Formative Microbiology A case Study

Questions: a. Name the likely microorganism that caused the infection giving reasons for your choice in this specific case?b. Describe the general characteristics of this microorganism and explain why is it different from other bacteria?c. Discuss the virulence factors produced by this organism that are responsible for the symptoms that it produces?d. Name the staining methods used for this microorganism and explain why is heat used to stain this microorganism?e. What antibiotics would be used to treat this condition? Answers: a. The potential causative agent is Mycobacterium tuberculosis. The reason for identification of this bacteria is the positive result for the tuberculin test. b. Mycobacterium tuberculosis is a non motile obligate aerobe that are acid fast. Their cell wall is very unique as it is made up of acidic waxes like mycolic acids. M. tuberculosis is resistant to drying and chemicals because of the ease with which it is transmitted. This organism is different from other bacteria as their genome is adapted to adopt the genetic make up of the human genome and easily infect the system of human leading to fatal outcomes. c. The virulence factors produced by M. tuberculosis are lipids and fatty acids, mycolic acid and their derivatives in the cell wall, PDIM, type II secretion systems as well as the systems of genes that encode for global regulators of transcription and post translational modifications (Prozorov et al. 2014; Forrelad et al. 2013). d. Mycobacterium tuberculosis can be stained using acid fast staining. This staining procedure is used to identify organisms that have wax like and nearly impermeable cell walls (due to large amounts of mycolic acid and fatty acid waxes). Heat is used during the staining procedure because it helps the primary stain to penetrate deeply as without it the waxy layer of the membrane would not allow any stain to enter. e. The antibiotics that can be used to function against mycobacterium tuberculosis are rifampin, ethambutol, isoniazid (The Crohnie 2014). Newer antibiotics, known as macrolide antibiotics, are more effective against intracellular mycobacteria than standard anti-tuberculosis drugs. References Forrellad, M. et al., 2013, Virulence factors of the Mycobacterium tuberculosis complex, Virulence, vol. 4, no. 1, pp: 3-66. Prozorov, A., Fedorova, I., Bekker, O. and Danilenko, V., 2014, The virulence factors of Mycobacterium tuberculosis: Genetic control, new conceptions, Russian journal of Genetics, Vol. 50, no. 8, pp: 775-797. The Crohnie, 2014, Treating mycobacteria with antibiotics, viewed on 17th January 2015, https://archive.crohn.ie/primer/mycodrug.htm.

Building Sustainable Organizations Analysis

Question: Discuss about the Building Sustainable Organizations Analysis. Answer: Introduction The report discusses the HRM practices in an organization through the case study of a hospital which is located in Australia with around 400 staff members. The hospital has its unit across the Australia. The case study discusses ineffective HR practices operating in the hospital administration which have contributed to high attrition, grievances, absenteeism and shortage of staff in the organization. The hospital has been reported to have some serious accidents involving patients and staff members. The case then discussed a contrasting view of another hospital that is effectively implementing HRM practices in its administration through employee engagement activities, HR policies, job analysis and recruitment and selection. The hospital has been reported to have great patient services because of its sustainable management practices and policies. The first hospital discussed in the case reflects ineffective HRM practices which have degraded the quality of patient services and have even led to some serious patient accidents. The hospital only has one payroll department which takes care of the salary of the employees and one HR consultant who conducts weekly visits to the hospital. All the responsibilities of an HR manager have been laid down on the middle managers which has overburdened them. The CEO of the hospital has been overlooking the consequences of this activity of overburdening middle managers. This has resulted in work conflicts, staff turnover and absenteeism. The overall quality of the services of the hospital has also degraded. The hospital lacks an effective communication model, which is taken care by an HR manager. Effective communication is required for assigning roles and responsibilities, boosting employee confidence and evaluating performance of the employee. An effective communication holds an organization together through effective policies, employee handbook, meetings and conferences, performance evaluation, employee engagement etc. Communication helps to transfer the information from one department to other and thus maintains the flow of information through mails, telephones, meetings, documents, employee record etc (Fielding, 2006). It is the role of an HR to maintain an effective communication in an organization which is not present in the hospita l. Employment relations are also not being properly managed ineffective HR policies. Employment relations are required to hold the employees and have good staff retention in the hospital through developing relation between employee and the hospital through benefits and compensation, appraisal system etc (Gardner Palmer, 1997). The employee gets frustrated and demotivated due to work conflicts and situation based problems. They need to be motivated by an HR manager through meetings and other activities. The managers are not even aware that these assigned responsibilities are not even part of their job and get frustrated sometimes which creates absenteeism and staff turnover. This overall impacts employee competence through work conflicts and absenteeism which indirectly affects the quality of the services of hospital and leads to disappoint patient. This spoils the image of the hospital and affects the long terms goals and objectives of the organization. A sustainable HRM model is required to improve the quality of the services of the hospital (Wolper, 2004). The CEO of the hospital needs to review the performance of the hospital in order to build a sustainable business model. He needs to understand that an HR consultant is not enough while considering the long term goals and objectives of the organization. The patient care and safety are one of the essential components for a successful running hospital which are not as per the norms of a hospital. The severe accidents may increase in the future and may have disastrous consequences on the operational system of hospital. The CEO needs to develop a sustainable HRM model in order to achieve the long term goals and objectives of the hospital (Wolper, 2004). CEO would have to create an effective HR department and ensure proper implementation of the HR policies and practices. He could have a look at the HRM model of other successfully running hospital as mentioned in the case study. The hospital has a proper HR department which has led to quality services to the hospital through its staff retention and employee engagement. Thus, CEO should plan to develop an HRM model in the hospital by considering the following roles and responsibilities of an HR department and should hire an HR manager who could assist him in other recruits for the department. Recruitment and Selection The HR manager is responsible for hiring the suitable employees as per the needs and requirement of the job profile in the organization. Employees are recruited through different channels such as newspaper ads, online ads, networking, telephone etc. It is the responsibility of an HR to use the right channel for selection (Brinkerhoff Goldsmith, 1992). Induction and Training When a new employee gets hired and joins the organization, he needs to be well versed about the organization and his duties and job role. The HR manager guides and instructs the employee through an induction and training program regarding what he would be expected to do through employee handbook, job description, company policy manual and training and mentoring. He also checks all the required documents of the employee such as id proof, degrees etc (Brinkerhoff Goldsmith, 1992). Rules and Regulations It is the duty of an HR manager to ensure that hospital complies with the rules and regulations of the government through his legal research expertise on hospital. The hospital must abide by the laws as prescribed by the government which may include recruitment contracts with the medical practitioners. Then there are employee contracts which should be very well documented (Brinkerhoff Goldsmith, 1992). Employee Management It is the duty of an HR to control and monitor the performance of an employee through employee engagement, resolving work conflict, handling grievances, appraisal system etc. The employee performance is responsible for quality of the services of a hospital. An HR boosts the confidence of employees through different activities and ensures smooth operational activities in an organization (Wolper, 2004). Decision-Making An HR manager is also involved in core team of a hospital and helps in building strategies in alignment with the goals and objectives of the organization. An HR manager acts as an intermediate between the employees and the hospital and thus, helps to resolve employee issues and concerns through proper planning and devising solution (Evans, 1990). Training and Development Training and development is a very crucial element to develop a sustainable business model in hospital industry. It ensures quality services and equipping the staff with latest technology and practices in the market. It is the duty of an HR to conduct regular training in the hospital such as handling patient effectively, being polite to the patient etc. Thus way training improves the quality standard of a hospital (Savage, Fottler Khatri, 2010). Administration and Management HR is responsible for running operations of a hospital smoothly and effective administration is the core element of HRM in hospital. The responsibilities may vary from hospital to hospital (Fried, Fottler Johnson, 2005). Studying the above roles and responsibilities, it can be evaluated that an HR plays a very important role in effective delivery of services and ensuring quality patient care. Further, the report would discuss the ways to develop a sustainable HRM model in a hospital and its consequences. A sustainable HRM model consists of six elements which would be discussed one by one below: HR Management Systems: It ensures that the operational activities are being maintained in an organization through integration of data, staffing and placement and employee support system. The data is helpful is evaluating the performance of the employees and provides employee feedback and coaching and mentoring to the employees if required. This would improve overall work productivity of the hospital through an effective appraisal system and policies and measures (Evans, 1990). Leadership: Employees look for continuous guidance and instructions from their superiors to make sure that their work is in alignment with the goals and objectives of the hospital. HR manager would make sure that the employees are fully aware of their job profile and expected results through intensive planning and organizing. Their involvement in the decision making process ensures that the hospitals planning, budgeting and organizing considers the issues and concerns raised by the employees. Thus, an HR ensures that there is continuous involvement of stakeholders in the decision making process (Evans, 1990). Partnership: A hospital must ensure that there is proper planning, organizing and optimum utilization of the resources. Partnership is a way to hold the stakeholders and direct them towards a common goal and objective of the organization (Evans, 1990). Finance: Employees need motivation in order to increase their work productivity which can be ensured through timely incentives and a properly defined salary structure for an employee. The salary package of an employee must be defined in advance so that he is aware about his benefits which may include education, medical, allowances etc (Evans, 1990). Education: Employees look for their career advancement and growth in an organization. Education would motivate them and would also help to increase the work productivity of a hospital (Evans, 1990). Policy: An organization must have effective policies to ensure discipline in the system. An employee must abide by the rules and regulations of an organization so as to align with the goals and objectives of the hospital (Evans, 1990). Thus, a sustainable framework can be ensured through following approaches: Focusing on result oriented practices Involvement of Stakeholders in the decision making process Continuous learning through training and development Working on new strategies and approaches Building a Sustainable HRM Model A sustainable HRM model would involve four steps which are as follows: Purpose: The purpose is analyse the current situation which can be done through various methods such as taking feedback from the stakeholders, reviewing the records and documents etc. In the case study, CEO must identify the key stakeholders first and then analyse the complete situation through the inputs received from the stakeholders (Savage, Fottler Khatri, 2010). The process can be carried out through a meeting with the key stakeholders, reviewing the existing HR documents which can be collected from HR consultant and payroll manager. This would help in identifying the root cause of the problem (Savage, Fottler Khatri, 2010). Purpose: Once the inputs have been received from the previous step, this step would define the actions required to be taken. This would be carried out through prioritizing the actions which are necessary in the current scenario. The planning would involve cost calculation for the implementation of those actions and the consequences the actions would have on the hospital (Savage, Fottler Khatri, 2010). Purpose: The most critical part of building HRM model is the execution of the planned layout and most of the organizations fail at the execution level. Thus, a leader must ensure that the roles and responsibilities are properly allocated to the respective departments and employees so as to ensure that an effective implementation is being carried out (Savage, Fottler Khatri, 2010). Thus, the phase would involve planning the execution though funding, allocating the responsibilities and budget planning for the action plan. Purpose: It is very important to measure the success of plan that has been executed and evaluate the process of implementation. Monitoring and controlling helps to determine the milestone achieved and helps in future planning (Savage, Fottler Khatri, 2010). The process involves analyzing the key stakeholders who would decide the factors for monitoring and evaluating the execution. The roles and responsibilities of the employees must be clearly defined (Savage, Fottler Khatri, 2010). Consequences of Building a Sustainable HRM Framework Developing a sustainable business model for any organization is a challenging task and requires the contribution of all the stakeholders of an organization. But, once the framework is being developed, it would have great results in terms of employee commitment and improve the service quality of the hospital. Effective Communication: Communication helps in constant flow of information in an organization. An effective communication is required in an organization to keep the employees updated regarding their roles and responsibilities. The HR manager would ensure an effective communication in the organization (Zelles, 2012). Performance Management: Performance management must be evaluated on a regular basis in an organization. Effective HR policies would help to evaluate the performance of an employee (Niles, 2012). Employment Relations: An organization must ensure that the employees are satisfied with their job role to maintain employment relations. An HR manager acts as an intermediate between the organization and the employee to build trust and loyalty among the employees which helps to increase the work productivity (Zelles, 2012). Recommendations Thus, a sustainable HRM Model is crucial for an organization to ensure employee commitment and quality services. The recommendations for the CEO of the hospital are as follows: The CEO must perform a situational analysis so as to devise a solution for current existing scenario (Niles, 2012). An execution plan must be laid to build an HRM model which would make use of the six components as discussed. A proper execution then must carried with continuous monitoring and evaluation (Zelles, 2012). Conclusion The report has analyzed the case study and the measures required to be taken in order to devise a solution for the same. The discussion has involved the steps that CEO needs to consider to build a sustainable HRM Model for his hospital to improve the quality of the services. Most importantly, a sustainable model requires a great leader, HR management systems, effective HR policies and involvement of key stakeholders in the decision making process. List of References Gardner, M Palmer, G. (1997). Employment Relations:Industrial Relations and Human Resource Management in Australia. Melbourne: Macmillan Education AU. Dressler, S. (2004). Strategy, Organization and Performance Management:From Basics to Best Practices. Sydney: Universal-Publishers. Colbert, B.A. Kurucz E.C. (2007).Three Conceptions of Triple Bottom Line Business Sustainability and the Role for HRM.Pro-Quest, 30(1), 21-29. Brinkerhoff, D.W. Goldsmith, A.A. (March 1992). Promoting the sustainability of development institutions: A framework for strategy.World Development, 20(3), 369-383. Hahn, T., Pinkse, J., Preuss, L. (March 2015). Tensions in Corporate Sustainability: Towards an Integrative Framework. Journal of Business Ethics. 127(2), 297-316. Savage, G.T., Fottler, M.D. and Khatri, N. (27 July 2010). Strategic Human Resource Management in Health Care. UK: Emerald Group Publishing. Fried, B., Fottler, M.D. and Johnson, J.A. (2005).Human Resources in Healthcare:Managing for Success. US: Health Administration Press. Evans, D.W. (1990). People, Communication and Organisations. London: Pitman. Anthony, R.J. (2009). Organizations, People Effective Communication:Most Good and Bad Consequences Come Down to People and Communication. US: UNIV READERS Holbeche, L Matthews, G. (2012). Engaged:Unleashing Your Organization's Potential Through Employee Engagement. US: Wiley. Zelles, R. (2012). Methodologies to measure and define Employee Engagement. Germany: GRIN Verlag. Bridger, E. (2014). Employee Engagement. London: Kogan Page Publishers. Macev, W.H., Schneider, B., Barbera, K.M., Young, S.A. (2011). Employee Engagement:Tools for Analysis, Practice, and Competitive Advantage. London: John Wiley Sons. Flynn, W.J., Mathis, R.L., Jackson, J.H., Valentine,S.R. (2015). Healthcare Human Resource Management. US: Cengage Learning. Wolper, L.F. (2004). Health Care Administration:Planning, Implementing, and Managing Organized Delivery Systems. Burlington: Jones Bartlett Learning. Nick, G., Reinhold, G., Valerie, I. (2005). Managing Health Services. UK: McGraw-Hill Education. Niles, N.J. (2012). Basic Concepts of Health Care Human Resource Management. Burlington: Jones Bartlett Publishers.

Sample of Reflection Essay on Dena Structure and Function

Sample of Reflection Essay on Dena Structure and FunctionHave you ever encountered a sample of reflection essay on dena structure and function? I guess a sample of essay on DENA structure and function would be in an abstract or thesis written on the importance of dena in different academic disciplines. While I respect this kind of essay in its composition, I think there is room for improvement. Well, this article is my first attempt to explore the idea of reflection, its importance and its ability to enhance education in an additional way.So what is a Sample of Reflection Essay on Dena Structure and Function? Actually, I'd say that there are three main kinds of sample essay on DENA structure and function. Let's explore these three sample types and then we can come to a conclusion as to whether or not our review may be useful to students or not.I think we can all agree that the use of this kind of essay is not necessarily very beneficial to students, since they tend to see it as nothi ng more than the glorification of their own work. I'll come to that conclusion at the end of this article.Of course, there is the 'high school level reading' type of essay. This is the first one that comes to mind for most people. This sample is very related to the introspective type of essay - the kind of essay one reads in college when looking back at a large body of work.I think this sample is also not quite as useful. First of all, it is totally disconnected from the rest of the essay. It is reading through the work to find the mistakes. It is just looking for common mistakes in a particular field of study.A better reflection essay is a reflective essay that is meaningful and complex. Instead of reading through to find the common mistakes, this kind of essay is an analysis of the work and of its flaws.The first type of reflection essay is obviously not the best choice for education. However, the second one, the reflective essay on dena structure and function, may actually be use ful for education in the future.

Maya And Aztec Essays - Architectural Styles, Maya Classic Period

Maya And Aztec Plundering and carnage were the overlying results of the Spanish conquest of MesoAmerica beginning in 1519. The ensuing years brought many new "visitors," mostly laymen or officials in search of wealth, though the Christianity toting priest was ever present. Occasionally a man from any of these classes, though mainly priests would be so in awe of the civilization they were single handedly massacring that they began to observe and document things such as everyday life, religious rituals, economic goings on, and architecture, which was the biggest achievement in the eyes of the Spaniards. That is how the accounts of Friar Diego de Landa, a priest, were created, giving us rare first per-son historical accounts of the conquest and the people it effected. To archaeologists monumental architecture is more important than an inscribed stelae listing names and dates. There is so much more to learn from a building than a slab of stone usually seething with propaganda. In most societies they are what remains after conquest, usually for their beauty or ability to withstand the elements. Landa was amazed by what he found. "There are in Yucatan many edifices of great beauty, this be-ing the most outstanding of all things discovered in the Indies; they are all build of stone finely ornamented..." (Landa, 8). If it were a commoners domestic dwelling we would learn through the study of remaining artifacts and middens what objects were used on a daily basis and also the standard of living, helping us to construct an accurate view of the long neglected commoner. According to Landa steepled roofs covered with thatch or palm leaves protected the habitat from rain. Homes were often divided into two sections, a living section, customarily whitewashed, and a domestic area where food was prepared and inhabitants slept (Landa, 32). In Aztec societies commoners often lived in calpolli, a residential area segregated by occupation, usually surrounded by walls for protection (Smith, 145). If it were a domestic dwelling for a noble it would be larger than a com-moner's dwelling, and usually consisted of more than one large structures occasionally located on a platform near the center of the town. The high status is obvious by the in-clusion of more elaborate and ornamental objects and frequently frescos adorned the walls. Monumental Architecture of public and private buildings are one of the best indi-cators of the size and importance of a site. The size of the structure has direct corrolation to the power held by the leader, in his ability to conduct peasants to construct the build-ing. Temples and plazas were the main objects of monumental construction and often rival the pyramids of Egypt in quality and size. Temples were often pyramid like struc-tures that were built, facing east, over the cremated remains of a priest or ruler. With each acceding ruler the temple was made larger by building over the previous, thus the layering effect so often uncovered. Different styles of decoration and construction were used by each culture during different periods. "In contrast to earlier Mesoamerican pyramids with a single temple built on top and a single stairway up the side, the pyramids built by the Early Aztec peoples had twin temples and double stairways" (Smith, 43). "There are several complexes of Esperanza architecture at Kaminaljuyu...these are stepped temple platforms with the typical Teotihuacan talud-tablero motif..." (Coe, 84). Then in less than three hundred years there was a completely different style of architec-ture in the area, "Characteristic of Puuk buildings are facings of very thin squares of limestone veneer over the cement-and-rubble core; boot-shaped vault stones...and the exuberant use of stone mosaics on upper facades, emphasizing the usual monster-masks with long, hook-shaped snouts, as well as frets and lattice-like designs of criss-crossed elements" (Coe, 157). Mesoamerican architecture has withstood the test of time, many of the structures not destroyed during the conquest still stand today, whereas numerous Spanish buildings do not. In pre-modern history, throughout the world burials have been customarily simi-lar, irregardless the distance. Whether this is coincidence or not will be determined at some point in the future, but for now I am of the opinion that since many cultures wor-shipped similar gods many of their customs will be comparable. For example many cul-tures, including the Aztecs and the Maya buried bodies in the fetal position facing east. More often than not various foods and goods were placed in the grave to accompany the deceased in the next life. Burials usually followed some ritual and occurred near the home, which would be abandoned soon after (Landa, 57). If they were

10 Steps to Becoming a Professional Genealogist

10 Steps to Becoming a Professional Genealogist Do you think that the genealogical profession is one that you will enjoy?  Follow these simple steps to see if you have the necessary skill, experience, and expertise to offer your services to others on a fee basis. Includes tips on becoming a certified or accredited genealogist. Difficulty: N/A Time Required: Varies How to Become a Professional Genealogist Read and follow the code of ethics of the Association of Professional Genealogists and the Board for Certification of Genealogists.  Even if you belong to neither organization, this lets clients know you are serious about work quality and ethicsConsider your experience. A genealogist must be familiar with the various types of genealogical records available and know where to access them, as well as know how to analyze and interpret evidence. If you are unsure about your qualifications, enlist the services of a professional genealogist to critique your work and offer guidance.Consider your writing skills.  You must be knowledgeable of the proper format for source citations and have good grammar and writing skills in order to communicate your findings to clients. Practice your writing constantly. Once you have it polished, submit an article or case study for possible publication in a local genealogical society newsletter/journal or other genealogical publication.Join the Association of Professional Genealogists.  This society exists not only for practicing genealogists, but also for people who desire to further their skills.  They offer ongoing professional development in the skills needed to run a successful genealogy business. Educate yourself by taking genealogy classes, attending seminars and workshops, and reading genealogical magazines,  journals, and books.  No matter how much you know, there is always more to learn.Volunteer with a local genealogical society, library or group.  This will keep you in touch with a network of fellow genealogists, and help to further develop your skills. If you have the time, start or join a transcribing or indexing project for additional practice at reading genealogical documents.Make a list of your goals as a professional genealogist.  Think about what types of research interests you, the access you have to necessary resources and the profitability of doing research as a business. What do you want to do? Professional genealogists dont all do client research - some are authors, editors, teachers, heir searchers, bookstore owners, adoption specialists and other related fields.Develop your business skills.  You cannot run a successful business without knowing ab out accounting, taxes, advertising, licenses, billing and time management. Get a copy of Professional Genealogy: A Manual for Researchers, Writers, Editors, Lecturers, and Librarians. This book is the bible for genealogy professionals and those who want to become professional. It offers advice and instruction on everything from abstracting to setting up a business.Consider applying for certification or accreditation. The Board for Certification of Genealogists (BCG) grants certification in research, as well as in two teaching categories, and the International Commission for the Accreditation of Professional Genealogists (ICAPGen) offers accreditation in specific geographical areas. Even if you decide not to become certified or accredited, the guidelines offered by these testing programs will help you to objectively evaluate your genealogical skills. Tips: Practice your research skills every chance you get.  Visit courthouses, libraries, archives, etc. and explore the records. Get as much experience as you can before working for others.Dont stop researching your own family history.  It is most likely the reason you fell in love with genealogy in the first place and will continue to provide inspiration and enjoyment.

Business Process Analysis Essay Example | Topics and Well Written Essays - 1000 words

Business Process Analysis - Essay Example The above-depicted model can be better analyzed with reference to Tesco, which possess similar components that entail ‘inputs’, ‘guides’, ‘outputs’ and ‘enablers.’ The inputs of Tesco in relation to the stated model can be better understood by ascertaining the involvement level of the suppliers with the company while procuring products. As illustrated above, enablers denote the functions of operations, manpower resources, group skills and innovation of products along with services. In this regard, Tesco adheres to this component of the model in the form of employing qualified as well as skilled personnel and also integrating advanced technological systems in its operational functions. The third element of the model is ‘output’, which involves selling products via physical outlets and online stores. Tesco conducts its business by offering its products to the customers by making them visit physical stores and also purchas ing the same through online. The final stage of the Burlton IGOE Model i.e. ‘guides’ lays stress upon introducing effective policies and regulations towards conducting business in an efficient manner. Tesco tries to ensure that proper governance is being followed throughout the organization with the introduction of several policies and standards associated with health and safety and human resource among others. The company focused on fulfilling its core objectives by maintaining an ethical code of conduct and evading negative situations.

Contrast the development of the themes of justice and inequality in Research Paper

Contrast the development of the themes of justice and inequality in Langston Hughes poems the freedom train, Merry-Go-Round - Research Paper Example Hughes managed to go through the odds by working as nightclub door attendant and superintendent whereas he travelled to places such as West Africa, Italy, and Paris and it is from most of his work that he experienced heights of inequality and discriminations for being black among whites.   During this time, he developed poems that enabled him to receive a scholarship to Lincoln University in Pennsylvania (Hughes and Susan 20).   In this work, the rhythmic, lyrical nature of his poetry is obvious as is his conviction that only by continuing with his African lineage could African Americans finds appreciation (Anthony and Stephanie 25); however, in most cases black or African Americans were subjected to great discrimination. His emergence occurred around the same time which is being referred to Harlem Renaissance lately. The Harlem Renaissance period was characterised by deep questioning of African American racial orientation and identity (Hughes and Susan 18). This was also combine d with the effect of slavery and racism on the generations that followed. Hughes is one of the most successful poets of the period. His success is not determined by the way he struggled to attain success but by the way, he represented the issues of the African Americans that he ever felt was being undermined and regarded as dogs especially when they were formed by their white counterparts to undertake certain chores (Anthony and Stephanie 25). For instance, in his poem Madam and Her Madam, he ironically accepted the claims of love from his madam, â€Å"I said, Madam, That may be true-- But I'll be dogged† (Madam and Her Madam22). It is notable that people liked him for his contributions in the field of equality and social justices. The way he wrote the two people attempted to question the racism and the effect of such writing on African Americans. He also questioned the hypocrisy of the correctly elected persons. He noted that while these democratically elected people enjoyed service delivery, he suggests that their focus was on the whites (Hughes and Susan 21). This was a clear an attack on the leadership so that the African Americans could also benefit from their participation in the electoral process by having the leaders put in place plans that escalate their inclusion (Hughes and Susan 20). It is notable that he served as the voice of hope and impartiality for the African Americans who lived in a highly racially segregated society. In this society, the African Americans routinely suffered from all manner of discrimination, bias, and utter violence. It was indeed very unfortunate that white Americans even considered and took the African Americans as their slaves. His artworks reminded people of the kind of life, which they really deserved yet they could not receive because the white men were in charge. He made the clarion call using the â€Å"free† where all are â€Å"equal† which he argued excluded African Americans (Hughes and Susan 18). The clarion call resonated so well with other emerging African American opinion shapers who conformed and resolved that Black Americans must have their space and enjoy the life provisions with liberty. The people were charged to ask about the rational for perpetuating inequality against fellow Americans because they had a different color. He argued that the