonarroti’s David, is a beautiful, finely detailed marble statue. Each detail, from the muscle structure and veins beneath the marble skin to the thinkingShow MoreRelatedThe Baroque And The Renaissance Period947 Words   |  4 PagesThe Art period went through many different transitional phases to become what it is now, but the most famous of these phases are the Baroque and the Renaissance period. 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Training at Changi Airport Casino

Question: Case study:Training at the newly open Changi Airport Casino (CAC) Singapores newly opened 3rd casino, CAC caters to the needs of travellers, tourists, and thrill-seekers on transit or holiday in Singapore. Situated at Changi Airport and directly connected to all terminals via Sky train, CAC employs around 3,000 staff, including 2000 full-time casino dealers, also known as croupiers. Margaret Chan, CAC's Director of Gaming Operations, read the email she had just received from Caleb Tan, the companys Director of Training Development, and mumbled to herself angrily. Not again. Im not going to let Caleb have his way this round. Last month, he insisted that I must send 100 of my croupiers on a five-day course in customer service, leadership and team building. I had my objections but I sent them anyway. I had to activate croupiers from other shifts just to cover their duties, which caused them unhappiness, higher level of fatigue and a few resignations. This has resulted in more customer complaints and costly mistakes in pay-outs to the players. I would not allow him to tarnish our companys image in the industry. We need to compete with the other two existing Casinos for a larger pie of the business. After all, many of our croupiers had already been interviewed and selected based on their experience from other regional casinos, so why is there a need for further training? On their return from training, they grumbled constantly about what a bore it was, and how their time had been wasted because they felt that some of the content was totally irrelevant to their jobs. They had no opportunity to practice those skills anyway due to their working schedules and the nature of their current job. There is no immediate need for the type of training that Caleb has arranged. Now he wants another 100 participants. Well, I am not going to support it anymore. He can just forget about it! Part 1In your own analysis, what possible errors were being made by CACs Training Director fro m the perspective of training needs assessment, transfer of learning and training evaluation? MistakesError made by director Caleb did not conduct a proper need assessment. Did not ensure that there is a transfer of learning. He did not gather feedback from the participant. He did not carry out training evaluation.What are the consequences?What will happen?Part 2What kinds of recommendations would you propose to the Training Director to ensure that the errors you identified are eliminated? SolutionsHow can he correct the error (recommendation) What is involve in need assessment 3 level of assessment: Organization, person and task analysis (This is how he correct and should conduct)What must he do? Talk to senior management as able to tell what company need. Talk to line manager Formative Summative Of all croupier are ready to train (Motivate) Need to learn skill to transfer Google Casino operation.Part 3What effective strategies could the Training Director use to win over the Ga ming Operations Director so that she would be more supportive of training for his staff? Effective strategy to win Gaming Operations Director. Explain the purpose of the 3 training programs to Gaming Operations Director. Ask Gaming Operations Director for inputs what kind of training is suitable for croupiers. Caleb - Must request the CEO to appoint the gaming operations as trainer. We sent in small batches reduces from 100 to 20 per class Answer: Introduction People are considered the most precious assets of an organisation thus huge amount of investment is made to ensure their training and development needs are met (Wilson, 2005). Training and development also referred to as human resource development and learning and development is a function of human resource management that focuses on enhancing the performance efficiency and effectiveness of an individual or group by planning and implementing required activities (Saks, et al., 2010). This report analyses the case study of training at the new opened Changi Airport Casino (CAC) to identify the mistakes conducted by the companys director of training and development, recommend appropriate solutions and implement effective training strategies in order to make the training program successful. Part 1: Mistakes conducted by CACs Training Director The process of designing a training and development program can be divided into five main stages namely, analysis, design, development, implementation and evaluation also referred to as ADDIE model (Evans, 2008). This model is the most common model used worldwide by training designers. An in-depth analysis of the case study reveals that the CACs Training Director has made some errors while designing the training and development program. In order to develop an effective training program it is essential to identify the who, what, why, when, where and how to training. Lack of effective training needs assessments: Needs assessment is the first and the most critical activity involved in the creation of a training and development program (Noe, 2013). Training needs assessments involve gathering as much information as possible about organisations objectives, learning needs, competencies and skills that are needed to enhance performance efficiency and learning styles of individuals who are to be trained. Needs assessments phase of training and development involve identifying gaps between what exists and what is desired currently and in future (Beebe, et al., 2012). The outcome of needs assessment helps the training developers in finding answers to two most important questions, that is who needs training and what training is actually desired. In case of CAC the Training Director has not conducted a needs assessment and is assuming that all the employee need the training related to customer service, leadership and team building. Without conducting a needs assessment he is unable to identify who needs the training and in what area. As a consequence of lack of needs assessment the Training Director is unable to understand the exactly learning needs of the employees. He is wasting their productive hours and also creating a negative perception in their minds. Failure to ensure that there is transfer of learning: Transfer of learning occurs when learning from one context enhances or undermines a related performance in other context (Perkins Salomon, 1992). The Training Director failed to ensure that the employees who are trained are actually getting enough chances and support to transfer their learning to real life work situations. As a consequence almost all employees will actually forget the concepts learned with few months after training. Failure to gather feedback from participants: Effective and frequent feedbacks help improving productivity and performance in a continuous manner (Armstrong, 2011). In case of training programs is it essential to ensure that regular feedback is provided as well as received from participants. Effective feedbacks help enhancing employee motivation that then tend to deliver high performance (Bhatia, 2007). In case of CAC the Training Director made no attempts to either provide or receive feedbacks from participants. As a consequence he could not determine the learning experience of the trainees. Employee feedback would have greatly helped him in improving the training and development program in a manner that is fulfilled learners needs. Lack of training evaluation: Evaluation is simply defined as the assessment of worth or value (Dahiya Jha, 2011). It involves planned collection, collation and analysis of information in order to determine the value and worth. Evaluation is not only required at the end of the program but must be performed as an ongoing process throughout the program. It helps ensuring that the program meets its desired goals and objectives at all stages. It can also be referred to as a quality control measure (Miller, 2007). Evaluation at each stage of training program helps ensuring that all requirements are fulfilled. In case of CAC the Training Director lacked focus on training evaluation. There was no formative or summative evaluation. No assessments were conducted to check that the trainees have actually learned the concepts taught during training. As a consequence he was unable to identify whether the training program was actually meeting learning needs of the employees. He was unable to judge whether or not the training had helped in enhancing employee performance and achieve desired organisations objectives. Due to a lack of effective evaluation process in place the Training Director was unable to understand that he actually needed to improve his training program in order to meet the learning needs of the employees. Part 2: Recommended solutions to eliminate errors made by CACs Training Director In order to ensure that the errors made by the CACs Training Director is eliminated it is important to ensure that he conducts proper needs assessments, ensure there is transfer of learning and have an effective evaluation system in place. Needs Assessment: The Training Director of CAC must ensure that he conducts all the three levels of needs assessment namely, organisational analysis, individual analysis and task analysis (Aspin, 2008). Organisational analysis will help him identify the level of effectiveness of the organisation and determine its training needs and how the training will be conducted (Boud, et al., 2006). Organisational analysis helps identifying the environmental impact, economical stability and its impact on operations cost, impact of technological changes, impact of changes in workforce demographics and whether or not the organisation is meeting its desired goals and objectives. Individual analysis will help the Training Director in identifying individual learning needs that can help them improve their work performance and also determine what kind of training will be needed to meet individual learning needs.(Snell Bohlander, 2012). Performance evaluation, observation, surveys, questionnaires are s ome of the source that can help the training director collection information needed for individual analysis. Task analysis help gathering information about a job or set of jobs and identifying skills, knowledge, attitude and abilities needed to achieve high performance efficiency (Truss, et al., 2012). Job description, KSA analysis, performing the job and analysis of literature related to job are some of the ways that can help the training director in performing task analysis. By performing these three level of assessments the training director will be able to effectively analyse the who, what, why, when, where and how of a training program. Transfer of Learning: Before the training starts the training director should make proper arrangements in order to ensure that trainees are provided with enough opportunities to use the concepts they have learned during training hours (Evans, 2008). Training Director must ensure that a positive transfer climate is created within the workplace which helps creating a strong alignment between organisational goals and training program. He should ensure that the employees are motivated enough to transfer their learning to their workplace. In order to motivate employees and ensure their readiness the training director should provide complete and realistic information before training, should ensure proper feedback system is in place to get employees input and should effectively communicate companys expectations to the employees (Armstrong, 2011). He must ensure the training is relevant and a culture of learning is created. He should speak to the senior management and the line managers in or der to ensure that trainees receive complete support from the management team. He must ensure that trainees have enough skills to transfer their learning to casino operations. Evaluation: Evaluation should happen as an ongoing process and not only at the end of the training program (Dahiya Jha, 2011). He should focus on both formative and summative evaluation in order to ensure the training program is improved continuously to meet employees learning needs. He should take employee assessments on regular basis to ensure they are actually understanding the concepts and benefiting from it. All these measures will help the Training Director ensure that all the errors he made in first training session will be eliminated form future ones. Part 3: Effective Strategies to be used by CACs Training Director in order to win support from the Gaming Operations Director In order to make the training and development program a success it is important that the Training Director gets support from the Gaming Operations Director. He should effectively communicate the need for training related to customer service, leadership and team building to the Gaming Operations Director. He should clearly inform her value of such trainings and how they can help improving employee performance at the casino. The Training Director should make ask the Gaming Operations Director to provide feedback as to what kind of training, knowledge and skills are needed by the employees in order to enhance their productivity and performance. He can also try if the CEO can ask the Gaming Operations Director to become the trainer for her employees which will further motivate them to transfer their learning in day to day operations. The Training Director can also try conducting the training within small batches of 20 employees instead of 100 employees and also reduce the number of train ing days to 3 instead of 5. Doing this will not disturb day to day operations of the casino due to shortage of workforce and the Gaming Operations Director will not have that much trouble substituting for small number of employee for less days. The training Director can also try using e-learning as a way for training the employees. With e-learning facility employee will be able to learn at their own pace. To do so the Training Director can set up training committee and also ask the Gamings Operations Director to be a part of it. He should focus on creating awareness about training department by applying marketing strategies. He should ensure that the role of training department is clear to other departments and to employees. Conclusion Effective training and development programs help ensuring that the available resources possess the needed skills and competences to help the organisation remain competitive in todays dynamic marketplace. It is a complex process and must pass through a set of steps in order to ensure that it is beneficial for the individual and the organisation as a whole. Effective needs assessments, transfer of learning and evaluation help the trainer ensure that the trainees are engaged enough and their actual learning needs are met. References Armstrong, M., (2011) Armstrong's Handbook of Strategic Human Resource Management. London: Kogan Page Publishers. Aspin, D. N., (2008) Philosophical Perspectives on Lifelong Learning. Hamburg: Springer Science Business Media. Beebe, S. A., Mottet, T. P. Roach, K. D., (2012) Training and Development: Communicating for Success. New York: Prentice Hall PTR. Bhatia, S., (2007) Strategic Human Resource Management : Winning Through People. New Delhi: Deep and Deep Publications. Boud, D., Cressey, P. Docherty, P., (2006) Productive Reflection at Work: Learning for Changing Organizations. New Jersey: Routledge. Dahiya, S. Jha, A., (2011) Review of Training Evaluation. International Journal of Computer Science and Communication, 2(1), pp. 11-16. Evans, C., (2008) Learning styles in education and training. Bingley: Emerald Group Publishing. Miller, A., (2007) How to Manage Human Resource in Organizations. Maitland: Xulon Press. Noe, R. A., (2013) Employee Training and Development. Boston: McGraw-Hill/Irwin. Perkins, D. N. Salomon, G., (1992) Transfer of Learning. [Online] Available at: https://learnweb.harvard.edu/alps/thinking/docs/traencyn.htm[Accessed 2015]. Saks, Saks, A. M., Haccoun, R. R. Belcourt, M., (2010) Managing Performance Through Training and Development. New York: Cengage Learning. Snell, S. Bohlander, G., (2012) Managing Human Resources. New York: Cengage Learning. Truss, C., Mankin, D. Kelliher, C., (2012) Strategic Human Resource Management. Oxford: Oxford University Press. Wilson, J. P., (2005) Human Resource Development: Learning Training for Individuals Organizations. London: Kogan Page Publishers.

Treating Anaphylaxis Essay Example For Students

Treating Anaphylaxis Essay TREATING ANAPHYLAXISIn the emergency setting, anaphylaxis is a dangerous, life threatening condition that must be treated in an aggressive and timely fashion. Anaphylaxis is a condition related to acute allergic reactions. Following the bodys exposure to the offending allergen, there are common systemic reactions. The most serious reactions involve the respiratory and cardiovascular systems, but the gastrointestinal, dermatologic, and genitourinary systems are often involved causing varied symptoms such as urticaria, flushing, angioedema, bronchospasm, hypotension, cardiac arrythmias, nausea, intestinal cramps, pruritus, and finally uterine cramps. (Physician Assistant, 8/94) The above list is by no means exhaustive, specific symptoms vary from person to person. The same person suffering from several anaphylactic reactions can also present with differing symptoms. Physiologically speaking, the two main effects of the bodys released mediators (IgE) during an anaphylactic reaction are smooth muscle contraction and vasodilatation, which cause most of the bodys adverse symptoms. (JAMA, 11/26/82) Since the most life threatening reactions usually involve the respiratory and cardiovascular systems, that is where emergency treatment is focused. In the cardiovascular system, a combination of vasodilatation, increased vascular permeability, tachcycardia, and arrhythmias can lead to severe hypotension. In the respiratory system, the swelling of tissues along with bronchospasm and increased mucus production are the main cause of death. So, if untreated, anaphylaxis can be fatal as a result of the bodys going into what is essentially shock, while simultaneously (and more importantly) being deprived of the oxygen needed to sustain life. As of today there is one universally accepted treatment for acute anaphylaxis. Epinephrine. Epinephrine is both an alpha and a beta agonist. This makes it the drug optimally suited to treat anaphylaxis. Epinephrine will increase vascular resi stance, reduce vascular permeability, produce bronchodilation and increase cardiac output. (Emergency, 10/93) Epinephrine will directly counteract the potentially life threatening aspects of anaphylaxis. Epinephrine can , and is, used in the both the pre-hospital environment as well as in definitive care institutions. Epinephrine is widely administered by ALS providers the world over. The drug is so effective that and relatively simple to use that ?subcutaneous administration of epinephrine by EMT-Bs trained in recognition ? of anaphylaxis? is safe. (Annals of Emergency Medicine, 6/95) Following the administration of epinephrine, antihistamines such as diphenhydramine, hydroxyzine, and promethazine can be administered. These agents block the harmful effects of histamine, a mediator associated with allergic reactions, and while not displacing histamine from receptors, they compete with histamine for receptor cites and therefore block additional histamine from binding. (JEMS, 4/95)Pat ients taking beta adrenergic blocking agents will have limited benefits from the administration of epinephrine (it being a beta agent), as well potentially unopposed alpha adrenergic effects that could result in severe hypertension. (Physician Assistant, 8/94) In such cases norepinepherine and dopamine may be necessary to treat systemic anaphylaxis. Glucagon which increases cAMP, is a bronchodilator, and stimulates cardiac output, can be very useful, even in the presence of beta blockers. (Physician Assistant, 8/94) Inhaled bronchodilators are useful for the treatment of respiratory complications associated with anaphylaxis. There is a wide variety of acceptable agents. Sympathomimetics such as albuterol, and metaproterenol will relax the smooth muscle in the respiratory tract. Anticholinergic agents such as ipratropium bromide can also decrease bronchospasm. Aminophylline, a bronchodilator and diuretic can also increase intracellular cAMP levels, as well as potentiating catecholami nes and stimulating their release; these effects make it a useful tool in dealing with persistent bronchospasm. (Physician Assistant, 8/94)Even though steroids (glucocorticosteroids) have some potentially beneficial effects for the relief of bronchospasm and hypotension, they are not recommended for the treatment of acute anaphylactic symptoms due to the fact that it takes four to six hours for them to be effective. (JAMA, 11/26/82) But, steroids such as methylprednisolone and hydrocortisone, are useful in shortening the duration of, and reducing the severity of prolonged anaphylactic reactions, as well as preventing the recurrence of delayed symptoms. (Physician Assistant, 8/94) The above agents are all widely used to treat anaphylaxis. But there are studies and experiments underway that are looking at alternative, or additional treatments. Naloxone and thyrotropin-releasing hormone (TRH) are both being looked at in the possible treatment of anaphylaxis as well as traumatic shock. Naloxone improves cardiovascular function in a variety of animal models of shock caused by?and anaphylaxis. Administration of TRH ?also has pressor effects in these shock models. (Annals of Emergency Medicine, 8/85) TRH has been shown to increase mean arterial pressure during anaphylactic shock. (Annals of Emergency Medicine, 5/89) In animal studies of anaphylaxis the use of TRH, epinephrine, and normal saline were compared. TRH treated rabbits responded slightly better than those treated with epinephrine (the study focused on cardiovascular and respiratory parameters.) (Annals of Emergency Medicine, 5/89)I started this project with the aim of identifying alternative treatments for anaphylaxis. I had mistakenly assumed that there are a host of viable and effective treatment regiments for anaphylactic shock. What I discovered was that as of today, the only universally accepted therapy for acute anaphylaxis is? epinephrine. Due to its alpha and beta adrinergic effects epinephrine is m iraculously suited for anaphylaxis. 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