Request for Scholarship Essay Example | Topics and Well Written Essays - 250 words

Request for - Scholarship Essay Example Earning for the sake of well-being of my children is the dire necessity now for this divorced mother of four children. After marriage, I was a stay at home mother without the responsibility for earning. After the bitter experience of divorce, though it was a great blow in my personal life, I began to find jobs, was employed twice, and on both the occasions was laid off. I am placed at the precarious stage of my life and I am unable to take admission to any medical course without financial assistance. At the same time, I am determined to do the course to eventually get myself qualified as a Sonographer to start with and then do a course in MRI. I have been advised by my well-wishers that if I am able to do this course from a reputed medical institution like yours that will stand me in good stead for my future career opportunities. Taking into consideration my family condition, my earnest desire to enter the health field that provides immense challenges to serve humankind, and to fulfill my long-term career goals, I request you to grant me a scholarship that will cover up the entire tuition fees and other related expenses. I shall remain ever grateful for this magnanimous act by the management of Gurnick Academy of Medical Arts. I request you treat mine as a very special

Platelet Expression of COX1, IL1 and IL10 Research Proposal

Platelet Expression of COX1, IL1 and IL10 - Research Proposal Example Platelets are approximately 20% of the diameter of the red blood cells. They have proteins on their surfaces that enable them to stick to break in blood vessels. Their count is 150,000-350,000 per every microliter of blood (Andre, 2014). Each megakaryocyte produces an average of 1000-3000 platelets in a lifetime. An un-activated platelet is biconvex and disc-shaped, about 1-3 micrometers. In human beings, the average lifespan of a platelet is 7-10 days; however, the lifespan of an individual platelet is determined by the internal apoptotic regulating pathway (Machlus and Italiano, 2013). Platelets are formed from the cytoplasm of the megakaryocytes which are found in the bone-marrow. The megakaryocytes are approximately 75 micrometers in diameter. The megakaryocytes become polyploidy by endomitosis to assemble and release the platelets. They then mature, where the majority of the cytoplasm is packaged into proplatelets and the nucleus extruded. The platelets form at the tip of the proplatelets (Machlus and Italiano, 2013). The platelet formation is divided into two phases; one where the megakaryocyte mature ad when the megakaryocyte generate the platelets. The whole process takes place approximately in 5 days. During the first phase, the megakaryocyte matures and develops and it requires specific megakaryocyte growth factors. The megakaryocyte’s cytoplasm nuclear proliferates and enlarges as the megakaryocyte is filled with cytoskeletal proteins, platelet-specific granules and a sufficient membrane that completes the platelet assembly. The second phase is short and the megakaryocyte generates platelets by remodeling their cytoplasm into pro-platelets and later into pre-platelets that undergo fission and generate discoid platelets. The second phase may just take place in hours. Cytokines are antibody proteins that are mediators between the cells. Most of the cytokines are

Global englishes Essay Example | Topics and Well Written Essays - 3500 words

Global englishes - Essay Example Starting with the British Isles’ invasion by the German tribes of the Jutes, the Saxons, and the Angles, the English language has come a long way. English has undergone numerous transformations since its creation to date. Various historical events have played a role in its transformation that include but are not limited to Britain’s Christianization in the year 597, the Invasions of the Viking, the Conquest of the Norman, Bible’s translation, William Caxton’s introduction of the printing press, the Renaissance, and the British Empire’s expansion (Wilton, 2001). All of these events have helped English language be what it is today. English language also derives its popularity and power from the advancement of science and technology in general, and the emergence of the US as the world power. Given the popularity of the English language and its significance in the contemporary age, this paper makes forecasts about the future of the global Englishes disc ussing different aspects like the growing influence of the English language and its tendency to take over regional languages. ... of us can guess what the English language will be like in a hundred years time [and that] the history of the language in the coming century will depend on the history of the community itself† (Barber, 1993, p. 276). While Barber is right, English’s status today and the surfacing of the variety of Englishes all over the world have caused people to predict the future of this language. Changes in the English language’s status are influential upon a large population of the world in general and its linguistic choices in particular. Considering the profile of spread of English in the past, it can be estimated that English language would spread even more in the future than it has so far. Mori Arinori, in the 19th century, proposed to replace the Japanese language with another language that is stronger and better like French and English. He emphasized on the need to adopt one of these languages in these words: â€Å"The march of civilization in Japan has already reached the heart of the nation – the English language following it suppresses the use of both Chinese and Japanese. The commercial power of the English-speaking race which now rules the world drives our people into some knowledge of their commercial ways and habits. The absolute necessity of mastering the English language is thus forced upon us. It is a requisite of our independence in the community of nations. Under the circumstances, our meager language, which can never be of any use outside of our islands, is doomed to yield to the domination of the English tongue, especially when the power of steam and electricity shall have pervaded the land† (Mori cited in Kachru, 1992, p. 5). English cannot Extinguish Other National Languages Although English has attained the status of an international language, and is

Human Resource Management Essay Example for Free

Human Resource Management Essay Introduction The new trend in human resource management is strategic human resource management. It is gaining popularity edging out the traditional human resource management. Strategic human resource is critical to the success of any organization because it is management that is tied to achievement of the broader goals and the objectives of the organization. Strategic human resource gives the firm competitive advantage in the industry within which it operates as it boosts the productivity of labor, which is oriented towards the long term, and short-term goals of the organization. In pursuit of strategic human resource management there is an obvious consequence, which is attainment of competitive strategies and improved firm performance. This is so because the essence of strategic management is its ability to influence the employee to develop an attitude that leads the organization into competitive edge and productivity. A firm cannot obtain growth and expansion which strategy that facilitates operations towards the objective. 3.1 Identify a range of HR strategies for an organization There are a range of human resource strategies that are adopted by organizations in order to improve their business performance and their competitive strategies. First and foremost, the organization has resourcing strategy which ensures that the management puts in place proper human resource planning, maintains high retention rate of employees, and harness the immense talents of employees to the betterment of the organization. Secondly, there is the learning and development strategy which aims to give employees platform to engage in further training and career development. The other strategic human resource strategy is reward strategy. This strategy ensures that the employees are paid remuneration which is equal to the effort they put in the organization. Finally there is employee relation strategy which helps to ensure there is good rapport between management and employee. The employee relation strategy is achieved through having various communication channel and sound conflict reso lution mechanisms (Legge, 2005 P.154). 3.2 Assess HR strategies and their application in an organization Each organization exists in a unique industry and it is therefore prudent that each of the human resource strategies are applied uniquely depending on the industry. Industry such as manufacturing and construction industry are such that it is easy to measure employees input by physically looking at the work they have done over a given period of time. It is therefore easier for the management of the organizations in those industries to adopt reward strategy. This strategy ensures that the employees are paid remuneration which is equal to the effort they put in the organization, on the other hand, in most service industry such consultancy services it is not easy to measure employees input since input can only be assessed in terms of clients’ satisfaction (Price, 2011 P.89). Quantify client satisfaction and tying it to pay for employee is therefore almost impossibility. Other strategies are largely uniform across several organizations with only slight differences and hence they ar e applicable across organizations in different industries. 4. Identify contemporary issues affecting strategic human resource management Strategic human resource management is very dynamic and keeps changing because better approaches to the concept are realized frequently. The  dynamism that has characterized strategic human resource is driven by the fact that organizations wants to increase their competitive edge and boost their performance in the organizations within which they operate. The major contemporary issue that influences strategic management is globalization. All firms want to expand and grow into new markets to increase their revenues. In achieving this they must strategically direct the efforts of employees toward this objective. The other contemporary issue is downsizing. Firms usually are operated with profitability incentive they must therefore have cost cut measures to reduce expenses and enhance receipts (Scholes Johnson, 2007 p.69). Downsizing offers the best option to cost cutting because salaries constitute a lion’s share of organizations’ expenses. The management is therefore forced to retrench some its workers in a bid to realize profitability. Automation of systems is yet another contemporary issue affecting organizations’ strategic human resource management. Automation compels organization to ensure that their employees are knowledgeable in as far as technology is concerned. Installing system in organization is not any easy fete to achieve, it involves a lot of costs to procure the software and hardware components for the system. The other challenge is that it is time consuming because a lot of procedures have to be followed in integrating a system to the organization. The most challenging part of a management system is managing the system and its associated risks. The first risk is that the employees who are supposed to be part and parcel of such a system may refuse to embrace because they may not fully understand how such a system would be beneficial to them. The human resource team should therefore rise to the occa sion by finding ways and means of influencing the employees to embrace such system within their ranks (Sharma 2011 p.48). Conclusion . Strategic human resource is critical to the success of any organization because it is management that is tied to achievement of the broader goals and the objectives of the organization. Strategic human resource gives the firm competitive advantage in the industry within which it operates as it boosts the productivity of labor which is oriented towards the long term and short term goals of the organization. In order to achieve this daunting task human resource management is responsible for several strategic functions such as recruitment, motivation of workers, designing job analysis, making of remuneration and other non-financial packages to employees, as well as facilitating staff training and development. References Armstrong, M. Baron, A. (2004) Managing performance: Performance Management in Action. London: CIPD. P.136 Bamberger, P. Meshoulam, H. (2000).Human Resource Strategy: Formulation, Implementation and Impact. Sage Publishers, p.254 Bechet, T. P. (2008). Strategic Staffing: A Comprehensive System for Effective Workforce Planning. New York: AMACOM, p.145 Cox, W. Klinger, E. (2011) Handbook of Motivational Counseling: Goal-Based Approaches to Assessment and Intervention with Addiction and Other Problems, Wiley Sons p.125 Goodstein J. (2009) A Practical Guide to Job Analysis, John Willey and Sons pp. 68 Griffin, W. Moorhead, G. (2011) Organizational Behavior: Managing People and Organizations, Cengage learning, p.32 Henry A. (2008) Understanding Strategic Management, Oxford University Press pp. 51 Legge, K. (2005) Human Resource Management Rhetoric and Realities, London: Palgrave Macmillan, p.154 Price A. (2011) Human Resource Management, Cengage Learning, p.89 Scholes, K. Johnson, G . (2007) Explaining Corporate Strategy, Hempstead: Prentice Hall, p.69 Sharma K. (2011) Human Resource Management: Strategic Approach to Employment, Global India publications p. 48 ASSIGNMNET 2 Executive summary Strategic human resource is critical to the success of any organization because it is management that is tied to achievement of the broader goals and the objectives of the organization. The report analyses how British Airways has adopted different strategies in strategic human resource management to achieve competitive strategies and improved firm performance. The reports also put into perspective the impact of merger between British Airways and Iberia on strategic HRM at British Airways Overview of British Airways The company commenced business in the 1974 after the successful merger of BOAC and BEA. It was owned by the state until 1987 when it undergone privatization. Up to date British Airways is the leading airline is UK flying over 400 destinations across the world through both its freight and passenger business. The company decided to merge with Iberia a Spanish Airline in order to produce synergies and as cost cutting measure through economies of scale. Task 1: Human resource strategies and their application to British Airways There are a range of human resource strategies that are adopted by British Airways in order to improve their business performance and their competitive strategies. First and foremost, the organization has resourcing strategy which ensures that the management puts in place proper human resource planning, maintains high retention rate of employees, and harness the immense talents of employees to the betterment of the airline. Learning and development strategy which aims to give employees platform to engage in further training and career development is equally applicable to British Airways. Several roles at the airline such as pilot and aeronautical engineer require immense skills and experience and as such the strategy ensures that employees attain this standard (Scholes Johnson, 2007 p.69). The other strategic human resource strategy applicable to British Airways is reward strategy. This strategy ensures that the employees are paid remuneration which is equal to the effort they put in the organization. By adopting this reward strategy employees at British Airways are driven by reward incentive to increase their productivity consequently earning the airline more business performance in terms of profitability and revenues. Finally there is employee relation strategy which helps to ensure there is good rapport between management and employee. British Airways can achieve employee relation strategy through having various communication channel and sound conflict resolution mechanisms. Task 2: Impact of merger between British Airways and Iberia on strategic HRM at British Airways The merger between British Airways and Iberia has had tremendous impact on strategic human resource management of British Airways. The merger was driven by the fact that organizations wants to increase their competitive edge and boost their performance in the organizations within which they operate. Through the merger the Airline hoped to increase its global presence by increasing its flights to the over 400 dest inations that it had before the merger. Globalization through merging with Iberia ensures that the airline now under the holding company, International Airlines Group (IAG) expands and grows  into new markets to increase its revenues. In achieving this they must strategically direct the efforts of employees toward this objective. The other impact of the merger is downsizing. (Henry, 2008 p.51) says that downsizing offers the best option to cost cutting because salaries constitute a lion’s share of organizations’ expenses. The management is therefore forced to retrench some its workers in a bid to realize profitability. British Airline after the merger embarked on an elaborate cost cutting measure; this involved reducing their costs by a whopping  £400 million in five years, one major way of achieving this would involve downsizing the workforce. The other impact of the merger is that the business adopted a new model. Installing system in organization is not any easy fete to achieve, it involves a lot of costs to procure the software and hardware components for the system. The most challenging part of a management system is managing the system and its associated risks. The first risk is that the employees who are supposed to be part and parcel of such a system may refuse to embrace because they may not fully understand how such a system would be beneficial to them (Armstrong Baron, 2004 p.123). The human resource team should therefore rise to the occasion by finding ways and means of influencing the employees to embrace such system within their ranks. The management of the International Airlines Group (IAG) decided to train 900 of British Airways staff and 4000 of Iberia staff on various aspect of this new business model Conclusion International Airlines Group (IAG) has no choice but to restructure its human capital by implementing the strategic needs of this factor of production to allow the firm a competitive edge in the industry. The management of IAG needs to integrate all the strategies of strategic human resource management to ensure that the employees are influenced towards achieving the strategic needs of the merger. The merger despite the challenges promises better gains for the holding company in terms of increased profitability and efficiency n operations. References Armstrong, M. Baron, A. (2004) Managing performance: Performance Management in Action. London: CIPD. P.123 Henry A. (2008) Understanding Strategic Management, Oxford University Press pp. 51 Scholes, K. Johnson, G. (2007) Explaining Corporate Strategy, Hempstead: Prentice Hal, p.69

Human Resource Accounting

Human Resource Accounting First we need to look at any business in a profit motive and of course in a society prosperous kind as well. When we talking about any entity first thing that one can ask is about the output of that firm in terms of production. Resources to that particular organisation provided will have an intention in yielding some kind of output. Human resources in particularly will have a kind of criteria that should only satisfy with their skills and capabilities. Though skills and capabilities are not quite easy to design and anticipate in a desirable context but can draw some equators to expect. In doing this professionals need elaborated information with a measurable set of ends that possibly design the role and responsibilities of individuals in the organisation. When things can measure will evidently get managed. It is always important to set some standards and giving targets to the individuals such will helps in creating organisational structure with more ease and straight. Thus intellectu al capital all set to have advanced significance in valuing the firm value. Where human capital also get place in it. Organisations have got to control over the human resources in order to get more rigid and assist organisation carry further efficiency. Human resource management functions thus got more prominence in evaluating; measuring and managing human resources like any other divisions attain control over their relevant functions. Human Resource Accounting (HRA) is part of function of accounting and Human Resources as well. Much attention laid on human resource accounting in many years ago as research began in the 1960s by Rensis Likert [Bowers, 1973]. The importance which Emperor Akbar gave to the nine jewels (courtiers) is a strong evidence of this in the sixteenth century only. Many critics, researchers, scholars and many others perceived human resource accounting in different ways as a part of financial accounting, management accounting view and as a human resource function. Organisations must estimate the value arising out of employees then only it will make advantage to the stakeholders in terms of financial and managerial perspectives. Having a same kind of resources in terms of technology, tangible assets and even in number of human resources will still makes lot of difference between one to another. The bridge among the difference would be skills and capabilities of human resources. With the same technology, a solid human resource team makes all the difference [Archel, 1995]. Human resource accounting involves assigning; budgeting, measuring costs expend on (employees) human resources while recruit, select, hire, train and develop employees and judge their economic value to the organisation. Human resource accounting is an effort to recognize and report investments made on the human resources of an organisation which are not currently accounted under conventional accounting practice. In essence, it acts like an information system that advice the management what changes took place overtime to the human resources of the business, and cost and value of the human factor in particular organisation. The process may well furnish both the internal and external users; strengthen human resource management function (internal users) providing with relevant data which supports recruiting, training and other development decisions in and supplying investors, lenders and other external users of financial statement make presented information as to the investment in and utilisation of human resources in the organisation. Enhance the skills and capabilities of employees, setting some standards and to schedule the training and development programs by this practice. Exhibiting comprehensible strength of the organisation by exploring more information about potentialities of the organisation and to overcome the missing scarce of balance sheet for the investors by means of providing necessary adequate information. â€Å"Human Resource Accounting is mainly an information system that informs management what changes are occurring over time to the human resources of the business. HRA also involves a ccounting forinvestmentin people and their replacement costs, and also the economic value of people in an organization,† says P K Gupta, the director of strategic development-intercontinental operations, of Legato Systems India. HRA is primarily an information system, which update the management about the changes that are taking place in the human resource of an organisation. It is the art of valuing, recording and presenting methodically about the human resources in the books of accounts of an organisation. Definition: â€Å"Human Resource Accounting is the process of identifying and measuring data about human resources and communicating this information to interested parties.† American Accounting Society Committee on HRA â€Å"Human resource accounting is the measurement of the cost and value of the people for the organisation.† Eric Flamholtz of university of California, Los Angeles IT, hospital, sports club, research oriented and many organisations mostly depends on human capital rather physical capital. When we have a look at service oriented organisations which are creating more wealth to the society typically have greater significance to the human resources as the value of the knowledge and skills of its personnel more than that of physical assets of the organisation. Should HR accounting be rejuvenated at the present time? The answer lies in the level of consensus which presently exists about the crucial role that employee plays in all organisations (1992: 312).Most of the works on HRA focused primarily on validation and development of accounting the human resources. The treatment of human resource capital in final accounts and also on methodologies approaching in computing HRA and there are some researchers like Robinson (2009) questioning about the need of HRA. Though this study may/could not provide answers to these questions but can make a sense about HRA prevalence India and how they are handling in the books of accounts. However, in order to assess the value of the human capital, method of quantifying the significance of the knowledge, skills, capabilities and contribution of the human element as well as that of the organizational processes, like recruitment, selection, training etc., which are used to form and carry these human aspects, is developed. No particular HR accounting model is accepted by the accounting bodies all over the world. However, many organisations in India using the application ofLev Schwartz modelin both public and private sectors as well. Models for measurement of knowledge capital in monetary terms:- Cost modelsare based on the acquisition cost, including replacement and training costs and opportunity cost of human asset. The supporters of this model are Burmment, Flamholtz and Pyle. TheLev Schwartz model, more monetary-centric, is based on the likely future earnings of an employee till his retirement. Methods for Valuation: Historical Cost Method This method was proposed by Brummet to measure a firms investment in human resources. The current scarifies for obtaining future benefits is the cost of human resource. The method suggests capitalizing the firms expenditure on recruitment, selection, training and development of employees and treats them as assets for the purpose of human resource accounting. Capitalization of costs is contrary to traditional accounting norms and does not reflect value. Moreover the accumulated costs of human resource acquisition and development may not reflect its proper worth. Instead of this, the total performance needs should be assessed in relation to the total cost associated with human resource to reflect their value. Replacement Cost Method This method involves assessment of replacement cost of individuals, and rebuilding cost of the organization to reflect human resourceasset value of both the individuals and the organization. However, the replacement cost may not reflect either the actual costs or the contribution associated with human resource. Opportunity Cost Method According to this method the computation of monetary value and allocation of people to the most promising activity and thereby to assess the opportunity costs of key employees through competitive bidding among investment centers. Behavioural Method In this method a set of casual variables through psycho-social test results reflecting the appreciating or depreciating condition of human organization as reflected by a set of intervening variables, which in turn, are likely to result in the achievement of the end result variables. The investment in human resource value has been proposed to be amortized over the years in tune with the condition of the human organization. Economic Method Lev Schwartz advocated the estimation of future earnings during the remaining life of the employee and then arriving at the present value by discounting the estimated earnings at the employees cost of capital. The formula adopted for computation of the present value of the future earnings in an extension to the formula propounded by Lev Schwartz. Flamhlotz value human resource on the basis of the roles which the employees are to perform. The method also considers the present value of the future services at different service states and takes into consideration the migration of an employee from one service state to the other. However, the estimates of the employees occupying different service states in his career in the organization can be highly probabilistic and unreliable. Harmonson advocated the human resource value as the present value of the future wages payable for the next five years discounted at the adjusted rate of return. The adjusted rate of return is the average rate of return on the owned assets of all firms in the economy multiplied by efficiency ratio of the organization. This method attempts to bring into question the effectiveness of return on investment of the industry on the assumption that there are no extraneous factors and that the results were due to efforts of the employees. Each model has its own negatives and positive when it comes to practical application. In an Indian context, the Lev Schwartz model has an edge over the other models. Since the method has been widely adopted by Indian companies such as Infosys, DSQ Software Ltd., Satyam Computers, BHEL and SPIC, it enables the company to benchmark the performance and efficiency of their human resources with others. The assumptions in this model are realistic and scientific. The method has practical applicability when availability of quantifiable and analyzable data is concerned. Organisations which are undertaking this HRA process in India and some other global companies as well are as follows: Bharat Heavy Electrical Limited, India Infosys Technologies, India Reliance Industries, India NIIT Limited, India HCL Technologies, India Cadence Systems, India Legato Systems, India SBI, India Novo Nordisk, Denmark Frederiksborg County, Denmark Skandia, Sweden Environmental Protection Agency, Denmark The Body Shop, London, UK Xerox Mitsubishi Whitbread Ford Motors Esso And the some human resource accounting softwares: ADP, Kronos, Ceredian, Lawson, TempWare, Empact, SAP, UltiPro, Stromberg. [SOURCE : secondary] Interesting points to come across in this study are; o Book representation of HRA o Methodologies to adopt in computing HRA o The present importance given to HRA in different countries, organisations and in perspective of many scholars, researchers. o Is HRA more advantage in accounting perspective or HR perspective? And the belief of people involved in it through some sort of interviewing the professionals. o More focus on Infosys and BHEL where two organisations has different mode of industries. o And the value of HRA in recession timings.

Dr. Jekyll and Mr. Hyde Essay -- essays research papers

Dr. Jekyll and Mr. Hyde   Ã‚  Ã‚  Ã‚  Ã‚  Jekyll does deserve his final miserable fate because he commits several selfish deeds to the point where he brings his miserable fate upon himself. In Dr. Jekyll and Mr. Hyde, Robert Louis Stevenson uses Jekyll to represent how man prioritizes by putting himself over others. Throughout the book, Jekyll’s two different sides are used to show that man is consistently selfish and will usually think of himself before others. Even though Jekyll has a good side and an evil side, both sides of him are selfish. Jekyll originally takes the potion for selfish reasons, Jekyll uses Hyde to conquer his own evil temptations, and in the end Jekyll gives into Hyde and completely gives up.   Ã‚  Ã‚  Ã‚  Ã‚  Jekyll originally taking the potion can be conveyed as a selfish act because he mainly took the potion to benefit himself. Jekyll said he took the potion so he could become recognized for his good deeds, even though he was well respected by his peers he wanted more recognition from the public, he wanted to be famous for his deeds and become well known among the public. Jekyll says, â€Å"†¦fond of the respect of the wise and good among my fellowmen...And indeed the worst of my faults was a certain impatient gaiety of disposition, such as has made the happiness of many, but such as I found to reconcile with my imperious desire to carry my head high, and wear a more commonly grave countenance before the public.† (Page 103). Jekyll ... Dr. Jekyll and Mr. Hyde Essay -- essays research papers Dr. Jekyll and Mr. Hyde   Ã‚  Ã‚  Ã‚  Ã‚  Jekyll does deserve his final miserable fate because he commits several selfish deeds to the point where he brings his miserable fate upon himself. In Dr. Jekyll and Mr. Hyde, Robert Louis Stevenson uses Jekyll to represent how man prioritizes by putting himself over others. Throughout the book, Jekyll’s two different sides are used to show that man is consistently selfish and will usually think of himself before others. Even though Jekyll has a good side and an evil side, both sides of him are selfish. Jekyll originally takes the potion for selfish reasons, Jekyll uses Hyde to conquer his own evil temptations, and in the end Jekyll gives into Hyde and completely gives up.   Ã‚  Ã‚  Ã‚  Ã‚  Jekyll originally taking the potion can be conveyed as a selfish act because he mainly took the potion to benefit himself. Jekyll said he took the potion so he could become recognized for his good deeds, even though he was well respected by his peers he wanted more recognition from the public, he wanted to be famous for his deeds and become well known among the public. Jekyll says, â€Å"†¦fond of the respect of the wise and good among my fellowmen...And indeed the worst of my faults was a certain impatient gaiety of disposition, such as has made the happiness of many, but such as I found to reconcile with my imperious desire to carry my head high, and wear a more commonly grave countenance before the public.† (Page 103). Jekyll ...

Dwi case with multiple fatalities Essay

Driving while being intoxicated is a serious crime. This becomes more serious when the charge is juxtaposed with multiple fatalities including DWI charges. These charges include underage driving, underage drinking, resisting against arrest and public damage. (Kar, 145) Such an incident took place in Middletown in 1999. This is a perfect example of the multiple fatalities while driving. Henry Bitchel was 15 when he crashed his 1966 Ford on a public telephone booth. The officer in charge booked the offence and tried to measure his blood alcohol level suspecting him being drunk. To this Henry resisted and thus offence was created against the law. However with the help of force the officer registered the blood alcohol level was placed in a much higher than the permissible level. (King, 126) Thus four major charges were lodged against Henry. The first was of underage driving without a valid license, the second charge was underage drinking as he was 15 years of age. The third was resisting arrest and it should be stated that Henry could have well done without this one. The last one was damage of public property in form of a telephone booth. The fifth and the main issue that was charged against Henry was the case of drinking while driving. (Lamb, 243-245) It should be noted that the law is enforced for the betterment of civic society and the good of the civilians. Therefore it is evident that the citizen should follow these rules. Otherwise, as in the case of Henry, there could be multiple fatalities including DWI charges and that is a must avoidable scenario. Works Cited: Kar, P; History of US Automobile Market (Kolkata: Dasgupta & Chatterjee 2005) pp 145 King, H; Civic Fitness Today (Dunedin: HBT & Brooks Ltd. 2005) pp 126 Lamb, Davis; Cult to Culture: The Development of Civilization on the Strategic Strata. (Wellington: National Book Trust. 2004) pp 243-245