Plant Biotechnology

Define plant biotechnology. Using examples discuss how it is different from traditional / conventional methods plant breeding. Plant biotechnology has been defined as the integrated use of biochemistry, microbiology and engineering sciences in-order to achieve technological application of micro-organisms and cultured tissue cells in the transfer of genetic traits from one crop species to another to obtain transgenic plants that are of beneficial use to human kind (Lawrence . W; 1968).Heldt H and Heldt F (2005) defines plant biotechnology as the art and science to produce a genetically modified plant by removing genetic information from an organism, manipulating it in a laboratory and then transferring it into a plant to change certain of its characteristics. . Plant breeding is the science and art of improving crop plants through the study and application of genetics, agronomy, statistics, plant pathology, entomology, and related sciences (Kuckuck et al; 1991).Increased crop yield is the primary aim of most plant-breeding programs; advantages of the hybrids and new varieties developed include adaptation to new agricultural areas, greater resistance to disease and insects, greater yield of useful parts, better nutritional content of edible parts, and greater physiological efficiency. Humans have been improving crops for yield and other characteristics since the advent of agriculture. Plant biotechnology involves processes such as genetic engineering which involves the direct addition of foreign gene/genes to the genome of an organism.It is a type of genetic modification. Traditional plant breeding also modifies the genetic composition of plants. It involves techniques such as crossing and selection of new superior genotype combinations. Firstly traditional methods tend to breed plants that can sexually mate with each other. This limits the new traits that can be added to those that already exist in that species. Secondly when plants are crossed, many traits are transformed along with the trait of interest. Whereas genetic engineering, on the other hand, is not bound by these limitations.It involves the removal of a specific fragment of DNA from one plant or organism and transferring the genes for one of a few traits into another. No crossing is required hence the sexual barrier between species is overcome. It is more specific in that a single trait can be added to a plant (Bajaj . Y; 2001). According to Rost . T. I et al (2006), another difference between traditional plant breeding and plant biotechnology is the number of genes transferred to the offspring in each case. Plants contain approximately 80 000 genes which recombine during sexual hybridization.The offspring may therefore inherit around 1000 new genes as a result of this recombination. This is equivalent to a 0. 0125 % change in the genome. By contrast when a specific gene is transferred into a plant, there is a 0. 0025% change in the genetic information of the plant, it is argue d that plant biotechnology provides a more precise approach to crop improvements than sexual hybridization. Plant biotechnology through genetic engineering can cause harmful toxins to be produced by transformed plants, though it is still unclear whether it is due to the technique itself on the nature of the foreign gene.The introduction of a gene that it is known to encode a toxin in one organism will induce a similar effect when introduced into a different organism (Raven P. H et al; 1992). There has been a case where a transgenic soybean containing a gene from Brazil nuts elicited an allergic reaction in some people. The gene from Brazil nuts had been well characterized and its product known to cause an allergy, hence extensive laboratory tests. This illustrates why rigorous characterization of a gene is required before permitting its introduction into a novel species.However there is also the potential of toxic product being produced as a result of conventional methods of crop im provements. For example, in sweet potatoes where vegetative propagation is done, potato varieties with increased pest resistance have continually been selected as giving a higher crop variety. Those varieties contain high levels of natural pesticides, called glucoalkaloids. However these compounds are toxic to animals, so could have harmful effects when eaten.This demonstrates that the nature of the novel feature should be open to debate rather than the method by which it is introduced (Lawrence . W; 1968). The traditional methods of crop improvements are limited by the sexual compatibility of the plants involved; whereas with plant biotechnology through genetic engineering any characteristic from any organism of any species can be introduced into a plant. Plant breeders therefore have access to a much wider gene pool than they have using traditional crossing methods to develop a new variety.For example a rice gene responsible for defense against a disease causing fungus can be tran sferred to a banana susceptible to that disease. The intent is to protect the genetically modified banana from that disease and thereby reduce yield loss and number of fungicide applications. Another example is that genes introduced into plants to provide a resistance to the herbicide Round Up was isolated from bacteria. An insecticidal toxin used as a crop spray was also extracted from bacteria. Genetically modified maize is been grown which expresses this type of proteins.One major difference between traditional plant breeding and plant biotechnology; genetic engineering/ modification is that, while extensive restrictions are in place to limit the development and release of genetically modified varieties, those developed by sexual hybridization and mutagenesis are under no restrictions (Raven P. H et al; 1992). A major concern surrounding the cultivation of genetically modified crops is the possibility of cross pollination between transgenic and related crops.While this is clearly possible for some species, but not all crop species have native wild relatives with which they are sexually compatible meaning that the possibility of the production of â€Å"super weeds† is not possible. Plants such as carrots are allowed only to flower for seed production meaning that cross-pollination during normal commercial cultivation is unlikely. In plant biotechnology plants can be grown in artificial medium requiring less land mass to produce large amounts of crops in less time. Although it seems like a great alternative to the earlier methods, it can also be devastating.By growing plants at a faster rate there is a possibility of losing the essential vitamins and nutrients that are important for us. Transgenic plants are still a relatively new field and no concrete evidence for any of this existing but it is growing concern (Bajaj . Y; 2001). Heldt . H and Heldt . F (2005) says, the techniques of traditional breeding are very time-consuming. By making crosses, also a large number of undesired genes are introduced into the genome of the plant. The undesired genes have to be â€Å"sorted out† by back-crossing.Using plant biotechnology which involves the use of Restriction Fragment Length Polymorphism it greatly facilitates/substitutes conventional plant breeding, because one can progress through a breeding program much faster, with smaller populations and without relying entirely on testing for the desired phenotype. RFLP makes use of restriction endonucleases enzymes which recognize and cut specific nucleotide sequence in DNA. The cut fragments are separated according to size by gel electrophoresis and made visible by hybridizing the plant DNA fragments with labeled DNA probes.The closer two organisms are related, the more pattern of bands overlap. With conventional breeding, the pool of available genes and the traits they code for is limited due to sexual incompatibility to other lines of the crop in question and to their wild relative s. This restriction can be overcome by using the methods of genetic engineering, which in principle allow introducing valuable traits coded for by specific genes of any organism (other plants, bacteria, fungi, animals, viruses) into the genome of any plant. According to Rost . T. I et al (1992), transgenes are inserted into the nuclear genome of a plant cell.Recently it has become possible to introduce genes into the genome of chloroplasts and plastids. Transgenic plants have been generated using methods such as agrobacterium-mediated DNA transfer, direct DNA transfer, particle bombardment and electroporation. References 1. Bajaj . Y. (2001). Transgenic Crops. Berlin. Springer. 2. Heldt . H and Heldt . F. (2005). Plant Biochemistry. 3rd edition. California. Elsevier. 3. Kuckuck . H; Kobabe G. and Wenzel G. (1991). Fundamentals of plant breeding. New York. Springer-Verlag. 4. Lawrence . W. (1968). Plant breeding. London. Edward Arnold Publishers Ltd. 5. Raven P.H, Evert . R. F and Ei chron . S. E. (1992). Biology of Plants. 5th edition. New York. Van Hoffman Press Inc. 6. Rost . T. l. , Barbour . M. G. , Stocking . R. C. and Murphy . T. M. (2006). Plant Biology. 2nd edition. California. Thomson Brooks/Cole. CHINHOYI UNIVERSITY OF TECHNOLOGY NAME: Tanyaradzwa R Ngara REG NUMBER: C1110934J COURSE:Plant Biotechnology COURSE CODE: CUBT 207 PROGRAM:BSBIO Assignment: Define plant biotechnology. Using examples discuss how it is different from traditional / conventional methods plant breeding [25marks].

Legal Environment Essay

Sexual harassment is always a legal topic in the work environment because the ramifications are so severe, but at the same time very abstract to describe what can constitute sexual harassment. This paper will take into consideration different elements of the law including Employment Law and cases tried before the U. S. Supreme Court. It will also offer suggestions for corrective action pertaining to the issue of sexual harassment in the workplace. In corporate America, sexual harassment is a huge concern amongst many organizations. The matter of sexual harassment is an issue that needs to be immediately attended to in order for companies to avoid large costs associated with lawsuits stemming from allegations of being sexually harassed in the workplace. Sexual harassment is usually an immediate damage. According to Crucet et al. (2010), â€Å"sexual harassment can cause damage to a company’s representation, status, customers, as well as their proceeds†. Sexual harassment can be identified as any unwelcome sexual jesters or advances, request for sex, and/or any physical or verbal conduct that may be considered in a sexual nature. The legalities circling sexual harassment can be broken down into two particular categories. According to Crucet et al. (2010), â€Å"the first category is quid pro quo and the second one consists of a hostile environment†. The first category of quid pro quo (this for that) sexual harassment usually involves an employee and a supervisor because in most situations only supervisors have the power of hiring and firing an employee. It also â€Å"involves some express or implied linkage between an employee’s submission to sexually oriented behavior and tangible job consequences† (Mallor et al. 2010, p. 1328). An example of quid pro quo could be related to a supervisor telling his female employee that â€Å"if you do this sexual favor for me, then you will be promoted†. According to Tyner & Clinton (2010), â€Å"other examples include managers requesting sexual favors, and the receipt or non-receipt of those favors as a condition for making hiring, termination, promotion, and other placement decisions. † Quid pro quo is easier to identify than hostile environment harassment. The second category of sexual harassment is called hostile environment harassment. According to Mallor et al. 2010), â€Å"hostile environment harassment, occurs when an employee is subjected to unwelcome, sex-related behavior that is sufficiently severe or pervasive to change the conditions of the victim’s employment and create an abusive working environment† (p. 1328). The key element of any type of harassment is unwelcomed sexual advances but in hostile environment harassment it is definitely a bit tricky and at times hard to define (Tyner & Clinton, 2010). Both categories of sexual harassment violate Title VII of Employment Law that is in place to protect equal opportunity in the workplace. In order to avoid or limit their liability for sexual harassment allegations, an employer must act immediately when issues of sexual harassment are brought to their attention in addition to providing adequate training on sexual harassment along with having an effective policy in place that identifies the definition of sexual harassment. A current ethical situation that I have encountered in the workplace involves hostile environment harassment. I have an employee by the name of Bob Doe that has been accused of sexual harassment in the workplace. Bob has been working as an Admissions Counselor under my supervision since January of 2011. Bob is married with three young children between the ages of ten to sixteen. Bob is a great worker but people still feel uncomfortable around him and comes off much different that the other male employee or co worker. He carries around an aura or vibe that makes the female employees feel uncomfortable. For instance, when Bob has a conversation with other female employees he tends to get too close and invade personal space. He is often caught saying vulgar and raunchy remarks that are HR inappropriate and has a habit of speaking under his breath a lot. Many of the female employees have claimed that he stares at them for periods of time without saying anything. He is medium to tall height, with a muscular build and tends to wear tight articles of clothing to reveal his muscles. Bob is middle aged and is about 5-10 years older than the average of other Admissions Counselors. In August of 2011, one day another male employee approached me and said that Bob had made some remarks to him regarding another female employee. Bob told this male employee â€Å"that he would love to catch her drunk† about that female employee. As a supervisor, this remark made me feel very angry that one of my employees would make comments like that about another employee and I immediately reported this action to my Director, Steve. Steve said that he really couldn’t do anything about that comment because I could not confirm whether or not he said it based off of the word of another employee and that the comment was not heard by the female employee. The director then told me to stay away from the gossip in the workplace and not to get involved in drama, He reminded me that I am suppose to be above that sort of office slander and that I was put in this position to make others people at their job and not be a whistle blower. I acknowledged what he told me and agreed that I would do a better job moving forward, but I still asked him to please report this incident to Human Resources. Steve said that he would handle the situation and would report the incident to Human Resources. Steve likes to handle all HR issues as he calls, â€Å"in house†. Steve wants the managers to run an incident by him before going to HR because he feels that he can handle the issues and that only if the cause was serious enough and if he was not present then we could go to Human Resources, otherwise we were to seek his approval or direction first. The second incident that involved Bob was in November 2011, when he approached another female employee on the team and grabbed her from behind and hugged her. Although he was not being overly aggressive and had a smile on his face, the female employee named Helen was caught off guard and felt violated and asked Bob not to touch her again because it made her feel uncomfortable. Bob laughed it off and said â€Å"Gezz girl relax! You know it’s not like that† and pointed at his wedding ring and walk away. Helen approached me and told me what happened. I immediately pulled Bob into a conference room and told him very sternly that it was inappropriate to hug and/or touch another employee in the workplace especially if it is unwelcomed because it could be viewed as sexual harassment. He said he understood and apologized for his behavior. At this time, I felt that this particular incident did not need to be reported to Human Resources since I felt I had a pretty good handle of the situation. I, however did document the incident in his employee activity log and mentioned it to my director who also said I handled the situation appropriately The third incident that happened regarding Bob was in January 2012. Bob was flirting with a female employee named Lisa who was not an employee on my team but still in the same division. Bob then began to grab Lisa’s hand and hold it with his hand. As Lisa pulled away, she asked Bob â€Å"why are you trying to hold my hand? † Bob’s response was â€Å" you’re so hot you’re making my hands clammy. † This was another sexual harassment issue that could have blown up. Once Lisa’s manager brought this situation to my attention, I once again called Bob into the conference room and explained to him that this was his second warning not to touch another employee, especially a female employee because it is inappropriate and unwarranted and if it were to happen again, then I would have no choice but to personally report him to Human Resources. Once again, I turned to my Director, Steve to seek his advice. Steve again told me that as long as you feel that you handled the situation appropriately and documented it then Bob should be fine. At this point I started getting the feeling that Steve didn’t care about the safety of my female employees and that he just wanted to avoid HR to avoid a situation. I felt as if Steve was allowing this to happen to prevent himself from looking bad. I then decide that I had to take the situation into my own hands and be more cognizant of Bob’s behavior with other employees. There have been a number of other times that Bob continued to make inappropriate comments to other female employees. He would compliment girls on their dress and say how nice their legs looked or that a certain color really brings out their figure. However, there were no mo complaints from Bob in regards to touching another employee inappropriately. He eventually decided to move onto another role with a different company and that was that. Sexual harassment is subjective because everyone identifies and perceives sexual harassment differently. Bob did come from the food and beverage industry where he was a bartender and a lot of his employees were cocktail waitresses in a night club in downtown. He did mention that in his previous job that he was very friendly with his staff because the culture would be more tolerable, especially with alcohol being involved. So, he may not have viewed his actions as being sexual harassment to his female employees, but obviously the employees felt otherwise. Author Tyner and Clinton write that â€Å"According to the law, the victim must be a â€Å"reasonable person† (Tyner & Clinton, 2010). The â€Å"reasonable person† standard initiated in the landmark case of Rabidue v. Osceola Refining back in 1986. According to Tyner & Clinton (2010), â€Å"in this case the majority ruled that vulgar language and the sexually oriented posters did not result in a working environment that could be considered intimidating, hostile, or offensive under the guidelines. † Essentially Judge Keith felt that â€Å"sexual harassment should not be judged by a reasonable person but rather by a reasonable victim† (Tyner & Clinton, 2010). It is the victim that feels uncomfortable and is claiming the allegations of sexual harassment. They are the one that feel that the acts of another are unwelcomed and violating their legal rights. Unfortunately, as a manager of fourteen Admissions Counselors, at times I don’t have the presence to be everywhere at all times. I have frequently not been present at urgent moments because I was helping or assisting another employee. I always made it a conscience effort to praise in public and coach or criticize in private. This was the course of action I took with Bob whenever I witnessed an inappropriate behavior from him. I took him into the conference room and let me know that what he just did is not acceptable. I did not want him to feel that he was being discriminated against because he was an older male. I know that it was my ethical duty to make sure that all of my employees have the right to feel safe in the workplace. This topic really sticks out to me because as a manager of a big company we are constantly having sexual harassment trainings and seminars on how to identify and prevent instances from occurring. A manager at the training shared with the rest of the managers a horrific case of sexual harassment from one of her employees. The employees name was Tim and he was a very skilled and tenure Admissions Counselor and often looked at as a great example of a successful hard working Admissions Counselor. When a female new hire Kristy was added onto the same team as Tim the manager advised that the new hire learn from Tim and create best practices and habits that Tim has. Kristy was near Tim a lot because she was given orders to learn from Tim. Tim would use this opportunity to flirt with Kristy constantly and asking her very intruding questions about her personal life such as, if she is dating anyone or if she is interested in a relationship or just â€Å"hooking up. † Kristy became very ucomfortable when Tim started to text message her at night saying that he is bored now that he is divorced and that he wants to meet her early in the morning to go over performance strategies. When Kristy finally confided in another employee the manager was brought to attention. The manager immediately told Kristy to go to HR right away and the manager went to her supervisor and they both took immediate actions. Because of Tim’s behavior Kristy was about to quit her job and she would attempt to be sick in order to stay away from Tim’s desk. Tim’s behavior created a hostile environment because Kristy was in fear of encountering Tim. This incident not only saddens me for Kristy, but also made me sad because of what Bob had done in the past to my fellow employees and I had not taken immediate actions like I should have. Legal Viewpoints: The U. S.  Supreme Court According to Crucet et al. (2010), â€Å"in 1980 the Supreme Court said that sexual harassment was a breach of the Civil Rights Act of 1964. † Title VII of the Civil Rights Act of 1964 â€Å"prohibits discrimination based on race, color, religion, sex, and national origin in hiring, firing, job assignments, pay, access to training, and apprenticeship programs, and most other employment decisions† (Mallor et al. , 2010, p. 1323). An important case that first appeared the â€Å"reasonable person† argument was in the Rabidue v. Osceola Refining in 1986 mentioned earlier in this paper. This case is often cited as the predecessor to the landmark Supreme Court case of Ellison v. Brady in 1991. In Ellison v. Brady (1991) the Supreme Court rules that â€Å"it is unreasonable to use a â€Å"reasonable person† standard since the rules were established by men† (Tyner & Clinton, 2010). This is where the â€Å"reasonable victim† came into existence. The court went on to say that â€Å"we note that the reasonable woman victim standard we adopt today classified conduct as unlawful sexual harassment even when harassers do not realize that their conduct creates a hostile working environment† (Tyner & Clinton, 2010). This Supreme Court ruling is of great importance. Many of times, harassers don’t even realize what they are doing is wrong because their perception of reality is off. Two important Supreme Court cases in 1998 created the framework for deciding whether or not employers were held liable for sexual harassment committed by its employees. The first was Burlington Industries v. Ellerth (1998) and the second was Farragher v. Boca Raton (1998). According to Cabassa (2011), â€Å"employers in jurisdictions where courts have allowed indemnity claims against employees for actions giving rise to harassment cases† are on the rise. There are many cases linking to sexual harassment in the workplace that they have launched a litigation committee that covers employment law to covering all legal issues related to the employment relationship (Cabassa, 2010). The question still stands on whether or not a company is liable for sexual harassment committed by one of its employees. The answer to that question lies on â€Å"whether the harasser was a coemployee or a supervisor of the victim, whether the victim suffered tangible job detriment and whether the company had sexual harassment policies, training, and grievance procedures† (Mallor et al. , 2010, p. 1328). Therefore, in order for a company to release themselves from association and allegations of sexual harassment a number of things need to be considered. Suggestions for Corrective Action According to Das (2007), â€Å"sexualization itself, as a precursor to signaling, could arguably stem both from a targets developmental trajectory and from later-life experiences that get layered onto this basic personality substrate. † Therefore, although Bob had these precursor straits of sexualization prior to him going through divorce, the later-life experiences of divorce layered into his life may have caused him to be more relentless. Regardless of his personal life experiences, Bob needs to be in line with the Employee Handbook and follow its policies. It is imperative each company have a Human Resource or Employees Relations Representative that can handle any allegations of sexual harassment. It is first and foremost important for a company no matter of size small or large, to have an Employee Handbook in place to identify what is considered acceptable and what can be recognized as sexual harassment. Then adequate training needs to be in place to help identify what may be considered as sexual and/or ostile environment harassment. After the training, each employee should be required to sign off on an acknowledgment form acknowledging that they know and understand the sexual harassment policy. Once those guidelines are set then it is important for managers and supervisors to take the allegations of sexual harassment very seriously and prevent any further occurrences to take place. If allegations of sexual harassment are made, it is important for Human Resources to open an investigation immediately to determine the facts of the case and to get each sides of the story.  Once the pieces of the puzzle are in place, then the next step is to take appropriate disciplinary action up to and including termination of the harasser. This measure will hopefully prevent sexual and hostile environment harassment. Conclusion In conclusion, the Employment Law has been established by Title VII of the Civil Rights Act of 1964 allowing every person the right to pursue a career and economic gain with the absence of sexual harassment in the workplace. The U. S.  Supreme Court has been a huge help in identifying the law surrounding and interpreting the U. S. Constitution as it pertains to sexual harassment. According to Tyner & Clinton (2010), â€Å"the Society for Human Resource Managers reported in 2002 that 97 percent of employers have written sexual harassment policies and that 62 percent of those employers provide training on sexual harassment. † Therefore, as a society we are on the right track to preventing harassment of any type in the workplace especially unwelcomed and unwarranted sexual advances.

Richard Roepers Response to the Dove ad Campaign Essay

Richard Roepers Response to the Dove ad Campaign - Essay Example By using the real woman rather than the slim and shaped woman, in the advertisement was a different dimension of beauty in the real woman. The traditional believe about a beautiful woman is one who is slim and has a figure and those who are different are regarded as ugly, plump or unattractive. Richard Roeper, a famous columnist, developed a criticism of the Dove ad Campaign and suggested that the whole issue was a bad and a dishonest and hypocritical idea. This essay supports the idea of Roeper that the Dove ad Campaign was unsettling and unsubstantiated. The Dove ad campaign was launched little after a research that showed that only 4% of women were bold enough to regard themselves as beautiful in public. The low percentage shows that women have developed an inferior regard of themselves and that this has undermined their public confidence. The launch of this new image of a beautiful woman was aimed at bringing about a new image of the women as part of the responsibility of the med ia to model the beliefs of the society. From this point of view, this campaign was part of the media’s effort to change the idea of the people concerning the beauty of a woman. In this campaign, Unilever printed the images of the average woman and defined this as beauty, images that most men regarded as rather plump and shapeless (Tavris 209-241).

The Betrayal in Hamlet Essay Example | Topics and Well Written Essays - 2500 words

The Betrayal in Hamlet - Essay Example Hamlet's insanity is philosophical, the result of brooding upon his father's death and learning the truth about it. Ophelia's insanity is often portrayed as the result of being a woman, a person for whom emotion trumps reason, who cannot be held accountable for her actions as a result of her gender. Although this is true as Showalter explains it, modern readers can still create a new picture of Ophelia, as an intelligent woman who defies society's expectations by thinking for herself, even as others manipulate her for their own gain. Ophelia's first appearance in the play is at her brother Laertes's side; the time and place of her life requires that, if Ophelia is to be a good girl, she will always be governed by trusted men. Her brother engages in the family pastime of giving unwanted advice in long, lofty monologues. He says straight off, "For Hamlet and the trifling of his favor, Hold it a fashion and a toy in bloodnot permanent, sweet, not lasting" (I. iii. 5-8). Laertes anticipates Hamlet's betrayal of his sister, and Ophelia seems to understand what he is saying. But we can assign a degree of independence to Ophelia in his conversation; she accepts his warning lightly and then turns it around, suggesting that Laertes is giving good advice, which he himself needs to follow. When her father, Polonius, quizzes her on the same subject, she is slightly more forthcoming, but she also argues in Hamlet's favor, calling his wooing of her "honorable" (I. iii. 110) and "holy" (I. iii. 114). At the end of the scene, P olonius tells her to avoid Hamlet, and she promises to do so. Modern readers are left to wonder the men's motivations. Do they care for Ophelia, or is she a commodity whose worth could be compromised They do not trust her to make the right decision on her own, but force her into dangerous situations for their own reasons. When next we see Ophelia, she is reporting to her father on Hamlet's frightening behavior. Although she has tried to avoid him, he bursts in on her private quarters and acts crazy, grabbing her arm staring at her in a scary way. Ophelia is still behaving essentially according to expectation, coming to her father for help. She tells him she has acted "as you did command" (II. i. 108), and even Polonius believes it may be his advice that has provokes such a response. Not long after that, everyone starts to worry about Hamlet's bizarre behavior. The king, with Polonius, decides to set up a situation in which the two men can observe the young people together and determine whether Ophelia is the reason for Hamlet's madness, and in this scene, Shakespeare plants the beginnings of Ophelia's madness in Hamlet's lies and contradictions. Here her mind turns to melancholy. She sees herself "of all ladies most deject and wretched" (III. i. 158), but not before she laments the poison that infect s Hamlet. Meanwhile, her father and the king disagree on the effect of their pawn sacrifice, not considering the extent to which they have really sacrificed her. Without this external manipulation, Ophelia might have been safer. Again, in Ophelia's next scene, she is forced to contend with Hamlet's changing madness, as he flirts outrageously with her in front of both of their families and actually

Discussion on rolls of translators in localiczation and translation Term Paper

Discussion on rolls of translators in localiczation and translation memory environment - Term Paper Example Like the rest of the ‘knowledge sector,’ translators are obliged to work on computer screens and do their research using the web. Unlike their colleagues however, they have been propagating this new work environment and fomenting change precisely by their role in translating it. The most significant tool used until now by translators in the digital work environment is Translation Memory software, or TM. By putting the developments of the last 20 years in historical perspective and with particular attention to events over the last two, this article argues that TM is reaching its use-by date. It also examines the strong re-emergence of Machine Translation (MT) in response to TM's inability to cope with the increasing translating needs of today’s digital age. (p. ... For example physicians, public servants, theologians, writers and poets translated the work of their respective fields. (p. 200) The grooming of translation as a profession is based on a century’s time period but shaping translation into a new form of business is a story of recent times, as this paper looks at the work of some of the modern authors, Brian Mossop (2006) is no exception. According to him, â€Å"most changes over the past 20 years have been changes in translation as a business†. (p. 788) Further more, he has written that now days, there are now translations companies provide services internationally and deal with remotely located translators worldwide. He also gave his point of view on localization and wrote: Translation is starting to become a big business, increasingly integrating as suppliers the traditional cottage industry of freelances. The activity known as ‘localization’ has been added to existing translation business sectors, and it i s also one of several sectors where practitioners are in the process of acquiring distinct professional status (along with court and community interpreters). That said, it nay be noted in passing that ‘localization’ of Web page textual content is often just a new label for an old activity, namely free translation / adaptation. (p.788-789) According to Brian Mossop (2006), â€Å"some of the changes under way in the world of translation are not related to information technology at all†. He has used English translation as a global auxiliary language example. He also regarded this development as a new chapter in the history of lingua francas. (p. 788-792) As this paper looks into the work of modern writers and authors, one can not ignore Anthony Pym’s work on globalization and contribution to translation as

American History Assignment Example | Topics and Well Written Essays - 500 words - 2

American History - Assignment Example The subsequent American Revolution saw the emergence of the new and proud country, confident of carving an area for themselves, which eventually resulted in the formation of the United States of America. This rightful fight against oppression and the subsequent and successful expansion across geographical areas in North America became ordained as a part of ‘manifest destiny’ was first coined by journalist John O’Sullivan in 1839. According to him, â€Å"It is so destined, because the principle upon which a nation is organized fixes its destiny, and that of equality is perfect, is universal. It presides in all the operations of the physical world, and it is also the conscious law of the soul -- the self-evident dictates of morality, which accurately defines the duty of man to man, and consequently mans rights as man† (O’Sullivan). Sullivan’s words actually provided a justification and even motivation for the expansion based on principles of â⠂¬Ëœduty of man to man’ that it sort of became a divine right to encroach upon and conquer areas that did not adhere to this principle. In the words, it formed the right to take control of any territory and allow people who believed in freedom to populace it. But, from the words of Owsley and Smith, this divine right had degraded to the extent of ‘might is right’ as seen in subsequent events. According to the authors, â€Å"the natural right of expansion, however, unquestionably lay in the power to conquer. What ultimately made expansion not only possible but apparently inevitable was not some transcendent destiny but rather the absence of a powerful neighbor to check its progress† (Owsley and Smith, 1997, p.10). It is true that the United States has become a powerful and unified entity as a nation due to this concept. The failure of Soviet Union as a unified nation, and the embracing by China, capitalistic principles, have proved that the policy of freedo m of individuals

Religions in American Research Paper Example | Topics and Well Written Essays - 1250 words

Religions in American - Research Paper Example For instance, bodily illnesses that characterize Wilson’s mother health, which almost prove to her young daughter otherwise contrary to what she has grew up believing (Wilson 87). In most cases, these predicaments and numerous mysteries, which young people cannot comprehend when they come of age, prompt them to lose their faith and abandon creeds, which they grew up believing. Hence, result to embracing other new modes of creeds that seem to offer them the necessary immediate comfort or answers to what is puzzling them (Wilson 87). This study seeks to expound much about varied stages of developments as well as certain life’s issues that prompt one to change what he or she has all through since childhood believed (Wilson 87). Spiritual life is barely discussed in early childhood development (Gordon & Kathryn 502). Little consideration on religion development psychologically on a child leads to a person who advocates for secular and humanist perspective of human behavior (Antonia 25). Participation in religious activities is thought to be a way of avoiding numerous society vices for instance, adolescent pregnancy, drug and substance abuse as well as self-esteem among children (Antonia 25). There are varied reasons why parents tend to ensure their children associate themselves with the religion they believe and see is best for their spiritual development (Antonia, 25). For instance, some parents claim that without a shared religion between the parents and children, a child will fail to feel and enjoy the connection with his or her family. Children tend to deal with religion in varied ways at diverse stages of their development. In this case, it is significant for the parents to ensure their children associ ate themselves with specific religions from a tender age but as they grow, the parents should tolerate different views from their children towards certain denominations or regions, which they may seem to have interest in based on their understanding (Antonia, 25). Mostly, this occurs because as the children grow they tend to realize that norms, beliefs and faith associated with the religion they were introduced to at their early childhood, are absurd and cannot apply in the their daily lives (Wilson 344). As they also grow, they meet and interact themselves with varied people of diverse creeds in places like schools or work, hence get influenced towards certain creeds or denominations. The child may find the new religion, which parents introduced them is in accordance to their besides other norms. Based on James Fowler’s stages of faith theory, stage I Intuitive-Projective faith is the fantasy-filled, and is imitative phase. In this level, the child can be powerfully and perm anently influenced by examples, moods, actions or stories of the visible faith (Neuman, 44). This is via interacting with the adults who influences their behaviors and what they seem to hold as true in their lives (Neuman, 44). This stage usually occurs among the children aged between three to seven years and encompasses unending thoughts patterns by the child (Neuman 44). In this stage, the child usually develops mutual relationship with the caregiver (Neuman 45). The quality of relations and teachings of religion passed in this stage tend to affect one’s future religiously (Neuman 48). In league with forms of knowing dominated by perception, imagination in this stage is extremely productive of long-lasting images and feelings (positive and negative) that later, more stable and self-reflective valuing and thinking will have to order and sort out (Neuman 46). This is the stage of first