Prevention and Eradication of Ebola in Nigeria Coursework

Prevention and Eradication of Ebola in Nigeria - Coursework Example Ebola virus refers to the genus Ebolavirus that include five different virus species named for the region where they were primarily detected. They are Zaire ebolavirus, Bundibugyo ebolavirus, Reston ebolavirus, Sydan ebolavirus and TaÃ'â€" Forest ebolavirus. All of the species of the Ebolavirus genus contain one member virus. Among these viruses four provoke Ebola virus disease (EVD) in humans and Reston ebolavirus causes EVD in other primates. (Jens H. Kuhn, 2010) Ebola virus disease, also called Ebola hemorrhagic fever and defined as an acute usually fatal disease in humans. EVD characterized with the damage of the immune system and organs. Ebola virus has a quite high rate of the replication. After entering the human body through the contact with skin breaks or mucous membranes it rapidly replicates in different types of cells of the immune system such as monocytes, macrophages and dendritic cells and other types of cells such as fibroblasts, adrenal gland cells and liver cells. T he immune cells transport the virus to the lymph nodes where further replication occurs and viral parts enter the blood stream. (Duane J. Funk, 2015) Hence, the virus major target is immune system cells especially macrophages. Virus reproduction in the immune cells triggers their programmed cell death that leads to the weakened immune system response. After three days of the virus exposure it affects endothelial cells that form endothelium a thin layer of the interior surface of the lymphatic vessels and blood vessels.

HR external consultant recommendation Essay Example | Topics and Well Written Essays - 2500 words

HR external consultant recommendation - Essay Example The HR Director has reservations about the transferability of the HR systems from an American context to the EU legislation, cultural and HR aspects. There are also concerns regarding the induction process for the expatriate workers. This paper aims at discussing the problems that Fantasia Corp will be anticipating in the process of implementing an HR system developed in the US in France. This paper will also give suggestions on how Fantasia Corp can overcome these challenges. In the last few decades, there has been a significant increase in the rate in which business organizations opt for global operations. Going for global markets present companies with more opportunities. Similarly, Fantasia Corp has also opted to expand their operations to Europe, with France being their targeted country. Recent researches reveal that organizations operating in different geographical environments usually have to operate under different HR practices and policies (Festing 2012, p. 43). This is due to the difference in social, political, cultural, and economic factors. Just like many other managerial practices, HRM is always affected by cultural beliefs. This is a factor that multinational corporations must take into consideration when intending to transfer some of their HR practices and policies to another country. Some of the practices that are socially allowed in America might not be admissible in France. This is a clear indication that some of the practices that have been successfully used by Fantasia Corp in the US might not be applicable in France. Therefore transferring the HR system used by Fantasia Corp in the US to France might have some performance consequences of their operations in France. HR researches have it that multinational corporations such as Fantasia Corp have to adapt to a certain degree to the cultural beliefs and practices of a host country. It should not be forgotten that in their operations