Thesis on The MMR Hypothesis

MMR Hypothesis

The tale of how vaccines were brought into question as a cause of autism stretches back to the 1990s. In 1995, a cohort study was published in the Lancet by a group of British researchers finding that people who were infected with the measles-mumps-rubella ( MMR) vaccine were more likely than people who had not administered MMR to develop bowel disease.

Gastroenterologist Andrew Wakefield, MD, was one of these researchers, who went beyond that to investigate the potential correlation between the vaccine and bowel disease by speculating that chronic vaccine virus infection triggered intestinal tissue damage, which in turn contributed to bowel disease and neuropsychiatric disease (autism in particular). Any studies have recently indicated that part of this theory is that vaccination is linked with autism.

Wakefield conducted a case series report in the Lancet in 1998, along with 12 co-authors, reporting that they find signs of measles virus in the digestive tracts of children who had shown autism symptoms after MMR vaccination in many of the 12 cases they examined. He proposed the suspension of the MMR combination vaccine in favour of single-antigen vaccines offered individually over time.

The probability of a correlation between MMR and autism was comprehensively investigated over the next twelve years. No reputable, valid research supported the results of Wakefield; instead, there was no correlation between MMR and bowel disease or MMR and autism in several well-designed trials.

The BMJ released a report by Brian Deer. Deer consulted with parents of children from the retracted study for this new report and found evidence that Wakefield perpetrated test deception by falsifying details regarding the circumstances of the children.

Deer noticed after reviewing the records for all twelve children that the claims made in the paper did not fit the numbers from the records of any of the following categories: children with regressive autism; children with non-specific colitis; or children with original signs within days of acquiring the MMR vaccine. The Lancet paper argued that six of the children had all three of these conditions; not a single child really did, according to the documents.

While scientists have long debunked the conclusions of Wakefield ‘s paper, the proof that the research itself has been falsified renders this study by the BMJ a seminal event in vaccine history. There is clear evidence that the initial thesis may not have been conducted because it was not only improperly performed, and moreover that it was a result of scientific fraud.

Thesis on Benefits of Diversity in Teams

The rewards of team diversity are about more than tapping a wider pool of expertise. They can not always view the world in the same way as the team arrives from diverse cultures , religions, countries, races and ethnicities. In numerous ways, this enhances your business:

  1. Greater imagination is created by various cultural viewpoints. Bring many workers together who see the world in different ways, and better ideas can be created by the team.
  2. Diverse groups are more likely than assumptions to work from evidence. They are often more likely to spot where other participants function with prejudice instead of facts.
  3. Companies that have greater ethnic and gender equity in management also achieve a higher rate of return.
  4. Getting representatives with the relevant ethnicity on the team offers the business a clearer viewpoint on local regulations, customs, language and the competitive environment if you want to enter overseas markets.
  5. Getting staff members who are comfortable with other backgrounds on the staff will stop using words or photos that annoy the target group inadvertently.
  6. Similarly, gender balance in departments before the ad campaign is launched will make it easy to spot advertisements that are racist or condescending to women.
  7. Companies that emphasise organisational team diversity will improve employee satisfaction. They are also attractive to new workers, particularly younger ones who have been accustomed to diversity for the rest of their lives.

Gender Diversity in Teams

Growing the number of women in positions of team leadership often provides advantages. For other women in the team, female executives act as role models and mentors. They rely more on recruiting data-driven options and also search for quieter, less-showy talent to hire or encourage.
This will all show itself to be self-reinforcing. If team members see women in management roles on a regular basis, that shifts their view of who can lead and what women are capable of.

How plagiarism can be avoided when writing a thesis paper?

You do not have to climb any mountain to avoid plagiarism. In other words, it is not a very hard task. By following some easy tips, you can produce a completely original paper. In addition to that, you need to remember that jury members are very stern with students who produce copied content. The first thing which you need to do to avoid plagiarism is rephrased your content. For instance, once you have collected the required material, bring it into one form. Once the compilation is done, rephrase it completely.

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Structure of the labour market in Saudi Arabia

Before the discovery of oil, the country was dominated by a nomadic and semi-nomadic way of life, known as the Bedouin lifestyle. The wandering and semi-nomadic population was estimated at 50% of the total population. This population began to decline, reaching about 46.2% in 1966 and gradually reaching 7% in 1992.

Considerable efforts were made, from 1910 to 1968, to establish nomads and transform them into agricultural societies. Some public departments were also created in 1915. The manufacturers did not exist until 1927. The craft industry, craft companies, fishing, and scuba diving were sources of employment in the most significant cities from the country. The workers involved in these types of work were few due to the country’s low income and the limited resources of the time.

In recent times, Saudi Arabia is undergoing a significant economic transformation, generating prosperity, and the resulting increased demand for labor. The country has met this demand by welcoming an influx of expatriate workers, whose labor force participation increased from 6.1 million a year earlier to 6.3 million in 2015, exceeding the number of Saudis. In the labor force, the overall participation rate of the country is 53.6%, compared with an average of 53.8% in the G20 countries.  But it is interesting to note that there is no correlation between production and rate of participation.

Saudi GDP increased to a 5.3% average between 2010 and 2015. This means that employers are continually adding jobs and looking for candidates for filling them, both among Saudis and expatriates. However, new opportunities on a qualified Saudian’s on the other side are not enough to ensure all skilled workers find jobs. The mismatch between supply and demand – connecting the Saudis opportunities that most effectively match their skills – is another barrier to sustainable economic growth.