The Levels of Protein Structures Essay Example

The Levels of Protein Structures Essay Proteins, one of the four main classes of organic compounds, are a fundamental building block of life. They are involved in everything organisms do, and in most of the cell’s processes. Proteins are found everywhere in the cell, locations vary from being suspended in the cytoplasm to being embedded in the cell membrane. They provide support, store amino acids, transport substances within the cell and between cells, detect and respond to chemical signals, combat diseases, and monitor chemical reactions in the cell. They have extremely complex and intricate structures, and display considerable diversity. Proteins are a varied group of organic compounds essential to life due to their unique structure and functions. The synthesis of proteins gives insight into their composition and structure. Proteins are made of a vast variety of combinations of twenty different monomers called amino acids. These monomers can be assembled into polymers called polypeptides. Protein synthesis begins after transcription, when an mRNA molecule moves from the nucleus to the cytoplasm via the nuclear pores bearing coded instructions for the creation of a single protein. This messenger RNA interacts with a ribosome, an organelle consisting of proteins and rRNA that serves as the site of protein assembly. The ribosome is made of two subunits; the molecule of mRNA binds to one of these subunits, called the small ribosomal subunit. Binding to the subunit triggers the approach of a molecule of tRNA, which has an antiocodon complementary to the first of the mRNA’s codon. The tRNA picks up the amino acid specified by the instructions and attaches to the mRNA, and the other subunit, the large ribosomal subunit, binds to this, completing the ribosome structure. The next tRNA molecule, with an anticodon matching the second codon of the mRNA, arrives and once again attaches to the mRNA with an amino acid. The amino acids are bonded together using energy from ATP. Each We will write a custom essay sample on The Levels of Protein Structures specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The Levels of Protein Structures specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The Levels of Protein Structures specifically for you FOR ONLY $16.38 $13.9/page Hire Writer

Roman History essays

Roman History essays Italy is a peninsula jutting out into the Medditerranean sea west of Greece. Italy has poor mineral resources and very few useful harbors, however it is wealty in both fertile land and precipitation. Three - quarters of the peninsula is covered in foothills and mountains. The alps, a mountian range to the north of Italy, cut off the peninsulas only land connection, which resulted, in the times of Ancient Rome, in the people The Etruscans were mysterious people who settled on the Italian Peninsula somewhere between 900 and 800 BC. No one is really certain about their origin, however archaeologists suspect that they came from the eastern Medditerannean. The Etruscans ruled in north-eastern Italy, between the Appentine mountian range and the Tyrrhenian Sea. Their civilization streched from the Arno River in the north to the Tiber River which is more towards the center of the Italian Peninsula. Te Tiber River is where the Roman Empire would sit years later. The Etruscans lived in independent city-states. In the earliest times, these city-states were ruled by a monarchy, but were later ruled by oligarchies that governed through a coucil and elected officials. The Etruscans were largely agricultural people, however they also had a strong miliatary,which they used to dominate te surrounding societies. These dominated populations were forced by the Etruscans to do their ricultural labor, which left time for the Etruscans to devote to commerce and industry. They were sophisticated people, with and alphebet based on the Greek alphabet, an original style in sculpture and painting, a religion based on human like gods, and a complicated set of rituals which they performed annually. While the Etruscans were concentrating on building their power over all of Italy and engaging in commerce, a city to their south began to the grow. This city seemed to immitate the Etruscans in many ways. This new kingd...

Article 2 Example | Topics and Well Written Essays - 250 words

2 - Article Example Customers of the counterfeits often use them as trial versions of the real brands and nearly half of them actually endorse the real brand after the trial version is successful. Meanwhile, people wearing the product of the counterfeits ignite a spark in the public to endorse the real brand, which makes it free advertising for the real brand. Numerous studies to date have found positive effects of copying on the real brands. Most studies have found the advertising effect stronger than the substitution effect irrespective of whether it is a formal brand or an individual creator benefiting from the counterfeit. The rule applies in all industries ranging from garments to the hotel and hospitality industry. Paradoxically, a copy is a more sincere advertisement of the real brand as compared to the conventional advertisement because conventional ads derive their appeal to the audiences from the charisma and halo effect of the celebrity in the ad whereas a copy focuses only the

Recommendation report in which you compare two potential river or sea Assignment

Recommendation report in which you compare two potential river or sea developments for one city with the intention of attracting - Assignment Example However, there are hundreds of rivers that cut across the Rio de Janeiro state, most of them having cities, towns and settlements developed along their banks. Therefore, natural resources, and most especially rivers, are vital components of the economy and the life of Rio de Janeiro (Canadian Tourism Commission, 2013 p12). Among the popular rivers that cut right across the city of Rio de Janeiro are the Acari River and River Paraiba do Sul, which constitute vital resources for the city (De Vries & Reilly, 2011 p21). However, the potential of these two rivers is yet to be completely tapped, and especially in regards to water-based tourism, which is evidently possible and attractive in these rivers. Thus, any development and rehabilitation of the two rivers that is targeted towards this objective is sure to deliver positive results, a major reason that informs the recommendation for the development of the two rivers for this purpose. The Acari River flows in the South eastern side of B razil, through the Rio de Janeiro state, forming one of the major water-courses that supply the city of Rio de Janeiro (Room, 1997 p311). The river cuts across the city of Rio de Janeiro from the western side, and it separates this city from the city of Duque de Caxias (Room, 1997 p303). The most significant aspect about the strategic positioning of this River is that; it separates the most populous City in the Rio de Janeiro Metropolitan Area, which is the City of Rio de Janeiro, from the third most populous city in the region, which is the city of Duque de Caxias (Ades, 2004 p322). This fact is especially significant, considering the number of people who can be able to access and subscribe to the tourist activities established in this river, should the river be rehabilitated and developed for water-based tourism, are high. The other fundamental characteristic of the Acari River, which makes it most suitable for development for the purposes of water-based tourism, is the fact that the Acari River is navigable (De Vries & Reilly, 2011 p32). The river traverses across regions that are well endowed for boat and canoe riding, thus making it a suitable river for developing towards these purposes. Additionally, the Acari River is not silted up; therefore it presents no danger of derailing the riding of canoes and boats used for water-based tourism explorations (Krystek, 2012 n.p.). The Acari River has a very large flow of water, meaning that it is a river that can be rehabilitated for the purpose of water-based tourism, since it can manage to sustain and supply the flow of water required for this purpose throughout all seasons. The vegetation along the regions of interface between the river and the land surface also suffices the need for soil conservation purposes, by ensuring that no soil from the land masses can directly cause the siltation of the river, while also preventing soil erosion, because it enhances the filtration process (Ades, 2004 p319). The river al so possess several species of fish, especially on the upper side that is before the section where the Acari River joins the cities, making it even more viable for

Global cultural exchange Essay Example | Topics and Well Written Essays - 1250 words

Global cultural exchange - Essay Example Even if the Early Middle Ages (approx. y. 500-800) were times of uncertainty, disorder, invasions and cosmic insecurityi, the period to come, years 800-1500, also known as the High and the Late Middle Ages, was a period of significant cultural development. Therefore, if in the Early Middle Ages we can talk about a sort of cultural indetermination, when people with different beliefs (barbarians, adepts of ancient religions, Christians, the newly emerged Muslims) were thrown in the same pot with no further instructions, then the High and Late Middle Ages bring out the cultural determination, the establishment of linguistic, religious and cultural boundaries and this is when we can observe explicit examples of cultural exchange. Still, I would like to clearly emphasize the fact that cultural interaction wasn’t a goal in itself during this time; it was more of an adjacent process to the phenomenon of medieval travel, which, at its turn, was a result of three major purposes: trade, diplomacy/conquest and missionary. Merchants that engaged in long-travel trade had two main routs available, which linked Europe, Asia and Africa: the silk-road, for luxurious goods and the sea-routes, for more common goods, such as stone, steel and building materials. Major trading cities and ports grew rapidly, becoming a meeting place for foreign merchants, traders, brokers, who ultimately exchanged knowledge, religious ideas, philosophical beliefs, stories, legends and other cultural elements. Missionaries wanted to spread their religious ideas on other territories, an ambition that also became a form of cultural exchange. Diplomatic missions and conquest ambitions appeared as a result of cultural and territorial delimitation, but also implied a cultural interaction between the conquerors and the natives. Thus, in this paper, I would like to analyze the cultural exchange between the Christian world and the Islamic world with an emphasis on the Levant area and the Iberian

Best Practice and High Commitment HRM

Best Practice and High Commitment HRM Introduction What is high commitment HRM? It is a set of HRÂ  practices that has the potential to contribute towards organisational performance. They are mainly to increase labour turnover, reduce absenteeism, improvise employees behavior and attitude, improve quality and customer service. This has been argued by a set of US academics that there are a set of hr practices which can increase the productivity and organisational performance, these practices are good for the workers and the companies perspective, because it improves on employment security, training and development and the from the companies end it improves on the quality and the overall organisational performance. The best practices according to Pfeffer J (1998): Employment security and internal labour markets Selective hiring Extensive training, learning and development Team working High compensation contingent on performance Performance review appraisal and career development Reduction of status differentials/ harmonisation Work life balance Employment security and internal labour markets. This practice says that the company cannot ask everything from its employees without some expectation of employment security, which as a major concern over the employees future, but the author argues that how much of employment security the company can provide, the company cannot allow its employees to stay for their rest of their life nor they can sack the employees when required. The author considers this has one of most vital principles of high commitment Selective hiring and sophisticated selection Recruiting and retaining outstanding people and capturing a stock of exceptional human talent (Boxall 1996 , p 66-67) The author says that the most of the companies want to recruit those who can show commitment, team working skills and trainability in them. The company should be careful while defining the job profile in the advert so as to reduce the number of applications. The company should use precise techniques to recruit. The company should make use psychometric tests, structured interviews and work simulator in order to select the best. This process should be conducted by professional individuals. The author also points out the best key point about best practice selection is that the process of selection should be integrated and systematic, the company should make use of the techniques which are appropriate for the position and the organization. Extensive training, learning and development (kersley et al, 2005, p.84) says extensive training is to those companies who emphasis more on quality and customer service, where it is perceived to be crucial for organisational success. This practice says that the company having selected the best, the company should ensure they train their employees to be forefront in their field of work, the author also states, their has been a growing importance of individual and organisational learning to gain competitive advantage. (wright and gardner 2003, p312)says the word learning is very crucial as it demonstrates employer willingness to encourage and facilitate employee development rather than providing training to cover short term crisis. Employee involvement and participation and workers voice (Marchington and Wilkinson, 2005) say that there are numbers why EIP is an essential component of the high commitment. Firstly there should be communication about the company financial performance, strategy and operational matters. The message should be conveyed that they are to be trusted and treated in a positive manner. Secondly team working will provide a platform for workers to offer their suggestions and contribute towards organisational performance. Thirdly the management will consider the participation of workers to put across their ideas before decisions are ultimately made. EIP appears in prescription foe best practice or high commitment HRM, this may include downward communications, upward problem solving groups, all of which are designed to increase the involvement of individual employees in their workplace. The author also argues that it is difficult to compare results across studies and arrive at any firm conclusions about the importance of EIP to high commitment HRM. E IP is often little more than a cascade of information from management. The objective of such schemes such as team briefing is to reinforce the supervisor as an information disseminator. Self-managed teams/Team working (Marchington, 1999) says, team working as been identified by many employers as a fundamental component of organization success. Pfeffer, 1998, p76) says, team working is seen as a platform to make a better decision-making and the achievement of more creative solutions. The author also states that there is evidence that the employees who work in teams, generally report higher levels of satisfaction than their counter parts who work under the traditional regime. High compensation contingent on performance (Pfeffer 1998) says, that there are two elements to this practice, higher than average compensation and performance related reward, both these elements say that the employees are to be awarded for their superior contributions. The author says the pays should be competitive, to retain and to attract high quality labour. It should reflect different levels of workers contribution like being paid as regular bonus or through profit sharing schemes. (Huselid 1995) says two measures for this factor. One being the proportion of the workforce who have access to company incentive schemes, and the proportion, whose compensation is determined by performance appraisals. Performance review, appraisal and career development Performance review, appraisal and career development as key element in high commitment HRM, they help in defining performance expectations and in providing employees with their targets to aim for. There should be regular team meetings between the staff and the managers to review and feedback to the staff through performance appraisals. Performance review is concerned, that the current levels of performance are acceptable, and instigating action if they fall below expectations, it is also important in helping the workers to plan their future in the organization and in determining any further learning and training needs. Employers should be able to communicate clearly through the appraisal process, so as to link between the organisational performance and hr practices. Reduction of status differences /harmonisation This practice states that the companies which employ manual workers, should convey message to these workers and the lower level staff that they are also valuable assets and deserve to be treated in a similar way to their senior colleagues. This practice allows the employees to offer ideas within an open management culture. This practice can be achieved by having staff uniforms, shared canteens and car parking facilities. This helps to break down artificial barriers between different groups of staff, which will in turn encourage and support team working and flexibility. The company should extend share ownership to the workforce and by doing this status difference can be reduced. Work life balance Most of the companies are emphasizing on work life balance. Mainly women employees because they have to work and take care of the family too. many of the companies are changing their policies to attract and retain those women employees who have responsibility.(Houston 2005, CIPD 2006) After briefly explaining the best practices of high commitment HRM, I can understand that each of these practices is important in improvising on the organization growth. Most of the authors say that these practices cannot be implemented in isolation, but they should implemented in a package (Mac duffie 1995) most of the literature says that these practices support and mutually reinforce each other, for example workers are more positive if there is employment security and status free, workers show more interest in team working if their efforts are rewarded with performance related pay, work life balance, access to training opportunities and share ownership. We can understand if there was a formal way of a selection and induction employees are more likely to adopt flexible practices and to training opportunities. All these practices will pay of only if there is strong organisational culture. This is argued that these practices form a synergetic bundle which helps the organization to en joy success. A research was conducted by john Purcell, this study was basically to check the link between hr practices and people management and how hr practices impact on performance. This research was carried on 12 organizations in different sectors of the industry. The research was done by interviewing front line employees and line managers, at the initial stage most of the companies had a big idea which the company is trying to achieve. Most of the companies which had an big idea, it was not just a mission statement but it was the values which was spread throughout the organization so that they are embedded in their policies and practices, so these organization had strong practices to improve on the organizational performance. The research also said its important to have good front line managers who can implement the practices, its not enough to have good hr policies but there should be someone that makes sure that these policies are followed. It is important that these practices are followed , so that the employees feel good and take that extra mile at work. We can say that if a company as good line managers who can implement these practices in a right way so to bring the best in the workers, so that they can help on improvising on the overall perspective of the organization. On the contradictory these practices will show good results only if they are followed together, Various authors have found out the drawbacks of these practices, (wood and de menezes 1998:487) note that most of the studies indicate the lack of consistency, reporting fragmentation, a pick and mix approach of human resource they even found out short termism packages of HRM, rather than deploying integrated, consistent and long term packages of HRM. (Truss et al) say that they hardly found out evidence of any deliberate or realized coherence Between hr practices, in their research one of the Hr officer said the company would recruit one employee and sack another from another department, then where is the practice called employment security. (pfeffer) says that most of the smart companies often do dumb things, failing to learn from examples. They say that there is support for the notion that HR practices do operate more effectively when combined together. They also say that the precise number and mix of these is more open to debate, for example extensive training is an essential requirement for self managed teams to run effectively, higher than average rewards are more to impact on the numbers of applications for the job and to the consistency of selective hiring practices. The provision of financial and performance information to all employee is likely to be part of a wider harmonisation package. Any employer is willing to show more employment security if there is effective selective process; self managed teams are more extensive though the organization and compensation is based on performance. (Huselid1995, Dyer and reeves1995) say that marginal changes on practices have little or no effect on productivity. Employers may make employee security a guarantee, condition only on an agreement that pay can be substantially adjusted in order to maintain employment in lean times. Few employees are offered security but with a price that they have to flexible, to move jobs and locations to maintain employment, they should be flexible to undertake retraining and to adjust in working hours. (Pfeffer) also said eliminating layers of management by instituting teams saves money. He says that self managed staff can also take on tasks, which was done by specialized personal, by doing this company can reduce the numbers of levels in the hierarchy and thus making senior managers more visible and more accessible. Some of the key methodological issues faced by the researchers was that there was inconsistencies between the studies, where one research ignored one factor and including the other, practice like employment security by pfeffer was not included in the list of Delaney and Huselid 1996, Youndt 1996, Patterson et al 1997, wood and de Menezes 1998. Some authors include some measure of employee voice rather than achieved by employee involvement. Pfeffer says, he is uncertain why researchers have included or excluded certain HR practices. He says the list can be developed on the basis of the other researchers have used or by constructing groups of practices on the basis of factor analysis. (Huselid 1995 645-647) identified two groups of practices namely employee skills and organisational structures they include job design, enhanced selectivity, formal training, various forms of participation and profit sharing. (Patterson et al, 1997) also emerged with two groups of practices job design and acquisition and development of employee skills. Guest says that there must be strong empirical base and a clear theoretical specification of hr practices that have to be included. Pfeffer says that the closer the organization gets towards the best practices the better, the better the performance. Guest points out that there may be room for variations between organization and practices which they follow in specific to external and internal circumstances. Conclusion The main focus of this study was check that can organization performance can be improved by following a set of Hr practices. The study led to suggestions that there is one way in which HRM should be delivered , moreover that these practices have an positive impact on the organization. This remains an idea that a bundle if hr practices and policies is capable of making major contribution towards organization success in all work places. On the contradictory side, weather this set of practices will suitable or which make a difference to lower line performance organizations.

Narrative- Water Slide Experience Essay example -- Personal Narrative

Narrative- Water Slide Experience I was so excited. I could hardly breathe through the hour drive it took to get there. I was squished between my two ten-year-old best friends in the back seat of a white Saturn, but I didn't care. I was practicing over and over in my head what I was going to say to all the smart-alecky adults who would tell me I was too young to ride the water slides. I was simply going to reply, "Actually I'm ten, going on eleven." On the right of me sat the girl I met in preschool, the swimmer who was named after a state like me: Tennessee. She was the observant artist. She sat there holding a deck of cards, trying to find all the queens. I could tell she was nervous. Her hands were sweating. The cards were damp and at one point they slipped from her fingers. She giggled unhappily. I looked down and realized mine were sweating too. On my left was the girl who spoke for the three of us. She was the big cheese. Anna was without a doubt, the most daring of the three of us. She was the one who started the famous food fight of '95 in the Travis cafeteria. She told the entire school that her sister ran away to join the circus in '96,and in '97 she broke a boy's arm, wrestling. It was obvious that she was going to ride the infamous "death slide." In fact as soon as we jumped out of the car she screamed, "I'm going to ride the biggest ride at Schlitterbahn, 'The Death Slide.'" I was still debating on whether or not to go on the newest and scariest ride of Schlitterbahn. Anna was humming "Jon Jacob," and acting like it was no big deal. Tennessee was practically shaking and saying, "Everything will be fine. I'll ride the kiddy slide." She was joking, but I knew that thought was probably going through her he... ...The lifeguard yelled, "Keep your hands and your feet together." I sat down on the edge at the very top of the slide, he gave me a hard, fast push and I was off. It was like sliding down a vertical stick. I had to squeeze my arms to my chest and keep my clenched feet together. I was screaming so hard, I had a sore throat the next day. But I wasn't screaming from pain or freight but excitement. When we got to the bottom Tennessee and I were laughing and throwing up our arms in victory. Anna wasn't too happy with us at first but she got over it, though she never did go down The Death Slide that day. I know it was just a ride in a park, but I always think about day when I'm feeling too scared to try something new. I remember what it felt like to fly down that big blue slide. I realize that I might be quiet, even invisible, but hidden inside me is a brave heart.