The Mechanism of the Paterno-Buchi Reaction and its Application in the Organic Synthesis Review

The Mechanism of the Paterno-Buchi Reaction and its Application in the Organic Synthesis Review Free Online Research Papers The Paternà ²Ã¢â‚¬â€œBà ¼chi reaction, named after two chemists who established its basic utility and form, is a photochemical reaction that forms four-membered oxetane rings from a carbonyl and an alkene. Much work has been done with the reaction since Dr. Thorsten Bach of the University of Marburg published a review article in 1998 on its mechanism and synthetic utility. The Paternà ²Ã¢â‚¬â€œBà ¼chi reaction has been used recently in attempt to synthesize many natural organic products. In these experiments, the chemists are chiefly concerned with the regio- and diastereoselectivity of the products. This paper will address these selectivity concerns and report on the specific products that have been worked with since Dr. Bach’s 1998 review paper, such as (+)-Preussin and (?)-Oxetin. The following review seeks to be a source of information detailing the recent discoveries in the mechanism and application of the Paternà ²Ã¢â‚¬â€œBà ¼chi reaction, intended specifically for organic chemists involved in synthesis. Contents Abstract I. Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3 II. Mechanistic Knowledge and Recent Discoveries A. General Mechanism†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 5 B. Mechanistic Issues in Synthesis 1. Regioselectivity†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 7 2. Stereoselectivity†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 8 III. Specific Synthetic Applications A. Ring Opening Reactions†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 11 B. Formation of Natural Oxetane Products†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 13 IV. Summary†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 13 V. Literature Cited†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 15 VI. Tables†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 18 VII. Figure Captions†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 20 VIII. Figures†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 21 IX. Schemes†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 23 Introduction Photochemistry is the study of chemical reactions that are affected by or proceed upon application of light energy. Photochemical processes are useful tools in the laboratory because they excite ground-state electrons and form radicals.1 These radicals can be used to add to other molecules to form products that would be impossible or at least more difficult to form using other synthetic methods. The Paternà ²Ã¢â‚¬â€œBà ¼chi reaction is a synthetic method used in photochemistry that forms oxetane rings through excitation of the electrons on a carbonyl molecule. When the electron on the carbonyl is excited, it forms a radical and adds to an alkene, forming a 1,4-diradical. The diradical then closes and forms the oxetane ring when the two excited 1,4 electrons combine (see Scheme 1). An oxetane is a four-membered cyclic molecule (or part of a molecule) composed of three carbon atoms and an oxygen atom (see Figure 1). The configuration of the product oxetane and the diradical explanation of the mechanism were established by Dr. Paternà ² and Dr. Bà ¼chi. The Paternà ²Ã¢â‚¬â€œBà ¼chi reaction was named for these two chemists. Their work was published separately; Dr. Paternà ² published his article in Italy in 1909, and Dr. Bà ¼chi’s article was in print by 1954.2 Since 1954, chemists have produced several additional reviews of the reaction. These reviews have only recently begun to appear in the literature; most have been published within in the past 20 years.1 In 1998, Dr. Thorsten Bach of the University of Marburg wrote one of the most comprehensive review articles concerning the Paternà ²Ã¢â‚¬â€œBà ¼chi reaction. The review explained the mechanism of the process based on the information available from previous experimentation. Dr. Bach’s paper then continued to detail the specific products that can be synthesized using the Paternà ²Ã¢â‚¬â€œBà ¼chi reaction. Much of his work addressed the concerns in regio- and stereoselective yield that arise during photochemical synthesis.1 Understanding the factors affecting regio- and stereoselective yields and other aspects of the Paternà ²Ã¢â‚¬â€œBà ¼chi reaction mechanism would greatly aid chemists in their effort to synthesize natural compounds and other organic products. Many of these products have oxetane rings in their structure, and several others are alcohols that can be synthesized using the Paternà ²Ã¢â‚¬â€œBà ¼chi process followed by a ring-opening reaction. In either case, an understanding of the mechanism of the Paternà ²Ã¢â‚¬â€œBà ¼chi reaction will aid chemists in obtaining yields with high selectivity.1,3 The selectivity of the yield in a synthetic process is especially important during manufacture of biological compounds, where the regio- or stereochemical structure of a drug can mean the difference between recovery and fatality. Regio- and stereochemical control can be achieved using the Paternà ²Ã¢â‚¬â€œBà ¼chi reaction, which provides more efficient and sometimes essential methods of synthesizing many important biological products. The ?-amino acid oxetin, which acts as an antibiotic and herbicide, and the antifungal agent (+)-Preussin are two examples of natural compounds that can be made using the Paternà ²Ã¢â‚¬â€œBà ¼chi reaction.4,5 Experiments concerning the synthesis of natural compounds have been recently growing in number. Since the printing of Dr. Bach’s paper in 1998, there have been several such experiments involving the Paternà ²Ã¢â‚¬â€œBà ¼chi reaction, and publications reporting the regio- and stereoselective issues and mechanics of the process have appeared in numerous journals. Regardless of the specific interest in the Paternà ²Ã¢â‚¬â€œBà ¼chi reaction or photochemistry in general, chemists who are involved in organic synthesis would benefit from the latest knowledge of an efficient synthetic method.5 This review paper, intended then for organic chemists involved in general synthesis, will seek to compile the experimental results of only those publications in print since Dr. Bach’s review article. Mechanistic Knowledge and Recent Discoveries General Mechanism The Paternà ²Ã¢â‚¬â€œBà ¼chi reaction involves promoting electrons into excited states with light and allowing them to form cyclic bonds. The reaction is a type of [2 + 2] photocycloaddition, or 2? + 2?, which indicates that two electrons in ? bonds are reacting with two other ? electrons to form two different bonds. The two ? bonds in the Paternà ²Ã¢â‚¬â€œBà ¼chi reaction come from a molecule containing an alkene component and a molecule with a carbonyl component. The new bonds formed through this process are ? bonds. Because these ? bonds complete a ring, the reaction is called a cycloaddition. Adding the â€Å"photo-† prefix to the word â€Å"cycloaddition† indicates that the reaction is initiated by light energy.1 When enough light energy is applied to the carbonyl group, an electron in either the nonbonding orbital or the ? bond enters into an excited state wherein the electron is promoted to an anti-bonding orbital (see Scheme 1).6 The promoted electron initially retains its spin, and because electrons in the same orbital have opposite spins, the excited electron and the electron with which it was coupled before excitation still have opposite spins. This electron configuration is known as an excited singlet state, which is abbreviated and represented in Scheme 1 as S1. However, the S1 does not last long (approximately 1–2 ns), and the spin of the promoted electron quickly changes. This situation, in which the promoted electron changes its spin, is called intersystem crossing, or ISC.1 In this case, the excited electron goes through ISC from the S1 to the triplet state, abbreviated T1.6 The initial addition to the alkene 1 can happen either in the T1 or S1. If the carbonyl remains in the singlet state long enough to add to the alkene, it will add to form a transition state resembling a 1,4-diradical 3 with a negligibly short lifetime. The brevity of the lifetime of this diradical results from the fact that the S1 carbonyl has its radical electrons in opposite spins. When a radical electron adds to a full orbital (in this case the full ? molecular orbital on the alkene 1), it will only couple with the electron with opposite spin. The remaining displaced uncoupled electron is thus the same spin as the radical electron that initially added. Hence, the two radical electrons of the diradical formed immediately upon the singlet addition to the alkene 1 will be of opposite spin. Electrons must be of opposite spin to form a molecular bond, and thus the radical electrons in this diradical from the S1 will quickly bond, closing the molecule to form the oxetane ring 4 (see Sch eme 1).6 However, oxetane ring closure takes longer if the T1 carbonyl adds to the alkene 1. Because the radical electrons in the triplet state carbonyl are of similar spin, the resulting 1,4-diradical 2 will also contain two radical electrons of the same spin. As these radical electrons cannot form a bond due to their identical spin, a relatively longer time must pass before one of the electrons changes spin and the bond forms (see Scheme 1).2 Mechanistic Issues in Synthesis Regioselectivity Because an alkene component, by definition, is composed of two carbon atoms held together by a double bond, there exists two points on the alkene where the excited electron on the carbonyl group may add. In the examples in the figures given previously, the alkene used, 2,3-dimethyl-2-butene, is completely achiral. The two alkene carbons are identical and thus it makes no functional difference to which carbon atom the oxygen adds. However, not all alkene molecules have identical carbons. In fact, most alkenes are chiral and the carbon atoms are not identical. Furthermore, many molecules have two or more carbon-carbon double bonds. The regioselectivity, or the preference of one atom to bond to another, is a major concern in synthesis.7 The regioselectivity concern generally arises when the carbonyl adds to the alkene in the triplet state. If the molecule is going to have a measurable 1,4-diradical configuration, as it does when the T1 carbonyl adds, the excited electron on the oxygen atom will tend to add to the side of the alkene that forms the most stable diradical. Bach1 and Adam7 have done extensive studies on the regioselectivity of the Paternà ²Ã¢â‚¬â€œBà ¼chi reaction. Adam and Stegmann placed various substrates on a chiral alkene and reacted it with benzophenone. Table 1 displays the scheme of the reaction and his results. As can be observed in each reaction, the methyl groups on the original alkene stabilized the diradical so that the majority of the time the oxygen originally added into the carbon with the R1 and X group. However, in general, as the R1 and X substrates increased in size, decreasing the stability differences between the 1,4-diradicals leading to the 3 and 3’ products, the regiosel ectivity also dropped sharply (refer to Table 1). This experiment provides excellent evidence that regioselectivity is determined by the most stable 1,4-diradical.7 The stability of the 1,4-diradical is not the sole determinant of regioselectivity, however. The phenomenon of hydrogen bonding also has proven to influence regioselectivity. The oxygen atom on the carbonyl may be attracted to a specific hydrogen atom on one side of the alkene. This attraction will then cause a hydrogen bond to form. The carbonyl oxygen will then prefer to add to the carbon atom closest to the bond-forming hydrogen atom. Even though entry 1 in Table 1 has a larger X substrate (OH) attached to the alkene carbon than does entry 2 (H), it gives a much higher regioselectivity. This observation can be explained by the fact that the carbonyl oxygen tends to form a hydrogen bond with the hydrogen atom of the hydroxy group. Hydrogen bond effects are seen again in Table 2. Note that entry 5 is the only entry without a hydroxy group and hence has the lowest regioselectivity (refer to Table 2). The reaction of substrates 4e-4h can be seen in Figure 2. The carbonyl oxygen coordi nates with the hydroxy group in each case to form a hydrogen bond (see Figure 2).7 Stereoselectivity In the reaction of acetone with 2,3-dimethyl-2-butene (Figure 1), the reactant molecules were achiral and no new stereocenters were formed. However, in most Paternà ²Ã¢â‚¬â€œBà ¼chi reactions, there are two potentially new stereocenters formed. There could be, of course, feasibly only one stereocenter, or even three, but throughout most of the literature regarding Paternà ²Ã¢â‚¬â€œBà ¼chi reactions, the chemists are centrally concerned with diastereoselectivity.1 Diastereoselective studies involve the preference of a reaction to produce new molecules with two stereocenters. The selective formation of these stereocenters remains a major aim in synthesis. Therefore, the stereochemical information in this review will tend to focus on the recent discoveries in the diastereoselectivity of the Paternà ²Ã¢â‚¬â€œBà ¼chi process. Just as in regiochemistry, the state (T1 or S1) of the excited carbonyl affects the diastereoselectivity of the reaction. Griesbeck and associates2 have researched the dependence of the diastereoselectivity on the electron spin direction. This research specifically concerned the addition of aliphatic aldehydes to 2,3 dihydrofuran and 2,3 dihydropyran. The aldehyde was used as the carbonyl group; it was irradiated to excite the electrons initially into the singlet state. Because the aldehyde only has a lifetime of 1–2 nanoseconds in its excited singlet state, trapping reagents had to be used to intercept the carbonyl group in the S1. The products of an excited state singlet carbonyl could then be studied. Griesbeck found that increased concentration of trapping reagent gave increasingly lower diastereoselectivity as more of the aldehyde was trapped in its singlet state. This lower selectivity can be explained plainly in terms of the transition state of the reaction. As the transition state between the reactant singlet carbonyl and the product oxetane has a negligible lifetime, there is no need to be concerned about intermediate stability, geometrical restrictions, or steric interactions. Thus, there is no need for the singlet to be selective in its direction of addition.2 However, addition selectivity plays an important role in the T1. When the carbonyl in the triplet state adds to the alkene, it forms a 1,4 diradical that has a relatively measurable lifetime. This diradical must undergo intersystem crossing in order to close into the oxetane, which requires rigorous geometrical restrictions. Thus, the geometric configuration and stability of this diradical affects the diastereochemical makeup of the product oxetane. In this particular experiment, Griesbeck et al. found that the reaction through the triplet pathway yielded diastereoselectivities of up to 90:10.2 Because the geometric restrictions of the intermediate diradical in the triplet pathway is a major factor in determining the stereoselectivity of the Paternà ²Ã¢â‚¬â€œBà ¼chi reaction, steric interactions must be considered. Adam and Stegmann7 studied the diastereoselectivity of the addition of aromatic aldehydes to allylic alcohols. Increasing the size of the R group on the alcohol gave increasingly higher diastereoselectivities (refer to Table 2). This observation indicates that the R group is a steric hindrance to the formation of the erythro-product (see Figure 2). Additional studies by Abe et al.8 conclude similarly that increased size of substrate groups will increase the stereoselectivity of the Paternà ²Ã¢â‚¬â€œBà ¼chi reaction. Hydrogen bonding can also affect the stereoselectivity of the Paternà ²Ã¢â‚¬â€œBà ¼chi reaction just as this bonding phenomenon has been shown to affect regioselectivity. In another experiment, Griesbeck and Bondock9 tested the Paternà ²Ã¢â‚¬â€œBà ¼chi reaction of prenol and prenyl acetate. Although there was not a major difference in stereoselectivity attained by replacing the hydroxy group with an acetate group, the hydrogen bonding delayed the intersystem crossing. Hydrogen bonding actually proved to activate the electron further on the carbonyl, causing an increase in the time the carbonyl could remain in its singlet-excited state. This increased lifetime allowed more singlet carbonyls to add to the alkene. Because singlet carbonyls generally add to alkenes irrespective of geometry or orientation, an actual decrease in stereoselectivity was observed due to hydrogen-bonding effects. On the other hand, Bach et al.10 found that in their study, hydrogen bonding increased diastereoselectivity. In this experiment, a very complex molecule was used as the alkene, 3,4-dihydro-1H-pyridin-2-one. Because the carbonyl, a chiral aromatic aldehyde, formed a hydrogen bond with the amide hydrogen on the alkene, it formed a stable exciplex with the alkene. This stabilization allowed the carbonyl to add specifically in a constant geometrical conformation, yielding high diastereoselectivity. Because the geometrical conformation of a molecule is often altered by increased heat, temperature can also play a major role in stereoselectivity. Adam and associates11 studied the Paternà ²Ã¢â‚¬â€œBà ¼chi addition of benzophenone to both cis- and trans-cyclooctene at a temperature range of –95  °C to 110  °C. Except for the two extremes, temperature intervals of 20  °C were used. It was found that increasing the temperature increased the likelihood of the conformation change of the cyclooctene. If the cyclooctene changed conformation, the oxetane product was also changed. Lower temperatures favored the highest diastereoselectivity in each case. Specific Synthetic Applications Ring Opening Reactions Once an oxetane ring is formed, it can be then opened conventionally with an agent such as LiAlH4 or sodium metal, creating an alcohol. The Paternà ²Ã¢â‚¬â€œBà ¼chi reaction thus becomes an intermediate reaction rather than a terminal one. The advantage of using the Paternà ²Ã¢â‚¬â€œBà ¼chi reaction as an intermediate in synthesis concerns stereoselective purity. The ring is opened in a way that the reaction takes place at a non-stereogenic center, and the stereoselectivity is thus preserved.12 Ring opening reactions are key in synthesizing many natural products. For example, prostaglandin analogues and ephedrine are products used often in medicine, and these can be synthesized utilizing the Paternà ²Ã¢â‚¬â€œBà ¼chi reaction and then opening the oxetane ring. Insect pheromones and asteltoxin, a potent inhibitor of ATP synthesis, can also be formed using this ring-opening process as an intermediate.1 Bach and his group specifically completed the total synthesis of (+)-Preussin.13 (+)-Preussin is a useful antifungal agent. However, only the (+)-enantiomer is active. Therefore, it is absolutely imperative that the stereoselectivity is pure. This purity can be preserved through the Paternà ²Ã¢â‚¬â€œBà ¼chi reaction. The final product can be formed beginning with the commercially available (S)-pyroglutaminol. The total synthesis of (+) Preussin is given in Scheme 2. (+)-Preussin is certainly useful, but it is in no way the limit of the ring-opening process. As mentioned above, ring-opening reactions can be used to create diastereomerically pure alcohols. The final structure of the alcohol is based on the structure of the oxetane ring molecule. Bach and Eilers12 worked on the synthesis of diols. In this experiment, an oxetane was prepared with a protecting group. The protecting group, a trimethylsilyl ether, and the oxygen atom of the oxetane ring were attached to adjacent carbons. After removing the protecting group, LiAlH4 was applied to the oxetane, opening the ring. A trans-1,2-diol was then obtained at 69-99% yield. Still, diols are not the only alcohols that can be obtained from oxetane rings. Adding N-Acyl enamines to aldehydes in the presence of light energy causes the Paternà ²Ã¢â‚¬â€œBà ¼chi reaction. Subsequent ring opening using LiAlH4 or LiSBn then can form a cis 1,2 amino alcohol. Bach and Schrà ¶der15 studied this particular synthesis and were able to obtain these products in 65-86% yields. Formation of Natural Oxetane Products Although the ring opening process is extremely useful in synthesis, it is not always necessary to continue after the Paternà ²Ã¢â‚¬â€œBà ¼chi reaction has taken place. Some useful natural compounds contain oxetane components and thus use the Paternà ²Ã¢â‚¬â€œBà ¼chi process as a terminal step. Oxetanocin, an anti-cancer drug, was synthesized using this reaction. Additionally, the ?-amino acid (?)-oxetin was produced by adding an N-acyl enamine to an aldehyde. (?)-Oxetin has proven to act usefully as an antibiotic and herbicide.4 Summary Understanding the basics of the Paternà ²Ã¢â‚¬â€œBà ¼chi reaction is straightforward, but the scope of its application and its impact on photochemistry is extensive. Although the majority of chemists do not deal with photochemical processes, knowledge of at least the existence of the Paternà ²Ã¢â‚¬â€œBà ¼chi reaction can facilitate the solution to many synthetic problems. The simultaneous formation of both a carbon-oxygen bond and a carbon carbon bond is extremely useful in connecting molecules together. Furthermore, the universal concern of regio- and stereochemical yields are usually solved using the Paternà ²Ã¢â‚¬â€œBà ¼chi reaction, which generally adds both regioselectively and stereoselectively. One can generally predict the regio- and stereoselectivity by an analysis of the chemical structure of the two reactants. There are several factors influencing the selectivity, which include diradical stability, steric interaction, hydrogen bonding, and temperature. Additionally, understanding the mechanistic nature of the singlet- and triplet-excited states of the carbonyl plays an important role in predicting and preparing yields. Further knowledge of the mechanism of the reaction will allow for much more accurate and efficient synthesis. Improved synthetic methods will lead to additional discoveries and more effective manufacture of important organic compounds. (?)-Oxetin and oxetanocin are two oxetane-containing compounds that can be synthesized using the Paternà ²Ã¢â‚¬â€œBà ¼chi reaction. However, not all useful compounds created with this reaction are oxetanes. (+)-Preussin, ephedrine, and prostaglandin analogues are alcohols that are synthesized using ring-opening reactions following the Paternà ²Ã¢â‚¬â€œBà ¼chi process. As chemists at both universities and in the pharmaceutical laboratories gain more knowledge of efficient synthetic techniques, important natural compounds can be more effectively and cheaply made available to their target audience. The Paternà ²Ã¢â‚¬â€œBà ¼chi reaction has proven useful and effective in the past and as it continues to be studied, it will only enhance the growing arsenal of synthetic chemists. Literature Cited 1. Bach, T. Stereoselective Intermolecular [2+2]-Photocycloaddition Reactions and Their Application in Synthesis. Synthesis 1998, 5, 683–703. 2. Griesbeck, A. G.; Fiege, M.; Bondock, S.; Gudipati, M. S. Spin Directed Stereoselectivity of Carbonyl–Alkene Photocycloadditions. Organic Lett. 2000, 2, 3623–3625. 3. Bach, T.; Bergmann, H.; Brummerhop, H.; Lewis, W.; Harms, K. The [2 + 2]-Photocycloaddition of Aromatic Aldehydes and Ketones to 3,4-Dihydro-2-pyridones: Regioselectivity, Diastereoselectivity, and Reductive Ring Opening of the Product Oxetanes. Chem. Eur. J. 2001, 7, 4512–4521. 4. Bach, T.; Schrà ¶der, J. A Short Synthesis of (?)-Oxetin. Liebigs Ann. / Rescueil 1997, 2265–2267. 5. Bach, T. The Paternà ²Ã¢â‚¬â€œBà ¼chi Reaction of N-Acyl Enamines and Aldehydes – The Development of a New Synthetic Method and its Application to Total Synthesis and Molecular Recognition Studies. Synlett 2000, 12, 1699–1707. 6. Kuteladze, A.G. Conformational Analysis of Singlet–Triplet State Mixing in Paternà ²Ã¢â‚¬â€œBà ¼chi Diradicals. J. Am. Chem. Soc. 2001, 123, 9279–9282. 7. Adam, W.; Stegmann, V. R. Hydroxy-Group Directivity in the Regioselective and Diastereoselective [2+2] Photocycloaddition (Paternà ²Ã¢â‚¬â€œBà ¼chi Reaction) of Aromatic Carbonyl Compounds to Chiral and Achiral Allylic Substrates: The Preparation of Oxetanes with up to Three Stereogenic Centers as Synthetic Building Blocks. Synthesis 2001, 8, 1203–1214. 8. Abe, M.; Torii, E.; Nojima, M. Paternà ²Ã¢â‚¬â€œBà ¼chi Photocyclization of 2-Siloxyfurans and Carbonyl Compounds. Notable Substituent and Carbonyl (Aldehyde vs. Ketone and Singlet- vs. Triplet-Excited State) Effects on the Regioselectivity (Double-Bond Selection) in the Formation of Bicyclic exo-Oxetanes. J. Org. Chem. 2000, 65, 3426–3431. 9. Griesbeck, A.G.; Bondock, S. Paternà ²Ã¢â‚¬â€œBà ¼chi Reactions of Allylic Alcohols and Acetates with Aldehydes: Hydrogen-Bond Interaction in the Excited Singlet and Triplet States? J. Am. Chem. Soc. 2001, 123, 6191–6192. 10. Bach, T.; Bergmann, H.; Harms, K. High Facial Diastereoselectivity in the Photocycloaddition of a Chiral Aromatic Aldehyde and an Enamide Induced by Intermolecular Hydrogen Bonding. J. Am. Chem. Soc. 1999, 121, 10650–10651. 11. Adam, W.; Stegmann, V. R.; Weinkà ¶tz, S. Unusual Temperature-Dependent Diastereoselectivity in the [2+2] Photocycloaddition (Paternà ²Ã¢â‚¬â€œBà ¼chi Reaction) of Benzophenone to cis- and trans-Cyclooctene through Conformational Control. J. Am. Chem. Soc. 2001, 123, 2452–2453. 12. Bach, T.; Eilers, F. Diastereomerically Pure 1,2-Diols by Nucleophilic Displacement Reactions of 3-Oxetanols – A Study Directed Towards the Identification of Suitable Nucleophiles and the Elucidation of Possible Side Reactions. Eur. J. Org. Chem. 1998, 2161–2169. 13. Bach, T.; Brummerhop, H. Unprecedented Facial Diastereoselectivity in the Paternà ²Ã¢â‚¬â€œBà ¼chi Reaction of a Chiral Dihydropyrole- A Short Total Synthesis of (+)-Preussin. Angew. Chem. Int. Ed. 1998, 37, 3400–3401. 14. Bach, T.; Brummerhop, H.; Harms, K. The Synthesis of (+)-Preussin and Related Pyrrolidinols by Diastereoselective Paternà ²Ã¢â‚¬â€œBà ¼chi Reactions of Chiral 2 Substituted 2,3-Dihydropyrroles. Chem. Eur. J. 2000, 6, 3838–3843. 15. Bach, T.; Schrà ¶der, J. Photocycloaddition of N-Acyl Enamines to Aldehydes and Its Application to the Synthesis of Diastereomerically Pure 1,2-Amino Alcohols. J. Org. Chem. 1999, 64, 1265–1273. Research Papers on The Mechanism of the Paterno-Buchi Reaction and its Application in the Organic Synthesis ReviewOpen Architechture a white paperEffects of Television Violence on ChildrenMoral and Ethical Issues in Hiring New EmployeesGenetic EngineeringRiordan Manufacturing Production PlanBionic Assembly System: A New Concept of SelfThe Project Managment Office SystemAssess the importance of Nationalism 1815-1850 EuropeDefinition of Export QuotasMarketing of Lifeboy Soap A Unilever Product

A Man for all Seasons Essay

A Man for all Seasons Essay A Man for all Seasons Essay Summary of the movie A Man for all Seasons: In the vision of the poet, the 1530s London is as good as any backdrop against which to pose a question with regards to the love of God, as well as, the nature of Law, the honor demands. Questions that are posed appropriately at the human reasoning, since they cover at every human spirit season in unraveling the mysteries that they are occasionally entrapped in. The conflict amid Sir Thomas More and King Henry VIII depicts a larger conflict of the times. More in the Play stands for the Civil law, whilst King Henry VIII on the other hands stands and represents the monarchical power. First of all Thomas More asserts and explains that there is the existence of the divine law, and compared to the Man’s law, it is to a greater extent more powerful, but it is rather mysterious and is not known by any individual. Even though, Thomas More stands for the church law, he does not claim power and authority with regards to those particular issues. In Act One, More asserts that he is not God. He is cognizant of the limits to the knowledge, as well as, power of the individual, comprising the King. A king who cannot put himself at will above the church laws, or the land law to which he has authority over and rules. Over the centuries, Civil law has been availed and established so that it might facilitate an individual to live with regards to the conscience provided with the verity that he avails no harms, as well as, that he can walk safely through a life protected from the misuse of power by others. The laws of the king in the play are indicated and portrayed to be arbitrary, and they are founded on his own personal desires, and not based on the larger good. Robert Bolt in his preface addresses King Henry as a monstrous baby who wants things to be done through his way, which is violent notwithstanding the cost. The religion laws (like to killing another person), as well as, the civil law (like the evidence that is required for crime accusation) are rather more objective, in most case fairly to every populace, and they are over time tested. The laws are also reasonable and ethical. In case the civil laws are deeming to be unfair, then the congress or the parliament can amend it. On the other hand, Henry firmly insists on the absolute power hat has no power checks. He takes over both the state and he church and anyone who stands by his way get executed. His decisions are not based on virtue or reason; rather they are founded on his own personal will. The position articulated by Sir Thomas More is that of a future (the civil rights), and King Henry makes use of his traditional decree and authority in ruling rather than making use of the law or consensus, though both embrace the newly formed humanistic learning which taught the reason primacy. More is accused by Roper that the laws are his own good. However, more denies this and affirms that all the individual siding by king anticipates that they shall be saved are ultimately through his insatiable power cut down. More occasionally would rouse his fellow countrymen in defending the law which avails them to them safety, and also avails to them the basic rights and freedom. Feel free to buy a custom essay on this movie at . All essays are written by professional paper writers. Timely delivery and high quality guaranteed.

Choose any title from below Essay Example | Topics and Well Written Essays - 1000 words

Choose any title from below - Essay Example Since 2001 heightened national security concerns followed by the current economic woes have led to immigration becoming an important area of concern in the United Kingdom (GMF, 2008). Net immigration into the United Kingdom has been increasing with time leading to an increase in the migrant population. As per figures from the Office for National Statistics (ONS), in 2007, the net immigration into the country was 237,000, while in 2006 it was 191,000. These figures show that there was a growth of 25% in the net immigration into the United Kingdom in the last year (Boycott, 2008). This large influx of immigrants has raised concern over their possible economic contribution to the nation, security issues and the capability of the public services to cope with the unexpected rise in population of the country (Select Committee on Economic Affairs, 2008) Immigrants into the United Kingdom tend to group together and not meld within the local communities. The large influx of immigrants is posing a threat to the peace and stability of the local communities. For example in Peterborough, Burnley and Barking and Dagenham, which are three areas of high immigrant populations there is the lowest cohesion in the community, when compared top other areas. This has heightened public anxiety on the rapid increase in rate of immigration (BBC NEWS, 2008). In addition to this factor, there is the issue of increasing influx of illegal immigrants into the United Kingdom from countries like India. After entering the country, they are prepared to work for low wages causing problems to the local workers (Bannerji, 2008). Finally the largesse of the United Kingdom in granting asylum to individuals facing persecution in their native lands has been misused to increase the number of migrants into the country. The political perspective of this is reflected by the claims of the Immigration Minister Phil Woolas that â€Å"most asylum seekers were not fleeing

Multiculturalism issues and economic-based solutions Essay

Multiculturalism issues and economic-based solutions - Essay Example It was expected that the global economic extension will bring stability and development in the local markets. But the result is entirely reverse and critics are viewing the globalization as another form of colonial imperialism. Political instability due to corrupt leaders, lack of proper infrastructure favorable to rich countries causes brain drain from less privileged countries. Immigration is the leading issue in rich countries who are reviewing their existing laws to make it difficult for inter-state migration. Also for those who have already migrated to one of the countries with better prospects, the hosts will have to initiate programs to adjust such individuals without disturbing the existing coherence in the society. Immigration is causing another issue of individual and organized racism against settlers. Educational, economical, social, and political racism has plagued the idea of equality in different communities across the globe. Goldring argues that civil forces and campai gns can bring a positive change through community rebuilding based upon justice, equality, freedom, tolerance, mutual respect, and basic human rights that guarantees one’s participation in the process of decision–making in social, economic and political life.

Application of Statistics in Daily Life Report Essay Example for Free

Application of Statistics in Daily Life Report Essay Inheritance is the process of creating new classes from the existing class or classes. In  C++  and  C,  classes  can be defined as deriving from a  base class. A  derived class  inherits all of the ancestors protected and public  methods  and data  members. With inheritance if a method is made virtual in the base class then the derived class can override it with different behaviour. This makes possible  polymorphism. Types of classes: Definition:  In  C++  and  C#  OOP, a derived  class  is any class that  inherits  from any other derived class or  base class. Definition:  In  C++  and  C#  OOP, the base  class  is the highest class and does not  inherit  from any other class. Other classes can inherit from a base class. They are called  derived  classes. Forms of Inheritance: Single Inheritance: If a class is derived from a single base class, it is called as single inheritance. Multiple Inheritance: If a class is derived from more than one base class, it is known as multiple inheritance Multilevel Inheritance: The classes can also be derived from the classes that are already derived. This type of inheritance is called multilevel inheritance. Hierarchical Inheritance: If a number of classes are derived from a single base class, it is called as hierarchical inheritance Definition of class:When you define a class, you define a blueprint for a data type. This doesnt actually define any data, but it does define what the class name means, that is, what an object of the class will consist of and what operations can be performed on such an object. Classes ;amp; Objects in Detail Class member functions: A member function of a class is a function that has its definition or its prototype within the class definition like any other variable. Class access modifiers: A class member can be defined as public, private or protected. By default members would be assumed as private Constructor ;amp; destructor: A class constructor is a special function in a class that is called when a new object of the class is created. A destructor is also a special function which is called when created object is deleted. | | | C++ copy constructor: The copy constructor is a constructor which creates an object by initializing it with an object of the same class, which has been created previously A  friend   function is permitted full access to private and protected members of a class. | C++ inline functions| With an inline function, the compiler tries to expand the code in the body of the function in place of a call to the function. | The this pointer in C++| Every object has a special pointer  this  which points to the object itself. | Pointer to C++ classes| A pointer to a class is done exactly the same way a pointer to a structure is. In fact a class is really just a structure with functions in it. | Static members of a class| Both data members and function members of a class can be declared as static. ENCAPSULATION Definition:  In  Object Oriented Programming,  encapsulation is an attribute of  object  design. It means that all of the objects data is contained and hidden in the object and access to it restricted to members of that class. C Programming| C++ Programming| C follows the procedural programming paradigm| C++ is a multi-paradigm language(proce dural as well as object oriented)| In C language focus on procedure and steps. | C++ focuses on the data rather than the process| In C data hiding and data security is not possible. Data hiding and data security is present. | C uses Top-Down approch| C++ uses Bottom-Up approach| C is a function driven programming language| C++ is a object driven programming language| C does not support overloading concept| C++ supports overloading concepts like operator overloading and function overloading| C does not support namespaces concept| CPP supports Namespaces concept. | C not support exception handling| C++ supports Exception Handling| C is structured programming language| C++ is object oriented programming language. C does not support inheritance, reusability, polymorphism, data abstraction| CPP supports inheritance, reusability, polymorphism, data abstraction. | C language only support Early binding| CPP supports both Early and Late binding| C uses standard input, output functions like scanf and printf. | C++ uses input fu nction cin and output function is cout. | There are all data is available to end user. No data security| There is data abstraction. Not complete data is available to End user|

The Impossible World of M. C. Escher :: Mathematics Science Papers

The Impossible World of M. C. Escher Something about the human mind seeks the impossible. Humans want what they don’t have, and even more what they can’t get. The line between difficult and impossible is often a gray line, which humans test often. However, some constructions fall in a category that is clearly beyond the bounds of physics and geometry. Thus these are some of the most intriguing to the human imagination. This paper will explore that curiosity by looking into the life of Maurits Cornelis Escher, his impossible perspectives and impossible geometries, and then into the mathematics behind creating these objects. The works of Escher demonstrate this fascination. He creates worlds that are alien to our own that, despite their impossibility, contain a certain life to them. Each part of the portrait demands close attention. M. C. Escher was a Dutch graphic artist. He lived from 1902 until 1972. He produced prints in Italy in the 1920’s, but had earned very little. After leaving Italy in 1935 (due to increasing Fascism), he started work in Switzerland. After viewing Moorish art in Spain, he began his symmetry works. Although his work went mostly unappreciated for many years, he started gaining popularity started in about 1951. Several years later, He was producing millions of prints and sending them to many countries across the world. By number of prints, he was more popular than any other artist during their life times. However, especially later in life, he still was unhappy with all he had done with his life and his art—he was trying to live up to the example of his father, but he didn’t see himself as succeeding (Vermeleun, from Escher 139-145). While his works of symmetry are ingenious, this paper investigates mostly those that depict the impossible. M. C. Escher created two types of impossible artwork— impossible geometries and impossible perspectives. Impossible geometries are all possible at any given point, and also have only one meaning at any given point, but are impossible on a higher level. Roger Penrose (the British mathematician) described the second type—impossible perspectives—as being â€Å"rather than locally unambiguous, but globally impossible, they are everywhere locally ambiguous, yet globally impossible† (Quoted from Coxeter, 154).

Pride Goes Before A Fall Essay

In a bid to exemplify the notion’s statement, â€Å"pride goes before a fall,† Alice Walker, Joyce Carol Oates and John Updike draw on their main characters Dee, Connie, and Sammy in their stories â€Å"Every day Use,† â€Å"Where Are You Going, Where Have You Been? † and â€Å"A&P† respectively. Dee, Connie and Sammy are an example of how the notion of pride is shown in various ways and how as their pride reaches its peak, they fall. Dee shows her pride in her self centered personality that causes her to lose her appreciation for her mother and her sister Maggie, and causes her to abandon her heritage and become distant. Connie, in â€Å"Where Are You Going, Where Have You Been? † shows pride in her overconfidence that leads her to act impetuously causing her to lose her personal safety. Sammy, in â€Å"A&P† shows pride by simply quitting his job in response to what he views to be an unacceptable behavior by his boss, and wishes to grab the attention of girls that merely recognize him. The Preoccupation with pride that these characters have causes them to eventually fall. Dee’s egocentrism leads her to become unappreciative to both her family and her heritage. Dee reveals her true personality when she responds to her mother for the reason she wants to take the quilts instead of her sister in the quotation, â€Å"Hang them, she said. As if that was the only thing you could do with quilts†(Walker 375). This quotation shows moment when Mama’s attitude changes in the story. Before it, she was submissive to Dee and had much respect for her. After, she realizes that Dee will never be grateful to her or even able to understand that there are other people in this world besides herself. Dee’s pride is shown in her eagerness to take the quilts that are originally for Maggie; She ignores her sister’s feelings and her mother’s will. She fakes love for her mother’s old things because they are expensive, not because she enjoys the history and is proud of her heritage. The pride causes Dee to lose her appreciation for her mother, sister, and heritage and at the same time she loses her mother appreciation for her. Maybe if she did not respond to her mother’s question by simply hanging the quilts, her mother would have given them to her. However, her selfish desires of getting whatever she wants leads her to loose her mother’s respect. Connie’s self assertiveness ended by her loosing her safety. Connie shows her pride in her personal thought as the narrative states, â€Å" actually Connie thought that her mother preferred her to June because she was prettier†(Oates 53). Connie’s overconfidence of her self comes from her beauty. She finds her self to be a beautiful young girl who is a point of interest among the boys. As a result of herself, she builds up her personality with that overconfidence, while at the same time building her pride up. As soon as her pride is at its maximum level, she acts in an impetuous way ignoring the outcomes of her actions, this can be seen through the quotation, â€Å"It was a car she didn’t know†¦ she whispered â€Å"Christ, Christ,† wondering how bad she looked†¦ she went into the kitchen and approached the door slowly, then hung out the screen door, her bare toes curling down off the step†(Oates 54). This quotation shows Connie’s pride and how her pride causes her to fall. Connie’s reaction when she finds a stranger in her driveway by wondering how she looks reveals that her pride takes value over her safety, while the normal thoughts that any body can think about when he finds a stranger entering his driveway is thinking about his safety, Connie is only concerned with her beauty. Connie’s overconfidence pushes her to approach the door which is the beginning of her fall. Connie lives in her small safe life of teenagers, not taking into consideration the outside wild life that she approaches blindly. At the time she decided to open the door, Connie the teenager and the young adult is blended together. Connie is in a stage of maturation— She decides to approach the door for the stranger which is the teenager side of her mind and at the same time she approaches it slowly which is the young adult side of her character. Her action to hang out the screen door is the time when Connie is completely mature and considered a young adult. At this moment, Connie cannot go back to the level of maturity she had when she was a teenager. Connie starts the fall. Connie’s overconfidence causes her to portray an imaginary photo of how the world is and she acts from this perspective which ultimately ends her losing her self security. Sammy resigning his job shows pride, but renders him inferior in society. Sammy shows pride in the way he reacts to his boss, Mr. Lengel. The way he treats the girls is shown in the quotation, â€Å"The girls who’d blame them, are in a hurry to get out, so I say â€Å"I quit† to Lengel quick enough for them to hear, hoping they’ll stop and watch me, their unsuspected hero†(Updike 87). The quotation shows the girl’s reaction to Mr. Lengel’s words. They want to go out of the store as quick as they can. It also shows Sammy’s rashness in thoughts and making decisions by stating that he quits in a quick manner. Quitting to Sammy is a way that he shows pride and is a way to grab the girls attention. He is showing that he supports them, and he thinks that they will consider him their hero. Sammy also shows hesitation that his action may attract the girls attention. He hopes that by quitting, his proud actions will grab their attention. However, he comes out of the store and he does not find any body waiting for him. As the narrator states, â€Å"I look around for the girls, but they’re gone†¦ I felt how hard the world was going to be to me hereafter†(Updike 88). At this moment, Sammy realizes his fall. This fall can be viewed in two perspectives. The first perspective is a superficial one because he thought that the girls would be impressed and would be waiting for him which they didn’t. The second is when he realized that he quit his only job and that world will be hard to him, which is something that is hard to handle.

Organizational Transformation Issues In A Health Care Clinic

CONTENTS:Pages ASSIGNMENT BRIEF 2 EXECUTIVE SUMMARY 3 GLOSSARY OF TERMS 4-5 1. 0. INTRODUCTION 6 1. 1. OBJECTIVES 7 1. 2. METHODOLOGY 8 2. 0. LITERATURE REVIEW 9-25 3. 0. ANALYSIS 26-30 4. 0 REFLECTION 31 REFERENCES BIBLIOGRAPHY ASSIGNMENT BRIEF:ORGANIZATIONAL TRANSFORMATION ISSUES IN A HEALTH CARE CLINIC (CASE STUDY). EXECUTIVE SUMMARY This paper is based on the case study Organizational Transformation in a Health Care Clinic where focus, is the many organizational transformational issues that take place during an organisational development and transformational change of the Health Care Clinic. According to Anderson and Ackerman (2001:39-40 & 50), transformational change is defined as a â€Å"completely new way the organization and its people see the world, their customers, their work and themselves. For organizational change to be successful the procedure would require changes that would affect employees’ behaviour, how they think and the organization’s culture thus raising many transformational issues such as leadership issues, communication issues, training and development issues, and cultural issues. GLOSSARY BehavioursThe way in which people in the organization act in terms of what they do and say that brings the strategy and desired culture to life ControlsWhat gets measured and rewardedChange To alter, modify or transform CultureThe totality of socially transmitted behavior patterns, arts, beliefs of an institutions FacilitateTo make something easier to do GoalsThe objectives or targets that the organization is trying to achieve LeadershipThe ability to guide, direct and influence persons ManagementPersons in charge of organizing and controlling the affairs of a business or a sector of a business MissionThe purpose of the organizationOrganizationA body of persons organized for some specific purpose Organization Development (OD)A primarily behavioural science approach to planned organizational change that is composed of traditional OD and mainline OD ( Krell 1981) Organizational Transformation (OT)Change that involves transformative changes in the fundamental nature of the organization and requires completely new ways of thinking, behaving and perceiving by members of the organization Realignment To readjust or change something to fit different circumstances StrategyThe approach that the organization is adopting to achieve the goals that support the strategy ValuesThe underlying principles and ethics that drive the organization Vision A picture of a desired future state that is sufficiently appealing and compelling to drive change forward 1. 0. INTRODUCTION:ORGANISATIONAL TRANSFORMATION can be defined as â€Å"a fundamental shift in the way business delivers value to its customers and stakeholders resulting in dramatic change strategy, processes, technology and utilisation and management of human resources to meet the needs of the global economy†. ORGANISATIONAL DEVELOPMENT is a system wide application and tra nsfer of behavioural science knowledge to the planned development, improvement and reinforcement of the strategies, structures and processes that lead to organisational effectiveness. Many organizations of today go through changes because of circumstances, wanting to become more developed and/or advanced or simply because of wanting to move with the time.Management of the health care clinic initiated an organizational development programme because of problems originating from the application of modern technology to the jobs of medical technologists. It was discovered that employees of the biochemistry department were greatly dissatisfied because of their feeling of having their skills underutilized, having cultural differences with other staff members, having communication barriers and not having job challenges present. The organizational development staff and the manager agreed that job redesign should take place to bring more autonomy, control, feedback and meaningfulness to the w ork for the employees of the clinic.Over a period of two years evaluation of the results by the organizational development staff found that job characteristics and satisfaction declined for both groups that were involved in the transformational change process. Changing environments of an organization has effect on the organization and the organization’s environment thus creating many transformational issues. Transformational issues include leadership issues, cultural issues, communication issues, cultural issues and training and development issues. 1. 1. OBJECTIVES: 1-To identify the organizational transformational issues that are involved in the change in the health care clinic 2-To evaluate change implementation and intervention strategies at a health care clinic. 1. 2. METHODOLOGY:The researcher in the context of this case study has opted to use the phenomenological approach as opposed to a positivistic approach (Collis and Hussy 2003). Triangulation-â€Å"the use of more than one method or source of data in the study of a phenomenon so that findings can be cross checked† Bryman (2008 pg. 700) Triangulation method of data collection will be used collecting qualitative and quantitative data from both primary and secondary sources for example using unstructured questions and interviews. A variety or literature, theoretical and analytical tools and techniques will be used. The research conducted being a case study the data collection will be consequence on the evidence as suggested in the case study. Random sampling s suggested by Saunders et al cannot be validated, in that for quantitative research the sample size must be of at least 95% in order to obtain realistic or quantifiable data and it may be dangerous and less accurate to do otherwise. 2. 0. LITERATURE REVIEW The core issues which will guide the facilitation of policy development, plans and programs for the organisational will include the under mentioned factors: Lewin’s(1951) fo rce field analysis demonstrates the two key external forces that push organisations into change situations but counteracting, resisting forces are often arisen from inside organisations when the changes are attempted and that change occurs when the driving forces out number resisting forces.This force field is propagated on the idea that social situations can be seen as equilibria that are periodically disturbed when changes to the situation are attempted. The concept of change as modification of these forces keeping a system’s behaviour stable. The two groups of forces are those striving to maintain the status quo and those pushing for change. A state of ‘quasi-stationary equilibrium’ as coined by Lewin(1951) is achieved when both sets of forces are almost equal and current behaviours and attitudes are maintained. FIG. 1 BELOW REFERS. Kurt Lewin (1951) identified three stages of behaviour modification in a simplistic change management model is seen in the table 1 below. LEWIN(1951)THREE STAGE MANAGEMENT TABLE. (TAB. ) UnfreezingIs concerned mainly with selling the change and provides a motive for groups and individuals to change their attitudes, systems, behaviours values and structures. The unfreezing stage will be greatly accelerated if it is recognised that the need for change is immediate, clear and the survival of the organisation depends upon it. MovingIs concerned with recognising what the new attitudes and desirable practise, norms and behaviours should be and communicating it and encouraging others in the organisation to embrace and own it as new job requisites. This aspect can occur through assimilation and exposure to new concepts or from individuals with different perspectives. RefreezingThis stage is the final and stabilising stage of the change implying reinforcement of the new behaviours.Evoking positive reinforcements such as rewards and praise. For negative reinforcement such as sanctions for indiscipline or deviant attitu des. Source:Mullins,Laurie J. (1997) Management and Organisational Behaviour 9th. Edition. FT/Prentice Hall . Again, Lewin(1951) suggested that for change to be successful there must be group activity. Unless group norms are transformed there will be no sustenance to individual actions and without reinforcements change can be short-lived. Employees are beginning to accept that the time has come for change and the changes must be made so that the organisation can remain viable. Schein (1988) model of change outlined the pivotal role of the change agent.Schein (1988) delineated each stage of Lewin’s (1951) model by expressing the dynamics of individual change and how imperative it is for change agent to manage these changes (see table 2 below) the change agent can be seen as the coach, facilitator and motivator assisting individuals through the change can be seen as the coach, facilitator and motivator assisting individuals through the change. According to Schein’s(1988) model the first stage the change agent assists with motivating the individual by disconfirming their behaviours, attitudes and performance. Stage two emphasises the need to get employees to perform tasks differently and actually engaging belief that changing norms and working habits can effectively improve their performance.At Stage three the change agent helps the employee to change his thought patterns by integrating new and well defined behaviours. Self conceptualisation and reinforced performance standards are confirmed. Schein (1988) believes that none of these stages are susceptible to self management but need the intervention of change agents. In furtherance, Cummings and Worley (2005) planned change concept outlined how change can be implemented in organisations. This action research model places heavy emphasis on gathering and diagnosing data prior to action planning and implementation and on assessment of results after action is taken. The action research model describes change as a cyclical process involving joint activities between employees and organisational ractitioners. Figure 2 below compares Lewin (1951) change model to other models of planned change such as the positive model and the action research model all of which describes the phases by which planned change occurs in organisations. Initiation of successful organisational change modified restructuring strategies and organisational efficiencies can be envisaged through these theories. In this model many steps overlap and interact in practise. This simple model has been used to analyse and manage change and can be useful at times. However, it tends to treat people as the objects of manipulation and does not involve them in the change process at all.All three approaches emphasises the application of behavioural science knowledge, involve organisation members in the change process to varying degrees and recognise that the interaction between an organisation and a consultant constitutes an i ntervention that affects the organisation. Lewin’s(1951) change model approach differs from the other two models in that it deals with the general process of planned change whereas the others target specific organisational development(OD) activities. To manage strategic change effectively, it is important to understand its causes. Two main classifications of the causes of change are outlined by the following theorists: 1) Tichy’s(1983) four main causes of strategic change 2) Kanter, Stein and Jick’s(1992) three dynamics for strategic change. According to Tichy (1983) four main triggers for change:TICHY(1983) TRIGGERS FOR CHANGE †¢Environment- shift in the economy, competitive pressures and legislative changes can lead to demands for strategic change. †¢Business relationships-alliances, acquisitions, value chain linkages or core competencies. †¢Technology †¢People-new entrants may have different educational or cultural backgrounds or expectati ons that require change. Source:Mullins, Laurie,J. (1997) Management and Organisational Behaviour 9th. Edition FT/Prentice Hall. (TABLE 3) Tichy(1983) suggests that change is not only inevitable in such circumstances but can be managed to produce effective results. Kanter, Stein and Jick(1992)identified three causes of strategic change: Environment-changes here compared with the situation in the organisation can lead to demands for strategic change.Life cycle differences-changes in one division or part of the organisation as it moves into a phase of its life cycle that is different from another division may necessitate change. Typically, change issues related to the size, shape and influence of such parts and involve coordination and resource allocation issues between them. Political power changes inside the organisation-individuals, groups and other stakeholders may struggle for power to make decisions or enjoy the benefits associated with the organisation. For example, shifts in s trategy from production oriented to customer oriented would be accompanied by a shift in the power balance between those two functions.The researcher suggested that the causes were constantly shifting, sometimes slowly and at other times faster. Kanter, Stein and Jick’s(1992) theory can be directly related to the Health care clinic as the organisation go through the process of change as it relates to the external environment changes so too must the organisation, as one part of the organisation change so too must other parts of the organisation change to ‘catch up’. Internal and external factors influence changes. Kanter, Stein and Jick (1992) identified three major forms taken by the change process. They linked these three categories of people involved in the change process, to produce a three stage process for managing change.These three forms were: 1)The changing identity of the organisation. 2)Coordination and transition issues as an organisation moves through its life cycle. 3)Controlling the political aspects of the organisation. The three major categories of people involved in the change process: I. Change strategists-those responsible for leading strategic change in the organisation. They may not only be responsible for implementation. II. Change implementers –those who have direct responsibility for change management. III. Change recipients- those who receive the change programme with varying degrees of anxiety depending on the nature of the change and how it is presented.Kanter, Stein and Jick(1992) offer one way of structuring and managing aspects of the change process. However, these categories of people only give limited indicators of how to manage the process. Kanter, Stein and Jick’s(1992) model may be suited to major changes than the more common ongoing process. According to Cummings and Worley (2005) there are five major activities involved in order to lead and manage change and they are done in the order in wh ich they are performed. These in order of priority are: ? Motivating change. ?Creating a vision. ?Developing political support. ?Managing the transition. ?Sustaining momentum. A major point to note is that in this model, overcoming resistance to change is required early in the change.The change process in the organisation can be severely affected by resistance to change. People tend to very reluctant to move from their perceived ‘comfort zone’ to some unforeseen place as it relates to change thereby begging the questions of whether their contributions will mean anything for them in the future. Albrecht (1983) provided an interesting model of change in which organisations undergo the change cycle. Individuals also experience symptoms of change response cycle. This cycle is prevalent when change is dictated or imposed by management and internal and external forces. ( Table 4 below refers. ) (TABLE4) Source:Cummings, Thomas G. nd Christohper G. Worley,(2005) Organisation D evelopment and Change 8th. Edition-,Thomson Southwestern. The six box model of change was introduced by Weisbord (1978) as a diagnostics tool to measure organisational effectiveness and looks at the inter-related elements within the organisation. Purpose. Is the representation of the organisation and an understanding of the employee’s agreement and commitment to it. Leadership.. – Includes the style and integrity of the employee and their ability to be goal oriented. Structure . -Displays the organisational chart, reporting styles and systems, job responsibility and delegation of authority Relationship. Are those of the employees in the organisation together with their norms, behavioural patterns, conflict management and their degrees of inter dependence Rewards. -Represent what the organisation needs to rewards both in real and psychological terms and include incentives for ‘doing the right thing’ Helpful Mechanisms. -Are the different and varied formal p rocedures and management systems that monitor and coordinate the organisation’s work. . According to Kotter(1995) there are eight steps to transforming an organisation. Source:Cummings, Thomas G. and Christohper G. Worley,(2005) Organisation Development and Change 8th. Edition-,Thomson Southwestern.Kotter(1995) suggests † that for change to be successful 75% of the company’s management needs to buy into the change and really work hard at step and spend significant time and energy building urgency before moving into the other steps. Don’t panic and jump in too fast because you don’t want to risk further short term losses, if you act without being properly prepared, you could be in for a bumpy ride’’ As a result of change many times there is the issue of conflict arising. Conflict is inevitable just as change and assuming that organisational goals are broadly dersiable , there are two aspects of conflict that are relevant and leaders mus t take cogniscance of. According to Hunt (1986) conflict can be highly desirable, it can energise relationships and clarify issues. Conflict can be constructive as well as destructive. the constructive effects of conflict are hat it can introduce different solutions to problems, power relationships can be defined more clearly,it can encouragecreativity and testing of ideas,it focuses attention on individual contributions, it brings emotions out in the open and it provides opportunities for the release of hostile feelings that may have been, or may be, repressed otherwise. Conflict can have negative effects as it may distract attention from the task, it can polorise views and dislocate the group, odjectives may be subverted in favour of secondary goals,it encourages defensive or spoiling behaviour,it may result in the disintegration of the group and it can foster emotional, win-lose within the group. Job design involves the planning of the job. This includes its contents, the methods of performing the job and how it relates to other jobs in the organization (Rahim 2001).Job design and redesign main focus is to put together the needs of the employees that are involved in the different jobs with the production necessitate of the organization in mind. One of the main aims of job redesign is to supply the organizations workers with significant work that fit effectively into the flow of the organization. Enriching, enlarging or simplifying are also goals of job redesign. For the improvement of performance job redesign theory focuses on, job rotation and job enlargement. As in the case it was shown that the general feeling of the employees of the clinic was that there was an absence of job challenge and that technology had simplified the work to be done.According to Herzberg’s theory of motivation, workers motivation to work depends on the nature of the work and how challenging it is. Lack of this challenge will allow employees to become disenchanted with thei r job thus having a negative impact on organizational transformation. Having job challenges will help in motivating the employee to work. Adair (2004) believes that motivation comes from within a person but is fuelled by external factors eg. having work challenges to be able to align themselves to achieve a specific goal, (the goal being a challenge but yet it is attainable by the employee). Job rotation where the employees will be allowed to work on different tasks or in different departments.This will increase job satisfaction and would have helped the employees as they would have had the opportunity to perform different tasks, thus inhibiting boredom on the job. Learning will also take place as employees also learn new tasks and have different responsibilities with job rotation. Job enlargement whether horizontal or vertical would also lead to a more successful organizational transformation as it would also help in giving the employees a challenge as they will have more to do. Ti me is also extended so that the challenge of doing more is realistic. Self esteem will be contributed to as the employee would be entrusted with exercising judgement thus having added responsibility for tasks.Job design and redesign is mainly done by the management of the organization who are responsible for making decisions about how to design those jobs ( Mintzberg 1973) as they see fit. Although managers would have more influence and control over job design than they do over structure, technology, culture, relationships and people ( Hackman & Oldham 1980), the time and attention of managers would still be greatly needed (Dutton &: Ashford, 1993). Pfeffer(1994) believed that the depending on how managers make decisions about job design, it can be a liability or a potential source of competitive advantage for organizations however, many managers often use simplified work as the default approach to designing jobs (Campion &: Stevens, 1991). 3. 0. ANALYSIS/FINDINGS:The researcher in her analysis of the case study of the particular health care clinic sought to ascertain where the problems were and attempts to ascribe the requisite solutions. There were certain strengths as well as considerable weaknesses associated with the case study. It was found that Lewin’s(1951) models were followed to the letter in the structure of this health care clinic and that factors outside these frameworks were not used thereby creating obvious gaps. TECHNOLOGY: Tichy’s(1983) four main triggers of successful strategic change identifies technology as an important driver in the change. As is the situation in the case study it was found that with the advent of new modern technology strengths as well as weaknesses are abound.The medical technologists in the bio chemistry department were either inept with the new technology or were not prepared for the imposition of the new technology thereby dissatisfaction was wide spread, which can be seen as another weakness. Technologi cal shifts can substantially impact on the quality or content of the work and may ultimately influence the factors that affect survivability of the organisation. SOURCES OF DISSATISFACTION Paragraph 2 of the case study identifies several sources of dissatisfaction among the technologists that were of concern. The under mention identifies the concerns together with the possible cause and effect and likely solutions. Under utilisation in their work†-this can be seen as a weakness in the organisation and could have been possible as the OD staff failed and or neglected to take into consideration issues such as job design and redesign RAHIM (2001), job rotation, job enrichment, job enlargement and job evaluation on employees at the health care clinic. â€Å"Communication within the laboratories was insufficient†-it is apparent that the communication channels between laboratories were severed or perhaps were insufficient. As such the OD experts should have embarked on team bu ilding workshops and organisational development seminars and sufficient enough training and development exercises. Work wasn’t evenly distributed†- this would suggest that there was a certain lack of supervision in the laboratories and there was a failure to have equity distribution in assignment and management of tasks. The issues of capacity management and production planning are areas that OD experts should have looked at. â€Å"Medical staff didn’t treat them with the respect that they deserve†-this clearly suggests that the medical staff felt that the technologists were their subordinates and felt that way because the technologists may be less remunerated as compared to the medical staff. As such OD staff should take into consideration issues such as reward management systems, merit recognition eg. Employee of the month, performance pays system, team based pay and a comprehensive performance related merit system of remuneration. The advent of technolo gy had had simplified the work to the point that it no longer seemed to require the level of training common among medical technologists†-this would suggest that technologists should have had enhanced training in other skill sets or multi skill training which would give them the extended capacity to build manpower capacity. â€Å"Studies in personnel management literature†-there is no such evidence in the case study to suggest that there were any studies in the personnel management literature carried out. â€Å"Job challenge was a primary cause of job turnover†-this is an issue really of job retention as opposed to job attrition. By looking at performance appraisal strengths and weakness can be determined.In looking at job turnover OD require job retention, job security and career and talent management. LEADERSHIP: The art of leadership is saying no, not yes. It is very easy to say yes. (TONY BLAIR, 1994) Are leaders born or made? Trait (1950) theory seems to sug gest that leaders are born and not made, yet Stodgill(1949) and Mann (1959) suggests that there are few relationship between the traits possessed by leaders and their performance. The Trait (1950) theory that leaders are born failed under scrutiny (Zaccaro, 2007). Kirkpatrick and Locke (1991) having examined existing literature on leadership suggests that there are six leadership traits.They are: 1-Drive 2-Leadership motivation 3-Honesty and integrity 4-Self confidence 5-Cognitive ability 6-Knowledge of the business As in the case study there is no clear indication as to the leader (Weisbord 1978) of the change process as it is reputed that the OD staff had discussions with the managers. Clearly no one took charge of the change process from the onset of the planned change. There is no evidence to suggest whether the OD staffs were adequately qualified to conduct such a change process or whether the interviews were conducted professionally. COMMUNICATION Communication is a key compon ent in the facilitation of any change process.For this reason communication is heightened importance when change is needed. Bordia et al (2004) suggests that communication during change is vital to manage employee uncertainty and feelings of loss of control. As was the case in this case study there is hardly any evidence to suggest that there was a proper reporting structure so that information on the change initiatives were being communicated to the technologists by the OD experts. To this end came the issue of the readiness for change as this is an important indicator to coping with resistance to change so suggests Armenakis, Harris and Mossholde(1993). Communication strategies need to emphasize two messages.They are: 1- The need for the change, that is, indicating what the organisation is doing as opposed to what it should be doing and 2- The ability to change successfully, that is, it is important that the employees believe that the change could be done thereby encouraging them to make the extra effort. TIMEFRAME: Apart from using volunteers to assist in the analysing of the data which is in itself questionable as there is evidence that they are overworked and not properly remunerated. The OD staff administered questionnaires which asked for confidential opinion as opposed to change or job analysis questions and there is no indication of its contents. These questionnaires sought only quantitative data.Whether the truth will be written on those questionnaires is anybody’s guess as there is no validation of the data. There is no clear definition as to the timeline for the project and no implementation plan. The random sampling data collecting took two months seems to be incredibly long for such an exercise. To suggest that two years later the OD staff evaluated the results of the change program was incredulous to say the least as this was certainly not an effort in organisational transformation but rather an incremental change plan. This was an exerci se that was limited in scope, time and cost thereby failing to meet its objectives. RESISTENCE TO CHANGEResistance to change is a widely used term that generally gives a bad or a negative connotation. It us usually asked of employees to change something in the organisation that they may have been comfortable with for their entire life. That change will not come easy at all, there will be some anguish and fight and may even be the source of collective group action like strikes and industrial action by employees. This is not necessarily a bad thing. Ford and Ford(2009) suggests that resistors to change should not be overlooked but that resistance should be taken in a positive light and accepted as a form of feedback that can actually build and encourage the change process.Pockets of resistance can also be found with the Lewin (1951) model of unfreezing, moving and refreezing. As the activity of unfreezing comes to an end resistance is usually found as employees attempt to move. This i s quite natural as without proper communicating many are unsure of their future especially the employees who have fallen into their comfort zone. As with the case study there was a definite feature of resistance to change. 4. 0. REFLECTION: This change process was a failure from its inception because the very basic of protocols were not adopted. The OD staff sought to enlist volunteers who do not have the requisite educational capacity to carry out that vital function of collecting and analysing data.The human resources department should have been the ones directly involved in the change process. The change agent should have been engaged who is a highly trained professional in organisational development to lead the drive towards organisational transformation. In this case study the data collected would at best be unscientific and unrealistic to say the least. Change, whether planned or emergent can take a number of forms, each of which requires a different type of action. Utilising collective methods of action research together with capacity building and the will to include people in the change process will go a long way in achieving successful change.In conclusion it must be said that there are unprecedented opportunities and challenges in the health care industry for which organisational development (OD) practitioners must be aware of and as such there can be significant positive growth and development by linking strategic activities of the organisation towards the direction of organisational transformation. Organisational transformation can also be achieved by being able to facilitate integration of people and processes across traditional department and organisational boundaries and by acknowledging competencies and integrity. REFERENCES: ATKINSON, P. E. (1990) ‘CREATING CULTURAL CHANGE’ MANAGEMENT SERVICES VOL. 34 NO. 7, PP. 6-10.BPP PROFESSIONAL EDUCATION- ORGANISATIONS AND BEHAVIOUR SUPPORTIND FOUNDATION DEGREES, MANDATORY UNIT 3 P. 185.. CU MMINGS,T. G. AND WORLEY,C. G. (2005)’ ORGANISATION DEVELOPMENT AND CHANGE’, 8TH. EDITION,THOMPSON SOUTHWESTERN. P. 509. HANDY, C. B. (1993)’ UNDERSTANDING ORGANISATIONS’, 4TH. EDITION KOTTER, J. P. AND COHEN, D. S. (2002)’ THE HEART OF CHANGE’, HARVARD BUSINESS SCHOOL PRESS MAYLOR, J. (2004) ‘MANAGEMENT 2ND. EDITION’, F T/ PRENTICE HALL ,PP. 69-74. Mc LEAN, A. AND MARSHALL, J. (1998) ‘CULTURES AT WORK, LOCAL GOVERNMENT TRAINING BOARD’. MULLINS,LAIRIE, J. (1997)’MANAGEMENT AND ORGANISATIONAL BEHAVIOUR 9TH. EDITION FT/PRENTICE HALL SENIOR, B.AND FLEMING, J. (1993). ‘ORGANISATIONAL CHANGE’, 3RD. EDITION, FT/ PRENTICE HALL. BIBLIOGRAPHY Bradford & Burke. 2005. Re-Inventing Organisation Development, Wiley Publication. Cummings & Worley. 2004. Organisation Development & Change, Thomson Publishing French & Bell. 1999. Organisational Development: Behavioural Science Interventions for Organisation Improve ment, Prentice Hall Publication. French, Wendell,Bell, Cecil& Zawacki, Robert. 2004. Organization Development & Transformation: Managing Effective Change, McGraw-Hill Publication Stacy, Ralph. 2000. Strategic Management & Organisational Dynamics: The Challenge Of Complexity, FT/Prentice Hall.Morgan, Gareth. 2006. Images of Organisation, Sage Publication. Handy, Charles. 2002. Age of Un-reason, Pitman Handy, Charles. 1993. Understanding Organisations, Penguin Schein, Edgar. 1998. Process Consultation Revisited, Prentice Hall Schien & Gallos. 2006. Organisational Development, Jossey Bass Publication Burnes, Bernard. 2004. Managing Change: A Strategic Approach to Organisational Dynamics, Prentice Hall. Oppenheim, A. N. 1992. Questionnaire Design, Interviewing and Attitude Measurement Vansina, Leoplod & Vasina-Cobbaert, M. J. 2008. Psychodynamics for Consultants & Managers: from Understanding to Leading Meaningful Change, Wiley Publication.

Roy Cohn, Lawyer Whose Attacks Made Him Famous, Feared

Roy Cohn, Lawyer Whose Attacks Made Him Famous, Feared Roy Cohn was a highly controversial attorney who became nationally famous while in his twenties, when he became a prominent aide of Senator Joseph McCarthy. Cohns highly publicized pursuit of suspected communists was marked by bravado and recklessness  and he was widely criticized for unethical behavior. His stint working for McCarthys Senate committee in the early 1950s ended disastrously within 18 months, yet Cohn would remain a public figure as a lawyer in New York City until his death in 1986. As a litigator, Cohn reveled in his reputation for being extraordinarily belligerent. He represented a host of notorious clients, and his own ethical transgressions would result in his own eventual disbarment. Apart from his widely publicized  legal battles, he made himself a fixture of gossip columns. He often appeared at society events and even becoming a regular patron at the classic 1970s celebrity hangout, the disco Studio 54. Rumors about Cohns sexuality circulated for years, and he always denied he was gay. When he became seriously ill in the 1980s, he denied having AIDS. His influence in American life persists. One of his most prominent clients, Donald Trump, is credited with adopting Cohns strategic advice to never admit a mistake, always staying on the attack, and always claiming victory in the press. Early Life Roy Marcus Cohn was born February 20, 1927, in the Bronx, New York. His father was a judge and his mother was a member of a wealthy and powerful family. As a child, Cohn exhibited unusual intelligence and he attended prestigious private schools. Cohn met a number of politically powerful people growing up, and he became obsessed with how deals were struck in New York City courthouses and law firm offices. According to one account, while still a high school student he helped a family friend obtain an FCC license to operate a radio station by arranging a kickback to an FCC official. He was also said to have fixed parking tickets for one of his high school teachers. After sailing through high school, Cohn managed to avoid being drafted at the end of World War II. He entered Columbia University, finishing early, and managed to graduate from Columbias law school at the age of 19. He had to wait until he turned 21 to become a member of the bar. As a young lawyer, Cohn worked as an assistant district attorney. He crafted a reputation as an investigator by exaggerating cases he worked on to obtain glowing press coverage. In 1951 he served on the team that prosecuted the Rosenberg spy case, and he later claimed to have influenced the judge to impose the death penalty on the convicted couple. Early Fame After gaining some fame through his connection to the Rosenberg case, Cohn began to work as an investigator for the federal government. Fixated on discovering subversives in America, Cohn, while working at the Justice Department in Washington, D.C. in 1952, tried to prosecute a professor at Johns Hopkins University, Owen Lattimore. Cohn alleged Lattimore had lied to investigators about having communist sympathies. At the beginning of 1953, Cohn got his big break. Senator Joseph McCarthy, who was at the height of his own search for communists in Washington, hired Cohn as chief counsel of the Senates Permanent Subcommittee on Investigations. As McCarthy continued his anti-communist crusade, Cohn was at his side, taunting and threatening witnesses. But Cohns personal obsession with a friend, wealthy Harvard graduate G. David Schine, soon created its own enormous controversy. When he joined McCarthys committee, Cohn brought along Schine, hiring him as an investigator. The two young men visited Europe together, ostensibly on official business to investigate potential subversive activities in American institutions overseas. When Schine was called up to active duty in the U.S. Army, Cohn began trying to pull strings to get him out of his military obligations. The tactics he learned in a Bronx courthouse did not play well   in Washingtons corridors of power, and a gigantic confrontation erupted between McCarthys committee and the Army. The Army hired a Boston attorney, Joseph Welch, to defend it against attacks by McCarthy. In televised hearings, after a series of unethical insinuations by McCarthy, Welch delivered a rebuke which became legendary: Have you no sense of decency? The Army-McCarthy hearings exposed McCarthys recklessness  and hastened the end of his career. Roy Cohns career in federal service was also ended amidst rumors about his relationship with David Schine. (Schine and Cohn were apparently not lovers, though Cohn seemed to have an obsessive admiration for Schine). Cohn returned to New York and began a private law practice. Decades of Controversy Becoming known as a ferocious litigator, Cohn enjoyed success not so much for brilliant legal strategy but for his ability to threaten and bully opponents. His opponents would often settle cases rather than risk the onslaught they knew Cohn would unleash. He represented wealthy people in divorce cases and mobsters being targeted by the federal government. During his legal career he was often criticized for ethical transgressions. All the while he would call gossip columnists and seek publicity for himself. He moved in society circles in New York, as rumors about his sexuality swirled. In 1973 he met Donald Trump at a Manhattan private club. At the time, the business run by Trumps father was being sued by the federal government for housing discrimination. Cohn was hired by the Trumps to fight the case, and he did so with his usual fireworks. Cohn called a press conference to announce that the Trumps would be suing the federal government for defamation. The lawsuit was merely a threat, but it set the tone for Cohns defense. Trumps company skirmished with the government before finally settling the lawsuit. The Trumps agreed to government terms which ensured they couldnt discriminate against minority tenants. But they were able to avoid admitting guilt. Decades later, Trump skirted questions about the case by proudly asserting that he had never admitted guilt. Cohns strategy of always counter-attacking and then, no matter the outcome, claiming victory in the press, made an impression on his client. According to an article in the New York Times on June, 20, 2016, during the presidential campaign, Trump absorbed important lessons:   Decades later, Mr. Cohn’s influence on Mr. Trump is unmistakable. Mr. Trump’s wrecking ball of a presidential bid - the gleeful smearing of his opponents, the embracing of bluster as brand - has been a Roy Cohn number on a grand scale. Final Decline Cohn was prosecuted several times, and according to his obituary in the New York Times, he was acquitted three times in federal court on various charges including bribery, conspiracy, and fraud. Cohn always maintained he was the victim of vendettas by enemies ranging from Robert F. Kennedy to Robert Morgenthau, who served as Manhattans district attorney. His own legal problems did little to harm his own law practice. He represented celebrities and famous institutions, ranging from Mafia bosses Carmine Galante and Anthony Fat Tony Salerno to the Catholic Archdiocese of New York. At his 1983 birthday party, the New York Times reported attendees included Andy Warhol, Calvin Klein, former New York mayor Abraham Beame, and conservative activist Richard Viguerie. At social functions, Cohn would mingle with friends and acquaintances including Normal Mailer, Rupert Murdoch, William F. Buckley, Barbara Walters, and a variety of political figures. Cohn was active in conservative political circles. And it was through his association with Cohn that Donald Trump, during Ronald Reagans 1980 presidential campaign,  met Roger Stone and Paul Manafort, who later became political advisers to Trump as he ran for president. In the 1980s, Cohn was accused of defrauding clients by the New York State Bar. He was disbarred in June 1986.   By the time of his disbarment, Cohn was dying of AIDS, which at the time was considered a gay disease. He denied the diagnosis, claiming in newspaper interviews that he was suffering from liver cancer. He died at the National Institute of Health in Bethesda, Maryland, where he was being treated, on August 2, 1986. His obituary in the New York Times noted that his death certificate indicated that he had indeed died of AIDS related complications.

Plural Nouns Forms

Plural Nouns Forms Nouns are words that indicate objects, things, places and people such as: computer, chair, beach, janitor, etc. Nouns are one of the eight parts of speech in English. Nouns that speak about objects you can count have two forms: the singular and the plural. This guide to the plural noun forms will help you understand how to make regular and irregular noun plurals. There are also irregular verb forms in English that need to be studied, as well as changes in the comparative and superlative forms that are very similar to the plural changes in noun forms. Regular Noun Plural Forms - Just Add S For most nouns, just add s to the end of the noun. singular noun s plural noun computer - computersbag - bagsbook - bookstable - tableshouse - housescar - carsstudent - studentsplace - placesetc. Irregular Noun Plural Forms - Nouns Ending in Consonant Y Nouns that end in a consonant y drop the y and add ies to the end of the noun. singular noun - y ies plural noun baby - babiesparty - partiespaddy - paddieshobby - hobbieslady - ladiesferry - ferriessherry - sherriesdandy - dandiesetc. Irregular Noun Plural Forms - Nouns Ending in SH, Ch, S, X, or Z For nouns that end in sh, ch, s, x, or z, add es to the end of the word. singular noun ending in sh, ch, s, x or z es plural noun beach - beachesbox - boxeschurch - churchesbuzz - buzzesloss - lossesfox - foxeswatch - watchesdress - dressesetc. Irregular Noun Plural Forms - Nouns Ending in O Many nouns that end in o proceeded by a consonant require an e before s to be placed at the end of the word. Unfortunately, there are also nouns that end in o that do not require changes. To begin with, here are examples of nouns that do need to change. singular noun ending in consonant o es plural noun tomato - tomatoeshero - heroeszero - zeroespotato - potatoesecho - echoesetc. Other nouns that that end in o proceeded by a consonant DO NOT require an e before s to be placed at the end of the word. Nouns ending in o proceeded by a vowel do not change. kilo - kilosradio - radioslogo - logospiano - pianossolo - soloscargo - cargoshalo - halosetc. Unfortunately, there is no clear rule as to when to add an es or just s. These plurals need to be learnt on their own. Irregular Noun Plural Forms - Nouns Ending in LF Nouns ending in the consonant combination lf drop the lf and end in ves. singular noun ending in consonant lf - lf ves plural noun leaf - leaveshalf - halvesself - selveswife - wivesknife - knivescalf - calvesshelf - shelveswolf - wolvesetc. Irregular Noun Plural Forms - Different Spellings There are a number of irregular plurals that change spellings in different ways such as man to men and ouse to ice here are some of the most common: man - menwoman - womenchild - childrenfoot - feetperson - peoplemouse - micetooth - teethdie - diceetc. Animal Plurals There are many animals that have irregular plural forms. Some animals do not change when forming the plural. deer - deerfish - fishsheep - sheeptrout - troutsquid - squid Other animals change form in the plural. mouse - micegoose - geeseox - oxenlouse - lice Irregular Noun Plural Forms - Nouns That Remain the Same in Singular and Plural Nouns that do not have a plural form are also known as uncountable or non-count nouns. These nouns include concepts, materials, liquids as well as others. concepts: advice, fun, honesty, information, ambition, etc.materials: steel, wood, plastic, stone, concrete, wool, etc.liquids: water, wine, beer, soda, oil, gasoline, etc. Still other nouns remain the same whether in the singular or plural. These nouns take the plural conjugation of tenses, but remain the same spelling. Here are some examples with sentences to indicate the difference between singular and plural usage. crossroads - crossroads There is a crossroads at the end of this street.There are a number of crossroads between here and downtown. series - series The new series about a robot is great.There are four new series on ABC this month.

Argument of Fact Assignment Essay Example | Topics and Well Written Essays - 750 words

Argument of Fact Assignment - Essay Example According to American academy pediatrics (AAP) and the American Academy of Child and Adolescent Psychiatry (AACAP), children learn by observation, imitation and taking up behaviors - fundamentals of the theory of social learning. Frequent exposure to violent video games cause youths to be callous, cause’s nightmares and insomnia, poor school performance and majorly contribute to bullying and violent behaviors. Violent video games have been classified into two types, the games that punish violent behavior and those that reward violent behavior. Majority of violent video games reward violent actions by the players (Anderson & Dill 730). Experiments have been done to compare the effects of the two games on behaviors of young youths. The video games in which violent actions were punished, example of a game where a player is punished because of they shoot a hostage rather than the terrorists led to the rise of hostile emotions but did not increase aggressive thoughts or behavior among the youths. The games that rewarded hostile actions led to the increment of hostile emotions and aggressive thoughts and emotions. The experiment revealed that young youths who engage themselves more with violent video games that reward violet actions are more likely to be more aggressive in their actions (Anderson & Dill 731). The fact that violent video games reward the players directly by adding their points f or any violent act encourages the players to be more violent so as to earn points. This in turn increases the negative influence that the game has on players, making them more aggressive in the quest of earning more points. With reference to researches done before concerning media violence, movies where characters were punished for committing violent acts resulted to those watching the movie not to imitate the actions that were portrayed in the film as compared to those that reward people who were involved in violent acts. Rewarding violent acts