Ancient Egypt Essay Example for Free

Ancient Egypt Essay Egypt is a country that is situated within the North Africa mainly. It is bordered by the Mediterranean Sea to the north, Sudan to the south, Israel and Gaza strip to the northeast and Libya to the west and red Sea to the east. It is one among the most populous countries in Africa and the Middle East. The best monuments in Egypt are the Giza pyramid complex and it Great Sphinx were built by the ancient civilization of Egypt. The best tourism spot in Egypt is the Red Sea Riviera. When talking about the economy, it has one among the most diversified in the Middle East. To have a better understanding of Egypt, we shall go into the history of Egypt. Around 3150 BC, a unified kingdom was formed by King Menes that led to a series of empire that ruled Egypt for about the next three millennia. The Egyptian culture was flourished during this period and it remained distinct in all aspects like religion, arts, customs and language. The first two dynasties constituted the Old kingdom and they have constructed most of the pyramids in Egypt. The daily life in Egypt revolved around the river Nile and due to the yearly flooding, it several rulers. There was the Roman and Ptolemaic Egypt and the last ruler of that era were enriched the land and thus made it very fertile for cultivation and this bought good wealth to the land. The heights of prosperity were during the reign of the Pharaoh Amenemhat III. A Pharaoh is considered as the most powerful person who was both a political and religious leader of the Egyptian people. Before being a republic, Egypt was ruled by the Cleopatra VII. Then there was the Arab and Ottoman Egypt where Egypt was conquered by the Arabs and Muslims and they ruled for another six centuries in Egypt bringing Muslim religion in the country. In 1517, the Ottoman Turks conquered Egypt which leads a major devastation of the country. With the French invasion by the Napoleon and later Commander of the Albanian regiment, Muhammad Ali, the Ottoman reign came to an end and it led to the British rule. By 1953, the Egyptian Republic was declared with General Muhammad Naguib being the first President. Later by the year 2011, revolutions took place in Egypt and the Mubarak government was stepped down and the first parliamentary elections were conducted. The economy of Egypt mainly depends on agriculture, petroleum exports, media, tourism, and exports of natural gas. Egypt has developed an energy market based on oil, coal, hydro power and natural gas. The FDI (Foreign Direct Investments) have risen considerably in Egypt over the last few years. When being in Egypt, there are tourist locations that should never be missed. A few places are listed here: In Cairo – Pyramids of Giza, Pyramids of Sakkara, Ancient Memphis, The Egyptian Museum, The hanging Church, Santa Barbara are a few to name here. In Luxor – Luxor temple, Valley of the Kings, Ramses III, are a few to mention. At the Red Sea Coast – Red Sea Coast, Marsa Alam, Monastry of St.Paul, are a few to be mentioned. The pyramids are the well known trade marks in Egypt. The culture allowed them to burry bodies of their pharaohs in great tombs called as pyramids and Egypt is ‘The Country’ that has great number of Pyramids which is great to see in this modern era. Egypt celebrates many festivals and carnivals, which is also known as mulid. Ramadan has a great flavour in Egypt and is celebrated with lights and music. An ancient spring festival of Egypt known as the Sham en Nisim has  been celebrated for more than thousand of years. The culture of Egypt dates back to about six thousand years which is a recorded history. Egypt maintained a striking complex that influenced the later cultures of Middle East, Europe and African Countries. Egypt is also recognized as a cultural trend setter of the Arab-speaking world. A beautiful country with a great civilization and a great place to be visited with its beauty and to be seen and understood in all aspects.

Aqa Business Studies Essay Example for Free

Aqa Business Studies Essay Explain two benefits to them of setting up the business as a partnership. (4 marks) Explain two ways that Expresso Printing Ltd could motivate its two new employees (4 Marks) Explain two possible effects on Good for Us of lowering its prices (4 Marks) Good for Us prides itself in providing good customer service. Explain two ways in which Good for Us could provide good customer service (4 Marks) Explain the benefits to Darren of producing a business plan (4 Marks) Explain two benefits to Darren of aiming his product range at a gap in the market (4 Marks) Explain why the charity uses volunteers in the shop and not paid workers (4 Marks) Explain why the profit or loss made in November 2010 has changed from the ? 50 000 profit made in November 2009. (4 marks) Using the data in Figure 1, calculate the profit or loss made by Atkins Ltd in November 2010. (4 Marks) Explain why it is important and how does it benefit Atkins Ltd for having a high quality product. (4 Marks) Explain one advantage and one disadvantage for Jenny of operating as a franchise. 4 Marks) Explain two possible reasons why A to Z Frames has highly paid workers (4 Marks) Explain how STS would benefit from improving its customer service. (4 Marks) State one other source of finance and explain why it might be suitable for Tony and Rima (4 Marks) Explain the possible effects on Meals for All of using cheaper ingredients (4 Marks) Describe the effect that the opening of the new pizza takeaway might have on two different groups of stakeholders of Marco’s business (4 Marks) Explain what other information Marco would need to consider before deciding whether to reduce his price (4 Marks) Explain two advantages to Budget Signs Ltd of using batch production to produces its large range of standard signs (4 Marks) Explain two advantages to Budget Signs Ltd of using job production to produces its large range of standard signs (4 Marks) Explain two disadvantages to Budget Signs Ltd of using batch production to produces its large range of standard signs (4 Marks) Explain two disadvantages to Budget Signs Ltd of using job production to produces its large range of standard signs (4 Marks) State and explain two reasons why the company mainly employs part – time staff State and explain two reasons why the company mainly employs full – time staff Explain two benefits to them of setting up the business as a company. (4 marks) Explain two benefits to them of setting up the business as a franchise. (4 marks) Explain two benefits to them of setting up the business as a partnership. (4 marks)

Evaluating the Value of the Multifactor Leadership

Evaluating the Value of the Multifactor Leadership The Multifactor Leadership Questionnaire (MLQ) is one of the most widely used instruments to measure leadership ability and behaviour in organisations and organisational studies. However this does not mean it is without flaws. This report will describe and discuss the MLQ and its main purposes. It will analyse leadership theories and the ways in which the test resonates with and conflicts with particular theories. In particular it will look at classic and contemporary leadership perspectives and theories and how it has been applied to the development of the MLQ and the Multifactor Leadership Model the questionnaire is based on. This report will show that while there are flaws in the design, construction, validity and practical application of the MLQ, it is a reliable tool when used in conjunction with other leadership selection and development tools and offers much promise in evaluating leadership ability and behaviours, follower reactions and situational attributes. In 1978, Burns proposed that leaders could be distinguished in terms of transactional or transformational leaders (Parry and Bryman, 2006, p 450). In his work, transactional leadership consisted of an exchange process between the leader and follower in which the leader offers a reward for compliance with his or her contract (Parry and Bryman, 2006, p 450) and is based on rewards and punishment. Transformational leadership on the other hand is the process of motivating followers or colleagues to do more than originally expected using charisma, influence and vision by transferring followers attitudes, beliefs and values, as opposed to simply gaining compliance (Parry and Bryman, 2006, p 450; Rafferty and Griffin, 2004, p 330). However, Burns proposed that a leader was either transformational or transactional, and that the two were at opposite ends of the spectrum. In the 1980s, Basss approach was able to draw heavily on Burns work, but hypothesised that successful leaders were transformational and transactional. Bass theory represented a combination of transformational, transactional and non-transactional laissez-faire leadership factors (Antonakis et al, 2003, p 264). Bass propositioned that transformational and transactional leadership styles are separate and independent dimensions that appear simultaneously (Tejeda, Scandura and Pillai, 2001, p 33) and that the transactional attributes would deliver the basic needs of an organisation, while the transformational attributes would foster change and encourage commitment. He believed that every leader displays each of the styles to some extent and called this the Full Range of Leadership Model (Bass, 1998, p. 7). However an effective leader would demonstrate transformational attributes more frequently then transactional attributes. Central to Bass research is the Multifactor Leadership Questionnaire (Hartog, Muijen and Koopman, 1997, p21). The MLQ is a leadership assessment tool that measures leadership behaviour and style. It is the primary measurement tool of research on the theory (Tejeda et al, 2001, p 34). In its most recent format, the MLQ is a short but comprehensive survey of 45 items which measures a full range of leadership styles (http://www.cornerstonecoaching.com.au/MLQ_Questionnaire.html, 20/09/2010).  The MLQ is designed to evaluate the factors that are related to leadership and how these factors determine the efficiency and effectiveness of a leader. It assesses the transformational leadership with five scales: 1) idealised attributes, 2) idealised behaviours, 3) inspirational motivation, 4) intellectual stimulation and 5) individualised characterisation (Muenjohn and Armstrong, 2008, p 5). Three scales are identified as characteristics of transactional leadership: 1) contingent reward, 2) man agement by exception: active and management by exception: passive and one scale for Non-leadership, laissez-faire (Muenjohn and Armstrong, 2008, p 5). It also assesses the outcome of leadership in terms of effectiveness and satisfaction. The current version of the MLQ (Form 5X) was developed based on the results of studies of the previous versions and the feedback of leadership scholars who revised the questionnaire (XXXXX IN Antonakis, Avolio and Sivasubramaniam, 2003, p 265) and is used widely in research and across organisations in leadership assessment and development. Leadership Theories and the Multifactor Leadership Questionnaire The Multifactor Leadership Model has become one of the most widely cited theory of leadership, and while Bass (Bass, 1990b, in Hartog et al, 1997, p19) claims that the transactional-transformational leadership model is a new paradigm, and does not replace or explain other models, the model does in fact integrate ideas from classic and contemporary theories of leadership. Up until the late 1940s, the trait-based approach dominated leadership approaches (Parry and Bryman, 2006, p 448). These theories isolated characteristics that differentiated leaders from non-leaders based on the premise that leaders are born, to an extent, and that the skills required are innate and are not developed over time. The Multifactor Leadership Theory is not a trait based approach however it is evident that there are certain traits exhibited that differentiate a transformational leader from a transactional leader or traits that are not considered as leadership qualities. For instance, confidence (question 25), pride (question 10), optimism (question 9), resiliance and enthusiasm (question 13) are seen as traits of transformational leaders. One question in the MLQ states my associates and followers trust me and exhibit the values I portrayà ¢Ã¢â€š ¬Ã‚ ¦ (www.mlq.com.au, accessed 21/09/2010). In this question, trustworthiness is a trait that is perceived as important for transformational leadership. In fact, Bass approach is based on the concept of the trait or characteristic of charisma. However what the MLQ does not do is state that leadership traits are innate, and that leaders cannot be developed. A key advantage of the MLQ is that it is a tool to assess leadership skills and develop the leader into becoming more effective, efficient and transformational and show where development is required. From inception, the multifactor leadership model incorporated earlier behavioural approaches to leadership (Sashkin, 2004 in Antonakis, Cianciolo and Stenberg, 2004, p 175). Behaviour dimensions are actions that inspires by communicating a vision, actions that express considerations and behaviours that engage and challenge followers to think for themselves (Sashkin, 2004 in Antonakis et al, 2004, p 175). One of the best known approaches to behavioural leadership theories stems from research undertaken by a group of researchers at the Ohio State University. Stogdill and Coons identified two dimensions of leadership in their studies, referred to as consideration or employee-oriented leadership and initiating structure or production-oriented leadership (Antonakis, Cianciolo and Stenberg, 2004, p 7), not dissimilar to transactional, or task focussed leadership. It is important to note that unlike trait based approaches to leadership which focuses on characteristics that is perceived to make a good leader, behavioural approaches emphasise that behaviour can be changed, and through training, individuals can be better leaders. The MLQ is a tool that assesses current behaviour and can be used as a tool to assist in developing individuals to better leaders. In 1967, Fiedlar proposed a contingency model of leadership effectiveness which measured the leadership orientation of the person completing it (Fiedlar, 1967 in Parry and Byrman, 2006, p 449). The leader was either human-relations oriented, that is, considerate of the subordinates feelings and concerned with fostering good relations, or task-motivated (Parry and Byrman, 2006, p 449). Like Burns approach on transactional and transformational leadership, Fiedlar proposed that leaders were either human-relations oriented or task motivated, and could alternate depending on the situational factors. The MLQ however shows that for a leader to be effective, both task oriented attributes and transformation attributes needed to be displayed. The two were not co-dependent. The theory focuses on contingent reward as motivation, and is similar to transactional leader attributes. However, the theory highlighted that since a leaders personality does not change, it is instead necessary to change th e situational factors instead, such as task structure, position power or leader-member relations (Parry and Byrman, 2006, p 449). The MLQ is an assessment tool based on analysing a persons behaviours and attributes and developing or changing their behaviour to transformational leaders rather than transactional or non-leaders rather than the need to change the environment or situation. The multifactor model seems to stem from research conducted from the late 1980s onwards and the theories that became known as contemporary perspectives. One such example is leadership through emotional intelligence (EI). EI is consistently associated with good leadership and is the ability to understand and manage feelings, moods and emotions in self and others (Kupers and Weibler, 2005, p 369). The connection between emotions and transformational leadership was assessed by research conducted in 2001 by Palmer, Walls and Burgess by measuring emotional intelligence in 43 participants in managerial roles using the Trait Meta Mood Scale, and effective transformational leadership attributes were measured by the MLQ. It was found that there was a positive correlation between EI and transformational leadership, a factor that has not been missed by Bass, who declared that leadership is as much emotional and subjective as rational and objective in effect (1999, p 19 in Kupers and Weibler, 20 05, p 369). This and other research has suggested that EI is an important component of transformational leadership, and the ability to utilise transactional attributes when required. In fact, transformational leaders would need to use emotion to communicate vision to gain a response from their subordinates. It is interesting to note that the EI model became prevalent from 1980 onwards. Perhaps for this reason Bass and team insisted that their multifactor leader model was not based on previous classic models of leadership but asserted that there was a positive relationship between EI and transformational leadership. While this report does not propose that the multifactor model does not have any similarities to classic models, it is evident that the model has more similarity with contemporary models of leadership. Further correlations can be made between the multifactor model and the level 5 leadership model and inspirational leadership model. The level 5 leadership model is based on the premise that an effective leader exhibits attributes effective leadership, competent management, contributing team membership and a highly capable individual and can in addition demonstrate personal humility and professional will. Inspirational leadership is a combination of level 5 leadership and EI. Inspirational leaders selectively show their own weaknesses, dare to be different, rely on intuition and ability to read interpersonal cues and practice tough empathy. Attributes of the multifactor model, including inspirational motivations, simulation and consideration are similar to the concepts presented above. Effective leaders will also be transformational and transactional, therefore showing both competent manager and highly capable individual attributes. Strengths and Weaknesses of the Multifactor Leadership Questionnaire Practical Application The MLQ is essentially based on the premise that for a leader to be successful, transactional and transformational attributes need to be displayed. This has also made the test popular and valid in a variety of situations and environments, including structured, task oriented workplaces, such as manufacturing or in a professional services environment, where employee empowerment, charisma and visionary leadership are prevalent. In addition, it is essentially a 360 degree feedback tool, that is used not only to develop the leader but to identify the thoughts of subordinates, thereby increasing accuracy, acceptance, better understanding of performance and gaps in performance and indicates the leadership skills an individual needs to develop to be effective. Based on the results, ineffective leaders can be differentiated from effective leaders. Furthermore, its successful application in a variety of organisations is highlighted by the fact that it has been translated in other languages to decrease the language barrier or cultural implications. What it does not take into account however, is other cultural implications such as preferred or required leadership style or social factors, and research has revealed that different cultures place value certain leadership styles and behaviours to a greater extent than others. Certain cultures for instance, may not value individualise d consideration for instance as much as the cultural norms of collectivist societies in China or India for instance, so attributes valued in the multifactor model may not be ideal in certain cultures. In a study by Shahin and Wright (2004), they highlighted that cooperation and coordination were important for social integration among people in Egypt, stemming from social culture and its dependence on Islam (Shahin and Wright, 2004, 9 203). The MLQ does not take into account social culture and cultural implications and for this reason further questions were added measuring social integration. Shahin and Wright (2004) also noted that the form in which char ismatic leadership portrayed in the Egyptian context has a strong element of authoritarianism (p 504). The leadership style exhibits strong elements of transactional leadership behaviours, where contingent reward and management by exception are required to ensure subordinates perform (Shahin and Wright, 2004, 9 504). Therefore the ideal measurements of the MLQ needed to be customised to suit the context. In addition Validity and Design As noted above, key to the multifactor model is based on the premise that the theoretical background stems from classic and contemporary leadership, and is based on developing leaders, not that leaders are born. The MLQ is widely accepted and used and extensive research has been conducted that highlights its validity and reliability to measure management behaviour and performance (Agle, 1993; Carless, Mann and Wearing, 1995; Lowe, Kroek and Sivasubramaniam, 1996). It has emerged from a through and rigorous research process over the past fifteen years (Whitelaw, 2001, p 1). Part of its success in implementation in todays business world is its success in integrating emotional intelligence into the attributes of transformation leaders. Based on the results, training, support, mentoring and coaching can be provided to the leader. It would be very difficult in criticising the MLQ in terms of its application, as the multifactor leadership questionnaire (MLQ) is widely used in academic research and also a broad range of different organisations across many cultures (Anatonakis et al, 2003; Krickbride, 2006). The evidence of this is the fact that the MLQ has been translated into ten different languages, and has extensively been used in organisations globally in the following sectors in many sectors such as training, consulting, financial and insurance institutes, law firms, hospitals, mining and manufacturing businesses, media, government, marketing, gaming industry, defence, retail, property businesses, education etc. However, research (House, 1997) reveals that different cultures vary immensely in the value they give to certain leadership styles and behaviours. This may lead to a problem in the potential application of the MLQ as leadership behaviour that is valued by the MLQ (e.g. individualised consideration t owards subordinates) might violate certain cultural norms of collectivist societies e.g. India and Japan. Furthermore, a research conducted by Connelly, Zaccharo, Threlfall, Marks and Mumford (2002) reveals that questionnaires like MLQ in which subordinates and peers provide evaluation, fail to measure certain types of leadership skills, as they might be less observable e.g. knowledge, problem-solving and judgement capabilities.   The ***** provides valuable insights into the effectiveness of public organizations, especially on the point that the criteria are multiple, shifting, and conflicting (Rainey, 2003) The MLQ is capable of measuring the extent to which leadership is ***** considerate, providing the ***** with support, mentoring, ***** coaching (*****, p. 5). Established ***** (Bass). In addition, the MLQ: *****. Differentiates effective and ineffective leaders ***** all organizational levels; 2. Assesses the effectiveness ***** an entire organizations leadership; 3. Is valid ***** cultures ***** types of organizations; *****. Is ***** to administer, requires 15 minutes to complete; 5. Has ***** extensively ***** and validated; 6. The MLQ provides the best relationship ***** survey data to organizational outcome; and, 7. The MLQ has become ***** benchmark measure of Transformational Leadership (***** *****) The data developed from the ***** to date have been shown to highly correlate with ***** with effectiveness, performance, ***** satisfaction (Bass, p. 83). In addition, the feedback of MLQ results can also be used for mentoring, counseling, coaching, and training; MLQ scores might also be used profitably to identify executives to head ***** ventures (Bass, p. 84). Theoretical background is based on developing leaders, not that leaders are born EI aspects present in MLQ Plenty of research and used widely, accepted 360 degree feedback, tool to identify the thoughts of subordinates practical application design validity Weaknesses of Multifactor Leadership Questionnaire Cultural factors e.g. org culture Environmental factors, economy (crisis) Type of organisation e.g. manufacturing organisation might need diff style of leadership to professional services firm Reliance on honesty Self-evaluation Does not consider variance in thought or ideology Some questions may not apply in certain situations Opportunities and Threats of the Multifactor Leadership Questionnaire practical application design validity Conclusion

Process Essay - How an Aerosol Can Works -- Expository Process Essays

How an Aerosol Can Works   Ã‚  Ã‚  Ã‚   At one time or another, most of us have probably used an aerosol can.   With just a push of the button, we easily and quickly apply just the right amount of furniture polish, bathtub cleanser, or underarm deodorant.   It is obvious to us that the aerosol can is more convenient than the old-fashioned jars of liquid polish or cans of powdered cleanser, which can spill or be applied too thickly.   At the same time, however, most of us probably do not know how the aerosol can works.   We accept its ease and convenience without realizing that the aerosol can is quite a complex container.   Ã‚  Ã‚  Ã‚   An aerosol is not a simple cleaner or polish; it is a colloidal system.   That means it consists of finely divided liquid or solid particles, called a product, dispersed in and surrounded by a gas.   The most commonly used gases, or propellants, are chlorinated hydrocarbons, butane, propane, isobutane, vinyl chloride, and nitrogen.   Nitrogen is used particularly for products when the taste or smell of the propellant is not desired in the product, for ex...

With reference to An Arrest and An occurance at Owl Creek bridge Essay

With reference to An Arrest and An occurance at Owl Creek bridge Explore Ambrose Beirce's treatment of the theme of justice. Leann Parker With reference to 'An Arrest' and 'An occurance at Owl Creek bridge' Explore Ambrose Beirce's treatment of the theme of justice. Ambrose Beirce lived between the years of 1842 - 1914 ,though his date of death can not be for certain. He lived during the period of the civil war and was the author of supernatural stories. He wrote those stories because he was interested in the war and crime and this led too his two books; 'Tales of soldiers and civilians' and 'Can such things be?'. Justice also played a huge part in Beirce's opinion. He believed that justice had changed during the Civil war and that what was happening was somewhat unfair. He expressed this in a way to make us feel sympathetic. In each state their were different laws ,something you could do in Kentucky you might not have got away with in New York City ,justice was givenfor many different reasons. Law during the Civil warwas very different and the sheriffs (not police) found keeping Law and order very difficult. The two main stories he wrote about were 'An Arrest' and 'An occurance at Owl Creek bridge'. Beirce wrote his stories on the theme of justice and he done this because he wanted to explore the mind and feel hope and peace. The first story 'An Arrest' is about a man Orrin Brower , a fugitive on the run. He was sent to prison for murdering his brother-in-law and has longed for freedom ever since. He eventually manages to escape and runs into the forest but gets lost. He finally makes his way onto a road but on the other side spots a figure of justice who takes him back to the jail but on... ...help out, farquhar thinking he was on his side, he is then hung for doing something bad but his last 3 seconds turn into a lifetime before he is actually hung. Ambrose Beirce chose an innocent man called Peyton Farquhar as his main character because he wanted us to feel sorry for him and angry with the officers for causing the pain inflicted. Farquhar took the role in the war because he had always wanted to be part of it.He was not allowed to fight for his own country so when the enemy tricked him, he was no wiser and was trying to help his side and so he did what the enemy wanted. ' I observed that the flood of last winter had lodged a great quantity of driftwood against the wooden pier at this end of the bridge. it is now dry and would burn like a tow'. In the last moments of his life we learn so much about his personality, feelings and thoughts.

The Role of Female African American Sculptors in the Harlem Renaissance

The Role of Female African American Sculptors in the Harlem Renaissance The Harlem Renaissance, a time of global appreciation for the black culture, was a door opening for African American women. Until then, African Americans, let alone African American women, were neither respected nor recognized in the artistic world. During this time of this New Negro Movement, women sculptors were able to connect their heritages with the present issues in America. There is an abundance of culture and history to be learned from these sculptures because the artists creatively intertwine both. Meta Warrick Fuller and Edmonia Lewis, two of the most popular sculptors of this time, were able to reflect their native heritages and the dynamics of society through their artwork. Meta Warrick Fuller and Edmonia Lewis were two of the most renowned women sculptors during this time. Fuller and Lewis’ pieces showed how they connected with the social happenings of the time as well as portraying their African roots. Often their subjects were chosen to serve as a political mission or statement as to their feelings of societal issues. Often their subjects were chosen to serve as a political mission or statement as to their feelings of societal issues. Their sculptures support the idea that these women were products of living within a contact zone. As artists began to gain recognition in the artistic world, they continually represented what it meant to be black in America. Personalities and individualism were displayed through their work while simultaneously portraying the political, social, and economic conditions of being black. This idea runs parallel with Mary Louise Pratt’s (1990) definition of a contact zone. She defines it as a "term to refer... ...central rather than peripheral in the forging of a more liberating and intelligent visual culture in the United States" (p. 37). Works Cited Jackson, P. (1992). (in)Forming the Visual: (re)Presenting Women of African Descent. International Review of African American Art. 14 (3), 31-7. Kleeblatt, N. (1998). Master Narratives/Minority Artists. Art Journal, 57 (3), 29. Powell, R. (1998). Art of the Harlem Renaissance. American Art Review, 10 (2), 132-137. Pratt, M. (1990). Arts of the Contact Zone. Richardson, M. (1995). Edmonia Lewis’ The Death of Cleopatra Myth and Identity. African American Art. 12(2), 36-52 Savannah, G. (1998). African American Women Sculptors. American Art Review, 10, 162-5. Scwartz, B. (1997). African-Americans in the Visual Arts: A Historical Perspective. http://www.cwpost.linet.edu/cwis/library/aavaahp.htm

Animal Abuse

Many people have taken animals for granted since a long time. Thomas Edison once said, â€Å"Non-violence leads to the highest ethics, which is the goal of all evolution. Until we stop harming all other living beings, we are still savages. † Animal cruelty is an ongoing problem that many people disregard in today’s society. It is mainly caused by the use, neglect, and intentional mistreatment of animals, all of which can still be prevented by stricter laws, awareness, and education. It’s said that an animal dies in a laboratory every three seconds. An estimated 25 to 35 million animals are helplessly used in the United States each year for three main purposes; biomedical and behavioral research, education, and drug and product testing (Fox, 58). Animals range from mostly rodents to rabbits, cats, dogs, and monkeys. The conditions in which laboratory animals are kept in are not good at all. Cages are too small and the animals are deprived of social interaction (59). Three examples of the use of scientific research on animals are the Draize test, LD/50 test, and toy tests. The Draize test is the most common procedure to test for irritation. Animals used in this test are rabbits, mainly due to their extremely sensitive eyes. Because rabbits have no tear ducts, it makes it easier for scientists to observe because the rabbits cannot wash test materials out of their eyes. In performing this test, a rabbit’s head is placed in stock to prevent the animal from scratching or pawing at the eye in which a substance has been placed. The lower lid of one eye is pulled down and away from the eye. Then, the test substance such as nail polish remover, shampoo, or mascara is dropped into or smeared on the eye. The other eye acts as a control. Testers look for redness in the affected eye, swelling, and other signs of irritation. Corneal ulcers and blindness are often the result. After the test, the rabbits are either killed or used in another test (McCoy 47). The LD/50 test was developed in England in 1927, by a mathematician. This test is often criticized as unreliable and cruel. The objective of this test is to measure how much of a chemical is required to cause death. The majority of animals used in this test are dogs, rats, hamsters and guinea pigs. In just one single test, up to 200 animals may be used. Laboratory animals are force-fed toxic substances by a stomach tube. Then the animals are observed for two weeks or until death. The animals that survive are usually killed later, as if it’s nothing. Other procedures include the inhalation of a chemical or substance. Animals are forced to breathe the vapor or powder of a chemical or substance. Sometimes, these chemicals are applied to the skin of an animal. In all these tests, observers look for signs of poisoning, bleeding from the eyes, nose, or mouth, difficulty in breathing, tremors, paralysis, and coma (McCoy 106). Toys are often needlessly tested on animals to determine their safety. To test toy guns, manufacturers point the guns in animals’ faces and see if the plastic pieces discharged hurt the animal. Substances like modeling clay are force-fed to animals to test its toxicity. Other tests involve dropping toys on animals to see if any parts hurt them. Not only are these tests cruel, they are unnecessary. Most toy companies have new high-tech methods of testing their toys for safety without harming animals (Various Authors, 61). Animals weren’t created to entertain. Examples of this are the zoos, circuses, and rodeos. At zoos, large captive animals pace back and forth in small pens and other animals just lie around in their cages bored. Many healthy animals are snatched out of their natural habitats and brutally transferred to a cage, where they are prevented from following their most basic instincts, such as gathering food. When capturing chimpanzees, poachers usually shoot the mother and kidnap the child. After all this, statistics show that only one in ten baby chimps survive the journey to the zoo. Zoo animals also suffer from mistreatment. They lack privacy and cannot live according to their natural needs. Aquatic animals have very little water, animals that once lived in herds are alone, and animals of all types are prevented from natural mating, flying, running, climbing, and other instinctive behaviors. Animals bred in zoos are often sold to laboratories for experiments or to circuses. Some zoo animals end up in â€Å"wild game† parks or hunting preserves; where people pay thousands of dollars to shoot a lion or tiger at point-blank range (Various Authors, 64). Both the Draize test and LD/50 test should be banned. They are not only inaccurate, but the Humane Society of the United States stated that its results are of little value in diagnosis and treatment (McCoy, 49). The toy tests should just be completely banned because it is just plain mean and pointless. Many people don’t realize this but circuses are one of the greatest examples of people’s cruelty to animals. Not only are circus animals taken out of their natural habitats, they are confined in cramped cages. Sometimes they have inadequate food and drinking water. When it comes to training, they endure tight collars/muzzles and are whipped, prodded to perform senseless tricks for the sake of entertainment. Some circus animals are drugged to make them more obedient, and others have their teeth and claws removed. When circus animals have outlived their usefulness, they are usually sold to zoos, private collectors, game farms, or research laboratories. They don’t get a moment of peace, even after they are done performing (Various Authors, 65). Rodeos are basically defined as a demonstration of a person’s domination over an innocent animal, rather than their skill in riding. Rodeo animals suffer a lifetime of stress by being transported from one rodeo to another. These animals are captive performers, housed in tiny trailers and pens, then whipped into frenzy for the sake of a show. Electric prods, sticks, painful ointments, and other devices are used to enrage animals and keep them in line. Many suffer severe bruising, neck and back injuries, internal hemorrhaging, and broken bones. Several rodeos don’t even offer veterinary care to animals, which often undergo open wounds, skin infections, cracked hooves, and other maladies (Various Authors, 66). There are various and simple preventions to help stop animal cruelty. One being PETA; one of the many organizations for animal rights. PETA is responsible for ending the use of the Draize test. Their tactics consists of organizing boycotts, promoting shareholder resolutions and alerting the general public (McCoy, 47). Although the federal Animal Welfare Act was created, the animals being researched in laboratories receive little protection under this act because the United States Department of Agriculture does an inadequate job of inspecting animal research facilities, and an even worse job enforcing the law when violations are found. If this act is taken seriously, there would be fewer problems. There are countless alternatives to scientific research including non-animal laboratory tests, clinical tests on human beings, cell and tissue cultures in vitro; microorganisms and other species believed to have limited or no feeling for pain or suffering. There is also a large data base of ingredients and products that have been previously tested, as well as computer models that can provide answers in research procedures or techniques. This alternative would involve fewer animals per experiment/study and that leads to less pain and discomfort (McCoy, 52). Another easy prevention is education. Respect for animals is learned, not inborn. In reality, children have complex feeling about animals, including fear, and the potential to be cruel. Children need adults’ guidance and supervision when it comes to animals. It’s hard for children to understand because children are exposed at a young age, the stereotype of how animals are. Dogs, cats, rabbits are often portrayed as the good ones, while snakes, bears, and cheetahs are seen as the dangerous, bad guys. Despite these stereotypes, all animals are equal and should have the chance to be treated fairly. Other ways to teach children to be kind to animals are writing letters to companies that test on animals, and reading books about friendly animals (Harnack, 89). All these preventions are straightforward and simple to follow. Animal cruelty is an ongoing problem that many people disregard in today’s society. It is mainly caused by the use, neglect, and intentional mistreatment of animals, all of which can still be prevented by stricter laws, awareness, and education. Clearly, empathy is no longer understood or experienced. It is not too late to help animals who suffer every moment of their lives in unethical experiments and abuse inflicted on by humans.