Spindle Fibers Definition and Function

Spindle fibers are aggregates of microtubules that move chromosomes during cell division. Microtubules are protein filaments that resemble hollow rods. Spindle fibers are found in eukaryotic cells and are a component of the cytoskeleton as well as cilia and flagella. Spindle fibers are part of a spindle apparatus that moves chromosomes during mitosis and meiosis to ensure even chromosome distribution between daughter cells. The spindle apparatus of a cell is comprised of spindle fibers, motor proteins, chromosomes, and, in some animal cells, microtubule arrays called asters. Spindle fibers are produced in the centrosome from cylindrical microtubules called centrioles. Spindle Fibers and Chromosome Movement Spindle fiber and cell movement occur when microtubules and motor proteins interact. Motor proteins, which are powered by ATP, are specialized proteins that actively move microtubules. Motor proteins such as dyneins and kinesins move along microtubules whose fibers either lengthen or shorten. The disassembly and reassembly of microtubules produces the movement needed for chromosome movement and cell division to occur. Spindle fibers move chromosomes during cell division by attaching to chromosome arms and centromeres. A centromere is the specific region of a chromosome where duplicates are linked. Identical, joined copies of a single chromosome are known as sister chromatids. The centromere is also where protein complexes called kinetochores are found. Kinetochores generate fibers that attach sister chromatids to spindle fibers. Kinetochore fibers and spindle polar fibers work together to separate chromosomes during mitosis and meiosis. Spindle fibers that dont contact chromosomes during cell division extend from one cell pole to the other. These fibers overlap and push cell poles away from one another in preparation for cytokinesis. Spindle Fibers in Mitosis Spindle fibers are highly active during mitosis. They migrate throughout the cell and direct chromosomes to go where they need to go. Spindle fibers function similarly in meiosis, where four daughter cells are formed instead of two, by pulling homologous chromosomes apart after they have been duplicated to prepare for division. Prophase: Spindle fibers form at opposite poles of the cell. In animal cells, a mitotic spindle appears as asters that surround each centriole pair. The cell becomes elongated as spindle fibers stretch from each pole. Sister chromatids attach to spindle fibers at their kinetochores. Metaphase: Spindle fibers called polar fibers extend from cell poles toward the midpoint of the cell known as the metaphase plate. Chromosomes are held to the metaphase plate by the force of spindle fibers pushing on their centromeres. Anaphase: Spindle fibers shorten and pull  sister chromatids toward spindle poles. Separated sister chromatids move toward opposite cell poles. Spindle fibers not connected to chromatids lengthen and elongate the cell to make room for the cell to separate. Telophase: Spindle fibers disperse as the chromosomes are separated and become housed within two new nuclei. Cytokinesis: Two daughter cells are formed, each with the correct number of chromosomes because spindle fibers ensured this. The cytoplasm divides and the distinct daughter cells fully separate.

Memorable Lucille Ball Quotes

Lucille Ball began her career in musical comedy, became a success in radio comedy, starred in several movie comedies, and achieved her greatest popular success with her TV show, I Love Lucy, first airing in 1951 and running until 1957. She also starred in The Lucy Show (1962-68) and Heres Lucy (1968-74). Lucille Ball and Desi Arnaz, who produced I Love Lucy together as well as starred in the show, were married from 1940 to 1960. Lucille Ball managed Desilu Productions from 1962 to 1967 and Lucille Ball Productions from 1967 to 1989. Selected Lucille Ball Quotations †¢ I never thought I was funny. I dont think funny. †¢ Im not funny. What I am is brave. †¢ Ability is of little account without opportunity. †¢ The secret of staying young is to live honestly, eat slowly, and lie about your age. †¢ If you want something done, ask a busy person to do it. The more things you do, the more you can do. †¢ Luck? I dont know anything about luck. Ive never banked on it, and Im afraid of people who do. Luck to me is something else: Hard work —  and realizing what is opportunity and what isnt. †¢ One of the things I learned the hard way was that it doesnt pay to get discouraged. Keeping busy and making optimism a way of life can restore your faith in yourself. †¢ I think knowing what you cannot do is more important than knowing what you can do. In fact, thats good taste. †¢ I would rather regret the things that I have done than the things that I have not. †¢ In life, all good things come hard, but wisdom is the hardest to come by. †¢ I have an everyday religion that works for me. Love yourself first, and everything else falls into line. You really have to love yourself to get anything done in this world. †¢ Once in his life, every man is entitled to fall madly in love with a gorgeous redhead. †¢ My God, Im outliving my henna. †¢ Womens lib?...It doesnt interest me one bit. Ive been so liberated it hurts. †¢ Politics should be the part-time profession of every citizen who would protect the rights and privileges of free people and who would preserve what is good and fruitful in our national heritage. †¢ Its a helluva start, being able to recognize what makes you happy. †¢ Not everything that is faced can be changed, but nothing can be changed until it is faced. †¢ I regret the passing of the studio system. I was very appreciative of it because I had no talent. †¢ What could I do? I couldnt dance. I couldnt sing. I could talk. †¢ Heaven, no. I was shy for several years in my early days in Hollywood until I figured out that no one really gave a damn if I was shy or not, and I got over my shyness. †¢ You see much more of your children once they leave home. †¢ Use a make-up table with everything close at hand and don’t rush; otherwise you’ll look like a patchwork quilt. †¢ A man who correctly guesses a womans age may be smart, but hes not very bright. †¢ What we did on [i[I Love Lucy was not slapstick. I worked with the Three Stooges years ago, and they were masters of slapstick, so I know what slapstick is. †¢ The best thing I learned from working with the Stooges was when to duck! Its true. Your timing has to be right so that you dont get hurt in the scene. The Stooges were always teaching people on the set how to duck. †¢ You spell Bob Hope C-L-A-S-S. †¢ I dont do T A very well because I havent got much of either. Quote collection assembled by Jone Johnson Lewis.

Management Philosophy Free Essays

â€Å"Management aims to accomplish group purposes with the least expenditure of material or human resources† (Koontz, 1969, p. 415). The term management philosophy seems almost oxymoronic in that they appear to work toward different results. We will write a custom essay sample on Management Philosophy or any similar topic only for you Order Now The goal of management should be to improve the organization. (Kirkeby, 2000) suggest that the objective of management has always been the goal of making the group, institution, organization, or nation, into the strongest organism possible. Triumph, subjugation, gaining strength, and survival are all priorities of management. These along with personal prestige, acquiring real estate (enlarging your territory), making lots of money, and transferring thought to action paint the perfect picture of today’s successful manager. (Kirkeby, 2000) believes that philosophy is just the opposite, suggesting that philosophy deals with power but in a different way, its focus is the power of thought instead of position or bottom line performance. The pursuit of philosophy is not one of financial gain for the individual but one of freedom and liberation of thought. Similar article: Scientific Management Theory in Health Care Philosophy lends itself to a relationship with reality as opposed to management where goals exist to create, shape, and determine the best reality conducive to productivity. Philosophy does not insist on leading the individual to think, but rather presenting ideas and thought for evaluation and consideration of the individual, allowing them to pick, choose, and add to the original thought, and even completely dismiss. Dr. W. Edwards Deming – The system of profound knowledge/System Theory Dr.  Deming was a known for his work in the many fields to include management philosophy. The management philosophy of Dr. Deming is centered on the system of profound knowledge. The System of Profound Knowledge was presented in his book titled â€Å"The New Economics†, (Deming, 1994). The system of profound knowledge provides a map of theory with assist us in understanding the organizations that we work in. It is comprised of four major tenets (Deming); â€Å"Appreciation of a System, Theory of Knowledge, Theory of Variation, and Psychology†. Deming goes on to suggest that â€Å"many themes show up in various parts of the System of Profound Knowledge, particularly those relating to organizational purpose, driving out fear in an organization, and understanding the implications of variation† (Deming, p. 11). Systems theory lays out management methods that can create systems out of organizations, and the advantages of these systems. There are many road blocks to the establishing an organizational system, (Deming, 1994) describes some of the road blocks as; focus on the benefit of performance from one aspect of the system. This feeds self interest and promotion. Internal competition; this leads to business units with holding information and not willing to share resources and the use of the performance appraisal; this creates a mind-set geared toward individual performance. (Deming) breaks down the four tenets that make up the system of profound knowledge; the Theory of Knowledge or epistemology as it is often referred provides a description for a system that focuses on learning and the use of theory. The Theory of Variation; its purpose is to assist managers in understanding what variation is and how this understanding will improve process within the system. Deming describes management as the ability to predict and for this reason an in-depth understanding of variation is all the more critical. Psychology; is seen and utilized in all aspects of Deming’s system. Deming’s suggest that manages must be able to identify psychological influences on and in their respective units if they are to become a true system. Scientific Management  There are examples all a round us concerning the benefit of Scientific Management; planes, trains, and automobiles, processes, and work environments that we engage each day. All of these examples and many others function and are produced at a higher rate of efficiently due to Scientific Management. Frederick W. Taylor born on March 20, 1865 considered â€Å"the father of Scientific Management†. He strongly campaigned for less human interaction and more machine driven production, even going on to say â€Å"In the past the man has been first; in the future the system must be first† (Worthy, 1959, p. 3). One of the driving factors for Taylor’s scientific management was that he believed the industrial management of his day was run by individuals that had no professional amplitude Deming suggested that â€Å"management could be formulated as an academic discipline, and that the best results would come from the partnership between a trained and qualified management and a cooperative and innovative workforce† (Weisbord, 1987, p. 9). â€Å"Taylorism† became the first big management fad. Taylor’s scientific management consisted of four principles (Weisbord, 1987): 1. Replace rule-of-thumb work methods with methods based on a scientific study of the tasks. 2. Scientifically select, train, and develop each employee rather than passively leaving them to train themselves. 3. Provide detailed instruction and supervision of each worker in the performance of that worker’s discrete task. 4. Divide work equally between managers and workers, so that the managers apply scientific management principles to planning the work and the workers actually perform the tasks. Taylor was the first to present a systematic study of interactions among job requirements such as tools, methods, and human skill. To fit people to jobs both psychologically and physically, and to let data and facts do the talking rather than prejudice, opinions, or egos† (Weisbord, 1987, p. 10). As scientific management increased in popularity Taylor became more outspoken concerning his position on human relations in the work place, assuming that workers were â€Å"lazy, won’t take responsibility, lack desire to achieve significant results, demonstrate inability to direct their own behavior, show indifference to organizational needs, prefer to be led by others, and avoid making decisions whenever possible. † (Montgomery, 1989, p. 6). Compare and Contrast Scientific Management – although scientific management has played and will continue to be an important aspect of our universal business model for production, it is necessary to note the weaknesses that this method contains. Such as its negative influence in current work environments concerning the human contribution. The tenants of Scientific Management are not applicable to all modern organizations. Nelson notes that â€Å"Scientific Management is perhaps best seen as an evolutionary stage in management’s ever developing history. † (Nelson, 1980, p. 14). Today’s the average employee has increased in their understanding of self-worth and their ontribution to the organization. Employees are no longer content with just the financial reward for their work; they also receive satisfaction when allowed to participate in the benefit of the organizations success. The Scientific Management system viewed workers as interested only in the economic reward and working toward that end only. (Worthy, 1959, p. 42) states that â€Å"in current organizations it has been recognized that productivity and success is not just obtained by controlling all factors in the work place, but by contributing to the social well-being and development of the individual employee. Scientific management’s negative aspects are apparent when evaluating the value of employees in the context of organizational contribution and success. (Nelson, 1980) uncovers that at the Taylor’s methods for managing the workers were not fully accepted by thousands of manufacturing plants due to fear of alienating the employees. Nelson states that â€Å"the principals of scientific management are unquestionably authoritarian in that they assume decision-making is best kept at the top of the organization because there exist a lack of trust in the competence of the employees. † (Nelson, p. 27). System of profound knowledge – Dr. Deming’s system of profound knowledge is quite different form that of Taylor’s scientific management in several ways that will be discussed here. The first is in my opinion the most significance, Dr. Deming’s system of profound knowledge unlike scientific management starts with the individual. Transformation of the individual is a key aspect of this system. This transformation is the result of understanding of the system of profound knowledge. (Deming, 1994) suggest that the once a person is transformed, they will understand that their life has value and real meaning. These principles will then be applied to all relationships, personal, professional, and social. The individual upon understanding the system of profound knowledge now has a point of reference for decisions and for organizations that they are a part of. The one challenge that I can see with the system of profound knowledge is this constant pursuit to improve. How do you start? How do you set down all of the baggage in order for transformation to actually begin? The last challenge that I see with this system is that all four tenants have to be put into play, if one of the four is not operative then the other three become null and void. Conclusion While both of these management philosophies/systems proved to be of benefit in different times when injected into different organizations, they are not without challenge and negative aspects. People, while they operate within systems, sub-systems, or processes, they are not comprised of them, however complex they are. When individuals are introduced into a system there has to be processes that will gage the individual performance outside of the system as well as within the system. If not the employee will always be subject to the system and not allowed to explore and identify their potential for success within other systems. How to cite Management Philosophy, Essay examples

Stay in a Hotel for Fashion Branding and Consumer - myassignmenthelp

Question: Discuss about theStay in a Hotel for Fashion Branding and Consumer. Answer: The massive, 788 room Berkeley Hotel Pratunam, a high-end hotel property in Bangkok, was my abode for four nights during my visit to the city. I especially chose this hotel as it is in close proximity to several famous shopping malls and other the Pratunam night market which presents abundant street food. As far as my experience at the hotel is concerned, I would rate it as one of my most satisfying hotel experience in my several years of travelling. I wish I could have extended my stay given the amazing experience I had. On my arrival I was given a warm welcome by the staff, my name was written on the board and I was upgraded to a better room. The bell boy instantly arrived to help me with my stuff. The staff was just not polite but also began a cordial conversation with me which made me feel further welcome. Such friendly attitude manifested all through my stay. Whether it was by the poolside or at the entrance, the employees would always make a point to ask me how I was doing and always paid attention to me. Especially at the poolside, someone would come constantly and check on me if I wanted something to drink, or if I needed extra towels. Not to mention, the concierge service was also excellent. For everyday, I would ask the concierge about the best restaurants to visit and every single eatery recommended by the concierge was considering my preferences. The room was very spacious and replete with all the necessary amenities. The bed was highly comfortable and since I got an upgrade there was a small living area with an attached kitchen. The kitchen had all the basic appliances to prepare my own breakfast and have coffee and tea. There was plenty of space to move around. The bathroom was very spacious too and spotlessly clean. I also liked the refreshing complimentary drinks served each day as I walked in the hotel as the weather was very hot and it was soothing to get mint and lemon water. Clearly, my level of satisfaction was based on the level of guest service I received at the hotel, plus the amenities and facilities provided. There was no area of guest experience which was left unattended. The friendliness of the staff and their willingness to help me anytime also added to my satisfaction level. Berkeley Hotel can be assessed based on the 7Ps of marketing. The core product (room), as well as the affiliated products (amenities), were suited to meet the needs and expectations of the guest. The price was comparable to other five-star properties in the city and completely worth the experience. The hotel was located in the heart of the city and such premium placement made it accessible by all means of transport. Moreover, all the famous shopping malls plus the popular streets were in walking distance, making the location very prime. I became aware of the hotel through word-of-mouth publicity done by my friends who had stayed there and it turned out to be true to every w ord. The hotel has paid tremendous attention to its staff and guest services (Bowie et al., 2016). Every single member of the hotel was cordial, friendly and helpful furthering the excellent experience. The hotel also focused hugely on its physical evidence making it very welcoming and beautiful. In fact, the property is so well maintained, I felt as if I was in a spring break paradise. As far as the processes are concerned, booking rooms, ordering food and the other housekeeping and front office processes were highly efficient. I would draw particular attention to the service personnel dimension of the Servuction model. This is one of the main areas which can impact the service experience. Every staff of the hotel was seriously committed to enriching the experience of the guests. Hotel industry is a service industry, if the staff fails to provide great levels of service, the entire experience may go downhill, irrespective of how great the service scope is (Huang and Sarigll, 2014). Berkeley Hotel staff was highly trained and competent at extending guest services which made my experience one of the best in my life. References Bowie, D., Buttle, F., Brookes, M. and Mariussen, A., 2016.Hospitality marketing. Taylor Francis. Huang, R. and Sarigll, E., 2014. How brand awareness relates to the market outcome, brand equity, and the marketing mix. InFashion Branding and Consumer Behaviors(pp. 113-132). Springer New York.