Pulmonary Disease or Lung Disease Essay Example for Free

pneumonic Disease or Lung Disease EssayPulmonary unsoundness or lung disease is any disease or disorder that occurs in the lungs or that causes the lungs or that causes the lungs not to work correctly. Some diseases or disorders that affect the lungs argon Pneumothrax, Pneumonia, hemothorax, and Infectious Mononucleosis Epstein Barr virus Infection. There argon many signs, symptoms, treatments and medications for Pulmonary diseases. Symptoms and signs for Pneumothorax varies from patient to patient simply usually let ins Sudden and sharp soreness in the pectus on the region where the lung is affected. Briefness of breath is a symptom depending the quantity of the lung that is collapsed there could be more or less shortness of breath. Tension in the chest around the area of the collapsed lung is a symptom or sign. Another Symptom or Sign is rapid heartbeat. Treatment for Pneumothorax is to allow the lung to heal. The quantity of the patients lung that is collapsed will dete rmine whether the doctor needs to manage the condition with X-rays until the lung re-expands to normal this can take up to a few days or a few weeks.Needle or chest thermionic tube insertion is a form of treatment when the lung has collapsed this is how the doctor will remove the air from the patients lung. Chest tubes are often attached to a suction device that will constantly remove air from chest cavity this suction device can be in position for a couple of hours or a few days. Video assisted thoracoscopy is a commonly used surgical process where the doctor inserts two to three tubes whizz tube is for the camera while the other tubes are used to close the air leak with surgical tools. Video assisted thoracoscopy usually works but if it does not a surgical process with an incision may be needed.Medications for Pneumathrax are anesthetics and analgesics which should be used if the patient is not in distress. Antibiotics after chest tube insertion may decrease complications. Codi ng for Pneumothorax is 512 (requires a fourth numeral). Pneumonia is an infective inflammation of the lungs (Frazier Drzymkowski, 2009). Symptoms and signs of Pneumonia can differ from patient to patient but include fever, cough, and shortness of breath, sweating and shaking chills. Other symptoms and signs of Pneumonia are chest pain that changes with breathing headaches, muscle soreness and exhaustion.Treatment for Pneumonia differ depending on how bad the symptoms and signs are and the type of Pneumonia the patient has. Bacterial Pneumonia will be treated with antibiotics. Viral Pneumonia is treated with antiviral medications, plenty of rest and plenty of fluids. Mycoplasma Pneumonia is treated with antibiotics. Fungal Pneumonia is caused by fungus and is treated with antifungal medication. There are several medications that can be taken for Pneumonia. Amoxil is an antibiotic it must be taken for the entire duration the doctor prescribed to be completely treated. Bactrim is an a ntibiotic that is used to treat infections caused by bacteria.Flagyl fights infection caused by bacteria. Zyvox fights bacteria in the body. The ICD-9-CM Code for Pneumonia is 486 (organism unnamed). Hemothorax is the accumulation of blood and fluid in the pleural cavity (Frazier Drzymkowski, 2009). The symptoms and signs of Hemothorax are nervousness, chest soreness, rapid heart rate, restlessness, and shortness of breath. Other symptoms and signs of Hemothorax are pale and damp skin weak pulse, and falling blood pressure. When treating Hemothorax the goal is to stop bleeding, get rid of the blood and air in the pleural space. A tube can be placed in the chest wall to deplete air and blood.The tube will be kept in place for several days to re-expand the lung. The blood that is lost must be replaced. Surgery may be needed to stop the bleeding. Medication for Hemothorax would be an antibiotic when tubes are in the patients chest. Pain control may be required in the chest area where the tube is firing to inserted in the patients chest. The ICD-9-CM Code is 511. 8. Infectious Mononucleosis Epstein-Barr Virus Infection is also is known as Mono. Mono has many symptoms and signs they are exhaustion, weakness, uneasy throat, fever, inflamed tonsils, headache, irritation on skin, loss of hunger, nighttime sweats.Inflamed lymph nodes in the patients neck or armpits are also symptoms and signs of Mono. Mono is viral infection so antibiotics will not work to heal it. Bed rest and plenty of fluids are needed to fight Mono. Rinse your throat with warm salt water to ease painful throat. Take acetaminophen or ibuprofen for soreness and fever. The ICD-9-CM Code for Mono is 075. Pulmonary disease or lung disease affects all people. All Pulmonary diseases have different symptoms, signs, forms of treatment, different types of medication and ICD-9 codes.

Italian Cuisine and Pizza Essay Example for Free

Italian Cuisine and Pizza EssayPizza is an oven-baked, flat, round bread typically topped with a tomato plant sauce, cheese and various toppings. Pizza was originally invented in Naples, Italy, and the dish has since become popular in many parts of the world.. Many varieties of pizza pie exist worldwide, on with several dish variants based upon pizza. Pizzas in Pakistan The first pizzerias opened up in Karachi and Islamabad in the late 1980s, with Pappasallis serving pizza in Islamabad since 1990.Pizza has gained a measure of popularity in the eastern regions of Pakistan namely, the provinces of Sindh, Punjab, and Azad Kashmir, as well as the autonomous territory of Gilgit-Baltistan. Pizza has not penetrated into westward Pakistan of the remaining provinces and territories of Pakistan, only one (Khyber Pakhtunkhwa) has seen much of the dish, in the form of a single Pizza Hut in Peshawar. In the regions where pizza is known, spicy grumbler and sausage-based pizzas are very p opular, as they cater to the local palate.Health matters Advantages European nutrition research on the eating habits of people with cancer of the mouth, oesophagus, throat or colon showed those who ate pizza at least once a week had less chance of developing cancer. , An antioxidant chemical in tomatoes, which is thought to endure some protection against cancer. Carlo La Vecchia, a Milan-based epidemiologist said, Pizza could simply be indicative of a lifestyle and food habits, in other words the Italian version of a Mediterranean diet. A traditional Mediterranean diet is rich in olive oil, fiber, vegetables, fruit, flour, and freshly cooked food. Disadvantages In contrast to the traditional Italian pizza used in the research, popular pizza varieties in many parts of the world are often loaded with high fat cheeses and oleaginous meats, a high intake of which can contribute to obesity, itself a risk factor for cancer. Pizza can be high in salt, fat and calories. in that respect a re concerns about negative health effects.Food chains, such as Pizza Hut, have come under criticism for the high salt satiate of some of their meals, which were found to contain more than twice the daily recommended amount of salt for an adult. Some mass produced pizzas by food chains have been criticized as having an unhealthy balance of ingredients. Some studies have linked consumption of the antioxidant lycopene, which exists in tomato products that are often used on pizza, as having a safe health effect.

Inter-Professional Education, Working and Learning

Inter-Professional Education, running(a) and attainmentWhat do you understand by the terms swallow professional pedagogics (IPE), eat up professional work ating (IPW) and enquiry based training (EBL)? Discuss the potential benefits and difficulties associated with themThe modern NHS is constantly evolving and arguably has done so since its inception. This evolution has been on umpteen different levels. In this essay we shall consider some of the changes in the professional working and learning practices of the nurse with consideration of the topics of inter professional education (IPE), inter professional working (IPW) and enquiry based learning (EBL). We shall consider each in turn and then examine its relevance to modern day practice.Interprofessional education (IPE),IPE has been defined in a number of ways. One of the most complete isThe application of principles of adult learning to interactive, group-based learning, which relates cooperative learning to cooperative pract ice at heart a coherent rationale which is informed by disposition of interpersonal, group, inter-group, organisational and inter-organisational relations and functioninges of professionalisation. (Gough D.A et al. 2003)When reading the literature on the subject, one quickly becomes aw ar that there are a number of commonly used terms that are virtually synonymous with IPE, and contribute to the semantic quagmire referred to in the McPhearson writing (discussed later) that surrounds terms much(prenominal) as multi-disciplinary learning and multi-professional education. (Scottish Office 1998). In broad terms they describe the process whereby two (or much) professions or disciplines come together for the purposes of learning (Jackson, N et al. 2004). The alpha functional features of such a system are not that the individuals concerned learn the same material together but that there is a learning both about and from each former(a) to improve collaboration and the overall quali ty of heraldic bearing provided and it is this latter feature which distinguishes the term IPE from the rest of the group mentioned earlier. (NCIHE 1997)The publication of multidisciplinary teamwork and the seamless interface concepts (Yura H et al. 1998) contribute highlighted the require for smoother integration of both processes and knowledge (as headspring as other less tangible concepts such as mutual respect and understanding) between the caring professions. (CAIPE 1997)Quite apart from the ideological requirement for such processes to be adopted, we tonicity that there is an increased insistence of guidances coming from central sources, primarily the Dept. of Health, that specify IPE as essential to the task of health wish professionals and also a number of enquiry reports (such as the Kennedy report and other in the field of child abuse and mental health such as the Laming inquiry (2003)) that have highlighted the need for strengthening both IPE and interprofession al workingInterprofessional Working (IPW)IPW is, to a large extent, a direct and natural consequence from the adoption of the concepts of IPE. (Molyneux J 2001). In essence, it describes the process of health occupy professionals collaborating in working together more effectively to improve the quality of patient care thereby allowing for both flexible and coordinated services and a skilled and responsive workforce. (McNair R et al. 2001).We should note that the adoption of IPW is seen as a key element in the optimum working of multidisciplinary team working which allows healthcare professionals to work competently and confidently crosswise previously defined professional boundaries and it enables effective role substitution (Finch J et al. 2000)Enquiry based learning (EBL)This is essentially a description of a process of learning that is driven by a process of enquiry. It is complementary to the process of project based learning (PBL) which is determined by the end point of the be ginning of a problem and usually requires the creation of a finished product such as a project report or a dissertation. EBL is characterised by deep involvement and engagement with a complex problem and incorporates structures and forms of support which can help the student carry out their enquiries and can cover a broad spectrum of different approaches.The characteristic feature of this type of structured learning is that the tutor establishes the topic and the student then pursues their own lines of enquiry, both seeking demonstrate to support their views and also taking responsibility to present this assure permitly.In the words of BarrettIt promotes personal investigate the student becomes familiar with the multifarious resources at their temperament such as e-journals and databases. There is the opportunity to support one another in research and explore different avenues of information. The whole experience becomes one of change where students can constituent opinions, research and experience to achieve an end result. (Barrett et al. 2005)Collaborative workingIn essence, the forgoing paragraphs all come under the over-reaching concept of collaborative working. This is not an isolated academic concept, it is a very practical one. The literature on the subject is very informative. If we consider a number of specific examples from new journals, we can cite the paper by Rogowski (J A et al. 2001) which produced an ingenious design of study to assess the degree to which a number of neonatal intensive care units (NICUs) could make improvements in both the quality of care and also the economic functioning of their departments by embracing the concept of collaborative multidisciplinary working. Ten NICUs adopted the collaborative multidisciplinary working model and their outcomes were compared with nine controls who did not. The paper is both peachy and complex and the analysis is exhaustive but, in essence, the authors concluded that such collaborativ e working practices could for certain achieve cost savings (which were comparatively easy to quantify). They noted that these were certainly obtainable in the short term and most were sustainable in the long term. They also commented on the improvements in the quality of care parameters (which were much harder to quantify). There was an improvement in a number of indices of quality of care including patient (parent) pleasure levels, staff satisfaction levels and this was not accompanied by any reduction in clinical outcome.On a wider consideration, one can turn to the paper by Anderson (P et al. 2003)Which describes the WHOs collaborative survey on the comement of alcohol problems in a primary feather health care setting. The paper starts with the premise that the discourse of alcohol-related problems in primary healthcare is poor (and cites many reasons for this). (Aalto, M et al. 2001) . The relevance to our discussions here is that the paper considers the outcomes in this ar ea when such problems are treated by the GP alone and when they are treated by a multidisciplinary primary healthcare team (IPW) and it is clear that the later group has a generally remedy outcome.These two papers are presented to support the hypotheses that IPW and collaborative working are not simply new mechanisms without foundation or substance, they are a reflection of their ability to work in a practical field.If we now consider the benefits and shortcomings of IPE and IPW within the context of the modern NHS, we note that there is not only a consideration of the benefits of IPW between the various healthcare professionals specialties but some authors also call for IPW between those healthcare professionals who work in primary healthcare teams and those who work in a hospital setting. The legitimate structure of the NHS is such that hospital based practitioners tend to train, work, and have their horizons limited by the moderate of the hospital environment. When the patien t leaves this environment they become someone elses problem and the care is then taken over by another team of healthcare professionals. Parsell ( G, et al. 1998) calls for both IPE and IPW to accommodate this rather artificial divide and to educate healthcare professionals into the consideration that it is the patient who is the constant factor and that broad levels of collaborative working are required to provide optimum levels of patient care.A more recent paper by McPherson (K et al. 2001) takes this argument a stage further. It is both analytical and well written and the authors have an impressive pedigree (two professors of medicine and a lecturer in health administration). The paper puts education at the centre of the modernisation manageThey make the very pertinent observationMost health needs require the collaboration of a group of health professionals. The professionals intricate may work together in the same space or be scattered throughout several hospital departments or sectors of care. Whether or not the caregivers see themselves as part of a team, each patient depends on the performance of the whole.The paper then makes a number of analyses form both practical experience of the authors and the current literature. They suggest that, in order to work well a work group or team should have the following characteristicsClear aim shared understanding of goals.Clear processes knowledge of (and respect for) others contributions, good communication, conflict management, matching of roles and training to the task. (Headrick L A et al. 1998)Flexible structures that support such processes skilled staff, appropriate staffing mix, responsive and proactive leadership that emphasises excellence, effective team meetings, documentation that facilitates sharing of knowledge, access to needed resources, and appropriate rewards. (Firth-Cozens J 2000)The authors cite an impressive and persuasive evidence base that IPW and collaborative working have been demonstra ted to produce patient benefit in a number of specific areas including reduced mortality for the elderly. (Rubenstein L Z et al. 1991), morbidity after CVA (Langhorne P et al. 2001) and mortality after CABG (OConnor G T et al. 1996) to mention just three.Despite these clear and developed benefits, the authors make the point that IPW is not just something that happens when professional training is completed, it should ideally be considered as part of a continuum of learning starting with the pre-qualification experience, go along into postgraduate education, and extending into continuing professional development. They make a call (which has been echoed by many others viz. CGME 2000) for learning in the field of healthcare to be about healthcare as a whole, rather than a series of disjointed chapters in order to help the developing healthcare professionals to acquire a deeper understanding of the processes of care and also to prepare the professionals to be in a better position to contribute to the development of a better system in the fullness of clock timeOne of the impediments to a wholehearted embracing of these concepts is perhaps a clinging onto the older concepts of hand overing to blur boundaries between what a nurse and a doctor baron do or perhaps how an occupational therapist or a psychologist might approach management issues. It seems to be a fundamental issue that need to collectively understand the different ways of thinking and problem solving that the different specialties require so that the different skills and knowledge bases can be combine in a way that benefits patients. (Koppel I et al. 2001)Part of the requirement of the writing of this essay is to reflect on the experiences gained in the EBL group work and the learning derived from the research for this essay.Gibbs reflective model is ideal for this purpose.The descriptive elements are largely contained within this essay and, in addition, my experiences within the various groups. It has to be said that the groups that I was involved with were largely harmonious and entered into the various learning exercises in a spirit of self-help. I am aware however, that a number of the other groups did not share this experience and I have been told about a number of heated discussions that apparently tool place within these other groups. My feelings are that instinctively I find the former more conducive to a positive learning experience. Although it can be useful to enter into a heated debate on a subject, it rarely helps to persuade you to a different point of view. (Taylor, E. 2000). The military rank of the episode was that it gave me a personal insight into how other healthcare professionals consider and manage problems in their own sphere and, as such, I feel that I have learned a great deal and formed a deeper understanding of their perceptions and knowledge of certain issues.In terms of what I might have done differently, I believe that I was able to assimilate a great deal of useful information from these groups which will almost certainly help me in my professional career. On reflection, I think that I was not as vociferous as I might have been in putting my own viewpoint forward, and it occurred to me that the other healthcare professionals in the group may therefrom not have had the same opportunity to assimilate my particular viewpoints and opinions and may therefore have been disadvantaged by this. (Palmer 2005). It is certainly clear to me that there is considerable benefit to be obtained in both IPE and IPW and the mechanism of EBL is a valuable tool to obtaining that benefit.In terms of a discrete action plan, I have every intention of engaging as in full as I can in any further measures in this regard and will try to make my own viewpoint available for others to assess and assimilate as actively as I have tried to assess and assimilate theirs. ( vanguard Manen, M. 1997). I feel that this is a positive step in making all of us more fully professional and able to contribute more fully to the healthcare systems that we will eventually work in.References Aalto, M., Pekuri, P. and Seppa K. (2001)Primary health care nurses and physicians attitudes, knowledge and beliefs regarding brief intervention for heavy drinkers.Addiction 96 305311Anderson P, Eileen Kaner, Sonia Wutzke, Michel Wensing, Richard Grol, Nick Heather, and rear Saunders 2003 ATTITUDES AND MANAGEMENT OF ALCOHOL PROBLEMS IN GENERAL PRACTICE DESCRIPTIVE ANALYSIS BASED ON FINDINGS OF A WORLD HEALTH ORGANIZATION INTERNATIONAL cooperative SURVEY Alcohol Alcohol., November/December 2003 38 597 601.Barrett T, MacIbrahim I, Fallon H (eds) 2005Handbook of enquiry and problem based learningGalaway CELT 2005CAIPE (1997)Interprofessional Education A Definition.CAIPE Bulletin. No. 13, 19.CGME 2000Council on tweak Medical Education National Advisory Council on Nurse Education and Practice. Collaborative education to ensure patient safety report to U S department of Health and Human Services and Congress. A Report on a Joint COGME-NACNEP meeting and implications of the IOM Report. Washington, DC Health Resources and Services Administration, 2000 918.Finch J, May C Mair F et al 2000Interprofessional education and teamworking a view from the education providers.British Medical Journal 321 1138-40.Firth-Cozens J. 2001Multidisciplinary teamwork the good, bad, and everything in between.Quality in Health Care 2001 10 656.Gibbs, G 1988Learning by doing A guide to Teaching and Learning methods EMU Oxford Brookes University, Oxford. 1988Gough D.A., Kiwan D., Sutcliffe K., Simpson D. Houghton N. (2003).A systematic map and synthesis review of the potential of personal development planning for improvement student learningLondon EPPICentre, Social Science Research Unit. 2003Headrick L A, Wilcock O M, Batalden P B. 1998Interprofessional working and continuing medical education.British Medical Journal 1998 316 7714Jackson, N. Ward , R. 2004A fresh perspective on progress files. A way of representing complex learning and transaction in higher educationAssessment Evaluation in higher(prenominal) Education Vol. 29 No. 4, August 2004.Koppel I, Barr H, Reeves S, et al. 2001Establishing a systematic approach to evaluating the potentiality of interprofessional education.Issues in Interdisciplinary Care 2001 3 419.Laming, Lord. 2003The Victoria Climbie inquiry report of an inquiry by Lord Laming.London The Stationery Office. 2003Langhorne P, Duncan P. 2001Does the organization of postacute shooter care really matter?Stroke 2001 32 26874.McNair R, Brown R Stone N et al (2001)Rural interprofessional education promoting teamwork in primary health care education and practice.Australian Journal of Rural Health 9 s19-s26.McPherson K, L Headrick, and F Moss 2001 Working and learning together good quality care depends on it, but how can we achieve it? Qual. Health Care, Dec 2001 10 46 53.Molyneux, J. (2001)Inte rprofessional teamworkingwhat makes teams work well?Journal of interprofessional care. vol. 15. (1) p29-35.NCIHE 1997The National Committee of Inquiry into Higher Education (1997)Higher education in the learning society Report of the National Committee of Inquiry into higher EducationLondon HMSO. 1997OConnor G T, cull S K, Olmstead E M, et al. 1996A regional intervention to improve the hospital mortality associated with coronary artery bypass graft surgery.JAMA 1996 275 8416Palmer 2005In Learning about reflection from the student Bulpitt and MartinActive Learning in Higher Education. 2005 6 207-217.Parsell G and J Bligh 1998 Interprofessional learning Postgrad. Med. J., Feb 1998 74 89 95.Rogowski J A, Jeffrey D. Horbar, capital of Minnesota E. Plsek, Linda Schuurmann Baker, Julie Deterding, William H. Edwards, James Hocker, Anand D. Kantak, Patrick Lewallen, William Lewis, Eugene Lewit, Connie J. McCarroll, Dennis Mujsce, Nathaniel R. Payne, Patricia Shiono, Roger F. Soll , and Kathy Leahy 2001 Economic Implications of Neonatal Intensive Care Unit Collaborative Quality Improvement Pediatrics, Jan 2001 107 23 29.Rubenstein L Z, Stuck A E, Siu A L, et al. 1991Impacts of geriatric evaluation and management programs on defined outcomes overview of the evidence.J Am Geriatr Soc 1991 39 816S discussion 1718S.Scottish Office (1998)Higher Education for the 21st atomic number 6 Response to the Garrick Report.London HMSO. 1998Taylor, E. (2000).Building upon the theoretical debate A critical review of the empirical studies of Mezirows transformative learning theory.Adult Education Quarterly, 48 (1) , 34-59.Van Manen, M. (1997)Linking Ways of Knowing with Ways of being Practical.Curriculum Inquiry 6 (3) , 205-228.Yura H, Walsh M. 1998The nursing process. Assessing, planning, implementing, evaluating. 5th edition. Norwalk, CT Appleton Lange, 1998.19.11.06 Word count 3,069 PDG.

Barista Structure And Culture

Barista Structure And CultureThis physical composition is roughly the performance of the Barista coffee shop. It is owned by Lavazza, Italys largest coffee company which has 46.5% sh bes in the Italian market and operates in more than 80 countries in different sectors. It is truly essential for the company to put emphasis on organizational aspects such as the Structure, Culture and the Design. This report brinyly analyzes the organizational structure and culture of the company and how they are changing according to the global competition market. Every structural design they have followed on the face of it shows the history and the perfection of the company. The Barista coffee shop chain is also known as Barista Lavazza. The name Lavazza, creation synonymous with all things Italian culture creativity, contrivance, passion for espresso, evolved into an foreign powerho ingestion of Italy. The first ever Cafe Barista was open in 1999. The following report starts off with det ailing the structure and culture of Cafe Barista and further focuses mainly on their Indian counterpart known as Barista Lavazza. The company was promoted with initial amount of Rs.20 Crores by Java Coffee Company Ltd., owned by the turner Morrison group of Lacoste fame. Barista Lavazza (coffee) chain of Espresso bars has franchisee outlets in 22 cities all everyplace India, which deliver a true Italian coffee experience to their customers. Their main target is to show a true ambiance for plurality to enjoy their cup of coffee, enhanced by their very own caffe latte art. Caf Barista targets young adult people as their clientele, who come to the cafe to get exposed to the global lifestyle and taste the bonafide flavours of coffee.The StructureThe structure of the Barista Lavazza is relatively a Mechanistic structure, since the majority of the personals who are working in the organization are involved in the production and sale departments, while the decision make powers are in couple of men in management. Each person is individually specialised and is aware of their responsibilities (Jones 2006, P177-198).Production, Sales and Marketing and lastly the General/Administrative group are the three operative groups that comprise the structure of Cafe BaristaProduction involve the Customer Service Specialists, who lead be manning the Drive-thrus and Mobile Cafes and blending the drinkables for the customers. Sales and Marketing handles the promotion and scheduling of the Mobile Cafes, as well as the promotion of the Drive-thrus and the Community Contribution program. General and Administrative manage the facilities, equipment, inventory, payroll, and other basic, operational processes.The CultureThe culture of Cafe Barista is very elaborative as the Organizational Culture is sets of shared values and norms that guide organizational members interactions with each other and with people outside the organization (Jones, 2006, P213). They are establish on the te rminal values of the customers as it is said, Terminal values is a desired end state or outcome that people seek to achieve. (Jones 2006, P214). It explains their ethnical diversification through three groups- Coffee Know -How, Art of Espresso and Innovation. These three are virtuallyly prior to the Indian culture and shows how Lavazza gets a chain of Espresso bar and Crme outlet to their customers to provide them a comfortable place to enjoy a cup of real coffee. For them the art of making coffee is all about the care, attention and skills and brewing the coffee perfectly. They follow a special espresso brewing process where they use 4Ms model in placeLa motorcar The MachineLa Miscela The BlendLa Macinatura The GrindingLa Manualit Your TouchThey everlastingly try to ensure that their consistency and skills deliver the best to their customers and provide their 4 overflowing elements of good espresso the flavour, the aroma, the crema and the texture. They provide training to t heir employees based on their geographical location, to ensure best service for the customersAs it is said, Every cup of coffee they brew is acknowledge as a best flavour and aroma of every piece of coffee beans. They form the bases according to the cultural changes in the taste of the people and they provide infinite variations according to the taste which give suite the people. They offer five kinds of flavours to people with different service which areEspresso Italiano short, dark and handsome in the taste, this is non mix with milky, frothy drinkEspresso Macchiato this stand for the marked with a teaspoon of foamed milk or sometimes as dash of cold milkCappuccino the superlative flavour of Italy topped with s grouped milk and foamed milk in a thick cup that contains flavour.Cafe Latte drink originated in USA, which is served in mugs with victimize of espresso and milk.Cafe Mocha a combination of intense espresso and freshly steamed milk and rich chocolate powder which is of ten known as sweet of Cup.These all flavours are made for the people according to the changing environment and the tastes of the people. On the basis of these change, Barista have to come with some new innovation ideas by doing interrogation. Their research was their backbone for their product and RD teams who spend identically 4 hours on each store in a month and observing the guest feedbacks. Their research helps them to name their key global trends and how well they can refresh their product lines. Barista Cafe is a dimensional brand which always focuses on providing differentiating offers or services to their customers. They use the guest surveys and feedbacks to focus on their innovation of products and the services which will be very affectionate to them. At the Barista Lavazza they invent new food and beverage lines almost every year. These inventions are basically based on the global trends, customers feedback and the regular research they have done. They always try to con tinue their innovation among the products that gloating their customers. As their main target is their customers who are living in global lifestyles so, they always try to appreciate their innovation in the behalf of their customers with the warm environment. Their focus always is on innovation and continuously providing quality products. This was the reason why they try to make their every cup of drink pretty by using barista art. They use some elaborative designs which express the people feelings and affections. Their method of making coffee was mainly evolved in creating the coffee into an artistic quality which technique is known as Latte Art.Lattes are the preferred drink to use for this because of its good foam to milk ratio.This kind of art is consisting of pouring the steam milk into the small short of espresso which will create the design on the surface for the latte art. This art is very difficult to create due to the different demands in both espresso and milk. This way of art can beautifully hold the heart of the people which makes people to drink that coffee.Barista also use a theory which helps the company in RD and innovation. chock up -Analysis is the most strategic management model which fits between the organization strength and weakness with the different opportunities and threats in their external environment.As said byJones, SWOT- Analysis guides you to identify the positives and negatives inside and outside of your organization and analysis will provide perspective, and reveal connections and areas for action. The main objective of SWOT for Barista is to determine to which level the strategy of the company will be suitable to them to meet their challenges and changes which are occurring in their organizational environment. The SWOT -Analysis of the Barista is divided into the four factors of the companys Strength, Weaknesses, Opportunities and Threads which are as followStrength of the Barista Lavazza their main strength is their produc t in the market. They are having very skilled, committed and professional team which provide high margins on beverages appliances which will cost them low apparatus money.Weaknesses their weakness is that they reliance to one client initial and they have to spend alot on the stainless steel appliances. The management team of barista doesnt work for that long in India so they dont know that much about the people taste. The sales and marketing team is not place in the market for the promotion of their products and they have very less US and Italy taste experience.Opportunitiesthey have opportunity to expand their product in the market by increasing the awareness of their specific coffee products in the market. They also have the opportunity of innovation within the existing market by the help of people feedback.Threads the biggest thread for the company is the competitors like Starbucks and Cafe Coffee in India. There is also an adverse reaction on the soluble coffee in the stores. A nother issue was the filtered coffee was firmly established in USA and they were not aware of the USA experience.Untitled.jpgDiagram www. marketingteacher.comSo, the SWOT- Analysis helps the organization of the Barista in identifying the issues they are facing, setting up the goals and creating their proper action plans. SWOT is a simple method of assessing the positive and negative factors that are forcing within and outside the organization they can prepare themselves and act perfectly. This will help in supporting them in their vision, mission and objectives.ConclusionBarista have been performing well consistently as it is essential for the company to maintain the strength of the brand and capitalise on the loyalty of the brand and the market shares. The overall strength of the Barista is about their service and their behaviour towards their customers, which was the advantage for the company especially in their services. Holding a futuristic vision, Barista as a company constant ly tries to innovate itself and further enhance their brand image in order to expand its hold over the market. Barista has very strong image in the market, but they need to work on their structure so they can improve their company performance and their customers perceptions of being high-end quality coffee.Thats was the recommendation for barista is to keep on making changes and innovation. They should promote their product and work on their organizational objectives and aspects especially for coffee and other services they are providing. Another recommendation would be they should adapt innovation -friendly organization which inspire culture and empower their employees. They should use the todays business evolutionary method which helps in fast economic or social changes by driving knowledge and innovation among the employees. At this level, the sales and marketing departments need to be more centralized and cogitate on their task. Barista is customer-oriented so, the people who are more close to the customers need to know them better and respond them rapidly with their changing requirements. If the organization is still using the straight off structure, they need to make their decisions quickly and they need to creative for employees and their customers. Lastly, as they have fewer layers of organization, so they need to be mobile and agile to the decisions which they are making this will help them to be more effective, competitive and profitable. As in todays global world, organization is all about how creative and dominant they are in the market. Thats why more companies prefer to have flat structure, as flat structural organization is enables great communication between the layers of the organization with better team spirit. Flat structural organization with benefit the management as lower cost will be paid to the managers than the workers and less bureaucracy will be involved in the organization.

Sexual Harassment in the Workplace: Issues in the UK and US

intimate Harass workforcet in the Workplace imports in the UK and USWhy it Remains a Pervasive Issue inthe f only in States and the European join Unsolicited knowledgeable torment, especially toward women, has been a serious and harrowingissue all around the world for centuries. cognomen VII of the Civil Rights Acts of1964 in the United States defines informal badgering as unwelcome advances,requests for internal favors, and other verbal or physical conduct of sexualnature that create offensive or hostile environss (1964, 3). This includesany instance of verbal agony, molestation, rape, etc. that violate the victims dignity whilecreating a hostile, humiliating, or degrading environment (European Institutefor G land uper Equality). Sexual anguish has taken many shapes and formsthrough kayoed history but one fact remains, women atomic number 18 exploited and discreditedwhile their harassers argon more than often unaffected. Women work non been arightrepresented and advocat ed for within their respective countries and theirvoices overhear been silenced. They have non had a platform to advocate forthemselves as well as others be arrest most of the time, their accusations arignored, discredited, and they are forced to hide their pain and suffering.Boththe United States and the European Union have laws and legislature in placethat prohibit institutions, like schools and employments, from having any genderdiscrimination and encourage the nourishion of womens rights. Additionally,countries in the EU have ratified dominion such as the Convention on theElimination of Discrimination Against Women (CEDAW). However, these measureshave been ineffective because on that point is a severe oerleap of regulation of theselaws and conventions and no monitoring of how they are being implemented.Sexual anguish rates rise steadily in both these regions as over lxpercent of women in the US and EU have been sexually harassed in their lifetime(Clarke 2007, 1) and manything must be done about(predicate) it. Thankfully, testimonies, business officeicularly from the bygone few years, have sparked the creation of movementsthat shed light on the horrifying instances of sexual harassment of womenaround the world and expose the individuals behind such execrable acts.Widespread movements, such as MeToo and convictions Up have given victims acommunity to heal and a voice through which they mickle combat sexual harassmentboth in and out of the workplace. There would not be a need for movements likethese if harassment and encounter were not a prominent issue. Sexual harassmentremains a pervasive issue in both the United states and the European Unionbecause, even with conventions, laws, and legislature in place, the wishing ofregulation, limited monitoring of implementation, and an absence of fieldrecognition leave victims alone in their fight. Sexualharassment comes in many disparate forms and comprehending them is the firststep toward on a l ower floorstanding the magnitude of this issue. By comparing how boththe United States and the European Union define sexual harassment, we can beginto break down the inner workings of each country in regard to sexual harassment.Cases of sexual harassment are always unsolicited and unwelcome according tothe United States Equal Employment Opportunity Commission (EEOC). Moreover, the European Institute for GenderEquality defines sexual harassment as a form of gender found violence includingacts of unwanted physical, verbal, and non-verbal conduct, which have the groundsor effect of violating the victims dignity while creating a hostile ordegrading environment (EIGE 1). A key word used in the definition of both theUS and the EU is unwelcome. The word unwelcome emphasizes the victimsdiscomfort and feelings of entrapment. However, it is not the same asinvoluntary because a victim may have agreed to certain things before realizingit was offensive or potentially dangerous. The main differ ence between these two interpretations is their focus. The US centralizes on the act of sexualharassment while the EU concentrates on the results. Additionally,there are two main distinctions of sexual harassment that defend to both the EUand the US. The first is the private sphere. This level details sexual abuse in thehome or private life of an individual. A charter conducted by QuinnipiacUniversity revealed that fifteen percent of women who have been sexuallyharassed and/or abused said it happened at home. (Frederick, 2) passel oftenfor energize that some instances of harassment occur within the victims homesbecause most cases of sexual assault occur in the second sphere, the publicsphere. This form involves instances of verbal harassment, sexual advances,molestation, rape, etc. that occur in the general community (RAINN). Also includedin the public sphere is sexual harassment in the workplace. United States lawrecognizes two kinds of sexual harassment within the workplace, qu id pro quosexual harassment and hostile work environment. Quid pro quo involves anemployee that has to tolerate and endure sexual harassment in counter multifariousness foremployment, a promotion, a raise, etc. Hostile work environment, as defined byUS law, is an offensive work environment that hinders an employees instruction executionas a result of sexual harassment in the workplace ( cognomen VII). On the otherhand, the EU does not recognize different forms of sexual harassment in theworkplace and uses a general definition. This is a huge part of the problembecause the lack of distinction and recognition generates apathy and peopleforget that sexual harassment in the workplace is an entirely different issueon its own. The impactionof sexual harassment on survivors is severe and can range from depression and apprehension to posttraumatic stress disorder (PTSD). Victims can grow to fear physical and sexualconduct and repress leaving their homes (Thomas, 143). According to Equa l RightsAdvocates, a womens law center in the US, one in four women, between the agesof 18 and 35, have been sexually harassed in the workplace. This is only astatistic those who have reported sexual assault and, sadly, many women hidetheir pain and suffering out of fear. Additionally, this ratio gets slimmer asthe women get older. The likelihood of women experiencing sexual harassment inor out of the workplace gets higher the older they are. If a study wereconducted on women ages 18 to 75, the ratio would be closer to one in twowomen.95 percent ofthese women suffer from debilitating stress reactions including anxiety,headaches, sleep disorders, weight loss or gain, depression, and fear ofphysical/sexual contact, as mentioned earliest (Equal Rights Advocates). Furthermore,the EuropeanUnion Agency for first harmonic Rights (FRA) concluded that around 90 millionwomen in all EU Member States have experienced at least one form of sexualharassment since the age of 15. That means that a lmost 60 percent of women havebeen sexually harassed. These statistics prove that having ratified aconvention such as CEDAW has little to no effect on harassment and assault ifthere is no implementation and hard-set guidelines. Sexual harassment has adisheartening effect that hinders women from asserting themselves within theworkplace. Among men, it reinforces the stereotypical view of women as objects.Extreme sexual harassment creates hostile or intimidating work environmentsthat cause women to quit their jobs and look for another one or it discouragesthem from seeking jobs altogether. Women are too afraid to speak out about theissues theyre facing because they do not want to lose their jobs but if itgets too intense they feel as there is no other option but to quit. For most ofAmerican and European history, women quietly endured mistreatment andharassment in the workplace, with little to no protection or way out. By the 1920s, workingwomen were advised to quit their jobs if they c annot handle sexual advances(Hill, 2). These traumatized women, some of which are single mothers, losetheir source of income because their voices are silenced and they cannotadvocate for their rights. Moreover, sexual harassment at work can have majorconsequences not only for the victim but for other working women who witnessit. Like the harassed individuals, women try not to draw too much upkeep tothemselves to avoid being sexually harassed as well. This hinders them fromperforming their best because they do not want to stand out, even if it meanssacrificing potential promotions, raises, humpments, etc. (Webb, 52)These women are exploited and mistreated because they have no one to fight forthem as laws against sexual harassment both in the US and the EU are notadequately enforced. TheConvention on the Elimination of Discrimination Against Women (CEDAW) is aninternational treaty that was adopted by the United Nations General Assembly in1979. It outlines discrimination against wome n and calls for national action toend gender based discrimination, harassment, and violence. Additionally, itrequiresStates Parties to legislate provisions, programs, policies, and strategieswhich prohibit sexual harassment in all spheres. The United States was one ofthe first signatories on the convention but still has not ratified it. The USclaims there are laws and regulations already in place that achieve what CEDAWmeans to accomplish, one of them being Title VII of the Civil Rights Act of1964. It aimsto eradicate sexual harassment in schools and workplaces. The goal of theSexual Harassment Policy, which is in effect at all schools and workplaces, isto deliver an environment free of sexual harassment, intimidation, and exploitation. However, it has not workedeffectively as sexual assault and harassment rates are steadily increasing. Onthe other hand, countries in the European Union, such as France and the UnitedKingdom, have signed and ratified CEDAW. After ratifying the conven tion, fragmentstates are required to meet a series of conditions to end discrimination ofwomen in all forms. This includes assimilating gender equality into their legalsystem, abolishing discriminatory laws and adopting appropriate ones,establishing public institutions, etc. To monitorthe implementation of CEDAW, the Committee on the Elimination of Discriminationagainst Women was set in place by the UN. It is comprised of 23 independentexperts from around the world that conduct observations and proposerecommendations to state parties. However, these observations are few and farapart and the recommendations are not heavily enforced. The committee alsorequests that reports be sent in every few years from all member states thathave ratified CEDAW yet many do not comply. If a country does not send ingeneral reports of how gender equality and anti-sexual harassment laws arebeing enforced, the UN does not take any action. These countries are still consideredto have ratified the conventio n even if they are not adhering to the guidelinesset aside by the UN. I wanted to evaluate whether there is a correlationbetween the rates of sexual harassment and ratification of CEDAW. I concludedthat there is no correlation between the two because the United States andcountries in the European Union have the same rates of sexual harassment andassault. On average, oversixty percent of women in the US and EU reported they have been sexuallyharassed in their lifetime and sexual harassment rates have been steadily increasingin both these regions (Clarke 2007, 1). This all leads back to the lack ofappropriate application and reinforcement, for both CEDAW and other legislaturelike Title VII, that leaves victims and survivors of sexual assault unprotectedwhile the perpetrators get away with their crimes. Furthermore, theunwillingness of national governments to properly implement and fully adhere toregulations concerning sexual harassment in the workplace causes this issue toremain perv asive. Sexualharassment in the workplace is nothing new and has been an agonizing issue forcenturies, but it has seen a massive wave of attention and recognition recentlyas celebrities, citizens, coworkers, and others use their platforms to advocatefor the rights of women around the world. The prevalence of workplaceharassment led to the creation of groundbreaking anti-sexual assault andwomens sanction movements such as MeToo and convictions Up. These movements, like manyothers, would not be necessary if sexual harassment were not an issue or if itwere properly addressed by national governments and institutions. Celebritieshave stepped up and accused Hollywood producers, directors, and actors who havetaken advantage of their positions and sexual harassed women, such as HarveyWeinstein, Louis C. K., and Kevin Spacey. uncounted women have spoken out aboutharassers, specifically Harvey Weinstein whose scandals triggered a series ofallegations against similarly powerful men around th e world (Rodino-Colocino, 97). These events provoked thecreation of the MeToo movement, a stand against sexual harassment,specifically in the workplace. It started in the United States on social mediaas a hashtag under which women would share testimonies about their personalexperiences with sexual assault, harassment, and rape in the workplace or aprofessional setting. It provides a community of healing and lets victims andsurvivors know that they are not alone in their pain. Celebrities are looked upto and their seemingly perfect lives are envied. The MeToo movement isextremely powerful and shift our view of Hollywoods elites. Their courage toopenly and so vulnerably share their experiences with the world gives womenhope. Through their stories, we can also see that fame and fortune does notgrant you a perfect life. Celebrities go through pain, discomfort, and fear plainly like anyone else and this shows women that they can let their voice beheard as well. Victims in European Union countries have found their voice justas Americans through many powerful womens declarations. The movement wentviral in October of 2017 and exposed the widespread prevalence of sexualharassment. Since then, MeToo has spread to over 200 countries and women in everycommunity, big or small have the courage to speak out and advocate for their ownrights (Edge, 22). In responseto the MeToo movement and the Harvey Weinstein scandal, the Times Up movement was founded in January2018 by Hollywood celebrities. Additionally, many A-listers have assisted inthe creation of the Times Up Legal apology mechanism Fund. The fund provides legalsupport, defense, and advising to victims of sexual harassment, assault, orabuse in the workplace. As of February 2018, Times Up has raised 20 milliondollars for its legal defense fund. It has also gained over 200 volunteerlawyers who are going to work directly with victims to ensure their rights are protected(Chu 2018, 16). When you visit the Times Up website, the first thing you seeis a quote that reads, The clock has run out on sexual assault, harassment,and inequality in the workplace. It is time to do something about it. Thisperfectly exemplifies the goal of the movement. The time is up on silencingwomen and protecting abusers. It is time to make a heighten and take matters intoour own hands since governments refuse to acknowledge theseverity of sexual harassment and do something about it (Times Up Now).However,the MeTooand Times Up movements have caught plenty of negative backlash. Many men and, surprisingly,even women argue that these movements are unnecessary. Their claims range fromattention seeking to pushing an extremist liberal agenda. The individuals whopush back are not educated on the goals these movements. Many individuals haveclaimed that MeToo and Times Up are only ways for women to get more attentionand fame by falsely accusing others. People in opposition claim that sincethere is no proof of the assaults, other than wo mens testimonies, how can they conceptualise them? Additionally, men argue that accusations make male workers andexecutives have to avoid women in the workplace completely. They claim there isno communication between males and females unless it is directly related towork and this can hurt their work performance (Rodino-Colocino, 98). Nevertheless, the opposition tothe movement has only given women a bigger reason to fight for their rights andprotection. There will always be antagonists but victims and supporters aredoing their part to lift their voices, especially for women who are teared downand silenced. Additionally,the MeToo and Times Up movements have made their way across the pond,literally. What started in the United States has made an impact all over theglobe as more than 200 countries have been actively raising sensory faculty andimplementing the goals of these movements into their own communities (Edge, 22). The celebrities that have shown their support for thecause, such as Angelina Jolie, Natalie Portman, Justin Timberlake, SebastianStan, and many others, have utilized their platforms to advocate for an issuethat is not only current in the United States but it applies all over the worldincluding Europe. The globose reach of these movements is massive and shows thatwomen refuse to be silenced and cast aside, rather we will unite our voices andspeak out for those who cannot. An example of the expansive influence of TimesUp and MeToo is the creation of British versions of them. British media andthe entertainment industry have had a surge of simmering issues that leavewomen feeling shiny of purposeful change. European celebrities, includingKierra Knightley, Emma Watson, and Daisy Ridley, are speaking out and demandingaction. By the end of January, the British Times Up initiative had gained thesupport of over 50 internationally acclaimed women (Chu 2018, 16).They are uniting under this cause andincreasingly raising their voices in a post Harvey Wein stein age. Variouscelebrities have reflected the support of Americans by wearing all black to theBAFTA ceremony much like celebrities who wore all black to the Oscars and theGolden Globes.These effects aremirrored in various countries in the EU and the resulting awareness is causinga change of drastic proportions. These movements have been able to achieve whatnational governments and legislature have failed to do. They have given allwomen a hopeful voice and have protected and defended them in the face ofinjustice and sexual harassment. I believethat there are many changes that could be implemented in both the United Statesand the European Union to lower the rates of sexual harassment in the workplaceand, eventually, eradicate it. First, the United Statesshould recognize the flaws and failures of its laws to fully protect women anderadicate sexual harassment in all spheres. They should take necessary measuresto ratify CEDAW and enact legislative provisions that ensure the safety ofw omen in and out of workplaces. There should also be proper punishment measuresset forth for the perpetrators, such as termination of employment and prisonsentences where necessary. Too many harassers get away with their crimes andthey must be stopped. I believe that the US should also allocate funds toorganizations, foundations, and movements like Times Up and MeToo thatproperly see harassers and provide defense for the victims of sexualassault. Next, countries in the European Union that have ratified CEDAW shouldregulate and measure the extent of implementations within their respectivegovernments and institutions. I believe that EU countries would also benefit fromrecognizing various forms of sexual harassment rather than relying on a generaldefinition. Additionally, the Committee on the Elimination of DiscriminationAgainst Women under CEDAW should recruit more members to monitor application ofthe convention into law. They could also revoke the member states benefits ofratificatio n. If they have not made an effort to implement policies and nochange is detected, they should not be able to say they ratified theconvention. In conclusion, the prevalence andpervasiveness of sexual harassment in both the United States can be attributedto their lack of regulation of these laws and conventions and the absence ofimplementation monitoring. Even so, the creation of movements such as Times Upand MeToo have aided in representing for the victims of sexual assault andgiving them a voice to speak out about their experiences. The lack of adequaterepresentation and advocacy in the US left women no filling but to speak out forthemselves and help others victims and survivors who have been silences. Theirstand was inspiring and other countries like the United Kingdom, France, etc.mirrored their movements and efforts (Chu 2018, 16). This has been bringingabout the change that governments failed to. Through the strength and globalreach of these movement and fund the rates of sex ual harassment and assault canbe significantly lowered. Additionally, the US and the EU would benefit fromimplementing appropriate regulations to conventions, updating and revisingcurrent law and legislature, setting adequate punishment measures forperpetrators, and nationally recognizing sexual harassment in and out of theworkplace.ReferencesChu,Henry. Times Up Movement Ripples across Pond. Variety. 339(1)16. 2018.Clarke,Linda. 2007. Sexual Harassment Law in the United States, the United Kingdomand theEuropean Union Discriminatory Wrongsand dignitary Harms in Common Law WorldReview, Vol. 36.Edge,Abigail. The MeToo Movement Sexual Misconduct Charges Force Industry toConfront Itself in The Quill.pp. 22. 2018.EuropeanParliament. How Could CEDAW be Implemented in the EU Legal Framework? inDirectorate-General for Internal Policies,Citizens Rights and Constitutional Affairs.Frederick,Bob. 2016. The Victims of Sexual Harassment in America. ConnecticutQuinnipiacUniversity.Latcheva, Rossal ina. 2017. Sexual Harassment in theEuropean Union A Pervasive but StillHidden Form of Gender-Based Violence in Journalof Interpersonal Violence. ViennaEuropean Union Agency for FundamentalRights.Rodino-Colocino, Michelle. MeToo Countering Cruelty withEmpathy in Communication &Critical/Cultural Studies, pp. 96-100. 2018.Swift,Evangeline W. Sexual Harassment in the Federal Workplace Trends, Progress,Continuing Challenges. Pennsylvania DIANE Publishing.1996.Thomas,Alison M. Politics, Policies and Practice Assessing the Impact of SexualHarassmentPolicies in UK Universities in BritishJournal of Sociology of Education. 2004.Webb,Susan L. Step Forward Sexual Harassment in the Workplace. MasterMediaPublishingCorporation. 1991.Zippel, Kathrin S. The Politics of Sexual Harassment AComparative Study of the United States,the European Union, and Germany.Cambridge, UK New York Cambridge UniversityPress, 2006.

John Huston the Dead Essay -- essays research papers

The film, The Dead, directed by John Houston, is based on a short story that takes place in Dublin, Ireland around 1904. In Ireland at this time there is much conflict between the Catholics and the Protestants, whether Ireland should be part of Great Britain or not. This narrative is intended to show life in Ireland at this time as real as possible. The music during the story is a constant reminder of the mood of the film the music is generally sad, alone when needed it is in a happier tone. Everything about the film adds to the despair that all of the characters eventually feel at some time in the film.The movie ends up being a very morbid film. All of the emotions from the characters make the film have a melancholy undertone....

Emily Brontës Wuthering Heights :: essays research papers

Wuthering HeightsWuthering Heights, a baloney of love and vengeance between two families fortwo generations. The Earnshaw family of Wuthering Heights, the Lintons ofThrushcross Grange, and the woman that stands between them, Nelly. Thesetwo families coupled by love but separated by Heathcliffs desire for vengeanceagainst Edgar Linton who married the women he loves, Catherine. WutheringHeights takes you on a ride by dint of two generations seen through the eyes ofone women, Ellen Dean (Nelly) telling the story to one man, Mr. Lockwood. EmilyBront depicted wonderfully the dark nature of mankind brought out by theirunforgiving nature and their desire for revenge.The story go abouts off with Mr. Lockwood going to Heathcliffs house inWuthering Heights interested in buying Thrushcross Grange. Mr. Lockwoodmeeting uncongeniality in the house, had to stay overnight at the house because ofdense fog. When Mr. Lockwood went to sleep, he made a encounter with aghost in his dreams signaling t he start of this wonderful story. Wuthering Heightsis the home to Mr. Earnshaw, Hindley, Joseph, Nelly, Heathcliff and Catherine. At Thrushcross Grange, consisted of the Lintons with two children name Edgarand Isabel. The plot in this story starts off simple as the reader would think thatthis story is just another one of those stories which the disadvantage guy falls inlove with the girl he loves and ends up getting married. True, but the plot that create up this ending is what made this story truly special. The characters of Nelly,Cathy (daughter of Catherine and Edgar), Hareton, and Heathcliff the villainwhich we must all sympathize with is the most shining characters in this story. Nelly, the constant character in this story, we all must admire because of hermorals and values, sometimes had me hating her mainly because I cansympathize with Cathy at her age, being naive with love while Nelly refusing to nourishment a secret between the two. Cathy stands out as the most strongestch aracter in this story. Her brightness, strong will and rebellious attitude outshineher own cause in character. She stands in the middle of the quarreling betweenHeathcliff and Edgar while trying to meet her love, Linton (son of Heathcliff andIsabel). Hareton represent the innocent lost in this conflict as raised up to berough and tough while possessing a soft heart. His character is so intriguing tome that someone that can be raised up to be mean-spirited like Heathcliff can besuch a caring and sensitive character. Heathcliffs character was so hated that I