...If one of the parents has the disease than the child will most likely have it too. In most cases you get tested a few weeks after birth. Once you get your blood drawn they send it to a special laboratory to get tested. In the test they check your clotting levels and it takes a few weeks to get your results back. There are not very many treatment options. One of them is called replacement therapy. Replacement therapy is where clotting factors are slowly dripped or injected into your vein. This helps because the clotting factors will help you not bleed excessively when you are cut or bruised. This disorder has no environmental factors. The only way you can get it is if you inherit it or from a gene...
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...The Long Road to Direct Factor Xa Inhibitors: A History of Anticoagulation Marjorie Burnsworth Tacoma Community College July 24, 2014 Abstract This paper explores the history of the chemical research and development of anticoagulant medications over the years and how this has lead to the development of direct factor Xa inhibitors (fXa inhibitors). Since ancient doctors first used leeches to treat their patients, people have been aware of the properties of anticoagulants and anti-thrombolytics, but the development of Heparin almost 100 years ago signified the start of a century of chemical discovery and development in the field of anticoagulation that has peaked in the last 25 years. Following the development of Heparin, scientists next developed Vitamin K Antagonists (VKA's), such as Coumadin, which gave an oral option for anticoagulation but they were not without side effects. Nearly 30 years passed before chemists came up with the next step forward in anticoagulation, low-molecular-weight-heparin (LMWH). It was LMWH that first opened scientists eyes to factor Xa and the possibility of considering it as a possible target for future anticoagulation. In order to proceed with development, however, they had to look back to the past. Back to leeches and heparin, as these would prove hold the keys to the future development of direct factor Xa inhibitors. The Long Road to Direct Factor Xa Inhibitors: A History of Anticoagulation ...
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...to have abnormal and uncontrollable bleeding. There are two types of hemophilia: hemophilia A and hemophilia B. Hemophilia A is resulted from the absence of coagulation factor VII whereas hemophilia B is resulted due to a deficiency of coagulation factor IX. Hemophilia A is the most common bleeding disorder compared to hemophilia B. Hemophilia is an X-linked recessive disorder where males are affected most of the time. Studies have shown that the age distribution of the disease follows consistently same path. Because children are affected when they are born, distribution of the disease is shown in younger generations. There are some symptoms and signs associated with hemophilia. One of the most common types of symptoms during the disease is excessive bleeding. For example, bleeding can occur in a joint or a muscle of the body. Abnormal bleeding often occurs after a minor injury. One can doubt an existence of hemophilia if bleeding occurs frequently. Diagnostic tests can be performed to determine the severity of the disease. Diagnostics tests such as blood tests and genetic tests help understand factors responsible for the disorder. For example, blood tests are able to help determine current levels of coagulation factors. It can identify whether or not a patient lacks coagulation factors. Because there are two types of hemophilia, blood tests become necessary to determine the correct type of disorder a patient has. This way there are better chances of receiving...
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...Generation X and Y in the Workplace In an age of hard economic times, two income families, and the offspring of the baby boomers, Generation X and Y learned to adapt to changes very early in their lives. Instead of coming home to mom sitting in the kitchen with cookies and milk, children were shuffled off to daycare facilities or baby sitters. Others called “latchkey” children, came home to an empty house with instructions to get their homework done, never answer the door, and wait until “mom and dad” came home. These individuals are independent, resourceful, and extremely clever with technology. As they enter the workforce the need to be extremely self-sufficient is a key to success and job fulfillment. The downturn of the current economy combined with corporate buyouts and layoffs, Generation X and Y find themselves working alongside an aging workforce with the belief that corporations do not value their contributions and hard work. This concept makes it difficult for these individuals to attain projected financial goals and be successful. Seeking to retire at an early age to enjoy life, Generation X and Y are optimistic of the future and thrive to find balance in their professional and personal lives. Expectations and Influences The expectations and influences of Generation X and Y impact the workforce differently in many ways because of life experiences and backgrounds. Generation X, born between 1965 and 1980 grew up in the shadows of the boomer generation. Generation...
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...Southern Cross University ePublications@SCU Southern Cross Business School 2003 The generation gap and cultural influence: a Taiwan empirical investigation Huichun Yu Peter Miller Southern Cross University Publication details Post-print of: Yu, HC & Miller, P 2003, 'The generation gap and cultural influence: a Taiwan empirical investigation', Cross Cultural Management: An International Journal, vol.10, no. 3, pp. 23-41. Published version available from: http://dx.doi.org/10.1108/13527600310797621 ePublications@SCU is an electronic repository administered by Southern Cross University Library. Its goal is to capture and preserve the intellectual output of Southern Cross University authors and researchers, and to increase visibility and impact through open access to researchers around the world. For further information please contact epubs@scu.edu.au. Post-print of: Yu, HC & Miller, P 2003, 'The generation gap and cultural influence: a Taiwan empirical investigation', Cross Cultural Management: An International Journal, vol.10, no. 3, pp. 23-41. The authors Hui-Chun, Yu is a DBA (Doctor of Business Administration) candidate in the Graduate College of Management of Southern Cross University, New South Wales, Australia. Dr Peter Miller is a senior lecturer in the School of Social and Workplace Development at Southern Cross University, New South Wales, Australia. Contact details: Southern Cross University Division of Business PO Box 42 Tweed Heads NSW 2485...
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...from all different cultures and generations. For the first time in U.S. history there are four different generations out in the workforce. A generation can be defined as a group of individuals born within a term years having similar ideas, goals, attitudes and experiences. It can also be defined as the average period between the birth of parents and the birth of their children. Resources differ as to when some generations start and end; a generation is usually around 20 years long. generational differences are based on broad variations in values that develop based on the contrasting environment and social dynamics each generation experiences as they come of age. In the workplace, these differences seem to be generating clashes around work-life balance, employee loyalty, authority, and other important issues.Generational differences are based on broad variations in values that develop based on the contrasting environment and social dynamics each generation experiences as they come of age. In the workplace, these differences seem to be generating clashes around work-life balance, employee loyalty, authority, interpersonal relationships and other important issues (Notter, 2007). Sometimes contradictions and problems arise when identifying the characteristics of a generation. Some studies in the 1980’s described Generation X as self-reliant, ambitious, and career –minded. By the 1990’s they were described as the cynical, whining, slacker generation. There is a lack of mutual exclusivity...
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...Generation X- The Truths and Misconceptions Jennifer Hogue Com156 December 15, 2013 Amy Sloan Generation X- The Truths and Misconceptions While generation X encompasses about 50 million Americans born between 1965 and 1980 ( 1965-1976 depending on the information you look at) The term generation X was a term coined long before the generation came into existence. But what does the term mean? Numerous historical events happened during this time; ranging from Neil Armstrong landing on the moon, to U.S troops being sent to Vietnam, but that is not what defines this generation. Some refer to this generation as a group of selfish, lazy, slackers. There are many misconceptions of the motivation and aspirations of the generation that was stereotyped before they were born. While some hold truth, others are as mythical as an urban legend. Studies have shown that this generation in question, is smaller than generations surrounding it. As of 2011, the population of the United Sates is made up of 24.7% Baby Boomers, or those born 1946-1964, 24.9% Millennia’s- those born between 1977 and 1992. Generation X only covers 16% of the U.S population (Keene PH.D & Handrich PH.D, 2012), but they are the ones who have been given the bad reputation. Although many born in this generation would like to be slackers, they are not fortunate enough to have that luxury. During this generation, divorce was on the rise and many children born during this generation were raised by divorced parents...
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...not be ignored when planning strategically Variables can’t be controlled by the market they must study and understand them to attempt to incorporate them various, planning strategies the impact of these changes must not be ignored when planning strategically Social variable, * Demographic * Technological * Political * Legal * Competitive variables Conclusion: manager must create a marketing mix that will be suitable to be changed. * Understanding the external environment 1. Understanding the current customers. 2. What drives consumer need 3. Identify the valuable customers and they need 4. Understand competition. * Social factor that affects the market 1. Social factor influence the products people buy and expect to purchase product. Social factor influence the products people buy and expect to purchase product. Attitudes 2. Values 3. Lifestyles * American values 1. Self-sufficiency: everyone should stand on his own. 2. Upward mobility: successful education 3. Work ethic: hard word 4. Conformity: no one should expect to be treated differently from everybody. * Component lifestyle: choosing goods and service that meet one’s diverse need rather than single, traditional lifestyle. * Changing role of women in society 65% women between 16 and 65 years old are in the workforce. * What is demography: People’s vital statistics such as their age, race and ethnicity and location. ...
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...Generation snap From the case “Generation snap”, several surveys are conveyed to illustrate the idea that although there are some differences between the different generations, the discrepancies are not the ones people used to know about and they are tiny ones. According to the popular media and people’s permanent reorganization about Generation Y, people who born in late 1970s to late 1990s are often thought to be knowledgeable at specific areas, engaged in social trend more easily, thirsty for success and easy to leave job position to find another. Generation Y might be a generation with various problems and hard to deal with in other’s minds. While in many studies, little or trivially small differences were found which were obviously opposite to what the media told. Actually, differences may arise more easily in members within a generation instead of between the generation. From the research, the mind of Gen Y and Gen X to top sic motivators is generally the same so the differences in personality and motivator drivers have been conducted in further studies. There are many factors that affect employees’ attitude towards job. Showing a positive feeling about job which results from an evolution of its characteristics is what job satisfaction means. To make Generation Y satisfied with the job, salary can be rose, job can be alternated, and interest can be fostered. For the generation, they are desire to earn more money not only to feed himself or herself, but also raise his...
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...Research Paper: Understanding The Five Generations of Employees Kaplan University Abstract In this paper, five generations of employees will be described. The differences and similarities will be explored. This paper will also look at what it takes to effectively manage each generation. Each work force generation requires different management styles which leads to the need for different expectation as well for each generation. Therefore, the goal should be to understand the needs and work style of each generation. Research Paper: Understanding The Five Generations of Employees Introduction For any organization there must be a sense of camaraderie and team work amongst the employees. It is the management’s responsibility to ensure that this is fostered. The challenge that occurs however is that there are currently five generations in the labor force. “Evidence suggests that there are marked differences in expectations and motivators across generational cohorts.”(Cogin, 2012) Knowing how each of the generations work, their communication styles as well as what motivates them is key. Once a manager is able to meld these styles together there will be a stronger sense of togetherness and the employees will be more productive. The five generations currently in the labor force are the Traditionalist, the Boomers, Generation X, Generation Y and Generation Zen. There are many differences between each of these generations. One of the essential ones that...
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...introduction In this essay, I will be exploring the needs of managing for diversity. As there are many different aspects of diversity, it would be challenging for organization to cope and foresee problematic issues that can arise from, based on their assumption of predictability and understandability of the problems, and finding the right solution to respond to the situations. The content will be based on 3 key discussion points supported with references – why understanding surface and deep level diversity is a good practice for manager, why is it important to manage for diversity in Singapore, and lastly the distinct characteristics of Singaporean employees that need to factor, compared to other expatriates. Workforce Diversity Workforce diversity refers to practices or policies that seek to include people who are identified as heterogeneous or different. Workforce diversity has already been here and continues to be an essential concern for business success. The 2 levels of diversities; surface-level and deep-level diversity would be explored further in the essay. Surface level diversity To understand why diversity is a good practice for manager, we need to distinguish the 2 different types of diversity. Surface level diversity refers to characteristics that are observable or readily detectable attributes such as race, gender, or physical disability (Mor Barak, 2011). It’s a human nature to judge someone on his or her first impression, and harbour prejudices, stereotypes...
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...Target Audience In the past three years, the craft beer market has seen an increase in both interest and sales; while becoming a staple beverage choice of Males and Females in both Generation Xers and Generation Y, also known as the Millennials. Due to this trend, Cigar City Brewery will need to tap into this demographic with the gamification strategy; The Beer Chest. Generation X are individuals born between the mid 1960’s and the early 1980’s. Generation Y or the Millennials were born right after Generation X between the 1980’s and the Early 2000’s (2000-2004) (Talented Heads, 2013). The application will geared both towards males and females, especially since women makeup 1/4 of the overall United States beer consumption (Clarke, 2012). Since the Beer Chest is a game that can be shared on Facebook, we will be able to concentrate on a major factor and reasons why our target audience uses Social Media; fun. Additionally with focusing on this age group we will also be able to attract other people to the application, since both generation choose social media as a way to keep in touch with friends. (This information can be seen in Appendix C, Figure 2.). The target areas Cigar City Brewery will need to focus the initial launch of their product are in the areas that they currently distribute their product, prior to reaching the national/international markets. Based on Figures 2-7 in Appendix B, the major areas to focus will be Alabama, Georgia, Florida, New York, Pennsylvania...
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...Generation X- The Truths and Misconceptions Jennifer Hogue Com156 December 15, 2013 Amy Sloan Generation X- The Truths and Misconceptions While generation X encompasses about 50 million Americans born between 1965 and 1980 ( 1965-1976 depending on the information you look at) The term generation X was a term coined long before the generation came into existence. But what does the term mean? Numerous historical events happened during this time; ranging from Neil Armstrong landing on the moon, to U.S troops being sent to Vietnam, but that is not what defines this generation. Some refer to this generation as a group of selfish, lazy, slackers. There are many misconceptions of the motivation and aspirations of the generation that was stereotyped before they were born. While some hold truth, others are as mythical as an urban legend. Studies have shown that this generation in question, is smaller than generations surrounding it. As of 2011, the population of the United Sates is made up of 24.7% Baby Boomers, or those born 1946-1964, 24.9% Millennia’s- those born between 1977 and 1992. Generation X only covers 16% of the U.S population (Keene PH.D & Handrich PH.D, 2012), but they are the ones who have been given the bad reputation. Although many born in this generation would like to be slackers, they are not fortunate enough to have that luxury. During this generation, divorce was on the rise and many children born during this generation were raised by divorced parents...
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...stand, then the performance evaluation is maybe unnecessary.” My views whether I agree or disagree with what the statement presents. I will also be comparing and contrasting the effectiveness of the social network performance review to the following age groups: veterans, baby boomers, generation X and Y. “The biggest payoff of these social network style tools may prove to be better performance by the boss.” To state whether or not this statement justifies the time and cost of implementing these systems and provide a rationale. Finally the discussion in this assignment consist of O’Toole statement: “It has been said that Americans are increasingly overworked.” Whether social network type evaluations aid or hinder the overworked American. This assignment will fully explain all views that need to be answered. Introduction: I agree with the statement, “If you have regular conversations with people, and they know where they stand, then the performance evaluation is maybe unnecessary.” In this assignment my views will be proven. I will also be comparing and contrasting the possible effectiveness of the social network performance review to the following age groups: veterans, baby boomers, Gen X, and Gen Y. In addition to the other two reviews in this assignment, I will state whether or not this statement, “The biggest payoff of these social network style tools may prove to be better performance by the boss”; is justified the time and cost of...
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...Running head: GENERATIONS IN THE WORKFORCE 1 Generations in the Workforce John Johnson and Jack Smith Liberty University GENERATIONS IN THE WORKFORCE Abstract Single paragraph, double-spaced, not indented, and between 150 and 250 words. Keywords: employee attitudes, personnel management, age factors 2 GENERATIONS IN THE WORKFORCE Generations in the Workforce 3 Researchers have tried to categorize employees into contemporary work cohorts based on the eras in which they started working (Robbins & Judge, 2009, p. 119). Robbins and Judge (2009) observed that since the average age to enter the workforce is between 18 and 23, the cohorts are loosely based on the chronological age of their demographic and ostensibly reflect the dominant values and job attitudes of their representative generations (p.119). This paper is a systematic discussion of three topics related to contemporary work cohorts: (a) the reality and specifics of the management issues associated with having a multigenerational employee base, (b) the profiles of each of the four generations that compose the workforce today, and (c) advice for company leadership on turning the diverse perspectives of a cross-generational workforce from challenge into advantage. The Significance of the Generational Gap at the Workplace The fact that the phrase “generational gap” is part of everyday vocabulary, suggest that the phrase denotes something real, which makes the theory appear prima facie true. Furthermore...
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