Free Essays: Impact of the Word on Dickinson :: Biography Biographies Essays

Impact of the Word on Dickinson In Donald E. Thackrey’s essay "The Communication of the Word," he talks about how "the power of the individual word, in particular, seems to have inspired her with nothing less than reverence" (51). Dickinson approached her poetry inductively, that is, she combined words to arrive at whatever conclusion the patterns of the words suggested, rather than starting out with a specific theme or message. Instead of purposefully working toward a final philosophical point, Dickinson preferred to use series of "staccato" inspirations (51). Dickinson frequently used words with weight in her work, and as a result her works usually cannot be grasped fully in one reading without dissecting each word individually. Often Dickinson would compile large, alternative word lists for a poetry before she would come to a decision on which word was "just right" for the impact she wished to achieve (52). For example, this poem displays Dickinson’s use of alternative, thesaurus-like lists: Had but the tale a thrilling, typic, hearty, bonnie, breathless, spacious, tropic, warbling, ardent, friendly, magic, pungent, winning, mellow teller All the boys would come— Orpheus’s sermon captivated, It did not condemn.    Eventually, Dickinson came to rest on the word "warbling," but one can see the meticulous care that she put into the decision on which word to use. Another poem of Dickinson’s that shows her compositional method is "Shall I Take Thee?" the Poet Said." In this poem, Dickinson discusses from where the power of the world comes. "Shall I take thee?" the poet said To the propounded word. "Be stationed with the candidates Till I have further tried."    The poet probed philology And when about to ring For the suspended candidate, There came unsummoned in    That portion of the vision The word applied to fill. Not unto nomination The cherubim reveal. In the preceding poem, one can see the artistic style come through her composition. The best representation of that particular idea comes from the author Donald Thackrey when he says: It is significant that the revealed word comes "unsummoned" in a flash of intuition†¦.and yet the implication of the poem is that the revealing of the word must be preceded by the preparatory, conscious, rational effort of probing philology†¦She [Dickinson] herself was well aware that inspiration, while all-sufficient when present, seldom came even to a great poet.

JKL International plc. International Human Resource Essay

INTRODUCTION With the trend of globalisation, the number of multinational companies is constantly increasing as well as expatriates (Business Recorder, 2011). Expatriate management now is an essential issue of human resource department because it takes a large amount of budget from the corporation. It is inevitable for expatriates to face culture barriers in subsidiaries because of unique national cultures in all countries over the world. National culture is †cultural experiences, beliefs, learned behaviour patterns, and values shared by citizens of the same nation† (Neale _et al_, 2006, p.26). A national culture will significantly affect any employee working in firms and furthermore, national culture will influence the management framework in a company as well accompanied with organisational culture so that cross culture management is helpful not only for the supervisors’ decisions but also for employees especially for expatriates (Chen, 2006, p. 2). In the case study of JKL, it showed a range of problems in their expatriates which related national cultures and JKL will implement a British managerial system into its Russian subsidiary. This essay will first examine the problems and issues in managing expatriates in JKL and then evaluate the proposal from Jim Flinn, the CEO of Zagorski who will apply an entire British managerial system into a Russian subsidiary. ORGANISATIONAL CONTEXT (CASE STUDY) JKL is a British pharmaceutical company which was founded in 1925 and it has expanded its business by acquiring other pharmaceutical companies in Malaysia, India, Greece and USA. Recently, JKL has made the largest acquisition of Zagorski, a pharmaceutical company in Russia. At the headquarter of UK, JKL applies a decentralised organisational structure. All managers are required to give their own opinions to avoid some drawbacks of group decision making which is conformity pressure in groups (Robbins and Judge, 2009, p.336). Employees are allowed to propose valuable ideas to manufacture and administrative systems as well. Supervisors will award monetary incentives (one of the physical needs) as motivation to employees and managers (Carrell, Elbert and Hatfield, 2000, p.129) if their initiatives are judged as potential innovations. On the other hand, in subsidiaries, JKL applied localised human resource practices in order to fit local cultural values and legal systems (Dowling, Festing and Engle, 2008, p.217) by keeping local managers with existing  organisational and managerial systems. In past years, those subsidiaries in Malaysia, India and Greece were continually making profits to JKL and JKL also regularly sent managers and specialists to those subsidiaries for expatriation in a period of time. After the acquisition of Zagorski, Dr. Jim Flinn will be the CEO who had spent last three years in the subsidiary of USA. PART ONE: EXPATRIATES MANAGEMENT AND CROSS CULTURE MANAGEMENT IN MULTINATIONAL CORPORATIONS INTRODUCTION Culture is a popular topic in literature research and it could be described as a †software of the mind† (Hofstede, 1991, p. 2) .With the trend of globalisation, managing cultural differences has become an important issue in human resource management of multinational corporations. Misunderstanding may be occurred if culture differences are not well-managed even these colleagues are working in the same organisation (Hall, 1995, p.6). In the case study, seven expatriates of JKL have their own problems and for JKL, there is a high expatriate leaving rate after repatriation (Appendix F). This essay will identify the problem of seven expatriates working in JKL and its subsidiaries and after that, rational proposals of changes will be given to them on the basis of improvements of JKL’s human resource department. EXPATRIATES AND ORGANISATION PROBLEMS AND PROPOSALS FOR CHANGES EXPATRIATES In the case study it lists seven expatriates with their problems and in the following essay they will be numbered from A to G. A (RETURNED FROM PENNSYLVANIA, USA) According to the case study, expatriate A was the first expatriate to Pennsylvania because of an attractive salary. The reason of returning is that expatiate A was annoyed about following managers received better compensation packages than him although they were almost doing the same works. The main problems of the human resource department of JKL are rewarding system and lack of correct performance appraisal system. †Every employee believes, and most experts believe, that pay and rewards are an important part of an organisation’s human resource management† (Harris, Brewster and Sparrow, 2003, p.91). In fact, the first expatriate to a subsidiary will face loads of difficulties in practical and then try to solve them as a pioneer (Business Wire, 1998). As a result, the first expatriate is deserved to have a better compensation package than followers. As the perspective of organisation, the first expatriate may important to human resource managers because this person can be regarded as a training model of human resource management (Arusha Times, 2009, p.16). On the other hand, because of lacking effective performance appraisal, expatriate A had a lower compensation package compared with following managers and that may be the reason of the compensation package of expatriate A was retain unvarying for a long time as well. Expatriates sometimes will feel unfair if performance evaluate system is not effective enough because insufficient performance appraisal system may make expatriates uncertain of their performance especially for those hard working expats (Gordon, 2010, p.56). The possible solution of dealing this problem is establishing an effective reward system by performance appraisal (Performance -related reward system). Performance-related pay (PRP) can change the payment from a rigid structure to a flexible way depended on performance (Harris, Brewster and Sparrow, 2003, p.94). By applying this system, the productivity of employees will be significantly increased and for expatriates, they will be motivated and more  willing to finish their assignments as well (Gielen, Kerkhofs and Van, 2010, p.299). Furthermore, accurate evaluation is also a factor which company need to take account because there is an essential link between motivation and performance appraisal (Carrell, Elbert and Hatfield, 2000, p.315). B (RETURNED FROM INDIA) The reason of expatriate B returning to UK is that his spouse and child had enough of India living and schooling as seemed to be suffering (Case Study). The main problem of the human resource department of JKL is expatriate selection especially in cross-cultural suitability and family. Cross-cultural suitability and family are two of the most crucial criteria of expatriate selection (Dowling, Festing and Engle, 2008, p.120). In culture aspect, Hofstede’s national culture model demonstrated the main various between UK and India in power distance and individualism (Appendix A). According to appendix A, the power distance column in India is much higher than it in UK as well as individualism so that there maybe the reason of his spouse had enough of India. In addition, unlike Western Europe civilisation, there is a caste system in India which cause the high power distance and many females in India basically are not regarded as equal to males (Robert _et al_., 2000, pp.654-656). Moreover, individualism in India is much less important than UK so that residents in India intend to work, study and live collectively (South Asian Studies, 2011) that is totally different to UK. As a result, the wife and child keened on back to UK because of the cultural adjustment problem while her husband was still working only with British colleagues (Case Study). The solutions will be provided here are selecting an appropriate candidate as an expatriate and putting more emphasis on cross-cultural suitability and family requirement. Cotemporary, the family element is having more important weight in expatriate selection because of non-working factors and potential influence to working expatriates (Andreason and Aaron, 2008, pp. 386-387). C (RETURNED AFTER A-FIVE-YEAR-ASSIGNMENT AND WOULD BE SENT OUT IMMEDIATELY) The problem of JKL here is about repatriate management and in detail; it will be related to re-entry management. In general, after completing an international assignment, an expatriate will go back to the home country as called re-entry or repatriation (Harzing and Ruysseveldt, 2004, p.337). However, most repatriates will cope with culture shock after they back to the home country. Using an example of India and UK here, although many British work in India as expats for its booming economic and after their finishing assignments, back to UK, they therefore only find they cannot work under a UK context (The International Herald Tribune, 2009). That may be the reason that JKL sent employee C abroad again without hesitation in order to avoid coping with culture shocks (Case Study). It is obviously that JKL need to improve their repatriate management and there are many models here from other multinational companies. JKL could ‘Offer repatriation training, pre-departure training, and re-entry orientation to employees and their families’ (Liu, 2005, p.129) and expats can increase the awareness of repatriation and decrease the uncertainty after back to the home country . Moreover, JKL could prepare a job vacancy in expatriate management division of human resource management because expatriates have various working experiences in other countries (Berman and Ursula, 2009, pp.80-81). D (NOW WORKING IN GREECE AS AN EXPATRIATE) The major issue of expatriate D in Greece now is adapting the local customs and culture in Greece although JKL had a prepared pre-departure training programme (Case Study). In Hofstede’s national culture demonstration of UK and Greece (Appendix B), the uncertainty avoidance is extremely high and no long-term orientation in Greece. In the case of expatriate D, a problem of communication is occurred as well. In theoretical aspect, there four problems in cross-cultural oral communication: †semantics, word connotations, tone differences and differences among perceptions† (Robbins and Judge, 2009, pp.407-408) and English and Greek are classified to two different language system. As a result, it will take a longer training  programme to completely learn and understand a foreign language. Likewise the body language and gestures in England are slightly different to the world, for example, a †V† gesture means victory or peace in many countries but in England, †if the palm and fingers face inward, it means ‘up yours’ especially if executed with an upward jerk of the fingers† (New York Times, 1996, p.E7). Consequently, post-departure training is a rational option for expatriate D to continually make adjustments into Greek culture. The reason is that post-departure training is suit for expatriates living in a country which has an entirely different culture and it can accelerate accustoming another culture (Managing Training and Development, 2005). E AND F (CONFUSED AFTER REPATRIATE) Expatriate E and F have similar problems after finishing their international assignments because JKL currently have no response about their repatriate (Case Study). The problem of JKL must be repatriate management. The possible solution will be provided here is putting emphasis on repatriate management. In fact, in last ten years, there is an increasing number of multinational corporations focus on repatriate management while in 1990s, only few companies would hold a re-entry discussion. According to a survey in 1997, only 27% firms supposed to hold a discussion about re-entry and it had been improved in 2000s. In 2004, there are 86% companies intended to discuss the re-entry issue (Dowling, Festing and Engle, 2008, p.199). JKL could offer repatriate supports to repatriates such as give interaction to human resource management to increase the sense of loyalty so that the company can avoid losing these experienced employees (Harzing and Ruysseveldt, 2004, pp. 343-344). G (THOUGHT GREEK DISCRIMINATE AGAINST FEMALE) From expatriate G’s case, it seems Greek dislike the idea of female even she is well qualified or experienced (Case Study). Thus, for JKL, it shall  investigate the culture and even the working environment in Greece. From Hofstede’s national culture model, UK and Greece possess almost the same figure in masculinity and Greece actually has a lower masculinity figure than UK (Appendix B). However, the power distance in Greece is much higher than it in UK which means whatever a male or female, their ideas are hardly applied to supervisors as an employee. In Greek working condition, it is surprisingly to find much evidence of discrimination against female. According to an official report written by Greek Helsinki Monitor (GHM) and the World Organisation against Torture (OMCT) (2002, pp.13-21), there are approximately 4500 rapes in working communities every year and only 6% are reported to police. Furthermore, Sexual harassment in communities is common in Greece due to no specific legislation of sexual harassment. Those factors may be the reasons of Greek male employees discriminate against female in the working place. In JKL’s view, it is a challenge to solve this problem as well, one of the effective ways is sending a male expatriate instead of female employee in Greece to prevent any hidden risks in Greece and make further investigation in Greek subsidiaries. ORGANISATION From the case study, JKL have a high expatriate failure rate (Exceed 46%) in subsidiaries except USA (Appendix F). JKL has paid a low attention on cross culture management because it applies a localised managerial system and most managers in the subsidiaries are from the host countries. In fact, many multicultural corporations which apply localised managerial system have the same issue in manage culture difference (National Centre for Vocational Education Research, 2006, p.1). According to Brunstein (1995, pp. 275-280), a localised managerial system will positively fit the local context and it is easier to bring profit like autonomy units in a shorter of time than centralised management system. However, the drawbacks are employees especially the expatriates from the parent company will probably face a huge  culture shock in the subsidiary if their cultures are totally different. As a result, JKL must release many improvements in human resource department especially in expatriate management field. If JKL continually applies a localised managerial system in acquired firms, it may only have problems on expatriates’ management. However, once the supervisors intended to transplant the whole management system into a country with entirely different national culture like flag-planting, it definitely will bring a serious impact to the target subsidiary and the worst consequence may like the failure of Japanisation entering UK in 1990s. CONCLUSION The main problem that JKL has is on its international human resource management as a part of managerial system. In the case study, seven expatriate had a range of typical expatriate problems comprising training, expatriate selection and repatriate management. Moreover, 43 per cent of expatriate left JKL after their repatriation and at least 46 per cent of expatriate cannot complete their tour in subsidiaries except USA. In short, those fundamental factors of expatriates’ problems are totally based on various national cultures that JKL need to take account in its cross culture management. PART TWO: APPRAISE THE DECENTRALISED MANAGERIAL SYSTEMS OF JKL APPLIED IN RUSSIAN AFFILIATE INTRODUCTION Like national cultures, many companies have developed their own organisational culture as well as managerial structure. Organisational structure is important to multinational corporations because it will definitely interact with different national cultures in host countries (Francesco and Gold, 2005, p.236). In the case study, JKL applies a  polycentric control system in Malaysia, India and Greece and decision making authority is awarded to subsidiaries in order to avoid drawbacks on the motivation and political problems in these countries (Stonehouse _et al_, 2004, pp.382-383). As a result, those subsidiaries make profit very shortly (Case Study). This essay will evaluate Jim Flinn’s proposal who intends to transplant a whole managerial system from JKL headquarter to its Russian affiliate. STRENGTHS AND WEAKNESS OF JKL’S AND ZAGORSKI’S STRUCTURES AND MANAGERIAL SYSTEMS At the headquarter in UK and its affiliate in USA, JKL uses a decentralised management structure and employees will be empowered to make decisions on their own works (Case Study). Currently, many European multinational companies applied decentralised managerial structure and developed an organisational culture called ‘old boys network’ with high autonomy (Bartlett, Ghoshal and Birkinshaw 2003 pp.342-343). Decentralised structure is one of the most successful management systems in transnational corporations which has experienced a long time modification and has generated many derivative systems. Under this system, diverse standards are made to fit specific manufacturing cases and it will enhance developing new and innovative products (Johnson _et al_, 2008, p. 166). For JKL, it is a brilliant choice because innovation is actually a crucial factor to a pharmaceutical company. Yet, the weak point of this system is hard to implement global business strategies because those subsidiaries are working as autonomies while Zagorski used to apply a centralised structure which renowned for the efficiency of implements business strategies. Furthermore, JKL developed a monitoring system with performance appraisal in headquarter and USA which can significantly motivate employees in working place (Decenzo and Robbins, 1999, pp. 292-294). However, there are a few weaknesses of performance appraisal system. For example, a report from General Electric (GE) which applied performance appraisal system and it found that those employees who received a honest but negative feedback from supervisors would actually not motivated them but decrease the motivation in their work  (Oberg, 2000, p. 64). On the contrast, a centralised structure has a formal bureaucracy system with a tall hierarchy and fixed official duties (Francesco and Gold 2005, pp.240-241). This structure is therefore suit for small or middle-sized companies at the beginning stage for effective control power in strategy implementation (Jeong, 2001, p. 446). One the other hand, the Economist (2004, p.33) found that with the increasing size of firms, a centralised structure will constantly lose the efficiency of decision making process through the complicated bureaucracy system and the employees will get used to receive orders from supervisors instead of expressing their own idea. In addition, there is no performance related rewards in Zagorski because a tall hierarchy management system proposed to make a uniform management system by formalised, vertical and fair control so that regulations are designed to fit every employee as a same unit (Czinkota, Ronkainen and Moffett, 1999, p.712). NATIONAL CULTURE DIFFERENCES JKL used to transplant their management system to its subsidiary in USA and it successful worked. This is the main reason that Jim Flinn, the former manager in US affiliate wants to transplant the system to Russia again. Before making the final decision, it is necessary to analyse the reasons of this success in USA. As main economics in Europe and North America, there are many similarities in the national culture of UK and USA. According to Harris, Moran and Moran (2004, pp.297-298, pp. 437-440), free enterprise, culture affinity, English speaking, private, good manners, aggressive and self-realisation are the common key words of American and British. Moreover, in Hofstede’s national culture model (Appendix C), the national culture of USA and UK are almost the same and in uncertainty avoidance column, USA is slightly higher than UK. However, Russia is totally a different country in East Europe. First, employees in Russia are regarded as a kind of cost rather than a resource (Organizational Dynamics, 1999, p.75). Second, beside the language usage, all management decisions are made by supervisors in business context.  Furthermore, Russian basically have a slow time sense and they intend to work collectively (Harris, Moran and Moran, 2004, pp.497-500). In Hofstede’s national culture demonstration (Appendix D), Russia has a higher power distances, lower individualism, higher uncertainty avoidance and no long term orientation compared to UK and USA. From a report, Russian firms used to apply a reactor business strategy in order to meet immediate need instead of long term benefits but most of those companies are finally failed (Milles and Snow, 1978, p. 353). RELEVANT CASES After culture analysis, it is showed that there is a huge difference in national culture between Russia and UK. Hence, it is not sure that Jim Flinn will still succeed again in his transplanting programme. Look back at history, in 1990s, Japanisation once became a popular word in UK and Toyota established its manufacturing plant in Derby in 1992 because there was an existing skilled engineering workforce there (The Independent, 1992, p.23). During the early 1990’s only about 55000 people were employed by Japanese companies in the UK (The Journal, 1999). Japanisation is a Japanese managerial system with Cost-centred Just in Time System, long term contracts, vertical integration to supplier and low labour turnover rate (Hasegawa, 2001, pp.165-166). However, once Japanese manager attempted to entirely implement this system into British subsidiaries, it was not worked effectively with British employees and many Japanese companies like Nissan finally failed in UK market because Japanese manufacturing method did not fit British economic and culture conditions with collective working method (Procter and Ackroyd, 1998, p. 241, pp.244-245). In Hofstede’s national culture model (Appendix E), Japan is a collective, success oriented and long term oriented country with high uncertainty avoidance which is almost an opposite of UK. It is recommended to apply a centralised managerial structure in Russia because many most Russian companies applied a †traditional production-oriented culture with strong factory patriotism† just like a  typical Soviet traditions (Clarke, 2004, p. 418). In 2003, IKEA opened its first store in Russia and many Swedish worked in IKEA Russia as expatriates. After repatriation, their feedbacks are high power distance in the working place accompanied with rigid centralised management structures (Jonsson, 2008, p.34). Despite the nation culture of Russia possess a high power distance, there are some autonomous states in Russia which has rich unexplored natural resources such as Komi and Sakhalin actually have a more decentralised culture and many Dutch petroleum and pharmaceutical companies had established their affiliates with decentralised management structures in those regions (Condon, and Dauman, 1993, p.31). FORECAST According to the case study, Jim Flinn intends to use a ‘top-down’ change approach to transplant the managerial structure which may be imposed in a coercive manner (Balogun and Hailey, 2004, p.27). Once Jim Flinn has completely applied the management system that used in the headquarter and USA, the employees in Russian subsidiaries have to cope with a huge culture difference from West Europe. Jim Flinn may draw attention on the success of Dutch pharmaceutical companies in Russia as mentioned before. Thus, in a short term, transition will be a main issue in Russian subsidiary and it probably will take a long time in this process. However, in a long term perspective, the management structure of JKL’s headquarter may bring a range of benefits because a decentralised management system is exactly helpful in research and development department although the Russian employees are used to reluctant in changes (Case Study). CONCLUSION The main problem of JKL’s Russian affiliate is culture adjustment if Jim Flinn transplants the whole management structure from JKL to Zagorski. In fact, national culture will strongly influence the organisational culture as well as managerial framework of a company. Changing management system in a  subsidiary is not a flag-planting work because of various national cultures involved. In the first part of essay, some expatriates actually have problems on their international assignments in India and Greece. Hence, it can be estimated that, after the transplantation, many local employees working in Russia subsidiaries may have the same problems. Furthermore, many previous cases above are provided which could be used as a reference to Jim Flinn as well. CONCLUSION AND RECOMMENDATIONS This essay examined the problems in managing expatriates in JKL and evaluated the proposal from Jim Flinn who will transplant a British managerial system to a Russian subsidiary. Through these analyses, it is concluded that national culture will influence both expatriates and organisational cultures. It is essential for multinational corporations to have a good command of human resource management because of the large proportion budget of expatriates and efficiency of implementing business strategies. Managerial structure, on the other hand, it cannot be easily changed and sometime it will bring a series negative consequences in real business context because national cultures are involved as well. JKL have to improve its human resource department especially repatriate division and training programme to offer better supports to expatriates and eventually, there is a suggestion to Jim Flinn which is making further investigations on previous cases and local subsidiaries REFERENCE: Andreason and Aaron, W. (2008), ‘Expatriate Adjustment of Spouses and Expatriate Managers: An Integrative Research Review’, _International Journal of Management_, 25(2), pp.386-387. Around The World in Eighty Years. Arusha Times (2009), ‘Trends in Management of Human Resource in Civil Service’, p.16, 28 March, 2009. Balogun, J. and V. H. Hailey (2004), _Exploring Strategic Change_, p.27. Pearson Education Limited, Essex, England. Bartlett, C., S. Ghoshal and J. Birkinshaw (2003), _Transnational Management: Text, Cases, and Readings in Cross-Border Management_, pp. 342-343, McGraw-Hill, Singapore. Berman, W. and Ursula (2009), ‘International Assignments and the Career Management of Repatriates: The Boundaryless Career Concept’, _International Journal of Management_, 26(1), pp.80-81. Brunstein, I. (1995), _Human Resource Management in Western Europe_, pp. 275-280, Walter de Gruyter, Berlin, Germany. Business Recorder (2011), ‘Economic Development’, 27 February, 2011. Business Wire (1998), ‘Expatriate Resources: Corporate Update’, 26 March, 1998. Carrell, R. M., F. N. Elbert and D. R. Hatfield (2000), _Human Resource Management, Strategies for Managing a Diverse and Global Workforce, Six Edition_, p.129, p.315, The Dryden Press, Harcourt College Publisher, Orlando, USA. Chen, Y. R., (2006), _Research on Managing Groups and Teams_, p.2, Emerald Group Publishing Limited, UK. Clarke, S. (2004), ‘A Very Soviet Form of Capitalism? The Management of Holding Companies in Russia’, _Post-Communist Economies_, 16(4), p.418. Condon, J. and J. Dauman (1993), ‘New realities and prospects for Western business in the new Russia of decentralising regions’, _European Business Journal_, 5(2), p.31. Czinkota, M. R., I. A. Ronkainen and M., H., Moffett (1999), International Business, pp. 712, The Dryden Press, Harcourt Brace College Publishers, Orlando, USA. Decenzo, D. A. and S. P. Robbins (1999_), Human Resource Management, Sixth Edition_, pp.292-294, John Wiley and Sons, Inc., New York, USA. Dowling, P. J., M. Festing and A. D. Engle (2008), _International Human Resource Management: Managing People in a Multinational Context_, p.120, p. 199, p.217, South-Western, London, UK. Economist (2004), ‘Centralised intelligence?’, 373(8405), p.33. Francesco, A. M. and B. A. Gold (2005), _International Organisational Behaviour, Second Edition_, p. 236, pp. 240-241, Pearson Prentice Hall, New Jersey, USA. Gielen, A. C., M. J. M. Kerkhofs and O. J. C. Van (2010), ‘How performance related pay affects productivity and employment’, _Journal of Population Economics_, 23(1), p.299. Gordon, K. (2010), ‘What Employees Want’, _Campaign_, p.56, 1 March, 2010. Greek Helsinki Monitor and the World Organisation against Torture (2002), _Violence against Women_ _In Greece_, pp.13-21, July, 2002. Harris, H., C. Brewster and P. Sparrow (2003), _International Human Resource Management_, p. 91, p.94, Chartered Institute of Personnel and Development, CIPD House, London. UK. Hall, W. (1995), _Managing Cultures, Making Strategic Relationships Work_, p.6, John Wiley and Sons Ltd., West Sussex, England. Harris, P. R., R. T. Moran and S. V. Moran (2004), _Managing Cultural Differences, Sixth Edition_, pp.297-298, pp. 437-440, pp. 497-500, Elsevier Butterworth-Heinemann, Oxford, UK. Harzing, A. W. and J. V. Ruysseveldt (2004), _International Human Resource Management_, p. 337, pp. 343-344, SAGE Publications Ltd., London, UK. Hasegawa, H. (2001), ‘Globalization and Japanisation: implications for human resource management in Britain’, _Japan Forum_, 13(2), pp.165-166. Hofstede, G. (1991), _Cultures and Organisations_, p.2, McGraw Hill, Maidenhead, UK. Hofstede, G. (1992a), ‘National Culture of UK and India’. Available at: http://geert-hofstede.com/united-kingdom-and- india.html. Accessed 20 December 2011. Hofstede, G. (1992b), ‘National Culture of UK and Greece’. Available at: http://geert-hofstede.com/united-kingdom-and-greece.html. Accessed 20 December 2011. Hofstede, G. (1992c), ‘National Culture of UK and USA’. Available at: http://geert-hofstede.com/united-kingdom-and- united-states.html. Accessed 20 December 2011. Hofstede, G. (1992d), ‘National Culture of UK and Russia’. Available at: http://geert-hofstede.com/united-kingdom-and- russia.html. Accessed 20 December 2011. Hofstede, G. (1992e), ‘National Culture of UK and Russia’. Available at: http://geert-hofstede.com/united-kingdom-and- japan.html. Accessed 21 December 2011. Jeong, J. (2001), ‘Pursuing centralised bargaining in an era of decentralisation?’, _Industrial Relations Journal_, 32(1), p. 446. Johnson, Gerry, Scholes and Kevan (2008), _Exploring Corporate Strategy (8th edition)_, p. 166, Harlow, Essex: Financial Times and Prentice Hall, London, UK. Joneeon, A. (2008), ‘a transnational perspective on knowledge sharing: lessons learned from IKEA’s entry into Russia, China and Japan’, _International Review of Retail, Distribution & Consumer Research_, 18(1), p. 34. Liu, C. H. (2009), ‘The Effects of Repatriates’ Overseas Assignment Experiences on Turnover Intentions’, _Journal of American Academy of Business_, 7(1), p.129. Managing Training and Development (2005), ‘Culture Training How to Prepare Your Expatriate Employees for Cross-Cultural Work Environments’, p.2, February, 2005. Milles, R. and C. Snow (1978), Organisational Strategy, Structure and Process, p.353, McGraw-Hill, New York, USA. Neale, M. A., M. A. Elizabeth and Y. R. Chen (2006), _National culture and groups_, p. 26, Bingley, U.K National Centre for Vocational Education Research (2006), ‘Managing Culture–Making Culture Work for You’, p.1, March, 2006. New York Times (1996), ‘What’s A-O-K in the U.S.A. Is Lewd and Worthless Beyond’, p. E7, 18 August, 1996. Oberg, W. (2000), ‘Make performance appraisal relevant’, _Harvard Business Review_, 50(1), p. 64. Organizational Dynamics (1999), ‘Doing Business in Russia: Effective Human Resource Management Practices for Foreign Firms in Russia’, 28(2), p.75. Procter, S. and S. Ackroyd (1998), ‘Against Japanisatoin: Understanding the Reorganisation of British Manufacturing’, _Employee Relations_, 20(3), p.241, pp. 244-245. Robbins, S. P. and T. A. Judge (2009), _Organizational Behavior, Pearson International Edition_, p.336, pp. 407-408, Pearson Education Inc., New Jersey, USA. Robert, C., Probst, T. M., Martocchio, J. J., Drasgow, F. and J. J. Lawler (2000), ‘Empowerment and continuous improvement in the United States, Mexico, Poland, and India: predicting fit on the basis of the dimensions of power distance and individualism’, _The Journal of Applied Psychology_, 85(5), pp.654-656. South Asian Studies (2011), ‘The State, Media, Religion and Emerging Challenges in India’, 26 (1), July, 2011. Stonehouse, G., D. Campbell, J. Hamill and T. Purdie (2004), _Global and Transnational Business, Strategy and Management_, pp. 382-383, John Wiley and Sons Ltd, West Sussex, England. The Independent (1992), ‘Britain’s motor parts suppliers learn Japanese’, p.23, 8 June, 1992. The International Herald Tribune (2009), ‘A Reverse Culture Shock in India: Workers Returning Home Find It Hard to Cope with Clash between Two Worlds’, p.10, 28 November, 2009. The Journal (1999), ‘Japanese bring 150 more jobs –  £5m investment in Tees Valley’, p.26, 8 September, 1999.

Analysis of the Sofia Vergara Head and Shoulders...

On May 2014; the Women’s and Health magazine published an advertisement for Sofia Vergara featuring Head and Shoulders. Head and Shoulders is a shampoo product with different kinds of shampoos. This advertisement is selling the green apple head and shoulder shampoo with its conditioner. Who are the targeted audience? Why would any person choose this product not the other? A lot of questions the advertisement must reply on to be considered as a good advertisement. One of the main questions asked would be if this was a persuasive advertisement or not. Such a question is answered through the use of logos ethos and pathos. This ad was taken from the Women’s and Health magazine, a magazine that targets women starting from teenagers that are searching for perfection to old women who lost confidence and are searching for it. It’s for the middle-class women that are interested in their health and appearance. This shampoo would give them a young and healthy hair filled with joy and happiness that most of the people lack these days. The famous actress and model Sofia Vergara is the model for this advertisement. With her gorgeous look and stunning hair she can attract any person going through a magazine. Her golden hair with golden eyes and eyebrows are what covers most of the advertisement and this shows the aim of the advertisement. Her white shirt, like the color of the shampoo bottle shows connection between her and the product. Her natural beauty with the classic smile captivates

Prevalence of Masked Hypertenstion in Type 2 Diabetic...

The main finding of this study is that the serum ADMA levels were significantly increased in MHT patients with DM compared to normotensive diabetic subjects. ADMA levels, BMI, and low HDL levels were independent predictors of MHT in patients with DM. ADMA levels positively correlated with ABPM measurements, especially daytime measurements, but were not related to office BP measurements. ADMA levels may play a role in prediction, with a good sensitivity and negative predictive value but poor specificity and positive predictive value. To the best of our knowledge, this is the first study to examine the relationship between ADMA and MHT in the current literature. Ng et al. studied in a total of 133 DM patients, 18% of whom had MHT. It was†¦show more content†¦In another elegant human trial, Achan et al. demonstrated that ADMA infusion increases systemic vascular resistance by 24%, and mean arterial BP by 6% in healthy subjects and that a bolus dose of ADMA decreases cardiac output by 15% [18]. In a second part of that study, it was shown that a handgrip maneuver increased cardiac output in control subjects by 96%, but in subjects given ADMA, cardiac output increased by only 35%. ADMA concentration 30 min after the infusion was 2.6 mol/L, however, the baseline value was not provided. In addition, several studies have shown that serum ADMA levels are increased in essential hypertension about two fold and are related to impaired endothelial function [5,16]. Perticone and colleagues found that ADMA in essential hypertensive subjects was strongly and inversely associated with the peak increase in forearm blood flow [5]. These studies demonstrated that ADMA plays an important role in the regulation of vascular tone. It is known that ADMA levels are increased among type 2 DM patients [19]. On the contrary, in a small study, Paiva et al. reported decreased ADMA level in diabetics due to renal hyperfiltration [20]. It seems that the prognostic value of ADMA is more important in patients with DM [21]. Krzyzanowska et al. reported that ADMA predicted cardiovascular events and enhanced the predictive role of CRP in patients with type 2 diabetes. In

How Does Emily Dickinson Try to Describe a Psychological...

How does Emily Dickinson try to describe a psychological state in her poem â€Å"I felt a Funeral in my Brain?† Emily Dickson was born in 1830, in the town of Amherst, Massachusetts. She grew up in a prominent and prosperous household in which she was raised as a cultured Christian woman. The sixteenth centaury was a very historical period in America. During this time slavery had been abolished, women were campaigning for rights, gold was discovered and America was going through a depression. Transcendentalism was one of the most important movements of the time. The poem â€Å"I felt a Funeral in my Brain† appears to convey the experience of a mind facing its own collapse. â€Å"Funeral in my Brain† is a metaphor for the death of the mind. Throughout the†¦show more content†¦Treading is a harsh word, the fact that it’s repeated suggests that it’s ongoing; they are not stopping. The mourners may be treading so that the speaker begins to understand, they may be treading to bring out a sense of reality back in to her, they are trying to wake her up. This links to the idea of sleep paralysis; she may be dreaming and not aware. Dickinson also uses alliteration to emphasis and enhances the word â€Å"treading†. â€Å"That sense was breaking through† this implies that the speaker is understanding what is going on , things are starting to make sense to her as the mourners were treading which sparked something in her brain to understand. On the other hand there are many different things which could be breaking through to her. It may be that the mourners are pushing her to make sense or that she finally understood herself and her own sense and beliefs were sinking in. Her â€Å"sense† (or knowledge) of what is occurring begins â€Å"breaking through† to climax in some kind of understanding about her impending devastation. Like the word brain, which has two meanings, the word sense can also refer to the speaker’s physical senses, which are likewise affected by the mourners plaguing her mind. In addition I felt a cleaving in my mind compares to I felt a funeral in my brain in many ways. The poet has been in a depression and unhealthy mental state. In the first stanza she feels like her brain is splitting and she is trying toShow MoreRelatedLogical Reasoning189930 Words   |  760 Pagesupdated: April 26, 2016 Logical Reasoning Bradley H. Dowden Philosophy Department California State University Sacramento Sacramento, CA 95819 USA ii iii Preface Copyright  © 2011-14 by Bradley H. Dowden This book Logical Reasoning by Bradley H. Dowden is licensed under a Creative Commons AttributionNonCommercial-NoDerivs 3.0 Unported License. That is, you are free to share, copy, distribute, store, and transmit all or any part of the work under the following conditions:

Legaliza of Medical Marijuana Free Essays

Assignment 2 Write your outline for your research paper by filling out the following template. Outline – Topic: Should Marijuana Be Legalized For Medical Purposes Introduction: Thesis Statement: Medical marijuana should be legalized but in the strict control of the doctor. Paragraph 1: PRO 1 Idea(s) to be developed: marijuana can relieve certain types of pain. We will write a custom essay sample on Legaliza of Medical Marijuana or any similar topic only for you Order Now Evidence/Examples: The evidence is overwhelming that marijuana can relieve certain types of pain, nausea, vomiting and other symptoms caused by such illnesses as multiple sclerosis, cancer and AIDS. Source(s) used: Joycelyn Elders, Mar. 26, 2004 Paragraph 2: PRO 2 Idea(s) to be developed: It’s a matter between doctors and patients. Evidence/Examples:If doctors believe that it does help, and will be useful to the patient, they have the right to appoint it! Source(s) used: Aug. 9, 2007 – Dennis Kucinich Paragraph 3: PRO 3 Idea(s) to be developed: Marijuana clearly has medicinal value. Evidence/Examples: Thousands of seriously ill Americans have been able to determine that for themselves, albeit illegally. Source(s) used: 1999 – Lyn Nofziger Paragraph 4: PRO 4 Idea(s) to be developed: Study of marijuana . Evidence/Examples: I have found in my study of these patients that cannabis is really a safe, effective and non-toxic alternative to many standard medications. There is no such thing as an overdose. Source(s) used: Nov. 17, 2005 – Philip Denney, MD Paragraph 5: PRO 5 Idea(s) to be developed: Cannabis is remarkably safe. Evidence/Examples: Although not harmless, it is surely less toxic than most of the conventional medicines it could replace if it were legally available. Source(s) used: 1 oct. 2007 – Lester Grinspoon, MD Paragraph 6: CON 1 Idea(s) to be presented: It is addictive. Refutation :Marijuana is not the safe drug portrayed by the marijuana lobby. It is addictive; it adversely affects the immune system; leads to the use of other drugs such as cocaine; is linked to cases of cancer; causes respiratory diseases, mental disorders, including psychosis, depression, panic attacks, hallucinations†¦ Source(s) used:Oct. 1, 2004 – Janet Lapey, MD How to cite Legaliza of Medical Marijuana, Essay examples

Global Health Impacts of Water Pollution - MyAssignmenthelp.com

Question: Discuss about the Global Health Impacts of Water Pollution. Answer: Introduction The environment plays a crucial role in determining the health factors of the global population. Today there are lots of advocacy programs and campaigns to ensure the welfare of the environment especially under the United Nations Environmental Program (UNEP). Water is part of the physical environment and yet a very paramount health determinant for the population as stated by Wang et al 1. Access to clean water for drinking and general use is one of the priorities of the WHO among other individual governments that have made it a millennial goal. In fact, adequate clean and fresh water supply for drinking is currently a basic need for every human being according to Hogan 2. However, statistical records indicate that a section of the world population is deprived of this need. The current sustained threat on freshwater resources across the world includes not only over-exploitation and/or poor water management but also environmental pollution i.e. water pollution as stated in Kponee et al 3. There are several causes of fresh water pollution and these include untreated waste discharge into water bodies, crude dumping of industrial effluents in fresh water bodies, agricultural field run-off, chemicals among others. While industrial growth and urbanization are paramount factors in promoting economic growth, they are the key contributors of the increasing synthetic organic substance use which leads to the pollution of freshwater bodies. Developing countries in particular suffer the health impacts of water pollution as a result of chemical discharge into groundwater from industries and from agricultural run-off according to Chang et al 4. Even so, the developed world suffers these health impacts of water pollution as well, especially in cities as a result of urbanization. This particular study will focus on discussing the health impacts of water pollution on the global scale. The discussion will focus on the definition of water pollution, its different causes, the health impacts and a clear critique of different literature on the changing environmental modifications bringing about the health impacts. This particular topic is of special interest as water continuous to be more scarce and yet more contaminated as a result of the ever increasing anthropogenic activities. The discussion will be imperative in highlighting the current state of water pollution and the different direct and indirect health impacts as a result of the related environmental modifications. Water pollution is one of the current concerns to environmental conservation and management agencies and health institutions by extension. It refers to the process of contaminating different water bodies including rivers, aquifers, groundwater, lakes and oceans as a result of different anthropogenic activities. It occurs particularly when different pollutants i.e. particles, substances and even chemicals get discharged into the water bodies both directly and indirectly without sufficient treatment. According to Moss 5, water pollution can either at point or non-point source or even trans-boundary and therefore the second most important environmental concern apart from air pollution. Water pollution can therefore be defined further as any change and/or modification of the environment physically, chemically and biologically which directly or indirectly changes the water properties and thus leading to detrimental health impacts on living things. Water covers about 70% of the surface of the Earth and forms one of the most basic resources for human survival on the planet as indicated by Hogan 2. A lot of developing countries have documented deaths as a result of inadequate portable water for drinking and for domestic purposes. Even so, the health impacts caused by water pollution do not only affect humans directly but indirectly too by negatively influencing the whole functionality of aquatic ecosystems. According to Wang et al 1 recent time has seen different councils, governments and organizations work continuously towards educating, protecting, restoring waterways and even encouraging individuals to prevent water pollution and protect water ecosystems. Health Effects of Water Pollution Water pollution results in the contamination of water which causes several diseases among them water borne diseases. According to Lengoasa 6 water borne diseases refer to different infectious diseases which are spread mainly through contact with or consumption of contaminated water. Despite the fact that these particular diseases can be spread by flies and through filth, it is clear that water is the main medium that enables the spread. Majority of intestinal diseases are very infectious and their transmission is by fecal waste in contaminated water. Pathogens such as viruses, bacteria, protozoans parasitic worms and bacteria found in human fecal matter cause the various enteric diseases. In regard to Gasana 7, these particular diseases are very prevalent especially in areas that have poor sanitary conditions and therefore have contaminated water. The pathogens go through different sources of water while interfusing directly through food and water handlers. These diseases include amo ng others hepatitis, dysentery, paratyphoid fever, typhoid, cholera, bacillary and amoebic dysentery, and poliomyelitis and affect large populations especially within the tropical regions of the world. A part from the above microorganisms, a lot of chemicals which exist both naturally and others which are added as a result of anthropogenic activities dissolve in water and thus contaminating as indicated in Wang et al 1. This results in various disease conditions. Pesticides for instance contain organophosphates and carbonates which are both carcinogenic and damaging to the central nervous system in humans. Several pesticides comprise of carcinogenic compounds and chemicals which are beyond the recommended level as shown in Hogan 2. Chlorides in such pesticides also cause damage to the reproductive and the endocrine system. Heavy metals like Lead found in contaminated water is a dangerous health hazard as it damages the central nervous system and affect both adults and unborn babies. The most at risk individuals in regard to Lead effect include pregnant women and children. Fluorides are also harmful water contaminants as they result to yellowing teeth among affected individuals acco rding to Rowell et al 8. People living in areas that have Fluoride tend to have brownish and yellow teeth. They are also prone to damages to the spinal cord among other diseases that lead to crippling. According to Kim et al 11, water contaminated with Nitrates poses a risk to the population as they result to the blue baby syndrome. This disease condition occurs among infants who have been put on formula milk prepared with contaminated water. Nitrates restrict the oxygen levels reaching the brain and thus leading to the dreaded blue baby condition. They are also carcinogenic to the digestive tract apart from resulting in algal bloom and thus eutrophication in fresh surface water. Other hazardous water contaminants include petrochemicals and Benzene which are carcinogenic even in low level exposures as shown in Kponee et al 3. Petrochemicals are reported to contaminate groundwater especially from storage tanks of petroleum dug underground .On the other hand, water contaminated with Arsenic lead to poisoning resulting into damage to the liver and the nervous system. Arsenic also leads to vascular diseases and even skin cancer in exposed individuals. Salts also contaminate fresh water rendering it unusable. Disruption of the food-chain Water pollution like any other environmental modification interferes with the food chain as an indirect health impact to humans. Pollutants including Lead and Cadmium once consumed by some tiny animals which are later eaten by fish disrupts the food chain to the higher levels. In particular, over 100000 synthetic organic compounds being used today find their way into the aquatic environment as shown in Wang et al 1. They accumulate in aquatic organisms and thus interfere with the food chain. Persistent organic pollutants (POPs) are the most hazardous elements in the ecosystem and particularly to human health according to Kponee et al 3. These include industrial chemicals and/or agricultural pesticides which are added into freshwater sources. Large scale use of pesticides chemically contaminates groundwater relied upon by animals and humans. The population around such contaminated water bodies consumes poisoned sea food and end up developing diseases such as hepatitis. Consumption of sea food and other animals with high concentrations of harmful elements like arsenic result to adverse health effects. For instance, high arsenic concentrations that were discovered present in drinking water sources in about six districts of West Bengal led to skin lesions as described by Y 9. Even so, the pollution was found to have been caused by natural causes and therefore the government embarked on the approaches of removing the arsenic content. Water pollution such as oil spillages on seas lead to the death of aquatic animals, some of which are reliable food sources for humans. The release of untreated sewage among other untreated chemical effluents into water bodies renders the water bodies inhabitable for aquatic life. As a result of this contamination the sea animals die and end up at the nearby beaches dead. These include crabs, birds, sea gulls, fish, and dolphins, among others whose habitat is modified negatively and thus rendered harmful. According to Chang et al 4, an ecosystem refers to how living things interact and depend on each other in a given environment. The global ecosystems can however be modified and/or destroyed severely as a result of water pollution. Today a lot of areas are experiencing the impacts of careless anthropogenic water pollution, which in turn hurts back humans. For instance, Bhattacharya 10 indicates that run-off from agricultural farms, golf courses; back yards have pesticides including t he harmful DDT which eventually contaminate water sources. On the other hand leachate from different landfill sites in cities and rural areas forms another source of water pollution. The chemicals in this leachate affect the ecosystems as an indirect impact on humans but also lead to both endocrine and reproductive system problems among humans and the wildlife according to Kponee et al 3. These contaminants infuse into groundwater persist in their chemical compound forms to end up interfering with the ecosystems. Interpretation of the Findings on the Health Impacts of Water Pollution From the literature above, water pollution is mainly caused by anthropogenic activities which compromise the quality of water and thus result in problems to the ecosystems, death of dependent living things and diseases. A lot of areas for particularly have both contaminated surface and ground water as a result of heavy metal, POPs and nutrient infusion as shown in Hogan 2. These comprise of the main components that lead to diseases related to water pollution. Apart from poor management of water sources, it is evident that industries and individuals leaving their effluents to join the water sources untreated are part of the water pollution problem. According to Bhattacharya 10, there can be an assurance of safe water for all only when there is access to it, its sustainability and equity in regard to provision. The WHO has fostered different programs aimed at not only promoting access, sustainability and equity in the use of water resources but has also put in place related policies fo r government to take up this particular initiative. Generally on a global scale, urban areas boast of higher safe water sources coverage as compared to rural areas. These urban areas however experience water contamination as a result leaky joints on water pipes in areas that have sewer lines and water pipes close to each other as shown in Chang et al 4. In other occasions, water may get polluted at the main sources as a result of human activities and thus lead to the above harmful health impacts. The current approaches aimed at resolving environmental issues such as conservation fall within the jurisdiction of a number of local and international bodies. As mentioned earlier, water pollution is one of the major agendas in these particular programs. The world has learnt enough regarding the effects of water pollution starting the Mina Mata disease in Japan where individuals fed on sea food contaminated with inorganic mercury as described by Gasana 7. Since then, the Japanese government shut down the plant that was letting its wastes int o the nearby beach in order to prevent any future recurrences. In other areas, cholera outbreaks have occurred along river courses where people share a common water source and this has always brought about the need for continued surveillance and control of infectious diseases, particularly those that are water-based, water related and water-washed in nature. Conclusion In conclusion therefore, the above discussion highlights mainly the health impacts of water pollution globally. The study narrows down to the definition of water pollution, its different causes, the health impacts and a clear critique of different literature on the changing environmental modifications bringing about the health impacts. Among the different causes of water pollution as a type of environmental modification includes release of untreated industrial wastes into water bodies, release of untreated sewage, open dumping of domestic wastes in water bodies, agricultural run-off contaminated with fertilizers, and pesticides. Water pollution has led to water-borne diseases, death of aquatic animals some of which are food sources, negative effect on the ecosystems and further, disruption of the food chains. Among the diseases caused by the chemicals, nutrients and microorganisms within the water contaminants include yellowing of teeth, blue baby syndrome, central nervous system dam age, dysentery, cholera, typhoid and paratyphoid fever. The discussion has highlighted the current global state of water pollution and the different direct and indirect health impacts due to related environmental modifications. Water pollution can thus be prevented by relevant institutions according to Newton 12 through; public education on prevention measures; creation of preventive policies and their enforcement; governmental funding of prevention procedures including surveillance and control and further; creating a culture of cleanliness through behavior change programs in communities globally. Reference Wang, Q., Yang, Z. Industrial water pollution, water environment treatment, and health risks in China.Environmental Pollution. 2016. 218, 358-365. Hogan CM. "Water pollution.Encyclopedia of Earth.Topic ed. Mark McGinley; ed. in Chief C. Cleveland. National Council on Science and the Environment, Washington, DC. 2010. Kponee, K., Chiger, A., Kakulu, I., Vorhees, D., Heiger-Bernays, W. Petroleum contaminated water and health symptoms: a cross-sectional pilot study in a rural Nigerian community.Environmental Health. 2015. 14(1). Chang, H., Bonnette, M. Climate change and water-related ecosystem services: impacts of drought in California, USA.Ecosystem Health and Sustainability. 2016.2(12), e01254. Moss B. "Water Pollution by Agriculture"(PDF). Trans. Royal Society B.2008.363: 659666. Lengoasa, J. Climate Variability and Change: Impacts On Water Availability.Irrigation and Drainage,2016; 65(2), 149-156. Gasana, J. (2014). Water and Health.Air Water Borne Diseases,03(02). Rowell, C., Kuiper, N., Shomar, B. Potential health impacts of consuming desalinated bottled water.Journal of Water and Health. 2015. 13(2), 437. Y, K. Arsenic-Polluted Groundwater in Cambodia: Advances in Research.International Journal of Water and Wastewater Treatment. 2016 (ISSN 2381-5299),2(1). Bhattacharya, D. Large Volume Holding of Water at Surface is Potent Anti-Dote to Pollution and Health Hazards.Air Water Borne Diseases; 2017, 06(01). Kim, H., Park, S. (2016). Hydrogeochemical Characteristics of Groundwater Highly Polluted with Nitrate in an Agricultural Area of Hongseong, Korea.Water,8(8), 345. Newton, D.Chemistry of the Environment. Checkmark Books.2008; ISBN0-8160-7747-9.