How Long Does Hydrocodone Stay in Your System

How Long Does Hydrocodone Stay in Your System Addiction Drug Use Opioids Print How Long Does Hydrocodone Stay in Your System? Hydrocodone in Your Blood, Hair, Urine, Saliva By Buddy T facebook twitter Buddy T is an anonymous writer and founding member of the Online Al-Anon Outreach Committee with decades of experience writing about alcoholism. Learn about our editorial policy Buddy T Medically reviewed by Medically reviewed by Steven Gans, MD on September 25, 2019 Steven Gans, MD is board-certified in psychiatry and is an active supervisor, teacher, and mentor at Massachusetts General Hospital. Learn about our Medical Review Board Steven Gans, MD Updated on February 16, 2020 Darren McCollester Collection / Getty Images News More in Addiction Drug Use Opioids Cocaine Heroin Marijuana Meth Ecstasy/MDMA Hallucinogens Prescription Medications Alcohol Use Addictive Behaviors Nicotine Use Coping and Recovery In This Article Table of Contents Expand Effects Duration Factors That Affect Detection Time Elimination Symptoms of Overdose Getting Help View All Back To Top Hydrocodone is prescribed for people with severe pain. It is an opiate analgesic that works by changing the way the brain and nervous system respond to pain. Brand names for extended-release capsules and tablets include Hysingla and Zohydro ER. Besides hydrocodone alone, there are also prescription products such as Vicodin, Lorcet, and Norco that combine hydrocodone with acetaminophen, ibuprofen, aspirin, or antihistamines. Hydrocodone is a Schedule II drug, meaning it has a high potential for abuse, with use potentially leading to severe psychological or physical dependence. It can be detected for a shorter time with some tests but can be detectable for up to three months in other tests. Knowing how long hydrocodone affects your system and how long it takes to eliminate it can help avoid dangerous interactions with other medications, side effects, and risk of overdose. How Long Does Hydrocodone Stay in Your System? Blood: Up to 24 hoursUrine: Up to three daysSaliva: Up to three daysHair: Up to 90 days What You Need to Know About Taking Hydrocodone How Long Does It Take to Feel the Effects? When you are first prescribed hydrocodone, your doctor will gradually adjust the dosage, ensuring you can tolerate it. It also comes in extended-release capsules and tablets that can be taken once or twice daily. Hydrocodone begins to work in 10 to 20 minutes, with the peak effects in 30 to 60 minutes, then continuing for four to eight hours. The effects of extended-release formulations last a little longer, typically up to 12 hours. Common side effects of hydrocodone include: HeadacheConstipation (the drug slows your digestive tract)??Difficult or painful urinationDrowsinessDry mouthTirednessBack painMuscle tighteningRinging in the earsTrouble falling or staying asleepSwelling in feet, ankles, or legs If you experience any of the following serious side effects, call your doctor immediately. Some of these could be a sign of an allergic reaction. Chest pain or fast heartbeatHallucinations (seeing things or hearing voices that do not exist)Fever or shiveringSevere muscle stiffness or twitchingLoss of coordinationSwelling in eyes, face, lips, tongue, or throatDifficulty swallowing or breathingHives and itchingDecreased sex drive or inability to keep an erectionIrregular menstruation How Long Does Hydrocodone Last? Hydrocodone has a half-life of just under four hours, meaning it takes that long to eliminate half of the dose of the drug. It is metabolized in the liver and eliminated through urine. Up to 20% of the dose is excreted as hydrocodone, with up to 14% eliminated as norhydrocodone and up to 6% as hydromorphone.?? A variety of factors play a role in determining exactly how long hydrocodone takes to be excreted by the body and removed from your system. If you have been prescribed hydrocodone and must take a drug screening test, be sure to disclose your prescription to the testing laboratory. Blood For most healthy individuals, it will take one day for hydrocodone to fully clear the blood. Urine Hydrocodone passes through to the urine where it can be detected for three to four days after a dose. Saliva The drug can be detected in a saliva test for up to 36 hours after the last dose is taken. Hair Hydrocodone can be detected longer with a hair follicle drug testâ€"up to 90 days. Factors That Affect Detection Time There are a number of different factors that can play a role in how long hydrocodone remains in your system, including frequency of use, dosage, age, metabolism, and overall health. Dosage Hydrocodone comes in different strengths as well as an extended-release form, which can impact the amount of time it takes for your body to metabolize the drug. Metabolism People with faster metabolisms clear the drug from their systems faster than those with a slower metabolism. Age, activity level, overall health, and certain medications can influence your metabolic rate. Overall Health People with impaired liver or kidney function can have a harder time metabolizing and eliminating hydrocodone from the body. How to Get Hydrocodone Out of Your System Attempting to flush hydrocodone out of your system by exercising or drinking water will not help you pass a drug test. The only surefire way to get hydrocodone out of your system is to stop taking the drug and give your body time to eliminate it. To avoid unpleasant withdrawal symptoms, work with your doctor to taper off the medication slowly. Symptoms of Overdose If more hydrocodone is taken before the last dose is out of the system, an  overdose could occur. Its important that you take your medication exactly as instructed by your doctor. Chewing or crushing tablets or opening and dissolving capsules could release all the medication at once and increase your risk of overdose. Extended-release hydrocodone is specifically formulated to make it difficult to cut, crush, or dissolve pills and capsules in order to help prevent overdose. The following are the symptoms of a hydrocodone overdose:?? Slowed breathingSleepinessMuscle weaknessCold, clammy skinAbnormally low blood pressureSlowed heartbeatComaDeath Call 911 immediately if you suspect someone is suffering from a hydrocodone overdose. If caught early, the overdose can be reversed with Narcan (naloxone). Understanding Opioid Overdoses Dangerous Interactions As an opiate, hydrocodone not only works to block pain but can also depress breathing at higher doses,?? which can lead to dangerous interactions with many other medications and substances. If you have ever had COPD, asthma, a head injury, or any breathing problems, you must be closely monitored when you start on hydrocodone or change your dose. You must not drink alcohol or use any medications containing alcohol while you are on hydrocodone. Your doctor needs to know all the medications you have been taking, as well as any that you discontinue or start taking while taking hydrocodone as they can affect how hydrocodone works in your body, and vice versa. Dosages might need to be adjusted to prevent dangerous interactions. Be especially cautious with: AntibioticsAntifungal medicationsBenzodiazepinesCarbamazepineCimetidineNarcotic pain medicationsMuscle relaxantsPhenytoinRifampinSedativesSleeping pillsTranquilizersMedications for mental illnessMedications for nauseaMedications for HIVSt. Johns WortTryptophan Getting Help Whether youre taking hydrocodone as prescribed or misusing the drug, quitting cold turkey can result in physical and psychological withdrawal. Symptoms range from mild to severe, depending on how much you’ve been taking and for how long, and can include the following: Muscle, bone, and joint aches and painFlu-like feelingSweatingRunny noseHeadacheChillsNausea or vomitingCramping or diarrhea  Insomnia or disturbed sleepTeary eyesTremorsAnxiety or restlessness  GoosefleshHeart poundingAgitationSkin crawling   What to Know About Hydrocodone Withdrawal If you suspect that you might be dependent or addicted to hydrocodone, talk to your doctor. They can help you taper off the drug, find another medication to alleviate your pain, and refer you to a mental health professional who specializes in addiction and recovery. Your doctor may also recommend an inpatient or outpatient residential addiction treatment center or a local support group like Narcotics Anonymous or SMART recovery. You can also contact the Substance Abuse and Mental Health Services Administration at 1-800-662-4357 or try their  online tool  to locate a treatment resource in your area.

Culture perspectives from an organisational point of view - Free Essay Example

Sample details Pages: 13 Words: 3758 Downloads: 8 Date added: 2017/06/26 Category Management Essay Type Narrative essay Did you like this example? The world is full of conflicts among people, groups and countries, who think, behave and talk either similarly or differently. This is commonly known as culture. Culture is a concept that in general it summarises the ways of living which were built by a number of people and inherited by their generation (Gurevitch et al, 1982). A variety of scholars have questioned whether culture means the same to people. In general culture correspond to Tylor (1981, p.1) as he has defined it as a complex concept which include many patterns such as beliefs, habits, behaviours, religions, arts, laws, traditions any other attitude acquired a member of society. Additionally, culture has also existed in business in the late 1970s as a result of number of challenges started to face Western management practitioners and theories (Knights, 2007). Hofstede (2005) claimed that form an organisational perspective culture is mainly about the way that an organisation organises and formalises itself. Y et, culture can mean different concepts and beliefs for different people within the same organisation (Knights, 2007). Therefore, defining the organisational culture may not be an easy task. Nonetheless, it has been defined by Hofstede (2005) as the way that operations are being done in a company; he also added that companies strategies, values and the organisational structures will define any companys culture. He also added that culture can be seen in a motto or a slogan but it normally an invisible concept because it in the foundation of organisations and only their employees who actually know it. This essay will diagnose the different perspectives concerning organisational culture which were mentioned by Knights (2007) and investigates whether create, manage and change an organisational culture from each perspective can be achievable. Culture has been seen as one of the most important terms for both including individuals and companies, whose indeed want to be conscious and met hodical about their culture. The simplest definition of organisational culture might be the way operations are being done in a certain organisation (Hofstede, 2005). It has been agreed that explaining an organisations culture to outsiders is hard, if those outsiders were concerned about knowing an organisations culture they have to be in this organisation for a great deal of time before they start to understand the companys observations (Hofstede, 2005). Based on Smith (1992) belief any human organisation develops its own culture over time including a smallest family business or global multi-national companies operating in many countries and time zones over time these corporations develop their own unique identity. The study of organizational culture mainly focuses on the shared of values, beliefs and behavioural norms (Kegan, 2001). Besides, it also put emphases to identify the most important aspect as well as the way that missions should be done in a particular organisation (Kegan , 2001). According to Knights (2007) organisational culture has a number of levels as Schein in Knight (2007) had put forward a model that represents culture when he drew an iceberg and separate it into three levels. The first level in terms of organisational culture refers to norms, observable behaviours and artefacts which he believed are the most obvious aspects of an organisational culture. According to Scheins model this level represents only like 10 % of the overall size of the iceberg. This 10 % of the culture manifestations is being visible and tangible because it is above the water. This level may be able to be spotted by simply just walking into an organisation and analyses it, whether this organisation is an open plan, space seating or even its CEO might be sitting on an open plan very communicative that ultimately resulting in very empowering and communicative set of culture or values. Whereas, other organisations can be very hierarchal for example the office of the c ompanys CEO might be in the top floor and he only gets involve in just formal meeting. The second layer of the iceberg refers to espoused values or as it has been stated in Knights (2007) personal values and attitudes; this layer has less visibility than the previous level but still can be observed just if the mission statement of an organisation was examined, also by understanding this level an idea of what the organisation stands for may become clearer. The final layer in Scheins iceberg represents the culture values and the basic assumptions or the organisations beliefs. Usually this level cannot be seen at all as it is the values in which are in the heart of organisations because it might be built on previous experience that the organisation had and only this organisation can learn from its past; therefore, the most important lessons may be passed toward next generations in order to help them dealing with similar cases that the organisation might face in the future. These past e xperiences can be put forward as driving a vehicle and looking at the mirror at the same time, the vehicle is not going backward but the route can be seen; likewise, when an organisation look back to its past experiences that may help it to improve better. Organisational culture existed in the late 1970s and it has undergone many changes (Knights, 2007). These changes were mainly on the way that how organisational culture should be understood as. Many academics have asserted on that there are two main perspectives that have explained the organisational culture. These perspectives are the mainstream view and the critical view (Knights, 2007). Essentially, some scholars believe that the mainstream culture is a concept that companies have, while the critical views of culture refers to organisations are being the culture. Many contributors as well as Knights (2007) share an agreement that organisational culture from the mainstream perspective has a number of fundamental points. Th e first point is that organisations cultures are being created at the top of these organisations by either their managers or owners, and then this culture will be infused downward people who work in these organisations. In other words, whatever is being done by people at the top of an organisation such as managers is generally what the rest of the company is going.The second point is when this type of culture has been created normally it will integrate and stabilise organisations because these cultures certify that every individual in these organisations will have the same beliefs, actions and responses. The third point is the claim that if organisational culture was managed properly it may lead to an excellence in the performance as consequence since organisations management are the once who are responsible to form the overall organisations culture; thus, if this culture was followed, the organisations objectives would be achieved, and for that reason the performance of this organi sation is more likely to become excellent. Conversely, a vast number of contributors disagreed that organisational culture from the mainstream perspective does not apply two important themes. Firstly, they disagreed on whether there is a one best culture that fits all organisations. This point can be true because if there was one best culture that would fit all organisations none of the organisations in the world might have lost, or yet to loss in the future. In other words, if the term one best culture was true then all organisations would be successful but that is not happening. However, this term may occur in the future and maybe a new culture emerge which may inspire all organisations and employees. Secondly, contributors and Knights (2007) also disagreed on there is no best way to change, maintain or even build a culture. This point can easily be agreed with since cultures are being created by managers at the top of organisations consequently when those managers want to chan ge the organisational culture, each of them has his own unique style of changing the overall culture so that every manager may believe that their way of changing the organisations culture is the best one; therefore, agreeing on one best way to change, maintain or build a culture may appear as an impossible to be achieved. However, always there is a possibility that all the contributors disagreements may reach an agreement in the future because managing organisations always change over time so that the current management implications which are used by many organisations may differ from the once that they were being used in the past; hence, they may also change in the future. There are a number of organisational cultures or culture theories that were identified by Handy in Knights (2007) to support the mainstream perspective. Firstly, power culture is one of these theories (Handy, 1993). It has been claimed by Handy (1993) that in a power culture control is the most important eleme nt. This type of culture is mainly found in a small sized or in a beginner family business so that the owner of the business or the business managers normally put a set of rules that they will control every individual who are involving in this business. Secondly, Knights (2007) mentioned the role culture. Nowadays the term role culture has been created in most organisations (Knights, 2007). Principally role culture divides the organisation processes into a number of mini groups and each individual within one of these groups is given a specific role these roles are usually given to employees in their job description. Knights (2007) believed that role culture will increase the productivity of the companys employees. He also thinks that a culture such as role culture is rather rational to be organised in large organisations. Another culture theory is the task culture. This culture is being believed by Knights (2007) to be one of the most popular cultures in the modern business environm ent. Meaning that if a culture is being used managers of organisations would institute specific teams which have to be followed in order to complete certain mission. In this way of culture leaders should select carefully the right people and resources to get a project done (Knights, 2007). Knights (2007) believes that the most important key values in this culture are expertise and teamwork, that may be because of finishing a task in a certain time is very necessary; hence, expertise have a high level of performativity and teamwork normally help doing load of work in short time. Also task culture may help employees to be motivated and given the feeling of being empowered since they may have to make decisions within their groups. Besides, they may also feel respected as they may were selected to be responsible of their team; thus, they want their task to be succeeded at the end. Lastly, Handy (1993) argued that person cultures are usually followed by nonprofit organisations. Knights ( 2007) added that the emphasis of this culture is either for individuals or freedom. In other words, it may mean that the existence of these organisations is mostly to satisfy their members needs, for example, some people prefer to share their working space, IT network or even their office because they think it helps them to be motivated or unstressed. Knights (2007) also declared that from the mainstream perspective managing the organisational culture can be done; nonetheless, it is not an easy process because from within an organisation culture can be different; Knights (2007) named it sub-cultures. Essentially, there are a different ways of thinking within most organisations. The first way is the variety in employees way of thinking about their organisation; for example some of them think of being improved in order to get to higher level of this organisation, while others are just thinking of getting a rise in their payment. The second way is the society respond. For example, f rom a consumer point of view they may think of the quality of the organisations products or their pricing system. This may affect the organisations reputation and sure every organisation want to gain the best reputation it can get. The final way is employers culture. Normally employers focus on ways in which they are either maximising their profit or take this company to be one of the leading organisations. A successful management can apply the above three perspectives together. For instance, if workers worked harder to increase the organisations products quality employers may pay them extra to satisfy their need; thus, customers may increase their demand if products had better quality but they may have pay more for these products; therefore, the company will gain more profit. A clear example of an organisation with a variety of sub-cultures is Keele University. The university has many international students. They may think that the education system in the UK is more advanced than i t is in their home countries. While others may decide on doing their degree in the UK because it takes shorter time than it is in their home countries. In other words, maybe most students have different reasons for choosing studying at keele but the fact that they have similar background in their courses might be seen as the overall culture. There is another point of view that organisational culture can be seen as, and it has been named critical perspective or organisation is a culture (Knights, 2007). This perspective of culture claimed to be interpretive (Knights, 2007). It has been written by Knights (2007) that when a companys culture is being looked at from the critical view point, cultures will appear as if are alive. Additionally, culture can be developed from any level within an organisation (Robbins, 1990). In fact, most people in a certain organisation may have a strong impact on the organisation at large (Robbins, 1990). Therefore, it has been quoted by Knights (2007) that it is rather impossible to controll organisations culture because these cultures are not stable especially if the organisation was a big sized one. In all organisations managers are attempting to controll the overall culture but since some organisations are enormous they may need assistants; for that reason, most organisations may have a number of departments each of these department has its own head manager or supervisor, who will be in charge of keeping their departments culture stable and under controll so that the culture of an organisation may become manageable to its employers. Dividing an organisation into various departments could lead to sup-culture. Knights (2007) asserted on that most sub-cultures are not able to be managed. For, every section has its own manager and every manager may have a different managing method; consequently, every section may perhaps have a different sub-culture from it has been required. Controlling an organisations culture from the critical perspective could be achievable if organisations understood these cultures and their sources then a possibility of controlling culture might be created. Most managerial discipline such as motivation and human resource may have a significant influence on shaping the overall culture of an organisation from the critical perspective. For instance, Robert (2006) cited that a good manager is who can analyses and understand employees under his authority so that he may make them fell strong and responsible toward their organisation; hence, when these employees culture start to emerge it may not differ from the managers culture. There is another belief that human recourse could play an important role on managing the organisational culture from the critical perspective. Irena (2007) claimed that people have to go through an interview in most organisations before they are being offered their jobs. Accordingly, there is an opportunity to evaluate applicants so that their views can be underst ood and if they match the organisations views they may consequently offered the job which applied for. Also managers could manage an organisations culture by observing their employees and whose views do not satisfy the organisations culture could be replaced. Gurevitch (1982) wrote that there is a very strong co-relation between companies culture and employee engagement. The concept of organisational culture has been broken down by Knights (2007) as it may include a number of terms such as missions and goals, Rewards and punishments, or authority and power relation or social culture. An example for social culture can be seen in an ice cream company in St Paul Minnesota, United States named Izzys. This company is a premium ice cream brand which has a vast number of flavours most of these flavours are not available most of the time; however, they have implemented an innovative notification system known as flavour up. Customers sing up their favourite flavour in the companys website then the system sends notifications to those customers when their favourite flavours become available. The management of Izzys believe that the system reduce the percentage of customers disappointment when they go the shop and not find their flavour available (Izzys, 2005). The culture of this business is highly intelligent because it makes customers to get involved in developing their products. Similarly, just in time type of culture which is a technique that has no involvement from customers and it is mostly used by factories in order to make organisational operations more efficient (Knights, 2007). However, Knights (2007) also reported that it requires an increase of flexibility and more commitment from the employees. Regarding Just-In-Time culture employees are being required to do their work right from the first time. For that reason, employees culture may start to develop. A variety of organisations attempt to develop a foundation that based on corporate values involving comm unication, respect, integrity and excellence (Pagell, 2005). Nevertheless, those corporate values were also Enrons corporate values just because they were stated that did not mean that they lived them and that had server consequences for the corporation, its people and its customers. The lesson that should be learnt from Enrons case is organisations should not only have to spire values and principles that they at the core of the organisation but also these ideas should be put into action (Gibney, 2005). Enron had a strong organisational culture and most businesses who have had used Enrons culture are successful. Enron was successful for several years; however, it could not keep its success as it has gone bankruptcy in the new millennium. There might be dozens of reason beyond Enrons bankruptcy but the most obvious reason according to Sim (2003) was not Enrons management that means Enron did not have to change its leaders in order to gain success. Enrons issue was that its management did not live its culture. In other words, its culture was not applied into practice and as consequence they failed. The success of any company is resulted from the culture of the company itself (Nastase, 2009). However, if the success was not presented that does not mean that the companys culture is not the right one, it may need some time. For example, the Japanese culture as it has been stated by Choy (1987) usually focuses on the long term profitability. Thus, their success may not appear until it has been a number of years from the existence of the organisation. While the American culture according to Choy (1987) is more concern about making profit in a short time that might have been one of the issues that caused Enron to go bankrupt. It has been written by Knights (2007) that creating a culture is not easy. While Willcoxson (2000) argued that by saying that any organisation can have its own culture but developing this culture on the way that organisations want is the diffi cult task; and this difficulty may occur because developing a culture is being done over time. Many academics have suggested a number of ways that can help to create a strong organisational culture. Indeed, the most important way claimed to be communication (Kegan, 2001). Irena (2007) declared that communication with people is important in both before and after they are being hired, and interview them to understand their views and values and compare their views and values with the once that the organisation has then that may help organisations to find the best employees that they can possibly get. Another important aspect that Knights (2007) had pointed out was getting the culture right is resulted from a great level of performance. However, he started questioning whether there is a one culture that fits in all organisations and lead to the highest level of performance. The term of one best culture sure did not exist otherwise not a single organisation would have yet to be succeed. Nevertheless, it may become true in the future. There might be a possibility to change an organisations culture. The argument that was mentioned in Knights (2007) specified that culture from the mainstream perspective indeed can be changed but there is not one best way to do this change; therefore, it is rather difficult to be put into practice (Knights, 2007). Whereas, Knights (2007) has been quoted that organisational culture from the critical perspective cannot be changed. There is that unique characteristic of every organisation that hard to imitate, it develops over time to give a unique identity to an organisation. Or organisational culture can be seen as the code, the core logic, the software of the mind that organises the behaviour of the employees. It is mainly about the mindset, until this mindset has yet to be owned employees cannot take new actions, plans and structures that the company needs to put its strategy into action. In other words, first comes the mindset the n it will be followed by behaviour and structure together they create a system that guides the company. In conclusion, the concept of organisational culture is changing over time which had led to the two main perspectives that are known globally which are the mainstream and the critical perspectives. Both of these views have its unique theories that if they were put into practice they could lead to a remarkable success. Furthermore, the mainstream view was declared to be managed, changeable and maintained because it is being created by organisations managers and it has been disagreed on whether one best culture that fits all organisations is possible, while the critical view sees that organisations culture cannot be controlled, maintained or changed but it sees it as if organisations come alive and every individual can play enormous role in forming an organisations overall culture. Also it has been demonstrated above that culture can be rather easy to form and shape if some manag erial discipline such as motivation were studied in depth. Also, human resource if they were in a high level of their performance may have a significant influence on any organisations culture because they normally interview their employees before offer them a job and also they can develop an organisations current employees and make them act in a way that their organisation want. Besides, it has been illustrated that having a strong culture is very important; yet, putting this culture into practice is the most important; otherwise, organisations may fall apart. Just like in Enrons case they had a very strong culture but it has never been in action; hence, bankruptcy might have not its faith. Don’t waste time! Our writers will create an original "Culture perspectives from an organisational point of view" essay for you Create order

Essay on Jewish People and The Holocaust - 764 Words

There was a time, not too long ago, when jews were mistreated and thought to be inferior. This time was called the Holocaust. It was started by a man named Adolf Hiitler. He was a young boy who had grown up in Austria with his mom and dad. He got older and both of his parents had died. Hitler fought in the German Army during World War I. He was injured twice. The first time he was injured, it was an easy recovery and he was fighting again. Adolf Hitler was injured yet again, but this time his eye was badly wounded. It took Hitler longer to recover and he was almost blind. He soon heard that Germany had surrendered. Hitler was outraged and promised that he would make Germany a powerful country. This is what began the Holocaust. At†¦show more content†¦The axis powers were Germany, Japan,and Italy. The allied forces were countries that were helping each other and were as powerful as the axis powers. They worked together to pull through the crazy war. These three countries were the United States, USSR (also known as Russia), and Britain. These countries all fought in World War II. At first, the United States was not in the war, but Japan sort of pulled us in. njapan was being supplied with materials by the United States. But finally, the United States cut them off. japan took this as an attack. So, they counterattacked. Their attack was on Pearl Harbor in Hawaii. This was a large millitary base for the United States. Then the United States joined the war by declaring war on Japan. While all of this was going on, many Jews were hiding from Hitler. A few of these families were the Frank and VanDaan family. The Frank family consisted of Snne Frank, Margot Frank, Mrs. Frank, and Mr. Frank. The VanDaan family considted of Peter VanDaan, Mrs. VanDaan, and Mr. VanDaan. Mr. Frank was the owner of a buisness before the war. But when the war began, he could no longer own his buisness. So, he gave it to oone of his co-workers. There was a secret part of the building that noone knew about except for Mr. Frank, Miep, Elli, Mr. Koophius, and Mr. Kraler. These people, except for Mr. Frank, were known as the guardians. The guardians hid the Franks and VanDaans. They made sure that these Jews had the food andShow MoreRelatedDehumanization Of Jewish People During The Holocaust1312 Words   |  6 PagesDehumanization of Jewish People during the Holocaust Imagine being treated like cattle - living one’s life inside a fence, starved, killed for no reason. Would one hang on to their humanity, or would they let go of their hope, their compassion, their faith? From 1939 to 1945, the Nazi German military systematically kidnapped, tortured and killed millions of Jews in their twisted effort to racially purify Germany. This genocide has come to be known as the Holocaust. During the Holocaust, millions of JewsRead MoreRights and Responsibilities of the Jewish People during the Holocaust1193 Words   |  5 Pages On the day of January 30, 1933 Adolf Hitler became the chancellor of Germany. You are about to learn what the rights and responsibilities of the Jews in Nazi Germany where. Adolf Hitler used propaganda throughout Germany to brainwash people to believe that that â€Å"the Jews are our misfortune†. Some of the tools that he used as propaganda against the Jews was the weekly newspaper called the â€Å"der sturmer† which meant the attacker. At the front of all the newspapers it said in bold that the Jews areRead MoreThe Horrible Experiences of the Jewish People during The Holocaust1670 Words   |  7 Pagespersecuted Jewish people during the Holocaust. Each prisoner had undergone sufferings personal to him or her. Due to the unfathomable torture that led to the desolation of the human spirit, most prisoners abandoned their morals to fight for survival. It is hard to measure when and under what circumstances this is â€Å"appropriate† or justifiable. I argue that the ruthless manifestation of evil validates the loss of self and therefore the loss of morality. For those that have survived the Holocaust, thereRead MoreHow The Holocaust T ook away the Rights of Jewish People788 Words   |  4 PagesHow did The Holocaust take away the rights of Jewish people? Well, Jewish people had to be locked up in concentration camps, work hard labor, be poorly fed, get abused, and a lot more. Right before World War two the great depression had happened, leading into the holocaust. The Holocaust had started in 1933 Adolf Hitler had become chancellor of Germany. The Great Depression hit Germany. The Nazi officials were Adolf Hitler, Adolf Eichmann, August igruber, Joseph Goebbles, Amon Goeth, Herman GoringRead MoreThe Jewish People Was Affected By The Holocaust During World War II1288 Words   |  6 PagesCasey Dufner Ms. Reyes English I-4 period 12 November 2015 Holocaust Research Paper: Rough Draft The Entirety of the Jewish people was affected by the Holocaust during World War II. The study of the Holocaust directly ties in with the study of the state of Israel because Israel has the right to be able to defend themselves against anything similar to the Holocaust from ever happening again, Jews are committing crimes against other nations in order to protect themselves, and the Jews wereRead MoreThe Jewish People Was Affected By The Holocaust During World War II1216 Words   |  5 PagesCasey Dufner Ms. Reyes English I-4 period 8 November 2015 Holocaust Research Paper: Rough Draft The Entirety of the Jewish people was affected by the Holocaust during World War II. The study of the Holocaust directly ties in with the study of the state of Israel because Israel has the right to be able to defend themselves against anything similar to the Holocaust from ever happening again, Jews are committing crimes against other nations in order to protect themselves, and the Jews forcedRead MoreEssay on The Era of Suffering: The Holocaust915 Words   |  4 PagesThroughout the Holocaust, Jewish people suffered in numerous and various ways. Jews suffered as a part of the Nazi plotted â€Å"Final Solution.† The Final Solution was a plan during  World War II  to systematically exterminate the  Jewish people  in  Nazi-occupied Europe. This resulted in the most deadly phase of  the Holocaust, the destruction of Jewish communities in continental Europe. The leader of the Nazi regime was Adolf Hitler, who believed there was a perfect race, which was the A ryan race (Bohm 4)Read MoreHolocaust Essay701 Words   |  3 PagesLife during the Holocaust The Holocaust was a horrible event and had many tragedies and losses of family and friends. This event starts in 1933 where Hitler rises to power, and ends in 1945 where Hitler is defeated and the holocaust has ended. There are many topics about the holocaust that people would want to know, but this topic is a crucial and important one. The topic is Life during the Holocaust where we learn about how Jewish people live during the holocaust and what happened to them in theRead MorePreserving Memory : The Struggle For Creating America s Holocaust Museum871 Words   |  4 PagesPreserving Memory: The Struggle to Create America’s Holocaust Museum was written by Edward T. Linenthal. This book was published by the Columbia University Press in New York. The book was copyrighted in 1995 and then once again in 2001. This book also has 336 pages. Preserving Memory: The Struggle to Create America’s Holocaust Museum gives the reader an extensive overview in the development of the Holocaust Memorial Museum that is located in Washington D.C. In this edition of the book, LinenthalRead MoreLasting Effects of the Holocaust1195 Words   |  5 PagesThe Holocaust not only affected the areas where it took place, it affected the entire world. Even though Jewish people were the main victims in the Holocaust, it also left lasting effects on other groups of people. Both the Nazi and Jewish decedents still feel the aftermath of one of the most horrific counts of genocide that the world has ever encountered. The cries of the victims in concentration camps still ring around the globe today, and they are not easily ignored. Although the Holocaust took

Code of Ethics Paper Free Essays

American Nurses Association Code of Ethics Erin Griffin HCS 435 Monday April 12, 2010 Bob Vella Code of Ethics Code of Ethics in Nursing is important to follow by so that staff and patients are treated with up most respect and dignity. The definition of Code of Ethics of nursing is a guide for an individual or group to follow in making decisions regarding ethical issues (Health Line Site, 2010). â€Å"What is the description of the Code of Ethics for Nurses? † â€Å"What are the ethical principles of the Code of Ethics in Nursing? â€Å"How do the grievance procedures work? † â€Å"Is the Code of Ethics of Nursing feasible of enforcing either part of the code or the entire code? † â€Å"Do I have any recommendations for strengthening potential weak areas of the codes as written? † â€Å"What is the description of the Code of Ethics for Nurses? † Ethics are the principles that guide an individual, group, or profession in conduct. We will write a custom essay sample on Code of Ethics Paper or any similar topic only for you Order Now Nurses do make independent decisions regarding patient care; they are still responsible to the profession in how those decisions are made. Florence Nightingale wrote of specific issues of conduct and moral behavior. The Nightingale pledge that was composed in 1893 by nursing instructor Lystra Gretter includes the vow, â€Å"To abstain from whatever is deleterious and mischievous and will not take or knowingly administer any harmful drug†, (Health Line, 2010). Nursing has evolved into a very complex professional field over the years. Nurses at the present time are faced with life and death decisions, sometimes on an hourly basis. â€Å"What are the ethical principles of the Code of Ethics in Nursing’? The Code of Ethics of Nursing has nine different provisions to follow. Here is a list of the following provisions of the Code of Ethics of Nursing from the American Nurses Association website: 1. The nurse, in all professional relationships, practice with compassion and respect for the inherent dignity, worth, and uniqueness of every individual, unrestricted by considerations of social or economic status, personal attributes, or the nature of health problems. 2. The nurse’s primary commitment is to the patient, whether an individual, family, group or community. . The nurse promotes, advocates for, and strives to protect the health, safety, and rights of the patient. 4. The nurse is responsible and accountable for individual nursing practice and determines the appropriate delegation of tasks consistent with the nurse’s obligation to provide optimum patient care. 5. The nurse owes the same duties to self as to others, including the responsibility to preserve integrity and safety, to maintain competence, and to continue personal and professional growth. 6. The nurse participates in establishing, maintaining, and improving health care environments and conditions of employment conducive to the provision of quality health care and consistent with the values of the profession through individual and collective action 7. The nurse participates in the advancement of the profession through contributions to practice, education, administration, and knowledge development. 8. The nurse collaborates with other health professionals and public in promoting community, national, and international efforts to meet health needs. . The profession of nursing, as represented by associations and their members, is responsible for articulation nursing values, for maintaining the integrity of the profession and its practice, and for shaping social policy. â€Å"How do the grievance procedures work†? How grievances are processed is outlined in the CBA. CBA stands for collective bargaining agreement. The CBA determines how and with whom a grievance must be filed, and the time limits within which the grievance must be filed and advanced to subsequent levels. Depending on the contract, the grievance is usually initially â€Å"filed† in writing. However, some contracts allow for, or require, an informal verbal attempt at resolution before the grievance may be filed in writing. At the initial grievance â€Å"step,† a meeting is usually held. At this meeting, the aggrieved employee, represented by the union, and the employer, represented by a manager, has an opportunity to present their arguments for and against the grievance to a decision-maker. Who the ecision-maker is at each step is determined by the CBA. If the grievance is upheld, the awarded remedy is implemented by the parties. If the grievance is denied, the grievance may be appealed to the next â€Å"step† in the grievance procedure. At each subsequent step of the grievance procedure, the meeting is generally attended by a correspondingly higher level of management. In addition, the employee may initially be represented by a local grievance representative and r epresented by union staff at later stages of the grievance procedure. At each step of the grievance process, the grievance meeting also tends to become more formal, with more rules governing the meeting. The number of steps in the grievance procedure is also determined by the CBA. A grievance may be settled at any step. Under most CBA’s, the settlement becomes precedent, meaning that the settlement will be used in future grievance meetings to interpret the contract, unless the union and employer agree that the settlement will not serve as precedent. Most grievance procedures end in final and binding arbitration. This is the final step in the grievance procedure. At this step, an outside neutral third party, called an arbitrator, determines whether to uphold the grievance and what remedy to award, if any at all. The arbitrators’ decision and award becomes precedent. If the employer refuses to implement the arbitrator’s award, the union may seek court enforcement of the award, or file an unfair labor practice with the National Labor Relations Board. With the threat of final and binding arbitration, the grievance has proven to be a valuable tool, shielding and enforcing nurses’ rights (Johnson, 2006). Is the Code of Ethics of Nursing feasible of enforcing either part of the code or the entire code? † I think that the Code of Ethics of Nursing is feasible of enforcing either part of the code or the entire code because it is moral and respectable to the staff as well as the patients the nursing staff is in charge of. The code of ethics is like a Bible for nurses to go by to make their jobs easier and appreciable. Do I have any recommendations for strengthening potential weak areas of the codes as written? † I do not have any recommendations for strengthening potential weak areas of the code as written. The code is well put together and does not miss any areas that should be covered. I feel that it is a well rounded code of ethics for the nursing staff nationally and internationally to follow. The American Nurses Association Code of Ethics is important to follow by so that staff and patients are treated with up most respect and dignity. The definition of Code of Ethics of nursing is a guide for an individual or group to follow in making decisions regarding ethical issues (Health Line Site, 2010). References Wilkins, Gayle G. (2002). Code of Ethics for Nurses. Retrieved from http://www. healthline. com on April 07, 2010 Unknown. (2010). Code of Ethics for Nurses With Interpretive Statements. Retrieved from http://www. nursingworld. org. Retrieved on April 06, 2010. Johnson, Alice. (April, 2006). Grievance 101: Understand The Process and Purpose of The Grievance Procedure. Retrieved from http://www. findarticles. com on April 05, 2010. How to cite Code of Ethics Paper, Papers

The Life Of Mao Zedong Essays - Mao Zedong, Anti-capitalism

The Life Of Mao Zedong The Life of Mao Zedong Dressed in the drab military uniform that symbolized the revolutionary government of Communist China, Mao Zedong's body still looked powerful, like an giant rock in a gushing river. An enormous red flag draped his coffin, like a red sail unfurled on a Chinese junk, illustrating the dualism of traditional China and the present Communist China that typified Mao. 1 A river of people flowed past while he lay in state during the second week of September 1976. Workers, peasants, soldiers and students, united in grief; brought together by Mao, the helmsman of modern China. 2 He had assembled a revolutionary government using traditional Chinese ideals of filial piety, harmony, and order. Mao's cult of personality, party purges, and political policies reflect Mao's esteem of these traditional Chinese ideals and history. Mao was born on December 26, 1893 in Shao Shan, a village in Hunan Province. 3 His family lived in a rural village where for hundreds of years the pattern of everyday life had remained largely unbroken. 4 Mao's father, the son of a poor peasant, during Mao's childhood however, prospered and become a wealthy land owner and rice dealer. 5 Yet, the structure of Mao's family continued to mirror the rigidity of traditional Chinese society. His father, a strict disciplinarian, demanded filial piety. 6 Forced to do farm labor and study the Chinese classics, Mao was expected to be obedient. On the other hand, Mao remembers his mother was generous and sympathetic. 7 Mao urged his mother to confront his father but Mao's mother who believed in many traditional ideas replied that was not the Chinese way. 8 Mao in his interviews with historian Edgar Snow reports how during his childhood he tried to escape this traditional Chinese upbringing by running away from home. The rebellion Mao claims to have manifested might have distanced Mao physically from his family but, traditional Chinese values were deeply ingrained, shaping his political and personal persona. His father's harshness with dealing with opposition, his cunning, his demand for reverence from subordinates, and his ambition were to be seen in how Mao demanded harmony, order, and reverence as a ruthless dictator. Yet, Mao, was also the kindly father figure for the people of China, as manifested in characteristic qualities of Mao's mother: kindness, benevolence, and patriarchal indulgence. The China that Mao was born into was fast becoming a shell of its former past. The Ch'ing dynasty which had ruled China for 250 years was only 14 years away from its collapse. 9 Peasant rebellions, famines, and riots heralded its failing. For Mao, one particular event when he was just ten years old, left a lasting impression. It both symbolized the deterioration of order in Chinese traditional society and was in sharp contrast to principles of harmony. A group of local villagers rioted for food during a famine in 1903. The leaders were captured, beheaded, and their heads displayed on poles as a warning for future rebels. 10 Amidst the change that quaked the Chinese nation and Mao's family's economic situation, 11 Mao sought solace in books about Chinese history and its emperors. 12 He became known in his family as, the scholar. As a child [I was] fascinated by accounts of the rulers of ancient China: Yao, Shun, Ch'in Shih Huang Ti, and Hu Wu Ti, and read many books about them. 13 Indeed, the emperors grandeur, elegance and power were a sharp contrast to the brutish leaders that Mao was exposed to during his childhood. 14 Yao and Shun are credited with forming the first Chinese society in the Yellow River Valley; Ch'in Shih Huang Ti unified the Chinese empire and built the Great Wall of China; Han Wu Ti solidified the foundation of the Han Empire. 15 In the turmoil that China was to undergo, particularly after Mao became the head of the Communist party, we will see how he was guided by traditional Chinese values and the history of the emperors provided him with a map for the future. 16 However, at first, he did not seem strongly focused on history or philosophy. During the next ten years, 1909-1918, Mao drifted. In 1909 at the age of 16, he left home to attend school in Hsiang. 17 In 1911, he enlisted in the Army for six months after which he moved to Changsha the capital of Hunan Province where he stayed until 1918. 18 While in Changsha, he tried numerous schools. 19 Finally, he enrolled at the Hunan Normal School, graduating in 1918. 20 Mao's mother's died in 1918,

Negligence kills Essay Example

Negligence kills Essay Example Negligence kills Essay Negligence kills Essay Negligence kills Carelessness is the main reason for any accident. If a person drives rashly on road one or two may get injured or killed. When a building is constructed with out following any norms it would result in the death of few people. Where as if an event is organized lack of precautionary measures that may lead to the loss of many lives. Even after witnessing number of fire accidents in the city the concerned authorities fail to implement the existing policies for safety of the public. Fire safety compliance rate is so pathetic in the city. The recent incidents that took place prove the uselessness of the people as well as the officials. There is an unprecedented increase in high rise building infernos at various places in our city, thanks to our civic authorities, who take no account of the rules and regulations pertaining to fire safety norms in high rise buildings and grants the permission to construct the building, also no code of conduct is followed, when it comes to fire safety rules for already constructed buildings and adjacent areas where a risk major fire breakout is looming large. Take for instance of the ghastly fire, which broke out and engulfed an entire ulterior building and the surrounding area in our very own city this incident took place in Applauded where eight adjacent apartments were engulfed in the blaze and thick suffocating smoke covered the entire area making lives of the people miserable. The prima facie evidence reveals that the fire safety protocol was not followed at this ill-fated building as a result, the residents were totally perplexed and were unable to tame the inferno which clammed huge causalities. How ever, some people did manage to flee away to nearby safe locations. In another fire incident in he city, 30 to 40 huts were completely gutted in Regenerator. The fire was caused by a burning garbage heap near one of the tents. Locals, however, put out the fire using water from nearby apartments before fore tenders arrived. The station fire officer of Chandler Barrier, Mr.. Astrakhan Reedy said that the huts belonged to daily wagers who worked at a construction site nearby. All of them were away at work when the fire spread. Fortunately the people in the locality did not panic and doused the fire using water from nearby apartments. Mr.. Astrakhan Reedy, said that the loss was estimated at around RSI. Lash. Nobody was injured as the residents were out for work at the construction site, he said. It is important to note that the state is experiencing an acute shortage of fire engines and fire stations. The director of fire services has earlier said that 48 fire tenders had been discarded and they have not been replaced. The Monika fire tragedy took the lives of eight persons. Property worth thousands of rupees was gutted when a fire broken out in the godson of a paints factory at Remarried magna in Estimated. Simply registering a case and punishing the guilty is not the solution. It is very easy to arrest a person who is guilty for a particular accident. Is he the only person responsible to that? Unauthorized buildings in the erstwhile Villages abutting western side of city are prone to catastrophe. The Monika fire disaster was waiting to happen because of the large-scale unauthorized Dullness Tanat nave come up In ten erstwhile Visages abutting the western side of the city coinciding with the real estate boom. Investigators probing into the fire accident at Monika suspect that electrical short-circuit could be one of the causes for the mishap. The owner, Vicar Kumar took temporary connection from an adjacent building in violation of norms to get power supply for the premises used to store material required, for shooting films and TV serials. Sparks could have first emanated from the shed and later spread to Babe Novas apartment. Strong winds had also fuelled the fire, said a senior fire official. Proposals were sent to the government requesting ex gratin to those who died in the accident. Officials of Revenue and RB Departments were collecting more details to assess property damage in affected flats and to check he structural stability of the building. At present, the flat-owners are staying at their relatives houses. The Cybercafà © police said fire broke out from a shed used for storing film shooting material and spread to the Babe Novas apartment. Kumar allegedly took an illegal temporary electrical connection from the adjacent building in violation of the norms to get power supply. Officials suspect that sparks could have started from the shed and later spread to the apartment building, resulting in the death toll. Nursing Inspector P. Marinara said cases were booked against shed- when Vicar Kumar under Sections AAA (causing death by negligence), 337 (causing hurt) 285 (Negligent conduct with respect to fire) of EPIC and arrested Vicar Kumar, owner of the shed, which caught fire in Monika on Sunday, killing eight persons including a child. Fifty-four-year-old, Kumar, is said to have stored shooting material in the temporary structure abutting the Babe Novas Apartment in Monika. A four- page report explaining the circumstances that led to the fire was also submitted to the government. The developer of Babe Novas had also constructed the apartment thou complying with norms. He took permission for constructing a ground plus three-stored building, but added two additional floors. The building owner had also failed to implement the necessary fire safety measures prescribed under the National Building Code (NBC). In a press release here, Chief Minister N. Koran Kumar Reedy expressed shock over the incident. He instructed officials concerned to initiate stern action against those responsible for mishap and extended condolences to the bereaved family members. The mishap occurred outside the CHEM. Limits, but it does not mean that there are o potential towering infernos within. While most new constructions after the common building rules came into force and after the formation of the Fire Prevention Wing (FEW) within the municipal corporation have been adhering to the mandatory fire safety stipulations, the order building lag in this aspect, putting many lives in danger, officials admit. For example, there are 1 ,865-odd pent houses, illegal as per the law, but no action is taken. A majority of the penthouse owners applied for regulations under the Building Finalization Scheme (BSP) and there was a serious debate whether to come UT with an innovative set of rules taking the current conditions into account. But it got scamper down as there were doubts whether it would pass legal scrutiny and the stipulations of the Airports Authority of India (AI). The same napped Witt some residential apartments AT more than B meters kneeling AT various measures mooted to make them fire proof have not taken concrete shape due to various kinds of apprehensions. The threat of sealing and even forcible closure of a couple of them did force a few flats owners to install fire hydrants, extinguishers and hose pipes if not the entire rappelling. The Fops periodic surveys, notices, and demonstrations in schools and hospitals in the last couple of years have moved things a bit in making some public buildings fit for firefighting. Of the 489 hospitals issued notices to follow fire safety norms after the Park Hospital mishap, 350 had complied. The compliance rate in schools and commercial complexes, including malls, is pretty poor. Only 1 5 of the 450 commercial complexes had installed fore fighting measures and among schools, of the 2,514 about 129 had complied, officials revealed. Very recently two powerful explosions ripped through crowded areas at Dilapidating in the eastern part of the city, killing 17 persons and injuring more than 83. The first blast occurred on the city busiest road that links it with Piscataway; as terrified people were scampering to safety, the second blast went off. Authorities say the explosions were caused by improvised explosive devices that could have been kept on bicycles or packed inside frames of bicycles. The twin blasts brought back painful memories of the August 25, 2007 DE attacks in Lambing Park, in rent of the State secretariat, and at Ghoul Chat in Kith that killed 44 people. Incidentally, one of these blasts took place near a crowded foot over-bridge, where security forces defused an DE five years ago. The device was to go off along with the blasts in Lambing Park and Ghoul Chat. Eyewitnesses at And Tiffin Centre, near the spot where the first blast took place, said someone began shouting about a bomb going off. Even as confused people watched, the DE detonated. The eternal question which is always asked after such disastrous mishaps is who is responsible for the death of innocent persons? What did those innocent persons do to deserve this? The answer to this obvious question lies with our concerned authorities, who turn a blind eye to the public safety norms. Equally responsible are those persons who are negligent and dont follow the safety guidelines at their house premise or surroundings, putting their lives at high risk. There are various norms regarding fire safety, which addresses to prevent fire due to inflammable materials and also spreading of fire to nearby buildings. The builder should use standard electrical tinting to prevent electrical fire originating from short-circuits. They should also try to use flame proof wooden products and plywood where ever possible to bring down the risk of fire. Adequate water storage and basic fire fighting equipments should be provided at every high rise buildings. A team of residents from each building must be trained by local fire fighting squad so that they can come into action when ever there is a fire emergency. Adequate amount of space should be maintained between two buildings so that the fire can not spread rapidly to other buildings and facilitate he maneuver of the fire engines and fire fighting equipments in case of a fire accident. All the fire safety norms are well legislated and stringent laws are made but the problem is that, none of the rules are abided properly by the builder and they in turn get away with a certificate of completion given to them by civic bodies by bribing them. Builders should understand that they are in turn playing with lives of innocent residents. I nà ©e residents also snouts Tallow applicable and keep fire breakouts at bay. Ten Mullen Tire estate rules wanly are

Women in Space - Female Astronauts and Cosmonauts

Women in Space - Female Astronauts and Cosmonauts 1959 - Jerrie Cobb selected for testing for the Mercury astronaut training program. 1962 - Though Jerrie Cobb and 12 other women (the Mercury 13) passed astronaut admission tests, NASA decides not to select any women. Congressional hearings include testimony by Cobb and others, including Senator Philip Hart, husband of one of the Mercury 13. 1962 - The Soviet Union recruited five women to become cosmonauts. 1963 - June - Valentina Tereshkova, cosmonaut from the USSR, becomes the first woman in space. She flew Vostok 6, orbiting the earth 48 times, and was in space nearly three day. 1978 - Six women chosen as astronaut candidates by NASA: Rhea Seddon, Kathryn Sullivan, Judith Resnik, Sally Ride, Anna Fisher and Shannon Lucid.   Lucid, already a mother, is questioned about the effect of her work on her children. 1982 -  Svetlana Savitskaya,  USSR  cosmonaut, becomes the second woman in space, flying aboard the Soyuz T-7. 1983 - June - Sally Ride, American astronaut, becomes the first American woman in space, the third woman in space. She was a member of the crew on STS-7, space shuttle  Challenger. 1984 - July - Svetlana Savitskaya, USSR cosmonaut, becomes first woman to walk in space and the first woman to fly in space two times. 1984 - August - Judith Resnik becomes the first Jewish American in space. 1984 - October - Kathryn Sullivan, American astronaut, becomes first American woman to walk in space. 1984 - August - Anna Fisher becomes the first person to retrieve a malfunctioning satellite, using the orbiter remote manipulator arm. She was also the first human mother to travel in space. 1985 - October - Bonnie J. Dunbar made her first of five flights on a space shuttle. She flew again in 1990, 1992, 1995 and 1998. 1985 - November - Mary L. Cleave made her first flight of two into space (the other was in 1989). 1986 - January - Judith Resnik and Christa McAuliffe were the women among the crew of seven to die on the space shuttle Challenger when it exploded.   Christa McAuliffe, a schoolteacher, was the first non-government civilian to fly on the space shuttle. 1989: October - Ellen S. Baker flew on STS-34, her first flight. She also flew on STS-50 in 1992 and STS-71 in 1995. 1990 - January - Marsha Ivins makes her first of five space shuttle flights. 1991 - April - Linda M. Godwin makes her first of four flights on the space shuttle. 1991 - May - Helen Sharman became the first British citizen to walk in space and the second woman aboard a space station (Mir). 1991 - June - Tamara Jernigan makes her first of five flights in space.   Millie Hughes-Fulford becomes the first female payload specialist. 1992 - January - Roberta Bondar becomes the first Canadian woman in space, flying on U.S. space shuttle mission STS-42. 1992 - May - Kathryn Thornton, the second woman to walk in space, was also the first woman to make multiple walks in space (May 1992, and twice in 1993). 1992 - June/July - Bonnie Dunbar and Ellen Baker are among the first American crew to dock with the Russian space station. 1992 - September STS-47 - Mae Jemison becomes first African American woman in space.   Jan Davis, on her first flight, with her husband, Mark Lee, become the first married couple to flly in space together. 1993 - January  - Susan J. Helms flew on the first of her five space shuttle missions. 1993 - April - Ellen Ochoa becomes first Hispanic American woman in space. She flew three more missions. 1993 - June - Janice E. Voss flew her first of five missions.   Nancy J. Currie flew her first of four missions. 1994 - July - Chiaki Mukai becomes the first Japanese woman in space, on U.S. space shuttle mission STS-65. She flew again in 1998 on STS-95. 1994 - October - Yelena Kondakova flew her first of two missions to the Mir Space Station. 1995 - February - Eileen Collins becomes the  first woman to pilot a space shuttle. She flew three more missions, in 1997, 1999 and 2005. 1995 - March - Wendy Lawrence  flew the first of four missions on the space shuttle. 1995  - July - Mary Weber flew the first of two space shuttle missions. 1995  - October - Cahterine Coleman flew her first of three missions, two on the U.S. space shuttle and, in 2010, one on Soyuz. 1996 - March - Linda M. Godwin becomes the fourth woman to walk in space, making another walk later in 2001. 1996 - August - Claudie Haignerà © Claudie Haignerà ©the first French woman in space. She flew two missions on Soyuz, the second in 2001. 1996 - September - Shannon Lucid returns from her six months on Mir, the Russian space station, with a record for the time in space for women and for Americans she is also the first woman to be awarded the Congressional Space Medal of Honor. She was the first American woman to fly on a space station. She was the first woman to make three, four and five space flights. 1997 - April - Susan Still Kilrain became the second female shuttle pilot.   She also flew in July 1997. 1997 - May -  Yelena Kondakova becomes  the first Russian woman to travel on the U.S. space shuttle. 1997 - November - Kalpana Chawla becomes the first Indian American woman in space. 1998 - April - Kathryn P. Hire flew her first of two missions. 1998 - May - Nearly 2/3 of the flight control team for STS-95 were women, including the launch commentator, Lisa Malone, the ascent commentator, Eileen Hawley, the flight directory, Linda Harm, and the communicator between crew and mission control, Susan Still. 1998 - December - Nancy Currie completes the first task in assembling the International Space Station. 1999 - May - Tamara Jernigan, on her fifth space flight, becomes the fifth woman to walk in space. 1999 - July - Eileen Collins becomes the first woman to command a space shuttle. 2001 - March - Susan J. Helms becomes the sixth woman to walk in space. 2003 - January - Kalpana Chawla and Laurel B. Clark die among the crew in the Columbia disaster aboard STS-107.   It was Clarks first mission. 2006 - September - Anousheh Ansara, on board for a Soyuz mission, becomes the first Iranian in space and the first female space tourist. 2007 - When Tracy Caldwell Dyson flies her first US space shuttle mission in August, she becomes the first astronaut in space who was born after the Apollo 11 flight.   She flew in 2010 on the Soyuz, becoming the 11th woman to walk in space. 2008 - Yi So-yeon becomes the first Korean in space. 2012 - Chinas first female astronaut, Liu Yang, flies in space.   Wang Yaping becomes the second the following year. 2014 - Valentina Tereshkova, the first woman in space, carried an Olympic flag in the Winter Olympics. 2014  -   Yelena Serova becomes the first woman cosmonaut to visit the International Space Station. Samantha Cristoforetti becomes the first Italian woman in space and the first Italian woman on the International Space Station. This timeline  © Jone Johnson Lewis.