The Extraction Of Dna From A Kiwi Fruit Run Through...

Title: The Extraction of DNA from a Kiwi Fruit Run Through Agarose Gel Electrophoresis. Introduction: In this experiment the use of gel electrophoresis and DNA extraction will be used to see that kiwi fruit has evidence of DNA. The aim is to be able to extract the DNA from a Kiwi Fruit then be able to load then visualize the DNA that was extracted through the use of Gel Electrophoresis. Materials: The materials used were Kiwi Fruit (peeled and cut into triangles), Plastic zip lock bag, I – 10 mL black and red auto pipette and tips, 1000mL of DNA extraction Buffer (combination of 95% water, 5% detergent and 2 table spoons of sugar), piece of Chux cloth, funnel, conical flask, 20 – 200 ÃŽ ¼L yellow and white auto pipette and tips, 15mL tube with lid, texta (permanent marker), Cold Ethanol, ice, container (for the ice), hook, Eppendorf Tube (1.5 mL in volume) containing 1 mL of 70% ethanol. Microcentrifuge, paper towel, distilled water, heat block (55Â °C), Eppendorf Tube (1.5 mL in volume) containing dye, Agarose Gel and a power station that the Gel goes in. Method: First the Kiwi Fruit was placed in the zip lock bag and sealed. The sample was then squished using for 3 minutes by hand, using the 1 – 10 mL auto pipette and tip 10mL of DNA extraction buffer was drawn and placed into the zip lock bag with the squished Kiwi Fruit, discard the tip, and then squished of an extra 2 minutes (trying not to create too many bubbles). Once the solution is combined the Chux cloth

Lester Browns Plan B 4.0 Mobilizing to Save Civilization

Lester Browns Plan B 4.0: Mobilizing to Save Civilization is one of a few books published that reveals in depth planning to ecological sustainability. Lester Brown is the President of a non-profit research organization titled â€Å"Earth Policy Institute,† which he founded in May of 2001. Mr. Brown has developed a four step plan to make the Earth a cleaner and better place. Throughout this paper we will be weighing the pros and cons of Lester Browns four step plan. Lester Brown’s plan has lots of upside but remember; nothing is free, everything produced has an opportunity cost. Mr. Brown is an intelligent human being, but fails to recognize the damage that can be made in producing â€Å"environmental-friendly† objects such as electric cars and windmills. It is also important to understand that every plan created for achieving ecological sustainability will have tremendous downsides. It is a good start, but humans are still decades, maybe even centuries away from creating the correct plan to achieve ecological sustainability. To understand the entirety of Lester Brown’s plan, you must break down each step individually. It is also important to comprehend that Lester’s results from each step could very well be correct but the process of each could do more harm than good. Before revealing plan 4.0, Mr. Brown explains the constraints, setbacks, and conflicts of the current world: skyrocketing food costs, steady increase of hunger (projected 1.2 billion by 2015), limited irrigation

Global Standardization or National of HRM

Question: Discuss about the Global Standardization or National of HRM. Answer: Introduction The present day business world is quite complex and highly competitive and the companies are largely dependent on the condition of their human resources in order to perform well and achieve market competencies. Thus, they are on a constant lookout for talented employees and retain those who are already a part of the company. Deloitte, one of the top accountancy firms in the world, undertakes a number of programs that helps it in managing its human resources and ensuring efficient recruitment and retention of talented employees. Deloitte is one of the top companies in the industry in which it operates and has an approximate workforce of 165,000 employees. The stature that the company has been able to achieve till now reflects its ability to manage its operations as well as the programs intended towards the management of the company. The company believes in recruiting the best and the brightest employees and in retaining all the talented employees working with the company already. To achieve this, the company undertakes a number of management programs, such as Teach first, The Deloitte Career Connections (DCC), etc. that helps the company in ensuring proper management of its human resources. Using such programs, the management of the company is trying to increase its quality of workforce by ensuring right people at the right job and also by trying to retain the employees who are dissatisfied with their jobs using various tests and finding out the right fit for them (Edwards et al., 2016). The results of such exceptional management practices have been extraordinary as the DCC program revealed that the company was able to save $84.4 million by retaining talented employees and avoiding frequent recruitment activities. Further, the company also conducts tests, such as the verbal reasoning aptitude test, in order to identify perspective employees (Deery and Jago, 2015). From the perspective of the company, the management plan is quite effective as it is providing the company with positive results i.e. better recruitment and employee retention, along with a decrease in its operational costs. Allows the company to hire employees from the top graduates in the country after all their skills are already tested practically Allows the company to avoid initial training and development programs for the employees as the recruitment process in itself is a training program Its hiring process enables the employees to learn some important skills that help them in their career throughout their lives Enables the company to test the employees on all the skills and quality standards that it wants its employees to have It helps the employees in learning and developing leadership skills and problem solving techniques through practical experiences The company also has an effective internal recruitment method in which it continuously assesses the skills and competencies of its employees using different tests. The end results allow the company to identify the lacking competencies in its employees and also in identifying their strengths so that they can be reemployed to some other unit of the company if required (Mahmood, 2014). Thus, its internal recruitment strategy in turn helps the management in retaining its talented employees within the organisation Weaknesses: The recruitment process of the company is lengthy as the teach first program alone lasts for two years The recruitment process misses out on some important recruitment steps, such as psychometric and psychological tests, that are important for recognizing the personality of the employees. The recruitment process might make it difficult for the company to cater to the emergency workforce needs The eligibility criteria for the teach first program can limit the number of employees who can apply for the program and can ultimately reduce the size of pool that the company can filter through for fulfilling its human resource demands. The company will also have to look for other methods of recruitment in order to fulfil some posts that are on a lower level in its organisational structure The teach first program that the company uses to hire talented employees can prove to be costlier than most of the recruitment processes that other MNCs use these days. The company has one of the best sets of management techniques that it uses to recruit and retain a talented pool of employees. With such highly efficient techniques, there are certain areas where the company can definitely show improvement. First of all, the company should introduce another hiring process that will be aimed at recruiting employees who will work on a lower job level in the hierarchy while the teach first program should be saved for the important and higher managerial positions because the candidates enrolling in the teach first program are toppers in their field and would not accept lower job profiles or lesser compensations (Swider, Zimmerman and Barrick, 2017). Further, in order to strengthen its recruitment process and to hire the best suitable people for fulfilling the available job profiles, the company should introduce more tests in its recruitment process, such as psychometric and psychological tests (Armstrong and Taylor, 2014). These tests can help the manage ment of the company to assess the attitude and personality traits of the candidates, such as organisational commitment, tendency to quit, aptitude, verbal and communicational skills, etc. which are of high importance and can render some useful results about the capabilities of the candidates. Conclusion Deloitte, without a doubt, is one of the few companies that are recognized throughout the world for their management practise and work culture. The company follows very efficient and effective recruitment, selection and retention techniques to hire and retain a talented pool of employees, such as teach first program, The Deloitte Career Connection, etc. but can still bring about improvements in its managerial processes by looking into the above stated suggestions because business organisations should constantly change themselves in order to remain competitive and to explore new possibilities. References Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice, 13th edition(1st ed.). London: Kogan Page. Deery, M., Jago, L. (2015). Revisiting talent management, work-life balance and retention strategies.International Journal Of Contemporary Hospitality Management,27(3), 453-472. https://dx.doi.org/10.1108/ijchm-12-2013-0538 Edwards, T., Snchez-Mangas, R., Jalette, P., Lavelle, J., Minbaeva, D. (2016). Global standardization or national differentiation of HRM practices in multinational companies? A comparison of multinationals in five countries.Journal Of International Business Studies,47(8), 997-1021. https://dx.doi.org/10.1057/s41267-016-0003-6 Mahmood, M. (2014). Strategy, structure, and HRM policy orientation: Employee recruitment and selection practices in multinational subsidiaries.Asia Pacific Journal Of Human Resources,53(3), 331-350. https://dx.doi.org/10.1111/1744-7941.12057 Swider, B., Zimmerman, R., Barrick, M. (2017).Searching for the right fit: Development of applicant person-organization fit perceptions during the recruitment process.. Retrieved 5 April 2017, from