Transgenesis and Selective Breeding free essay sample

The relation between humans and genetic manipulation is older than we think. Humans have been manipulating the transfer of genetic information between organisms for over 10. 000 years. The first experiences were with cultivation of grains and domestication of animals. The facilities that these methods bring in order to keep having the necessary stuff for our survival make the humans improve their techniques. Now, with the advances of science, we have some sophisticated ways to make easier get the most wanted kinds of livestock and plants. Selective breeding and transgenesis are examples of popular (and successful) processes involving genetic manipulation in the current context. Transgenic cows Nowadays, with the many abilities of the science, techniques are improving livestock. One of them is the ability to engineer and altered DNA from organisms. These organisms are termed Genetically Modified Organisms (GMOs) and may be modified one of 3 ways: by alteration of existing gene, by deletion of existing gene or by addition of foreign genetic material. The last one enables the GMO to express the trait coded by the new gene. These organisms are referred to as transgenic. The aims of transgenesis can be for specific economic traits or for disease models (animals genetically manipulated to exhibit disease symptoms so that effective treatment can be studied). The transgenic cows are an example of transgenic animals. As a transgenic animal, the transgenic cows have the extra gene (transgene) present in every  cell, but it’s only expressed in mammary tissue, making the transgenes protein only found and extracted from the cow’s milk. In New Zealand, the AgResearch have been successfully producing transgenic cows that make modified milk or produce therapeutic proteins to treat human diseases. Process Making a transgenic cow is a multi step process. Scientists who produce transgenic cows use a range of techniques including DNA cloning, restriction enzymes, ligation, polymerase chain reaction (PCR), transformation, nuclear transfer and in vitro embryo production. In New Zealand, AgResearch have been doing diverse researches about transgenic cows. Now, with these, it is possible to simplify the technique to do transgenic cows in 7 steps: Step 1: Identification of trait First, the scientists make an analysis in order to solve problems and find the characteristics wanted in the transgenic animal. After decided the kind of livestock required, it is searched where it’s possible to find the transgene and how to align it logically. Step 2: Sourcing the transgene The desired gene sequence is extracted from the source organism’s DNA. The scientists obtain the sequence from a genomic library, that’s a collection of cloned segments of DNA containing at least one copy of every gene from a particular organism. The DNA product contains the organism’s entire DNA sequence, thus it is the desired trait plus the rest of the organism’s DNA. Step 3: Gene Isolation Once the gene has been indentified and located, the scientists need to remove the gene sequence from the rest of the DNA. With restriction enzymes, the DNA is cut leaving a bunch of pieces with varying lengths. One of which is the gene of interest. It will be with sticky ends in order to be easily glued back into a vector. This way, the transgene will have the specifically variant that is needed. Restriction Enzymes come from bacteria and are used as a defence mechanism. When viruses (or other bacteria) attack, bacteria kill them by cutting up in both strands of DNA, at a specific sequence, usually about 4-8 base pairs long. Step 4: Designing and constructing the gene After isolated, the transgene is made modifying parts of the gene. The gene construct is a unit of DNA that includes: A B C D A) A selectable marker gene: Usually an  antibiotic  resistance  gene. This is added in order to select cells that have successfully taken up the gene construct. B) A promoter sequence: A tissue-specific  promoter  sequence is used to correctly switched the start of expression from the  protein  in cells with appropriate tissue, for example, mammary cells in lactating cows. C) The desired gene D) A terminal sequence: A terminal sequence is needed to signal the cellular machinery that the end of the gene sequence has been reached. It all is connected with a ligation enzyme and mixed. This product is incubated in the water bath at 16 degrees for half an hour. Then, the scientists use the PCR (Polymerase Chain Reaction). Polymerase Chain Reaction is a technique that allows scientists to copy and multiply a piece of DNA millions of times. The DNA is heated to 98? C so that is separates into single strands and polymerase enzyme is added to synthesis new DNA strands from supplied nucleotides. Step 5: Transformation into bovine cells The gene construct is incorporated into the  genome  of a cow cell  using a technique called transformation. Transformation involves the delivery of a transgene into the nucleus of a recipient cell and integration into a chromosome so it can be passed onto offspring. Since cows have billions of cells, it would be impossible to insert a copy of the transgene into every cell, so tissue culture techniques must be used. Tissue culture is the technique of obtaining samples of tissue, growing it outside the body without a scaffold, and reapplying it A bovine cell line is cultured in an incubator. During the transformation, holes are made in the cell  membrane  allowing the DNA to enter. The holes can be made by applying an electrical pulse or by adding chemicals to the cells. Once inside the cell, the gene construct may enter the  nucleus and incorporate into the cell’s genome. That can be done either by using an actual stimulus that interferes with the membrane and allows for a short time for the DNA to enter a cell or just by chemical reactions reagents that again interfere with a membrane that surrounds the cell and then allows temporarily for a DNA molecule to enter. The recipient genome is exposed to the transgenes in hopes that a few of the transgenes will actually be integrated into that recipient genome and then properly expressed. This is a rarely case and that’s why the next step involves selection of cells expressing the transgene. There is also concern that transformation might indirectly after the expression of other genes because of the unpredictable integration of transgene resulting in a toxic phenotype. Transform a bovine cell line is necessary because inject the transgene directly into a cow will only change the somatic cells, and the aim is affect the gametes to pass onto the offspring. Step 6: Selecting for transgene positive cells To know if the gene has successfully incorporated, it is needed to screen the cells. The cells are transferred to a selective growth medium containing an antibiotic or chemical, depending on which selectable marker was used. After the antibiotic or chemical is added, the cells that haven’t taken up the transgene will die. The other will survive because they contain an antibiotic resistance gene, making them resistant. The survivors will divide and form a small colony of identical cells. Then, it’s involved Polymerase Chain Reaction (PCR) to photocopier and runs off a whole lot of copies of the gene in order to visualize that the transgene is actually present. The two strands in the DNA double helix need to be separated in a denaturation, done by raising the temperature of the DNA solution. This causes the hydrogen bonds between the complementary DNA chains to break, and the two strands separate. Next, the temperature is lowered and an enzyme joins free DNA nucleotides together. The order in which these nucleotides are joined to the new strand is determined by the sequence of nucleotides in the original DNA strand which is being copied. The result is a double stranded DNA molecule which contains one newly made strand and one original strand. After, the newly created double helix is separated (by heating the solution) and the cycle is repeated. The cells are also tested by Southern Blotting, which includes DNA digestion, gel electrophoresis technique, blotting, probe labelling, hybridization washing and detection. To perform it, the bovine cell DNA is digested by restriction enzymes and run out on a gel. The DNA is denatured into single strand DNA and transferred to a piece of nylon membrane. Then a radioactive DNA probe is made containing the DNA sequence of the transgene of interest. The paper is rinsed with the probe, and if the probe is identical to any DNA sequence on the paper it will bind to it. Finally, the paper is exposed to X-ray film. A band or mark on the film indicates that the gene of interest is integrated into the bovine cell DNA. Step 7: Making a transgenic embryo using nuclear transfer and cloning Nuclear transfer is used to create a whole animal from a single transgenic bovine cell. The generation of a transgenic calf follows the same process as the generation of a cloned calf. Ovaries are collected from cows processed at the local abattoir. Eggs are removed from the ovaries and matured overnight in a special media. The nuclear material is then removed from the egg using a fine glass needle and a single cultured cell (carrying the transgene) is positioned against the cytoplasm of the egg (injection). The transgenic bovine cell is fused with a bovine oocyte (egg). An electrical pulse is applied to help fuse the cells. The reconstruct (egg + fused cell) is then chemically activated and placed into culture for development to begin. Once fused with the oocyte, the transgenic cell’s chromosomes are reprogrammed to direct development into an embryo. After 7 days, the transgenic embryo will become a blastocysts and will have about 150 cells, so they can be transferred into a  recipient  cow for further development to term. If the embryo develops to full term, after 9 months, the cow will give birth to a calf. To confirm that the calf is transgenic, scientists can check using: 1. Polymerase Chain Reaction (PCR) – PCR can quickly establish whether the transgene is present or absent in the calf’s DNA. 2. Quantitative PCR (q-PCR) – q-PCR is to quantify how many copies of the transgene have been incorporated into the genome of the cell line. The q-PCR machine is a standard PCR but with the incorporation of a fluorescent dye that shows the amplification of the DNA product live on screen as the reaction carries out. 3. Fluorescence in-situ hybridisation (FISH) – FISH is a technique in which include take a biopsy from the animal, grow up cells back into culture, arrest them at metaphase and prepare some slides with those cells. With the slides is possible to probe where the transgene is in the chromosome  and visualize if it has integrated into more than one chromosome. 4. Analysing of protein expressed – When cows are two years old they may have their first calf, this way it is stimulated the lactation and milk production. At this point, the milk can be tested to determine whether transgenic proteins, like casein and myelin basic protein are present. Assuming the transgene has successfully integrated itself into the genome, it will be present in every cell of the animal that develops and will be passed on to following generations through regular sexual reproduction. Implications Interestingly, the creation of transgenic animals has resulted in a good turn of events. Transgenic technology holds great potential in many fields, including agriculture, medicine, and industry. The impact of transgenic animals reaches ecosystems, genetic biodiversity, health and survival of individuals, populations and evolution of populations. Some of the implications of the transgenic process are very important as: Impact over genetic biodiversity, health or survival of individuals and populations Improving livestock and animal health Transgenic technologies could be used to improve animal health by increasing  resistance to diseases. When technology using molecular biology was developed, it became possible to develop traits in animals in a shorter time and with more precision. In addition, scientists can improve the size of livestock genetically. Transgenesis can allow larger herds with specific traits. Improving food quality or making novel food products Improving the quantity or quality of the milk or meat from cows may be of value. For example, milk with extra casein requires less processing to make into cheese and will have increased calcium levels. AgResearch’s first  transgenic  cows had extra bovine kappa casein genes inserted in their  genome. This research proved to the scientists that transgenic technologies could be used to alter milk composition in cows. In the future, modified milk from transgenic cows could be used to benefit animal health, for example, by improving growth and survival of calves, prevent animal diseases, such as mastitis, make milk with human health benefits, assist milk processing into dairy products. Overseas milk or meat products from transgenic animals are not allowed to enter the animal or uman food supply in New Zealand. Creating therapeutic proteins Transgenic cows can be used as ‘biofactories’ to produce human therapeutic proteins. Therapeutic proteins are used to treat human diseases and they include hormones, antibodies, vaccines, growth factors and blood clotting factors. In June 2006, the first therapeutic  protein  made in a transgenic animal was approved for use in Europe and the USA. ATryn ®, a human antithrombin protein, is made in transgenic goats. The protein prevents blood clots in patients who don’t make their own version of this protein. Products such as insulin, growth hormone, and blood anti-clotting factors have already been obtained from the milk of transgenic cows too. Research is also underway to manufacture milk through transgenesis for treatment of debilitating diseases such as phenylketonuria (PKU), hereditary emphysema, and cystic fibrosis. The A. I. Virtanen Institute in Finland produced a calf with a gene that makes the substance that promotes the growth of red cells in humans. Scientists at AgResearch have generated transgenic cows that produce myelin basic protein (MBP) in their milk. MBP is part of the insulating layer that surrounds nerves. In patients with multiple sclerosis, this insulating layer is gradually destroyed, which prevents the nerves from communicating. Treatment with human MBP may help reduce symptoms of multiple sclerosis. Impact over ecosystems In New Zealand, to start a research as the transgenic cows by AgResearch, it is needed to follow strict guidelines for care and containment of the animals. Transgenic  cows are classed as new organisms and are regulated by the Hazardous Substances and New Organisms (HSNO) Act. The HSNO Act is overseen by the EPA, the Environmental Protection Agency. The EPA provides rules and regulations for introducing any hazardous substances or new organisms to New Zealand. Before any research can be done, an application must be made to  the Environmental Protection Authority (EPA). EPA evaluates the benefits and risks of any research and decides whether the work can begin. Anyone can make a submission on an application, which can support it, oppose it or support some parts and oppose others. Applications to EPA can be viewed on the EPA website. Environmental impact ERMA may place restrictions or require certain standards to be followed before giving approval for transgenic research work. For example, the transgenic cows at AgResearch are kept in a special containment facility at Ruakura with restricted access and environmental monitoring. Beyond, transgenic animals cannot leave the facility and the farmers must follow strict rules for waste disposal. The animal containment facility is monitored by the Ministry of Agriculture and Forestry (MAF) New Zealand. All waste materials from the transgenic cow facility must be disposed of on site. Milk is treated by  fermentation, then diluted and sprayed over the pasture. After consultation with local Maori, it was agreed that all animal carcases would be buried on site. Impact over society Ethical frameworks Ethics is a crucial part of the nature of biotechnology. Transgenic animals can contain genes that would not normally arise through natural genetic variation. In New Zealand, transgenic technologies are highly regulated, with all genetically modified animals being kept in containment. However, using or adapting an animal raises issues about animal welfare, the environment, human health and wellbeing, and society. This issue may be viewed differently by different stakeholder groups according to their cultural, spiritual or religious beliefs and values. As part of the HSNO Act, scientists need to consult with Maori at a local and national level through meetings or  hui. Together, they consider the risks and benefits an application may pose to Maori  culture  or traditional relationships with ancestral lands, water, sites,  wahi tapu, valued  flora  and  fauna  or other  taonga. The ethics thinking tool must be used before any decision is made: Consequences  Ã¢â‚¬â€œ what are the benefits and risks? Rights and duties  Ã¢â‚¬â€œ what rights need to be protected and who is responsible for this? Autonomy  Ã¢â‚¬â€œ should individuals have the right to choose for themselves, or does one decision count for everyone? Virtue  Ã¢â‚¬â€œ what is the ‘good’ thing to do? Multiple perspectives  Ã¢â‚¬â€œ what perspectives do groups with other cultural, spiritual or religious views have? Ethical concerns must be addressed as the technology grows, including the issue of lab animal welfare. The research must consider all the factors and people involvement to this, never think in the individual but in the society. The future direction of transgenic research will be influenced by ongoing discussion and evaluation of ethical and societal issues that are raised. New Zealanders need to weigh up the risks and benefits associated with transgenic cows and decide what they consider to be acceptable. Selective breeding Selective breeding of animals is a selective mating to increase the possibility of obtaining certain characteristics in the animals in order to get better livestock. The type of mating selected depends on the goals. To produce the kinds of animal they want, breeders have to first understand the animal as a  species, then the animal as genetic individuals. Selective breeding use many techniques as outcrossing, linebreeding, inbreeding and hybrids. The more modern techniques involve a wide variety of laboratory methods, including embryo selection, artificial insemination, cloning and MOET. Traditional techniques: 1. Outcrossing – Mating two animals that are unrelated for at least 4 to 6  generations back is called an outcross. This method works best when the genetic  variation for a trait is high. 2. Linebreeding – Linebreeding involves mating related animals like half-brother/half-sister, cousins,  aunt/nephew,  and other more distant relationships. 3. Inbreeding – This breeding method involved mating directly related animals, like mother/son, father/daughter, and full brother/full sister (full siblings). This method is used generally to create uniformity and prepotency (the ability of this process to continue) and to force out latent weaknesses from the gene pool. . Hybrid – First generation cross between two animals that belong to different breeds. Hybrid is process that occurs in nature, particularly in plants. However, humans have learned how to manipulate the genes in a similar way using the same principles. With increased rate of mutations, offspring are selected that contain the genetic variation that suites the desired need. Hybrids contain a unique number of chromosomes when compared to distant relatives of similar genomes. The hybrids then carry traits of both species. 5. Composite – Two hybrids of same breed-combination bred back to each other for generations. Modern techniques: 1. Embryo Selection – Embryo Selection is used to select the best embryos according the livestock wanted. Embryo Selection is crucial in horticulture and agriculture. Sex Selection: Sometimes, one gender tends to be preferred for a specific purpose. Sex selection is vital for the production of offspring. a. Females are useful in commercial purposes eg) ju, dairy cows b. Males that are able to breed with many females to pass on desired traits; expensive if the cows are inseminated. 2. Embryo Manipulation – Embryo Manipulation takes place not long after fertilisation and beginning of the zygote process of mitosis (morula stage). The new cells formed are called blastomeres and they are totipotent from the 4 to 8 cell stage. In this time, scientist can manipulate the embryo in order to get some desired characteristics. 3. Artificial Insemination – Artificial insemination is the artificial introduction of semen from a male with desirable traits into females of the species to produce pregnancy, and is useful because a far larger number of offspring can be produced than would be possible if the animals were traditionally bred. . Multiple Ovulation and Embryo Transfer (MOET) – MOET is the production of multiple embryos from a female with desirable traits, which are then implanted in the wombs of other females of the same species. 5. Cloning – Cloning, an asexual method of reproduction, produces an individual with the same genetic material (DNA) as another individual. Animals have been cloned by three processes: embryo splitting, blastomere dispersal, and nuclear transfer. Nuclear transfer is most common and involves enucleating an ovum, or egg, with all the genetic material removed. Implications Selective breeding programmes have resulted in higher yields and better disease resistance. Ultimately, breeding goals are dictated by market demand; however, it is not easy to predict what consumers will want several years in advance. Although it is extremely effective, there are disadvantages to this method. One of these is that for animal breeding to be performed productively, a number of animals must be involved in the process. Another problem is that undesirable traits can also mistakenly be selected for. For this reason, too much inbreeding will produce sickly or unproductive stock, and at times it is useful to breed two entirely different strains with each other. The resulting offspring are usually extremely healthy; this is referred to as hybrid vigor. Usually hybrid vigor is only expressed for a generation or two, but crossbreeding is still a very effective means to combat some of the disadvantages of inbreeding. Another practical disadvantage to selective inbreeding is that the DNA of the parents is altered during the production of eggs and sperm. In order to make eggs and sperm, which are called gametes, a special kind of  cell division  occurs called  meiosis, in which cells divide so that each one has half the normal number of chromosomes (in humans, each sperm and egg contains 23 chromosomes). Before this division occurs, the two pairs of chromosomes wrap around each other, and a phenomenon known as crossing over takes place in which sections of one chromosome will be exchanged with sections of the other chromosome so that new combinations are generated. The problem with crossing over is that some unexpected results can occur. For instance, the offspring of a bull homozygous for two recessive but desirable traits and a cow with normal genes will all have one copy of each recessive gene. But when these offspring produce gametes, one recessive gene may migrate to a different chromosome, so that the two traits no longer appear in one  gamete. Since most genes work in complicity with others to produce a certain trait, this can make the process of animal breeding very slow, and it requires many generations before the desired traits are obtained—if ever. Conclusion The evolution of scientific methods has been contributed lot through time. In the agricultural and horticultural environment, the transgenic and selective breeding methods have been improved livestock and better animal/plant health. Beyond, the researchers can contribute in fields such as medic and industrial. The techniques in both processes stimulate knowledge and improve the technology, resulting in employment and better conditions to the future. However, transgenesis and selective breading involve the manipulation of the natural order, bringing a polemic topic.

Parts Emporium Case Study Essay Example For Students

Parts Emporium Case Study Essay The important point is that firms must have the right amount of inventory to meet their competitive priorities. The only relevant costs considered in this chapter are ordering costs, holding costs, and stockpot costs. In the economic order quantity (EGO) model, costs of placing replenishment orders tradeoff against the costs of holding inventory. Under the assumptions of the EGO average inventory is one-half of the order quantity. The number of orders placed per year varies inversely with order quantity. When we consider stockpot costs, an additional inventory (satiety stock), is held to trade-off costs of poor customer service or costs for expediting shipments trot unreliable suppliers. In the lean systems chapter, we see order quantities (lot sizes) that are much smaller than the ideal suggested by the EGO model, As a result, lean systems average inventory is also much lower. Are there some other relevant costs of holding inventory that we have not considered in the EGO model? It there are, a firm that ignores these costs will make the wrong inventory sections. We will write a custom essay on Parts Emporium Case Study specifically for you for only $16.38 $13.9/page Order now These furlong decisions will make the firm less competitive. Lets examine the relationships between inventory and the nine competitive priorities discussed in the operations strategy chapter. We compare competitors H and L. They are similar in all respects except H maintains much higher inventory than does L _ I. Low-cost operations. Costs include materials, scrap, labor, and equipment capacity that are wasted when products are defective. When a process drifts out Of control, competitor Hes large lot sizes tend to result in large quantities of defectives. The EGO does not consider the cost of defectives, and erroneously assumes that setup costs are constant. Small lots cause frequent setups, but the cost per setup decreases due to the learning curve. Competitor L will enjoy competitive advantages with lower setup, materials, labor, equipment, and inventory holding costs. 2. Top quality. Superior features, durability, safety, and convenience result from improved designs. High inventories force competitor H to choose between scrapping obsolete designs or delaying introduction to product improvements until the old inventory is consumed. In either case, L gains a competitive advantage. 3. Consistent quality. Consistency in contorting to design specifications requires consistency in supplied materials, setups, and processes. Small lots made frequently tend to increase consistency, Again, advantage goes to L. 4 Delivery speed. Large lots take longer to produce than small lots. A customer will wait less time for competitor L to set up and produce orders made in small batches. 5. On-time delivery. Contrary to expectations, large inventories do not equate to on-time delivery. Its more like, lots Of inventory equals lots Of chaos. Big lots make big scheduling problems. Big lots get dropped, mishandled, and pilfered. Most lean companies experience dramatic improvement in on-time delivery. 6. Development speed. This response is similar to that given for top quality. LOW inventories result in getting new designs to the market more quickly. 7. Customization. Lean companies usually dont claim an advantage in customization. However, large inventories provide no advantage with regard to customization either. It remains unlikely that a customized product will be found in inventory, no matter how large. 8. Variety. Mass customize compete on service or product variety. They will keep products at raw material or component evils until a customer orders a specific configuration. Inventories are at as low a level as possible. 9. Volume flexibility, Lean (low inventory) companies tend to produce the same quantity to every product every day, but they claim considerable volume flexibility from month to month. On the other hand, a large finished goods inventory can be used to absorb volume fluctuations. In summary, a case can be made that several competitive priorities are not considered in the EGO model. .ufb1aa550c1655a2d412b0e3a266c1973 , .ufb1aa550c1655a2d412b0e3a266c1973 .postImageUrl , .ufb1aa550c1655a2d412b0e3a266c1973 .centered-text-area { min-height: 80px; position: relative; } .ufb1aa550c1655a2d412b0e3a266c1973 , .ufb1aa550c1655a2d412b0e3a266c1973:hover , .ufb1aa550c1655a2d412b0e3a266c1973:visited , .ufb1aa550c1655a2d412b0e3a266c1973:active { border:0!important; } .ufb1aa550c1655a2d412b0e3a266c1973 .clearfix:after { content: ""; display: table; clear: both; } .ufb1aa550c1655a2d412b0e3a266c1973 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ufb1aa550c1655a2d412b0e3a266c1973:active , .ufb1aa550c1655a2d412b0e3a266c1973:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ufb1aa550c1655a2d412b0e3a266c1973 .centered-text-area { width: 100%; position: relative ; } .ufb1aa550c1655a2d412b0e3a266c1973 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ufb1aa550c1655a2d412b0e3a266c1973 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ufb1aa550c1655a2d412b0e3a266c1973 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ufb1aa550c1655a2d412b0e3a266c1973:hover .ctaButton { background-color: #34495E!important; } .ufb1aa550c1655a2d412b0e3a266c1973 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ufb1aa550c1655a2d412b0e3a266c1973 .ufb1aa550c1655a2d412b0e3a266c1973-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ufb1aa550c1655a2d412b0e3a266c1973:after { content: ""; display: block; clear: both; } READ: The French And Indian War EssayIt is sometimes difficult to place a dollar value on these competitive advantages, but the advantages invariably go to the low- inventory, small lot-size firm. So if the EGO is etch large, what is the ideal lot size? According to the lean philosophy, the ideal lot size is one. 2. The continuous review system requires the determination Of two parameters: the order quantity and the reorder point. The ordering cost for each firm will decrease, Which means that the economic order quantities Will decrease. Because of this, there may be some implications for the logistics system. Smaller, more frequent shipments could require more costly less-than-truckload shipments. In addition, while the order quantities will decrease, the reorder points will also decrease because the lead times will be smaller. The supply chain should experience smaller pipeline inventories as a consequence. Fifth new information system also reduces the variance of demand or lead times, there can be additional safety stock savings. However, all of these benefits will come at some additional expense for the incorporation of the new system. There will be capital costs for equipment and potential training costs involved, 3. Organizations Will never get to the point where inventories are unneeded, Inventories provide many tensions and should be managed, not eliminated. It is impossible to eliminate uncertainties in the provision of products or services. In edition, unless materials can be transported instantaneously, there will always be pipeline inventories. Cycle inventories will exist unless we universally get to the point where production of single units is feasible. PROBLEMS I _ Lockwood Industries First we rank the SKU from top to bottom on the basis of their dollar usage. Then we partition them into classes. The analysis was done using MM Explorer Tutor. 1 -?BBC Analysis. Cumulative % Description Sty Seeders Value Dollar Usage Pact of Total of Dollar Value of SKU Class 44,000 51. 00 4,000 60. 0% 12. 5% 70,000 $21 ,oho 286% 88. 7% 25. 0% $4. 50 $4,050 5. 5% 94. 2% 37. 5% 120,000 0. 03 $3,600 50. 0% SO,90 $315 99. 5% 62, $1. 50 5300 0. 4% 99. 9% 75. 0% $0. 45 $45 100. 0% 87. 5% 50. 01 Total 573,322 The dollar usage percentages dont exactly match the predictions of BBC analysis. For example, Class A SSW account for 88. 7% tooth total, rather than 80%.

Research Paper Topics About Graphic Design and Nonprofits

Research Paper Topics About Graphic Design and NonprofitsGraphic designers are often asked to do research paper topics about graphic design and nonprofits. While this is not always a problem, if you are only beginning out in the world of graphic design and have some creative talent, it can be difficult to figure out how to get started in this field.It is not as hard as it may seem. If you want to do research paper topics about graphic design and nonprofits, but do not know where to begin, it is best to turn to yourself. Get out your design sketches and do some preliminary research on the different organizations that you may want to work for.What does this look like in the case of a nonprofit organization? What skills or characteristics does this type of group need? What kind of mission does it have? Where did it get its name?There are many resources for people who want to do research paper topics about graphic design and nonprofits. One of the most commonly used is the Internet. You can start by using Google or any other search engine to find out more about these groups, as well as what they do with their websites.When doing research paper topics about graphic design and nonprofits, a couple of good sources are the International Association of Nonprofits (IANT) and the National Council of Nonprofits (NCN). Both of these organizations are very valuable and can be a great starting point for you. Of course, you can always check the local or state listings as well.So now that you have researched all of the different groups and organizations in graphic design and nonprofits, you need to choose the one that has something that suits you the best. Take into consideration whether it is a tight deadline, ifyou have something unique to offer, or if you have what it takes to succeed in this field. There are tons of things to consider when choosing the nonprofit group that you will be working for.Whether you are planning to do research paper topics about graphic design and nonprofits, or you are already a graphic designer and just looking for a job in this field, you will always have many options open to you. If you are looking for one specific nonprofit, then you could look in a few different places, but don't let this stop you from finding your dream job!Remember, graphic design and nonprofits is a popular career for people of all ages. All you need to do is be patient, have a passion for the field, and have a knack for creativity. You can accomplish anything if you truly want to and are willing to do what it takes.

Essay Writing on Environmental Issues Template

Essay Writing on Environmental Issues TemplateToday's essay writing on environmental issues has become one of the most in-demand topics for those who are teachers, editors and writers. It is quite obvious that these writers are using the latest environmental issues template to write essays. This template can be an excellent source for essay writers to use to help them avoid some common pitfalls when writing a written composition.The essay writing on environmental issues template has many advantages over other approaches to this topic. Many of these advantages involve reducing the number of errors one makes. One way to do this is to simply avoid mistakes in the assignment itself. Another way to do this is to follow the guidelines in the template.The first step is to select a topic for your essay. The next step is to determine the right format for this assignment. This can often be the most difficult step.Once you have decided what topic you will be writing about, you must choose a top ic that is interesting to you. You can do this by researching or talking to friends, family or co-workers about topics that interest you. When you have come up with a topic that you feel passionate about, you are ready to start writing the assignment.You should determine how you want to structure your essay by analyzing the specific problems you want to address in your essay. Write down your ideas as you go along. After you have a specific idea in mind, you can begin creating your essay.Once you have chosen a topic and a format, you are ready to begin developing an individual piece of essay writing on environmental issues. There are many essay writing templates available to help you with this process. These templates can make it easier to develop the idea and write the essay on environmental issues. The best way to learn how to format an essay is to find someone who has already gone through the process and share what they learned with you. There are many great resources for this inf ormation online. You may be able to obtain free advice or tips from the resource you choose.Keep in mind that essay writing on environmental issues can be quite daunting. It takes a lot of work to write an essay on any subject. However, if you take the time to find the right resource, you will find that the work is worth it.

Middle School Essay Writing Tips

Middle School Essay Writing TipsMiddle school essay writing tips can help students write better essays. There are plenty of things students can do to improve their essays. Some of the tips below are very easy to do, while others require some skill and practice.The first tip is to make sure you know what type of essay you want to write. Many students start out writing essays that don't even relate to the subject matter. It is not helpful to write an essay if it doesn't take into account your learning style.One method students can use is to first read the entire article and figure out what kind of topic they want to write. Then they read through and figure out what the point of the article is. Students can also look at examples of other works to get ideas.One of the best writing tips for Middle School is to actually put your ideas down on paper. Write your article as if you were the author. Make sure you use correct grammar and spelling.Once you know what kind of writing you want to do , students can try to think of a good topic for a Middle School essay. If a student has some topic ideas, they should then decide what topic they want to write.One of the most important Middle School essay writing tips is to write about the topic they chose. Make sure you have the right information to back up your point. Make sure you also consider your opinions and feelings about the topic.After you have gathered information about the topic, students can choose whether they want to write in an essay format or a journal format. Journal writing is ideal for students who have a lot of information to back up their point.Another tip for students who want to use writing tips for Middle School is to make sure the student's ideas are clear. Students should think of topics based on the learning style of the student. One tip that students can use is to write what they know, but some teachers will prefer students write how they learn, even if the writing is more accurate.

Life Essays - , Term Papers, Research Papers

Life You have been ready to move on for quite some time But maybe not so ready to let go Of all that you know (Your friends, your family, and all the sweet memories) But you have to remember There is a life to be lived and a beautiful world to be seen There are new friends and more memories to make And the world is just going to keep going with or without you Don't let fear hold you back From taking that chance Sacrifice, laugh, cry, give, learn love Just let yourself go and live the life that you want Find yourself and be brave Discover the world that awaits you and enjoy this wonderful life.

CultureWorks ESL HRM Challenges

CultureWorks ESL HRM Challenges Abstract CultureWorks ESL School has existed since 1998 in Ontario, Canada. Unlike the conventional ESL schools, CultureWorks provides international students with a letter of conditional acceptance to the University of Western Ontario and other affiliated University colleges, which gives international students an opportunity to study in Canada.Advertising We will write a custom report sample on CultureWorks ESL: HRM Challenges specifically for you for only $16.05 $11/page Learn More The school as experienced a tremendous growth in the recent years because of an increase in the number of international students in Canada, especially in the Ontario region. The institution’s conditional offer gives international students an opportunity to study in a well-known university in Canada. A strong teacher team has helped CultureWorks to earn a favourable reputation throughout the world. As a result, CultureWorks expanded its business to Ottawa in collaboration w ith the Carleton University. However, many challenges have emerged during the expansion. For instance, there is a strained relationship between employees of CultureWorks and those of Carleton University. This research explores challenges that face CultureWorks because of a rapid expansion and collaboration strategy. In this regard, the research applies human resource management (HRM) principles to highlight challenges of sustaining the growth and proposes recommendations for effective management of partnership and strained employee relationships. Introduction Many organisations struggle to meet the dynamic needs of their customers as they react to changes in markets. Meeting customers’ needs and beating competitors require an appropriate use of internal and external relationships, which ensure that an organisation has the potential to sustain its objectives and emerging growth initiatives (Rastogi, 2000). The strategic need to collaborate with other institutions and people is now a crucial factor of success in a highly dynamic and competitive environment. Organisations should collaborate with others in order to capitalise on accessibility and resources they lack. Therefore, building a successful organisation in a competitive global economy requires firms to form strategic alliances for mutual benefits. In this regard, firms should create a partnering culture in order to facilitate collaboration with other partners.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Partnership and alliances have a great potential in promoting growths of organisations. CultureWorks and Carleton University should rationalise and combine their facilities, operation, and functions in order to maximise efficiency and service delivery to students. Such affiliations have effects on cultures, norms, and practices of both institutions. The main aims of collaboration were to enco urage enrolment of many students, create synergies, provide a global reach for foreign students, develop a critical mass, facilitate and sustain growth strategies, add core competence of instructors, and finally leverage on external talents, expertise, and technology of other institutions. Challenges that CultureWorks and Carleton University experience during the integration of employees are numerous. One would expect such a deal to bring about a fast growth without strains. However, most of such initiatives fail to meet their objectives. We can attribute some cases of failures to market conditions and financial difficulties of organisations. Still, we can trace causes of failures to neglected human resource challenges in both organisations. Organisations can only realise such growths when information flow freely, but this can only occur when there is a trust among employees. However, this is not the case at CultureWorks and Carleton University. Both institutions have faced internal employees’ challenges because of various reasons. The strained relationship that exists between the two institutions can derail growth strategies of both. It can also have impacts on employee morale, retention, communication, job security, and promotion. However, these are challenges associated with sustaining growth in growing institutions. In this context, the role of the HRM is crucial for both organisations. HR Issues between CultureWorks and Carleton University A number of reasons exist to explain causes of failures in organisations during partnerships. However, the most important area in the process of collaboration is managing human resources in order to retain them and provide opportunities for effective collaboration for increased performance. Under such circumstances, CultureWorks will not meet its objectives in the collaboration programme. Affiliation and partnership strategies have become growth strategies for many organisations. However, most of them usually fai l in the integration process.Advertising We will write a custom report sample on CultureWorks ESL: HRM Challenges specifically for you for only $16.05 $11/page Learn More Findings have shown that some failures result from the inability of employees to embrace and adapt to the new environment or because many employees leave organisations during the process. Thus, managing employees’ issues can ensure that CultureWorks and Carleton University meet and sustain their growth strategies (Kleiman, 2000). Some of the problems from employees, which both organisations faced, were management challenges, loss of talents, differences in organisation cultures, and ineffective management of change and sustainability of change. All these challenges have direct impacts on strategic HRM. Cultural differences and organisational practices could be the most challenging aspects to both organisations. In most circumstances, the HR department has limited roles during the ne gotiation of partnership deals between organisations. This may explain why organisations do not consider their cultures, practices, and employees during negotiation processes. Affiliation has effects on both employees of CultureWorks and Carleton University, and measures to manage such effects could create a strong team, business model, and success for both institutions. The roles of HRM By identifying and developing appropriate response mechanisms, the HR manager can create long-term strategies for success of CultureWorks. On the contrary, failure to take any action can result in the failure of expansion strategies of CultureWorks. It is the role of the HR manager to put the right employees at the right positions. Therefore, effective selection and assessment of employees’ capabilities, especially in leadership positions can facilitate employees’ integration in both institutions. HRM must also account for employees’ integration processes for effective operation between the two institutions. HRM must encourage effective communication between the two organisations. Communication is the main factor to successful organisational during growths and formation of partnership. The purpose of internal communication is to let employees know of the ongoing organisational strategies and possible changes in the institution.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It is a challenge to initiate cooperation among employees from different institutions. Therefore, constant communication is necessary in order to establish how employees think about the ongoing partnership with other institutions. This process should be the start of understanding differences in organisational culture between the two institutions. Communication is critical during this process. However, there might be problems with information to communicate due to confidentiality, the kind of information to communicate, especially in a case where trust does not exist among employees. The HRM department must develop a communication guideline for internal communication during the integration process. The blueprint should provide effective communication channels for employees from both institutions. CultureWorks and Carleton University have different cultures, which they have developed over the years. The issue of a sub-culture is a major problem to the HR department when organisations form a team. This is the most difficult area to comprehend because every institution aims at building and instilling unique culture among employees. Therefore, the HR must initiate effective cultural integration mechanisms in order to eliminate barriers within the two institutions. For instance, CultureWorks is a private institution that has limited information in the public domain. On the other hand, Carleton University is a public institution that offers ease of gaining access to important information for employees and visitors on its Web site or institution. Therefore, such differences between public and private institutions are potential sources of organisational conflicts. The HR manager must anticipate organisational culture challenges. Consequently, the department must develop effective strategies of overcoming differences in practices among employees of the two organisations. Employees must understand that organisational practices are dynamic because of changes and growth of the institution. Therefore, it is appropriate for the HR department to determine the level of integration between employees of the two institutions. This is possible by understanding employees’ behaviours and key factors, which influence their behaviours towards other employees. Managing and sustaining changes among employees during organisational growth are a part of the HR roles. In order to achieve optimum results from the partnership, changes in the organisational operation, structures, employees’ roles, compensation, and management of employees are necessary. Change in itself is a problem to the institution, as well as the employees. Effects of changes can cause confusion among employees. Therefore, a proactive HRM is necessary to avert possible negative outcomes. Cultureworks should understand effects of changes among its employees. The organisation can avoid some challenges through effective communication in the organisation. For instance, CultureWorks should a rrange changes in the leadership structures, roles, and transfer of employees to Carleton University. It is also important to recognise central elements that drive change within the institution. The HR manager must encourage participatory approach in which senior executives and line managers take active roles in change processes. Employees from both organisations can development resentments if their managers come from different institutions. This situation may lead to resistance among employees of the two institutions. Employees’ commitments and behaviours to facilitate collaboration between the two institutions depend on effects of change on their roles. This raises the issue of consultation with the affected employees. Employees can only commit to change processes if they will not interfere with their terms of services. Any change that alters work schedules, locations, reporting lines, organisational cultures, and management styles may not be favourable for many employees. Issues have also emerged based on decision-making processes with regard to management of employees’ talents. However, the role of HRM remains critical to successful growth of CultureWorks. In this context, we can focus on two roles in order to understand how HRM can facilitate growth of the institution. First, the HRM must understand the ongoing changes and model the organisation through these change processes. This implies that as CultureWorks experiences changes based on its growth strategies, various HRM problems shall emerge, and there is a need to control them for effective transition during this period. HMR must ensure that the institution assigns the right employees to the right departments. The HR manager must ensure that collaboration does not result in loss of employees. Therefore, effective retention and employee development systems can avoid such impacts. Second, HRM functions should also focus on using its employees to create competitive advantage. According to t he resource based view, organisations can attain competitive advantages if their employees meet certain requirements. In this regard, CultureWorks must use its rare skills and knowledge in employees to create competitive advantage and growth. Such skills and knowledge are difficult for competitors to imitate. Therefore, the organisation can sustain its growth strategies by using its human resources. In this regard, the role of HRM involves planning human resources from attraction, recruitment, retention, and deployment to various departments or locations (Noe et al., 2012). However, we have to note that the institution cannot achieve and sustain growth and competitive advantage from the HRM roles alone. Such achievements and sustainability depend on the way employees commit and implement strategies. Therefore, the team must have management abilities to implement HRM initiatives in ways, which make them inimitable and specific to CultureWorks. Still, CultureWorks strategies for maint aining its growth strategy must focus on developing employees and adopting favourable HR practices during the transition (Wan, 2007). This shall ensure that the institution avoids employee challenges from collaboration with other institutions. Conclusion CultureWorks has experienced a rapid growth in the past few years due to the increasing number of foreign students, who seek the best letters of acceptance in Canada for higher education. Consequently, the institution has collaborated with Carleton University as a strategy for growth. However, there are strained employee relationships and other challenges, which result from change processes. Growth has strained CultureWorks resources, and it has to collaborate with external partners. However, the HR department failed to prepare employees adequately for the ongoing expansion and changes. This created pressure on employees as they reacted to such changes. Outcomes were strained relationships, communication challenges, and issues of in tegrating organisational cultures and practices. Therefore, managing such a rapid growth requires management of change too. HRM policies and practices must also account for such changes, growth strategies, and collaboration with other institutions, especially with regard to employees’ relationships. This can avoid possible losses of employees and resistance to change efforts. Moreover, CultureWorks can sustain its growth strategies through HRM processes and practices, which favour collaboration with other external institutions. Recommendations CultureWorks should consider the following suggestions in order to facilitate growth and improve employee relationships. At the same time, they will ensure that CultureWorks sustain its growth strategies and retain its employees. CultureWorks must develop clear business strategies for collaboration with other institutions. The process must involve inputs from the HR department. Both organisations must communicate collaboration strategi es to their employees. HRM must conduct a thorough study of organisational cultures of both organisations and identify cultures that can work for both Management of diversity in both employees and institutions are crucial for success HRM must identify employees competence and assign new responsibilities based on the ongoing transformation in the institution CultureWorks must create a strong communication culture in order to eliminate cases of job insecurity and fear among its employees. At the same time, the institution should develop a communication channel for its employees and employees from the other institution. Change management is necessary during growth and collaboration with other institutions The institution must engage senior executives in formulating growth strategies and implementation processes HRM must keep employees morale high and implement different methods of employee motivation, especially those affected by collaboration initiatives References Kleiman, L. (2000) . Human Resource Management: A Managerial Tool for Competitive Advantage. Cincinnati: South-Western College Publishing. Noe, R., Wright, P., Hollenbeck, J., Gerhart, B., and Eligh, L. (2012). Human Resource Management: Gaining a Competitive Advantage, CDN Edition. Toronto: McGraw- Hill Ryerson Ltd. Rastogi, P. (2000). Sustaining Enterprise Competitiveness: Is human capital the answer? Human Systems Management, 19(3), 193-203. Wan, H. (2007). Human Capital Development Policies: enhancing employees satisfaction. Journal of European Industrail Training, 31(4), 297-322.