AP English Literature Terms Subplot-Cliche Flashcard

AP English Literature Terms: Subplot-Cliche

The 3 Types of Joints in the Body

The 3 Types of Joints in the Body Bones come together at places in the body called joints, which enable us to move our bodies in different ways. Key Takeaways: Joints Joints are locations in the body where bones meet. They enable movement and are classified by either their structure or function.Structural classifications of joints include fibrous, cartilaginous, and synovial joints.Functional classifications of joints include immovable, slightly movable, and freely movable joints.Freely movable (synovial) joints are most abundant and include six types: pivot, hinge, condyloid, saddle, plane, and ball-and-socket joints. There are three types of joints in the body. Synovial joints are freely movable and allow for motion at the location where bones meet. They provide a wide range of motion and flexibility. Other joints provide more stability and less flexibility. Bones at cartilaginous joints connected by cartilage and are slightly movable. Bones at fibrous joints are immovable and connected by fibrous connective tissue. Joints can be classified by either their structure or function. Structural classifications are based on how the bones at joints are connected. Fibrous, synovial, and cartilaginous are structural classifications of joints. Classifications based on joint function consider how movable bones are at joint locations. These classifications include immovable (synarthrosis), slightly movable (amphiarthrosis), and freely movable (diarthrosis) joints. Immovable (Fibrous) Joints Fibrous joints hold skull bones together to protect the brain. Leonello Calvetti/Stocktrek Images/Getty Images Immovable or fibrous joints are those that do not allow movement (or allow for only very slight movement) at joint locations. Bones at these joints have no joint cavity and are held together structurally by thick fibrous connective tissue, usually collagen. These joints are important for stability and protection. There are three types of immovable joints: sutures, syndesmosis, and gomphosis. Sutures: These narrow fibrous joints connect bones of the skull (excluding the jaw bone). In adults, the bones are held tightly together to protect the brain and help shape the face. In newborns and infants, bones at these joints are separated by a larger area of connective tissue and are more flexible. Overtime, cranial bones fuse together providing more stability and protection for the brain.Syndesmosis: This type of fibrous joint connects two bones that are relatively far apart. The bones are linked by ligaments or a thick membrane (interosseous membrane). A syndesmosis can be found between the bones of the forearm (ulna and radius) and between the two long bones of the lower leg (tibia and fibula).Gomphosis: This type of fibrous joint holds a tooth in place in its socket in the upper and lower jaw. A gomphosis is an exception to the rule that joints connect bone to bone, as it connects teeth to bone. This specialized joint is also called a peg and socket joint and allows for limi ted to no movement. Slightly Movable (Cartilaginous) Joints Intervertebral discs are cartilaginous joints, composed of thick fibrocartilage, that support bones while allowing limited movement. MedicalRF.com/Getty Images Slightly movable joints permit some movement but provide less stability than immovable joints. These joints can be structurally classified as cartilaginous joints, as bones are connected by cartilage at the joints. Cartilage is a tough, elastic connective tissue that helps to reduce friction between bones. Two types of cartilage may be found at cartilaginous joints: hyaline cartilage and fibrocartilage. Hyaline cartilage is very flexible and elastic, while fibrocartilage is stronger and less flexible. Cartilaginous joints formed with hyaline cartilage can be found between certain bones of the rib cage. Intervertebral discs located between spinal vertebrae are examples of slightly movable joints composed of fibrocartilage. The fibrocartilage provides support for bones while allowing for limited movement. These are important functions as it relates to the spinal column as spinal vertebrae help to protect the spinal cord. The pubic symphysis (which connects the right and left hip bones) is another example of a cartilaginous joint that unites bones with fibrocartilage. The pubic symphysis helps to support and stabilize the pelvis. Freely Movable (Synovial) Joints Synovial joints are freely movable and provide the greatest degree of mobility. OpenStax College/Wikimedia Commons/CC BY 3.0 Freely movable joints are classified structurally as synovial joints. Unlike fibrous and cartilaginous joints, synovial joints have a joint cavity (fluids of synovial joints include joints in the wrist, elbow, knees, shoulders, and hip. Three main structural components are found in all synovial joints and include a synovial cavity, articular capsule, and articular cartilage. Synovial Cavity: This space between adjacent bones is filled with synovial fluid and is where bones can move freely in relation to each another. Synovial fluid helps to prevent friction between bones.Articular Capsule: Composed of fibrous connective tissue, this capsule surrounds the joint and connects to adjacent bones. The inner layer of the capsule is lined with a synovial membrane that produces the thick synovial fluid.Articular Cartilage: Within the articular capsule, the rounded ends of adjacent bones are covered with smooth articular (relating to joints) cartilage composed of hyaline cartilage. Articular cartilage absorbs shock and provides a smooth surface for fluent movements. Additionally, bones at synovial joints may be supported by structures outside of the joint such as ligaments, tendons, and bursae (fluid-filled sacs that reduce friction between supporting structures at joints). Types of Synovial Joints in the Body OpenStax College/Wikimedia Commons/CC BY 3.0 Synovial joints allow for a number of different types of body movements. There are six types of synovial joints found at different locations in the body. Pivot Joint: This joint permits rotational movement around a single axis. One bone is encircled by a ring formed by the other bone at the joint and a ligament. The bone that pivots may either rotate within the ring or the ring may rotate around the bone. The joint between the first and second cervical vertebrae near the base of the skull is an example of a pivot joint. It allows the head to turn from side to side.Hinge Joint: This joint permits bending and straightening movements along one plane. Similar to a door hinge, movement is limited to a single direction. Examples of hinge joints include the elbow, knee, ankle, and joints between the bones of the fingers and toes.Condyloid Joint: Several different types of movements are allowed by this type of joint, including bending and straightening, side-to-side, and circular movements. One of the bones has an oval-shaped, or convex, end (male surface) that fits into the depressed oval-shaped, or concave end (female surface) of another bo ne. This type of joint can be found between the radius bone of the forearm and bones of the wrist. Saddle Joint: These distinct joints are very flexible, allowing for bending and straightening, side-to-side, and circular movements. The bones at these joints form what looks like a rider on a saddle. One bone is turned inward at one end, while the other is turned outward. An example of a saddle joint is the thumb joint between the thumb and palm.Plane Joint: Bones at this type of joint slide past each other in a gliding motion. The bones at plane joints are of similar size and the surfaces where the bones meet at the joint are nearly flat. These joints can be found between bones of the wrist and foot, as well as between the collar bone and shoulder blade.Ball-and-Socket Joint: These joints allow the greatest degree of motion permitting bending and straitening, side-to-side, circular, and rotational movement. The end of one bone at this type of joint is rounded (ball) and fits into the cupped end (socket) of another bone. The hip and shoulder joints are examples of ball-and-socket jo ints. Each of the different types of synovial joints allows for specialized movements that permit different degrees of motion. They may allow movement in a single direction only or movement along multiple planes, depending on the type of joint. The range of motion of a joint is therefore limited by the type of joint and by its supporting ligaments and muscles. Sources Betts, J. Gordon. Anatomy and Physiology. Kelly A. Young, James A. Wise, et al., OpenStax at Rice University. Chen, Hao. Heads, Shoulders, Elbows, Knees, and Toes: Modular Gdf5 Enhancers Control Different Joints in the Vertebrate Skeleton. Terence D. Capellini, Michael Schoor, et al., PLOS Genetics, November 30, 2016.

Drug Court Research Paper Example | Topics and Well Written Essays - 1000 words

Drug Court - Research Paper Example That individual has the liberty to either call the required coordinators or a request in writing can be sent to the appropriate authorities as well. Furthermore, if the person wants to be a part of the Miami Dade Countys Drug Court program and wants to acquire some information regarding that place, then the applicant should contact the Drug Court Coordinator who shall help the individual in simplifying matters. The person who becomes a part of the Drug Court Program will be able to graduate after a minimum of a 12 month period. In this time, the client will have to attend different training sessions, must show good behavior to the norms of that place, must portray the recovery from the drugs in a positive way and must be able to cast in all the payments to the court for the treatment. (Peter Finn, 1993) Only after complying with all these steps a request is sent by the counselor to the judge to let go that individual. Though the final decision rests in the hands of the judge but once set free, the graduate can file a request to wipe out all the records of his stay in the program. On the contrary, if the individual fails to complete the minimum time period of that program and constantly tests positive for drug usage, then the person will be dropped off the training setup. To worsen the conditions the client will be tried in the criminal court and if convicted, will have to serve and spend time in the jail for the wrong doings.(Jason A Oetjen, 2003) This option is chosen very rarely and in extreme cases where the drug offender refuse to let go their appetite of having drugs. Otherwise, everyone works hard enough to find a way to treat the participant to clear the obstacles. If a rule is broken or the progress is unsatisfactory, the drug court doesn’t take the applicant to the criminal court right away, rather they look into the set of events that prompted the person in complying by the rules

Analysis of the Value at Risk (VaR) of a Portfolio of 4 Shares Essay

Analysis of the Value at Risk (VaR) of a Portfolio of 4 Shares - Essay Example This research will begin with the introduction of Value-at-Risk (VaR) as an established method for measuring market risk is an element of the advancement of risk management. The relevance of VaR has been extensive from its early use in security houses to profit-making banks and business and from marketplace risk to credit risk. Subsequent to the foreword in October 1994 by the Risk metrics by JP Morgan, the VaR is an assessment of the worst estimated failure that a firm may bear over a stage of time that has been particular by user, under standard market circumstances and a specific level of assurance. This evaluation may be attained in various ways, by means of a numerical model or by Computer calculated models. VaR is a calculation of market risk. It is the highest loss which can happen by incurring N % confidence above the property period of n days. VaR is the predictable loss of a portfolio over a particular time stage for a lay down level of probability. For instance, if every d ay VaR is declared as  £100,000 to a 95% level of confidence and throughout the day there is simply a 5% probability, then the next day loss is better than  £100,000. VaR dealings the potential failure in market value of a portfolio by means of expected instability and correlation. The â€Å"correlation† is considered as the correlation that is present between the market value of diverse appliance in a bank’s portfolio. VaR is considered inside a given confidence gap, typically 95% or 99%; it seeks to compute the probable losses from a place or portfolio under various normal situations. The description of regularity is vital and is fundamentally a statistical conception that varies by the organization and by risk management system. Considering merely, the most frequently used VaR models suppose that the price of resources in the financial markets go behind a standard distribution. To execute VaR, all of a firm’s situations data must be meet into one centrali zed database. Once this is absolute, the general risk has to be designed by combined risks from specified instruments within the whole portfolio. The possible shift in each gadget (that is the single risk factor) has to be incidental from past every day price movements above a given examination period. For dictatorial purpose, this stage is at least one year. Hence, the data where the VaR estimates are supported must confine all appropriate daily market shifts over the preceding year.   VaR is simply a measure of a bank’s risk experience; it an instrument for computing market risk experience. There is no one VaR integer for a single portfolio, as diverse methodologies used for scheming VaR produced dissimilar results. The VaR number confines only those risks that can be calculated in quantitative terms; it does not confine risk exposure such as prepared risk, liquidity risk, regulatory risk or autonomous risk. Assumption of Normality: An allocation is explained as usual, if there is greatest probability that any examination of the populace sample will have an importance that is

Theories of Management Essay Example | Topics and Well Written Essays - 2250 words

Theories of Management - Essay Example All the way through, they must work out responsible leadership. Management’s work is to â€Å"fit† out of the many situations faced by organizations and prepare activity plans to resolve organizational troubles. But less understood is the reality that management must carry out more than supervision what already exists. They must also make new products and services and even re-create the organization from time to time. A significant fraction of management is creative work driven by innovative knowledge and information. Information technology can offer a powerful responsibility in redirecting and redesigning the organization. It is important to note that managerial roles and decisions diverge at diverse stages of the organization (Kenneth 1999, p.11). Through out the pervious few decades, in the whole world, the business area has sought to ascertain its environmental classification by putting together ecological and public impartiality matters addicted to its business str ategy plans and application. Food sector is mainly obvious right through farming and foodstuff structures, where foodstuff processors and vendors come into the view using communication of the lessons to be drained from the enlargement of the organic food division. The enlargement of organic food sector manufacturing has guided the business area to tackle the variety of conduct and to dissimilar scale green subjects in determining the course of this growth. For a number of business actors, the pressure of ‘green’ fears have been obvious in small and additional than terms of concern and declarations of intention, which are planned to cover present indefensible application. For others, in difference, it is imitate in the foodstuff manufacturing systems in conduct that hold up the manufacture of natural food, the expansion of ecological codes of application and other plans which stand for a innovative strategy trend (Lyons

Comparison of Human Resource Strategies

Comparison of Human Resource Strategies Strategic Management of Human Assets Table of Contents (Jump to) Company A Overview Company B Overview Company A HR Strategies Company B HR Strategies Similaries and Differences between Companies Conclusion Bibliography Organization A: Telenor Organization B: Mobilink Company A Overview Telenor Telenor is the prevalent mobile telecommunications operative in Norway and a momentous worldwide mobile operative, with a numeral of operations external Norway.Telenor is 100% possess by Telenor ASA and adds on to its maneuver in Asia together with Thailand, Malaysia and Bangladesh. Telenor is the greatest increasing mobile complex in the country, with reporting realization of cavernous into many of the outmost areas of Pakistan. In the mainly tricky terrains of the country, from the mountainous northern areas to the rambling deserts in the south, at times they are the only operative linking the formerly distinct. Company B Overview Mobilink: Mobilink is world most important cellular and Blackberry service contributor. It has More than 35 million cutovers. Market contribute of Mobilink is 35 %. HUMAN RESOURCE MANAGEMENT STRATEGY FOR TELENOR Some of the very most important features of the tactical development are tinted as under HR Planning Process: Strategic Planning The company does not utilize any arithmetic procedure or technique for the strength of mind of labor deficiency or superfluous. The company however, relies on skewed judgmental methods. The judgmental methods are stand on the connoisseur decision that determine the supply and command of labor. Whenever the company experience the require of a requisite person, the company demeanor interviews of the aspirant applicants. formative Labor stipulate formative Labor Supply Strategic Direction Telenor existing policy is based on edifice a earlier association with its customers by taking gain of their position as a worldwide marketplace leader. The approaches are paying attention on captivating and retaining a increasing marketplace split in all customer groups. Strategic plan Humanizing their client Proposition Telenor clientele, mobility means immediacy, convenience, ubiquity and personalization. These attributes give them many opportunities to interact with their customers in behavior that will augment their lives. Local implementation remnants indispensable, but they consider that they can assemble on their worldwide benefit by adopting additional dependable marketing approaches, based on greatest practices congregate from across the Group. They have commence a â€Å"convention campaign†, the endeavor of which is to appreciably amplify the average number of minutes their customers utilize their services every day. As part of this, Telenor is initiation a assortment of marketing initiatives to emphasize the practical and poignant benefits they convey to their customers. Executing Data Strategy Their data strategy rests on four pillars; Increasing the importance of Right Service They are increasing a collection of accessible, branded data military. Key applications comprise new text, depiction and video messaging services, trouble-free admission to e-mail, isolated admittance to business applications, and stipulation via a Telenor user boundary to in order and amusement make available by business partners. Inter-operate theoretically, discriminate Commercially. It is imperative for them to stay behind very energetic in manufacturing consistency to make certain complete inter-operability of our services with those from other mobile operative and fixed-Internet companies. Promoting suitable Pricing Models They encourage a pricing model that permits them to bout their pricing most intimately and evidently to their customers considerate and discernment of worth. Competitive Environment Customers necessities are increasing to include admittance to information, data and multimedia services over mobile strategy. They are exceptionally placed to assemble these needs, using their extent and flair to generate the most convincing services and to expand partnerships helps them surpass their customers potential. With the infiltration in market and the foreword of new 3G technologies, they can be expecting to go from side to side a period of market confusion, which will possibly escort to some consolidation in the industry. HR Strategies for Mobilink The Mobilink that allege of the most important market investor in telecom industry has shown very conventional loom towards the recompense management. The important organizations always try preeminent to have a best-fit deliberate loom in the direction of the human being reserve administration surrounded by organization but unluckily the foremost organization like Mobilink is also use finest carry out approach in compensating approach. During this investigate we also come to terminate that these best practice are not completely implemented in whole essence but they are either incompletely implemented or just linger in name. INCENTIVES PLAN Incentives are premeditated to give confidence employees to attain objectives. They are planned to straight incentive for present and future recital, promising â€Å"do this and we will make it significance your while† Incentives are usually monetary but they can assure non-financial rewards such as recognition, encouragement or predominantly interesting assignment. Individual Incentives Plan: Individual incentives diplomacy are those that are fretful to reimburse the individual labors that effect in organizational outcomes. In Mobilink the individual inducement tactics don’t endure in any form. Although this kind of incentive arrangement is merely for the rummage sale an individual in the shape of commission on sale. But we diverge with them because it is individual enticement plan because this is reimbursed at risk and where risk exists it’s not incentive. One other shape of incentives map is that they are paying after a while to the lower management on the hour’s basis they used up in addition the duty hours. Group Incentives Plan The Mobilink have a preference to team and assemblage working. People are recognized from their personal assemblage or players with in association. Like sales community, advertising players, investment investigation team, economics allotment team, HR peoples, etc The group inducement is based on the objectives being allot to each team or group. If they prolifically achieved within the given restraint and also these triumph escort company performance to augment than they will be entail for group enticement in following manner: Per unit inducement journal incentives unremitting encouragement inaccessible areas incentives Organizational Incentives The organizational performance is deliberate in the shape or amplifies in twelve-monthly rummage sale, No of clinteles, and augment in marketplace allocate. The personage aims are consecutively joined with the company performance. When company is being successful in attain these objectives. Special Incentives According to the Mobilink recompense Officer, â€Å"There are very hardly any and exceptional extraordinary incentives because the group enticement and group incentives preparation are premeditated in such a way that every and all individual is performing arts extraordinary†. But hardly any types of extraordinary enticement arrangement are: Gratitude: If an significant person in addition accomplish in sales or manufacture division, a variety of types of recognition like â€Å"Man of the year† which enclose official document and some other prizes. superiority certificate introduction the name and Picture in association pinnacle performers colonnade Admiration: the personality is appreciated individually by the General manager either gathering individually or through call or through email etc Extraordinary Cash Amount is specified on the instance when somebody (frequently specified to HR) for draw towards you and occupy pinnacle player of participant. Job assessment technique: Mobilink exercise two techniques for appraise job in regulate to be acquainted with the significance of the job. spot technique standing technique Similarities and differences of Mobilink Telenor Strapping Points of Mobilink: The employee satisfaction level is elevated in assessment to the expected range. The Mobilink has recognized a knowledgeable HR department consists of 40 HR professional in order to exploit the inspiration and pledge level of the human resource. The Mobilink has started amend the management loom from the traditional towards contemporary style in which they can be capable to identify and recompense human being efforts in near expectations. The incessant incentive arrangement has a optimistic brunt on those employees who has received, trying their most excellent to maintain this incentive for longer time and also a contrivance for inspiration to convey up with more inventive efforts to expand this inducement that has not received. One other organizational enticement of â€Å"three gross salaries† induce every employees to go for best endeavor brunt in order to make certain the achievements of organizational goals for the explicit time period. Strong points of Telenor: Telenor paying attention on individual performance, have made the remuneration system in such a way to be familiar with the efforts and efficiently compensate these. Therefore the incentives plans are very assorted and up-to-date. The arrangement is very succinct in such method that it even plunders the insignificant elevated efforts of personality within the teams or groups. The extraordinary incentives like â€Å"Golden Hellos† and â€Å"Golden handcuffs’ are very proficient in given them the preeminent professional from the marketplace and also the capability to preserve them for life time. The performance of personage is even contented if the organization fails to attain its goal. Once the individual be successful in its targets their rewards are outstanding. The Telenor has explicit incentives plan for every stage and for every personality. The administration incentives plan is one of the examples. This inducement doesn’t exist in Mobilink. The job assessment method extensively worn is Point-method. And that’s the motive the employee pleasure in Telenor is added than Mobilink as the disburse pattern created from the peak method are very succinct and replicate the efforts decided. The reimburse packages and inducement plans are striking and provide additional remunerations at all stage. Wide assortment of incentives remains the employees pleased, dedicated, trustworthy and industrious all the time. Weak points Mobilink presently ignores the satisfying of individual efforts. They recompense personality labors when the corporation convenes the objective. If the company be ineffective in the direction of to work, they don’t plunder those human individual who effectively attain their personality objectives. Here it may be credible that the purpose allocate by their relevant department is not correctly associated with the organizational ambition. So here the personalities undergo on the expenditure of their higher management. The recompense system is not appropriately bound for or associated with the business objectives; the intention here should be to communicate all employees to a universal point in classify to generate synergy. Because they reimburse in assessment to the some international company or conclusion survey firm. The incentives plans are very tapered and limited. It requirements to be comprehensive in order to expand the trustworthiness and obligation at person, collection and managerial level. The base of personality incentives arrangement is very scrawny and some time non-existing. Strong and Weak points of Telenor Telenor has demonstrate itself as genuine self-motivated a firm who has customized itself in the hard-hitting competition, got most important market contribute to from the available company Mobilink in a very dumpy point in time. The Telenor has great number of strapping points and few frail points. Weak Points The employee’s bury affiliation is not brawny as it is in Mobilink. The society in Telenor is going towards inaccessible environment where every individual will be troubled for its own self-interest. There are two sorts of workers. Enduring and indenture employees. The Telenor loom towards the indenture employee is not so a great deal devoted as it is for enduring workers. This may accompany to the worker prejudice and the unfaithfulness might be result in. Their employees are not attentive of the recompense policies. This is some time good quality but some time generates difficulty. The Telenor has kept classified the compensation strategies even from the employees. Conclusion: It is completed from this description result that Mobilink is no hesitation the market organizer in HR systems but it needs improvement, redecoration and development in order to effectual defend the competitor’s violent strategic actions. Mobilink is trailing its market split as well as input employees to Telenor because Telenor is on condition that striking packages. The Mobilink should start poignant towards the ethnicity of disburse for performance as a substitute of paying for possession of skills. This can be accomplishing by accomplishment of effectual performance management and reimbursement system. Mobilink shouldn’t deem on its current employees but also seek out for the best people in the marketplace, because if these unsurpassed people are hired by the challenger, this would result in further hardship to safeguard. Therefore appropriate performance assessment, criticism and rewards should be making certain. Bibliography Charles J. Fombrun, ‎. M. (1998). Strategic human resource management. https://books.google.com.pk/books?id=gIqlCsQYZJsCprintsec=frontcoverdq=strategic+human+managementhl=ensa=Xei=fXSdVIyFJJSfuQTP_4CACgved=0CCEQ6AEwAQ. Delery, J. (1998). Issues of fit in strategic human resource management: Implications for research. Human resource management , http://www.sciencedirect.com/science/article/pii/S1053482298900067. Ingham, J. (2007). Strategic Human Capital Management. https://books.google.com.pk/books?id=ZWuuAAAAIAAJq=strategic+human+managementdq=strategic+human+managementhl=ensa=Xei=fXSdVIyFJJSfuQTP_4CACgved=0CCcQ6AEwAg. JE Delery, D. D. (1996). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of management Journal , http://amj.aom.org/content/39/4/802.short. John Storey, ‎. M. (2009). The Routledge Companion to Strategic Human Resource Management. https://books.google.com.pk/books?id=hecig5s4fnUCprintsec=frontcoverdq=strategic+human+managementhl=ensa=Xei=fXSdVIyFJJSfuQTP_4CACgved=0CDkQ6AEwBQ. Kovach, K. A. (2006). Strategic Human Resource Management. https://books.google.com.pk/books?id=ClmOpjxu4TICprintsec=frontcoverdq=strategic+human+managementhl=ensa=Xei=fXSdVIyFJJSfuQTP_4CACgved=0CBwQ6AEwAA#v=onepageq=strategic human managementf=false. MA Huselid, S. J. (1997). Technical and strategic human resources management effectiveness as determinants of firm performance. Academy of Management , http://amj.aom.org/content/40/1/171.short. www.telenor.com www.mobilink.com

People Need Their Freedoms and Rights Essay -- politics, goverment

From 1945-1991, a Cold War raged between the Western world and the communists. The communist governments of the East reigned over their territories with an iron fist. Few of the citizens enjoyed life under their governments. In Germany, East Germans found various ways to flee to West Germany and escape their oppressive leaders. Through various revolts, the totalitarian USSR government eventually hemorrhaged and was forced to dissolve. Throughout history, human beings have rejected totalitarian rule. Even here in America, many youths protested their lack of voice in the country that they were such a large part of. People need their individual rights and freedoms. This vital lesson can be applied to Egypt, where protests are under way because of the overly militaristic domestic policies of President Mubarak. Reactions to the presence of the Berlin Wall demonstrate how humans need their freedoms. Prior to the installation of the wall, a citizen could simply cross a street and arrive at the other Berlin. But before long, the GDR (East German Government) noticed that many of their young, skilled workers were crossing over to West Germany, seeking asylum in the FRG (West Germany) (Dowling). These refugees, 200,000 on average annually, crossed over to free themselves from the new government by which they were controlled against their wills (Dowling). One can just imagine how oppressed citizens must have been in the GDR and other communist states, by seeing the overjoyed reactions of the citizens once freedom was declared (Fall of the Berlin Wall). This is a prime example of why citizens need to have their individual freedoms. Nobody can be happy under a leader they do not believe in, nor under oppressive rule. People need their individu... ...overning he was using, the style of repressing citizens and aggressively pushing them around, he might have been able to change before protests erupted. However, he was not the first leader to govern in this manner. Throughout history, one can find countless examples of angry citizens rebelling. It happens everywhere: America, with the American Revolution against England; the poor rising up during the French Revolution; even in the peaceful protests of India, for her independence from England. Revolutions happen everywhere. It takes a good leader to prevent them, so anyone can see what this implies about Hosni Mubarak. It is strange to think that after countless rebellions throughout history, from America to the USSR, totalitarian leadership is still occurring. Eventually, it must be globally acknowledged that people need their individual rights.