Legalization Of Marijuana Essays - Cannabis In The United States

Sanctioning Of Marijuana Essays - Cannabis In The United States Sanctioning of Marijuana The reason for this paper is to examine pot and look at the two sides of the issue of authorizing pot. We have two groups battling one another; one the individuals who are genius pot and the individuals who are hostile to pot. These two groups have been battling on this issue on the lobbies of equity for a considerable length of time. Genius pot authorization gatherings, for example, the Physician's Relationship for AIDS Care, National Lymphoma Foundation contend that pot ought to be authorized so as to treat in critical condition patients. Among them are AIDS casualties who find that cannabis animates their hungers so they can fend off perilous weakening; glaucoma victims who have utilized cannabis said it has forestalled them from going visually impaired, and malignant growth patients for whom it lightens the serious sickness that is regularly goes with chemotherapy and at times makes lifesaving treatment outlandish. Because of all these campaigning bunches which show subeztial proof that pot can be utilized as a recommended sedate. Likewise numerous advocates who are master pot gripe that morphine and cocaine are lawful and are perilous medications, that raises the inquiry why not sanction cannabis as clinical medication which is demonstrated to be less risky than cocaine and morphine. Campaigning bunches in a San Diego, California , board advisory group consistently casted a ballot to encourage president Bill Clinton and congress to end government limitations against the utilization of pot for legitiment clinical use. City board ladies Christine kehoe said she needed the city of San Diego to go on the record we bolster the clinical use maryjane.; weed can be a medication of need in the treatment of AIDS, glaucoma, malignant growth and different sclerosis. Numerous organizations which are against maryjane, for example, Drug Requirement Agency and police divisions contend that cannabis shouldn't be legitimized. These organizations accept that cannabis shouldn't be legitimized supposing that cannabis is to get lawful at that point thousands additional patients utilizing weed. At that point individuals will raise the question why weed unlawful at all if its a medication. The fundamental motivation behind why the Drug Enforcement Agency doesn't need maryjane to be lawful is on the grounds that their is no in-your-face proof that demonstrates that cannabis is a powerful medication as a medication. In twenty long periods of exploration have delivered no dependable logical confirmation that weed has clinical worth. The American Cancer Society , American Glaucoma Society,the National Multiple Sclerosis, the American Academy of Ophthalmology, or the American Medical Association , state that their is no proof that pot is a medication. The offices additionally contends that no other medication recommended is smoked and that realized discoveries show that pot is intensely hurtful to AIDS, Cancer patients on the grounds that the dynamic fixing in cannabis intensely decreases the bodies white platelets which fend off contamination. The Drug Enforcement Agency alongside police divisions everywhere throughout the United States accept, with the legitimization of medications wrongdoing will increment because of a higher increment of pot clients which will inevitably become addicts will even now or slaughter so as to get their drugs. These are the central matters and reasons why the Drug named weed shouldn't be legitimized in the United States of America. Seeing stall sides of the issue I reach a resolution that weed ought to be legitimized so as to help individuals experiencing fatal sicknesses, for example, AIDS, Cancer and Glaucoma. Preclusion of pot over the previous decades hasn't deminshed the interest of the sedate in the United States. The utilization of maryjane has intensely went up because of the mass consideration given to maryjane by rappers, for example, Cypress Hill who advance the utilization of cannabis as a social medication. Yet, I accept that maryjane is digging in for the long haul in our general public and is as it were experiencing the phases that liquor had during the preclusion period. Pot will get legitimate because of the knew organization which is liberal and who's pioneer, president Bill Clinton who had intensely utilized weed during the nineteen sixties. Because of all these factors pot will turn out to be all the more broadly acknowledged by the American individuals who will compel congress to change the laws on the medication weed. Presently it won't be long until campaigning gatherings constrain the assembly to legitimize it. Because of sanctioning numerous

A Kinder Reader Essay -- Essays Papers

A Kinder Reader At the point when one considers stories that improve us as people, Aesop’s Fables rings a bell, not the dull, damp, heroinâ€'laced universe of Mohsin Hamid’s Moth Smoke. Be that as it may, perusing resembles style, and one man’s loved plaid pants are another man’s frightfulness. Not all fiction can straightforwardly give out good counsel, for example, Jane Austen’s alerts about the risks of hurried judgment in Pride and Prejudice, however practically all fiction can proffer stories that in any event grow our scope of vision. Moth Smoke presents to us, its planned American crowd, into the remote universe of advanced Pakistan. The hero, Daru, is as of late jobless, in adoration with his best friend’s spouse and developing a little heroin fixation. Hamid puts the perusers up front of this outside world by making them the appointed authorities of Daru. To step out of your environmental factors, regardless of whether just for 245 pages, transfo rms you, makes you incapable to step again into the specific shape of a previous self you abandoned. Your fringes have moved, been extended, regardless of whether just by a division. Terry Eagleton exposes these thoughts in his book, Literary Theory, when he extrapolates on becoming a â€Å"better† personâ€a change in which, liberal humanists would contend, writing plays a part.1 from the get go Moth Smoke has all the earmarks of being a novel kept separate from the running for this transformative seal of endorsement. In what capacity can a peruser be ethically changed by a story that doesn't show one how to â€Å"love thy neighbor† yet rather the better subtleties of how to roll a joint while driving? Be that as it may, after just a couple of pages Moth Smoke turns into a brief training in moral intricacy, tossing perusers headâ€'first into awkward circumstances and afterward constraining them to make a... ...y thoughtful. So the case is wide. The wrongdoing is rough and contemptible: the unnecessary slaughtering of a kid. So the container is long. Also, the protection conjures a fantastic trick, defilement, which is especially full nowadays. So the case is tall† (38). Teacher Superb’s measurements of the crate fill in as a substantial case of the judgment the peruser must make. Toward every path, on each hub of the crate is an alternate, yet similarly legitimate, moral choice to be made. Transformative writing, for example, Moth Smoke powers its perusers to extend their compassion so as to settle on such choices with lucidity and conviction. Notes 1. Terry Eagleton, Literary Theory (Minneapolis: University of Minnesota Press, 1983). 2. All references in the content are to Mohsin Hamid, Moth Smoke (New York: Picador USA, 2000). 3. Eagleton, 210. 4. Eagleton, 208. 5. Eagleton, 208.

Sample topic of national security activities

Sample topic of national security activities National Security Activities An Example Paper HOMELAND SECURITY     The United States intelligence community consists of 17 agencies and organizations. The agencies and organizations work together independently to gather the intelligence information necessary for the national security activities. The primary role involves collection and assessment of information regarding the threats posed to the U.S. security. The president can also direct the intelligence community to carry out other special activities in the security interest against foreign threat. Army intelligence is one of the agencies in the intelligence community. The objective of the agency is to conduct intelligence, information operations and security operations for the national decision makers and the commanders. The Army component carryout their functions in a manner that protect the constitutional rights of U.S. citizens. Army intelligence component include the Active Army, Army Reserve and the Army National Guard. There are several departments that compliment the overall responsibility of the Army intelligence. Any army element must have the mission and authority to carryout intelligence activities. The army intelligence offers federal job opportunities in many fields. The Military Intelligence Civilian Excepted Career Program (MICEP) trains and develops a highly qualified, foreign language capable, mobile civilian and technically skilled workforce to conduct intelligence services worldwide. Not all the personnel in the intelligence work in the field. The army has s taff in all 50 states and all over the world. The agency hires engineers, scientists, security experts, foreign language experts, technology specialists, software and hardware developers, acquisitions and financial managers and many others. There are global employment opportunities at the CIA. The CIA employs language translators, data scientists, IT specialists, interpreters among others. The 2rd intelligence department is the Marine Corps. The Marine Corps Traces their roots to the Continental Marines of American Revolution War. The Congress created United States Marine Corps in 1978. The Department of the Navy oversees the Marine Corps and the Navy. The responsibilities of the department include policy, plans, budgets, programming, and staff supervision of the intelligence.The Agencydepartment has service staff responsible for Geospatial Intelligence, Human Intelligence, Advanced Geospatial Intelligence, Signals Intelligence, Human Intelligence and Counterintelligence. Marine Corps share many resources with the other branches of the U.S. army. Employees in the Marine Corp department enjoy all the benefits of Federal employment like other employees. The Central Intelligence Agency (CIA) is another member of the 17 Intelligence Communities. The CIA’s headquarter is located in Langley, McLean, Fairfax County, Virginia. The responsibility of the CIA is to give national security aptitude to senior U.S. policymakers. The CIA was established in 1947 when President Truman signed into law the National Security Act. The CIA was charged with the coordination of the nation’s intelligence activities affecting national security. In the year 2004 during the George W. Bush administration, the Intelligence Community was restructured by abolishing the position of the Deputy Director of Central Intelligence and Director Central aptitude. The position of Director of National Intelligence was also created. To bring about its mission, the CIA connects in research, expansion, and deployment of technology for intelligence purposes. CIA serves as an independent source of analysis and also works closely with other organizations in the Intelligence C ommunity. The National Security Agency (NSA) was created in the year 1949. The organization was established within the U.S. Department of Defense under the Joints Chiefs of Staff. The creation of NSA was authorized by President Harry S. Truman in 1952.the formal establishment was trough the revision of National Security Council Intelligence Directive. The NSA core missions of the agencyare to defend U.S. national safety systems and to create foreign signals aptitude information. The nationwide Security organization is based in Meade, Maryland. The NSA is home to America’s code makers and breakers. The Agency has provided timely information to the U.S. decision makers and military leaders. The NSA provides and services to the Defense Department, the Intelligence Community, government agencies, industry partners and other partners. NSA employs scientists, engineer and other professionals. NSA offers many interesting opportunities to apply information assurance skills and experience. A career i n NSA improves the expertise, flexibility, diversity, and value of an employee in the organization. The 5th agency in the discussion is the Federal Bureau of Investigation (FBI). The FBI was established in the year 1908. The organization headquarters are in Washington, D.C with various offices situated in major metropolitans of the United States. The FBI Agency has offices also in U.S. embassies worldwide often called “legal attaches”. The mission of this Agency is to protect and defend the United States against terroristsand foreign threats.The human resources of the FBI include aptitude analysts, verbal communication specialists, scientists, data technology experts, and other experts.

Recruitment and Retention of Knowledge Workers - Free Essay Example

Sample details Pages: 8 Words: 2303 Downloads: 4 Date added: 2017/06/26 Category Management Essay Type Review Did you like this example? Introduction The professional services sector is largely comprised of highly skilled, specialist knowledge workers, with an array of qualifications, expertise and experience (Suddaby, Greenwood and Wilderom, 2008). According to Newell, Robertson, Scarbrough and Swan (2009, p. 18), knowledge workers, also known as gold collar workers, are individuals with a high level of education and specialist skills, combined with the ability to apply these skills to identify and solve problems. Don’t waste time! Our writers will create an original "Recruitment and Retention of Knowledge Workers" essay for you Create order It is these characteristics of knowledge workers that creates both opportunities and challenges for the Human Resources (HR) functions of professional services organisations. The highly skilled nature of knowledge workers makes them very attractive to organisations seeking to deploy their human capital for strategic advantage (Kelly, Mastroeni, Conway, Monks, Truss, Flood, and Hannon, 2011). At the same time, knowledge workers are less apt than their less skilled counterparts to remain in one position for an extended period of time (Vaiman, 2010). Scarbrough (1999), for instance, suggested that one of the most salient characteristics of specialist, skilled professional workers is their lack of an occupational identity. This makes them organisationally and occupationally fluid, which creates a retention challenge for HR managers. With this context in mind, this paper identifies strategies that a growing professional services organisation could use to attract and retain highly skilled workers. The strategies that are highlighted are predicated on the assumption that professional services organisations are not able or willing to use pecuniary reward as a means of increasing their appeal to these specialists. Recruitment is concerned with the set of processes utilised by business organisations to identify a sufficient pool of candidates from which they can select an employee (Wilton, 2013). However, recruiting is not as straightforward as it might seem. There are a plethora of methods and strategies that organisations can use in order to increase their appeal to job hunters, and thereby increase the pool of talent from which they are able to apply their selection procedures (Hiltrop, 1999). What is important is that the recruitment policies, practices and procedures are carefully designed with the needs of both the organisation and the candidates in mind. This question about the optimal design of recruitment and hiring practices was considered by Horwitz, Hen g and Quarzi (2003). Those authors conducted a survey of Chief Executive Officers (CEOs) and HR directors in a range of organisations that rely on a highly skilled and specialist workforce. The research identified two key strategies that the companies used for attracting skilled workers: carefully designed recruitment strategies and the provision of opportunities for career and talent development. Of the recruitment strategies that were utilised most effective strategies were the use of targeted media advertising, and, to a lesser extent, the use of headhunters (Horwitz et al, 2003). The authors suggested that targeted media advertising is more effective than general advertising because candidates for specialist roles are characterised by occupational fluidity and are therefore more likely to keep an eye on the job market by scanning the recruitment media that are specialist to their roles. Headhunters and other specialist external recruitment agencies are also likely to have access to large databases of potential candidates, many of whom they may have aided in finding work before (Wilton, 2013). The professional services firm may therefore find it easier to identify and locate a pool of suitable candidates for its specialist roles if it outsources its search and hiring activities to an agency that specialises in such activities. Importantly, research suggests that the organisation needs to take into account the nature of the external business environment in designing their recruitment strategies. In particular, the extent to which there exist a tight labour market is vital (Wilton, 2013). A tight labour market is one in which there is intense competition for a relatively short supply of workers, and skills shortages exist. This is certainly the case in the professional services sector (Hor and Keats, 2008). Where a tight labour market exists, a firm may be required to adopt more creative recruitment and hiring practices. One way of overcoming the challenge of recruiting highly skilled professional workers would be to extend the reach of the search (Vaiman, 2010). One of the key features of highly skilled, specialist knowledge workers is their geographical mobility. Since these gold collar workers apply their intellect and intelligence rather than their physical labour to work activities, they are also able to work remotely (Vaiman, 2010). This means that a professional services firm that is struggling to identify appropriate workers locally might be able to find skilled candidates by extending the search in geographical terms (Richardson, McBey and McKenna, 2008). Interestingly, one of the most effective ways to attract skilled workers identified in the Horwitz et al (2003) research is for the firm to have a reputation as an employer of choice (p. 32). Reputation is thought to be an important factor in enhancing attractiveness for reasons relating to both the labour market as well as to the characteristics of the knowledge workers (Sutherland, Torricelli and Karg, 2002). First, a good reputation enables an employer to gain a competitive edge when it is competing for scarce talent in a highly competitive labour market. Second, because of their skills and abilities, knowledge workers are in a good position to be selective in their choice of employer. A good reputation, particularly in terms of working conditions is one way in which a growing firm can attract candidates from their rivals. Giauque, Resenterra and Siggen (2010) see reputation as particularly important to young professionals, because these individuals are sensitive to the way in which their own image is projected, and view their own image as reinforced and reflected by the corporate image. For this reason, knowledge workers, very mobile and anxious to retain an important employability, will therefore invest more sustainably in a prestigious organization rather than in an organization that does not enjoy a positive image (Giauque et al, 2010, p. 19 0). The HR function has a key role here in ensuring that working conditions are organised and arranged in such a way as to support the development of the firms reputation as a good employer (Wilton, 2013). This will include such aspects as managing the relationship between the employees and the employers (through aspects such as ensuring that conflicts are resolved adequately or enhancing employee voice), developing, managing and coordinating appropriate reward packages, providing training and development initiatives and interventions and ensuring safety and wellbeing (Wilton, 2013). Strategies to aid retention of highly skilled specialists Empirical research suggests that the way in which work activities are designed should be commensurate with the nuanced needs of specialist skilled workers (Newell et al, 2009). Since highly skilled professionals tend to rely on their intellect and expertise in the performing of their workplace tasks and activities, they may demand and require less in the way of workplace monitoring and control, and greater autonomy (Holland, Hecker and Steen, 2002). Indeed, there is some evidence that granting skilled workers autonomy over the way in which they approach their organisationally designated tasks can lead them to be more committed both to their jobs and to their employers (ODonohue, Sheehan, Hecker and Holland, 2007). This could include delegating these workers managerial control over tasks and activities or allowing them flexibility and mobility in terms of their work schedules. Furthermore, skilled workers seem to prefer to work in organisations with flatter organisational structures , for these are facilitative of trust-oriented relationships and hierarchical structures undermine their need for autonomy (Newell et al, 2009). The new, Strategic Human Resources function can help to support job design and organisational (re)structuring because of its role as a strategic business partner (Teo, Lakhani, Brown and Malmi,2008). The design of work should be considered as a key HR practice that supports the achievement of the organisations goals. More specifically, it is recommended that the organisation offers its skilled workforce autonomy and control over their mandated tasks and activities, and that the organisation moves towards a flatter structure if it is serious about wishing to retain its specialist workers. Alvesson (2000) has argued that while knowledge workers may not necessarily have an occupational identity, they do have a professional identity and seek communitarian and peer collegiality through their employment choices. This suggests that skilled work ers that are provided with a sense of belonging will be more likely to remain with the organisation and resist the enticements of the firms competitors (Alvesson, 2000). There are a number of ways in which the development of a social and professional identity can be supported through HR initiatives. First, skilled workers can be supported to join and progress through the ranks of relevant professional bodies or learned societies (Hor and Keats, 2008). This might mean paying membership fees, providing workers with time off so that they are able to take up learning and training programmes, or providing internal training to support workers upskilling ambitions (Newell et al, 2009). Benson and Brown (2007) add that supervisor and co-worker support are key to the development of peer collegiality, and reducing turnover intentions. Co-worker support can be stimulated by the organisation of workers into teams, as appropriate to the task, and providing workers with adequate training to under take team-based work whilst maintaining individual levels of autonomy. Supervisor support can also be encouraged through the careful design of line manager training schemes. Aside from salary, the aspect of work that was identified in the Horwitz et al (2003) research as making the greatest contribution to knowledge workers organisational commitment were opportunities for promotion and personal and professional development. As Giaque et al (2010, p. 191) note, a willingness to develop skills, whether by means of training or other career development activities, indicates to employees that the organization considers its human capital to be a source of competitive advantage. Offering skilled workers the ability to engage in continuing professional education serves two purposes. First, it communicates to the employee the desire on the part of the company to forge long term relationships with the employee (Giaque et al, 2010). Second, it communicates to the worker the notion that the employer is supportive. Both aspects are thought to enhance feelings of commitment and loyalty on the part of the worker and may prevent them from defecting to competitors. Finally, developing an organisational culture that is conducive to information sharing is thought to bring about enhanced organisational commitment in knowledge workers (Benson and Brown, 2007). To a greater extent than their traditional blue or white collar counterparts, gold collar workers rely on readily available information in order to undertake their work because they tend to work autonomously and exert greater control over decision making (ODonohue et al, 2007). In addition, a culture in which information is easily disseminated creates a climate of trust, confidence and respect, which is known to facilitate affective attachment in highly skilled workers (Giaque et al, 2010). Thus, HR policies and practices should be designed in such a way as to stimulate information sharing in order to prevent loss of s pecialised workers to competing firms. Conclusion To conclude, recruiting and retaining highly skilled gold collar workers is increasingly difficult as the rate of growth of the professional services sector of the economy appears to be outstripping the rate at which individuals are acquiring and accruing the skills necessary to sustain it. In this climate, it is vital that firms identify and deploy strategies designed to attract highly qualified suitable candidates to the organisation, and put into place policies, practices and procedures that will engender those workers loyalty and commitment once they are there. Drawing on the extant literature in Human Resource Management, this paper has identified a number of strategies and methods available to professional services organisations including enhancing the firms reputation, outsourcing recruitment activities, developing the corporate culture and offering these vital workers opportunities for upwards progression and development. References Alvesson, M. (2000). Social identity and the problem of loyalty in knowledge-intensive companies. Journal of Management Studies, 37(8), 1101-1124. Benson, J., Brown, M. (2007). Knowledge workers: what keeps them committed; what turns them away. Work, Employment Society, 21(1), 121-141. Giauque, D., Resenterra, F., Siggen, M. (2010). The relationship between HRM practices and organizational commitment of knowledge workers. Facts obtained from Swiss SMEs. Human Resource Development International, 13(2), 185-205. Hiltrop, J. M. (1999). The quest for the best: human resource practices to attract and retain talent. European Management Journal, 17(4), 422-430. Holland, P. J., Hecker, R., Steen, J. (2002). Human resource strategies and organisational structures for managing gold-collar workers. Journal of European Industrial Training, 26(2), 72-80. Hor, J., Keats, L. (2008). Finders Keepers: How to Attract and Retain Great Employees. Melbourne: CCH Australia Limited. Horwitz, F. M., Heng, C. T., Quazi, H. A. (2003). Finders, keepers? Attracting, motivating and retaining knowledge workers. Human Resource Management Journal, 13(4), 23-44. Kelly, G., Mastroeni, M., Conway, E., Monks, K., Truss, K., Flood, P., Hannon, E. (2011). Combining diverse knowledge: knowledge workers experience of specialist and generalist roles. Personnel Review, 40(5), 607-624. Newell, S., Robertson, M., Scarbrough, H., Swan, J. (2009). Managing knowledge work and innovation. Basingstoke: Palgrave Macmillan. ODonohue, W., Sheehan, C., Hecker, R., Holland, P. (2007). The psychological contract of knowledge workers. Journal of Knowledge Management, 11(2), 73-82. Richardson, J., McBey, K., McKenna, S. (2008). Integrating realistic job previews and realistic living conditions previews: realistic recruitment for internationally mobile knowledge workers. Personnel Review, 37(5), 490-508. Scarbrough, H. (1999). Knowledge as work: conflicts in the management of knowledge workers. Technology Analysis Strategic Management, 11(1), 5-16. Suddaby, R., Greenwood, R., Wilderom, C. (2008). Introduction to the Journal of Organizational Behaviors special issue on professional service firms: where organization theory and organizational behavior might meet. Journal of Organizational Behavior, 29(8), 989-994. Sutherland, M. M., Torricelli, D. G., Karg, R. F. (2002). Employer-of-choice branding for knowledge workers. South African Journal of Business Management, 33(4), 13-20. Teo, S. T., Lakhani, B., Brown, D., Malmi, T. (2008). Strategic human resource management and knowledge workers: A case study of professional service firms. Management Research News, 31(9), 683-696. Vaiman, V. (2010). Talent management of knowledge workers: Embracing the non-traditional workforce. Basingstoke: Palgrave Macmillan. Wilton, N. (2013) An Introduction to Human Resource Management, Second Edition, London: Sage

Group Dynamics And The Private And Public Sector - 1942 Words

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Pixar Of Pixar The New York Institute Of Technology

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Immune-mediated diabetes (formerly called insulin- Essay dependent diabetes) is a disease that affects the way your body uses food. Immune-mediated diabetes is also called type 1 diabetes. In type 1 diabetes your body destroys the cells in the pancreas that produce insulin, usually leading to a total failure to produce insulin. It typically starts in children or young adults who are slim, but can start at any age. Black males also have a higher risk of developing diabetes. Without insulin, your body cannot control blood levels of sugar. And without insulin, you would die. So people with type 1 diabetes give themselves at least one shot of insulin every day. More than 700,000 Americans have this type of diabetes. This is about 10 percent of all Americans diagnosed with diabetes. You must inject insulin under the skin in the fat for it to work. You cannot take insulin in a pill. The juices in your stomach would destroy the insulin before it could work. Scientists are looking for new ways to give insulin. But today, shots are the only method. Type 1 diabetes often occurs suddenly. However there are many ways to detect diabetes in its early stage. The following are sign and symptoms of type 1 diabetes: 1.High levels of sugar in the blood. 2.High levels of sugar in the urine. 3.Frequent urination (and/or bed-wetting in children). 4.Extreme hunger. 5.Extreme thirst. 6.Extreme weight loss. 7.Weakness and tiredness. 8.Feeling edgy and having mood changes. 9.Feeling sick to your stomach and vomiting The exact cause of diabetes is unknown . It is know that people inherit a tendency to get diabetes. But not all people who have this tendency will get the disease. Other things such as illnesses must also come into play for diabetes to begin. Diabetes is not like a cold, it is not contagious. Your friends and family cannot catch it from you. People with type 1 diabetes can live happy, healthy lives. The key is to follow your diabetes treatment plan. The point of this plan is to keep your blood-sugar level as close to normal as possible (good blood-sugar control). Your treatment plan will probably include: 1.Insulin, which lowers blood sugar. Your health care practitioner will prescribe how much and when to take insulin and what kinds. 2. Food, which raises blood sugar. Most people with type 1 diabetes have a meal plan. A registered dietician makes a plan for you. It tells you how much food you can eat and when to eat it. Most people have three meals and at least two snacks every day. Your meal plan can have foods you enjoy. 3.Exercise, which lowers blood sugar. Like insulin, exercise also helps your body to use blood sugar. So exercise will probably be prescribed for you. Your health care practitioner can help you fit exercise safely into your daily routine. 4. Blood and urine testing. Testing your blood lets you know if your blood-sugar level is high, low, or near normal. The tests are simple. You prick your finger to get a drop of blood. A nurse-educator can teach you how to do this test and use the test results. You may need to test your urine for ketones. Ketones in the urine may mean that your diabetes is not under good control. A nurse- educator can teach you how to test ketones. Type 1 diabetes can cause some complications. There are three key problems: Hypoglycemia, or low blood sugar; sometimes called an insulin reaction. This occurs when your blood sugar drops too low. You correct this problem by eating some sugar (such as 3 glucose tablets, 6 ounces of regular soda, or 5 or 6 Lifesavers). .uea80640f694334ff9c43baa12c51fce6 , .uea80640f694334ff9c43baa12c51fce6 .postImageUrl , .uea80640f694334ff9c43baa12c51fce6 .centered-text-area { min-height: 80px; position: relative; } .uea80640f694334ff9c43baa12c51fce6 , .uea80640f694334ff9c43baa12c51fce6:hover , .uea80640f694334ff9c43baa12c51fce6:visited , .uea80640f694334ff9c43baa12c51fce6:active { border:0!important; } .uea80640f694334ff9c43baa12c51fce6 .clearfix:after { content: ""; display: table; clear: both; } .uea80640f694334ff9c43baa12c51fce6 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .uea80640f694334ff9c43baa12c51fce6:active , .uea80640f694334ff9c43baa12c51fce6:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .uea80640f694334ff9c43baa12c51fce6 .centered-text-area { width: 100%; position: relative ; } .uea80640f694334ff9c43baa12c51fce6 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .uea80640f694334ff9c43baa12c51fce6 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .uea80640f694334ff9c43baa12c51fce6 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .uea80640f694334ff9c43baa12c51fce6:hover .ctaButton { background-color: #34495E!important; } .uea80640f694334ff9c43baa12c51fce6 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .uea80640f694334ff9c43baa12c51fce6 .uea80640f694334ff9c43baa12c51fce6-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .uea80640f694334ff9c43baa12c51fce6:after { content: ""; display: block; clear: both; } READ: The power of love Essay Hyperglycemia, or high blood sugar. This occurs when your blood sugar is too high. It can be a sign that diabetes is not well controlled. Ketoacidosis, or diabetic coma. This is a very serious thing. Your body goes into a coma due to a lack of sugar in the blood. . This can and very often does result in death Even though Diabetes is a potentially dangerous disease you can still lead a regular happy life . Youll still be able to enroll in your daily activities with little or no problem. If .