The second media age (communication course) Essay

The second media age (communication course) - Essay Example (Sullivan, 2009, Internet) The Internet has practically become an effective tool of building self-esteem among people who needed to have the attention that they think they deserve and be able to gain satisfaction from life, no matter how ordinary it was. The internet was able to present a whole new world of opportunities to individuals who are specifically concerned of how they are recognized by the world. How was it possible for the internet to provide this particular source of personal self-esteem through social sites such as youtube, multiply.com, Friendster, facebook and so on and so forth The discussion that follows herein shall give a proper presentation as to how the Internet has become a proper channel of inspiration and the host of modern technology's capability to make ordinary people's lives somewhat extraordinary and more fulfilling in many ways (Buzzard, p.206). To start with, a discussion on broadcasting and how it is applied in the field of internet procedures of showcasing the people's talents over the web shall be presented in the section that follows. Broadcasting is the ba... at simply aim to present someone's capabilities to the public in an aim to inform, to entertain or to simply present something to the viewing and listening public. Before, the word broadcasting has been noted to be used only by professional network operators around the world alone. It was not that easy for anyone to simply penetrate this kind of broadcasting. The basic idea is that, for someone to be able to present himself or herself in videos through television or even through audio tools such as the radio, that individual should be able to pass some personal criteria requirements for the network owners to agree to the showing or showcasing of the said individual's talents to be presented to the public. (Hills, 2001, p. 122) However, gone are the days when people used to fall in line just to be able to get one elusive spot on television and radio networks to be able to show who they are. Gone are the days when people who are less fortunate and have the lesser financial source to spend end up in their homes frustrated over having the chance to present themselves to the public. With the introduction of the internet to the human society, it could not be denied that these worries on the part of those who really want to share their talents to the world were eased. How Through the emergence of web broadcasting (Morris, 1996, p.43). This procedure of web hosting on the major social websites that are allowing people to connect to each other provides a wide storage system which is called "memory" through the use of the internet for those who aim to become members of the said sites. Likely this large memory storage is dedicated to photos, music or audio files as well as videos that the part-owners of the site, wh o are the users, might one to show or share with their network

Supply and Demand Paper Essay Example for Free

Supply and Demand Paper Essay There are many factors that should be considered before buying a new car; this decision should be based on in-depth consumer research prior to stepping foot onto a dealership lot. In today’s vehicle market you can expect to see varying interest rates, varied vehicle supply and depending on the economy, dealership promotions and gimmicks which all play a role in the decision making process for a new vehicle purchase. The vehicle sales market is very competitive; do not let the undertaking duty of purchasing a new vehicle become overwhelming. Instead, prepare yourself with ample consumer research and knowledge before you go new-car shopping. Most adults have heard the saying ‘Supply and Demand’. But, what is Supply and Demand? Supply and Demand can be defined as a monetary rise and drop of the cost of a good. When the price of a good goes up, the quantity of the good diminishes and reversed, when the price falls then the demand will rise. When applying Supply and Demand theories, in today’s economy, you can see the demand for new vehicles has decreased. Supply and Demand are two words that seem to be synonymous with the word competitive. In regards to a vehicle purchase, competitive markets are what keep good car dealerships in business because they have mastered the competitive technique to work with Supply and Demand. Essentially, Supply and Demand determines the vehicle prices. Research, of your local area, can help a buyer determine the local economies position as well as other factors that could cause variation in the Supply and Demand of new vehicles. When considering the purchase of a new vehicle, it is important that a buyer look at other factors which may shift the demand curve. Factors that may shift the demand curve will include: the cost of related goods, style, expectations, income, and the number of buyers. The cost of related goods, meaning a new vehicle, is nearly the same but a responsible cons umer should research for the best price. Income will always be a factor in the demand curve. If there is a downward shift in income then the demand for a new car will also follow the down trend because consumers will have less money to spend. If your income is stable then the curve will be a great benefit because the cost of a car will drop while your income stays the same. If your income has dropped and the market has dropped as well, then you are still able to afford a new vehicle because the market has lowered prices in an effort to increase demand. If a new car is not within your budget or grasp you can consider several substitutes such as a taxi, car-pooling, public transportation or even riding your bicycle. Complementary goods are double-edges sword when you are considering these goods as factors of a new vehicle purchase. Complementary goods are essentially counterparts of a vehicle; these goods are products that are included with a vehicle. Complementary goods are items such as tires, an engine, a stereo system, engine size and, seats. The prices of complementary goods add to the total cost of the vehicle. This additional cost may have a negative effect on the demand for special products in a vehicle. The negativ e effect is because price of a complement can increase which makes the cost of the vehicle go up. In a poor economy, the demand for automobiles with extra or special complementary goods will decrease. One example of a complementary good would be a sports car or an SUV with a V8 engine; this vehicle consumes a lot of gasoline. Gasoline costs can affect a consumer’s decision to purchase a car, truck, SUV or sports car. We all know a vehicle will not operate without gasoline, so, are you willing to spend a larger sum of money to fill the gas tank because you purchased a vehicle that gets low miles per gallon? If you consider gasoline as a complementary good then you realize when the price of fuel rises, that quantity demanded falls in the beginning. However, if the price of fuel stays high for an extended period then you may want to seek a fuel-efficient vehicle or other transportation substitutes. As a consumer you should think about long term possibilities of complementary goods before your purchase. The negative result of complementary goods is perceived as a negative cross-price elasticity of demand. In economics, the cross-price elasticity of demand measures the demand fo r a good and the price. This measurement is known as the percentage of change in demand and the response to the change in price. A change in price can persuade consumers to move away from a vehicle if the price rises. A new automobile has an elastic demand which means if the price drops, then there will be a significant increase in demand for the vehicle. What factors determine the price elasticity of demand? Goods with close substitutes have an elastic demand. Substitutes, in this case, would be other modes of transportation. Another factor to consider is the definition of the vehicle market in your area. Closely defined markets have more elastic demand than a broadly defined market. Vehicles have an elastic supply; automobile manufacturers can produce vehicles more rapidly if the demand increases. On the flip side, automobile makers can produce fewer vehicles if the demand decreases. Elasticity usually depends on supply and the supply can vary by vehicle market. It is true that supply is more elastic in the long term over the short term. The decision to purchase a vehicle comes with so many factors; another element to think about is one of necessity or desire. Is the choice to get a new vehicle a necessity or a desire? Are you choosing a vehicle that is a standard base-model or a luxury model? Necessities are an inelastic demand. This means the quantity demanded responds to changes in price. We all have personal preferences when it comes to vehicles but, you have to decide if a new vehicle is a necessity or desire. If you can afford a new vehicle then you can get a model made with your personal preferences. If you are getting a new vehicle purely out of necessity then you will likely choose a base-model which will be cheaper and inelastic. Two years ago I decided to purchase a newer vehicle. I work in a stable market and know that my job is secure; with this in mind I was able to purchase a new vehicle with peace of mind. Prior to car shopping I did weeks of research; I made a list of what I wanted and then was able to choose a vehicle. I searched for a vehicle that was certified and came with a warranty as well as a high resale value and from a manufacturer that had a reputation for longevity. I commute to work each day so I needed a vehicle that boasted a good fuel economy. I am particular about the vehicle I own and I desired a medium line vehicle that had several upgraded features. Because I chose a vehicle with longevity I know I will not need to purchase another vehicle for several years. Hopefully our economy will rise within the next few years however, this will affect the supply and demand when I am ready to purchase again. Today is a buyer’s market for vehicles, which is great for the consumer. With that being said, consumers should consider all costs of vehicle ownership before signing on the dotted line.

Human Resources Management In Commercial Bank

Human Resources Management In Commercial Bank The objective of human resource management is about managing people, relationships between employers and employees. Specifically, it implies the use of labor productivity to achieve strategic business objectives of the organization and meet the needs of individual workers. In economic activities, in addition to physical factors and capital, the human factor is decisive. Workers and human resources in general to become the leading factor determining success or failure of any business does. The main reason that human resources and human resources management in meaningful business activities in general and banking in particular. With knowledge of human resource management gained in the learning process, working in the banking sector, we choose a theme: human resource management in commercial banks. In view of modern administration, the administrators agreed, management activities include five basic elements: Planning, Organization, Staffing, Commander, and Check. The content management component in all human-level knowledge, well informed business done. Thus, personnel and HR issues are content, a basic function in the process of general administration and general business management in particular. Strict sense, human resource management is the use of, arranging the current labor force of an organization into parts, location, and specific tasks to perform the respective tasks, to achieve objectives that the organization has outlined a most effective way. Broadly, human resources management with due consideration to organizational change and organizational environment, the factors that create new jobs, better as the perfect career, creativity, skill and application deal with the challenges, loyalty, friendly atmosphere of harmony to implement the long-term development program, or dynamically adapt to frequent changes of environment depth. Specifically it is the recruitment, training, staffing on the specific job, leaders, motivate employees to work with the highest potential, helping staff to complete assigned tasks. 1.2 The role of HRM in commercial bank Human resource issues and management is important especially for an organization in general and for bank managers in particular. Helps administrators to complete tasks and achieve goals through other people, most efficiently, an administrator can complete the planning, design organizational structures with parts and units clearly Of course, there are resources in the hands of fully modern, know how to monitor accurately. However, if you do not recruit the right people, arrange the wrong place, wrong time use, management activities have failed to go to space. To develop skills and improve labor productivity per employee Unlike machines, materials, technologies are things senseless, sense, influenced by the idea of ​​unconditional subjectivity of the user, and can work under its impact predetermined formula. Decide on the number of quality staff organization. The good governance will help to use a labor force to complete a reasonable amount of work assigned to the time and lowest cost. Human Resource Management decide working atmosphere. Implies the spiritual relationship that an employee feels when they work together with the collective self. Quality decisions and effective Human Resource Management Diversity Objectives of the organization. Human Resource Management, as described above, is not simply a human arrangement fits into a certain position corresponding. More important is the performance of management, these new elements active substances are produce, and this new fundamental to ensure successful and continuous ongoing development of the first environmental organization constantly changing. Human Resource Management determines the success of the business. Personality is crucial ability to access knowledge and to apply them in practice. In practice, many countries, although business has a very low starting point, very limited in science and technology, resources and money, but due to respect human factors and performance management methods result, the country still has many enterprise successes. Miraculous growth of Japan and some East Asian countries have demonstrated vividly the assertion above. 1.3 The mission of HRM management in commercial bank -Recruit and train staff Maintain and develop a close cooperation between individuals and individuals, between individuals and departments. Monitor, supervise employees, motivate employees to work enthusiastically, as businesses such as second home, creating a bond between employees interests with business interests. Explains policies and procedures for employees. SECTION 2: Content 2.1 Views on HR 2.1.1 The views of organizations That motivating employees to work as wage, so to exploit the ability to work of employees must be adopt by the organization, reorganization, arrangement, rational division of labor. 2.1.2 The views of human Labor productivity does not depend on individual ability, which depends on personal relationships group. The payoffs have a profound effect on the action, the attitude of the staff. Reflect the employees collective rather than personal. Good employees want to use to care, train staff, respect the environment and the spirit of collective relations. 2.1.3 The views combine Recognizing both the point of views, both attach importance to the division of labor organizations, both attach importance to the personal development, respect the collective relationship. 2.2 The types and level of human resources HR the type of human 2.2.1 Executive Administrator Administrator executive leadership of the Board, the Executive Board is the Highest-level management, is responsible for making human resource programs and policies to the best use of human resources including policy wages, reward and punishment policy, operational control of subordinate employees and assist subordinates as necessary. 2.2.2 Operational Administrator Direct, daily contact employees, staff assignments, supervise employees who work. Management level has very large role in the operating system; maintain a favorable working atmosphere, reasonable layout work, coaching staff, the transfer of experienced staff. 2.2.3 Specialist Who have highly specialized knowledge, experience some certain areas of expertise. Type the employee needed for all levels of management consulting for long-term strategy, as well as actual work every day. They can be the training and transfer of experience for employees. 2.2.4 Staff Who perform specific work under plans set out the orders of the management level. Their job is to complete the quota according to ability and prior knowledge, and coordinate with other staff to complete assigned work. 2.3All levels of HRM 2.3.1 Administrator level 1: Administrator level 1 called senior management (Board and Board of Directors), in charge of directing the strategic direction of the bank. Duties: Establish and explain business objectives of the bank, the scope of activities. Predictable situations occur and give remedies. Determine the outcome desired, approved line-oriented, organizational and personnel deployment. Approved organizational structure, planning activities of the bank. Administrators select level 2, assign responsibilities, delegate. Identify resources required, allocated to the department to meet budget for each department. Approved staff development program: recruitment, training, salary, promotion. Report before the Board on the results of operations and take full responsibility for their activities. Documented control measures: reporting, inspection and evaluation activities of the bank. 2.3.2Administrator level 2: Administrator-level 2 is intermediate administrator (Director of branches and transaction Director, Head of department at head office) will direct the implementation of policies and measures granted by the administrator higher offer. Duties: Mastering purposes, require that the organization delivered, grasp the relationship between the parts together. Recognizing the critical stages of the job, there may be difficulties and proposed remedies. Master the responsibilities and powers have been entrusted. Executive decisions on the organization of senior personnel Superiors responsible for their work. Regularly monitor performance by itself responsible and report superior results are achieved. 2.3.3 Administrator level 3: Administrator level 3 as the administrator carry out the specific second-level administrators assigned. Duties: Understanding the desired end of the unit and the relationship of the units. Understand the powers and responsibilities assigned Tracking task executor often Building action plan Relevance: Distribution of work, staffing and time to do the job. Application of measures to encourage employees to complete tasks employees. Construction standards done, with the participation of the person directly. Always interested in the ways of change, plans and laws. For example, credit officers should study the new policy regime to submit the said development for lower-level implementation. These are issues that need to clearly delimit who is studying the new text? who is responsible for implementation? Who must comply? Entirely responsible for all assigned work and their own decisions when assigning work to subordinates. 2.4 HR processes 2.4.1 Job Analysis Concept: Authority to determine responsibility, skill level and time amounts necessary to meet the job requirements. Meaning: Job analysis is the first job of the administrator. By the following reasons: + Scientific analysis, accuracy will make clear basis for the recruitment and staffing in accordance with the requirements of the work itself. + Routine analysis helps administrators detect errors and adjust discrepancies in the arrangement of people into certain jobs. -The basic contents of job analysis n Identify needs to perform job analysis n The method of collecting information to analyze the work: In the banking sector to apply two methods: + Interviews with individuals or groups of employees + Questionnaire: Basically a list of the questions are printed. Job descriptions and work standards table: + Group Job Description: Summary of responsibilities and powers to execute the job of reporting relationships, checking performance of work, working conditions and standards to be achieved according to job requirements or working position. + Group standards work Summary of requirements on personal qualities, educational qualifications; professional staffs need to meet job requirements or working position. 2.4.2 Recruiting Forecasting cruitment The main factors affecting: Ability to develop, such as scaling, service development, new products, expanding the area of ​​operation, the technology changes lead to changes in quantity, quality staff, because the rate of transfer of care retirement, severance, transfer work, mobilization, etc. .. -The method of forecasting recruitment needs: Trend analysis: Using the statistical data on recruitment in previous years to forecast recruitment needs. This method suitable condition held steady development. -Analysis rate: Using the relationship between a higher proportion of the workload with a quantity of the work norms, thereby determining the number of employees needed. -Expert method: Each expert was given a proposal of the plan based on analysis of factors inside and outside organizations related to the level of the employer. Feasible schemes will have a legitimate argument or synthesized separate from the plan. Identify sources of recruitment From within the organization: This is the source of recruitment is a top priority, especially when you need to fill the gap for the title of the work, because there the following advantages: Meet the requirements of the aspirations of employees promoted Staff was challenging responsibility, loyalty, ethical behavior But this supply has its limitations, specifically: possible degradation phenomena in the administration and handle the job stereotyping, imitating the method, the working style of his predecessor. From labor market: +Advertising media +Contracts with suppliers of labor Determining the sequence of steps to recruit staff -Step 1: Implementation of preparation and determination of standards to recruit staff, establish HDTD -Step 2: Recruitment, can take various forms: Advertise on media Contract with the labor supply Bill of front organizations, or in public places are allowed. -Step 3: Collection and research records in order to remove the unsatisfactory employee recruitment as prescribed. -Step 4: Check the candidate. This is an important step for the organization, because its results are the basis for selecting the right people. -Step 5: Check your health. It is also necessary steps to ensure that although the applicants have passed the required expertise, but necessity may force long-term good to work with the organization. -Step 6: Decision recruitment. 2.4.3 Recruitment administrator This point is recognized variable room: Managers play a decisive role. Therefore, the selection problem administrators have talent and virtue is the leading concern of the organization said the department generally and in particular human resources management particularly in the banking sector. The selection of administrators should pay special attention to the following requirements: Professional ability and good organization: Requires broad knowledge in various fields. Capable of deploying tasked, getting people involved made him the job. Administrators have a legitimate ambition: He is passionate about the work spirit, have determined to go to the objectives and motivation to continue to promote. -Capable of analyzing, reasoning: Be aware that, on the actual situation of the organization and surrounding environment, said the idea of ​​personal conversion and mission of the organization into action to identify all the arguments chsinh convincing. 2.4.4 Professional training, management capacity Trends identified individual career +Actual trend: These people tend to prefer jobs that require skills in operation, operation, and control of machinery and technical equipment. For example, computer operating +Research trends, discover: These people are often attracted by requiring observation, analysis, evaluation and problem-solving research. In banking, the areas of expertise appropriate for the type of this orientation is consulting, strategic planning, training, professional training. +Social trends: Persons with social trends are often fascinated with the extensive work of communication, help, and advice to others. The area of ​​expertise is appropriate investment advice, reception, head of personnel. +The normal trend lines: People have this tendency to like to do vector data or require meticulous work, the job is appropriate: accountant, secretary, and bank check. +Business trends: Whose business is people tend to prefer working with others in the position of leader or counselor, like persuasion, enticing others into the operation of socio-economic. The job is suitable production management, credit financing, and securities brokerage. Professional and technical training +Training in the workplace: The process includes a series of four steps: observation, memory, learning and following. This method is easily implement, can proceed simultaneously with many people. However, this method also has limitations: the lack of guidance pedagogy, seal training, and enthusiasm does not communicate knowledge, experience, and professional know-how. +Training lectures: This method is applied when needed to provide expert knowledge system. However, costly, long-term results depend on the quality of teaching and training places. +Training guide: Training is directed at each of the listed tasks, the order made together with the key points to note when making to guide students to practice each step. Evaluate training results +Response from the people trained +They are firm knowledge that the program provides training or not? +They work better than the untrained or not? Training Administrator Meaning: Different staff training and technical expertise, accountability of management in a broad range of responsibilities than many. Therefore, the quality of their work will have a major impact on the level and depth to affect the entire development process of an organization. Classification +Senior Administrator: This includes the administrator head of the organization, their mission is planned, strategic policy direction, general operating activities of the organization. +Intermediate-level administrators: The mission implementation plans and policies have been planned for each area of ​​expertise of the organization, direction, and coordination of activities within the scope of their professional responsibility. +Administrator level: As the administrator at last in the hierarchy of management. Deployment plan tasks, assign tasks to each employee, guide, supervise, control and supervise staff. Develop the skills required at each level of management +Technical Skills: A skills belong to professional, these kinds of skills needed for the administrator level than high-level administrators and intermediaries. +Human skills: This skill relating to all levels of governance in all organizations. +Theoretical thinking skills: Type of skills needed for high-level administrators to edit, strategic planning policy, analysis and interpretation of phenomena, situations, to make decisions timely and lucid. SECTION 3: Conclusions According to above analysis, the issue of human resource management in general and human resource management in commercial banks in particular, require managers to apply the basic understanding of theories of human resources management, such as job analysis, to understand the meaning of job analysis. Based on which will provide solutions for the recruitment, training staff, administrators at all levels, with the aim of bringing high benefits Most human use. Based on the theory of human resource management, we have highlighted the role of human resources, the human resource perspective, pointing out the role and responsibilities of staff, administrators at all levels of bank trade in Vietnam at present. Also, preliminary analysis on the process of human resource management in commercial banks in order to propose some solutions to the commercial bank management in an appropriate manner. Work to human resources management in commercial banks with high efficiency, the strengthening of measures to improve the efficiency of workers needed, we provide a number of measures as follows: 3.1 Measures to improve the efficiency of human resources 3.1.1 Promotion material 3.1.1.1 Salary Wages are the main income for workers to help maintain and improve their living and their families, help them integrate into the level of civilization of the society in which they live. 3.1.1.2 Bonus Bonus material triggers other important work to promote employees enthusiastic, responsible, continuously improving work efficiency. 3.1.1.3 Material incentives than salary and bonuses General reward beyond materialism also works to create harmonious atmosphere, friendly staff level between different castes in an organization. 3.1.1.4 The other material benefits: In addition to salary and bonus, plays a fundamental role in encouraging policy matter for the staff, the organization also made to pay more for employee benefits such as: +Paid vacation time, holidays +Gain benefits during sickness, maternity or loss of working capacity +Unexpected difficulties subsidies +Pensions +Long-term loans without interest 3.2 Encourage the spirit +Improving the quality of work life +Unpaid bonuses worth, rational +Is facilitating development of their talents +Held to honor, cherish achievement +Be treated equally Measures to encourage the spirit of Annual competitions should have expertise towards improving skills, manipulation skills of the staff. The contest was held serious, awarded the utmost solemnity and attract many participants. Anniversary of the establishment of organizations is also an opportunity mean very big motivation. On this occasion can be combined with the overall award, intimate receptions to honor the many achievements, have in a long process with the organization. Established traditional rooms released the annual journal to record outstanding achievements, the historic milestone in the development process of the organization. Twin organized exchanges, launched the competition to complete tasks between departments, as these measures work well for strengthening internal unity, to create did not work for everyone lively. Choose clothing with colors to represent the organization as cultural nuances of human resource management will bring good results. Due to time limitations, the study of this subject is limited; we only focused on solving some of the most fundamental issues of human resource management in commercial banks in Vietnam in general.

The Positive Short-term and Long-term Affects of Smaller Class Sizes on

The Positive Short-term and Long-term Affects of Smaller Class Sizes on Students The size of a class has had or will have a larger affect on a person’s life than most people know and affect more aspects than are visible to the human eye. A large percent of the human population will go through or has gone through, a type of schooling. The size of classes in school affects more than just a student. The faculty has to deal with size too, for example if a classroom can’t fit enough students in one class, another teacher may have to give up their room during their break time to lend the room to another teacher. There is a demand for teachers in the work force and with a more difficult working environment; it could turn people off from that profession. In my high school, we had teachers who were referred to as â€Å"floaters† because they didn’t have a classroom of their own and had to keep all their belongings on a cart and push it into a designated room for their next class as a result of overpopulation. Too large of a class also a ffects the teacher because with more students, the chances of students misbehaving are increased. A large classroom is not horrible, but is not as effective or as useful as a smaller class size. There are many short-term and long-term positive affects of small class sizes. The positive affects of small class sizes on students can differ. A huge factor is that a small class size means more attention from the teacher or professor. It also allows for more interaction with other students. Participation is usually a key factor in a class and connects with the grading so smaller classes allow a higher level of communication in the class. Small class size has influenced me personally in many diff... ...nds and made the combined money available to states for a variety of education programs.† The NEA opposed this fund. According to this statement the funds are slowly depleting. Although class size is an important topic, it seems to our government there are more important issues. The short-term and long-term benefits of a smaller class size are many as you have read. The benefits attributed to class size are improving the students learning abilities, improving on teacher/student relationship, and student to student relationships, communication in and out of the classroom, the positive effect on discipline, and increases test scores. Smaller class sizes are one of the most important things in schooling and are not taken fully advantage of, but should be used more often than it is. There are obviously more affects from class size that remain unseen to the human eye.

Muscle Skeletal Muscle

NAME LAB TIME/DATE _ Microscopic Anatomy and Organization of Skeletal Muscle Skeletal Muscle Cells and Their Packaging into Muscles 1. Use the items in the key to correctly identify the structures described below. g; perimysium c; fascicle Key: a. b. c. endomysium epimysium fascicle fiber myofibril myofilament perimysium sarcolemma sarcomere sarcoplasm tendon 1. 2. 3. 4. 5. 6. 7. connective tissue ensheathing a bundle of muscle cells bundle of muscle cells contractile unit of muscle ; sarcomere d; fiber a; endomysium h; sarcolemma e; myofibril d. a muscle cell thin reticular connective tissue surrounding each muscle cell plasma membrane of the muscle fiber a long filamentous organelle with a banded appearance found within muscle cells actin- or myosin-containing structure e. f. g. h. 1. f; myofilament 8. 9. j. k. k; tendon cord of collagen fibers that attaches a muscle to a bone 2. List three reasons why the connective tissue wrappings of skeletal muscle are important.The connective tissue wrappings (a) bundle the muscle fibers together, increasing coordination of their activity; (b) add strength to the muscle; and (c) provide a route for entry and exit of blood vessels and nerves to the muscle fibers.3. Why are there more indirect-that is, tendinous-muscle attachments to bone than there are direct attachments? They conserve space (less bulky than fleshy muscle attachments) and are more durable than muscle tissue where bony prominences must be spanned.4. How does an aponeurosis differ from a tendon structurally? tendon is a band or cord of the same tissue. An aponeurosis is a sheet of white fibrous connective tissue; The diagram illustrates a small portion of several myofibrils. Using letters from the key, correctly identify each structure indicated by a leader line or a bracket. Key: a. b. c. A band actin filament I band d. e. f. myosin filament T tubule te rminal cisterna g. h. i. triad sarcomere Z disc . On the following figure, label a blood vessel, endomysium, epimysium, a fascicle, a muscle cell, perimysium, and the tendon. Perimysium Tendon Epimysium Fascicle 90 Review Sheet 14 r>. The Neuromuscular Junction7. Complete the following statements: The junction between a motor neuron's axon and the muscle cell membrane is called a neurornuseular junction or a _1_ junction. A motor neuron and all of the skeletal muscle cells it stimulates is called a _2_. The actual gap between the axon terminal and the muscle cell is called a _3_.Within the axon terminal are many small vesicles containing a neurotransmitter substance called_4_. When the _5_ reaches the ends of the axon, the neurotransmitter is released and diffuses to the muscle cell membrane to combine with receptors there. The combining of the neurotransmitter with the muscle membrane receptors causes the membrane to become permeable to both sodium and potassium. The greater influx of sodium ions results in _6_ of the membrane. Then contraction of the muscle cell occurs. 1. 2. 3. 4. 5. 6. yoneural motor unit synaptic cleft acetylcholine nerve impulse (action potential) depolarization 8. The events that occur at a neuromuscular junction are depicted below. Identify by labeling every structure provided with a leader line. Key: a. b. a e c. d. e. Nucleus axon terminal mitochondrion muscle fiber myelinated axon sarcolemma synaptic cleft synaptic vesicle T tubule f. c g. h. (a) g————-, b——–†¦ f———, Junctional—R:: folds of the sarcolemma h -+—–. :r-! -I Part of a myofibril (b) Review Sheet 14 91

Modern History – Nazism as Totalitarian

Germany was a totalitarian state, however, only to an extent due to differing perspectives Nazi Germany did not fit the universal criteria of what constitutes totalitarianism. It is unarguably necessary that Germany was ran by a single party, had absolute control over mass communication & media, had a systematic terror & police control as well as total control over the army. However, many have argued that Nazi Germany was not totalitarian as it did not have total control over the economy and Hitler’s role in regime of the Nazism played a significant role in whether or not Germany was totalitarian. Views of Hitler’s role in the Nazi state concerning whether or not Germany was totalitarian changed over time, from when Hitler was the absolute centre and in complete control of Nazism to the view of ‘Working towards the Fuhrer’. Germany was a totalitarian state to an extent. Joseph Goebbel was the Minister for Enlightenment and Propaganda, who strictly repressed all public communications such as censoring all aspects of newspapers, heavy censorship of films, events that were organised to place Nazis’ message in a positive light as well as the effectively using the radio. Radios were cheap and when manufactured, they were preset to Nazi stations only. Through this aspect, civilians were constantly exposed and brainwashed to believe the righteousness of the principles of Nazism such as broadcasting Hitler’s speeches in full and placing glorifying Nazis. Newspaper editors were told daily of what stories were to be published, opinions to be expressed and even graphics. The ‘Fuhrer Myth’ played a significant role in Nazi propaganda: it portrayed Hitler to be a man who was born to lead Germany, ordinary yet extraordinary. Hitler had ended the Depression; he was anti-Marxist, thus he would save Germany from Communism; and he was willing to take action to save Germany from hated aspects such the Treaty of Versailles. The image portrayed was propaganda and was more or less a lie, thus proving that Nazi Germany was a totalitarian state. Hitler had learnt a lesson in 1923, to gain power and popularity he must gain it through the legal processes. After the series of events that lead to Hitler’s appointment as Chancellor, he legally pushed out any parties that had any possible means of opposition out of the framework of Nazi Germany, therefore leaving no room for individuality. The sworn personal allegiance of the army to Hitler is also another factor that confirms that Nazi Germany was a totalitarian state. It is evident to understand that there are concepts in which Nazi Germany is not considered to be a totalitarian state. There are different viewpoints of Germany that determines whether or not Germany was a totalitarian state during the Nazi regime. One viewpoint is that Hitler was the absolute centre and in complete control of Nazism. This idea established that all aspects during his rule went with the direct consent from Hitler himself, no policies were made without the reference of his ideology and all successes & problems could be Hitler’s responsibility. This aspect showed historians that Nazi Germany was a totalitarian state: Hitler had detailed understanding of specific situations, the public’s grievances, Europe’s fear of communism, gaining power through legal proceedings and the importance of the link between terror and propaganda in which he used to his advantage to seize control over the entire country. This perspective is contrasted with the modern viewpoint of ‘Working towards the Fuhrer’. Hitler was not interested in the day to day running of things, his attention was mainly concentrated on his ‘will’ and his plan for Germany which was a basis that took Germany forward. Often, Hitler would not make decisions hence leaving situations pending. Due to this issue, policy makers had to create or amend programs and policies that followed the in line of Hitler’s way of thinking. This concept explained the reasons why the regime become more radical as time wore on. Hitler’s beliefs such as ridding the Jews, destroying the Bolsheviks, creating the Aryan race lead to such events such as the Night of the Broken Glass and killings of those who did not fit the criteria of the Aryan description. The idea that Hitler was seen to above the day to day running of things, played a part in demonstrating the ‘Fuhrer Myth’ proved that he was beyond reproach thus, his followers must followed his line of thinking. This viewpoint shows that despite having complete control over media and communication, Germany was a totalitarian state, only to an extent. Another aspect that constitutes a totalitarian state is that it must have an official ideology. Nazi Germany, despite every civilian owning ‘Mein Kampf’, did not have an official ideology like the Soviet Union, which in theory, wanted a classless society. Nazism was a cluster of disassociated ideas that were tied together by Hitler whereas the Soviet Union had Marxism and Communism. As a result of this failure to fill the point of having an official ideology, it shows that Germany was not a totalitarian state. Significant aspects of Nazi Germany proves that it was a totalitarian state, such as its complete control over media and communication, Germany’s evident systematic terror and control as well as power over the army. However, due to differing perspectives, it is clear that Germany was a totalitarian state, only to an extent as it did not have an official ideology, and total control over the economy