Nuclear Energy The Problems And Solutions Environmental Sciences Essay

Nuclear Energy The Problems And Solutions Environmental Sciences Essay Nuclear energy is a divisive issue that many people have mixed feelings about. Nuclear power has many dangerous effects to the environment and the people living near a power plant. Many countries use nuclear power as an alternate source of electrical energy from fossil fuels. Nuclear energy has to be handled with extreme care or it could lead to disastrous damages. These problems included radiation, disposing of nuclear waste, and high costs of building and maintaining power plants. But while it is extremely dangerous to use nuclear energy, it does provide an alternate source of energy that does not pollute the air. Let us look at what nuclear energy is and where it came from. Most early atomic research was focused on developing effective weapons for use in World War II. After World War II, the government allowed nuclear energy to be developed for citizen use. We generated our first electricity from nuclear energy in 1951. According to the European Nuclear Society, as of end 2011 the total electricity production since 1951 amounts to 69,760 billion kWh and the cumulative operating experience amounted to 15,080 years by end of 2012. Because of accidents and public reluctance for them a new nuclear power plant has not been ordered in the U.S. since 1973. So, what is nuclear energy? According to the EPA, nuclear energy originates from the splitting of uranium atoms in a process called fission. Fission releases energy that can be used to make steam, which is used in a turbine to generate electricity. Nuclear energy is generally used in a combine mixture with Uranium and Plutonium. EPA further states, in the plantà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢s nuclear reactor, neutrons from uranium atoms collide with each other, releasing heat and neutrons in a chain reaction. This heat is used to generate steam, which powers a turbine to generate electricity. Unfortunately, nuclear energy also generates some nasty by-products like tritium, cesium, krypton, neptunium and iodine. Let us talk about what is it that makes nuclear energy so bad for the environment and to people living near power plants. Let us start with the dangerous information and knowledge of this process. Knowledge of how to create power plants is shared among many nations. The problems with sharing this knowledge, is that countries will have access to the knowledge of how to make nuclear weapons, which could be bad for some nations. The International Energy Agency or IEA is responsible for energy in many countries, but some have criticizes them for not being able to keep the knowledge from hostile countries. There have been many accidents with nuclear power plants. On April 26, 1986, a reactor at the Chernobyl power plant exploded. 30 people were killed instantly, including 28 from radiation exposure, and a further 209 on site were treated for acute radiation poisoning. The World Health Organization found that the fallout from the explosion was incredibly far-reaching. 985,000 deaths can be attributed to the Chernobyl accident between 1986 and 2004. The accident cost the former Soviet Union more than three times the economic benefits accrued from the operation of every other Soviet nuclear power plant operated between 1954 and 1990. Another accident happened recently in Japan. On March 11, 2011, an earthquake and tsunami crippled the Fukushima Daiichi Nuclear Power Station. The emerging crisis at the plant was complex, and, to make matters worse, it was exacerbated by communication gaps between the government and the nuclear industry. The plant suffered major damage from the 9.0 earthquake and subsequent tsunami that hit Japan on March 11, 2011 and, as of February 2013, is not expected to reopen. The earthquake and tsunami disabled the reactor cooling systems, leading to releases of radioactivity and triggering a 30 km evacuation zone surrounding the plant. On April 20, 2011, the Japanese authorities declared the 20 km evacuation zone a no-go area which may only be entered under government supervision. Radiation releases caused large evacuations, concern about food and water supplies, and treatment of nuclear workers. A few of the plants workers were severely injured or killed by the disaster conditions (drownin g, falling equipment damage etc.) resulting from the earthquake. There were no immediate deaths due to direct radiation exposures, but at least six workers have exceeded lifetime legal limits for radiation and more than 300 have received significant radiation doses. Predicted future cancer deaths due to accumulated radiation exposures in the population living near Fukushima have ranged from none to 100. There are also many environmental problems with using nuclear energy as well. All the steps in the complex process of creating nuclear energy entail environmental hazards. The mining of uranium, as well as its refining and enrichment, and the production of plutonium produce radioactive isotopes that contaminate the surrounding area, including the groundwater, air, land, plants, and equipment. As a result, humans and the entire ecosystem are adversely and profoundly affected. Some of these radioactive isotopes are extraordinarily long-lived, remaining toxic for hundreds of thousands of years. Presently, we are only beginning to observe and experience the consequences of producing nuclear energy. Nuclear waste is produced in many different ways. There are wastes produced in the reactor core, wastes created as a result of radioactive contamination, and wastes produced as a byproduct of uranium mining, refining, and enrichment. The vast majority of radiation in nuclear waste is given off from spent fuel rods. A typical reactor will generate 20 to 30 tons of high-level nuclear waste annually. There is no known way to safely dispose of this waste, which remains dangerously radioactive until it naturally decays. The rate of decay of a radioactive isotope is called its half-life, the time in which half the initial amount of atoms present takes to decay. The half-life of Plutonium-239, one particularly lethal component of nuclear waste, is 24,000 years. The hazardous life of a radioactive element (the length of time that must elapse before the material is considered safe) is at least 10 half-lives. Therefore, Plutonium-239 will remain hazardous for at least 240,000 years. There was a proposal to dump nuclear waste at Yucca Mountain, Nevada, a site that is considered sacred by the Western Shoshone. The plan was for Yucca Mountain to hold all of the high level nuclear waste ever produced from every nuclear power plant in the US. However, that would completely fill up the site and not account for future waste. Transporting the wastes by truck and rail would be extremely dangerous. Repository sites in Australia, Argentina, China, southern Africa, and Russia have also been considered. Though some countries reprocess nuclear waste (in essence, preparing it to send through the cycle again to create more energy), this process is banned in the U.S. due to increased proliferation risks, as the reprocessed materials can also be used for making bombs. Reprocessing is also not a solution because it just creates additional nuclear waste. There are a few different methods of waste immobilization. In the vitrification process, waste is combined with glass-forming mat erials and melted. Once the materials solidify, the waste is trapped inside and cant easily be released. There are many alternative energy sources that are sustainable and do not pose the accident risks inherent in nuclear energy production. Many of them are renewable and some have little risks to the environment. These other energy sources includes: bioenergy, geothermal, wind, solar, and tidal energy.Bioenergy comes from any fuel that is derived from biomass recently living organisms or their metabolic byproducts. Unlike other natural resources such as petroleum, coal and nuclear fuels, bioenergy is a renewable energy source. Geothermal energy is power generated from natural steam, hot water, hot rocks, or lava in the Earths crust. In general, geothermal power is produced by pumping water into cracks in the Earths crust and then conveying the heated water or steam back to the surface so that its heat can be extracted through a heat exchanger, or its pressure can be used to drive turbines. Wind energy form of energy conversion in which turbines convert the kinetic energy of wind into mechanical or electrical energy that can be used for power. Since wind power does not require the use of fossil fuels, it is considered a renewable energy source. Solar energy is energy derived from the Suns radiation. Passive solar energy can be exploited through architectural design, as by positioning windows to allow sunlight to enter and help heat a space. Active solar energy involves the conversion of sunlight to electrical energy, especially in solar cells. Hydrogen power is a term for the energy production and distribution of hydrogen as a viable fuel source to power buildings, homes and the transportation industry. Tidal energy is produced by the surge of ocean waters during the rise and fall of tides. Tidal energy is a renewable source of energy. Many more sustainable resources could be found and current resources improved if better technology were available and if the government and utilities actively promoted their development. There are many different alternative sources that are safer for the environment and human health then nuclear energy. The nuclear energy industry has been quick to declare this technology as the solution to global warming. Many claim it has a net positive environmental gain compared to fossil fuels, though this ignores the problems and dangers associated with nuclear waste. The United States currently has no acceptable, long-term strategy for managing nuclear waste and, thus, the risks to the environment are huge. For now, because of the devastating incident of Chernobyl and many other factors, nuclear power growth has slowed, but still is a problem that needs to address and hopefully fixed. In addition, nuclear energy always carries with it the threat of nuclear proliferation and terrorist attack on the plants. If a government is to maintain a non-proliferation policy, a non-nuclear energy policy must also be in place. Combined with the risk of a meltdown, it is clear that although nuclear energy may appear to be a solution to climate change, it only brings with it more problems. There is always the chance that there will be a meltdown at one of the United Statesà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢ 103 commercial nuclear reactors or, even more likely, in a country with less stringent nuclear energy laws. Nuclear energy is not the solution it brings with it huge risks and has the potential to wreak havoc on health and on the environment. Sources: Peterson, P. F. (2001). The Pros and Cons of Nuclear Fuel Recycling. Science, 294(5549), 2093. Zehner, O. (2012). Nuclear Powers Unsettled Future. Futurist, 46(2), 17-21. Rugy V. No to Nukes. Reason [serial online]. July 2012;44(3):18-19. Available from: Academic Search Elite, Ipswich, MA. Accessed January 13, 2013. Lewis, J. (2008). the nuclear option. Mother Jones, 33(3), 56-92. Flory, P. W. (2006). Just the Facts. Foreign Affairs, 85(5), 149-150. EPA (2012) Nuclear Energy Ita, M. (2006). Nuclear vs solar energy, which?. New African, (449), 37-38. Lewis, H. W. (1986). The Accident at the Chernobyl Nuclear Power Plant and Its Consequences. Environment, 28(9), 25. LePoire, D. J. (2011). Exploring New Energy Alternative. Futurist, 45(5), 34-38. Funabashi, Y., Kitazawa, K. (2012). Fukushima in review: A complex disaster, a disastrous response. Bulletin Of The Atomic Scientists, 68(2), 9-21. doi:10.1177/0096340212440359 European Nuclear Society (2012). Nuclear power plants, world-wide

Recruiting and Selecting Employees Who Look Good and Sound Right Essay

Present day business industry is highly dependent on the general success of the people within organizations who are commonly referred to as the human resource. Important to note is that the human resource prospect is defined under two categories within any given organization; firstly there is the employees of an organization themselves and secondly the people in management who are responsible for promoting the values of the organization through ensuring that human aspects within an organization are satisfactorily taken care of (Fernandez-Araoz, Groysberg and Nohria 2009 ). With regards to the aforementioned details, the human resource department is usually tasked with the responsibility of bringing in new employees whose skills sets suit an organization’s mandate and values in general through a rigorous recruitment and selection process. During the recruitment and selection process of prospecting employees, companies usually set out on a hunting mission for the crà ¨me de la crà ¨me who are available in the job search market. How an individual who is in pursuit of a job opportunity dresses and carries themselves in an interview and further their conversational skills greatly determine whether or not an organization will hire them; this is what is described as looking good and sounding right in this paper. How an employee is dressed decimates into how they think and interrelate with customers in an organization thereby offering quality services and creating a conducive business environment in return. The underlying chapters of this paper will be keen on reflecting on the prospects and influences of dressing smart and sounding right with an inference on analysis and compilations from multiple academic literatures on the same topic while at the same time illustrating the influences of looking good and sounding right through the lens or organizational examples. Having a human resource that thinks right and has an exquisite recruitment strategy in place is what defines organization’s competitive edge in the current market; it is every organization’s dream that its employee’s appearance influences how the customers relate to the company on a broader perspective thus promoting their brand in the long run (Warhurst 2012). The prospect of looking good and sounding right within organizations Human resource practitioners will agree to the fact that a great deal of time goes into activities and processes related to recruiting and selecting new staff for a particular position in an organization. Many at times the long durations tied to recruitment are connected to the ideal of companies to not only want to source for staff who are knowledgeable about what their companies deal in but also look the part of any given brand and are easily approachable by customers. Staff selection during a recruitment process of an organization is one of the most vital decisions that the organizations have to undertake to ensure that their normal operations are running smoothly (Taylor 2008). Businesses have to know what they are clearly looking for in an employee before signing them up, not only how red-hot the skills of an individual seeking employment look will determine the long-term success of an organization and recruitment of the correct person but also the most important aspect is how t hey look and how they carry themselves while conversing with customers in an actual business setting (Quast 2012). It is critical that organizations have systems and a recruitment process in place which is capable of accessing how the applicants of a particular job opening portray these traits before their full time absorption by any organization. Take the case of Richer Sounds an electrical retail chain store with over 53 stores across the nation: it has in place a three stage recruitment process for new staff seeking any job opportunities within the company. The first stage of recruitment involves placement of advertisements at the stores windows and also through the company website where people who are interested are requested to e-mail a CV to the company. The former kind of advertisement mainly targets people who pay attention to their brand and customers who are regular visitors to the shop thus are knowledgeable about the products (Fisher 2014). On the other hand, the latter advertisement is aimed to attend to a greater pool of applicants irrespective of their familiarity with Richer Sound s products. Considering the advertisement strategies imposed at this point, it is evident that a great pool of applicants will be willing to be signed; the most integral part of this initial stage is demonstrated through a store manager’s initial interview who is keen on sorting the applicants to remain with those who look the part through analysis of their dress code and personality. Operations director John Clayton suggests that, â€Å"Richer sounds hires on the basis of personality then later train for skills (Martin and Whiting 2010).† These instance posters a scenario where people get accessed on the basis of how they look even before a company takes a look and considers an individual’s qualifications. Second in line of the recruitment strategy is a paid trial day for an applicant which in some circumstances stretches beyond the one day period. Here, the applicant is accessed on whether or not they are consistent in their dressing and how they sound when conversing with customers. Upon completion of the trial stage, other members of a particular store are asked on their opinion of what they think about a new recruit and whether they embody the company’s aspect of looking good and sounding right (Nickson and Dutton 2005). Last in queue of the recruitment process is stage three where an applicant’s qualifications are now accessed to see how suitable they are for the job after considering that the individual’s personality is suitable for Richer Sounds. From the Richer Sounds case, it is evident that the way companies approach their recruitment processes over the years has greatly revolved and now companies are keen on how an individual looks and how their conversa tions sound before customers. Irrespective of the costs of recruitment, companies are willing to dig deep into their financial coffers so that they can get the right group of employees; Williamson argues that, â€Å"it is arguably more expensive hiring wrong people in an organization as opposed to the cost of having a stringent recruitment strategy in place that is time consuming (McMillan 2014).† Richer Sounds is just one among the many companies that are currently inclined towards accessing applicants for job openings on the grounds of how they look and opulence they execute through their conversations with customers. On a broader perspective, how an individual looks has a great influence on the operations of people within different organizations; important in the process of advocating for employees who look good is an employer who serves up to their word of promoting smart dressing for the workplace by leading as the actual ambassador of what their brand should be defined as. Looking good while pursuing a job opportunity has positive impacts and a higher probability one is going to achieve the job, people will ascribe good qualities on the prospect of your perceived appearance thus want to always associate their company with an individual who looks good. A Macquarie University research carried out in both the United Kingdom and United States suggests that looking good improves the chances of one scoring a job opportunity and also is responsible for boosting one’s career once they are employed in different organizations (Arkin 2007). The research further suggested that employees who look go od and sound right are usually rated highly by their employers and the probability of them losing their jobs is usually minimal. In essence, looking good attracts a myriad of premium rewards for both the person and organization at large whereas those who are unattractive and have a poor personality in most situations lose out on several job opportunities (Boxall 2008). Moreover, having in place a clearly defined staff is the key component that ensures customers to a particular organization have a clearly defined experience that warrants their coming back for the same services once again and consequently creates a solid positive internal culture of an organization. It is ideal that organizations have a culture that existing employees are well versed with so that when the recruitment process for new staff is commenced, it is one that runs smoothly. New recruits to any given organization should find in place, a culture where staff are usually well dressed and converse excellently with customers thereby prompting an easier transitioning process for new staff into the operations of an organization. Efficiently articulating a particular dress code for existing staff is key in determining and sourcing for new recruits who will promote the same culture and easily get acclimatized with the practices of any given organization which in return will yield posit ive results for the same company (Churchard 2010). Indeed, some positions within an organization do require employees with a particular set of skills usually defined as experience and qualifications for a specific job but setting out a hunt on this basis is the first step that organizations usually make during their recruitment process; companies should attend to the recruitment process with a different perception where the individual’s character is assessed for they are buying into the person’s character and not their qualifications. Possessing both this attributes is a plus for any prospecting employee and is a sure combined package to score one a job (Faccini and C 2010). Arguably, the perception of looking good and sounding right in a respectable number of business circles usually refers to an individual’s physical appearance, a definition that has triggered a trend of the working class turning to the gym as a means of staying fit. The service sector for instance has rampantly changed over the years where unlike the previous years where service providers never met their customers currently employees are always in constant contact with their customer; a fact that influences the need for staff to dress the part and portray their organization in positive light (Emott 2007). How affluent and efficient an employee’s speech is determines the placement of any given company as a brand to all its customers which is greatly dependent on the employees. The enforcement and prescription for employees to embody both the aspects of looking and sounding good is referred to as aesthetic labour and this characteristics play an integral point of how new e mployees to any organization relate with customers. Companies have learnt that before their recruitment process, that for the success of any business to be achieved, recruitment of workers should be expressively based on labour aesthetics of any individual before they are taken in. Finding and incorporating the right people with this kind of characteristics is a daunting task for many organizations and the only means of recruiting an individual with the right skill set involves having in place a well structured selection system during the recruitment process (Hofstede 1997). However, the daunting recruitment process does not stop at this point, it is equivocally difficult to select out a specific candidate who suits the needed requirements for your organization. Fast forward to the case of Nestle Group of companies which has a human resource policy that the company abides by whenever any recruitment is being carried out in their group of companies across the world (Kaplan 1992). Their recruitment processes is respectful of the varied legislation practices of different countries but above all the recruitment strategy is underpinned under the mantra of looking good and sounding right as a means of selecting new recruits into various positions of their wide range of companies across the globe. Underpinned in the promotion of its human resource policy, is the responsibility for employees of the organization to be capable of satisfying the needs of its customers (Hutchinson 2003). The human resource department is tasked with the requisite responsibility of proposing individuals that suit the aforementioned requirements. Furthermore, the Nestle Group has in place a mentorship programme that offers guidance to new recruits into the organization so that the company’s mission statement can be achieved in the simplest ways possible after assessment of recruits on the basis of how they look and sound good before the customers (Letmathe 2008). This partnership and mentorship programme between existing staff and new incoming staff is an efficient means that has been in use for a very long period of time for people recruitment and their management in general. The recruitment cases of both Nestle Group and Richer Sounds demonstrates that companies are currently turning to the looking good and sounding good trait in applicants as a means of selecting who is suitable for any given position within their organizations (Paton 2008 ). This trend has been fuelled by the fact that there exists a broader pool of unemployed individuals with right qualifications but they cannot secure for themselves any jobs; looking good and sounding right is the ideal means used to disqualify this wide pool of applicants. Looking good and sounding right has become the ideal filtering tool for companies when they are sourcing and on a search for new employees through a well structured recruitment process. Irrespective of the fact that recruitment of new staff by the human resource department is a difficult task, clearly defining what the human resource management is looking for in a customer then crafting a description of the same as a recruitment step is usually in strumental in attracting the right cadre of individuals any given company is keen on hiring despite the fact that there are many people out there looking for jobs. Looking out for these two qualities in individuals is the first step towards narrowing down the wide numbers of applicants for any given job so that any company’s job opening can remain with only potential clients that can meet the values of the company while at the same time promoting the mission statement of the same company. Categorical in the recruitment process and requirements for applicants is the prospect of an applicant having passion for whatever job they are trying to achieve, their commitment to any given company, their general problem-solving skills and lastly any relevant experience they have in the field being advertised (Ritzer 1985). Clearly outlining what as an organization you need in an applicant is instrumental in helping organizations know how attentive applicants are to detail as opposed to only looking at their resume which offers little or rather basic information about an individual. Before conceptualizing and kick-starting any particular recruitment and selection process, an organization must first attune its strategy to be relatively inclined to the values of the organization and is fully supportive of the organization’s culture. Pre-employment testing like the case of Richer Sounds is an ideal way in determining whether or not a company is making a wise decision by investing into an individual with the set capabilities of looking good and sounding right so that an organization can fully accrue its set goals (Gilmore 2000). The people recruitment strategy is a determining factor on whether a company is going to succeed or fail and also influential on how employees develop during their stay in a particular organization thus there general motivation that in return bears fruit through excellent service delivery to customers. New recruits embodying the prospect of looking good and sounding right is highly dependent on how the company itself is culturally inclined towards the promotion these two traits. References Arkin, Anderson. â€Å"Street Smart .† People Management , 2007: 28-29. Boxall, . Purcell. Strategy and Human Resource Management. London : Houndsmills: Palgrave McMillan , 2008. Churchard, Christopher. â€Å"Power brokers.† People Management , 2010: 38-40. Emott, Drucker. â€Å"CSR Laid Bare .† Harper Business , 2007: 14-32. Faccini, R., and Hackworth C. â€Å"Changes in output, employment and wages during recesrecessions in the UK .† Bank of England Quarterly Bulletin, 2010: 43-50. Fernandez-Araoz, Claudio, Boris Groysberg, and Nitin Nohria. â€Å"The Definitive Guide to Recruiting .† Harvard Business Review , 2009 : 14-21. Fisher, Annie. How to spot the right cultural fit in a job interview. August 8, 2014. http://fortune.com/2014/08/08/job-interview-cultural-fit/ (accessed January 16, 2015). Gilmore, Stewart. The McDonaldization of Society: New Century Edition. London : Pine Forge Press, 2000. Hofstede, George. Cultures and Organisations: Software of the Mind. London : McGraw Hill , 1997. Hutchinson, Purcell. â€Å"HR roles and responsibilities: the 2010 IRS survey.† IRS Employment Review , 2003: 14-17. Kaplan, Norton. â€Å"The balanced scorecard.† Harvard Business Review , 1992: 71-79. Letmathe, P. Brabeck. The Nestle HR Policy Report . Policy Report , New York : Ndestlesy Inc. , 2008. Martin, Malcolm, and Fiona Whiting. â€Å"Human Resource Practice .† In Recruitment and Selection , by Tricia Jackson, 109-157. London : CIPD , 2010. McMillan, Andrew. Recruitment at Richer Sounds . London : Cambridge University Press , 2014. Nickson, Dennis, and Eli Dutton. â€Å"The importance of attitude and appearance in the service encounter in retail and hospitality.† Managing Service Quality, 2005: 195-204. Paton, Oliver. Gen Up: How the Four Generations Work Together,. Joint Survery Report , London : CIPD , 2008 . Quast, Lisa. Companies Are Using Social Media In The Hiring Process. May 21, 2012. http://www.forbes.com/sites/lisaquast/2012/05/21/recruiting-reinvented-how-companies-are-using-social-media-in-the-hiring-process/ (accessed January 17, 2015). Ritzer, Solomon. â€Å"Packaging the service provider.† Service Industries Journal, 1985: 65-72. Taylor, Kate. Recruiting and Hiring Top-Quality Employees. August 23, 2008. http://www.entrepreneur.com/article/76182 (accessed January 16, 2015). Warhurst, Chris. â€Å"Employee Screening nad Selection .† References for Business , 2012: 134-152. Source document

What Everybody Dislikes About Compare and Contrast Essay Examples and Samples and Why

What Everybody Dislikes About Compare and Contrast Essay Examples and Samples and Why The Pain of Compare and Contrast Essay Examples and Samples The thesis statement stipulates the most important point of or ideas inside your essay. Make certain you reaffirm your thesis. The simplest aspect of your essay to write is the conclusion because you're just summing up what you've already written. After the essay requires a large number of approaches to explore, it's important to understand how to organize it correctly in an attempt to make sure easy reading. In the event you don't understand how to begin work on your essay, your best option would be the conventional hook technique. If at all possible, get a buddy to cast an original pair of eyes on it to discover mistakes you may have missed. Now that you're conscious of the dangers of working with a compare and contrast essay sample, together with the simple fact that trying to find one is many times a time-consuming process in itself, you might be wondering whether or not a custom written essay service may help you. If you'd like to acquire a complimentary example, there's no greater place to search than an expert online writing website. Nonetheless, the top-notch writers who are a part of the Elite Essay Writers team have an increased potential of supplying you with a high-quality paper. If you're ready to put your purchase, our crew of professional writers is prepared to aid you. If you are searching for top essay writing companies, try out the mentioned above. Greatest essay writing service can help you save totally free time and get much better grades. The Importance of Compare and Contrast Essay Examples and Samples You could also on similarities initially, after which differences. Or it may be an introduction, then the similarities between the 2 subjects, the differences between both subjects, and a conclusion. Simply create two overlapping circles, one for each one of the topics which you're comparing. Ultimately, you should show the importance of the differences. It's going to be quite easy to discover the differences but the similarities are a lot more difficult to find. Once it's discovered your work was plagiarized, not only will you almost certainly fail that distinct essay but you might experience more repercussions affecting your upcoming education as well as. When you are requested to contrast, it means you have to tell how two things are different. There are lots of words that you are able to utilize to connect your thoughts and show how you're comparing or contrasting your topics. Compare and Contrast Essay Examples and Samples and Compare and Contrast Essay Examples and Samples - The Perfect Combination If you're running short on ideas of what criteria it's possible to compare and contrast, it's possible to always brainstorm by employing a Venn diagram. You might also enjoy the outline examples. When you work on your Venn diagram, and when you start researching the reliable sources, you can realize that you have too many sugg estions to work with. The Venn diagram is an alternative. A paper may contain over five paragraphs altogether based on the range of subjects a student makes the decision to analyze. The essay itself should adhere to a conventional five-paragraph format, that is the major body of your paper. A compare and contrast essay outline is much more complicated than the remaining academic paper outline templates. The compare and contrast essay is just one of many papers for which you are able to use the 5-paragraph structure. A Secret Weapon for Compare and Contrast Essay Examples and Samples If you don't, read how to compose a compare and contrast essay. You might also observe the descriptive essay. A comparison essay is among them. Much like descriptive essay examples and other sorts of academic essays, a comparative essay can be made in various ways. Don't make your paper biased. Your thesis is the fundamental argument your whole essay will revolve around. Check with the organizers as you compose the essay. You might also understand the leadership essay. Once you craft your topic sentence, you have to support your thoughts with evidence. When you should evaluate two unique subjects, you wish to make certain that your ideas are clear so the reader can follow along. Or you're risking of getting blocked by bad understanding of your topic and inability to come up with the idea as it needs to be. You should have a template to come up with your ideas and make them clear to everybody. Compare and Contrast Essay Examples and Samples - What Is It? If you would like to get high excellent research and thesis papers punctually and for a fair price, you should probably try out using EssaySupply.com. As you research each product, try to find information which may not be widely known. Students learn how to analyze details about two subjects.

Human Breast Milk A Review On Its Composition And...

The article â€Å"Human breast milk: A review on its composition and bioactivity† was found on the database called CINAHL complete. The terms â€Å"breast milk† and â€Å"health† were used during the search. The abstract of the article is the following: â€Å"Breast milk is the perfect nutrition for infants, a result of millions of years of evolution, finely attuning it to the requirements of the infant. Breast milk contains many complex proteins, lipids and carbohydrates, the concentrations of which alter dramatically over a single feed, as well as over lactation, to reflect the infant’s needs. In addition to providing a source of nutrition for infants, breast milk contains a myriad of biologically active components. These molecules possess diverse roles, both guiding the development of the infants immune system and intestinal microbiota. Orchestrating the development of the microbiota are the human milk oligosaccharides, the synthesis of which are determined by the maternal genotype. In this review, we discuss the composition of breast milk and the factors that affect it during the course of breast feeding. Understanding the components of breast milk and their functions will allow for the improvement of clinical practices, infant feeding and our understanding of immune responses to infection and vaccination in infants.† (Andreas, J. et al., 2015, p.629) This article mentioned the ingredients of the breast milk including the protein compounds, carbohydrates, and others. In addition, itShow MoreRelatedVitamins and Minerals in Modern Society7964 Words   |  32 Pagesand must be obtained from the diet. Thus, the term is conditional both on the circumstances and the particular organism. For example, ascorbic acid functions as vitamin C for some animals but not others, and vitamins D and K are required in the human diet only in certain circumstances. The term vitamin does not include other essential nutrients such as dietary minerals, essential fatty acids, or essential amino acids, nor does it encompass the large number of other nutrients that promote healthRead MoreHuman Kallikrein Related Peptidases ( Klks )8953 Words   |  36 Pageschallenge notably because of intra- and inter-malignant tumor heterogeneity and adaptation/escape of malignant cells to/from treatment. New targeted therapies need to be developed to improve our med ical arsenal and counter-act cancer progression. Human kallikrein-related peptidases (KLKs) are secreted serine peptidases which are aberrantly expressed in many cancers and have great potential in developing targeted therapies. The potential of KLKs as cancer biomarkers is well established since the demonstration