“Alzheimer’S From A New Angle A Radical New Approach To

â€Å"Alzheimer’s From A New Angle: A radical new approach to treating the fearful disease is showing promise† by Alice Park, an article found in the February 22/29, 2016 issue of TIME magazine, delves into encouraging new research being conducted to find a cure for Alzheimer’s disease, a progressive neurodegenerative condition that destroys the brain. Dr. Frank Longo, from the Department of Neurology and Neurological Sciences at Stanford University, School of Medicine, is leading the charge. This disease was discovered over 110 years ago by a German physician named, Alois Alzheimer. For so many years now, researchers have focused solely on treating/stopping Alzheimer’s once its devastation has already begun. In the last seven years, over†¦show more content†¦Dr. Longo says, â€Å"Most people are working at the edges of the problem, but we’re going right after the core of it.† His goal is keeping the brain’s nerve cells h ealthy and protected against any assault, including the amyloid plaques and tau tangles. He and his team have developed a drug called LM11A-13 aka C31, which is showing very promising results so far in mice, even indicating the possibility of reversing damage already done! It focuses on maintaining the health and function of the neuron, the connections between neurons and interrupting many of the unhealthy communications caused by amyloid that in turn destroy the cell. LM11A-13 has been found to be safe for humans, and trials will soon begin on Alzheimer’s patients. There are still a lot of unanswered questions, but this drug could lead to helping millions of people affected or who have the potential to be affected by this horrible disease, maybe even preventing it all together. This TIME magazine article by Alice Park, directly relates to a lot of what we discussed in chapter 2 of our textbook. In that chapter, we identified the parts of a neuron and their functions. We also learned about how the neurons communicate with each other through neurotransmission. Alzheimer’s disease specifically targets neurons in the brain. It interrupts that communication and causes the destruction of neurons, which leadsShow MoreRelatedAnalysis of the Film Bleu: Relevance of Bleu To France1266 Words   |  5 Pagesto plunge her into a state of nothingness. She wants to feel nothing, remember nothing, do nothing, and love nothing. If anyone is to ask her what she wants to do, she will always reply â€Å"nothing†. This is best exemplified by her dialogue extracted from the film - â€Å"Now I have only one thing left to do: nothing.† Sound has a presence of nothingness. And we realize this in the several scenes of Julie swimming in the pool. We can tell that she uses the recurrent plunges into water to dip intoRead MoreThe Effects of Heroin on a Person’s Brain and Body: a Literature Review1937 Words   |  8 Pagesbrain and body, addiction possibilities, and available options for treatment for heroin abusers. What is Heroin? Chemical make-up Breaking down the parts of the word, diacetylmorphine, di means two, acetyl is a radical derived from acetic acid, and morphine is a drug derived from the opium poppy plant used to relieve pain. Heroin, on the street, is generally not pure. Drug dealers often add other things in the drug to stretch their dollar (Furst, 2000). The term for adding things to a drugRead MoreNanotech 1AC Essay13565 Words   |  55 Pagescould pose serious threats to human health and the environment, cautions a new study. Far from a policy of precaution vis-à  -vis these new technologies, products are entering the market without regulation to guarantee their safety or labels to inform of their use, researcher Guillermo Foladori of the public Autonomous University of Zacatecas told Tierramà ©rica. Foladori and his colleague Noela Invernizzi are the co-authors of a new report, Implicaciones sociales y ambientales del desarrollo de las nanotecnologà ­asRead MoreStephen P. Robbins Timothy A. Judge (201 1) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesOrganizational Behavior This page intentionally left blank Organizational Behavior EDITION 15 Stephen P. Robbins —San Diego State University Timothy A. Judge —University of Notre Dame i3iEi35Bj! Boston Columbus Indianapolis New York San Francisco Upper Saddle River Amsterdam Cape Town Dubai London Madrid Milan Munich Paris Montreal Toronto Delhi Mexico City Sao Paulo Sydney Hong Kong Seoul Singapore Taipei Tokyo Editorial Director: Sally Yagan Director of Editorial Services:Read MoreSocm Study Guide Essay30404 Words   |  122 PagesCaudal – the tail (coccyx in humans) Inferior – Below; at a lower level Medial – Toward the body’s longitudinal axis Lateral – Away from the body’s longitudinal axis Proximal – Toward an attached base Distal – Away from an attached base Superficial – At, near, or relatively close to the body surface Deep – Farther from the body surface Identify the major body cavities and their subdivisions. Dorsal Cavity * Cranial Cavity (surrounds the brain)

It’S Said That The Universe Will Tend To Move Toward A

It’s said that the universe will tend to move toward a state with a higher entropy. Every gas molecules will spontaneously diffuse to fill a container which will increase the overall entropy of the universe. Evolution is then can be thought to follow this same basic principle. Nature has given every species living in it an indefinite amount of time which allows them to evolve. Ergo, for over three billion years, some of the single cell organisms had been successfully evolving into the numerous multicellular organisms that we know of today, us included; and some, who were not able to improve within the given time, would be exterminated (Darwin 120). But, what is it that she has been eager to see through this long-lasting experiment of†¦show more content†¦Although this is not a closed circuit, some energy is dissipated, some is added; but it is a sustained circuit (Leopold 43). This similar instance was also explained in Darwin’s theory as the struggle for life for every species. In Darwinian theory, the struggle for life does not only represent the species’ struggle to survive, but it also reflected on the idea that each individual is interdependent with one another. A mistletoe seedling, for example, is said to struggle with each other if they grow close to one another. And if a â€Å"mistletoes is disseminated by birds, its existence [now] depends on birds† (Darwin 109). The struggle for existence that Darwin explain is then similar to the flow of energy explained by Leopold. The seed that is disseminated by birds becomes the container for the transfer of the energy from the sun. That energy would then be dissipated as work for the bird to fly from one place to another, if not the energy would be transferred to yet another organism. Thus, this seems as if evolution acts on every species with the thought of a certain ethics that the species must followed which formed a strict system. 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Organisational Change Plan for Pearson Education

Question: Describe about the Report of Organisational Change Plan for Pearson Education. Answer: Introduction: Change Management plan indicates to the steps taken towards certain changes in an organisation. Organisational change, on one hand, leads a company towards better sustainable progress, on the contrary, prevents a company from reaching a stagnation point concerning system and profit (Benn et al. 2014). However, companies often undergo an organisational change when losses are faced in gaining revenues or sales or employment. The Chosen organisation (Pearson) is an example of it. Pearson is counted as one of the leading companies in the field of publishing and education industry that primarily deals with textbooks. A British owned education and publishing company, Pearson owns multiple media brands like the Peachpit, Addison-Wesley, Longman, and others. This company has an employee count of 40,000 as counted in 2009 (Pearson.com 2016). However, it is in 2015 that the corporation faced a great loss in both segments of profit and customers. As the reviews go, the company faced a decline i n sales of 7%, revenue went down for 11% resulting in a down of 50 million dollars than the previous pear in profit and in 2016 it faced a huge plummeting in stocks in London Exchange by 10% (Huffington Post India 2016). The following assignment attempts to trace the needs of an organisational change in the strategies of Pearson to target to an increase in the revenue and stock price as well to establish the reputation of its name among its stakeholders and customers. Since the company has already lost much trust and revenue, it is the need of the hour to take counter strategies to regain its position. The assignment, through a systematic analysis of the needs to make changes in the organisation, the resistances towards the step and a planning intensity for a successful project and planning for the HR professionals, attempts to make a plan for the organisational change in Pearson. The Description and Evolution of the Company: It is in January 2013 that the CEO John Fallon took the charges from the longtime CEO Marjorie Scardino. The first step Fallon took to change the approach of the company was triggered towards making the company more service-oriented, digital and focused on the learning outcomes and economy. On the other hand, the company went through a huge reorganisation and distribution of the workforce among six different business units (Huffington Post India 2016). On their part the CEO announced their target to help improve learning outcomes.' Nevertheless, whatever target the company tried to achieve, the results turned out to be of absolute difference. According to the report of Fortune, the scheme managed to upset many people. The step took Pearson to a completely different light. It is the opinion of many parents and teachers that Pearson is attempting to control every element of the educational process, from the qualification of the teachers to the Student curriculums and evaluations. Not only from the basic levels, the company has earned much negative criticism from several universities as well for their attempt to become global learning services company. Professor Alan Singer from University in New York calls Pearson a corporate octopus (Fortune.com 2016). Such criticism has resulted in a drastic fall in the shares and the revenue. Therefore, in present times, an organisational change is turning to be the most necessary step to regain the position. Importance of the Change (Internal and external context): However, the internal work culture and structure are fair and perfect for the atmosphere of work. It is the organisational culture and managerial expertise of the higher-level authorities that has managed to continue the organisational culture resulting in an increasing reputation of the 171-year-old company. It is as kitchin mentions the company has already found what a successful culture looked like,' therefore is able to design and impose such a culture, and the organisation has moved rapidly to be more successful (Pearson.com 2016). Structurally the company follows an organized pattern by departmentalizing segments concerning function, product, geography process and customer (Fortune.com 2016). Steps towards organisational change help in fulfilling the targeted position of the company concerning revenue, faith and retaining the reputation. Moreover, after taking charge john Fallons reorganising the work structure distributed the workforce among six different segments to fulfill t he tasks more swiftly. Such steps have indeed contributed further towards the growth of the reputation. The most important change the organisation needs to undertake at the present hour is to make sustainable changes in its business strategy towards global learning services company. As the reports reveal, the company has already invited much negative criticism for the steps. The company first needs to regain its reputation from the customers. Therefore, the most fruitful model for the process might be Kotters 8-Step change model demanding strategies in terms of increasing the urgency for change, building a tram dedicated to change,' creating the vision for change.' At the same time, the model demands steps to be taken like communicating the need for change,' empowering staff with the ability to change,' creating short term goals,' staying persistent', and ensuring the permanence of the change'(kotterinternational.com 2016). Kotters 8-Step model plan Establishing a sense of urgency: The sales and revenue statistics already are blatant examples that the company needs to undergo thorough assessments and changes in the organisation especially in the external contexts (internationalization, environment, technology and opportunities). It is important now for the others such as the upper-level managers and officers to understand the situation. Meetings and briefs to the employees must be held to inform the status of the present condition of the company and the results about to come. When acquainted with the problems the employees can suggest solutions of their own. Especially the solutions from the marketing and sales team will be most helpful to receive and follow for they are the one to get contact directly with the customers and dealers. Moreover, the actions received as solutions from the concerned team managers and departments must be implemented within the duration of a financial year. The process of implementation must start within four months of receiving the plan to make the manual process implemented, processed as a natural trait which is an important feature of organisational change. Creating guiding teams dedicate to change: A separate team first is needed to set up to ensure and implement the changes. The team must include employees and managers from the marketing, sale, finance, and technical departments. The team must be small but strong and analytically powerful. The positive points in the team are that the team will be open directly to the problems and dissatisfaction of the customers through the sales and marketing teams which will bring in the first-hand experience of the satisfaction and the irritations of the customers (kotterinternational.com 2016). Moreover, the representatives from the financial department will be able to draw up a draft of probable expenses. The department will be helpful to focus on profit and loss keeping an eye on the present situation in the economy and stock price for the individual strategies decided to be implemented. The sales team will be helpful to understand the pulse of the customers. Creating the vision for change: The visions must be to retain the 171-year-old reputation as well as the existing customers by providing them with a standard quality of services and products. The official website already lists their vision to be the fulfillment of the needs across a spectrum of individuals with the expertise of their technology and experience (Pearson.com 2016). At the same time, retaining customers will ensure a flow of the funds regarding revenue. It must be taken into attention that the strategies must be traditional. The uncommon and off the road steps to make Pearson to be global learning services company has already brought in much negative impact resulting in a heavy loss. The company must at first align the concerned teams towards the strategies for generating the revenues, and the strategies must be well-crafted which will describe clearly the present state and the state the team is targeting the company to be within the duration of the implementing procedures (Kerzner 2013). Communicating the need for change: It is most important and the most desired action to take to an organisational change. For there are always conflicts of the positive and negative reviews regarding changes and new plans, it is most important to make people understand the need for the change and the impact on the company's revenue and the stock piece if the current plans are continued. At the same time, the employees, as well as the directors, are needed to be oriented with the company so that they can feel the workplace to be their own and their contributions important to the progress of the company. At the same time, the employees must understand the need for change in terms of the effects of it on their financial situation. Empowering staff with the ability to change: Since the change is on a large scale and keeping in focus the need to implement as early as possible the company will need a significant number of employees to implement the changes faster. Since all of them are under a common opportunity and are driven towards the same direction implementation will be swift. The employees must be sent individually to houses and take surveys from individual students and parents, teachers and to stores and dealers to take their reviews and suggestions for the existing activities. Moreover, they must inform them about the changes and take the suggestions regarding the change. On one hand that would ensure a direct public contact to know the opinion of the people that will bring a marketing advertisement for the company at the same time, the changes will be reviewed whether be helpful or not. Creating short-term goals: First, a target market needed to be set to determine the profits of the changes and if they are well accepted. For the initial period, moderate profit margins for the sellers and discount for the students and teachers as special offers so that the changed services and products can spread through as much of the market as possible. For the market has already reviewed and suggested their opinion for the changed services, the services and products are expected to meet the requirements of the people. That will ensure a good spread and profit in the revenue (Kerzner 2013). Staying persistent: To ensure persistence in the change process the leader must be a variable. From some managers and leaders involved in the team of implementing changes, managers must be put to be in the leading position for a certain period. That not only will help to give a fair chance to all ensuring managers but at the same time, the company will get to see some new strategies and approach towards the change and their implementation. Stagnation is not expected in such an activity and if a leader is permanent the creativity of strategies might get stagnant that will prohibit the progress. The new strategies and steps will ensure a consistent acceleration in the changed service. Ensuring the permanence of the change: To ensure the changes to be permanent, the old strategies and activities taken in time of implementing the changes must be articulated and repeated. To ensure a consistent progress in the long run, the connections between the activities and approaches will be important to establish. According to a survey, almost 90% of managers and employees agree that the importance of agility and speed has increased in the last five years (Welbourne 2014). Problem of Resistance and the Solution: However, there are problems as well for the plans and changes to be implemented. It is an obvious fact that the previous plans to make the organisation a global learning services company was well accepted by the employees and decision board therefore implemented. Thus, there might again be problem and resistance from these employees, managers of the companies against the changes toward the digitalized and more all encompassing plans. In their opinion might be to make the company global digitalization' is the next step' (Andersson 2015). Solution: Indeed digitalization and all encompassing subjects are important for the company to be global. Nevertheless, the employees must be understood that the activities have not been accepted and more profitable for the company in the end. Therefore, at least for a small targeted market in a small amount, the changes are needed to be implemented to check their profitability and acceptability. Moreover, if proved a successful change the changes will be implemented on a bigger scale (Cameron and Green 2015). Action required from the HR: The implementation of the plans is expected to be fluid and fast. With the great number of employees engaged in the implementation process, the activity will be in time. However, the resistance from different sections of the company and initial disinterest of the customers may lead many employees to be less positive and the conflicts that could have been used in a productive manner for the changes can result only in winning arguments. The HR, therefore, needs to follow many steps towards giving supports to the changing process. They need to review the job description regularly ensuring the job roles do not conflict; they need to meet regularly with the employees to discuss the problems and opinions so that further problems and conflicts do not arise in the process. The HR department needs to build a friendly relationship among the colleagues as well as subordinates. Moreover, they need to produce often reports on accomplishments, needs of plans for further implementation of several plans to encourage the employees and keep up the active atmosphere of the workplace (Hanson 2010). Change Management Dashboard, an adaptive approach: Change management dashboard calculates the present state of management of change on a project. The units include the change managers, sponsors, project managers as well as the change management teams. Change management dashboard is important to determine and implement changes in the organisation for, it defines the perspective of change before deciding the monitor and identify the functional balance between having brief overview and detailed insight of the change status. Task management dashboard ensures an active and creative process of implementing the strategies toward the organisational change by monitoring beforehand the market and probable profits and losses and reviews of the customers depending on their experiences. Change management dashboard also determines the emergence of fruitful marketing strategies for the implementation of the changes (Vaccarezza and Rizzi 2014). Importance of Planning: Planning intensity plays an important role in successful implementation of the project. As reveals Zippel-Schultz, B Schultz, the success of planning in the management of hospital industry is well evident. Even in the case of organisational change for Pearson, the planning is crucial. Planning for several marketing strategies as well as the market to target first and then progress accordingly ensures a systematic way of approaching the target to implement the changes. For planning, it is important first to identify and approach the change. Next, the changes and strategies need to be reviewed by several customers and dealers to check if the changes match their requirements. Then the management team must make the plans for output such as action plans, resistance towards the changes, reach the market and change the leaders after certain durations to keep the implementation active and creative (Zippel and Schultz 2011). Conclusion: In the end to conclude it must be mentioned that to continue the Pearson with the reputation and enough profit a sustainable organisational change mostly dealing with the external contexts. The market needs to be surveyed as well as the individuals such as the students and the dealers and the parents, teachers. Thereby it is important for the company to generate more revenue and retain its customer base and good will that the products and services must be taken under a thorough test to determine the changes in strategic and marketing factors which will ensure the profits as well as the acceptability of the company. At the same time, a change in the working strategies and existing plans will keep the organisation mobile and free from stagnation therefore open to newness of ideas and strategies. Reference : Andersson, G. (2015). Resisting Organisational Change.International Journal of Advanced Corporate Learning,8(1). Benn, S., Dunphy, D., Griffiths, A. (2014).Organisational change for corporate sustainability. Routledge. Blackmore, C., Ison, R., Reynolds, M. (2015). Thinking differently about sustainability: experiences from the UK Open University. InIntegrating Sustainability Thinking in Science and Engineering Curricula(pp. 613-630). Springer International Publishing. Burke, W. W. (2013).Organisation change: Theory and practice. Sage Publications. Cameron, E., Green, M. (2015).Making sense of change management: a complete guide to the models, tools and techniques of organisational change. Kogan Page Publishers. Fortune.com. (2016).Everybody hates Pearson. [online] Available at: https://fortune.com/2015/01/21/everybody-hates-pearson/ [Accessed 6 Sep. 2016]. Goetsch, D. L., Davis, S. B. (2014).Quality management for organisational excellence. pearson. https://kotterinternational.com/ebook/Kotter-8-steps-ebook.pdf [Accessed 6 Sep. 2016]. https://www.canberra.edu.au/researchrepository/file/81c02a90-6a15-91ae-c7a2-ff44c96d60b2/1/full_text.pdf [Accessed 6 Sep. 2016]. https://pearsoneducationservices.com/visionmission.php [Accessed 6 Sep. 2016]. Huffington Post India. (2016).Pearson Profits Sag, Stock Plummets, U.S. President Sacked, and More Pearson Blues. [online] Available at: https://www.huffingtonpost.in/entry/pearson-profits-sag-stock_b_11385602 [Accessed 6 Sep. 2016]. Kerzner, H. R. (2013).Project management: a systems approach to planning, scheduling, and controlling. John Wiley Sons. Mishra, S. (2013, September). Relevance of Kotters Model for Change in Successfully Implementing Lean. InIFIP International Conference on Advances in Production Management Systems(pp. 540-547). Springer Berlin Heidelberg. Pearson.com. (2016).Pearson 2015 results. [online] Available at: https://www.pearson.com/news/announcements/2016/february/pearson-2015-results.html [Accessed 6 Sep. 2016]. Robbins, S. P., Judge, T. (2012).Essentials of organisational behavior. Boston: Pearson. Thebookseller.com. (2016).Pearson makes "significant changes" to structure | The Bookseller. [online] Available at: https://www.thebookseller.com/news/pearson-makes-significant-changes-structure [Accessed 6 Sep. 2016]. USA. (2016).About Us | Pearson. [online] Available at: https://www.pearsoned.com/about-us/ [Accessed 6 Sep. 2016]. Vaccarezza, A., Rizzi, G. (2014). Change management dashboard: an adaptive approach to lead a change program.People and Strategy,37(1), 46. Welbourne, T. M. (2014). Change Management Needs a Change.Employment Relations Today,41(2), 17-23 Zippelà ¢Ã¢â€š ¬Ã‚ Schultz, B., Schultz, C. (2011). Mediated and moderated effects of business and project planning on innovation projects in hospitals.Creativity and Innovation Management,20(4), 296-310.

Trifles susan glaspell Essay Example For Students

Trifles susan glaspell Essay Susan Glaspells Trifles explores male-female relationships through the murder investigation of the character of Mr. Wright. The play takes place in Wrights country farmhouse as the men of the play, the county attorney, the sheriff, and Mr. Hale, search for evidence as to the identity and, most importantly, the motive of the murderer. However, the men never find the clues that would lead them to solving this murder case. Instead, it is their female counterparts who discover the evidence needed, and who are able to do so because of their gender. The male investigators need to find, as Mrs. Peters puts it, a motive; something to show anger, orsudden feeling' (1329). Yet the men never see the uneven sewing on a quilt Minnie Wright was working on before the murder. The quilt is a symbol of Minnies agitationher anger. The men, though, laugh at the womens wonderings about the quilt and its peculiar knot. We will write a custom essay on Trifles susan glaspell specifically for you for only $16.38 $13.9/page Order now Likewise, the canary and its cage are easily dismissed. In fact, the men just as easily believe a lie about this bird and cage. When the cage is noticed, its hinge pulled apart and broken door unnoticed, the county attorney asks, Has the bird flown?' Mrs. Peters replies that the cat got it' (1332). There is actually no such cat, but the men do not know that and never question the existence of it. The bird, however, is vital to the case. Mr. Wright killed the bird, Minnies bird, which may have provoked her to then kill him. As Mrs. Hale thinks further she says, No, Wright wouldnt like the bird a thing that sang, She used to sing. He killed that, too (1332). Mrs. Hale is talking about Mrs. Wright before she was married, how she used to go out and could sing like an angel, but since her marriage she has been confined like a caged bird. In addition, the strangling of Mr. Wright, a form of murder, which perplexes all when a gun was handy, is reminiscent of the strangling of that bird. It is another answer to the mens questions, but an answer they never find. The women, on the other hand, take note of all they see. They notice the bird, the cage, and the quilt but other things that the men call trifles, like Minnies frozen preserves and her request for her apron and shawl. These women are united; it seems, not only as country wives or as neighbors but also on the basic level of womanhood. This is apparent from the beginning of the play. Mrs. Hale and Mrs. Peters stand close together near the door, (1324) emotionally bonded throughout the play and, here, physically, in a way, too. Mrs. Hale and Mrs. Peters also have a kinship to Minnie, just as to each other. They respect her work as a homemaker. Mrs. Hale quickly comes to Minnies defense when her housekeeping skills are questioned, saying, Theres a great deal of work to be done on a farm' (1326). The women display their loyalty to each other and their sympathy for one another, too. Mrs. Peters can identify with the loneliness and sadness of losing something you love. She understands what stillness is,' and Mrs. Hale knows how things can befor women . . . they all go through the same thingsits just a different kind of the same thing' (1333). These women are obviously united, and together they have a common enemy, as it were. The womens foes, the men, are not united at all. The county attorney, in particular, is in a rush to find evidence. He hurries Mr. .u672ae09ffc838abade7720066c565d12 , .u672ae09ffc838abade7720066c565d12 .postImageUrl , .u672ae09ffc838abade7720066c565d12 .centered-text-area { min-height: 80px; position: relative; } .u672ae09ffc838abade7720066c565d12 , .u672ae09ffc838abade7720066c565d12:hover , .u672ae09ffc838abade7720066c565d12:visited , .u672ae09ffc838abade7720066c565d12:active { border:0!important; } .u672ae09ffc838abade7720066c565d12 .clearfix:after { content: ""; display: table; clear: both; } .u672ae09ffc838abade7720066c565d12 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u672ae09ffc838abade7720066c565d12:active , .u672ae09ffc838abade7720066c565d12:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u672ae09ffc838abade7720066c565d12 .centered-text-area { width: 100%; position: relative ; } .u672ae09ffc838abade7720066c565d12 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u672ae09ffc838abade7720066c565d12 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u672ae09ffc838abade7720066c565d12 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u672ae09ffc838abade7720066c565d12:hover .ctaButton { background-color: #34495E!important; } .u672ae09ffc838abade7720066c565d12 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u672ae09ffc838abade7720066c565d12 .u672ae09ffc838abade7720066c565d12-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u672ae09ffc838abade7720066c565d12:after { content: ""; display: block; clear: both; } READ: AOL Time Warner Essay Hale through his story with, Lets talk about that later . . . tell now just what happened when you got to the house' (1325). Then he ushers the other two men up the stairs, unthinkingly neglecting the crucial evidence downstairs. To them it is of little importance as they say, Nothing here but kitchen things (1326). Instead of looking at things of the wife, who is in custody, they search all through Johns bed, barn, and other male things for evidence. The women regard these men, between themselves, as snooping around and criticizing' (1327) and .