Endometrial cancer Essay Example | Topics and Well Written Essays - 2500 words

Endometrial cancer - Essay Example The most common type of endometrial cancer is endometrioid adenocarcinoma. It is developed in cells that form glands of the endometrium and shows specific features under the microscope. Endometrioid endometrial cancer (EEC) is the most common type of endometrial cancer, which compromises about 75% to 80% of endometrial cancer and usually occurs at the time of, or one to two decades after menopause, and shows most common symptoms with vaginal bleeding. Its clinical behaviour and grade depend on the degree of differentiation. High grade of tumour development are associated with more advanced stage of disease. Endometrial subtype of endometrial cancer (EEC) is estrogen related. It is already well defined that high level of estrogen in patients lead to increase the risk of endometrial adenocarcinoma as estrogen hormone sustains to promote the growth of endometrial cancer cells. That is, the risk of tumour development is associated with an increase in uncontrolled estrogen activity. According to the study of classic model regarding endometrial cancer and breast cancer, estrogen modulates the expression of estrogen responsive downstream effectors by binding to estrogen receptor and induces subsequent reactions through the action of estrogen receptor at the transcriptional level. The second most common form is papillary serous adenocarcinoma, which is composed of about 10% of all endometrial cancers and another form is clear cell adenocarcinoma, which compromises about 4-5% of all endometrial carcinomas. Both papillary serous and clear cell adenocarcinomas show more aggressiveness than endo metrioid adenocarcinomas, and can be often detected at advanced stages. Estrogen hormone functions on cell growth and differentiation, mainly in tissues of reproductive system including mammary glands, uterus, vagina and ovaries in female and testis,

An Assessment of the Need for Worker Representation in the 21st Essay

An Assessment of the Need for Worker Representation in the 21st Century - Essay Example ship: Aggregate union density: No union members: Union density of 50% or more: Recognised unions: (% employees) (% workplaces) (% workplaces) (% workplaces) All workplaces 34 64 48 30 Sector of ownership: Private 22 77 8 16 Public 64 7 62 90 Management attitudes towards union membership: In favour 60 8 58 84 Neutral 22 76 9 17 Not in favour 5 93 1 4 Table 2: Union Presence, by Sector of Ownership and Management Attitudes (Source: Marchington and Wilkinson 2008 p.390) The importance of management attitudes is discussed later in this paper. Employee Relations The latest ideas to involve workers more in the workplace are employee engagement and employee involvement and participation (EIP). These follow changes from collective and multi-employer bargaining brought about by international competition and globalisation. Increasingly, although employees have various rights enshrined in law, employers are dictating terms and, in some cases, unilaterally attempting to change contracts of emplo yment to the detriment of employees (Curtis 2010b). Heery (2009 p.334) discusses the representation gap, restating key themes of â€Å"union revitalisation, non-union representation and the effectiveness of public policy† as needing further research. Szell (2010 p.184) describes â€Å"the neo-liberal economic system† as having â€Å"declared war on the trade unions and workers’ participation† when considering the impact of the global financial crisis on the trade union movement and labour policies, specifically in the EU. This is even more important with the austerity drive being pursued by the current UK coalition government as, following the announcements of substantial budget cuts for the public sector, unions have advised that they intend striking to protect both their members’ jobs... An Assessment of the Need for Worker Representation in the 21st Century Hutton believes that the employment relations culture in 2010 resembles that of the 1970s and this causes many employees to take employers to employment tribunals to obtain justice. He highlights that â€Å"around a third of all people at work have experienced some form of unfair treatment in the past year†, the gender pay gap and low pay as evidence that there is a need for â€Å"a more effective collective worker voice in the workplace†. Employment relations are as difficult an area as ever, with workers still requiring protection within the working context, whether through legislation or union representation. Employers seem determined to exclude workers from decision making and regard them as simply resources, like fixtures and fittings, with no opinions, attitudes or voices of their own once they enter the workplace. Representation is still required, and will continue to be so until employers realise that employees’ full participation in organisational decision making improves the bottom line. One area that organisations might like to explore in this respect, is stakeholder theory. Although most organisations pay lip service to stakeholders other than shareholders, adopting such an approach would generate many positive benefits, including within the employee relations arena. The key issue to be addressed is the power differential between employer and employed. Until this is resolved, employees will still be treated poorly and still require representation, both as individuals and collectively.