Why might a person need to go through significant personal changes to be an effective team leader What are some of the changes required

A change, like a rest, stands out as one among the many inevitable things based on how it manifests itself in the field f leadership especially for those who target at becoming reliable leaders. Yes, they must make significant personal adjustments to ensure that they remain in hand towards leading that formidable unit, whose effectiveness burns down to whoever stands in the helm. There exist several reasons as to why such changes in most cases prove inevitable.Advertising We will write a custom critical writing sample on Why might a person need to go through significant personal changes to be an effective team leader? What are some of the changes required? specifically for you for only $16.05 $11/page Learn More Effective leaders lead by example thus becoming the first people to set the tunes of the things they want their people to do or rather portray. For instance, if one expects his/her team to follow a specific dress code of which he/she does not adh ere to, there stands a very high probability of the people he/she leads not grasping the importance of such a code. Striking a perfect balance between compassionate and firm leadership proves inevitable for effective leaders. Effective leaders show humane concern to their teams’ problems yet remain careful not to compromise productivity. Being approachable and accommodative are other traits common in an effective team leader (Daft, 2010, p.23). As the head, one must make sure that he/she has the ability to accommodate the different ways of doing things. For instance, some people will take longer to learn or do what others will do in a flash. It proves not the leader’s place therefore to criticize an individual’s pace or mode of learning. Instead, he/she needs a good deal of practice concerning how he/she ought to appreciate people’s discrepancies. People expect magnanimity of everyone joining the ranks of team leadership (Mann, 1959, p.247). They will alw ays require him/her to give credit where it stands due rewarding efforts made by individuals in his/her team. Effective leaders cultivate for and earn loyalty from their team. He/she therefore has to modify his character to fit into the shoes of the people he/she leads in order to achieve this loyalty. Remember, the team will only stand by its leader if he/she too stands by it. Thus, the easier it is for the person to gain that dedication, trust and loyalty positively, the higher the chances of him/her becoming an effective leader. As a result, actual changes will come in handy in the journey towards achieving the aforementioned effective leadership. For instance, a leader needs to adjust his/her actions and behaviors to conform to what he/she expects from the team. â€Å"The manager leads the group and the group agree to follow his lead to accomplish a predetermined goal† (Burns, 1978, p.13).Advertising Looking for critical writing on business economics? Let's see if w e can help you! Get your first paper with 15% OFF Learn More Rules are supposed to transcend above individuals for them to function fully. A leader ought to manifest a change concerning his/her style of dealing with people. Therefore, he/she needs to establish himself/herself, not necessarily as a leader, but as a member of the team with which he/she leads. When conducting a team meeting, he/she should make it all-inclusive asking the team members for opinions and suggestions. â€Å"First, listen then offer solutions but when you ask for their opinions let it not just be a formality, instead dedicate yourself to working the issues out† (Stogdill, 1948, p.40). An effective leader ought to change his/her perceptions towards giving or rewarding. He/she should view it not as a loss but an added advantage that boosts the performance as well as corporation in the team. A reliable leader should prove more approachable. People will always come for solutions at their convenie nce without considering the flipside of the situation. He/she foster calmness and professionalism avoiding lashing out in frustration at his/her team members. Leadership is no doubt an art and like all arts, it requires perfection. Either way adjustments have to be made for efficiency to be achieved. Reference List Burns, M. (1978). Leadership. New York: Harper and Row Publishers Inc. Daft, R. (2010). The Leadership Experience. Britain: Southwestern Educational Publishing. Mann, R. (1959). A Review of the Relationship between Personality and Performance in Small Groups. Psychological Bulletin, 56, 241-270.Advertising We will write a custom critical writing sample on Why might a person need to go through significant personal changes to be an effective team leader? What are some of the changes required? specifically for you for only $16.05 $11/page Learn More Stogdill, R. (1948). Personal Factors Associated with Leadership: A Survey of the Literature. Jou rnal of Psychology, 25, 35-71. This critical writing on Why might a person need to go through significant personal changes to be an effective team leader? What are some of the changes required? was written and submitted by user Patience Howe to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

How does Starbucks deal with 5 management principles Essay Example

How does Starbucks deal with 5 management principles Essay Example How does Starbucks deal with 5 management principles Paper How does Starbucks deal with 5 management principles Paper Management has been defined in various ways by different authors and scholars; however most of these definitions converge towards one definition. Management is the process that entails planning, organising, leading and controlling all efforts of members of an organisation and the use of other organisational resources to accomplish organisational goals. Management is, therefore, a systematic process that utilizes resources efficiently through the effort of others to achieve specific stated goals (Dale 4). Managers whether chief executive officers, departmental heads or supervisors must perform certain functions and process which pertain to management. These functions also known as principles include: planning and strategy, decision making, organizing and control, leadership, communications, teamwork, HR and employee motivation, global management, organizational change and ethics. This paper aims to discuss the application of these management principles to Starbucks Corporation. Starbucks Corporation began in 1971 with a single store undertaking as a retailer and roaster of ground and whole bean tea, coffee and spices. Currently, it has millions of customers in over 50 countries world wide. Starbucks mission is ‘to inspire and nurture the human spirit – one person, one cup, and one neighbourhood at a time. ’ Starbucks specialises in coffee and believes in serving the best quality coffee possible through ensuring high standards in coffee growing and rich flavouring of coffee beans at its roasting plants. Its range of products include: coffee, merchandise, hand crafted beverages, fresh food and consumer products. It is listed on NASDAQ as common stock (Starbucks 1-3). This large corporation which has existed successfully over the decades would form a good case in the analysis of how management principles are applied to the organisation which has seen its successful growth and survival. Planning and Strategy The planning and strategy formulation processes of organisations are closely intertwined. Planning is the process of setting objectives and putting in place strategies to ensure the fulfilment of the set objectives. Starbuck has a clearly set mission statement which forms the starting point in planning or strategic management process. Its mission is ‘To inspire and nurture the human spirit – one person, one cup, and one neighbourhood at a time. ’ Being a global brand, planning occurs at the corporate level head quarter and at the level of the specific stores. The top management sets the global overall strategy, which is copied across the continent while taking into consideration particular needs of each licensee store and their operating environment. The strategies set by the top management include site selection, design and creative concepts for their global stores. Organization and Control Managerial organization is the process of grouping organisational activities and forming the relationships of authority among them (Kuttyta par. 3). Starbucks is organised by having a top management then managers of various business units like Digital ventures. The top management whose chair is the Chief executive officer (the company president) is the ultimate authority. There are two managers after the CEO one responsible for Starbucks US and the other responsible for Starbucks Coffee International. The main functions of Starbucks stores are managed centrally for all its global outlets. The management consists of a global: marketing manager, supply chain manager, human resources manager, administrative and finance manager and public affairs manager. These managers liaise directly with regional store managers. Its global presence makes it almost impossible for employees to interact personally with the senior managers (Starbucks). Control on the other hand entails process and practices that managers use to ensure that performance is congruent with before stated plans (Kuttyta pars 4). The main control mechanisms at Starbucks are governance principles, committee policies and charters that guide decisions made in the organisation. Performance reviews done on all stores and regions also ensure compliance to strategic objectives. Human Resources and Employee Motivation Human resources and employee motivation involves the decisions and activities that enable an organisation to attract and retain qualified personnel in the organisation. These activities include selection, training, development, compensation and appraisal (Duening and Ivancevich 5). To begin with, in 2009 Starbucks was ranked among the 100 Best Companies to work for by Fortune. Employees are highly valued and as known as partners due to the open and direct relationships with them and Starbucks. Partners are offered comprehensive benefits such as health care benefits and flexible working hours. The optimal scheduling program implemented in 2008 allows partners to work for regular schedules and more hours. Additional benefits include savings plan and stock purchase plan. The selection process is open and acknowledges workforce diversity. The most qualified people are hired in an open process that allows competitive selection. Being an equal opportunity employer Starbucks looks at qualifications regardless of the race, origin, religion, sex, disability, sexual orientation, gender identity and marital status. The same policy applies to transfers, compensation, promotion and termination benefits. Team work is an essential part of employee motivation as well as an element of organisation. Team work satisfies the employee’s need of wanting to belong to a group or a team, on the other hand it promotes good decision making in an organisation. At Starbucks team works is applies from top management to employees. Decisions are made and work assignments done in a team to promote the spirit of community and team work which is a core value of Starbuck. Leadership Leadership is a means of inspiring organisational members to achieve organisational goals, because the leader makes the members believe in what they are doing. The style of leadership in an organisation is a determinant of staff morale and is key to effective communication (Wanish pars 3-4). The managers of Starbuck are transformational leaders who believe in change and in the value of their employees, the reason why they consider their employees partners. The transformational nature of leadership has enabled the organisation to embrace environmental friendly practices like in monitoring their supplier farmers and to be socially responsible for the communities affected by their business. Changes in the organisation originate with the managers who support the change and help their partners to effect change (Starbucks). Globalization  Starbucks has a global presence in over 50 countries. Globalisation has brought a number of challenges to managers; the advances in technology have made it possible even for small firms to compete in the universal arena. Starbucks is a Multinational Corporation having significant operations each of it’s over 50 countries. The need to increase sales drove the company to China with population of 1. 3 billion many of which prefers tea. According to Degree Dictionary (pars1-2), global management is the capacity and business value needed by a multinational to operate effectively and efficiently. To properly manage its diverse staff, due to its policy of inclusion, equity and accessibility, Starbucks has created global communities and networks which serve the specific needs of its employees (partners). The partner networks help promote inclusion amidst diversity and foster professional and personal development, an example of its partner networks is Starbucks Black Partner Network, whose role is to reinforce connections among the community and assist in the professional development of partners of African descent. Starbucks operates licensing agreements for its global business. It licenses its brand name, coffee manufacturing technology and trademarks to business in air travel, retail, health care, college/ university, recreation, lodging and healthcare (Starbucks). Starbucks has global operations and products for its licensee stores. The stores have standardized operations worldwide in terms of beverage and food preparation. Decision Making A typical decision making model has six steps: problem definition, objective and criteria setting, generation of alternatives, analysing and selecting the best alternative, planning and implementation of decision and controlling the decision (Lussier 53). Decisions at Starbucks are made at various level of management. Strategic decisions are made by the top management who in turn allow business unit and operational managers to make decisions for their various units. The governance principles, committee policies and charters dictate that decisions are made after gathering sufficient information and generating alternatives. The policies are a mechanism to ensure decisions are made in the best interest of Starbucks (StarBucks). Ethics Business ethics are standards of right and wrong that influence behavior. Starbucks is concerned about its ethical behavior and has put in place ethical standards to ensure its compliance with ethics. It has long term relationships with its coffee supplier farmers worldwide to ensure the maintenance of quality and ethical standards in growing and trading by 2015. The ethical philosophy at Starbucks states that, they are aiming for a better cup of coffee which also aids in the creation of a better future for farmers and a more stable climate. By partnering with Conservation International, Starbuck have been enabled to develop guidelines on ethical sourcing which helps in purchasing coffee that is grown responsibly and traded in an ethical manner. Starbucks works closely with farmers in developing growing methods that are responsible as well as investing in coffee production communities for sustainable supply of coffee. Tea and cocoa sourced by Starbuck is also monitored to ensure ethical standards. For instance El Triunfo Reserve in Mexico is home to some of the rare bird species in Latin America at the same time the source of coffee for Starbucks. At this forest farmers protect the biodiversity and birds by using traditional shade growing and organic agricultural methods. Further the ethics campaign extends to the procurement of store products such as aprons, shelves and tables. Consideration is given to the manner in which such products are manufactured in comparison to the Supplier Social Responsibility Standards for goods. Goods and services are procured from suppliers who comply with the ethical standards and who share in Starbucks’ commitment to environmental and social responsibility. Just to show the seriousness of Starbuck to ethics by the end of 2009 they had assessed 114 factories to determine their performance as well as engaging in 37 improvement programs. Starbucks through Starbucksâ„ ¢ Shared Planetâ„ ¢ partners with non-governmental organizations to realise its objectives of community involvement, environmental stewardship and ethical sourcing. The NGO’s that are associated with Starbucks include: Conservation International, Earthwatch Institute, Fair Trade, United States Green Building Council (USGBC), Sustainable Food Lab, African Wildlife Foundation (AWF), and Business for Social Responsibility (BSR), Ceres, Save the Children, Product (RED) â„ ¢, International Youth Foundation (IYF), Ashoka Youth Ventures and Mercy Corps (Starbucks). Starbucks is an organisation with global presence and has embraced the principles of management. The planning and strategy formulation process starts with senior management then tickles down the organisation. The employees are a valued asset; they enjoy various benefits and their diversity is taken into consideration. The company is organised to have top management and business unit managers that are supported by functional managers based at the head quarters. To ensure that the organization meets its objectives periodic appraisals are carried out as a control mechanism. The transformational leadership at Starbucks has spear headed the inclusion of business ethics and social responsibility among its corporate strategies.

Standard State Conditions of Temperature and Pressure

Standard State Conditions of Temperature and Pressure Values of thermodynamic quantities are commonly expressed for standard state conditions, so it is a good idea to understand what the standard state conditions are. A superscript circle is used to denote a thermodynamic quantity that is under standard state conditions: ΔH ΔH °ÃŽâ€S ΔS °ÃŽâ€G ΔG ° Standard State Conditions Certain assumptions apply to standard state conditions. Standard temperature and pressure commonly is abbreviated as STP. The standard state temperature is 25 °C (298 K). It is possible to calculate standard state values for other temperatures.All liquids are pure.The concentration of all solutions is 1 M (1 molar).All gases are pure.All gases are at 1 atm pressure.The energy of formation of an element in its normal state is defined as zero. Sources International Union of Pure and Applied Chemistry (1982). Notation for states and processes, significance of the word standard in chemical thermodynamics, and remarks on commonly tabulated forms of thermodynamic functions. Pure Appl. Chem. 54 (6): 1239–50. doi:10.1351/pac198254061239UPAC–IUB–IUPAB Interunion Commission of Biothermodynamics (1976). Recommendations for measurement and presentation of biochemical equilibrium data. J. Biol. Chem. 251 (22): 6879–85.

Network Management Group and Individual Project Essay

Network Management Group and Individual Project - Essay Example My aim is to design and manage this infrastructure in such a way that this network provides intranet facility to staff of the three departments and internet facility for information site for public. The intranet for the three departments will provide the access to staff only, with the ability to access and download files, with each department having its own section of the intranet. It is my responsibility to select such services and tools that are helpful in facilitating the overall management of this web hosting process. I have conducted a detailed study for establishing Web Hosting Solutions for the Payland’s government. This report emphasizes on the quality of services for management of this project. Our team has got the project to upgrade the information services and web facility for the Payland’s government departments. In this project, I am responsible for the implementation and designing for the Web Hosting services for the given departments. We have to establish the department’s intranet that must be part of a whole company’s intranet. I have decided to establish several levels of information access for the staff that will provide the different access rights to the intranet; all this includes the rights criteria to the network administrators and other employees. In this process, we are going to host the official governmental website in which, potential growth is strongly expected, so we have to reserve adequate web space available for the potential growth of sites. We also keep in mind the expected access intensity of this site because thousand staff members and general public will access our network so we have to be concise regarding the choice of the bandwidth. Network security is also an important factor for this network so we have to incorporate the log in and network firewall facilities. So, it was a little background of my project, I have enlisted the main factors and requirements

Audit and Internal Control Essay Example | Topics and Well Written Essays - 1750 words

Audit and Internal Control - Essay Example A computer system is at risk of been accessed illegally and data that is held there within put at risk. Given the sensitive nature of accounting data, the finance director has asked for an audit report detailing the security status of the system. Data will be input in the computers from workstations, and there is risk of unauthorized access to this data at this point. Data from satellite stations will be transmitted through the internet, and there is the risk of this data getting accessed by unauthorized individuals either remotely or otherwise. The finance director has specifically asked for a description of the general controls that can be exercised to avert unauthorized access to the computer system from remote workstations. These may be the remote workstations of the company's staff or the remote workstation of a computer hacker. The director also asked for procedures that can be applied to avert unauthorized access to the computer through the service provider. Controls to be employed in the purchases and payroll systems over retrieval of information, input of transaction data and updating of standing data files has also been requested. It has been noted that a large number of unauthorized access to a company's computer system is from within, rather than from without (Wilkinson: 2009). What this means is that there are some members of the staff who are errant enough to access the computers of their employer without the relevant authorization. The reasons why they do this are varied. Some are interested in sabotaging the activities of the company while others are just curious about the contents of the computer. There are several procedures that have been developed that ensure that this does not happen. Use of Password and User ID Control Password is the most common form of control that is used to ensure that there is no unauthorized access to a computer and the computer system (Nikoltos: 2008). In this case, every user of the computer or system is given an identity, or ID. The ID might be his name or other such identifications. He accesses the system by using that ID, since it is the name that the system knows him with. A password is then given to each and every of these ids. The user is supposed to provide the computer with his identity and the accompanying password for him to be allowed access to the system. Every password is specific to a particular ID. A wrong combination of the two will not allow the user to gain access to the system (Nikoltos: 2008). When there is more than one user with identical names and information, a special ID called the User Specific ID is used (Marie: 2007). Windows will utilize Security ID or SID for each and every of those accounts (Marie: 2007). The best thing about this ID is that it is a very unique key. When a user is creating an account, the security identity is generated, giving all his details (Wilkinson: 2009). Passwords and user IDs have some strength that makes them effective in dealing with a remote unauthorized access. For starters, the computer system is set such that there is no access that can be permitted if the correct combination between ID and password is not made (Wilkinson: 2009). This makes it possible for the computer system to alert the administrator when an unauthorized access had been attempted. It is also very hard for a password to be replicated. The user can create a very

Amylase And Catalase Enzyme Catalysts Biology Essay

Amylase And Catalase Enzyme Catalysts Biology Essay An enzyme is a catalyst that speeds up the rate of reactions by lowering the activation energy. Each enzyme works better under optimal conditions, which favor the most active shape for the enzyme molecule. Enzyme and substrate concentration, temperature, and pH are environmental factors important by producing the most reaction rate. Also, the different of factors are used to examine the effects of catalase and human amylase. Gas pressure Sensor, Vernier Gas Pressure interface, and Logger Pro are used to collect the pressure of oxygen. At 300C and pH 7 of catalase, the concentration of substrates and enzyme increase and the rates of reaction also rise. However, substrate concentration goes up at 400C and pH 7 of human amylase. Introduction: Enzymes are catalytic proteins, which control a chemical reaction by increasing the rate of a reaction without being consumed in the process (Enzyme 2007).The catalytic speeds up the chemical reaction by lowering the activation energy, which needed to break the chemical bonds between reactants to combine with other substances. In reactions, the substances at the beginning of the process are called substrate and enzyme can covert substrate molecules to product molecules. At lowering the activation energy barrier, the enzyme has specific substrates to absorb enough energy to reach the transition state (Campbell 2008). Enzymes are very specific in environmental factors, which affect the reaction rate. The enzyme only works on the substrate that fits the active site and no other (Campbell 2008). The enzyme binds to the substrate called the active site, which is made up amino acids (Enzyme 2007). The substrates enter active site, and the enzyme changes shape such that its active site enfolds the substrate and catalyze the reaction more easily. Moreover, the more substrate molecules are available, the more often they access the active sites (Campbell 2008). Enzyme works better under optimal conditions including enzyme concentration, substrate concentration, temperature, and pH because they favor the most active shape for the enzyme molecule. Nevertheless, the enzyme will denature and become less efficient the rate of reaction when the conditions get extreme alteration (Campbell 2008). Each enzyme has a different specific temperature, which affects on the rate of reaction. Most human enzymes have optimal temperature of about 35-400C. Substrates collide with active site, the kinetic energy of the molecules coverts to increase chemical potential energy (Campbell 2008). Therefore, the temperature increases to reach the activation energy and the rate of an enzymatic reaction increase. In addition, if the chemical potential energy rises greater, some of the weak bonds of 3-D shape of the active protein are broken (Enzyme 2007). It will denature of the protein and inactivate the protein. Thus, the rate of reaction decrease when there are too much heat. Just as each enzyme has an optimal temperature, pH level also has an optimal of the range pH 6-8.The pH affects the structure of enzymes by altering basic amino acids or ionization of acidic (Campbell 2008). Changes of pH affect to 3-D shape of the protein, and enzymes become denatured. Substrate concentration and enzyme concentration affect the rate of reaction of enzymes. When substrate concentration increases, it means that more substrate is added; the reaction rate increases because of using more the active site of the enzyme (enzyme 2007). However, when the active site of the substrate is reached at further point, enzymes are saturated to limit reaction rates. Thus, when the substrate concentration is constant, the rate of reaction of is constant. Nevertheless, when the substrates remain constant, the enzyme concentration increases and the rate of reaction also increases until certain limiting concentration. In the experiment, by different environment factors catalase is used to the actual experiment and human amylase is used to the simulation experiment. Catalase is enzyme present in all living cells. It decomposes hydrogen peroxide into oxygen and water and protects cells( ). Amylase a digestive enzyme made primarily by the pancreas and salivary glands. The primary function of the enzyme amylase is to break down starches in food so that they can be used by the body to trigger specific chemical reactions (Amylase tests.2006). In addition, both the salivary and pancreatic amylases are ÃŽÂ ±-amylases in human physiology; ÃŽÂ ±-amylase is an enzyme that hydrolyses alpha-bonds of large alpha-linked polysaccharides such as starch and glycogen (Amylase tests.2006). ÃŽÂ ±-amylase is predicted to work best in the human body temperature of 37 Â °C and pH from 5.6 to 6.9. If body heat exceeds 37Â °C by too much cells become impaired or permanently damaged, at lower temperature metaboli sm decreases without permanent damage until ice crystals form in the cells. Also, if pH is extremely high or low, the activity will decrease for most enzymes. Catalase is predicted in the temperature of 37.50C ,the pH under of 8, and the enzyme and substrate concentration is high. Methods: In this experiment, we tested catalase activity by using a yeast solution to determine the effects of enzyme concentration, substrate concentration, temperature, and pH. Moreover, we measured the rate of chemical reaction by producing the pressure of oxygen and breaking down of hydrogen peroxide. First, we connected the Gas pressure Sensor to the Vernier Gas Pressure interface .Then we connected the Vernier Gas Pressure interface to the laptop. From the Biology with Computers folder, we opened the file 06 Enzyme (Pressure) from Logger Pro program. Then we used a clean large test tube and placed the enzyme solution at the very bottom of the test tube. In addition, we used an Erlenmeyer flask to keep the test tube from moving during the experiment. Also, we used the rubber stopper to insert and create a tight seal onto the test tube, and the stopper valve was in the closed position. We drew up the substrate solution (3% H2O2+ H2O) into the syringe and connected the syringe to the rubber stopper assembly. Later, we opened the valve of the syringe and injected the peroxide solution into the test tube and immediately closed the valve and clicked the collect button on the Logger Pro. While we waited three minutes to collect data, we didnt swirl or move the test tube. When data coll ection had finished, we removed the rubber stopper assembly and discarded the contents of the test tube. Then, we selected experiment and stored latest run in the Logger Pro software. We clicked on the graph where the data values began to increase, dragged the mouse point to the point where the graph began to look non-linear, and clicked the Linear Fit button to a linear regression.For all the experiments, we used the same processes. For enzyme concentration, we used 15 mL of water and 15 mL of 3% hydrogen peroxide. We placed one drop of yeast at the bottom of the test tube, and we drew up 6 mL of substrate solution. Following the above procedures, we performed the experiment and determined the rate as the slope of the curves we generated during the experiment. We repeated the experiment using different enzyme concentrations of two, three, four, and five drops and calculated the slopes as mentioned before. Therefore, we recorded the data in table one. Moreover, for substrate concentration we added 1 mL of water with 5 mL of 3% hydrogen peroxide. We placed three drops of enzyme solution at the very bottom of the test tube, and we drew up the 6 mL of substate solution into the syringe from the beaker. In the same methods above, we performed the experiment and determined the rate as a slope of the curves during the experiment. We repeated the experiment using different substrate concentrations of 2, 3, 4, and 5 mL of water and 4, 3, 2, and 1 mL of 3% hydrogen peroxide. Consequently, we recorded the data in table two. Similarly, we used 3 mL of water with 3 mL of 3% hydrogen peroxide for testing the effect of temperature on the enzyme. We added three drops of yeast at the bottom of the test tube and sealed it with the rubber stopper assembly. Then we placed the test tube in the flask half full with ice water and waited for three minutes. Also, at the same we placed syringe in ice for three minutes. We recorded the temperature from the thermometer placed in the ice. After the three minute period, we removed the syringe from the ice and connected it to the rubber stopper assembly, and we followed the general procedures to determine the rate of reaction. We repeated the experiment using different temperature of room temperature, 300C water bath, 400C water bath, 500C water bath, and 600C water bath and calculated the slopes as mentioned before. Thus, we determined the data in table three. Finally, we added 3mL of the pH 3 solution and 3 mL of 3% hydrogen peroxide. We placed three drops of yeast solution at the very bottom of the test tube, and we drew up the solutions into the syringe. In the same methods above, we performed the experiment and determined the rate as a slope of the curves during the experiment. We repeated the experiment using different pH solutions of pH 5, pH 7, pH 9, and pH 11. As the result, we recorded the data in table four. Results: Figure 1. Relationship between the rate of reaction and temperature for the human amylase. The data is collected from a simulated experiment by using the program Enzyme Investigation. In this experiment, the rate of reaction of human amylase are based on the constant of substrate concentration of 0.01 mole/L, enzyme concentration of 1.0 ÃÆ'-10-6 mole/L , and pH of 7.Human amylases optimal temperature is 400C. Figure 2.Relationship between the rate of reaction and the effect of pH for the human amylase. The data is collected from a simulated experiment by using the computer software Enzyme Investigations. While temperature at 250C, substrate concentration of 0.01 mole/L, and enzyme concentration of 1.0 ÃÆ'-10-6 mole/L remain constant, pH changes different level from 1 to 14. Figure3. Relationship between the rate of reaction and the effect of substrate concentration for human amylase. The data is collected from a simulated experiment by using the computer software Enzyme Investigations. In this experiment, temperature at 400C , enzyme concentration of 1.0 ÃÆ'-10-6 mole/L, and pH of 7 remain constant. Figure4 .Relationship between the rate of reaction and the effect of temperature for the enzyme catalase by using the computer software Logger Pro and determined on a three minutes period each trial. Catalases optimal temperature is 300C. In this experiment, the rate of reaction is based on the constant of substrate concentration of 0.5 mL and yeast of 3 drops. Figure 5. Relationship between the rate of reaction and the effect of pH for enzyme catalase.The data is collected from the actual experiment by using the computer software Logger Pro and determined the experiment on a three minutes period each trial . In this experiment, 3% H2O2 of 3mL and yeast of 3 drops remain constant, but level of pH varies from 3 to 11. Figure 6. Relationship between the rate of reaction and the effect of enzyme concentration for enzyme catalase.The data is collected from the actual experiment by using the computer software Logger Pro and determined on a three minutes period per trial. In this experiment, 15mL of H2O and 15ml of 3%H2O2 remain constant, but more drops for enzyme solutions (yeast) are added. Figure 7. Relationship between the rate of reaction and the effect of substrate concentration for the enzyme catalase.The data is collected from the actual experiment by using computer software Logger Pro and determined on a three minutes period. The effects are based on constant of enzyme solutions of 3 drops. Discussion:

Poverty in Ghana

In recent years, Ghana has emerged as a leading country in the Western and Central Africa region. It has developed its economy on a scale that could enable it to meet the Millennium Development Goals (MDGs) before the 2015 deadline. It also managed a smooth and peaceful political transition in 2008 and 2009, and has created a political and policy environment conducive to economic and social progress and poverty reduction. The Ghanaian economy has grown at an average annual rate of 4. 8 per cent over the past two decades. By 2008 GDP growth had reached 7. per cent. The agriculture sector, which contributed 33. 5 per cent of GDP in 2008, remains the country’s major engine of economic growth. Rapid economic progress has all but halved national poverty rates, which have fallen from approximately 50 per cent in 1991 to 28. 5 per cent in 2006. In the last decade, poverty rates dropped by 8. 6 per cent in urban areas and by 10. 4 per cent in rural ones. Ghana’s growth and poverty reduction rates are probably the best that have been achieved throughout sub-Saharan Africa in the past 15 years. Where are Ghana's rural poor people? Although there has been a substantial overall decline in the incidence of poverty in Ghana, poverty still has a firm grip on rural areas, especially in the north. There is a wide disparity in income between people living in the drought-prone northern plains, and those living in the south, where there are two growing seasons and greater economic opportunities. Who are Ghana's rural poor people? Just over half the country’s population lives in rural areas. The poorest parts of Ghana are the savannah regions of the north (the Northern, Upper East and Upper West regions), where chronic food insecurity is widespread and livelihoods are more vulnerable. Poor rural people have limited access to basic social services, safe water, roads that are accessible year round, and electricity and telephone services. Poverty is most severe among food crop farmers, who are mainly traditional small-scale producers. About six in ten small-scale farmers are poor, and many are women. Women bear heavy workloads. In addition to their domestic chores, they are responsible for about 60 per cent of agricultural production. More than half the women who head households in rural areas are among the poorest 20 per cent of the population. Why are Ghana's rural people poor? According to the Government’s poverty reduction strategy paper, low productivity and poorly functioning markets for agricultural outputs are among the main causes of rural poverty. Small-scale farmers lack the technologies and inputs, such as fertilizer and improved seed, that would increase yields. Population pressure leads to shorter fallow periods or even continuous cultivation in the densely inhabited Upper East and Upper West regions, causing soil erosion and loss of fertility. Land degradation poses a long-term threat to farmers’ livelihoods and incomes. Only a small proportion of farmers have access to irrigation. Land ownership and land security are regulated by complex systems that vary widely. Many farmers lack rural infrastructure and equipment for storing, processing and marketing their products. In order to overcome their vulnerability and food insecurity, poor rural populations need help in sustainably increasing their incomes. Good opportunities exist to link farmers to markets and to modernize agriculture. The rural private sector could play an important role in making farming a profitable business through access to financial services, farm inputs and linkages to agroprocessors and traders. www. cfr. org Ghana is rich in natural resources and has one of the strongest emerging economies in Africa. The capital city, Accra, is one of the wealthiest and most modern cities on the continent, and is experiencing a period of rapid growth. Ghana is rapidly urbanizing. Despite this, most of Ghana's poor live in rural areas without basic services such as health care and clean water. Small-scale farmers, who are affected most by rural poverty in Ghana, depend on outdated farming tools and lack access to improved seeds and fertilizers to increase crop yields. Our Work The Hunger Project has been working in Ghana since 1995 and is empowering partners in 49 epicenter communities to end their own hunger and poverty. Through its integrated approach to rural development, the Epicenter Strategy, The Hunger Project is working with partners to successfully access the basic services needed to achieve the Millennium Development Goals (MDGs) and lead lives of self-reliance. Scaling-Up the Epicenter Strategy Ghana is the first country in which The Hunger Project is scaling up its Epicenter Strategy to provide coverage to a set geographical area and reach significantly more people. In July 2006, The Hunger Project received a US$5 million investment to scale-up Hunger Project work in the Eastern Region of Ghana. By the end of the five-year commitment, The Hunger Project-Ghana aims to have mobilized enough epicenter communities so that each villager in the Eastern Region is within walking distance to an epicenter building. By the end of the second year of its scale-up program, The Hunger Project-Ghana had successfully completed construction of 12 epicenters. Scaling-up has presented a number of challenges to The Hunger Project-Ghana, such as acquisition of land and the mobilization of construction materials. Our staff, however, is equipped with the training and skills to continue to mobilize partners to end their own hunger in the Eastern Region. Empowering Women The Hunger Project-Ghana has pioneered the Women's Empowerment Program (WEP), which empowers women to become strong leaders in their households and communities. The WEP is a series of workshops that focus on legal, civic and reproductive health rights as well as leadership skills for selected women. The trained women, also known as â€Å"animators,† then carry out community-based educational activities using drama, mini-lectures and discussions. These animators are also trained to provide counseling and distribute non-prescriptive contraceptives. Microfinance Through its Microfinance Program in 2009, The Hunger Project disbursed 1,834 loans totaling $146,421. Partners in Ghana deposited $23,589 in savings during the year. Of the epicenters that are operating in Ghana, three have government-recognized Rural Banks and are self-reliant.