Lipids in Living Systems free essay sample

An investigate the working of lipids in human frameworks. This paper takes a gander at lipids and different fats of the body. The creator examines their sythesis and capacities. List of chapters 1. Presentation 2. Triglycerides 3. Tables and Pictures 4. Waxes 5. Steroids 6. Cholesterol 7. Phospholipids 8. Glycolipids 9. Sphingolipids 10. Utilization of Lipids 11. Capacity of Lipids 12. Lipid Oxidation 13. Lipid Bilayer 14. Atherosclerosis 15. Gallstones 16. Artheriosclerosis 17. Coronary Heart Disease 18. End From the paper: Lipids are hydrocarbons that are found in living frameworks in nature. The primary classes of lipids are triglycerides, waxes, steroids, phospholipids, gylcolipids, and sphingolipids (Glanze). The least difficult lipid, which makes up the foundation of these, is the unsaturated fat (see page 2). The fundamental qualities that different the various types of lipids are the subsidiaries, for example, acids, alcohols, amines, amino alcohols, and aldehydes, found on the finish of the hydrocarbons and their dissolvability in water. Most lipids are non polar and there for are not dissolvable in water but rather in fat solvents, for example, ether, chloroform, and benzene. We will compose a custom exposition test on Lipids in Living Systems or then again any comparable theme explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page From these two fundamental qualifications, there are many potential lipids that can be shaped in nature and artificially (Cooper).

Hershey Company Essay

Blog Archive Monday Morning Essay Tip Bringing Focus to Professional Needs

Blog Archive Monday Morning Essay Tip Bringing Focus to Professional Needs In previous essay tips, we advised candidatesâ€"with respect to their personal statementsâ€"to contextualize their academic objectives and ensure that their essays are truly personal; an additional concept to consider is bringing focus to your professional needs. We at mbaMission have found that many candidates attempt to cover all of their reasons for targeting a specific MBA program and ironically, as a result, make a weak argument. Example 1: “As an aspiring entrepreneur, I need Professor John Smith’s Fundamentals of Finance course. I also need skills in marketing and will take Small Business Marketing and Internet Marketing. I will need to supervise the operations at my firm and look forward to the Operations Challenge. My leadership skills will be tested, but I will have access to the XYZ Leadership Center. Finally, I will look to the Strategy Seminar series to round out my management skills.” We can identify a variety of problems with the paragraph above, but the most pressing is that it is simply a list of reasons to attend an unspecified MBA program and not a thorough discussion of how this particular MBA program meets the candidate’s needs. This candidate would be better off focusing his/her argument on just two or three crucial elements (depending on the length of the essay) and exploring them in depth (most likely via a dedicated paragraph per item). In the following example, we will assume that the candidate is applying to Columbia Business School and that his/her primary academic need is in entrepreneurship: Example 2: “As an aspiring entrepreneur, I find Columbia’s academic offerings in this fieldâ€"particularly, Introduction to Venturing and Launching New Venturesâ€"very attractive, but I am truly compelled by the experiential opportunities provided by the Lang Center. I would aspire to join the Entrepreneurial Greenhouse, a crucial opportunity for me to nurture and grow my idea during its most vulnerable stages, and I would complement this experience by taking advantage of the constructive feedback of experienced entrepreneurs via the Entrepreneurial Sounding Board. Only with this combination of…” In the first example, we have a chaotic argument that moves in many different directions. In the second, the reader focuses on a main concept and is thus far more persuasive and able to connect with the reader. Share ThisTweet Blogroll Monday Morning Essay Tips

Structural Changes and the Role of Services Sector in...

inter Linkages between agriculture and others sector in India : A Post Reform Scenario Mandeep Singh Abstract The present study is an attempt to calculate the sector wise linkages in a post reform period for the Indian economy. To do such analysis, the whole economy is aggregated into three main sectors such as agriculture, industry and services. All the linkages have been calculated for two points of time by utilizing data on two input-output transaction tables for the period 1993/94 and 2006/07. The overall analysis reveals the services sector expansion over the years. The highest linkages of the industrial sector also stress to increase the amount of investment in this sector to expand other sectors as well. 1. Introduction†¦show more content†¦|29.0 |26.1 |44.9 | |1993 |28.9 |25.9 |45.2 | |1994 |28.5 |26.8 |44.7 | |1995 |26.5 |27.8 |45.7 | |1996 |27.4 |27.0 |45.6 | |1997 |26.1 |26.8 |47.1 | |1998 |26.0 |26.1 |47.9 | |1999 |25.0 |25.3 |49.7 | |2000 |23.4 |26.2 |50.5 | |2001 |23.2 |25.3 |51.5 | |2002Show MoreRelatedBanks Are Caterers For The Economy Of A Country1324 Words   |  6 PagesBanks are caterers for the economy in a Country. From the start ofbanking two thousand years ago in Babylonia till the present date, a country s monetary and fiscal matters are controlled through banking. Banking system is one of the many institutions that impinges on any economy and affects its performance for the better or the worse. In what measure a given banking system contributes to economic development depends upon the governing policy of the Government. As a rule, banking systems areRead MoreLife Insurance Industry : India Essay1620 Words   |  7 PagesINTRODUCTION Life insurance industry is an important and integral component of macro economy and has emerged as a dominant institutional player in the financial market impacting the health of economy through its multi-dimensional role in savings and capital market. While the primary role of a life insurance company is to provide insurance coverage for managing personal financial risks, it plays a very crucial role in promoting savings by selling a wide range of products and also actively contributesRead MoreAn Globalized World Burden Of Private Investment Is Increasing Over Foreign Direct Investment Essay1315 Words   |  6 Pagesprivate investment and thus FDI playing a leading role in determining the fate of the economy. The economies receiving more inflow of FDI, are realizing a comparatively high growth and vice-versa. This is also expected to be happen in India. The present paper discusses the relationship between the inflow of FDI and GDP. It has been found that FDI has a positive correlat ion with GDP. the regression analysis between GDP and FDI of different sectors also supported the same result which shows that FDIRead MoreManagement of Change in Banking Sector1431 Words   |  6 PagesManagement of Change in banking sector Introduction:- Without a sound and effective banking system in India it cannot have a healthy economy. The banking system of India should not only be hassle free but it should be able to meet new challenges posed by the technology and any other external and internal factors. For the past three decades Indias banking system has several outstanding achievements to its credit. The most striking is its extensive reach. It is no longer confined to only metropolitansRead MoreImplementing The Performance Of A Bank Essay1298 Words   |  6 PagesIndia was largely staid, straight laced and traditional. 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Definition of Idiographic and Nomothetic

Idiographic and nomothetic methods represent two different approaches to understanding social life. An idiographic method focuses on individual cases or events. Ethnographers, for example, observe the minute details of everyday life to construct an overall portrait of a specific group of people or community. A nomothetic method, on the other hand, seeks to produce general statements that account for larger social patterns, which form the context of single events, individual behaviors, and experience. Sociologists who practice nomothetic research are likely to work with large survey data sets or other forms of statistical data and to conduct quantitative statistical analysis as their method of study. Key Takeaways: Idiographic and Nomothetic Research The nomothetic approach involves trying to make generalizations about the world and understand large-scale social patterns.The idiographic approach involves trying to uncover a great deal of detailed information about a narrower subject of study.Sociologists can combine both idiographic and nomothetic approaches to develop a more comprehensive understanding of society. Historical Background Nineteenth century German philosopher Wilhelm Windelband, a neo-Kantian, introduced these terms and defined their distinctions. Windelband used nomothetic to describe an approach to producing knowledge that seeks to make large-scale generalizations. This approach is common in the natural sciences and is considered by many to be the true paradigm and goal of the scientific approach. With a nomothetic approach, one conducts careful and systemic observation and experimentation to derive results that can be applied more broadly outside the realm of study. We might think of them as scientific laws or general truths that have come from social science research. In fact, we can see this approach present in the work of early German sociologist Max Weber, who wrote about the processes of creating ideal types and concepts meant to serve as general rules. On the other hand, an idiographic approach is one that is specifically focused on a particular case, place, or phenomenon. This approach is designed to derive meanings particular to the research target, and it is not necessarily designed for extrapolating generalizations. Application in Sociology Sociology is a discipline that bridges and combines these two approaches, which is akin to  the disciplines important micro/macro distinction. Sociologists study the relationships between people and society, both at the micro and macro level. People and their everyday interactions and experiences make up the micro. The macro consists of the larger patterns, trends, and social structures that make up society. In this sense, the idiographic approach often focuses on the micro, while the nomothetic approach is used to understand the macro. Methodologically speaking, this means that these two different approaches to conducting social science research also often fall along the qualitative/quantitative divide. One would typically use qualitative methods like ethnographic research, participant observation, interviews, and focus groups to conduct idiographic research. Quantitative methods such as large-scale surveys and statistical analysis of demographic or historical data would be used to conduct nomothetic research. However, many sociologists believe that the best research will combine both nomothetic and idiographic approaches, as well as both quantitative and qualitative research methods. Doing so is effective because it allows for a deep understanding of how large-scale social forces, trends, and problems influence the everyday lives of individual people. For example, if one wanted to develop a robust understanding of the many and varied effects of racism  on Black people, one would be wise to take a nomothetic approach to studying the prevalence of police killings and the health impacts of structural inequalities, among other things that can be quantified and measured in large number. But one would also be wise to conduct ethnography and interviews to understand the experiential realities and effects of living in a racist society, from the standpoint of those who experience it. Similarly, if one were conducting a sociological study of gender bias, one could combine both nomothetic and idiographic approaches. A nomothetic approach could include gathering statistics, such as the number of women in political office or data on the gender pay gap. However, researchers would be wise to also talk to women (for example, through interviews or focus groups) about their own experiences with sexism and discrimination. In other words, by combining statistics with information about the lived experiences of individuals, sociologists can develop a more comprehensive understanding of topics such as racism and sexism. Updated  by Nicki Lisa Cole, Ph.D.

Creative Value Of A Value Chain - 1566 Words

Creative Value in the Making Identifying the primary and secondary components of a value chain helps balance the activities that a company performs internally to create value for the buyers. A value chain is made up of primary and secondary activities. Primary activities relate directly to the physical creation, sale,maintenance, and support of a product or service. Primary activities consist of supply chain management, operations, distribution, sales and marketing, and service, as seen in figure 4.1, (Gamble, Peteraf, Thompson, 78). Secondary activities support the primary activities. Secondary activities consist of product research and development, technology, system development, human resource management, and general administration. Chipotle uses a value chain to lead their company to success while providing quality ingredients and service to their customers. Chipotle does have core competences that make them competitively valuable and can be seen by running a VRIN test. What makes Chipotle valuable are their focused menu, quickness in filling orders, green and pleasing environment, and the use of high quality ingredients that are organic and locally bought. They have cross trained their employees to handle one customer at a time at a quick pace by using a conveyor belt line-up system. Each employee expands their knowledge to each job on the line. This allows one-on-one service to the customer. The environments are filtered and set up according to area and population ofShow MoreRelatedWe Create Happiness By Providing The Best In Entertainment1379 Words   |  6 Pagesdefinition of cultural entrepreneur is to definite it as driver of global change, creating economic value and promoting cultural preservation and innovation. 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Change Management Process And Strategies †MyAssignmenthelp.com

Question: Discuss about the Change Management Process And Strategies. Answer: Introduction From the business context, thechange management process is the restructuring of the organization along with redefining the utilization of resources, allocating budget and making changes to the various operations to maintain flexibility and efficiency. The topic will illustrate how an effective framework is developed to create effects on the business processes and at the same time, ensure successful changes in the structure and culture of the organization with ease. The systematic approach toorganizational change management will make people adjust to changes and learn new skills, behaviors and knowledge and set expectations too (Hayes 2014). This will be effective for improving the communication and make sure to reduce the misinterpretation of information, furthermore remain committed to the changes without facing any issues associated with it. Change management strategies There are various organizationalchange management strategies implemented within the organizations to create good working conditions and even provide flexible benefits for the employees to perform to their potential. One of the majorchange management strategies could be agreeing to the common vision for implementing changes while a weak leader within an organization should be replaced with a person possessing string executive leadership. This would make them communicate the changes within the organization to the employees as well as make them understand the vision for implementing changes. It would also be important for the organizations to educate the employees and make them knowledgeable about the everyday activities responsible for changes and furthermore develop a concrete plan to determine the success or failure of the change process (Doppelt 2017). Through changes, the employees should be assigned with new roles and responsibilities, which could be facilitated by providing monet ary, non-monetary and social rewards to them. By implementing change management, it would be convenient for assessing and managing the risks at various levels and develop mitigation strategies based on those (Shirey 2013). Kotters change management model One of the most effective theories or models for implementing changes within the organizations could be the Kotters change management model. Eight steps are followed to implement changes within the organizations and develop a competitive workforce. The first step is to create a sense of urgency to make the individuals working at the organizations informed about what kinds of changes can be done and how to do it. This would also make the employees understand how they could be benefited, furthermore communicate with each other to form an effective team (Cameron and Green 2015). The second step is to form a team competent enough to manage the changes, furthermore obtain relevant skills, knowledge and expertise for organizing the structure of the team properly, and assign the roles and responsibilities to the employees accurately. It is important to create a vision during the change while the next step would be communicate the vision across the organization and influence people to discuss about the changes that should be implemented (Goetsch and Davis 2014). The fifth step would be to remove or overcome the obstacles and support the staffs to become resistant to changes, which could improve the team morale and performances of the employees. It to necessary to keep momentum to progress and full the requirements of the various stakeholders, furthermore allow the change to become mature with time and identify the gaps as well. Lastly, the changes should be integrated into the daily lives and working activities of the employees, which would improve the monitoring mechanisms and create a good culture where people could work in coordination and as a unit (Ashkenas 2013). Effectiveness of change management within the organization According to Van der Voet (2014), there are various benefits associated with the implementation of change management strategies and process on the public organizations, both in terms of leadership and organizational structure. The leadership could be transformational leadership and bureaucratic structure of the organization, both had been impacted due to the change management process (Van der Voet 2014). The willingness of the employees to change is associated with the planned and new change approaches while the transformational leadership style could make the companies adjust with the planned changes implemented. The transformational leadership could even create a positive impact on the change management process and allow the company to adapt to changes while the bureaucratic organizational structure could also sometimes limit the effects of transformation leadership (Hechanova and Cementina-Olpoc 2013). The implementation of change management process could also help in making the organizational adaptable to emergent and planned changes as well as create a good organizational structure and culture. According to Van der Voet (2014), the transformational leadership is influenced by the change management approach implemented and on the structure of the organization. It allows to supervise the employees and at the same time, manages planned process for change according to the change in non-bureaucratic context. Based on the responses provided by Van der Voet (2014), the leadership role of the transformational leaders could also enable changes and make the employees work together, in coordination to facilitate teamwork and accomplishment of goals and objectives within quick time and with much convenience (Van der Voet 2014). Once a change is implemented, it is important for the leader to make the employees informed about the changes and ensure successful business functioning. The transfor mational leadership should be useful for creating a future and a vision that is inspiring and at the same time allow the employees to know how to accomplish the objectives of the organization through proper change management (Cummings, Bridgman and Brown 2016). Impact of leadership in managing organizational change The transformational leaders possess a good charisma level and manage visionary leadership, because of which, the fundamental changes within the organizations are influenced and this helps in transforming the entire organization with ease and effectiveness. It is done by setting by setting a clear vision, managing social architects and developing a sense of trust and loyalty through creative deployment of own self. This would not only help in analyzing the processes and interaction, but would also empower the change agents to bring changes and improvements within the organization much more rapidly. According to Belias and Koustelios (2014), the leadership aspects have created an impact on both the change management and also on the culture of the organization. In case the organizations do not have a proper culture, improvements must be done through implementation of changes in the organizational culture to focus on transforming the entire business and improving the relationship status between the organizational members (Belias and Koustelios 2014). This would promote communication and coordination between the employees as well as manage transformation from a cultural point of view to ensure long term commitment. Belias and Koustelios (2014) stated that the transformational leadership could divide the change management process into the various areas of change to focus on specific features for the development of high quality relationships, improve the processes efficiency and maintain proper values and ethics too (Belias and Koustelios 2014). Transformational leadership could play a major role in influencing the business performance by making the employees informed about the goals and objectives, furthermore implementing new changes for rapid expansion of business along with gaining of abilities to respond to changes too. Thus, it could be stated that the transformational leadership played a major role in managing changes within the organization (Agrawal et al. 20 13). Models and theories for change management Lewins change management model The Lewins change management model could be used as it would ease down the approaches of managing changes within the organization and at the same time categorize the change process into three different stages including the unfreeze, making changes and lastly refreeze. The unfreeze stage would allow the company to understand the necessity of making changes and them unfreeze the present processes to estimate the results and how it could be achieved. The various steps along with human interaction should be analysed and it could overcome the mistakes and errors experienced in between (Verhulst and Lambrechts 2015). By unfreezing, the company would be able to perceive the upcoming changes and provide natural resistance, furthermore prepare the staffs to manage the changes and new components properly. As soon as everyone would be prepared for deploying the changes, they should be adapted to it. To facilitate changes, communication, support, acquisition of knowledge and skills are necessary for addressing the issue and adapt the new approaches. Meeting with the managers could improve the knowledge base as well as guide all throughout the process during change management. The refreeze stage would allow for measuring the effectiveness of changes and obtain constant reviews and feedbacks to ensure that the new methods are in progress (Lozano, Ceulemans and Seatter 2015). McKinsey 7S model Another most effective model for the change management process could be the McKinsey 7S model, which would analyze the effectiveness of changes managed within the company as well as highlight the changes to develop unison of approaches. The model considers the changes in strategy, organizational structure, systems, shared values, beliefs, skills and human resources. By implementing this model, the business organizations would be able to focus on the purpose and skills to be achieved for gaining competitive advantage (Della Torre and Solari 2013). This would also enable the company to become flexible and adapt to changes without creating hindrance during the progress. To maintain a proper organizational structure could help in determining the efficiency of changes in the organizational structure. This model would help in assessing the business systems through the inclusion of various business operations and processes and furthermore check whether any upgrading or new technology implem entation should be required or not (Paulsen et al. 2013). Though culture is not directly related to the management of changes, still the maintenance of a positive working culture could act as a powerful tool to link the values and culture to the changes implemented (Kash et al. 2014). It could improve the workforce efficiency and make people adapt to changes with ease and effectiveness. The staffs with relevant skills should be recruited and to implement further changes, filling the respective positions within the organizations should be done along with training and developmental programs provided to them. It could improve their level of skills, knowledge and expertise and make them adapt to the changes easily. Thus, it could be stated that the 7S model would identify the weaknesses and determine the areas where deployment of changes should be done. This would create a perfect business plan and enhance the ability of the organizations to remain flexible enough to the change management processes (Jansson 2013). Recommendations It is recommended to select the most appropriate agents at the beginning of the change management process for strengthening the communication and improving the problem solving skills. It is important to communicate the change management approaches to the staffs at various levels and ensure that the tea members work as a unit. Proper amount of time should be provided along with flexible time scheduling for making the right changes on time and implement incremental changes to make the organization function properly under pressure Recruitment of skilled and knowledgeable workers is recommended for integrating the changes and measuring progress all throughout. Employees should be informed about the changes in structure and culture and the leaders must motivate and encourage them to facilitate changes. Conclusion The report was prepared to discuss about the various aspects of change management process and how it created a positive impact on the organization through changes in structure, culture, strategy and business processes. Few of the major change management models used here were Kotters change management model, Lewins change management model and the McKinsey 7S model. All these theories and models were effective enough to make the organization flexible and adaptable to changes, furthermore could assist the organization to achieving the change management outcomes with ease and effectiveness. The transformation leadership style was managed according to situations, values, beliefs and assumptions made; rather it would allow the organization to focus on preventing failures and replicating business to create a number of choices, develop predictable situations for invention and creation of a better future. References Agrawal, H., Bassu, D., Jain, A. and Zbib, R., Tti Inventions C Llc, 2013.Methods and apparatus for implementing model-based software solution development and integrated change management. U.S. Patent 8,392,873. Ashkenas, R., 2013. Change management needs to change.Harvard Business Review,16(April). Belias, D. and Koustelios, A., 2014. The impact of leadership and change management strategy on organizational culture.European Scientific Journal, ESJ,10(7). Cameron, E. and Green, M., 2015.Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Cummings, S., Bridgman, T. and Brown, K.G., 2016. Unfreezing change as three steps: Rethinking Kurt Lewins legacy for change management.human relations,69(1), pp.33-60. Della Torre, E. and Solari, L., 2013. High-performance work systems and the change management process in medium-sized firms.The International Journal of Human Resource Management,24(13), pp.2583-2607. Doppelt, B., 2017.Leading change toward sustainability: A change-management guide for business, government and civil society. Routledge. Goetsch, D.L. and Davis, S.B., 2014.Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Hayes, J., 2014.The theory and practice of change management. Palgrave Macmillan. Hechanova, R.M. and Cementina-Olpoc, R., 2013. Transformational leadership, change management, and commitment to change: A comparison of academic and business organizations.The Asia-Pacific Education Researcher,22(1), pp.11-19. Jansson, N., 2013. 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