Important reflections about higher education in marketing Essay

Important reflections about higher education in marketing - Essay Example So, if the young Arabs are not well versed in marketing, they cannot contribute any significant change and cannot bring any economic development to their homeland. Although there is a growing trend of use of application of marketing, especially in the UAE, many people in these states are not well aware of the importance and its application in their particular environment. Considering the importance of marketing on the one hand and the lack of proper awareness among the native people, on the other hand, the advocates of marketing studies have been split into two groups. The one group believes that the marketing concept is not applicable in Arabian countries due to the fact that in these countries marketing principles cannot be applied as the supply of goods and services here is much greater than demand. Their argument against marketing principle application is based on the assumption that the marketing concept has been essentially a tool of developed countries, a means by which the pr oducts of buyers’ market economies are marketed. Thus, they further argue that marketing is not a discipline of globally accepted principles that may be applied to a subset of national economies. However, although they advocate marketing research and studies in order to apply its principles in the local market to boost its economy, they show their concern for the lack of adequate marketing knowledge and the shortage of marketing expertise which are the significant barriers to the applicability of the discipline.... he assumption that the marketing concept has been essentially a tool of developed countries, a means by which the products of buyers' market economies are marketed. Thus, they further argue that marketing is not a discipline of globally accepted principles that may be applied to a subset of national economies (Bartels, 1983). Although, the logic offered by this group appeals to some extent and people who are already reluctant for marketing studies take it for granted, there is the other group who favor marketing studies and application in these states. However, although they advocate marketing research and studies in order to apply its principles in the local market to boost its economy, they show their concern for the lack of adequate marketing knowledge and shortage of marketing expertise which are the significant barriers to the applicability of the discipline (Kaynak and Hudanah, 1987). The opinion of this group strongly convince us because the one main problem in economic development of the United Arab Emirates is that unfortunately there has been very little attention placed to study the marketing principles and investigate the shortcomings and opportunities of local market. Indeed it can be said that marketing as carried out in UAE with an emphasis on inducing new needs and wants, may not be of pri me concern in the development of our economy because the marketing concept is more than a quest for new needs and wants. It is basically a framework of analyses, tools and skills which provides executives with the ability to match organizational resources and competences to the needs of society (Maholtra, 1986). Thus, from the above arguments given for and against of marketing, it can be concluded that the marketing discipline can be effectively employed in order

Employee performance appraisal theories and techniques

Employee performance appraisal theories and techniques Performance appraisal is to assess and evaluate the performance of employees towards the objectives of the organisation. Performance appraisal has now become a very important part of human resource management. Performance appraisal is the basis for other personnel programs in many of the organisations like counselling, salary administration, or personnel planning. With the decline of careers in organisation, HRM techniques such as performance appraisal has become more important in motivating and controlling the workforce. Appraisal is now seen by some commentators as being much more significant in maintaining employee loyalty and commitment than in directly managing performance (Bowles and Coates, 1993). Use of performance appraisal gives the manager opportunity to change corporate values which are important instrument in control process. Thus we find a growing use of appraisal systems for non-managerial employees that are based on social, attitudinal and trait attributes (Townley, 1 989). Employees are now being appraised not only on objective measures such as attendance, productivity and quality but also on subjective measures such as flexibility, loyalty etc. performance appraisal helps in increasing the efficiency of workforce which in turn helps in achieving the objectives set by an organisation. Performance appraisal is one of the most important components in the systematic approach of Human Resource Management. Performance appraisal is the process of assessing and evaluating the performance of employees according to the objectives of the organisation. Performance appraisal is defined as a procedure which involves the regular use of recorded assessment of an individualà ¢Ã¢â€š ¬Ã¢â€ž ¢s performance and potential (Phil Long (1986). Performance Appraisal Revisited. 2nd ed. London: IPM Information and Advisory Services. 5.). A primary aim of the performance appraisal is to measure the performance of an individual against the given objectives. Performance appraisal includes the employees, management, supervisors and the units those are most responsible in the organisation. Manual staffs such as skilled employees and employees with technical duties are also subject to appraisal. Many organisations use performance appraisal even for other personnel programs, like counselling, sal ary administration, promotions or personnel planning etc. It acts as a means of communication between the boss and the sub ordinates required by the company or organisation. There are many possible uses of performance appraisal, but a wise user of the technique will choose among the possibilities and confine performance appraisal to those activities that will meet limited, specific goals (Patricia King (1984). Performance Planning and Appraisal. New York: McGraw-Hill. 7.). Performance appraisal system helps in measuring the performance of individuals against the set objectives of the organisation and the tasks provided to an individual, and rewarding them accordingly. It is also the basis for recruiting the new people, provide feed back, increase motivation, identify potential, study the skills of the employees, training to be provided according to the objectives and the work given and let people know that what is expected from them against the organisation and solve the job problem s. A change in payment systems has also helped in growth and development of performance appraisal. Reward systems and increased use of merit and performance have been associated with the development of performance appraisal. It would be clear that performance appraisal practices those are operating from past ten years or so may be effective in many organisations today. New developments has reduced the role of performance appraisal, they now are being used as a measure to achieve organisational objectives, considerable experimentation and innovation. In fact performance appraisal has become more wide spread. New forms of appraisals have also been developed. Development of performance appraisal: Informal system of performance appraisal exists as long as people work together; evaluation of employees at work is the universal tendency. The history of formal system of performance appraisal is short. With the new developments performance appraisal has become an important element of human resource management. Wide ranges of methods are used to conduct the performance appraisals such as from ranking schemes and competency based systems to complex behaviourally anchored rating schemes. Performance appraisalà ¢Ã¢â€š ¬Ã¢â€ž ¢s nature is mostly based on the objectives of management and the available resources for commitment. Simpler ranking and rating schemes are adopted by the small organisations with limited HR expertise, where as schemes such as competency based and 360o appraisal are adopted by the larger organisations. Most of the managements use only one type of appraisal system. Some organisations provide the choice for employees about methods in how they should be appraised. F ew organisations adopt multiple systems to separate reward and non reward aspects of appraisal and different systems to different occupational groups and different parts of the organisation. Appraisal Systems: Appraisal system formulates the review part of the performance cycle. Appraisal systems are designed on a central basis by personnel function, each manager evaluate the performance of their staff on an annual, six-monthly or even quarterly basis. Traditionally appraisal system has been applicable to the staff those are in higher management and supervisory positions, but with new developments it has also applicable even to the clerical staff and secretarial staff. Appraisal systems are been applicable in all the parts of the organisation for the better performance of the employees. It tends to assess the performance of the employees and reward them accordingly. Appraisal system can be used to identify the problems and improve current performance, provide feedback. It also can be used to set the organisation objectives, provide information to the HR personnel, selection process and as a reward or punishments. Appraisal can be divided into three categories, reward reviews, potential reviews, and performance reviews, and the appraisal system should satisfy at least one of those. Manager should be very careful in reviewing the primary purpose of the appraisal system. Source: www.rose.edu/faculty/bperryman/f6.pdf Performance Appraisal Methods and Techniques: The techniques to evaluate the performance appraisal can be grouped into three categories: Comparative, Absolute and Outcome or Result-oriented. Comparative Methods: These techniques help in evaluation the performance of the employees in a work group. Three main procedures which are used in performance judgements are paired comparisons, raking and forced distribution. Paired comparisons: In this method appraiser compares the pair of individuals, rating which employee is better. This could be based on the overall performance of the job or one specific trait. A rank order is obtained from the number of times each individual is selected as the better of a pair (Phil Long (1986). Performance Appraisal Revisited. 2nd ed. London: IPM Information and Advisory Services). Ranking: Rater requires listing the group of individuals and ranking them according to the merit from best to worst. In this procedure a single performance trait is used to evaluate the overall performance of employees towards the objectives. Forced distribution: This procedure combines both paired comparisons and ranking methods. Individuals receive a rating and also assigned to categories according to predetermined distribution. Absolute Methods: This method evaluates the performance of an individual by reference to standards of performance. Techniques include narrative approach, graphic or trait rating scales, critical incidents and behavioural anchored rating scales. Narrative Approach: This method describes the individualà ¢Ã¢â€š ¬Ã¢â€ž ¢s work performance and behaviour in the words of appraiser. The appraiser describes the strengths, weaknesses and potential of an individual and also suggest for improvements that are required. Appraiser can explain in the form of essay or written report. Narrative procedures have the benefit that they can explain and provide information regarding the individualà ¢Ã¢â€š ¬Ã¢â€ž ¢s performance. Trait Rating Scales: This is highly structured scale which consists of a list of personality traits. The appraiser should indicate the performance of an individual on a numerical scale for which individual is being appraised have these traits. A variation of this is the graphic rating scale which requires the rater to evaluate the individual on each of several defined qualities along a line containing a variety of objectives from very high to very low (Phil Long (1986). Performance Appraisal Revisited. 2nd ed. London: IPM Information and Advisory Services). Critical incident techniques: In this method rater explains the positive and negative behavioural events which have been observed within a review period. It is more suitable for performance feedback discussions. Behavioural Anchored Rating Scales (BARS): BARS is one of the prominent behaviour scaling techniques which determine the behaviour ratings and actually constitute job performance. This methodology is carried out using typical BARS instruments which constitute of series of vertical scales. Each scale determines performance dimension based on job requirements and past observations. The behaviour anchors observed determines the work performance of the individual. Results-oriented Methods: These methods are mostly based on specific accomplishments and outcomes of job performance rather than behaviours. Assessment is based on how the objectives have been achieved. Objectives being jointly agreed between the superior and subordinate and standards are set by discussion and negotiation. As the standards are known the procedure can be corrected as they develop. To study the role of performance appraisal, different appraisal systems, models and how are these helpful in evaluation of employee performance in order to achieve the organisational objectives. To study about performance appraisal systems, methods and techniques. How the appraisal systems are developed and implemented in the real context to achieve the objectives. To study the advantages and disadvantages of different performance appraisal methods. This data has already been published and while using this data the researcher should be very careful about the validity and reliability. Researcher should get the data which has been recently published as it will be more applicable to the present scenario. The data used by researcher in this report is mostly from books, electronic journals, and websites and research journals. Secondary includes both quantitative and qualitative data, and they can be used in both descriptive and explanatory research. Types of secondary data: Documentary data, Survey-based data, and those compiled from multiple sources. Documentary secondary data includes written documents and non written documents. Written documents include books, journals, magazine articles, newspaper and internet. Non-written documents such as pictures, drawings, television programme. Multiple-source secondary data can be based entirely on documentary or any survey data, or can combination of the two. Data collected will be analysed with the help of diagrams, graphs, pie charts and etc. Qualitative data collected from all the possible sources will help in achieving the objectives of dissertation. Saunders et al (2003) claims that there is no standard approach to analyzing qualitative data but discuss one technique where the data are disaggregated into meaningful categories that are subsequently rearranged and analyzed for related data and key themes. The dissertation will be presented in written form meeting the requirements laid down in the Individual Research Dissertation Handbook. And soft copies will be provided in the desirable standard format. Dissertation Time Plan (what are the key times) Meet the appointed lecturer and start with dissertation Finish the introduction and literature review Analyze Data and Interpret data using different data analysis tools and techniques Update Literature Review Complete dissertation by drawing conclusion Submit Dissertation Phil Long (1986). Performance Appraisal Revisited. 2nd ed. London: IPM Information and Advisory Services Patricia King (1984). Performance Planning and Appraisal. New York: McGraw-Hill. Tom Redman, Adrian Wilkinson (2001). Contemporary Human Resource Management. London: Prentice Hall. 57-95. Derek Torrington and Laura Hall (1995). Personal Management. 3rd ed. London: Prentice Hall. 316-331. Stephen Pilbeam and Marjorie Corbridge (2002). People Resourcing HRM in Practice. 2nd ed. London: FT Prentice Hall. 258-283. John P Wilson (1999). Human Resource Development. London: Kogan Page. 153-162. http://www.businessballs.com/performanceappraisals.htm www.rose.edu/faculty/bperryman/f6.pdf

Power and Starvation in the Novels and Lives of Emily and Charlotte Bro

Power and Starvation in the Novels and Lives of Emily and Charlotte Bronte      Ã‚  Ã‚   In the fictional worlds of Charlotte and Emily Brontà «, one of the few ways that women who otherwise have very little say in their lives are able to express dissatisfaction is through self-starvation and illness. It is noteworthy that in their own lives the Bronte sisters exhibited many eccentric habits in regards to eating, and both Charlotte and (especially) Emily engaged in self-starvation similar to the strategies used by the characters in their novels.    Anorexia is a general term that describes the decline of appetite or aversion to food, though it is most commonly used to refer to self-starvation. Anorexia was not new during the time of the Brontà «s. Although eating disorders are often thought of as being a modern day phenomenon, it is in fact only widespread diagnosis that is a recent occurrence. Those who had no other means to wield power, other than in terms of individual self-control, have long used starvation and fasting as a means of exerting control over an environment in which they felt powerless.    In his book, Holy Anorexia, Rudolph Bell sites a case of anorexia in a 20 year old girl from as early as 1686 (3). In fact, eating disorders were fairly common in the time leading up to the Brontà «'s era, although the motivations behind them were often quite dissimilar. Today, young women are often driven to starve themselves because, "they must conform to an impossible, media-driven standard of beauty which holds that 'you can never be too thin.'" (Orenstein 94) In the 18th and 19th century, however, thinness was not an ideal to strive towards, and the psychology behind fasting and starvation was oftentimes more complica... ...    Bemporad, Jules R. The Psychoanalytic Approach to Psychosomatics and Eating Disorders: The Prehistory of Anorexia Nervosa. New York: The Newsletter of the Psychosomatic Discussion Group of the American Psychoanalytic Association, Sept., 1997.    Bell, Rudolph M., and William N. Davis. Holy Anorexia. Chicago: University of Chicago Press, 1987.    Frank, Katherine. A Chainless Soul: A Life of Emily Brontà «. Boston: Houghton Mifflin Co., 1990.    Gordan, Lyndall. Charlotte Brontà «: A Passionate Life. New York: W.W. Norton and Co., 1994.    Orenstein, Peggy. Schoolgirls: Young Women, Self-Esteem, and the Confidence Gap. New York: Anchor Books, 1995.    Terris, Susan. Nell's Quilt. New York: Sunburst, 1996.    Vine, Steven. Bronte, Emily Jane. Date unknown. University of Swansea. 30 March 2002. http://www.litencyc.com/   

Examine the relevance of unitarism to contemporary

This essay looks to analyze the relevancy of unitarism to modern-day apprehensions of the employment relationship. This will foreground the implicit in premises associated with unitarism, sing the influence of both power and cognition within the employment relationship, and inquiry whether both factors play a portion within the unitarism position. Lastly it will reason by sketching the figure of elements associated with the employment relationship and whether the unitarism position bases an apprehension of the employment relationship between employer and employees. There are legion premises of the unitarism position within the workplace. Harmonizing to Huczynski and Buchanan ( 2001 ) the unitarism frame of mention is â€Å"a position on struggle which regards direction and employee involvements as coincident and which therefore respects ( organizational ) struggle as harmful and to be avoided† . Salamon ( 1992 ) believes the administration exists in good harmoniousness and all struggle is unneeded and exceeding. However there are deductions in following the unitarism attack, the term struggle is expressed as if there is dissatisfaction from the employees with differences in which direction is perceived when transporting out an unreasonable activity. Another deduction is trade brotherhoods are regarded as an invasion and are seeking to vie with direction to derive trueness from the employees, of which the unitarism perspective disfavors. The unitarism construct can be seen as an attack to command the employees, and the psychological contr act is an illustration of this, which stems from the unitarism position. Harmonizing to Gill ( 2007 ) Personal computer literature is frequently based on the unitarism position. Fox ( 1966 ) argues the unitarism position, is found among directors and is regarded as a ‘management political orientation ‘ . Therefore foregrounding the unitarism position as an of import theoretical tool to analyze employee attitudes and perceptual experiences of direction in an organizational context. Unitarism is another tool in which administrations use to command the working environment, which tends to disregard struggle as it does non believe it exists. The unitarism frame of mention affected the employment relationship in 19th century, nevertheless in today ‘s society this is seen as an political orientation as suggested by Fox ( 1966 ) . Harmonizing to Blyton and Turnbull ( 1998 ) the term industrial dealingss will necessitate to alter its focal point to 'employment dealingss ‘ , looking at how the employment relationship operates in pattern. There is an premise that one time there has been an understanding with the employment contract, the employment relationship should be free of struggle, and employees should accept and understand the authorization the administration has in the best involvements of all. However, this premise can be seen to be wrong as it assumes that one size fits all, where as surveies such as Purcell and Hutchinson ( 2007 ) show this non to be the case.From this position point I would reason that the focal point draws off from the administration as a whole and looks at persons, hence conveying in the paradigm of the psychological contract. The Personal computer believes that when the person ( employee ) enters into an understanding with the administration and director, and the person has agreed to this understanding there should be no struggle. This brings in an component of integrity within the administration as all are holding as persons to the administration. With this fond regard to the administr ation and its intents the ideal result from come ining into this understanding is commitment/engagement to the administration. The Personal computer construct is emphasised on managerialism, unitarism, neo-liberal and a societal exchange which is utilised by direction to pull off public presentation. The Personal computer communicates its outlooks and serves a political involvement to direction. Even though the Personal computer does non recognize struggle, it does recognize misdemeanor when it is breached ; which comes back to the component of control exerted by the employer. There are other signifiers of positions administrations adopt, one of the most normally used is the pluralist attack. Marchington and Parker ( 1990 ) argues that there are cardinal differences between the two positions ( unitarism and pluralism ) they are the ‘management ‘s credence and acknowledgment of brotherhoods ‘ , ‘their views about direction privileges ‘ and 'employee engagement ‘ , and in the ‘perceived legitimacy of and reactions to conflict at work ‘ . Therefore as unitarism position disfavors trade brotherhoods, the paradigm of occupation ordinance has more relevancy to the pluralist position as it accepts there is struggle and institutionalises it. The occupation ordinance paradigm allows for directors to hold power and processes ordinance to make order, which regulates power between the employer and employee. This paradigm has an component of objectiveness, as once more it is direction that exert power. However with trade brotherhoods assisting to commit struggle it hence allows corporate bargaining to take topographic point. Harmonizing to Kaufman ( 2008 ) the IR field has made a displacement towards a narrower paradigm of which consisted of trade brotherhoods, corporate bargaining and labour-management dealingss over the past few decennaries. There is an issue of equality which needs to be addressed in the employment relationship. The employment relationship is non equal as the employer is in the place of power, by utilizing the cognition of the work force and pull stringsing them by the usage of linguistic communication they use in the working environment to derive control. As suggested by Foucault, administrations change linguistic communication in order to rule the work force. However, Foucault ( 1980 ) besides believed that cognition is an built-in portion of power and can non be separated. â€Å"It is non possible for power to be exercised without cognition, it is impossible for cognition non to breed power† ( Foucault, 1980: p52 ) . I agree with Foucault ‘s statement in how power can non be enforced without cognition, as if it did there would be terrible effects to the administration and employees. As suggested by Townley ( 1993 ) â€Å"Power is the desire to cognize. Power is non negative ; on the con trary, it is creative† . From this statement it suggests that power is non a negative, but can be utilised to acquire the best out of cognition. Again this relates to the unitarism position as it exerts power, in order to command cognition within the workplace and in society in general. In decision the unitarism position contains premises that if it controls the working environment so there will be no struggle, nevertheless as discussed earlier this is non the instance. The employment relationship is non equal and the employer places themselves in power by utilizing linguistic communication to command the work force. As discussed power and cognition can non run as separate entities therefore they both play a portion within the unitarism position. The employment relationship is besides complex as it is the context within which interaction between employees and employers are conducted either separately or jointly ( Rose, 2004 ) .

Ibdp Biology Sl Specimen Exam Paper

N08/4/BIOLO/SPM/ENG/TZ0/XX+ 88086004 Biology Standard level PaPer 1 Monday 17 November 2008 (afternoon) 45 minutes INSTRUCTIONS TO CANDIDATES †¢ †¢ †¢ Do not open this examination paper until instructed to do so. Answer all the questions. For each question, choose the answer you consider to be the best and indicate your choice on the answer sheet provided. 8808-6004 13 pages  © International Baccalaureate Organization 2008 –– 1. Which of the following characterizes tissues? A. B. C. D. A group of cells that develop independently. A group of organs that have the same function. A group of cells that have the same function.A group of organs that have the same structure. N08/4/BIOLO/SPM/ENG/TZ0/XX+ 2. Which of the following explains how brain cells develop to carry out their functions? A. B. C. D. The cells have interacted to become brain cells. The cells have evolved that way. Some genes are expressed while other genes are not. All genes are expressed in the brain cells. 3. The following is a diagram of a prokaryote. I. II. III. IV. Which two structures are required for protein synthesis in this cell? A. B. C. D. 8808-6004 III and IV II and IV II and III I and II } –– 4. What is necessary for osmosis to occur? A. B. C. D.A membrane protein A partially permeable membrane A source of energy A cell wall N08/4/BIOLO/SPM/ENG/TZ0/XX+ 5. In a cell the nuclear membrane has broken down and spindle microtubules from both poles are attached to each centromere of chromosomes aligned on the equator. Which phase of mitosis does this describe? A. B. C. D. Prophase Anaphase Metaphase Telophase 6. Which of the following contain the element phosphorus? A. B. C. D. Amino acids Viruses Ribose Deoxyribose 8808-6004 Turn over –4– 7. Which diagram correctly illustrates a glucose molecule? A. H C OH CHOH C H OH C H C. H N H C H N08/4/BIOLO/SPM/ENG/TZ0/XX+B. O H C OH O C H N H C H C OH CHOH C H H C OH O H H C OH C OH H C OH H O D. CH (CH)n C O OH 8. The following diagram shows the effect of temperature on enzyme activity. What explains the lack of activity at high temperatures? Rate of enzyme activity optimum temperature Temperature /  °C A. B. C. D. The active site no longer has the required shape. All the substrate has been used. All the enzyme has been used. Theactivesiteiscompletelyfilledwithsubstrate. 8808-6004 –– 9. N08/4/BIOLO/SPM/ENG/TZ0/XX+ Which of the following correctly show the process and location for pyruvate formation? Process A. B. C. D. erobic cell respiration respiration photosynthesis photosynthesis Location cytoplasm chloroplast cytoplasm chloroplast 10. A molecule has two guanines, one cytosine, three riboses and three phosphates arranged in a single strand. What kind of molecule is this? A. B. C. D. DNA RNA A triplet of DNA nucleotides A polysaccharide 11. In photosynthesis, light energy is used to split water molecules. Which products are formed and what is the name of the reaction? Products formed A. B. C. D. hydrogen and ATP hydrogen and oxygen hydrogen and ATP hydrogen and oxygen Reaction photolysis photolysis hydrolysis hydrolysis 8808-6004 Turn over 6– 12. What can be concluded from the following data? N08/4/BIOLO/SPM/ENG/TZ0/XX+ 1   4  6 7 8  10 11 1 1 14 1 16 17 18 1 0 1  X Y A. B. C. D. Karyotype of a male with a normal set of chromosomes DNAprofilingofamalewithDownsyndrome DNAprofilingofamalewithanormalsetofchromosomes Karyotype of a male with Down syndrome 13. The genotypes of two parents are HbA HbA and HbA HbS. What are the likely phenotypes of their children? A. B. C. D. 7 % healthy 0 % may develop sickle-cell anemia  % may develop sickle-cell anemia 100 % healthy 8808-6004 –7– 14. N08/4/BIOLO/SPM/ENG/TZ0/XX+ The gel image shown below has two lanes.The DNA is loaded onto the gel at the origin. To separate the DNA fragments a negative charge is applied to the origin of the gel. What conclusi on could be made about the DNA fragments? 1 origin  A. B. C. D. The size of the DNA fragment in Lane 1 is greater than in Lane . The charge of the DNA fragment in Lane  is positive. The size of the DNA fragment in Lane  is greater than in Lane 1. The charge of the DNA fragment in Lane 1 is positive. 15. Which of the following best describes sex linkage? A. B. C. D. The condition will be inherited only by sons. The condition will be inherited only by daughters.The condition may be inherited by sons and daughters. The condition will be inherited by more daughters than sons. 16. A human gene is cloned into a plasmid and put into a host cell. Which enzymes are used for this gene transfer? A. B. C. D. Restriction endonuclease and DNA ligase DNA polymerase and DNA ligase Restriction endonuclease and DNA polymerase DNA polymerase and RNA polymerase 8808-6004 Turn over –8– 17. N08/4/BIOLO/SPM/ENG/TZ0/XX+ Which of the following best describe(s) all the descendants of a clon e? I. II. III. A. B. C. D. I only I and II only I and III only I, II and III They have the same chromosomes.They share one parent. They are sterile. The following diagram of a food web refers to questions 18 and 19. hawk fox small birds badger hedgehog shrew beetles slugs mice woodlice rabbits grass 18. Which organism(s) in the food web above is(are) both secondary consumer(s) and tertiary consumer(s)? A. B. C. D. Hawk and fox Hawk and hedgehog Fox and badger Hawk only 8808-6004 –– 19. N08/4/BIOLO/SPM/ENG/TZ0/XX+ If 1 000 000 J m– yr–1 of sunlight is assimilated by the grass in the food web, how much energy would be available to the badger? A. B. C. D. 10 to  J m– yr–1 100 to 00 J m– yr–1 00 to 1000 J m– yr–1 00 to 10 000 J m– yr–1 0. The average weight of walnuts from one group of trees was 8.  g with a standard deviation of 1.  g. Which conclusion can be drawn from these data? A. B. C . D.  % of all walnuts from these trees weigh between .  g and 11.  g. 68 % of all walnuts from these trees weigh between .  g and 11.  g. The minimum weight of walnuts from this tree is .  g. The maximum weight of walnuts from this tree is 11.  g. 21. Which of the following gases contribute to the greenhouse effect? I. II. III. A. B. C. D. I only I and II only II and III only I, II and III Methane Water vapour Nitrogen 8808-6004 Turn over – 10 – 22.What is the main cause of variation in a species? A. B. C. D. Meiosis Mitosis Random mating Emigration N08/4/BIOLO/SPM/ENG/TZ0/XX+ 23. The diagram below represents the human digestive system. 1 4   Which of the following correctly represents the labels? Esophagus A. B. C. D. 1 1 4  Gall bladder 4 4  1 Small intestine   1  Pancreas    4 8808-6004 – 11 – 24. What type of blood does the left atrium of the heart receive? A. B. C. D. Deoxygenated blood from the lungs Oxygenated blood from the r ight ventricle Oxygenated blood from the lungs Deoxygenated blood from the left ventricle N08/4/BIOLO/SPM/ENG/TZ0/XX+ 5. What will be an effect of HIV infection on the immune system? A. B. C. D. Antigens no longer bind to antibodies. Number of active lymphocytes is increased. Antibody production is limited. HIV patient will fall ill more frequently. 26. A person is suffering from an illness and the doctor prescribes an antibiotic to treat the disease. What is the patient likely to suffer from? A. B. C. A viral infection A prokaryotic infection An eukaryotic infection Theflu(influenza) D. 8808-6004 Turn over – 1 – 27. N08/4/BIOLO/SPM/ENG/TZ0/XX+ The diagram below shows the female reproductive system and associated organs.X Y Z Which of the labelled structures correctly identify the cervix, urethra and ovary? Cervix A. B. C. D. Z Y Y Z Urethra X Z X Y Ovary Y X Z X 28. Which conditions apply to gas exchange in the lungs when the blood arrives there from the body? Blood oxygen concentration A. B. C. D. same as inhaled air higher than inhaled air lower than inhaled air same as inhaled air Blood carbon dioxide concentration higher than inhaled air lower than inhaled air higher than inhaled air lower than inhaled air 8808-6004 – 1 – 29. Which of the following events leading up to birth is correct?A. B. C. D. Progesterone levels increase, oxytocin decreases. Progesterone levels decrease, oxytocin increases. Progesterone levels increase, oxytocin increases. Progesterone levels decrease, oxytocin decreases. N08/4/BIOLO/SPM/ENG/TZ0/XX+ 30. What should happen after a meal? A. B. C. D. Blood glucose concentration rises and insulin concentration increases. Blood glucose concentration decreases and glucagon increases. Blood glucose concentration rises and insulin concentration decreases. Blood glucose concentration rises and glucagon concentration stays the same. 8808-6004