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KLINEFELTER SYNDROME
Klinefelter Syndrome is a syndrome in which a person has an additional X- chromosome. It is not life consuming, but rather people who have this syndrome can live perfectly normal lives proper treatment and care. If precautions are taken early on. Dr. Harry Klinefelter and his co-workers at Massachusetts center hospital in Boston in 1942 first identified the syndrome. These men were of the first to publish a report on this syndrome in its whole, so as to not leave any questions in your mind about this syndrome.
What is Klinefelter syndrome????
Klinefelter syndrome is a syndrome in which a person inherits an extra X-chromosome making their genetic makeup xxy instead of the normal
How it occurs
This syndrome occurs by natural selection in which the condition arises from chromosomal nondisjunction during meiosis in this process, the 46 chromosomes in the cell separate, ulimatiing producing two new cells having 23 chromosomes each. Before meiosis is completed, however, chromosomes pair with their corresponding chromosomes and exchange bits of genetic material. In women, X-chromosomes pair, in men, the X and Y-chromosomes separate, and meiosis continues. Otherwise it is not something that happens by the law of nature in which you are randomly chosen in its specific frame of how many times it happens, whom it effects, and how it happens. There is really no specific frame in which it invariably happens. It is known through that it happens during the process of meiosis in which chromosomes split.
WHO IT AFFECTS???
Klinefelter Syndrome only occurs in males. This is so because females have a similar condition called Turner’s Syndrome who generally has the same side effects as Klinefelter Syndrome. Instead of having one X chrosomes they have two. Where as in Klinefelter patients are XXY, instead of XY which is the normal.
PROGNOSIS
Although many men can live out their lives without ever seeing the effects of XXY many men do see the effects of XXY, many men do see the effects of this syndrome. Common effects are; tall around six feet, small testes, inability to produce sperm, spare facial and body hair, and gynecomastig. A few associated conditions are:
 infertility
 incomplete masculinization; feminine or pear shaped body
 osteoporosis
 venous disease
 learning, emotional, and mental disorders
 low energy
 low self-esteem
 communications difficulties
 frustration based outbursts
 motor skill issues
 developmental delays
Although these things are Klinefelter Syndrome, many doctors distinguish chromosomal anomalies. From any possible resulting syndrome diseases, and conditions.
For instance, it is relatively important to realize that food justice “ is an analysis that recognizes the food system itself as a racial project and problematizes the influence of race and class on the production, distribution and consumption of food.” (Alkon& Agyeman, 2011, p.5). Having considered these aspects, it is important to realize the change that needs to be set into place in order to make food justice possible. Reflecting on the frameworks that Holt and Shattuck (2011) provide we are able to get a greater understanding on which frameworks are more idealistic to obtain food justice. For instance, I believe that exploring a reformist trend to approach food problems takes into consideration changes that need to be made on a governmental level. It recognizes the need to change the way distribution takes place, which can also be related to the radical trend they mention. Although I personally do not have the answer as to which trend can create more beneficial changes, I think that if we are able to start with small changes to polices and practices already present we can combine both of these trends to benefit consumer
Performance appraisal system serves as a tool to assess employees’ performance and helps to plan and measure the organization’s goals accomplishment. Luthy (1998) suggested that “individual contributions must be based on clear direction, personal planning, individual and team assignments, and well-articulated knowledge, skills, and personal attributes”, to give employees expectations to meet and information that establish the organization performance standard.
“For every family that is impacted by drugs, there are another 10 to 15 families impacted by alcohol abuse. It's a pretty big deal. We have a tendency to only look at part of the puzzle.” (Kevin Lewis). As a society we tend to categorize the severity of addiction in a way that drugs are the most dangerous and alcohol being just a problem. Because alcohol addiction can be a slow progressive disease many people don’t see it in the same light as drug addiction. An addiction to drugs is seen as being a more deadly and dangerous issue then that of alcohol because a drug addiction can happen more quickly and can kill more quickly. Alcohol is something that is easy to obtain, something that is found at almost every restaurant. People with an alcohol addiction can not hide from alcohol as easy as a drug addict. Approximately 7 million Americans suffer from alcohol abuse and another 7 million suffer from alcoholism. (Haisong 6) The dangers of alcohol affect everyone from children with alcoholic parents, to teenagers who abuse alcohol, then to citizens who are terrorized by drunk drivers.
How employee & supervisor will work together to sustain, improve, or build on existing employee performance.
Meiosis is a special type of cell division that occurs during formation of sperm and egg cells and gives them the correct number of chromosomes. Since a sperm and egg unite during fertilization, each must have only half the number of chromosomes other body cells have. Otherwise, the fertilized cell would have too many.
This learning concept allows students to gain an understanding of certain material by applying critical thinking to their areas of study. As a teacher in a physical education class, it is easy to involve these students by giving them an understanding of how the body moves as these types of kids will focus on fundamental aspects of physical performance. These logical learners tend to think about big picture versus small details and could do very well in a physical education class that also introduces anatomy. While incorporating the two subjects to the class these learners will be able to relate certain movements in the gymnasium to the anatomical makeup of each movement they have learned. Teachers also quite often see
Performance Appraisals have been around for several years. Every year employees and managers both dread this time of year. The employees dread it because they are not looking forward to the feedback they will hear from their boss. The boss is dreading it because they are wasting time filling out the “standard” form, and basically checking the box that the appraisal has been completed. In our textbook it states, “Giving performance feedback is the No. 1 dreaded task of managers (Kreitner 283). Performance appraisals should not be a dreaded part of the job for the employer or employee. Employers this it is hard to remember all of the different aspects throughout the year, as well as finding time to present it to the employee. There are many studies that list out the positives and negatives of giving performance appraisals, as well as other alternatives for giving feedback to employees. I feel that performance appraisals, if given correctly, can be positive for both the employee and the company as a whole. My focus for this paper is to learn why performance appraisals are not working and researching other methods such as Management by Objective, Graphic Rating System, as well as 360 Degree Feedback. I will also discuss the history of performance appraisals, as well as the pros and cons.
Performance appraisal is considered a key tool for managerial needs of today’s organizations. Performance appraisal is the process by which organizations evaluate job performance. Usually a performance appraisal system requires a manager to rate each employee’s performance according to performance criteria’s that have already been established over a period of time. Performance appraisal systems also provide a basis for planning improvement as well as means for determining merit increases, transfers and even dismissals.
This paper will describe how an effective performance appraisal can increase employee performance. Effective performance appraisals can benefit an organization by allowing Human Resources to monitor the company objectives and that they are being met. Performance appraisals benefit the employees by allowing them to evaluate their own progress as they strive to be successful. This paper will include sections on the strategic advantages of performance appraisals, potential forms of bias within the appraisal system, as well as how performance appraisals can contribute to the achievement of strategic objectives. Employees and the company benefit because it allows employees to monitor their progress as they strive to improve and the company can monitor
The manager communicates with the members of staff individually on a regular basis providing all the necessary information about the employee’s overall performance as it relates to their roles in the workplace. This performance appraisal is beneficial to employees as it allows them to create an outline for their goals with the greatest effort it should not be used to lower the employee’s level of motivation but seek to increase it.
...omosomes or genetic/chromosomal disorders. The most common type of genetic or chromosomal disorder is Down Syndrome or trisomy 21 (Cherry, n.d.). The condition occurs when a child has three chromosomes at the site of the twenty-first chromosome rather than the normal two. Some of the most common signs of Down Syndrome include round face, thick tongue, slanted eyes, hearing problems, heart defects, and intellectual impairment.
Leadership has been defined in many different ways with many different functions. I define it as a person or organization guiding or directing a group towards a common goal or idea. This may sound simple, but I believe it can be difficult with the fact paced and competitive modern times of today. Leadership can be broken down into traits and principles that not only define a person, business, place, but even an organization. These traits consist of self-confidence, ambition, determination, and adaptation to change. I’ve chosen these traits because I believe these traits help in not only defining a leader they give support in building a strong vision. Building that strong vision is one of the many ways on how to become a great leader as a manager in Corporate America today.
...organizational annual pay and grading reviews, Performance appraisals generally review each individual's performance against objectives and standards for the trading year, agreed at the previous appraisal meeting. Performance appraisals are also essential for career and succession planning - for individuals, crucial jobs, and for the organization as a whole. Performance appraisals are important for staff motivation, attitude and behavior development, communicating and aligning individual and organizational aims, and fostering positive relationships between management and staff. Performance appraisals provide a formal, recorded, regular review of an individual's performance, and a plan for future development.
Performance management is used for the basis of promotion, reduction in force purposes (talent management), gives transparency of what an organization is looking for, merit increases, and lastly it provides protection against lawsuits for unlawful termination by keeping written documentation. Performance evaluations are advantageous to both the organization and the employee. A leading advantage of performance evaluations is it gives the employee an opportunity to create and achieve smart goals. Although performance evaluations primary function is to measure whether an employee is a good fit or a bad fit for the organization, its function is so much a broader. Performance management is tool purposely used to motivate employees to examine themselves and determine if they have selected the profession that is best for them; consequently the feedback an employee receives from their superior supports them with increase their knowledge and