Foot and Mouth essays

Foot and Mouth essays Foot and mouth disease (FMD) is a severe, highly communicable viral disease of cattle, sheep, and swine. It also will affect goats, deer, and other cloven-hoofed animals. This disease is characterized by fever and blister-like lesions on the tongue and lips in the mouth, on the udders, and between the claws. Many affected animals usually recover, but the disease leaves them debilitated. It causes severe losses in the production of milk and meat. This disease spreads widely and rapidly and it carries with it grave economic and physical consequences. Because of these reasons, many livestock owners dread this disease. This disease is caused by a virus. This virus has the ability to remain viable in carcasses, in animal by-products, in water, in such materials as straw and bedding and even in the open pastures. There are seven different types and many subtypes of FMD virus. The animal s can become infected by one or more than one virus types at the same type. Recovered animals can suffer repeated attacks of the disease because immunity to one type does not protect against other types. FMD is spread by animals, people, and materials that bring the virus into physical contact with susceptible animals. Some of the +causes of an outbreak are: v People wear contaminated clothes of footwear or use contaminated equipment v Contaminated animals are introduced to susceptible herds v Contaminated facilities are used to hold susceptible animals v Contaminated vehicles are used to transport animals v Raw or improperly cooked garbage containing infected meat or animals products is fed to animals v Animals are exposed to areas that may have been contaminated with the virus v Cow is inseminated by semen from an infected bull There has been no documented case of human becoming infected with the disease; however, they can carry it on heir clothes and hair, even in their lungs and nostrils, the virus, which kills cloven-hoo...

minutemen essays

minutemen essays The Minutemen and Their World, by Robert Gross, is a novel that explains the years before, during, and after the American Revolution from the citizens perspective in Concord, Massachusetts. The book gives detail about the life of the people that live in Concord and other close by areas. The book also explains how the people of Concord came to support this revolution and become patriots of our great nation. One of the reasons the book illustrated was the economic problem due to overpopulation and not having enough productive land in the area around the town. Also, the New Englanders had grown to hold a strong belief that the taxes that Britain imposed on them were violating their inalienable rights as Men, as Christians, and as Subjects.(Gross 65). There were also other reasons then those stated above, the people of Concord had a great deal of political tensions already. Mainly due to the pressures the patriotic colonists put on the dissenters to conform to their values. Concord started out as just a small shire town where the Middlesex County courts met. It was also a center for trade and communication in the area because of the high quality of roads that ran to and from Concord. These roads made Concord a prime spot for the temporary meeting place of the colonial government. This happened when a huge smallpox outbreak occurred in Boston from 1752 to 1764. This put Concord on the map and helped pave the way for it to become more of a political town. But, even though the colonial government was there for some time, it still took up until 1772 before the citizens of Concord really paid attention to colonial disputes against Britain. They had problems of their own to deal with, and needed to talk mostly about their own land, schools, roads and religious matters. These issues took up most of their time during the few town meetings they held. Concord had many other problems early on as well. Pre...

Chinas Hong Kong Research Paper Example | Topics and Well Written Essays - 2500 words

Chinas Hong Kong - Research Paper Example This protest has been continued till this point of time. Historically, the city of Hong Kong has enjoyed much social and economic freedom. However, this freedom is only limited to the non-political aspects and the political aspect has not been extended to the people of Hong Kong as the existing political administration is being controlled by Beijing which does not believe in democracy and democratic norms. And this has largely affected the social fabric of Hong Kong as this political divide has considerably created a rift in the society in which both supporters and dissenters to the political system exist. In the following parts of this paper, first protest background has been given in which historical perspective relating to political system has been provided. It is followed by the methodology section highlighting the research strategy for collecting the related data. Before the conclusion part, different aspects relating to Central have been discussed and elaborated as well. Â  Hong Kong is a strange city where major types of social and economic rights exist and are exercised by the citizens of this city. Its current political system is based on ‘executive-led’ system in which Beijing and China extend authoritative powers to the executive branch having authority to take administrative and political decisions besides exercising unquestioned political authority for implementing the administrative decisions without requiring approval from Hong Kong’s political structure and the judiciary (Gittings 93).

International Migration Essay Example | Topics and Well Written Essays - 500 words

International Migration - Essay Example The same affects the health facilities in the country and negatively impacts the overall healthcare facilities in the USA. Research has found that illegal immigration affects the citizens of that particular country, especially the poor people and the legal immigrants. It is also found that the taxes paid by these illegal immigrants are far less than the services received by them. Countries like United States of America are trying their level best to counter this by increased border patrol but this is not only reason for illegal immigration, most of the cases occur because of people who overstay even after their visa is expired. United States of America provides Medicaid facilities to the legal and illegal immigrants but this results in a very big loss for the economy of the country because the people take undue advantage of the same by overstaying in the hospitals even after recovery. The Medicaid policies depend on state to state but there are some states in America which provide the young children and elders requiring medical attention with great facilities like free drugs, free nursing and proper med ical attention. Off late the federal law has brought in many restrictions to keep a check on the illegal immigrants, this also ensures a strict check on the money spent on the public welfare.

Organization management Essay Example for Free

Organization management Essay Contents Click to go to section: The organizational problem. The Organizational Development intervention they wanted. The thinking behind the design of the OD intervention. The constraints I needed to work within. The tools I decided to use in the one day workshop. The workshop design. How I used the change puzzle kit. The end result Top Drag Me Contents Click to go to section: The organizational problem. The Organizational Development intervention they wanted. The thinking behind the design of the OD intervention. The constraints I needed to work within. The tools I decided to use in the one day workshop. The workshop design. How I used the change puzzle kit. The end result The organizational problem. I was called into a hospital by their HR manager. The hospital needed to improve 1 of 7 4/9/2013 2:36 PM OD interventions case study. An employee morale problem. file:///C:/Documents and Settings/staff/Desktop/OD interventions case stud morale amongst its nurses. But as I spoke to different stakeholders, the issue became more complex. The HR managers told me that morale amongst nurses was at an all time low. At the same time the hospital was trying to change its culture to become more patient and profit centric. It started off as a morale problem. But as I spoke to different stakeholders, it becam e more complex. The matron of the hospital was concerned about the poor relationships between the nurses, their unit managers and the doctors. The unit managers were upset by the way that doctors by-passed them and shouted at their nurses. The nurses and their managers blamed arrogant doctors for the poor morale in the hospital. The CEO was concerned that the doctors, who he saw as clients and partners of the hospital, were not happy with the service they were getting. The doctors, chose to locate their independent practices at the hospital, but had the freedom to take their business to another hospital, anytime they wanted. Losing specialists to competing hospitals would affect his hospitals brand and offering as well as its profitability. He was also tired of being the only leader in the organization, and wished that the managers would begin to take responsibility and act like leaders. The Organizational Development intervention they wanted. The CEO, matron and HR manager all agreed that they wanted a one-day workshop for all internal managers in the hospital. They wanted the workshop objective to be: To help the managers to develop a common focus regarding what they would need to do as a united team, over the next 18 months. The thinking behind the design of the OD intervention. I knew that I had to provide far more than what theyd asked for in their workshop objective. And far more than even the problems they had briefed me on. In choosing my design for the workshop, I needed a tool that would: Build trust. Allow the managers to vent their frustrations in a way that allowed every manager to be heard. But not in a way that would degenerate into a negative gripe session about the doctors. Get the managers to see all the problems facing the hospital not only their own problems. Get the managers out of the habit of blaming doctors or the hospital for problems that they could resolve themselves. Get them to take responsibility and begin acting as leaders. Get them to stop seeing themselves and their nurses as being victims of the arrogance of doctors, and to start seeing the doctors as important customers of the hospital. Support the move to a patient centered and profit oriented culture. Help them to identify the most important issues that they as a leadership team need to deal with. Help the managers to develop a common focus for the future. One that not only solved their frustrations, but one that would make them excited 2 of 7 4/9/2013 2:36 PM OD interventions case study. An employee morale problem. file:///C:/Documents and Settings/staff/Desktop/OD interventions case stud about their future in the hospital. Help the managers to identify the core changes they would need to make to achieve the future they wanted. Help them identify projects that would help them to implement those changes. To do all of this in a way that would build a leadership team. One in which team members take responsibility and support one another. The constraints I needed to work within. The hospital could only afford the time for a one-day workshop. There would be 32 people in the group. In this workshop, the process would be as important as the content. Therefore the way in which the group developed their own solutions, was as important as the solutions they developed. We needed a process that would encourage participation, buy-in, ownership, build the managers confidence and energize them. The tools I decided to use in the one day workshop. 1. The main tool I used was The Change Puzzle Kit I had one kit for each group of 8 delegates. Each kit consists of: Two laminated charts. (A1 size). The first chart is called The Organisation Of Today. The second chart is called The Ideal Organisation Of The Future. The design on each chart is of the organization as a puzzle comprising 20 organizational development pieces. The organizational development tool I chose for this complex OD intervention was The Change Puzzle Kit. A set of water soluble pens which allows the delegates to write directly onto the laminated charts. The charts can be wiped clean and used again. A box of clue cards to help the groups think about the 20 organizational elements from an Organizational Development and systems thinking perspective, as they complete their charts. 2. The secondary tool I used was a single activity from The Powerful Facilitation cards. These workshop activity cards are designed like recipes. They provide detailed workshop activities to achieve specific workshop goals. I chose a card that helped a group to create a vision in a way that created fun and positive energy. The workshop design. I chose The Change Puzzle Kit because it allows a group to do the complex systems thinking they needed to do to solve their own problems, in a very practical and very participative way. This is the process I followed. To ensure that everyone could participate, I divided the larger group into 3 of 7 4/9/2013 2:36 PM OD interventions case study. An employee morale problem. file:///C:/Documents and Settings/staff/Desktop/OD interventions case stud 4 groups of 8 delegates per group. These groups were mixed to provide as much variety as possible. We mixed the groups so we had different functions (HR, marketing, administration nursing), and people of different ages and races working together in each group. Each group had their own change puzzle kit to work with. I used this diagram to explain the process we would be following which was: We would take a systems thinking photograph of the hospital as it was today with all its frustrations and all its strengths. To do this we would use The Organisation of Today charts and cards. We would do a right brained exercise to look at what the hospital would be like 3 years into the future, if it was delighting its patients, was profitable, and a place where the managers would be proud to work. We would translate that right brain vision of the future back into left brained, systems thinking. We would look at the elements that would need to be in place for that vision to work. To do this we would use The Ideal Organisation Of The Future charts and cards. We would then compare what came out of our two charts. From this, we would choose a few core changes. Changes that would help us to solve the most important of todays problems, and move us towards the future we wanted. We would then create some projects to make achieve these changes. How I used the change puzzle kit. Step 1. Provide an overview of the change puzzle The attention span of most groups for listening to a presentation is less than half an hour. So, to keep the groups attention, I provided a very quick overview of the charts and clue cards they would be using. Step 2. The groups analyze their organization as it exists today using The Organisation of Today charts and cards. 2. 1 Instructions: Each group was given the chart The Organisation Of Today plus the 20 clue cards about the current organization. They were also given a set of water soluble pens. They were asked to write on their chart how they saw their hospital today in terms of each puzzle piece or OD element. They could use the clue cards to help them. Each person was encouraged to write how he/she viewed the situation independently of their group as the group didnt need to achieve a consensus. I also explained that some people see things in a positive light, others in a negative light and others prefer to put down facts. All of these views were equally valuable. 2. 2 Activity: Each group spent about an hour recording their answers. Then instead of having formal feedback, each group simply read what the other groups had written on 4 of 7 4/9/2013 2:36 PM OD interventions case study. An employee morale problem. file:///C:/Documents and Settings/staff/Desktop/OD interventions case stud their charts. This was to prevent a very tedious feedback process and potential conflict. 2. 3 What came out: The three groups were surprised that they had similar responses. For example: They felt their roles were not clear enough. They were too rank obsessed. They felt doctors had too much status and that they needed to be empowered more. There was too much gossip. People operated in cliques. No one was taking responsibility. They felt they needed to acknowledge one another more. They wanted to create a culture where people dont feel intimidated when someone shares skills. But most of all, they were surprised by how much negativity came out. Surely there are some good things too? One person asked. 2. 4 Why this happened: Their common responses were due to two design factors the mixing of the groups, and the systems thinking behind the design of the chart they used. Negative responses are common amongst groups when they analyze their current situation. Groups are more positive when they create their own future. Step 3. Groups develop a vision of the future. I used a creative activity from the Create fun and energy section of the Powerful Facilitation cards. I needed to turn around the groups energy from negative and powerless, to positive and creative. I also needed the groups to develop a vision of their future, which was far more creative than simply that of solving their frustrations of today. As they developed their right brain picture of the future hospital, the groups became energized. Alive. Full of fun. They began laughing. They worked well as a team. They started coming up with brilliant ideas of how they could add value to the doctors, and earn their respect. They created slogans for themselves showing how they would care for their patients, their doctors and one another. This was the turning point of the workshop. Step 4. Groups complete The Ideal Organisation of the Future charts. 4. 1 Instructions and activity I remixed the groups so that each of the four visions were now represented by members within each new group. I then asked the groups to complete the Ideal Organisation of the Future charts. In doing so, I asked them to think about what would need to be in place for them to be able to live their visions. I encouraged them to be creative. This is because I wanted them to come up with more than simply the opposite of the problems theyd identified in their The Organization Of Today charts. I wanted them to capture all the wonderful ideas theyd had in their right brain vision, onto the Ideal organisation of the future charts. I suggested they also look at the future clue cards to generate even more creative ideas. 4. 2. What came out What came out of this activity were wonderful positive ideas that not only solved the problems theyd identified in their organization of today charts, but started achieving all the objectives Id hoped for when designing the workshop. For example, in order to clarify roles, they though of having a monthly picture board, entitled meet the team. They decided to have a day where they would 5 of 7 4/9/2013 2:36 PM OD interventions case study. An employee morale problem. file:///C:/Documents and Settings/staff/Desktop/OD interventions case stud change roles with one another. They decided to have a programme where as managers, they would go back to the floor for a day, to better understand some of the issues that both nurses and doctors faced. They would visit the receptionists of doctors to find out all the doctors preferences. Then they would educate one another and their nurses on how to provide great service to each doctor. They decided that one thing that would demonstrate patient centered care, was to think of ways for caring for families of patients who came from out of town. They created slogans for themselves that demonstrated customer care. They decided to lead their teams by getting each unit to develop their own vision linked to the hospital vision. The team became quite excited about what was possible. 4. 3 Why this happened. The groups energy had already turned during the previous exercise. Building on this, we know that groups are always more positive when they are allowed to be creative, and when they focus on the future. The Ideal Organisation of the Future charts are designed in a way that combines creative thinking and a future vision. Also, by analyzing all the OD elements that would be in place to support their vision, the group could see that achieving their vision was possible and practical. This made them feel hopeful about their future. Step 5. The groups choose core changes. The group was blown away by all their wonderful ideas. But there were too many to implement all at once. They needed to apply the 80/20 principle. Once again I remixed the groups. I asked them to choose 2 changes that would: Solve the biggest problems identified in The Organization of Today charts Help them move towards their most exciting ideas in The Ideal Organization Of The Future charts. I asked them to record these changes in a From and To table. The From would be drawn from The Organization Of Today charts. The To would come from The Ideal Organization Of The Future charts. The four groups were surprised that they all came out with the same core changes. This happened because of the design of The Change Puzzle Kits which gets everyone to use systems thinking, and because we kept mixing the groups. They immediately started volunteering for projects around the core changes. The end result I then got the groups to list what theyd achieved as a leadership team during the day, and what they wanted to do after the workshop. What came out was how amazed they were at what theyd been able to achieve in one day. They left the session excited and motivated. You may also like: Case studies: A strategy implementation case study This describes a two-day workshop. 6 of 7 4/9/2013 2:36 PM OD interventions case study. An employee morale problem. file:///C:/Documents and Settings/staff/Desktop/OD interventions case stud to help an executive and management team to develop a comprehensive plan to implement their strategy. Member tools: Poor morale in the workplace a diagnostic tool Based on a complex decision tree, this powerful coaching tool provides a quick way to diagnose your particular morale problem. It provides over forty possible solutions and helps you choose the best solution for your particular problem. How to rebuild morale after an organizational restructure. 4 OD interventions to rebuild trust, focus, morale and commitment after an organizational restructure. A CEOs guide to implementing strategy What to do after youve developed a strategic plan. How to use your vision to lead an executive team. The 12 steps for aligning your organization to your strategy and getting them to implement it. Develop an innovation system that results in a cultural change. How to develop an innovation culture in your organization. Articles: Team leader skills Managing Morale Managing morale is a key leadership skill because it determines whether or not a team has the energy, confidence and commitment to perform at their best. Inspiration at work How to inspire and motivate your team at work. Practical EQ and SQ tips for leaders. Restructuring Organizations: Leadership problems after an organizational restructure. Typical problems experienced by leaders after a restructuring exercise. The role of a change agent during an organizational restructure. The role a change agent can play during a restructure. When to do strategic planning. Strategic planning as an OD intervention. Participative tools to use in OD interventions The Change Puzzle KitA powerful tool for any OD intervention that requires group participation, systems thinking or a diagnosis of a problem. Powerful Facilitation CardsA set of OD activities to choose from to use in your OD intervention workshop. Winning the Game of Change A powerful planning tool for developing an OD strategy for your organization, or for helping your executive team to plan to implement their strategy. Contains 20 cards covering the major OD interventions. 7 of 7 4/9/2013 2:36 PM.

Islamic Women :: essays research papers fc

Many times when feminists looked at Islamic women they criticized the man for not treating women properly. However, as Jane I. Smith states, women of Islam are not really offended by that fact, on the contrary, they believe that it is better for them. The Holy Koran is the basis for the Islamic believers. It has many interpretations, however there are certain facts that are sure to be clear as to the position of women in an Islamic society. Koran did introduce very significant changes as to treatment of women. Certain women did play powerful roles in societies. However, whatever the earlier realities for women in terms of marriage, divorce, and inheritance of property, it is clear that Islamic men believe that they are above woman. However, they are supposed to support them and make sure that they have everything that they need to help raise their children and praise the god. In Islam, marriage is not a sacrament, as it is in other religions. It is a contract that man and woman sign and in which the woman can clearly includes her own clauses and negotiate terms. It is rare however possible for a man to have more the one wife. However, when that happens the man is responsible for caring and supporting both of them. In order to marry another woman however, the man must have the permission of his first wife. Although Muslim women have had been married at extremely young age, this practice is related to the fact that father and other male relatives generally have chosen the grooms themselves. There are however some discrepancies. Islamic women are not treated equally in the face of the law. â€Å"Ones women statement in the court is equal to half of one man.† The same principle also applies to inheritance and other issues. The Koran states that the man, since he is supporting the woman, should receive twice as much of everything. Until recently education for women in the Muslim world has been minimal.

How did you spend the Kadayawan Festival?

Kadyawan is a festival celebrated by Dabawenyos each year in the month of August. It is celebrated to thank our creator for the good harvest and blessing. There are lots of events, tourist from around the globe, TV Icons visiting and having Mall Shows, Sale and many marked down prices on almost all items in the Malls, Sporting events namely Motocross, Fun runs, marathons and many more. There is also street dance and float parade where each participants showcase the culture and creativity of Dabawenyos and many spectators enjoy the colourful costumes and designs.I spent the Kadayawan Festival with friends, classmate and family. On the first day of the festival me and my Classmates in English 102 namely Erix, Princess and her friend Jela went to a KTV near People’s Park. We sang, danced, and stuffed ourselves with delicious food and snacks. Even if we don’t hit the right pitch of the song we still had fun laughing at ourselves. We had so much fun starting at 4 o’cl ock in the afternoon up to 8 o’clock in the evening. After the KTV we went separate ways and my friend and I went to Gaisano Mall and had our dinner at Pizza Hut then went home.On the second day, my friend and I went to Crocodile Park and watch the motocross. It was my first time to see it in person and I was so amazed to see the stunts like floating in the mid air. I was also impressed to see kids driving side by side with professional motocross racers. After watching motocross we to a restaurant and had some Pancit for snack then went to Nccc Mall. I bought some toys and books for my son. It was so crowded in the Mall because Enrique Gil was there but I was not able to see even just a glimpse of him.Then me and my friend went to Jade by the sea at Times Beach where we had our dinner and sang again in a KTV room. I went home past 10 o’clock in the evening. On the third day, Sunday, My Family went to church. I thank God for the protection and for all the blessings He h ad given me and for the good health especially during the celebration of the Kadayawan. Even if there are bomb threats and the City is on Red Alert, I would say that God shielded my friends, family, love ones and all who Dabawenyos from any harm. I never stop thanking him for everything.Before, I don’t usually enjoy Kadayawan because I only watched it on TV but this time that I had experienced the fun that I’d missed for all those years. But this time, next year I would make sure that in every celebration I will be there to have fun and see the different presentations of our culture. Three days of enjoying was not enough for me but it was still worth it. I would also like to thank our City Mayor for a well organized Festival and especially for keeping the City safe from terrorist attack. I am so lucky to be born in Davao and I am very proud to be called a Dabawenyo.

A Discussion About Animals

There are lots of zoos all over the world. A zoo can be described as the collection of various animal species found in nature. People can know about animals by visiting zoos. Whether animals should be kept in zoos or not,different people have different ideas. Some people are in favor of keeping animals in zoos. However,others argue that keeping animals in zoos ignores animal rights. This essay will discuss the pros and cons of keeping animals in zoos. The main advantage of keeping animals in zoos is that they get saved from dangers of predators. By keeping animals in zoos ensures their safety.At the same time,animals would be kept away from disease if they were in zoos. Moreover,animals in zoos are provided with proper diet. In jungle life,sometimes many animals have difficulty finding foods. In zoos,zoo keepers supply animals with food at a certain time. The animals would have an increased life span because there are no predators and they will never starve for food. In addition,ther e are many interesting facilities in the zoo. Animals can use them for fun. Furthermore,keeping animals in zoos is convenient for entertainment of human beings.Zoos provide a way for people to take a closer look at animals and see how they behave. People visit zoos not only for entertainment but also for educational purposes. Many schools visit zoos to know more about endangered species and the way to conserve them. However,there are also some disadvantages of keeping animals in the zoo. Firstly,it can't be denied that some zoos misuse and violate the animal rights. The workers in some zoos treat animals in a cruel manner. Secondly,animals are kept in zoos for a long time ,they may lose their instinct ability to survive in the natural environment.Animals are equal to human beings. Nobody can suffer from depriving of liberty. In conclusion,we have no right to keep animals in zoos. In my opinion,it is wrong to keep animals in zoos. We should respect animal rights. Animals can survive in the natural environment by themselves. If human beings want to know more about animals,they can read books and search information on the Internet or watch TV instead of visiting zoos. Keeping animals in zoos is not the only way to conserve endangered species. We humans can do much more things to protect animals.

Free Essays on Global Citizenship

â€Å"A woman down in the valley began to scream. It was a wild and terrible sound †¦ Silence followed for as long as it takes to fill lungs with air †¦ before the woman’s breath broke, other voices joined in† (Gourevitch, 1998: 33). In Rwanda, there is a certain responsibility one has to their neighbors. When someone is in danger, they begin to whoop. This is the â€Å"conventional distress signal.† When you hear it, you have a responsibility to whoop also, find whoever is in danger, and help save them from it. â€Å"If you ignored this crying, you would have questions to answer† (34). Under common law in the United States, any person who went to help an individual who was in danger could be sued for any negligence or carelessness committed during the rescue attempt. A very common example is a person moving someone from a severe car wreck that may lead to an explosion. During the move, the victim becomes paralyzed. The victim then could sue his rescuer for paralyzing him, though his life may have been saved by this hasty move. Situations like this discouraged people from helping their neighbors in a time a trouble. Now in many states, Good Samaritan Legislation has been passed to safe guard the rescuer who is only trying to help. Under such statutes, even if the rescue attempt is â€Å"less than perfect, the helping person cannot be sued for additional injuries which he or she might cause† (Pennsylvania Emergency Health Services Council, 2002). The passing of this legislation, along with Rwandan tradition, shows that as human beings we have an ethical obligation to those who we know are in danger. So, should we be responsible to help only those cries of help that we can hear? We live in a shrinking world where the affairs of one country easily effect many others. In this shrinking world, we are also more interconnected through mass media, the Internet, and travel. That being established, it is possible to hea... Free Essays on Global Citizenship Free Essays on Global Citizenship â€Å"A woman down in the valley began to scream. It was a wild and terrible sound †¦ Silence followed for as long as it takes to fill lungs with air †¦ before the woman’s breath broke, other voices joined in† (Gourevitch, 1998: 33). In Rwanda, there is a certain responsibility one has to their neighbors. When someone is in danger, they begin to whoop. This is the â€Å"conventional distress signal.† When you hear it, you have a responsibility to whoop also, find whoever is in danger, and help save them from it. â€Å"If you ignored this crying, you would have questions to answer† (34). Under common law in the United States, any person who went to help an individual who was in danger could be sued for any negligence or carelessness committed during the rescue attempt. A very common example is a person moving someone from a severe car wreck that may lead to an explosion. During the move, the victim becomes paralyzed. The victim then could sue his rescuer for paralyzing him, though his life may have been saved by this hasty move. Situations like this discouraged people from helping their neighbors in a time a trouble. Now in many states, Good Samaritan Legislation has been passed to safe guard the rescuer who is only trying to help. Under such statutes, even if the rescue attempt is â€Å"less than perfect, the helping person cannot be sued for additional injuries which he or she might cause† (Pennsylvania Emergency Health Services Council, 2002). The passing of this legislation, along with Rwandan tradition, shows that as human beings we have an ethical obligation to those who we know are in danger. So, should we be responsible to help only those cries of help that we can hear? We live in a shrinking world where the affairs of one country easily effect many others. In this shrinking world, we are also more interconnected through mass media, the Internet, and travel. That being established, it is possible to hea...

French Words Starting With G, H, I and J

French Words Starting With G, H, I and J Improve your French vocabulary by studying common words in the language starting with letters G, H, I and  J. Listen to the pronunciation of these words and practice using them in context. French Words That Start With G G the letter G French alphabet gab Gabriel Gabriel French names Gabrielle Gabrielle French names gà ¢cher to waste, spoil, botch; to temper, mix MdJ - G une gaffe blunder, clanger/foot in the mouth MdJ - G gager to bet, wager; to guarantee (a loan) MdJ - G un gagne-pain (inf) - job MdJ - G gagner galaxie une galà ¨re galley (of a ship) MdJ - G gamin (adj) - mischievous, playful, childish MdJ - G un gamin (inf) - kid, urchin MdJ - G une gamme range, variety, line (of products), (music) scale MdJ - G des gants (m) gloves Accessories une garderie day-care center, preschool; after-school center/club MdJ - G la gare train station Transportation la gare d'autobus bus station Transportation la gare de mà ©tro subway station Transportation le gaspi (inf) - waste Apocopes gaspiller to waste, squander MdJ - G Gaston French names le gà ¢teau cake Dessert gà ¢ter to spoil, damage, ruin MdJ - G gaver to forcefeed; to fill up, cram MdJ - G le gaz (natural) gas, fizz, wind MdJ - G gazer (inf) - to go, feel, work MdJ - G gazouiller to chirp, to babble MdJ - G gele geler to freeze (literally and figuratively) MdJ - G gà ©mir to moan, bemoan, groan; to creak MdJ - G gencive gà ªner to bother, to hamper (literally and fig) MdJ - G Genevià ¨ve French names gà ©nial (adj) - of genius, inspired; (inf) - great, cool MdJ - G le genou knee Body gentil (adj) - kind, nice, good MdJ - G Georges George French names un gà ©rant manager Professions Gà ©rard Gerald French names gercer to chap, crack MdJ - G gà ©rer to manage, administer MdJ - G une gifle slap, smack MdJ - G Gilbert Gilbert French names Gilles Giles French names giratoire (adj) - gyrating, circular movement MdJ - G un gà ®te shelter, tourist cottage MdJ - G givrà © (adj) - frosted, covered in frost; (inf) - drunk; crazy MdJ - G la glace ice cream, mirror Dessert, Furniture un glaà §on ice cube; block of ice MdJ - G gnon dent, bump, blow MdJ - G gober to swallow whole, (inf) to swallow hook, line, and sinker MdJ - G godiche (informal adj) silly, awkward, lumpish, oafish MdJ - G une gomme eraser School gonfler to inflate, swell; (fam) - to get on one's nerves MdJ - G un/e gosse (inf) - kid MdJ - G se gourer (fam) - to goof, boob, screw up MdJ - G le goà »ter snack Food une goutte drop, gout, (inf) brandy MdJ - G un grain bean, seed, grain, cereal MdJ - G grand (adj) - tall Descriptions un grand magasin department store Shopping une grand-mà ¨re grandmother Family un grand-pà ¨re grandfather Family le gratte-ciel (invariable) - skyscraper MdJ - G gratter to scratch, to make itch, to earn a bit of money MdJ - G le grà © liking, desire MdJ - G la greffe transplant, graft MdJ - G Grà ©goire Gregory French names le grenier attic Home une griffe claw; manufacturer's label, signature stamp MdJ - G grignoter to nibble, gnaw at; to eat away at MdJ - G un gril steak/grill pan MdJ - G grimper to climb, clamber MdJ - G la grippe flu, influenza MdJ - G gris grey Colors grog grogner grumble, grunt, moan MdJ - G grognon (adj) - grumpy, gruff MdJ - G gros (adj) - fat Descriptions un groupuscule (pej) - small political group MdJ - G une grue crane (machinery and bird) MdJ - G guetter to watch, watch out for, lie in wait for; to be at risk of MdJ - G un guichet automatique de banque (GAB) ATM / cash dispenser MdJ - G un guidon handlebars MdJ - G Guillaume William French names un guillemet quotation mark, inverted comma Punctuation Gustave French names Guy Bill French names French Words That Start With H H the letter H French alphabet une habitude habit MdJ - H hà ¢ler to get some sun (can mean to tan or to burn) MdJ - H haletant (adj) panting, breathless; suspenseful MdJ - H hardg hardx un haricot bean Vegetables un hasard coincidence, chance, fate, luck MdJ - H hausser to raise MdJ - H haut hautement highly, very Trà ¨s synonyms Hà ©là ¨ne Helen, Ellen French names hemorroides Henri Henry French names Henriette Henrietta French names l'heure (f) hour, time Telling time heureux (adj) - happy Mood Hexagone (m) Metropolitan France MdJ - H l'hindi Hindi Lang + Nat hisser to hoist, heave, haul up MdJ - H hiver winter Calendar le hockey hockey Hobbies hol (interj) - hello! hang on! MdJ - H un homme a man Liaisons les hommes arrivent the men arrive Optional liaisons Honorà © (honored) French names un hà ´pital hospital Directions hoqueter to hiccup, hiccough MdJ - H un horaire timetable, schedule, hourly employee MdJ - H une horreur horror, awfulness; loathing MdJ - H horripilant (adj) - exasperating, trying MdJ - H hors de service les hors d'oeuvre (m) appetizers Food hors service out of order Travel Hortense French names un hà ´tel hotel Accommodations hotess de l'air houleux (adj) - stormy, turbulent, tumultuous MdJ - H Hugues Hugo French names huit 8 Numbers humide (adj) - humid Weather hydratante hyper (inf) really, mega Trà ¨s synonyms hypertension hypotension French Words That Start With I I the letter I French alphabet ici idà ©e il he, it Subject pronouns Il est It is Dates Il est deux heures. It's two o'clock. Telling time Il est heureux He is happy. Optional liaisons Il est ici He is here. Optional liaisons Il est idiot He's an idiot. Optional liaisons Il est une heure. It's one o'clock. Telling time Il fait .... It is... Weather Il gà ¨le It's freezing Weather illustre (adj) - illustrious, renowned MdJ - I Il neige It's snowing Weather un à ®lotier community policeman MdJ - I Il pleut It's raining Weather Il pleut verse It's pouring Weather ils they Subject pronouns Il s'appelle .... His name is... Introductions Ils arriveront They will arrive at Optional liaisons Ils ont Ils ont eu They had Optional liaisons imbiber to soak, saturate MdJ - I imbu (adj) - pompous, full of oneself MdJ - I immediatement immigration impatient (adj) - impatient Personality impec (inf adj) - great! terrific! Apocopes un imper (inf) - raincoat, mac Apocopes un impermà ©able raincoat Clothing implanter to introduce, settle, establish MdJ - I Impossible ! Impossible! Accent affectif imprà ©gner to soak, permeate, fill, pervade MdJ - I une imprimante printer Office impuissant (adj) powerless, helpless, impotent MdJ - I imputer to attribute/ascribe to; to charge to MdJ - I incontournable inescapable, inevitable, indispensable MdJ - I incroyable indà © indy, independent (music, film, etc) MdJ - I un index index finger, forefinger; index MdJ - I Indien (ne) Indian Lang + Nat indignà © (adj) - unworthy, not worthy MdJ - I inà ©dit (adj) - unpublished; novel, new, original MdJ - I Inà ¨s Inez French names infectà © infiniment infinitely, immensely Trà ¨ssynonyms un infirmier, une infirmià ¨re nurse Professions une information a piece of information MdJ - I information touristique tourist information Travel l'informatique (fem) - computer science MdJ - I un ingà ©nieur engineer Professions inhalateur inondation inopinà © (adj) - unexpected MdJ - I inouà ¯ (adj) - unprecendented, unheard of; extraordinary, incredible MdJ - I inquiet (adj) - worried Mood insister to stress, be insistent, emphasize MdJ - I insomniaque installer to set up, put in, fit out, get settled MdJ - I l'instar de following the example of MdJ - I intelligent (adj) - smart Personality interdit (adj) - banned, forbidden, prohibited; dumbfounded, disconcerted MdJ - I intà ©ressant (adj) - interesting, attractive, worthwhile MdJ - I interet interpeller to call out to; to question; be of concern to, appeal to MdJ - I un intitulà © account holder's name; headings, chapter titles MdJ - I introductions invraisemblable (adj) unlikely, improbable, implausible, unimaginable MdJ - I iode l'irlandais Gaelic (language) Lang + Nat Irlandais(e) Irish (person) Lang + Nat Isaac Isaac French names Isabelle Isabel French names une issue exit, solution MdJ - I Italien(ne), l'italien Italian Lang + Nat itou (informal and old-fashioned) - too, likewise MdJ - I French Words That Start With J J the letter J French alphabet Jacqueline Jacqueline French names Jacques James French names Jacquot Jimmy French names J'ai besoin de jaillir spurt out, gush forth, spring out MdJ - J j'aimerais J'ai oublie J'ai un problà ¨me I have a problem Basic vocab J'ai une question I have a question Basic vocab jalonner to mark (fig); to line, stretch along MdJ - J la jambe leg Body le jambon ham Meat janvier January Calendar Japonais(e), le japonais Japanese Lang + Nat le jardin yard, garden Home le jardinage gardening Hobbies jaune yellow Colors je I Subject pronouns un jean jeans Clothing Jean John French names Jeanne Joan, Jean, Jane French names Jeannine Janine French names Jeannot Johnny French names Je m'appelle .... My name is... Introductions Je ne comprends pas I don't understand. Basic vocab Je ne peux pas manger.... I can't eat... Restaurant Je ne peux pas trouver .... I can't find.... Travel Je ne sais pas I don't know Basic vocab Je parle (un peu de) franà §ais I speak (a little) French. Basic vocab Je prends .... I'm having... Restaurant Jà ©rà ´me Jerome French names Je suis ... I am... Restaurant Je suis allà © I went Optional liaisons Je suis dà ©solà ©(e) I'm sorry Politeness Je suis perdu. I'm lost. Travel Je t'adore I adore you Love language Je t'aime (aussi) I love you (too) Love language Je te prà ©sente .... I'd like to introduce... Introductions je t'en prie it was my pleasure Politeness un jeton token; (in a game) - counter, chip; (fam) - bang, dent MdJ - J le jeu play, game MdJ - J jeudi Thursday Calendar Je vais bien I'm fine Greetings Je vais prendre .... I'm going to have... Restaurant Je voudrais .... I would like... Restaurant Je voudrais parler .... I'd like to speak to.... On the phone Je vous en prie It was my pleasure Politeness Je vous le passe. I'm transferring your call. On the phone Je vous prà ©sente .... I'd like to introduce... Introductions le jogging jogging Hobbies joli (adj) - good-looking Descriptions joliment (inf) really Trà ¨s synonyms jonchà © (adj) - littered, strewn with MdJ - J Joseph Joseph French names Josà ©phine Josephine French names Josette French names joual informal dialect of French spoken in Quà ©bec MdJ - J la joue cheek Body jouir de to enjoy; (slang) - to orgasm MdJ - J des joujoux toys Baby talk jour les jours de la semaine days of the week Calendar joyeux noel jucher to perch MdJ - J juillet July Calendar juin June Calendar Jules Julius French names Julie Julie French names Julien Julian French names Juliette Juliet French names une jupe skirt Women's clothing jupiter un jupon half slip Women's clothing jure le jus juice Drinks justement (adv) - exactly, rightly, just, in fact MdJ - J

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