EISENHOWER Surname Origin and Last Name Meaning

The surname Eisenhower is a common Americanized spelling of the German occupational surname Eisenhauer meaning iron cutter or iron worker. Eisenhauer derives from  the Middle High German isen, meaning iron and  houwà ¦re, a derivative of houwen, meaning to cut, chop, or hew. The surname is similar in meaning to Smith, Schmidt, and other surnames that mean blacksmith. Alternate Surname Spellings:  EISENHAUER, ISENHOUR, ISENHAUER,  ICENHOUR, IZENOUR Surname Origin: German Where in the World is Eisenhower Found? The Eisenhower surname is found most prevalently in the United States, with an especially strong presence in the state of Pennsylvania. A few occurrences of the surname also appear in Canada (specifically the Peel region of southwest Ontario), Germany (Berlin and Bayern) and England (specifically Worcestershire). The Eisenhower spelling of the surname is not very prevalent in Germany, found only in Berlin (according to surname distribution maps).  The German Eisenhauer spelling, however, is found in 166 localities throughout Germany, most prevalently in  Bergstraße,  Odenwaldkreis,  Rhein-Neckar-Kreis, and  Aurich.   Famous People with the Eisenhower Surname Dwight David Ike Eisenhower - 34th President of the United States Genealogy Resources for the Surname EISENHOWER: Uncover the meaning of your German last name with meanings and origins of common German surnames. View a family tree of the ancestors of former US president Dwight D. Eisenhower, as well as those of his mother, Ida Elizabeth Stover. Biographical information on Dwight and his brothers is also available. Search a genealogy forum for the Eisenhower surname to find others who might be researching your ancestors, or post your own Eisenhower surname query. Also see Eisenhauer. Sources Cottle, Basil. The Penguin Dictionary of Surnames. Penguin Reference Books, Paperback, 2nd edition, Puffin, August 7, 1984. Dorward, David. Scottish Surnames. Collins Pocket Reference, Poc Edition, Collins Celtic, November 1, 1998. Eisenhauer. Genealogy, September 29, 2014. Eisenhower. Genealogy, August 14, 2008.   Eisenhower Ancestry. Dwight D. Eisenhower Presidential Library, Museum Boyhood Home, National Archives, July 25, 2019. Fucilla, Joseph Guerin. Our Italian Surnames. Genealogical Publishing Company, January 1, 1998. Hanks, Patrick. A Dictionary of Surnames. Flavia Hodges, Oxford University Press, February 23, 1989. Hanks, Patrick. Dictionary of American Family Names. 1st Edition, Oxford University Press, May 8, 2003. Reaney, Percy H. A Dictionary of English Surnames. Oxford Paperback Reference S, Oxford University Press, January 1, 2005. Smith, Elsdon Coles. American Surnames. 1st Edition, Chilton Book Co, June 1, 1969. https://www.thoughtco.com/surname-meanings-and-origins-s2-1422408

The Controversy Over The Ethics Of Stem Cell Research Essay

The Controversy of Embryonic Stem Cell Research THE 210/04December 2, 2012 There is a debate over the ethics of stem cell research and many people on opposing sides of the issue are not aware of all aspects. In order to intelligently debate the legal and ethical issues regarding stem cell research, one must understand what stem cells are, the applications currently available, and the impact of the research. It is also important to understand the distinction between adult and embryonic stem cells before exploring their uses and impacts Stem cells possess unique properties that make them different from all other cells in the body. Most cells do not have the ability to replicate where stem cells have the potential to multiply indefinitely. Before they have a specific function in the body, stem cells are essentially blank slates. There are two basic types of stem cells, which have different empirical properties and ethical implications. Researchers successfully attained embryonic stem cells from the embryos of mice in 1981, which led to the discovery of this process in human beings in 1998 (National Institutes of Health, 2001). Embryonic stem cells are derived from an in vitro embryo between five days and seven weeks. Regenerative medicine can benefit greatly from the characteristics of embryonic stem cells. This process enables damaged organs and tissues to heal themselves with the help of implanted stem cells matching the organ (Hunziker, 2010, p. 1). There are two traitsShow MoreRelatedStem Cell Research And The Arguments For And Against Its Development999 Words   |  4 Pages15010 Millican, Nikki K. 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The two basic controversies surrounding stem cell research is whether or not it is morally justifiable, and if stem cells will ever live up to the medical promises. Most of these controversies concern embryonic stem cells more than any other stem cells. Embryonic stem cells are unspecialized, but have the ability to divide and make specialized cells like muscles, nerves, and skin cells. These cells are found in the early stage of human developmentRead More Politics and Stem Cell Research Essay examples850 Words   |  4 PagesPolitics and Stem Cell Research The President’s Council on Bioethics published â€Å"Monitoring Stem Cell Research† in 2004. This report was written in response to President Bush’s comments regarding research of human stem cells on August 9, 2001. President Bush announced that he was going to make federal funding available for research that involved existing lines of stem cells that came from embryos. He is the first president to provide any type of financial support for the research of human stem cellsRead MoreThe Design Of The Human Body1615 Words   |  7 Pagestwo fields of scientific research that have shown promise in being able to fix these flaws and make an almost perfect human. The fields of genetics and stem cell research have shown great promise in fixing what we felt were â€Å"natural flaws† in the human body. Genetics and stem cell research are completely different fields, but they are connected by one important issue, fixing these â€Å"natural flaws.† These two f ields will be the answer to treating sicknesses, making new cells, and lead to making an almost

Relations of the mind to the body Free Essays

A definite relationship exists between the mind and the body.   Some theorists express this relationship as the mind-body connection, and many continue to debate about whether the mind controls the body or whether the body controls the mind.   â€Å"The body-mind problem concerns the relationship between minds, or mental processes, and bodily states or processes. We will write a custom essay sample on Relations of the mind to the body or any similar topic only for you Order Now    Philosophers aim to explain how a supposedly non-material mind can influence a material body and vice-versa,† (Philosophy of the Mind, n.d.). Although it may be difficult to explain, there is evidence that people experience this mind-body connection on a regular basis.   Throughout history people have used their minds to control their bodies.   For example, â€Å"using ancient meditation techniques, Tibetan monks have demonstrated to scientists their ability to raise their own body temperature and hold it high enough that they are able to dry out wet cold sheets wrapped around their body, even in a chilly room,† (Bridger, 2006). Our bodies respond to our minds, the way we think, and to our emotions.   What happens in our minds greatly affects our bodies, as there is a definite relation between the two.  Ã‚   However, many people don’t realize the extent of this connection.   For example, â€Å"poor emotional health can weaken your body’s immune system, making you more likely to get colds and other infections during emotionally difficult times,† (American Academy of Family Physicians, 2006).   If you want to change your body, you have to change your thoughts.   â€Å"We do not realize that little ordinary negative thoughts we have throughout the day have the power to create substantial changes within our bodies.   Negative thoughts wreak havoc on your body and will age you at a greatly accelerated rate,† (The Mind Body Connection, n.d.). I believe in the body-mind relation because I have experienced the connection.   When I have allowed myself to think bad thoughts, I have noticed that my body feels weak like those thoughts have somehow sucked the energy out of my body.   I have also allowed myself to think negative thoughts to the point of getting a headache, or feeling sick to the stomach.   I don’t think we can separate our minds from our bodies.   When I think happy thoughts I feel more energetic. Science and medicine will never be able to prove every aspect of the mind-body connections, and that is not really important because I doubt that every reality of life can be proven.   But I know there is a strong relation between the mind and body and it is beneficial for us to learn more about this connection.  Ã‚   Knowing that our thoughts affect our bodies is a motivating factor in helping me pay more attention to what I think, and to focus on thinking positive thoughts. References American Academy of Family Physicians (2006). Mind/Body Connection: How Your Emotions Affect Your Health.   Retrieve April 1, 2007 from http://familydoctor.org/782.xml Bridger, D. (2006).   How Much Can Your Mind Control Your Body?   Retrieved April 1, 2007, from http://www.mindpowernews.com/127.htm Philosophy Of The Mind (n.d.).   Retrieved April 1, 2007, from http://en.wikipedia.org/wiki/Philosophy_of_mind The Mind Body Connection (n.d.).   Retrieved April 1, 2007 from http://www.quantumhealthandfitness.com/mind-muscle-connection.htm    How to cite Relations of the mind to the body, Essay examples

Case Study of a Trucking Company

Question: Discuss about the Case Study of a Trucking Company. Answer: Introduction Considering a case study of a trucking company, the following reports attempts to analyze how workplace changes have affected the workers. The report targets to scrutinize how workplace changes effect the operations of the company which in turn effect the lives of workers. It also helps in understanding why the blue color unions barely see changes when compared to the other class of workers. It also is an attempt to explain how changes in a workplace effect the morale of workers in general The Current Situation Manger is the connection between the front line workers and the senior management (Rees, 2012). It is through the manager that the organization communicates to its workers (Alfes, 2013). Hence a manager has a crucial role in any organization and particularly in one that deals with blue union employees, given that the occupational hazards and physical labor of these labors is high in comparison to white collar jobs. Most often the organizations fail to recognize the same causing a negative impact on the employees. It is the role of the manager to ensure that the right communication is made at the right time to both ends and are hence in sync. Here, the managers participation as a communicator is important. In case of the current case study, the workers at Old Wollongong yard had a George Psaros, as their union delegate who is very competent. But, they did not have a manager who understood their concerns (Northouse, 2015). The then manager had weak communications skills which caused va rious issues. The new manager has succeeded in dealing with the same. New Workplace Practice Being an excellent communicator, the new manager emphasized to understand the kind of changes and improvements required in the workplace through the employees themselves. Obviously in any working environment it is the employees that are aware of the issues in the workplace and they would be able to help identify the core of issues (Lounsbury, 2016). Also, the manager spoke to George to understand the status in general. Instead of simply believing one single person, he thus invested in the entire union (Salaria, 2015). The new manager was different in is approach. Instead of blaming the drivers when an issue raised, he analyzed and tried to understand if it was a technical issue or an operational issue. He tried to understand if there was an information gap that would have caused the issue. Instead of playing a blame game, the manager tried to find the crux of the problem and a solution for the same. At the same time, the manager was intolerant to the drivers who were causing issues intentionally. Hence, instead of blindly believing and blaming the manager made an attempt to understand where the problem is and dealt with them. Instead of being an autocrat, the manager chose to be a democrat even when he was given authority (Williams, 2013). He did not dominant and order around rather he made had delegated the power with the help of George. Before making a decision he contacted George thereby ensuring he understood the opinion of the man, who has been with the union for quite sometime. He also made sure that the employees are valued by providing them training with respect to health hazards and customer relations, thereby decreasing the number of issue. The manager has also believed in two way communication. Whenever there was an issue with the work, he informed the worker and gave him a chance to work on it. If there was an operational issues, he made sure that the workers concern was informed to the management. At the same time, the managerial failures, successes and pressure points where informed to the employees to help them understand. Thus the new manager was the perfect communicator between the management and the blue collar worker (Daft, 2016). If George or the manager Change The major risk with changing a workplace with respect to one person is that once the person leaves the changes may not sustain. Every manager have their own way of working, some command and demand, some communicate while some dont care. Given that the earlier manager was autocratic adopting to the new manger was relatively easy for the employees. The new manager along with the union delegate George were able to provide trainings to the workers with respect to occupational hazards, changed uniforms and helped them incorporate the changes there by boosting the employees for good. Both of them were interested in helping the organization grow considering the wellbeing of employees. Change management can be a very challenging task (Hayes, 2014). Transitions that employees dont agree with can be extremely tough. Even with the new manager in our case, the workers resisted changes initially. It was the benefits of the change see post implementation that the employees become more flexible. After a certain period within a workplace, it happens that the employees get used to the situations and become rigid to change (Hwang, 2012). In some cases the employees may directly not accept the change and in other cases the change is accepted with great reluctance. Hence the attitude of the replacement, communication and the need for a trustworthy person is required to lead the workers in to change (Nastase, 2012). When the new manager is positive and makes an effort to bring in positive change the predecessors mistakes can be easily overridden. At the same time, gaining the trust of the employees is important and this takes significant time and patience. Forcing authority may often back fire. The other major issue with brining in change is that the workers tend to compare before and after effects and hence it is quite an effort for the new manager to live up to these changes. In case post this manager, the next manager is different, then the entire cycle would repeat. As of now the workers have been facilitated with trainings, new fleet, uniforms and so on. More importantly they have understood the need of communication. Their problems are being enquired and resolved. This has motivated the workers and formed a bond. In case a negative manager comes next, the chances of strikes would become higher. A demand to get the old manager back. In case the new manager is dominating, the employees lose their morale and would not be motivated to work (Kruse, 2013). Also, the every mistake of the replacement would be magnified. Even a change of George would have very similar issues. If the new union delegate is not very concerned about the employees issues would obvious raise. Also the communication between the manager and the union delegate should work. If this is not the case, all the initial issues would pop up again. Blue Collar Workers Workplace Changes Resisting change and not engaging in the same is an assumed characteristic of blue collar workers. However, it is often the other way round. They are the one that need the changes the most. They are responsible for rigorous physical labor and they jobs effect the running of an organization (McCann, 2013). Most of the time, the efforts of blue collar workers are not even recognized and hence they do not expect change. They often tend to think that organizations do not see them as a potential and hence tend to bring up issues only after they have become extreme. This is emphasis the need for unions for these workers. Any worker would prefer a positive change in the work place. Communication, fair wages, fair timings, enough number of workers, proper amenities, health and safety measures etc are the common demands of most of the strikes carried on by these workers. The recent quarantine workers strike in Australia is an example of the same. However, these changes are barely seen (Okechukwu, 2013). Companies such as BHP Billiton often stress on the need to work for the welfare of these workers. They take it up in their values and also as a part of CSR. However, there are very few companies that do this. Blue collars have a very predictable life style (Du, 2013). The jobs are predefined as laborious, long hours, harsh mangers, strong unions and no new technology. Hence, their expectations are set and they dont expect change. To make changes possible it is necessary to help the workers change their point of view (Van, 2012). Blue collar workers expect the bare minimum. A simple glace through their life can prove the same. Most of the strikes around world by blue collar workers, demand basic necessities which are required by every human. The demands of these workers help us understand that they are anticipating positive changes in the workspace Conclusion Implementing work places changes can get difficult when a proper plan is not set in place. Communication plays a key role in the same and the attitude of the manager is important. A perfect synchronization between the employee needs and thr organizational wants have to be managed by the manager. A two way communication in passing orders and listening to issues is required. A manager should be able to establish friendly bonds so that issues can be easily bought up and resolved. Only then he can gain the trust of employees and to bring in modifications that would enable an employee friendly workarea. References Alfes, K., Truss, C., Soane, E. C., Rees, C., Gatenby, M. (2013). The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement. Human resource management, 52(6), 839-859. Daft, R., Marcic, D. (2016). Understanding management. Nelson Education. Du Plessis, K., Cronin, D., Corney, T., Green, E. (2013). Australian Blue-Collar Mens Health and Well-Being Contextual Issues for Workplace Health Promotion Interventions. Health promotion practice, 14(5), 715-720. Hayes, J. (2014). The theory and practice of change management. Palgrave Macmillan. Hwang, B. G., Low, L. K. (2012). Construction project change management in Singapore: Status, importance and impact. International Journal of Project Management, 30(7), 817-826. Kruse, K. (2013). What is leadership. Forbes Magazine, 3. Lounsbury, J. W., Sundstrom, E. D., Gibson, L. W., Loveland, J. M., Drost, A. W. (2016). Core personality traits of managers. Journal of Managerial Psychology, 31(2), 434-450. McCann, L., Granter, E., Hyde, P., Hassard, J. (2013). Still blue?collar after all these years? An ethnography of the professionalization of emergency ambulance work. Journal of Management Studies, 50(5), 750-776. Nastase, M., Giuclea, M., Bold, O. (2012). The impact of change management in organizations-a survey of methods and techniques for a successful change. Revista de Management Comparat International, 13(1), 5. Northouse, P. G. (2015). Leadership: Theory and practice. Sage publications. Okechukwu, C. A., Dutra, L. M., Bacic, J., El Ayadi, A., Emmons, K. M. (2013). Home matters: work and household predictors of smoking and cessation among blue-collar workers. Preventive medicine, 56(2), 130-134. Opornsawat, L. (2015). Relationship between personality traits of employees with their motivation and ability factors: A case study of Thai shipping group of companies. Rees, D. (2012). The changing role of the manager. Salaria, M. R., Jamil, I. (2015). Impact Of Personality Traits Of Manager On The Performance Of Project. All papers published in the, 17. Van Orden, G., Hollis, G., Wallot, S. (2012). The blue-collar brain. Frontiers in Physiology, 3. Williams, C. (2013). Principles of management. South-Western Cengage Learning.