The Difference Between Purines and Pyrimidines

Purines and pyrimidines are two types of aromatic heterocyclic organic compounds. In other words, they are ring structures (aromatic) that contain nitrogen as well as carbon in the rings (heterocyclic). Both purines and pyrimidines are similar to the chemical structure of the organic molecule pyridine (C5H5N). Pyridine, in turn, is related to benzene (C6H6), except one of the carbon atoms is replaced by a nitrogen atom. Purines and pyrimidines are important molecules in organic chemistry and biochemistry because they are the basis for other molecules (e.g., caffeine, theobromine, theophylline, thiamine) and because they are key components of the nucleic acids dexoyribonucleic acid (DNA) and ribonucleic acid (RNA). Pyrimidines A pyrimidine is an organic ring consisting of six atoms: 4 carbon atoms and 2 nitrogen atoms. The nitrogen atoms are placed in the 1 and 3 positions around the ring. Atoms or groups attached to this ring distinguish pyrimidines, which include cytosine, thymine, uracil, thiamine (vitamin B1), uric acid, and barbituates. Pyrimidines function in DNA and RNA, cell signaling, energy storage (as phosphates),  enzyme regulation, and to make protein and starch. Purines A purine contains a pyrimidine ring fused with an imidazole ring (a five-member ring with two non-adjacent nitrogen atoms). This two-ringed structure has nine atoms forming the ring: 5 carbon atoms and 4 nitrogen atoms. Different purines are distinguished by the atoms or functional groups attached to the rings. Purines are the most widely occurring heterocyclic molecules that contain nitrogen. They are abundant in meat, fish, beans, peas, and grains. Examples of purines include caffeine, xanthine, hypoxanthine, uric acid, theobromine, and the nitrogenous bases adenine and guanine. Purines serve much the same function as pyrimidines in organisms. They are part of DNA and RNA, cell signaling, energy storage, and enzyme regulation. The molecules are used to make starch and proteins. Bonding Between Purines and Pyrimidines While purines and pyrimidines include molecules that are active on their own (as in drugs and vitamins), they also form hydrogen bonds between each other to link the two strands of the DNA double helix and to form complementary molecules between DNA and RNA. In DNA, the purine adenine bonds to the pyrimidine thymine and the purine guanine bonds to the pyrimidine cytosine. In RNA, adenine bonds to uracil and guanine still bonds with cytosine. Approximately equal amounts of purines and pyrimidines are required to form either DNA or RNA. Its worth noting there are exceptions to the classic Watson-Crick base pairs. In both DNA and RNA, other configurations occur, most often involving methylated pyrimidines. These are called wobble pairings. Comparing and Contrasting Purines and Pyrimidines The purines and pyrimidines both consist of heterocyclic rings. Together, the two sets of compounds make up the nitrogenous bases. Yet, there are distinct differences between the molecules. Obviously, because purines consist of two rings rather than one, they have a higher molecular weight. The ring structure also affects the melting points and solubility  of the purified compounds. The human body synthesizes (anabolism) and breaks down (catabolism) the molecules differently. The end product of purine catabolism is uric acid, while the end products of pyrimidine catabolism are ammonia and carbon dioxide. The body does not make the two molecules in the same location, either. Purines are synthesized primarily in the liver, while a variety of tissues make pyrimidines. Here is a summary of the essential facts about purines and pyrimidines: Purine Pyrimidine Structure Double ring (one is a pyrimidine) Single ring Chemical Formula C5H4N4 C4H4N2 Nitrogenous Bases Adenine, guanine Cytosine, uracil, thymine Uses DNA, RNA, vitamins, drugs (e.g., barbituates), energy storage, protein and starch synthesis, cell signaling, enzyme regulation DNA, RNA, drugs (e.g., stimulants), energy storage, protein and starch synthesis, enzyme regulation, cell signaling Melting Point 214 C (417 F) 20 to 22 C (68 to 72 F) Molar Mass 120.115 gmol1 80.088 g mol1 Solubility (Water) 500 g/L Miscible Biosynthesis Liver Various tissues Catabolism Product Uric acid Ammonia and carbon dioxide Sources Carey, Francis A. (2008). Organic Chemistry (6th ed.). Mc Graw Hill. ISBN 0072828374.Guyton, Arthur C. (2006). Textbook of Medical Physiology. Philadelphia, PA: Elsevier. p. 37. ISBN 978-0-7216-0240-0.Joule, John A.; Mills, Keith, eds. (2010). Heterocyclic Chemistry (5th ed.). Oxford: Wiley. ISBN 978-1-405-13300-5.Nelson, David L. and Michael M Cox (2008). Lehninger Principles of Biochemistry (5th ed.). W.H. Freeman and Company. p. 272. ISBN 071677108X.Soukup, Garrett A. (2003). Nucleic Acids: General Properties. eLS. American Cancer Society. doi:10.1038/npg.els.0001335 ISBN 9780470015902.

John Beckett s The Glorious Revolution - 971 Words

John Beckett mentions that â€Å"the Glorious Revolution† has been considered a historical event related to the political issues. The main target of this historical event was to create a commercial freedom in Europe. After this revolution was done, trade relations in Europe went up, and the Bill of Rights was also created in 1689. Today, the Bill of Rights is shown and knowns that it was the first building stone for â€Å"the British constitution† because it limited the monarchic power. During the eighteenth century, the period of the Age of Enlightenment is considered â€Å"from 1713 to 1789† because Anthony Pagden states that Europe was like â€Å"a republic of states,† and it was like a union acting together and talking with one voice. The Age of Enlightenment was totally an act of improvement in trade, preventing and thwarting religion related wars, and monarchic rules. E. P. Thompson mentions that â€Å"the first industrial revolution† occu rred in England, and he mentions that there were not many modern things, but there was only a clock making industry. The discoveries of new places, peoples and things also brought the Agricultural revolution, financial improvement, and the Enlightenment and the Scientific progress, and all of these new findings and innovations triggered to form the Industrial Revolution in England. Hence, the Glorious Revolution, the Age of Enlightenment and the Industrial Revolution should be considered as the first historical roots of the European Union because these

Susan’s intervention plan Free Essays

Reply to Response #1 I agree with you. Susan’s intervention plan is a good one and might just work given the necessary support from everyone concerned. Carl is not a hopeless case. We will write a custom essay sample on Susan’s intervention plan or any similar topic only for you Order Now His having been diagnosed with a behavior disorder which was apparently caused by his parents’ divorce three months previously did not make him a basket case. Actually, what Carl needs is attention and love which he feels was denied him by his parents as a result of their separation. Susan should therefore convince Mrs. Taylor that totally giving up on Carl by taking him out of her class altogether would not help at all. On the contrary, it would aggravate the situation as it would only remind him of the betrayal he believes he suffered from his parents. My reading of the case is that Carl could be saved if only everybody – his parents, Mrs. Taylor, and Susan – are prepared to show him that they would not give up on him. Carl is only misbehaving because he wants attention. Totally denying him of such attention might push him towards the point of no return. Reply to Response #2 Yes, it is evident that what Nancy really wants is to have Carl out of her class. She is not interested in doing anything more for him and appears to have entirely lost her patience. However, patience is what Carl needs most. He has been showing disrespect not only to Nancy but to the other teachers as well because his behavior disorder was caused by what he believed was an act of betrayal on the part of his divorced parents. In other words, he is merely taking it out on them. If the teachers at Skyler K through 12 Comprehensive School are not patient with Carl, his behavior disorder might develop into something more damaging. Reply to Response #3 I agree that talking with Carl might help. Susan could arrange a one-on-one session with Carl after class and establish rapport, befriend him. It could be that an adult friend is what Carl really needs under the circumstances, having â€Å"lost his parents to divorce. † I also agree with you that Carl’s behavior could very well be a defensive posture on Carl’s part because apparently, he has started feeling â€Å"unsafe† after his parents separated. In other words, Carl is feeling inadequate and insecure and persecuting him – like taking him out of Nancy’s class altogether – might push him over the edge. How to cite Susan’s intervention plan, Papers

Anatomy and Physiology free essay sample

The vagina is a  thin-walled tube 8 to  10 cm  long. It lies between the bladder and rectumand extends from the cervix to the body exterior. Often called the birth canal, the vagina providesa passageway for the delivery of an  infant and for the menstrual flow to leave  the body. The cervix (from Latin neck) is the lower, narrow portion of the uterus where it joinswith the top end of the vagina. Approximately half its length is visible with appropriate medical equipment; the remainder liesabove the vagina beyond view. It is occasionally called cervix uteri, or neck of the uterus. During menstruation, the cervix stretches open slightly to allow the endometrium to beshed. This stretching is believed to be part of the cramping pain that many women experience. Evidence for this is given by the fact that some womens cramps subside or disappear after their  first vaginal birth because the cervical opening has widened. We will write a custom essay sample on Anatomy and Physiology or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The portion projecting into the vagina is referred to as the portio vaginalis or ectocervix. On average, the ectocervix is three cm long and two and a half cm wide. It has a convex,elliptical surface and is divided into anterior and posterior lips. The ectocervixs opening is calledthe external os. The size and shape of the external os and the ectocervix varies widely with age,hormonal state, and whether the woman has had a vaginal birth. In women who have not had avaginal birth the external os appears as a small, circular opening. During childbirth, contractions of the uterus will dilate the cervix up to 10 cm in diameter  to allow the child to pass through. During orgasm, the cervix convulses and the external osdilates. The uterus is shaped like an upside-down pear, with a thick lining and muscular walls. Located near the floor of the pelvic cavity, it is hollow to allow a blastocyte, or fertilized egg, toimplant and grow. It also allows for the inner lining of the uterus to build up until a fertilized eggis implanted, or it is sloughed off during menses. The uterus contains some of the strongest muscles in the female body. These muscles areable to expand and contract to accommodate a growing fetus and then help push the baby outduring labor. These muscles also contract rhythmically during an orgasm in a wave like action. It20 is thought that this is to help  push or guide the sperm up  the uterus to the fallopian tubes wherefertilization may be possible. The uterus is only about three inches long and two inches wide, but during pregnancy itchanges rapidly and dramatically. The top rim of the uterus is called the fundus and is alandmark for many doctors to track the progress of a pregnancy. It is only after all alternative options have been considered that surgery isrecommended in these cases. This surgery is called hysterectomy. Hysterectomy is the removalof the uterus, and may include the removal of one or both of the ovaries. Once performed it isirreversible. After a hysterectomy, many women begin a form of alternate hormone therapy dueto the lack of ovaries and hormone production. The Fallopian tubes are paired, tubular, seromuscular organs whose course runs mediallyfrom the cornua of the uterus toward the ovary laterally. The tubes are situated in the upper  margins of the broad.

The Influence of Emotions on Organizational Change

Introduction Acceptance of change within an organization depends on the emotional state of employees and managers. The behavior, feelings and attitudes of employees within an organization are influenced by their emotions (Zerbe 2008, p. 173). It is important to highlight the interpersonal effects of emotions in order to comprehend the exact influence of emotions within an organization.Advertising We will write a custom essay sample on The Influence of Emotions on Organizational Change specifically for you for only $16.05 $11/page Learn More The domains of organizational behavior are very essential in understanding the effect of emotions on the performance of employees (Zerbe 2008, p. 173). Organizational behavior domains such as leadership, group decision making and customer service require emotional intelligence from the parties involved. Emotional intelligence is a very valuable attribute that all stakeholders within an organization need to possess (Ze rbe 2008, p. 174). The success or failure of an organization actually depends on the level of emotional intelligence among its employees and managers. This paper will highlight the role of emotions in the management of organizational change. Discussion Many organizations have always underestimated the effect of emotions in the day activities of an organization (Weick 1999, p. 364). In fact, the topic of emotions never featured in the past until recently when managers realized that emotions actually play a significant role in the success of an organization (Weick 1999, p. 364). Many organizations are now taking the subject of emotions very seriously after discovering its significance. Organizations believed that emotions could only be expressed at home but they forgot that employees still remained human despite being at the workplace (Weick 1999, p. 364). The corporate world is now discovering that the positive emotions of employees should not be left at home because they are crucial to the success of an organization. A recent research indicates that the productivity and creativity of employees is affected in a great way by emotions (Weick 1999, p. 366). Emotional intelligence determines the career success of an employee compared to cognitive intelligence. Although cognitive intelligence is important for an employee, research reveals that a combination of both cognitive and emotional intelligence is crucial for employees to achieve their career goals (Weick 1999, p. 366). The management of organizations has come to realize that their success depends on their ability to utilize positive emotions of employees to their organizations’ advantage (Weick 1999, p. 367).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Managers who have mastered the art of stimulating and sustaining positive emotions in their employees have actually been able to witness positive results ( Vince 1996, p. 17). The current market is very competitive and it is therefore necessary for organizations to come with strategies that can give them a competitive advantage. The primary sources of competitive advantage such as intellectual capital, customer service, organizational responsiveness and productivity are influenced directly by employee emotions (Vince 1996, p. 17). The creativity and knowledge of employees are very significant in the success of an organization since the modern economy is knowledge-based. Employees that are creative and knowledgeable are very receptive to organizational change compared to those who are not knowledgeable and creative (Vince 1996, p. 17). The ability of an organization to harness intellectual capital from its employees will enable it to survive in an innovation driven economy. The intellectual capital of employees should therefore be engaged and cultivated by management for the expected results to be achieved (Vince 1996, p. 18). The emoti onal state of employees determines the organization’s level of intellectual capital (Pfeffer 1981, p. 43). The intellectual functioning of employees within the organization is also affected directly by emotions. A smart and innovative workforce is a dream of many organizations and this can only be achieved through proper management of employee emotions (Pfeffer 1981, p. 43). The flexibility and originality an employee’s thinking is normally diminished by a negative emotional state. Flexibility in thinking is one of the key attributes needed in the implementation of organizational change (Pfeffer 1981, p. 43). It is the duty of management to ensure that employees remain in a positive state of mind to enhance originality and flexibility in their thinking. A dispirited workforce loses the interest to innovate and identify new opportunities (Pfeffer 1981, p. 43). Negative emotions make employees lose the energy and drive to be creative. A passionate, confident and secure w orkforce will always make wise decisions and at the same time create new solutions (Pfeffer 1981, p. 44).Advertising We will write a custom essay sample on The Influence of Emotions on Organizational Change specifically for you for only $16.05 $11/page Learn More Sharing of knowledge and expertise in the entire organization is very important in a knowledge driven economy (Neal 2004, p. 60). Employees in a negative emotional state are always unwilling to help and share information with others. Implementation of organizational change requires knowledge to be shared throughout the organization and if this does not happen, then organizational change implementation becomes difficult (Neal 2004, p. 60). The intellectual capital of an organization enables information to be disseminated freely. Organizations that have effective information dissemination systems experience a lot of success because implementation of organizational changes becomes much easier (Nea l 2004, p. 60). Employees who are insecure about losing their positions are normally reluctant to share knowledge with others. Employees who feel safe and valued show high levels of commitment and are always available to share their knowledge with others (Lyubomirsky, King Deiner 2005, p. 805). In order to maximize intellectual capital, management must ensure the emotional state of employees is turned from being negative to being positive. It is not possible to separate emotions from customer service because the two greatly affect each other (Lyubomirsky, King Deiner 2005, p. 805). Service workers who are demoralized and angry will definitely create a negative service climate. It is very difficult to offset a negative emotional state with training initiatives. It is the responsibility of management to ensure that service employees are motivated in order for them to deliver quality service to customers (Lyubomirsky, King Deiner 2005, p. 805). It is dangerous to have disgruntled se rvice employees because they are the ones who come in direct contact with customers (Keifer 2002, p. 44). Failure to address emotional needs of service employees has serious economic consequences since the organization is bound to lose its customers due to poor customer service. The leadership of any organization should ensure that this group of employees remains in a positive emotional state (Keifer 2002, p. 44).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It is estimated that almost 68 % of customers defect from companies where the service staff treated them with an indifferent attitude. This defection figure exactly shows the amount of damage that negative emotions can to do to an organization (Keifer 2002, p. 45). The profitability of an organization is therefore dependant on the emotional state of service employees. The current market is always changing at a faster rate with organizational responsiveness being a major requirement for an organization’s sustainability (Hughes 2006, p. 52). Employees with positive emotions respond quickly to market changes. Threatened and dispirited employees will always resist change. Employees in a dispirited state will not be willing to adopt new methods and systems that are important in facilitating organizational change (Hughes 2006, p. 53). Employees who are stressed stick to outdated methods even if it is obvious that the methods and systems can not deliver the required results (Hughes 2006, p. 53). Employees with a peace of mind respond to market changes passionately. It is therefore true to say that the ability of an organization to respond to market changes and demands depends on the emotional state of its workforce (Hatfield, Cacioppo Rapson 1994, p. 28). Employee retention and attraction is another domain of organizational behavior that is influenced to a great extent by employee emotions (Hatfield, Cacioppo Rapson 1994, p. 28). Employees who are happy and motivated will always want to stay with the organization (Hartel 2006, p. 77). An organization that treats its employees well by taking care of their physical and emotional needs will always attract the best talents in the market. The productivity of employees will definitely rise if they are excited and proud of their workplace (Hartel 2006, p. 77). It is difficult for depressed employees to give out their maximum output. Organizations should provide the best working conditions for its employees in order to get the best out of them (Finlay 2000, p. 68). It takes a lot of effort and resources to motivate and satisfy a disgruntled workforce. The other advantage of having a happy and motivated workforce is the reduction in the turnover cost (Finlay 2000, p. 68). Employees who are happy will always save the organization from unnecessary costs (Finlay 2000, p. 68). A positive emotional state gives employees the energy to work hard because they will be happy with their work and the organization in general (Finlay 2000, p. 68). An atmosphere of positivity enhances positive results and success in an organization (Erick Yvonne 2008, p. 10). It is argued that a leader’s positive emotions are the most transferrable. The other way through which positive emotions can be enhanced in an organization is by creating chains of events that carry positive meanings for others (Burnes 2004, p. 113). Social and psychological experiments have shown that employees with positive emotions are more he lpful than those with neutral emotional states. Organizational field studies indicate that sales people who experience more positive emotions at work are more helpful to their customers (Burnes 2004, p. 113). The field research also revealed that sales people who exhibit positive emotions tend to attract more customers and in the process making a lot of sales. The reason for this argument is that sales people with positive emotions tend to be more creative, flexible and emphatic (Burnes 2004, p. 113). This argument shows that being helpful not only develops from having positive emotions but it also produces positive emotions in others. An individual who is helpful to others tends to have a feeling of joy and pride when he or she realizes that their positivity influence the people they interact with (Beer 2000, p. 66). Positive emotions enables a person to help others and at the same time fuel motivation that can help both presently and in the future (Beer 2000, p. 66). Witnessing an d hearing about helpful acts can make employees to experience positive emotions. Onlookers experience the positive emotion of elevation. The tendency sparked by elevation is a general desire to become a better person by performing helpful acts (Beer 2000, p. 66). Elevated employees do not simply mimic the helpful acts witnessed but creatively consider a wide range of helpful acts. The positive emotion of elevation gives employees the desire to be better for the sake of the organization (Barbara 1998). The employees who experience helpful acts tend to experience elevation and its beneficial repercussions. There is always a high probability that an employee who witnesses and experiences good deeds will definitely be influenced to start helping others (Barbara 1998). The elevation cycle can transform an organization into a more benevolent and coordinated place to be (Ashforth Humphrey 1995, p. 99). Positive emotions expand through organizations, members and customers. Positive emotion s produce meaningful relationships among employees and in the process preventing conflicts in the workplace (Ashforth Humphrey 1995, p. 99). Facial expressions and mimicry can not be seen as ways of determining whether a person has positive emotions or not. Positive emotions are developed from within and their expression should be sincere without any form of pretence (Ashforth Humphrey 1995, p. 99). The way an individual behaves in relation to positive emotions is understood and translated by the other individuals that they come cross (Alice 2008). The emotional state of managers plays a critical role in the success or failure of an organization. As mentioned earlier, leaders who display positive emotions have a great influence on the behavior and attitudes of other employees within the organization (Alice 2008). It is therefore true to say that positive emotions in an organization are linked to the managers. A manager with an attribute of positive emotions is able to transmit thi s trait to employees. The level of control and support towards employees is determined by this trait (Alice 2008). Positive emotions determine how employees deal with various situations within the organization. This development is highly dependant on the leadership traits or skills that managers within an organization possess (Alice 2008). Leadership is a process of symbolic management that involves creating and maintaining shared meanings among followers. The organization leadership should always evoke positive emotions in the workplace through the use of symbols (Finlay 2000, p. 69). Symbols are known to bring both interactive and emotional responses. Symbol elaboration by managers evokes emotions in an organization. Moreover, managers engage in communication of symbols that are specifically designed to make their employees feel better (Finlay 2000, p. 69). Employees are normally strengthened when they feel better about themselves. Resistance to change is a common thing in many or ganizations and it is the responsibility of managers to emphasize the importance of change as early as possible to prepare the employees psychologically for organizational change (Finlay 2000, p. 69). Managers give employees a sense of trust and understanding by preparing them psychologically for change. This approach enables employees adapt to change as quickly as possible and at the same time making them deal with situations more positively (Vince 1996, p. 20). It is important for managers to adopt the theory of positive emotions in order to influence organizational change. The behavior and attitudes of managers and employees has to change first before organizational change takes place (Vince 1996, p. 20). Managers should always be willing to influence positive emotions among employees because anything good or bad begins from the top (Vince 1996, p. 20). The emotions of managers can be transferred easily to employees and this actually determines how employees relate with one anoth er. The positive emotions of managers encourage creativity in the organization which subsequently improves the level of success in the organization (Vince 1996, p. 20). The emotions displayed by leaders are a critical determinant of their relationship with group members and their ability to communicate emotionally evocative symbols (Beer 2000, p. 66). Managers who are emotionally positive enhance organizational creativity performance by facilitating group cohesion. It is important for positive emotions to be built and sustained in the entire organization through a healthy emotional climate (Beer 2000, p. 66). Organizational policies and values are normally misinterpreted in the context of face to face interactions. Managers can identify cues of real and felt emotions among employees. The managers also have the ability to identify positive emotional indicators of employees who are motivated towards achieving personal and organizational goals (Beer 2000, p. 66). It is a difficult job for management to determine the emotional state of all employees at the same time (Keifer 2002, p. 60). Despite this difficulty, managers need to be aware of their organizational climate all the times. Negative feelings about change can only be improved if managers are aware of their organizational climate (Keifer 2002, p. 60). Negative feelings can have devastating effects on the performance of an organization. Leaders must have the ability to arouse motivation by appealing to human needs for achievement, affiliation and power (Keifer 2002, p. 60). A good organizational climate decreases the cost of turnover and the resistance of employees to change. A great organizational climate also improves the quality, creativity and acceptance of risks which make customers to be loyal (Neal 2004, p. 72). The mood and behavior of a leader within an organization have a great influence on the organization’s performance (Neal 2004, p. 72). There is a powerful chain reaction between a manag ers’ mood and behaviors which drive up the mood of everyone else within the organization (Neal 2004, p. 72). Managers with high emotional intelligence can create an environment where loyal, intelligent and positive minded employees strive towards achieving organizational goals (Neal 2004, p. 72). Conclusion The primary sources of competitive advantage are enhanced by employees with positive emotional states (Zerbe 2008, p. 175). It is also evident from the discussion in this paper that managers with positive emotions can influence the same in many areas of the organization (Zerbe 2008, p. 175). Employees that work in an organization with a positive climate work in persistent and strong groups where positive emotions are transferred from leaders to all the members within the group (Zerbe 2008, p. 175). Positive organizational behavior results in creativity, success and the ability of an organization to deal with emerging changes in the market (Hatch 2006, p. 40). Managers shou ld therefore pay more attention on the positive aspects of the organization and focus less on the negative aspects (Hatch 2006, p. 40). This enables employees to feel motivated and therefore leading to growth and development within the organization (Hatch 2006, p. 40). The ability of an organization to deal with the changes that occur in the market makes it more competitive. Bibliography Alice, B 2008, Positivity by Barbara Fredrickson. Web. Ashforth, B. E. Humphrey, R 1995, Emotion in the workplace: A reappraisal. Human  Relations, Vol. 48, pp. 97-125. Barbara L 1998, Positive emotions and upward spirals in organizations. Web. Beer, M 2000, Breaking the code of change, Harvard Business Press, London. Burnes, B 2004, Managing change, Pearson Education UK, London. Eric F. Yvonne R 2008, Leading strategic change, Bridging Theory and Practice, Vol. 1, no.1, pp. 9-10. Finlay, P 2000, Strategic management, Prentice Hall, London. Hartel, C 2006, Emotions in organizational behavior, Ro utledge, New York, NY. Hatfield, E., Cacioppo, J., Rapson, R l994, Emotional contagion, Cambridge University Press, New York, NY. Hatch, M 2006, Organization theory, Oxford University Press, London. Hughes, M 2006, Change Management: A critical perspective, CIPD, New York, NY. Keifer, T 2002, Understanding the emotional experience of organizational change: Evidence from a merger, Advances in Developing Human Resources, Vol. 4, no.1, pp. 39-61. Lyubomirsky, S., King, L. Deiner, E 2005, The benefits of frequent positive effect: Does happiness lead to success? Psychological Bulletin, Vol. 131, pp. 803-855. Neal, M 2004, Positive emotions in organizations, A multi-level framework, Vol. 1, no.1, pp. 57-73. Pfeffer, J 1981, Management as symbolic action: The creation and maintenance of organizational paradigms. Research in Organizational Behavior, Vol. 3, pp. 1-52. Vince, R 1996, Paradox, defense, and attachment: Accessing and working with emotions and relations underlying organizationa l change, Organizational change, Vol. 17, no.1, pp. 1-21. Weick, K 1999, Organizational change and development, Annual Review of Psychology, Vol. 50, no.1, pp. 361-386. Zerbe, W 2008, Emotions, ethics and decision making, Emerald Group Publishing, New York, NY. This essay on The Influence of Emotions on Organizational Change was written and submitted by user Crystal Carson to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

T5 Tax Slips for Canadian Income Taxes

T5 Tax Slips for Canadian Income Taxes A Canadian T5 tax slip, or Statement of Investment Income, is prepared and issued by organizations that pay interest, dividends, or royalties to tell you and the Canada Revenue Agency (CRA) how much investment income you earned for a given tax year. Income included on T5 tax slips includes most dividends, royalties, and interest from bank accounts, accounts with investment dealers or brokers, insurance policies, annuities, and bonds. Organizations do not usually issue T5 slips for earned interest and investment income less than $50 CAN, although you should still report that income when you file your Canadian income tax return. Deadline for T5 Tax Slips T5 tax slips must be issued by the last day of February, in the year after the calendar year to which the T5 tax slips apply. Filing T5 Tax Slips With Your Income Tax Return When you file a paper income tax return, include copies of each of the T5 tax slips you receive. If you file your income tax return using NETFILE or EFILE, keep copies of your T5 tax slips with your records for six years in case the CRA asks to see them. Missing T5 Tax Slips If an organization doesnt issue a T5 even though you have investment income over the $50 CAN threshold, you are required to ask for a copy of a missing T5 tax slip. If you havent received a T5 slip despite requesting one, file your income tax return by the tax deadline anyway to avoid penalties for filing your income taxes late. Calculate the investment income and any related tax credits you can claim as closely as you can using any information you have. Include a note with the organizations name and address, the type and amount of investment income, and what you have done to get a copy of the missing T5 slip. Include copies of any statements you used in calculating the income for the missing T5 tax slip. Implications of Not Filing a T5 The CRA will charge a penalty if you file an income tax return and forget to include a tax slip for the second time within a four-year period. It will also charge interest on the balance due, calculated from the tax deadline of the year to which the slip applied. If you have filed your tax return and you receive a late or amended T5 slip, file an adjustment request (T1-ADJ) immediately to report this discrepancy in income. Other Tax Information Slips The T5 slip doesnt include other income sources that must be reported, even if they deal with seemingly similar investment-related sources. Other tax information slips include: T4: Statement of Remuneration PaidT4A: Statement of Pension, Retirement, Annuity, and Other IncomeT4A(OAS): Statement of Old Age SecurityT4A(P): Statement of Canada Pension Plan BenefitsT4E: Statement of Employment Insurance and Other BenefitsT4RIF: Statement of Income From a Registered Retirement Income FundT4RSP: Statement of RRSP Income

The Increasing Importance of Complexity in International Relations Essay

The Increasing Importance of Complexity in International Relations - Essay Example Thus, the environment for each state is no longer limited to its internal and neighboring environment. The increasing number of factors makes it quite challenging to analyze the international environment for any country. Traditional analytical models that are based on linear relationships are no longer sufficient to explain the complex phenomena of international relations. The twentieth century approaches focused on managing order are giving way to fresher approaches (Rengger, 212) . Hence, complexity has become an increasingly important aspect of research on international relations. It offers an opportunity to apply a general systems theory to the analysis of international events. The international environment today is more complex and open than a decade ago. Factors such as globalization, climate change and terrorism have contributed much to integrate the world along several dimensions. This paper explains the increasing importance of complexity in international relations by identi fying the components of complexity theory and explaining their relevance to contemporary international events as well as past events that have significantly impacted on the present state of affairs. Concepts such as interdependence, fitness, and coevolution are discussed along with other essential concepts. The paper concludes with an overall assessment of the value can understanding of complexity can provide to the study of international relations.... Complexity theory offers an explanation for identifying and acknowledging such relationships. Its concepts and principles can be applied to analyze relationships between individual actors and the areas where mutual benefits and risks lie. The rapid pace of globalization is one of the major stimuli that have made complexity theory increasingly relevant to the study of international relations. Under the WTO agreements, the economies of individual countries have become increasingly dependent on one another. In addition, regional alliances such as ASEAN and the EU have made the economic and political systems of nation states dependent on one another. The most recent examples of such interdependence can be observed in the 2008 global financial crisis and the more recent Euro debt crisis. Events such as a sub-prime crisis in the US have affected economies around the world, mainly because the US is today the centre of the global economic system. Similarly, a debt crisis originating in Greec e has raised issues for the well-being of the German economy. Complexity theory can increase our understanding of such contemporary issues by supporting existing theories and concepts. Fitness and International Relations Complexity theory aims to explain the fitness between an actor and its environment. The concept of fitness is an integral component of complexity theory and treats an actor as a member that can affect and is also affected by changes taking place in the environment (Clemens, 13). Thus, in complexity theory individual actors are assumed to act in a complex environment. A complex environment is characterized by a large number of