The impact of culture on women entrepreneurship

The impact of culture on women entrepreneurship The author has been involved from the age of thirteen years old in business enterprise both Small and Medium Enterprises (SME). The author comes from a business orientated family and spent her working life both in family business and private capacity. This made the author believes that one of the most important issues that the women entrepreneur experiences in this business sector is culture challenges. The author believes that women entrepreneurship has got many opportunities but the impact of culture challenges these opportunities in particular if we compare UK and Sub-Saharan women entrepreneurship. Considering entrepreneurship sector it has long been considered an important factor for socioeconomic growth and development because it provides millions of job opportunities, offers a variety of consumer goods and services, and generally increases national prosperity and competitiveness (Zahra, 1999). Although in recent years women have been included in a number of studies on entrepreneurship, however, there has been little focus on challenging traditional definitions of entrepreneurship or on developing new methods to collect information on entrepreneurship (Moore 1990, p.278; Stevenson 1990, p.442; Moore and Buttner 1997). The entrepreneurship literature has increasingly acknowledged the desire by women to be economically independent and their role and contribution as female entrepreneurs in shaping the labour market (Goffee Scase, 1985). Entrepreneurship or self-employment normally involves setting up a new business or buying an existing business. Gartner, (1988) defines entrepreneurship as the behaviours associated with performing entrepreneurial activities (i.e. what an entrepreneur does rather than on whom the entrepreneur is). The entrepreneur environment is surrounding by many societal factors such as cultural, economic, political and social forces. These factors can join together to create threats or opportunities where entrepreneur operates. Despite the presence of a favourable environment, individuals who are motivated by factors such as financial rewards, achievement, social, career, and individual fulfilment, for these conditions or motives to encourage into entrepreneurship a national culture supports and encourages entrepreneurial activity is needed. Berger, (1991), points out that individuals personalities and behaviours, firms, political/legal systems, economic conditions, and social traditions are all intertwined with the national culture from which they originate. Hence, the study of entrepreneurship on a cultural basis seems appropriate. Furthermore, taking women themselves as subjects for analysis and comparison three levels of similarity or difference should be considered. First, no matter w here women live, they experience similar types of role complexity, especially when combining the roles of working mother and wife. Second, no matter where women live, they encounter similar problems when trying to get started as entrepreneurs or when trying to expand their business activities. Third, in contrast to male entrepreneurs, women entrepreneurs face unique challenges arising from the local environment in which they must operate. It is these differences arising from the specific social and cultural environments in which WEs operates that are the subject of investigation in this study as well as the differences between women themselves, their roles or their personal experiences. Consequently, this study takes the cultural approach to study the women entrepreneurs in sub-Saharan Africa compared to the U.K by examining factors in the environments in which Women Entrepreneurs (WEs) operate. The goal is to understand better how cultural barriers of many types impact the efforts of WEs. In order to address these gender-particular problems, social cultural is suggested to cover two goals: Addressing the changing social beliefs, attitudes and behaviours that negatively affect women entrepreneurs. The ways of improving conditions in institutional systems and environments in the women entrepreneurs The research questions The extant entrepreneurial literature has certainly increased our understanding of entrepreneurs and the gender dynamics of entrepreneurship, a key concern is the tendency for typical studies to focus on entrepreneurship issues in Western developed economies to the neglect of developing .If entrepreneurship is accepted as a key driver of economic growth and an essential component of national development, then a better understanding is needed of those factors which promote or inhibit womens entrepreneurship in the U.K and sub-Saharan Africa. Two questions are of principal interest in this study: Under what conditions do women become entrepreneurs in the U.K and sub-Saharan Africa? What types of cultural and environmental barriers must they face and overcome? The next section explains the methodology. We then present and discuss the findings and argue that while many challenges identified are common in this sector they are experienced differentially and are strongly influenced by the nature of the cultural values in context. Keywords: women entrepreneurs; sub-Saharan Africa; U.K, cultural environment The research methodology In order to understand the nature of WEs experience in the U.K and sub-Saharan Africa, it is necessary first to understand the socio-economic and cultural context in which they live and work. The present study is exploratory in nature. The study was carried out in the U.K with selecting women entrepreneurs doing different types of business. The study covered two types of participants women entrepreneurs from the U.K and others women entrepreneurs who originally came from Sub Saharan African countries settled and started a business in the U.K. The combination of the selected groups gives different business cultures. Our goal is to demonstrate both similarities and differences in the experiences of WEs trying to operate their own business. The data for the study was collected from both primary and secondary sources. Primary data was collected from selected women entrepreneurs through formal interviews. The participants from the Sub Saharan Africa were selected on a convenience basis to represent Somali, Ethiopian, Eritreans, and Ugandans. The reasons that made the researcher to perform samples interviews from both participants are the limited timescale for the researcher as well as the availability of these women in entrepreneur business in the U.K. Secondary data was collected from published data in books, journals, magazines report and newspapers. In trying to assemble relevant statistical data from secondary sources for this profile, the researcher encountered considerable difficulties with incomplete, out-of-date, or missing data. Even in publications produced by Department for Business innovation and Skills (BIS), banking system such as Nat west, in the U.K and leading international agencies such as the World Bank, UNESCO (2011), UN, and the CIA (2011), statistics proved to be inadequate for the purposes of this study. The next section presents the relation between the gender and the entrepreneur. Gender and the Entrepreneurial Career Choice The literature described the term entrepreneur with a particular emphasis on the view of the nature and purpose of entrepreneurial activities. Thus, an entrepreneur is defined as one who undertakes a commercial enterprise and who is an organisational creator and innovator (Gartner, 1990; 2004). Theoretically entrepreneur includes elements of smallness, competition, deregulation, innovation and risk (Verheul Thurik, 2000). Considering these features an entrepreneur historically assumed to be male (Green and Cohen 1995, p.299; Beggs et al.1994). However, Winn, (2005) stated that entrepreneur is the one who prospects for or exploits opportunities and who has a tenacity to face challenges. Whereas, Krueger and Brazeal (1994) described entrepreneurship as gender neutral who perceive themselves as pursuing opportunities irrespective of existing resources. This definition is in line with affirmation of Buttner and Moores (1997) that the entrepreneurship is a gender-blind career choice. Alt hough this assertion is theoretically true, in practice gender and environment act together to confirm the success or failure of women as entrepreneurs. Studies report that women entrepreneurs differ from men in terms of their motivations, the types of external barriers that they face, and the type of help available to women (Buttner and Moore 1997; Mattis 2004; Woldie and Adersua 2004). Cromie (1987) compares womens and mens reasons for forming businesses on 13 different criteria and notes that women are less preoccupied than men with economic gain, and more often cite child-rearing demands and career dissatisfaction as reasons for business formation. In a similar way, Hisrich (1989) summarises the comparisons that have been made between female and male business owners in terms of motivation, source of funds, occupational background, and reasons for occupational departure, personality, background, support group and type of business. Other studies similarly compare the motivation of female and male entrepreneurs (Cromie 1987; Birley 1989) and management styles in women-owned and men-owned enterprises (Chaganti 1986). Accordingly, the literature points to a variety of intrinsic and extrinsic factors that might influence women to choose an entrepreneurial career. Intrinsic factors include the persons personality or traits such as having a proactive, assertive personality, being self-governed and positive (Akrivos et al., 2007, Mordi, et, al., 2010). In this respect, female entrepreneurs have been found to be less oriented to financial reward than men (Rosa et al, 1996), valuing work satisfaction and challenge, and to hold androgynous or masculine self perceptions (Brodsky, 1993) such as confidence, a sense of adventure and risk taking. Extrinsic factors include family circumstances and family orientation, the influence of socio-cultural factors, the political-economic climate surrounding the business environment and dominant features of human resources within the labour market (Ituma Simpson, 2007). The aspiration to own and manage a business might stem from a desire to be self-sufficient, to gain personal satisfaction and esteem as well as a desire for more opportunities and flexibility than exists for women in the employed labour market (Carter, 2000; Winn 2004, 2005; Carter and Cannon, 1992). This quest for autonomy and flexibility may be particularly relevant for those women with caring responsibilities (Carter, 2000; Hewlett, 2002) who accordingly seek to combine work and non-work activities (Mordi, et, el., 2010). Using these comparisons and to develop a form of typical female entrepreneur the factors that describe the differences between the male and female entrepreneur can include women and men are socialized differently and as a result have different orientations especially when it comes to business; as women face certain structural and cultural barriers rather than men and finally women have distinctive ways of conducting and managing their own business (Amine Staub, 2009). Carter (2000) points out; women are not disadvantaged in the world of self employment because of their lack of mental, physical, educational and other kinds of abilities, but as a result of gendered categorisations. These categorizations have close links to other variables, such as cultural values, family commitment, lack of business capital and credit facilities that can act as limitations to the female entrepreneur (Mordi, et, al., 2010). Taking these differences there is anecdotal evidence that cultural beliefs about gender and entrepreneurship have consequences for women entrepreneurs. For example, women entrepreneurs frequently reported that perceived lack of credibility by investors due to their gender disadvantages them in their searches for credit (Moore and Buttner 1997; Carter and Cannon 1992). Kiggundu (2002) reported that most successful African entrepreneurs are male, middle-aged, married with a number of children, and are more educated than the general population. Staub and Amine (2006) argue that many women in sub-Saharan Africa are ready to go as entrepreneurs, if only environmental conditions are more favourable to their efforts. Consequently, theory suggests that gender stereotypes may systematically disadvantage women entrepreneurs as few studies have investigated the extent to which cultural beliefs about gender might impact men and women in the initial decision-making process of choosing to start a business in the first place (Heilman and Chen 2003). This gender carrier choice review highlights the significance and value of some of the cultural and environmental factors which is the focus of this study. To deepen our understanding for these factors the next section will present more cultural motivations and types of women entrepreneurs. Types and motives of Women Entrepreneurs Definitions of the term entrepreneur tend to assume and emphasise a particular view of the nature and purpose of entrepreneurial activities. Goffee and Scase (1985) distinguish between four types of female entrepreneurs (conventional, innovative, domestic and radical). Goffee and Scase (1985) argue that Conventional businesswomen are highly committed both to entrepreneurship ideals and to the conventional gender role for women. These women accept the fact that they have to work long hours to fulfil both their domestic and entrepreneurial roles. Goffee and Scase note that conventional businesswomen run their business in ways which are compatible with their domestic obligations and do not require family members to undertake additional tasks. Goffee and scase (1985, p.96) suggest that these women do not see the need for restructuring of gender relationship. However Innovative entrepreneurs, by contrast, are committed to entrepreneurship ideals but not to the conventional gender roles. D omestic businesswomen do not uphold entrepreneurship ideals but are committed to conventional gender roles. Radical proprietors have low commitment to both entrepreneurship ideals and to conventional gender roles. Through this framework, Goffee and Scase (1985) are able to explain some of the differences in whose willingness to compromise with the male business world and to sacrifice personal and family relationships for the sake of their enterprises enables them to overcome many of the obstacles which many women face'(ibid.,p.142). To be precise, innovators women entrepreneurs are likely to be booming entrepreneurs in so far as they imitate the male work norm. Considering these types of women entrepreneur Birley (1989, p.37) argues that profile of women entrepreneur in the future will continue to move closer to that of their male counterparts. To achieve this stage women entrepreneurs need certain motives to encourage them to be in business. Scholars emphasised different motives for entrepreneurs as general the most notably economist Cantillon and Marx who pointed out that profit maybe one motive of entrepreneur business. Furthermore, the entrepreneur may be driven not only by economic motives but also by psychological motives like the desire to innovate and create new products (Schumpeter, 1934). The desire to take risk and a spirit of adventure may be another (Knight, 1921). Moreover some entrepreneurs have greater access to information or knowledge and wish to exploit that advantage (Kirzner, 1973). However, the positive reasons alone may not motivate entrepreneurship as some individuals may have no other option but to choose self- employment (Basu Altinay, 2002). (references in london articles) Krueger and Brazeal (1994, p.101) asserted that favourable environmental conditions such as support from political, social, and business leaders and a team spirit in the community effectively encourage entrepreneurship among both men and women. Social support from family and friends who provide positive role models, as well as from parents who promote entrepreneurial aspirations during childhood, all contribute to create positive environmental conditions favouring womens entrepreneurship. In contrast, (Mordi, et, al., 2010) argue that lack of access to seed funds and working capital are two environmental factors that particularly discourage women entrepreneurs. It is clear that motivations of women entrepreneurs based to some extent on the gender beliefs. Thus in the next section the relation between the gender beliefs and entrepreneurship will be discussed. Gender Beliefs and Entrepreneurship This section presents the shared cultural belief about genders by prescribing different expectations of competence for women and men or gender status beliefs in the area of entrepreneurship. Then analyze the implications of those beliefs for womens as entrepreneur business choice. It is reported that women often perceive they lack credibility because of their gender when they seek funding (Carter and Cannon 1992; Moore and Buttner 1997; Smallbone et.al. 2000). To discuss this sociologists increasingly understand gender as a multilevel structure, which includes cultural beliefs and distributions of resources at the macro level, patterns of behavior at the interactional level, and roles and identities at the micro level (Ferree, Lorber, and Hess 1999; Ridgeway and Correll 2004; Risman 1998) (Reference- baud2010.SPQ.snap article). The influence of culture on entrepreneurship was first emphasised by Max Weber at the beginning of this century. As Weber (1976) famously argued, Protestantism encouraged a culture that emphasised individualism, achievement motivation, legitimation of entrepreneurial vocations, rationality, asceticism, and self-reliance. Based on that Hoftstede (1991, p.5) defines culture as a collective programming of the mind which distinguishes the members of one group or category of people from another. In this sense Hoftstede (1991) regards culture as a collective phenomenon that is shaped by individuals social environment, not their genes. In this way he defines culture a set of shared values, beliefs and norms of a group or community. Basu Altinay, (2002) argue that these cultural values and norms will either converge or conflict with a societys ability to develop a strong entrepreneur orientation. For example, thinking about a new business ventures means confronting a great deal of uncertain ty. Moreover, in the development of new ideas, entrepreneurs have to make their own decisions in setting where there are few, if any, historical trends, and relatively little direct information (Basu Altinay, 2002). Accordingly, Hofstedes in his research shows that national culture affects workplace values across a range of countries. Basu Altinay (2002) views the cultural differences result from national, regional, ethnic, social class, religious, gender, and language variations. Hence, values are held to be a crucial feature of culture and cultural uniqueness. Consequently, Berger (1991) argues that any modernisation in countries must include cultural transformation. As such, entrepreneurship develops from the Bottom up such that culture gives rise to entrepreneurial potential. Thus, Bergers stated that it is culture that serves as the conductor, and the conductor, and the entrepreneur as the catalyst (to entrepreneurship) (Berger 1991, p.122). To widen our understanding to the effect of culture on the women entrepreneurs it seems necessary to take some examples on this field. In the United Kingdom, notably in the East Midlands (Nottingham and Leicester) Somali women have challenged the male-dominated perception which portrays women as housewives with little contribution to the public arena. Study by Hassan (2002) reveals how Somali women in the UK rejected their traditional culture that gives husbands authority over their wives. A traditional power relation at the household level that allows husbands to control their wives is no longer accepted in the UK. A Somali woman narrates Men should learn how to cook, do the laundry and change the nappies (Hassan 2002), a new male role which used to be a female role in Somali. This led to an increase in marriage breakdown. However, women have become shapers of their lives. On the other hand men seem not happy with the new culture that they need to understand and to response to posit ively. They put religion to stop women taking new roles. Men are using religion as a scapegoat when they say that women are abandoning Islam. This is the way this country is, and we should adapt to it, said a female interviewee (Hassan 2002). In the city of London Ethiopian and Eritrean women have improved their entrepreneur skills and become engaged in different small business activities such as restaurants and cafes to generate income to help them to support themselves and to improve their living standard as well as to send remittances to their families and communities in their homeland. Thus, challenging the economic exclusion is that many women in Diaspora are exposed to and also giving them financial independence and economic power. Moreover, gaining economic power could lead to decision-making power at household level. Thus, challenging the patriarchal system that perpetuates males domination. In a study comparing indigenous African entrepreneurs to entrepreneurs of European and Indian descent operating in Kenya, Tanzania, Zambia and Zimbabwe, Ramachandran and Shah (1999) found significant differences between sample members. Differences were seen in their education, networks, and business growth rates, with entrepre neurs of European or Indian descent having more formal education and better business networks. Despite the considerable progress many countries have achieved in developing their economies, entrepreneurial activity remains relatively limited in many these nations (Berger 1991) Cultural Challenges of Women Entrepreneur The literature showed that women entrepreneur businesses are generally smaller, grow more slowly, and are less profitable (Fasci Valdez, 1998; Hisrish Brush, 1984; Kalleberg Leicht, 1991; Rosa Hamilton, 1994). Buttner and Rosen (1988) similarly found that American loan officers rated women as significantly less like successful entrepreneurs on the dimensions of leadership, autonomy, risk taking, readiness for change, endurance, lack of emotionalism, and low need for support when compared to equivalent men. More generally, scholars have argued that entrepreneurship is an activity that involves a sense of dominance tied to notions of masculinity within modern capitalist cultures (Bruni, Gherardi, and Poggio 2004; Connell 1995; Mirchandani 1999). A number of theorists attempt to identify barriers which female business owners face. These theorists focus on the social structures, which support gender differences. Several authors maintain that research on women entrepreneurs suffers from a number of shortcomings. These include a one-sided empirical focus (Gatewood, Carter, Brush, Greene, Hart, 2003), a lack of theoretical grounding (Brush, 1992), the neglect of structural, historical, and cultural factors (Chell Baines, 1998; Nutek, 1996), the use of male-gendered measuring instruments (Moore, 1990; Stevenson, 1990), the absence of a power perspective, and the lack of explicit feminist analysis (Mirchandani, 1999; Ogbor, 2000; Reed, 1996). Loscocco et al. (1991), for example, examine why women-owned businesses are typically less financially successful than businesses owned by men. They argue that womens lack of industry experience and family situation (in particular responsibility for childcare) explain part of the difference in income. Other reasons include the fact that women-owned businesses are typically small in size and are concentrated in poorly paid sectors of employment. Other barriers are identified by Aldrich who studies entrepreneurial networking and notes that women tend to form larger numbers of strong ties; this over-investment in the maintenance of networks can translate into business disadvantage as a woman entrepreneur risks spending much of her time on relationship matters rather than business ones (1989, p.121). Woldie and Adersua (2004) reported that aspiring WEs face additional barriers to success arising from negative social attitudes. Prejudice against WEs is experienced much more severely in Africa than in developed Western nations, arising from deeply-rooted, discriminatory cultural values, attitudes, practices, and the traditions of patriarchal cultures. Local prejudice is expressed through differential attitudes toward women in general, and through different standards and expectations for womens social behaviour in particular. While social attitudes are not the only factors hindering womens entrepreneurship, they are recognized by Gartner (1985) as critical factors. Lack of educational opportunities for girls throughout sub-Saharan Africa puts women at a tremendous disadvantage in adult life. Not only are they unable to improve their own intellectual and social abilities through education, they also suffer from social subservience and an inability to engage in business on an equal footing with men. Inadequate education leaves women ill-equipped to resist normative pressures from society for them to conform to traditional social role expectations for division of labour. Educational deficits also make it difficult for women to counter pressure by their husbands and family members to conform to social norms. In Muslim communities of sub-Saharan Africa (such as in Nigeria), it is not considered socially right or proper for a woman to work outside the home or to own her own business. It is feared that a married womans access to an independent source of income will change traditional roles in the family, undermine patriarchal domestic relations, and affect the balance of power within the household, potentially leading to divorce and the possibility of self-determination. Socially constructed meanings may interpret the fact of a married woman working for pay outside the home as deriving directly from a mans inability to control his wife or to provide adequately for his family without her assistance. Fearing such a loss of control, personal honour or social standing, many men simply refuse to allow their wives to start or operate their own businesses. An even greater threat is the social stigma that might attach to a man if his wife is seen to be more successful than he is (Njeru and Njoka 2001). Such deep social embarrassment and dishonour of the family name are deemed intolerable outcomes in many cultures of the world, not just in Africa. (See, for example, studies of the social impact on families of womens employment in the maquiladora factories along the US-Mexican border over the last 30 years [American Friends Service Committee AFSC 2006].) While such fears are grounded in traditional socio-cultural beliefs, attitudinal change can be accomplished through education of both men and women, allowing women to achieve self-determination and men to enjoy a more prosperous family life with their wives financial contribution to the household. Recommendations on how to bring about this type of change in attitudes towards women, work and independent enterprise will be addressed in a later section on social marketing. Some type of problem or proposed shortcomings of women. Women are discussed as: (the references on articles on women) Having a psychological makeup that is less entrepreneurial or at least different from that of a mans (Fagenson, 1993; Neider, 1987; Sexton Bowman-Upton, 1990; Zapalska, 1997) Having less motivation for entrepreneurship or for growth of their businesses (Buttner Moore, 1997; Fischer et al., 1993) Having insufficient education or experience (Boden Nucci, 2000) Having less desire to start a business (Carter Allen, 1997; Kourilsky Walstad, 1998; Matthews Moser, 1996; Scherer et al., 1990) Being risk averse (Masters Meier, 1988) Having unique start-up difficulties or training needs (Birley et al., 1987; Nelson, 1987; Pellegrino Reece, 1982) Using less than optimal or perhaps feminine management practices or strategies (Carter et al., 1997; Chaganti, 1986; Cuba et al., 1983; Olson Currie, 1992; Van Auken et al., 1994) Behaving irrationally by turning to unqualified family members for help (Nelson, 1989) Not networking optimally (Aldrich et al., 1989; Cromie Birley, 1992; Katz Williams, 1997; Smeltzer Fann, 1989) Perceiving other women as less cut for the role of entrepreneurship (Fagenson Marcus, 1991) Attributing loan denials to gender bias instead of flaws in the business plan (Buttner Rosen, 1992) The Africans we interviewed display an impressive confidence in their entrepreneurial ability. Insert your interview quotation here Women entrepreneurship problems explanation Hisrich outlines the central problems faced by women entrepreneur and develops prescription for (their) success (1989, p3). These prescription include the need for women to gain experience in financial management by taking loans and managing family finances, obtain occupational experience in middle management, study engineering, science, technical or business-related subjects, learn to prioritize between organizational and family responsibilities, and develop support systems and mentors. According to Hisrich suggests that women need to develop a girls network (1989,p.280 to parallel theold boyss network, and to learn to delegate business or family responsibilities to others when necessary.) Aldrick argues that women need to increase their network diversity by adopting, like male entrepreneurs, an assertive and instrumental orientation to personal networks (1989,p.128). Goffee and Scase argue that real potential for the growth of small business (1985,p.142) lies with women who have a low attachment to conventional gender roles, such as the innovators whose willingness to compromise with the male business world and to sacrifice personal and family relationships for the sake of their enterprises enables them to overcome many of the obstacles. Recommendation and conclusion This study allows us to make several points about the impact of culture on women entrepreneur. This review of the literature on women entrepreneurship and gender presents a complex picture of critical environmental barriers, social challenges and practical problems that men, and more particularly women, must overcome, if they want to become entrepreneurs or expand their small businesses. In sum, this study supports the theory that cultural beliefs about gender and entrepreneurship play a key role in determining who becomes an entrepreneur and who does not. This finding is substantial given that entrepreneurship, unlike any one specific job or occupation, is an entire form of work. That is, entrepreneurs cover a wide range of occupational skills and educational backgrounds, not just those that are particularly male-dominated. Thus, the simple fact as reviewed that cultural beliefs benefit men at the task of business construction restricts the alternative of otherwise qualified, creative women. Furthermore, there is no doubt that entrepreneurs generate jobs and contribute to economic development and innovation. If widely held cultural beliefs about gender constrain womens involvement in that process, then their role as leaders in society, and in economic production more specifically is also constrained. The specific recommendations of this study are: à ¢Ã¢â€š ¬Ã‚ ¢ To contribute to building a strong studies on women entrepreneur on a long-term vision favouring stability in this field that can lead to sustainable development and regional integration among ent

Lesch Nyhan Syndrome :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Lesch Nyhan Syndrome Lesch Nyhan Syndrome (LNS) was first reported in 1964 by Michael Lesch and William L. Nyhan. It is a rare disorder located on the x chromosome. It is a sex-linked trait, which means that it is passed from mother to son. This condition can be inherited or occur spontaneously as a result of a genetic mutation. It usually appears once in every 100,000 male births. Since the defective gene is recessive, females almost never exhibit symptoms of the disease. However, they can be carriers of the allele.   Ã‚  Ã‚  Ã‚  Ã‚  Lesch Nyhan is associated with an almost complete absence of the enzyme HGPRTase (hypoxanthene guanine phosphoribosil transferase). This is the enzyme that recycles hypoxanthen and guanine, which are two of the genetic building blocks. When this enzyme is not present, the hypoxanthen and guanine are converted into excessive uric acid. Children around four to six months old are usually diagnosed with LND when orange, sand like uric acid crystals are observed in their diapers. These crystals cause painful urination, arthritis and kidney stones as they build up in various areas of the body.   Ã‚  Ã‚  Ã‚  Ã‚  LNS had many symptoms. Affected people manifest developmental delays, seizures, spacticiy, speech impairment and moderate retardation. The victims usually fall within a 40-80 IQ range. By four years of age the children usually start to exhibit the most well-known symptom of Lesch Nyhan; self-mutilization. The patients begin practicing physical mutilization and hurting themselves through indirect emotional injuries. These behaviors seem to grow as the children get older and become more physically capable of inflicting self-injury and more mentally capable of thinking up new ways to hurt themselves.   Ã‚  Ã‚  Ã‚  Ã‚  Early forms of self-mutilization include biting of the tongue and cheeks, gouging the nose and eyes, rubbing various body parts raw, and banging the head, arms, and legs on things. Another realm of abnormal behavior associated with LNS is manifested as indirect or emotional self-injury. Individuals with these symptoms are compelled to hurt and abuse themselves and the people they care for most. They lash out at parents, teachers and aides. A few examples of this behavior include kicking and head butting as they are being dressed or bathed, cursing without provocation, spitting, vomiting or spilling drinks on care providers. After performing these behaviors, the individual will apologize profusely, only to repeat the offending behavior shortly thereafter.   Ã‚  Ã‚  Ã‚  Ã‚  Scientists have come to recognize this behavior as indirect attempts of self-injury.

Adelphia Communications Corporation

Adelphia Communications Corporation was one of the leading cable companies before filing for bankruptcy in the year 2002 due to gross internal corruption which led to the conviction of some of its leading directors and board members.It was established in 1952 after its founder John Rigas purchased Cable Company for three hundred dollars as a hedge for the lost sales of his theater company. It was bought in Couldersport, Pennsylvania and this remained the company's headquarters until the bankruptcy file.Shortly after filling for bankruptcy, the company's headquarters moved to Greenwood Village in Colorado. Most of its major assets were acquired by Time Warner Cable and Comcast in the year 2006 and its remaining assets are being auctioned online by a company known as LFC which in interned based.Due to this acquisition, the company no longer offers it cable services and since it offered long distance services, high speed internet and telephone services with over a hundred thousand custo mers in twenty seven states, this services was taken over by Pioneer Telephone.After the company's downfall it retained a skeleton status with more than two hundred and fifty employees mandated to oversee the bankruptcy issues and it is still recognized as a corporate entity which is still struggling to fight its obligations financially and also handle the litigation claims.The Mississippi Company was initially started in the year 1684 and it was a chartered company. It was started on the demand of Rene-Robert Cavelier, Sieru de La Salle after he projected it from the year 1660 and later being appointed the Governor of Fort Frontenac, which was at the mouth of River Mississippi.After traveling over the country through the River, he returned to France and there he solicited for the establishment of the company. After he achieved his goal of the company being established, he returned to start his colony but he failed and finally was killed by his men in a mutiny.Rene-Robert Cavelier, Sieru de La Salle was succeeded by Pierre Le Moyne d' Iberville who built a fort and succeeded in settling a colony. It was very successful and in 1718 it had already established New Orleans city which was located at the Louisiana territory.John Law, a Scottish businessman gained controlling interest in the company and it was renamed Compaignie d'Occident and its major target was to conduct business and trade with the North American French colonies and much of the Mississippi River basin was located around this area.John Law was also granted a monopoly ranging a period of twenty five years by the government of France to trade with North America and West Indies.The company's success increased and in the year 1719, the company acquired Compagnie de Chine, Compagnie des Indes Orientales and a contingent of other trading companies of France.John Law came up with a marketing scheme which was very effective by all means. that exagerrated Louisiana wealth and this had the effect of leading to wild speculations on the shares of the company in 1719. The company's shares loss to a magnificent 15,000 livres from 500 livres.However, by the summer of 1720, the confidence in the shares declined and hence the price of the shares was back to 500 livres by 1721. The Regent Phillippe II of Orleans dismissed John Law at the end of 1720 and Law consecutively fled France. Â  

Health and Child Care Practitioner Essay

Keeping children healthy and safe is very important. To ensure children’s health, safety and wellbeing every home nations has sets of standards or welfare requirements which settings must meet. The standards vary from country to country, but they all exists in order to protect children. Child care practitioner need to be familiar with minimum Welfare requirements, Safeguarding children, Promoting welfare, Suitable people, Organisation, Premises, Environments, Equipment, Documentation . Section 1 –Quality of Care. Standard 1 – Safeguarding and child protection. The safeguarding of children is best promoted through: The regular review of policies and procedures, Access to approved training for all staff on safeguarding issues on a regular three-yearly basis , If all children are resting/sleeping on mats or low beds, it is acceptable that the staffing arrangements as per required ratios, do not have to be med but a minimum of two staff must remain with the group of children. It is also important in settings that providing group-based care that a member of staff have a designed responsibility for Safeguarding and child protection. Standard 4 – Health & Safety in the Setting. The section requires settings to ensure the relevant regulations and guidance are meet, registrations with their local Environmental Health Service and compliance with their guidance, reference is made to staff/child-minders being ‘’under the influence of any substance’’, this relates to alcohol or drugs, also reference is made in the Minimum Standards to valid fire-safety risk assessment , the risk assessment should be regularly reviewed and updated in line with Northern Ireland Fire Rescue Service Guidance. Facilities that have been registered for some years may hold a Fire Safety Certificate. Standard 5- Food and Drink. The social value of children eating is recognised. Whilst it is beneficial to have a separate dining room in a full day care settings, all settings are required to register with their local Environmental Health Service and comply with all guidance issued. Level 2 Food Hygiene Certificate it should noted, the standards identifies the need for all setings to provide food and drinks for the four main food groups, for sessional care playgroups, creches and after school settings, it is acknowledged that they are not required to provide non-dairy sources of protein like meat, fish, eggs, beans Section 2- Quality of Staffing, Management &Leadership. Standard 11- Organisation of the Setting. In terms of addressing the requirements of this Standard, the following issues should be addressed: Staffing ratio, Absence of person in charge, Lead Time for applications for Managers in post, Existing Staff with qualifications, Existing Staff without qualifications, New staff without qualifications, Babies and toddlers, School aged children, Students in placement, Volunteers, Daily Registrations, Minimum number of staff available, Excursions school pick-ups, child-minders Mandatory Training , Arrangements for Emergencies, Child-minders with an assistant. Standard 12- Suitable Person. The term substantial access therefore does not refer to these employed to care for children in a child minding or day care setting, but anyone who has access to the children throughout the period of time in which care is provided and the register person. Vetting does not only refer to criminal record checks but includes medical references, employment and personal references and Social Services checks. Vetting will be carried out in line with the Regional Vetting Procedure. Section 3- Quality of Physical Environment. Standard 13- Equipment provided by all settings will be furniture, play equipment, must be sufficient and suitable for all ages. High chairs must have point harness, all outdoor play equipment must be safety secured in terms of safety, appropriate insurance cover must be held, it is also important that staff have access to comfortable seating which allow them to feed a bottle to or nurse an infant. . Section 4 –Ability of Monitoring and Evaluation Standard 15 Documentation. As all records, including those pertaining to children and staff, are accessible to the Trust’s Registration and Inspection staff, The reference to article 126 of the Children(NI) 1995 relates to the requirement to keep record of the name of: any child looked after on the register premises, any person who assist in looking after a child, any person who lives, or is likely at any time to be leaving , also providers should be aware that accidents may need to be reported to the Health and Safety Executive like work related, serious injuries, to staff or children , work related diseases , over three day injuries. Section 5- Policies and procedures. Trusts in their regulatory capacity, will wish to be satisfied that providers have the range of policies and procedures as outlined in this section, it is important that all policies and procedures including risk assessment are reviewed an annual basis . List of Policies as outlined in the Minimum Standards: Absence of the Manager, Accidents, Additional Needs, Complaints, Confidentiality, Consent, Data Protection, Equality, First aid, Infection prevention and control, Managing Emergences, Menu Planning, Mobile phones, Parents access to record, Participations, Provision for Food and drink , Security on the setting, Smoking. 1. 2 Explain the lines of reporting and responsibility within the work setting. When we are working with children it is important to understand the lines of reporting and responsibility. In some small settings the lines of reporting may be quite simple but, in a large setting certain member of the staff may be responsible for different areas. In my setting if in case of any accident, incident, illness or any other emergency I have to report to my teacher and then to others responsible, my setting also have Health and Safety officer, fire officer, child protection officer, safe guarding officer and a full qualified first aid for every stage. When an accident/ incident occurs at the setting we record it in our incident/ accident book which is kept in the office filing cabinet. .Some illnesses must be reported to the local health authority such like tuberculosis, mumps, meningitis. In my setting we have our emergency procedures displayed in every classroom, and the reception aria so all the staff, students or volunteers they will know where to report in case of any emergency. Legislation of Health and safety NI at work of order 1978 Employee responsibilities: Comply with health and safety policy and procedures, keep the safe working practise and use any or all safety equipment that is provided. Take care of yourself and the safety of others who may be affected by your actions. Employer responsibilities: Making the workplace safe and eliminate health risks is one of the many, providing adequate welfare facilities, ensure health and safety in work place ,provide training ,safety equipments ,understand the importance of regular risk assessment. 3. 1 Explain how to promote children’s health and well-being in a an early years work setting Health is a state of complete physical, mental and social well-being and not merely the absence of diseases or infirmity. Health can be thought of a bit like a jigsaw puzzle as there are various components that need to come together in order to maintain good health and well-being both for children and adults. If one part is missing health is affected. Some of the components of health are : Nutrition, Health care, Hygiene, Play opportunities, Rest and sleep, Safe guarding and protection, Positive experience, Love and attention, Fresh air and lights, Diet, Physical activities, Medical care. Rest and sleep is an essential requirement for good health and development. Sleep appears to have many vital functions required to support a healthy immune system: aids the regulation of hormones and the processing of information by the brain. If a child is not sleeping enough this can have negative impact on the child health such as: Growth, Memory and learning, Illness, Behaviour and impulsivity. The sleep amount hours will vary, depends on the child age for example a child between 1-3 years may need to sleep between 12- 14 hours per day, also children in this age they need to nap in the afternoon , we have to make sure that the nap is not to long so the children can sleep during the night, another issue about sleeping is the safety , by making sure that there are no objects that my suffocate children, also the cot have to be comfortable, worm and clean , the rom temperature should be 18-21 not too cold, not too worm . Personal Hygiene is very important for everyone but especially for young children because good hygiene prevent possible infection, children need to be kept clean but also the environment they are living in, By teaching children how to wash hands correctly, how to brush their teeth or hair we can help young children understand the importance of a good hygiene. We can teach children how to maintain a god personal hygiene by playing games, through different activities such as painting or through singing/ puppet show but also through good role model. Immunisation is the use of vaccines to give immunity for a specific diseases, the vaccinations prevent children from getting ill but also some of the diseases can be contagious for other children and also for the staff . Love and attention is about children’s emotional well- being and is linked to their health. Babies and children can become depressed if they are not given sufficient attention. The attention the babies and young children will receive is from their parents but also from the childcare practitioner, this mean that children must have a key person who can establish a special relation with them so they feel loved and protected. Diet what children eat and drink has a pivotal effect on their health. The term balanced diet is often used in connection with the healthy eating. A balanced diet is one in which there are sufficient nutrients in right quantities for children and adults. The child care practitioner can promote a healthy diet by teaching children about healthy foods, the importance of healthy food. As an child care practitioner working with the early years I am in the unique position to influence the lives of the young children by promoting healthy living in the setting I work. I have to help children understand the importance of the healthy lifestyle 5. 1 Identify balanced meals and drinks for children in their early years, following current government guidance on nutritional needs. Just like adults young children need energy ( calories) from food and nutrients such as protein, fat, carbohydrate, vitamins and minerals, to make sure their bodies work properly and can repair themselves. At this age children grow very quickly and are usually very active, so they need plenty of calories and nutrients. A healthy and varied diet should provide all nutrients the child need. A well balanced diet is who will have: Milk and dairy foods, meat, fish, beans, and lentils , bread and other cereals such as rice , pasta , potatoes, breakfast cereals, fruit and vegetables, fruit juices and water.

Sarbanes-Oxley’s Act: Article Summary

The article â€Å"Congress Should Repeal Sarbanes-Oxley Act† by William Niskannen discusses reasons and arguments why the law should be annulled. The Sarbanes-Oxley Act (SOA) was passed, in 2002 and was considered a response to the collapse of Enron and other corporations with similar problems. Nevertheless, the author views this act as inadequate, harmful and unnecessary. Firstly, the act is viewed as unnecessary because â€Å"the stock exchanges had already implemented most of the SOA changes in the rules of corporate governance in their new listing standards†. p. 12) In other words, Exchange Commission is provided with full authority to enforce and to approve all accounting rules and standards, as well as to control financial statements of their firms. Furthermore, Department of Justice is able to prosecute executives for frauds associated with securities, stocks and bonds. The author claims that Public company Accounting Oversight Boards isn’t useful as it ha s no authorities to regulate remaining independent public auditors. Secondly, the law is viewed as harmful because it â€Å"substantially increases the risks of serving as a corporate officer or director†. (p. 13) The author means that SOA may serve more foreign and small firms, rather than stocks on American exchange. For example, the law suggests banning of loans to corporate officers and it leads to elimination of one of the most effective tools of executive compensation. In such a way, the act reduces incentives of directors and corporate executives to receive legal advice. Finally, the act is viewed as inadequate because it has proved to fail problems of accounting, taxation, corporate governance and auditing. In such a way, SOA increase the risk of bankruptcy. I think that the question whether SOA is effective or should be repealed is rather controversial. On the one hand, it cares for of foreign firms and small businesses, as well as fails to respond to auditing and taxing problems. On the other hand, it is designed as rescue program after Enron scandal. Its goal is to restore reputation and public trust in corporate sector in the USA.

Globalization Essay Example | Topics and Well Written Essays - 1750 words - 2

Globalization - Essay Example Understanding this reality is part and parcel of seeking to understand the means by which the transnational and national are juxtapose with one another in the film. A perfect example of this is with regards to the scene construction, costume design, and representation of tradition that is denoted with regards to the police academy. What is represented is a police academy, norms and traditions that are indicative of the British colonial and postcolonial governments that ruled over the region of Hong Kong for well over a century. Within these scenes, British uniforms, traditions, salutes, and other social constructs are clearly evidenced. This is of course represented to be a traditional understanding of Hong Kong culture and nationalism. Although the pure and true definition of this harkens back to a prior colonial influence, the viewer is nonetheless engaged with an appreciation for the fact that these traditions and norms have a common relationship to the cultures, norms, and tradit ions of Hong Kong and the modern interpretation of how it views itself. Alongside this traditional and somewhat stiff interpretation of morality, culture, and tradition, there exists an underworld of fast-paced, luxurious, sexy, well-dressed villains that seek to exploit individuals from Hong Kong and around the world by various acts of illegality. Although it is not a new construct to cast and symbolize the criminal elements as having large amounts of wealth, influence, and power, the particular film in question draws a very strong level of parallel between the fact that a very local, domestic, and national police force finds itself in a position of engaging with a national crime syndicate that operates on a global level and can easily leverage influence far beyond that which the...The analyst does not need to look very hard in order to discern how this is first represented. A careful fabric of images, tacit understanding, music, and scene construction all put forward an understand ing and notion that a conflict exists between the domestic and the â€Å"other†. Although this could easily been represented in many different jurisdictions or locations around the globe, the setting of Hong Kong is unique due to the fact that it has only recently experienced a change in governmental/protectorate status. Understanding this reality is part and parcel of seeking to understand the means by which the transnational and national are juxtapose with one another in the film. Although the pure and true definition of this harkens back to a prior colonial influence, the viewer is nonetheless engaged with an appreciation for the fact that these traditions and norms have a common relationship to the cultures, norms, and traditions of Hong Kong and the modern interpretation of how it views itself. the reader can come to an appreciation for how national and transnational issues are related to the viewer within the film in question. Although many of the mechanisms which are utilized by the filmmakers have been utilized in many other films previously, they are nonetheless effective in engaging the viewer with an understanding of the fact that a litany of different factors impact upon the plot in question. So, we can safely assume that a film instead is able to engage the viewer with an appreciation by which both entities question leverage an understanding and application of a national and transnational approach.

Biography of presidential candidate Barack Obama Essay

Biography of presidential candidate Barack Obama - Essay Example As for his personal life, his parents got separated when he was merely 2 years old and they divorced at a later stage. His mother remarried and moved to Indonesia in the year 1967 where Obama attended local schools at Jakarta and then returned to Honolulu to spend his time with his grandparents as he attended school from the fifth grade onwards. He graduated from high school in 1979. (Curry, 2004) Obama went ahead towards Los Angeles where he got enrolled at Occidental College and then made his way towards New York City to transfer his educational qualifications at the Columbia University. Barack Obama majored in political science and his specialization was within international relations subject. He worked at Business International Corporation and later switched to New York Public Interest Research Group. He also taught constitutional law at the University of Chicago Law School for a period of 12 years and became a lecturer for another 4 years. After this, he was appointed as Senior Lecturer for 8 years. He is also a member of a number of companies and sits at the board of governors/directors for them. Some of these companies include Public Allies Chicago, Woods Fund, The Joyce Foundation, Chicago Annenberg Challenge, Chicago Lawyers’ Committee for Civil Rights Under Law and a few others. The dominating impression about Obama is that he will bring about a change and this is the aspect that he is highlighting the most. He has awakened a new sense of energy within the people through his refreshing and innovative ideas. Critics seem to think of him as an immature President to-be but then again some are supporting him for the mere reason of change that Obama has clung on to for so long now. Obama supports the basis of a free market for America as well as encourages the widespread economic security basis all over the world. Obama is of the view that terror can only be curtailed if the perspective of the terrorists could be