Iodine Essays - Thyroid Disease, Thyroid, Iodine Deficiency, Iodine

Iodine Iodine is an essential macromineral. Almost half the iodine is found in the thyroid gland which is located in the throat. Iodine is an important component of thyroid hormones, which control energy, metabolism in the body as well as the body's temperature, reproduction, and growth. It is not found in the body so it is very important that you get about .15 mg. daily. Some foods such as vegetables, grains, table salt, dairy products, and especially seafood are the best sources of iodine. Breathing in sea air everyday will give you a sufficient amount of iodine to prevent a disease called goiter. There are two types of goiter: toxic and simple. Toxic goiter is caused by excess of thyroxin secretion. Symptoms may include rapid heart beat, tremor, increased sweating, increased appetite, weight loss, weakness, and fatigue. Other symptoms may include eye problems such as staring or protrusion. Goiter affects over 200 million people throughout the world. 96% is caused by iodine deficiency. Goiters are rare in the U.S. and other industrialized countries because iodine is now added to table salt. Iodine affects body functions too. Hair and nail growth are affected by iodine. The brain, skin, speech, teeth, energy production, metabolism, and physical & mental health development are dependent on a well-functioning thyroid gland. Deficiency symptoms include dry hair, goiter, intellectual disability, paused growth, irritability, nervousness, and obesity. If a pregnant woman takes iodine during pregnancy, the development of goiter will be decreased for both the mother and the child. Iodine is the most efficient treatment for children who have goiter. Iodine does have a down side to it, too. It is not toxic up to 2,000 mcg daily, but it may cause acne. Too much iodine is can link to thyroid cancer. Some people are sensitive to iodine and may break out in a rash if their iodine intake is excessive. The rash looks like a lot like acne. It disappears when the iodine intake is reduced. Most of the illnesses related to iodine occur on all continents and to people of all ages. People who mostly avoid dairy, seafood, processed food, and iodized salt can become deficient. Iodine deficiency can cause low thyroid function, goiter, cretinism. Some people who are overweight mistakenly blame their overweight condition on an under active thyroid gland. In the hopes of speeding up their metabolism, they may start taking a supplement or eating sea salt or seaweed. But in very large amounts, iodine can be poisonous. Iodine is used to treat cuts and scrapes on the skin. The human thyroid gland secretes an iodine-bearing hormone called thyroxin. The body needs iodine as an iodine deficiency causes thyroid trouble. Most table salt is now iodized to supplement the diet. As well, iodine is found in seafood. Iodine is only needed in trace amounts. A good source of this mineral is kelp. Iodine helps to metabolize excess fat and it is very important for both mental and physical health. Iodine deficiency in children can cause mental retardation. In adults iodine deficiency is related to fatigue, breast cancer, hypothyroidism or cretinism, and weight disorders. Chronic iodine toxicity results when the iodide intake is 20 times greater than the daily requirement. In some areas, particularly Japan, inhabitants consume as much as 50 to 80 mg a day, resulting in high plasma levels. Some of these people develop goiters. Increased uptake of iodine by the thyroid may lead to inhibition of thyroid hormone synthesis and eventually causes iodide goiter or myxedema. At very high doses of iodide, a brassy taste, increased salivation, gastric irritation, and skin acne may occur. Iodine is the important component of thyroxine, the thyroid gland's hormone. If there is not enough iodine in the diet, there is insufficient thyroxine, and the pituitary gland responds by releasing more thyroid-stimulating hormone. This causes enlargement of the thyroid gland. However, a goiter may also be caused by overactivity of the pituitary gland or by overactivity of the thyroid gland itself. Other causes include reduced activity of the thyroid gland, so that the gland swells in order to produce more thyroxine. Some types of drugs can produce a goiter. During adolescence or pregnancy, a goiter may appear as the thyroid gland copes with the body's need for more thyroxine. Sometimes a goiter is caused by a tumor on the thyroid gland. Bibliography www.juno.com

AirAsi Case Study Essays

AirAsi Case Study Essays AirAsi Case Study Essay AirAsi Case Study Essay AirAsi Once the plane of AirAsia takes away, the transit service provided to the clients is consumed at the same time. Since there is no nutrient provided during the service, AirAsia has made usage of this chance to sell nutrient and drinks. Through the merchandising procedure, it creates interaction with clients and it allows them to percept the quality of the service. No free luggage allowance There is no free luggage allowance on AirAsia X. Unlike other air hoses who decide to increase airfares that are imposed on all riders, AirAsia X believes that by bear downing for checked-in luggage, it is more sensible and it will assist to maintain air menus low. AirAsia X will incur more fuel costs with every kg of weight added to the aircraft. Therefore, invitees who take on less weight will be able to salvage more. ( hypertext transfer protocol: //www.airasia.com/site/en/faqSearch.jsp ) Fully ticketless travel AirAsia is a ticketless air hose, hence, alternatively of tickets ; they will supply you with an itinerary which contains your booking figure every bit good as your payment and travel inside informations via electronic mail. This is besides a agency of cutting cost by non publishing any tickets. Unassigned seats The seats on AirAsia are based on free seating manner. There will non be any seats assigned to you unless you pay an excess fee for it. Therefore, we would see long waiting line at the waiting country of AirAsia as many of the riders would desire to catch the best seats for the flight. By implementing free seating program, it helps to promote riders to be punctual so that the plane could take of early. Safety trip AirAsia pilots pattern criterion applications, proficient and behavioral trials, land school preparation, safety and exigency procedural preparation, full flight simulator. Travel with AirAsia pilots who have both head and bosom. ( hypertext transfer protocol: //www.airasia.com/site/en/faqSearch.jsp THIS PART IS COPY PASTE, HAVEN EDIT ) Self Check-in Service Self Check-in is a service that allows invitees to check-in from our airdrome booths, via Mobile or online on our web site without necessitating to be at the check-in counter at the airdrome. With this installation, it helps the clients to salvage their clip and besides need non hold to line up up early for the embarkation base on balls. This installation if convenient and it besides helps to increase demand for the AirAsia seats for people who prefer fast and efficient check-in service without long waiting line. ( THIS PART IS COPY PASTE, HAVEN EDIT ) Explicit Servicess Attractive and sexy air-stewardesses The air hostesss of AirAsia are celebrated for their attraction. With ruddy shirt and skirt on them, it truly enhances their beauty and this makes the trip truly pleasant for the clients. They are friendly and would ever recognize their client with a smiling. AirAsia even advertise the faces of their air air hostess on their plane. Their chief responsibility on flight is to execute the safety safeguards processs to the riders and besides walk around the cabin to help the riders and besides to see if they need to buy any nutrient. However, there were a minority who complaint that the air air hostesss are unfriendly and do non recognize the clients when they see them. Therefore, AirAsia still necessitate to work on their consistence of their air air hostesss. hypertext transfer protocol: //www.youtube.com/watch? v=xivjlxNim18 hypertext transfer protocol: //www.youtube.com/watch? v=1p31o7hkW_A hypertext transfer protocol: //www.youtube.com/watch? v=Ah-p-qL8Xj0 hypertext transfer protocol: //www.airasia.com/site/sg/en/pressRelease.jsp? id=14f35316-c0a8c85d-eb784700-58cd40f1 A ; type=read Quality of the client service There were legion of feedbacks kicking that the machine-controlled system of the helpline was giving them a tally about without supplying a solution. Many of the clients complained that it is merely impossible to acquire through the helpline and speak to a staff to help them. And even if they got through ; the staffs were unhelpful and were rude to them. For those who lose their luggage during their flight, AirAsia has non been really efficient in helping the clients. Their answer was slow and the claim is even slower. Comprehensiveness Singapore Airlines V. AirAsia? ? ? ? ? ? ? ? ? ? ? ? Or Tiger Airway V AirAsia? ? ? Consistency Harmonizing to research, AirAsia have ever seeking their best to keep their on clip going record by offering unassigned seats and supplying self check-in service to client to promote them to be punctual. Despite the attempt to keep punctual going record, there are still a figure of ailments sing the hold and cacellation of flight. In event when flight has been cancelled, riders were informed last minute and they complained that the staffs was non really helpful and willing in helping them in the engagement of new tickets. Therefore, there is still room for betterment sing AirAsia s client service and their on clip going record. Handiness Website is available with information that the clients wish to happen out. ( E.g. Monetary values, publicities and flight info ) . It besides allows clients to book and purchase tickets online handily. Name centre and gross revenues office is besides available in every state where AirAsia is located in.

Rule of Thumb

Rule of Thumb Rule of Thumb Rule of Thumb By Maeve Maddox Reader Cynthia Turney  asks Do you know where the phrase rule of thumb came from? This is a figurative expression that means a general guideline that has a broad application, but which is not strictly accurate in every case. I hope that by now everyone knows that this expression does not come from an ancient law limiting the circumference of the stick a man could use to beat his wife. The expression originates from some forgotten literal context in which a craftsman or farmer used his thumb (about an inch) as a unit of measurement. The word rule in this expression does not mean principle or maxim as in Roberts Rules of Order. It has more to do with ruler, meaning something to measure with or a strip used for making straight lines. Body parts have long been used as units of measurement. See the DWT post Body Parts As Tools of Measurement. This Wikipedia article on rule of thumb will tell you all you can want to know about the expressions false etymology. (There used to be an article on this expression at Snopes.com, but I couldnt find it last time I looked.) Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Expressions category, check our popular posts, or choose a related post below:Apply to, Apply for, and Apply withWriting the CenturyHonorary vs. Honourary

Empowerment. Does it work Essay Example | Topics and Well Written Essays - 500 words

Empowerment. Does it work - Essay Example This paper seeks to explain empowerment and its impact in workplaces. Empowering an employee in the work place leads to increased productivity as compared to underpowered ones. Their performance levels are high, and they are happier with their job leading to job satisfaction and lesser complacency. Employees appraise their work in regard to the amount of pay they receive from their employer; thus an employee with more say in the workplace finds the conditions of more conducive for work. Empowerment creates a sense of responsibility and motivates them to put in more effort as they learn their role in the success of the organization. As a result, the productivity and output in terms of the organization’s fortunes increase. Freedom and democracy in the workplace, empowerment, provoke the creativity of workers towards coming up with new ideas and concepts that lead to increased productivity and efficiency in work (Bednarz, 2012, par. 12). It also contributes towards positive attitudes and relationships between all members of staff. This is the result of ; proper communication between all parties involved in decision making as they are all allowed to make their opinions known and also contribute on how they affect them (Sptreitzer et al par. 12). At the workplace, employee empowerment ensures pay based on the level of knowledge that one has and the qualifications. This, in turn, leads to safety as employees do not participate in activities that they have no adequate knowledge in. As a result, employees are involved in personally managing their tasks and thus encourage a sense of responsibility for their jobs and wellbeing. Empowerment, therefore, leads to fewer investments concerning safety and compensation for workplace accidents (Bednarz, 2012, par. 11). In addition, lawsuits against the organization are reduced leading to increased savings by the organization and better working relations between employees and employers. It also boosts the relations

Analysis paper Coursework Example | Topics and Well Written Essays - 500 words

Analysis paper - Coursework Example The third, which was cheaper, was work sample test because it utilized $55000 to complete the process. The company should select the third method which work sample test because the company will utilize fewer resources as compared to the other methods. It will help the company to save resources to be used in other activities because the process used in all the three methods are the same and targets one objective of selecting 25 applicants. The best people to help the company in assessing the salesmen are the customers. They are the immediate people who know exactly what the salesmen are doing in the field in the process of selling the products. The company should conduct a survey using questionnaires issued to the customers with simple questions on the products, prices, quantity, and customer satisfaction. The questionnaire will ask the customer the products, prices, and quantity of the products, which will be compared with what is issued in the company. The company will know if the customers are overcharged, offered fewer quantities or a different product from those produced by the company. The questionnaires will help the company know if the customers are satisfied with the produce treatment and treatment by the salesmen. The customers will analyze the questionnaires and address any problem the customers are facing or make general improvements. The oil and gas company should survey on the rates of remuneration offered by the competitors to its employees in relation to education level and experiences. After the survey, the company will compare with its compensation to the employees and make slight adjustments in relation to its production costs. The adjustment will help the company to be externally competitive in the market. When it comes to market competition, the company should survey the prices of products offered by the competitors. The company will compare the prices, adjust the prices to more affordable, and influence

Content and Process Theories of Work Motivation

Content and Process Theories of Work Motivation The work motivation theories can be broadly classified as content theories and process theories. The content theories are concerned with identifying the needs that people have and how needs are prioritized. They are concerned with types of incentives that drive people to attain need fulfillment. The Maslow hierarchy theory, Fredrick Herzbergs two factor theory and Alderfers ERG needs theory fall in this category. Although such a content approach has logic, is easy to understand, and can be readily translated in practice, the research evidence points out limitations. There is very little research support for these models theoretical basic and predictability. The trade off for simplicity sacrifices true understanding of the complexity of work motivation. On the positive side, however, the content models have given emphasis to important content factors that were largely ignored by human relationists. In addition the Alderfers ERG needs theory allows more flexibility and Herzbergs two-fa ctor theory is useful as an explanation for job satisfaction and as a point of departure for job design. The process theories are concerned with the cognitive antecedents that go into motivation and with the way they are related to one another. The theories given by Vroom, Porter and Lawler, equity theory and attribution theory fall in this category. These theories provide a much sounder explanation of work motivations. The expectancy model of Vroom and the extensions and the refinements provided by Porter and Lawler help explain the important cognitive variables and how they relate to one another in the process of work motivation. The Porter Lawler model also gives specific attention to the important relationship between performance and satisfaction. A growing research literature is somewhat supportive of these expectancy models, but conceptual and methodological problems remain. Unlike the content models, these expectancy models are relatively complex and difficult to translate into actual practice. They have also failed to meet the goals of prediction and control Motivation Theory 1 Adams Equity Theory of Work Motivation The theory explains that a major input into job performance and satisfaction is the degree of equity or inequity that people perceive in work situations. Adam depicts a specific process of how this motivation occurs. Inequality occurs when a person perceives that the ratio of his or her outcomes to inputs and the ratio of a relevant others outcomes to inputs are unequal. Our Outcomes Our Inputs Others Inputs Our Outcomes = Others Outcomes = Equity Our Inputs Others Inputs Our Outcomes > Others Outcomes = Inequity (over-rewarded) Our Inputs Others Inputs Both the inputs and the outputs of the person and the other are based upon the persons perceptions, which are affected by age, sex, education, social status, organizational position, qualifications, and how hard the person works, etc. Outcomes consist primarily of rewards such as pay, status, promotion, and intrinsic interest in the job. Equity sensitivity is the ratio based upon the persons perception of what the person is giving (inputs) and receiving (outcomes) versus the ratio of what the relevant is giving and receiving. This cognition may or may not be the same as someone elses observation of the ratios or the same as the actual situation. If the persons perceived ratio is not equal to the others, he or she will strive to restore the ratio to equity. This striving to restore equity is used as the explanation of work motivation. The strength of this motivation is in direct proportion to the perceived inequity that exists. Research suggests that individuals engage in illegal behaviors to maintain equity in relationships, either with their employing organization or with other people (Greenberg, 1990). The theory was later expanded with the concept of Organizational Justice. Organizational justice reflects the extend to which people perceive that they are treated fairly at work. It identified three different components of justice: distributive (The perceived fairness of how resources and rewards are distributed), procedural (The perceived fairness of the process and procedures used to make allocation decisions) and interactional (The perceived fairness of the decision makers behavior in the process of decision-making). (Copanzano, Rupp, Mohler and Schminke, 2001). Critiques: Equity theory is descriptive and it reflects much of our everyday experience. As a theory however equity is only partial in analysis and as a predictor. There are many societal and institutional variables (inequalities) that we all navigate. The theory ignores peoples natural resilience, their competitiveness, selflessness and selfishness, their ethical dilemmas in decision-making and their passions. It does not adequately explain interactions in close relationships such as marriage or emotional labor where we may provide care to others at a burdensome cost of declining personal well-being and self-denial. Norms of equity and reciprocity are often discounted in close and romantic friendships or where there are deep family bonds. In the social exchanges of business, causal, or stranger relationships, there may be more of a dominant assumption that inputs are offered with the expectation of a like response. There is more of a formal contract of tangible and intangible reward. A promise unfulfilled, without proper reciprocity incurs a debt of honor. A promise is broken. In our community, obligations of reciprocal response operate. We are expected to apply the Golden Rule and to help where we can an act ably demonstrated by the Parable of the Good Samaritan. Social exchange theory assumes rational, calculated action involving an expected pay-off. We do not always act rationally. Many will not be as selfish as rational action may suggest. Indeed our reward may be the inner glow of respecting oneself and living to ones own values. Such altruism, albeit self-referential, does not sit easily under the assumptions of the rational, economic-person model. Implications It is necessary to pay attention to what employees perceive to be fair and equitable. For example: In my company, one of my colleagues was assigned to a project that required him to work during non business hours frequently. He worked three days at the office and two days at home in a week for a month and half. This caused others to start working from home during business hours. Allow employees to have a voice and an opportunity to appeal. Organizational changes, promoting cooperation, etc. can come easier with equitable outcomes. Managements failure to achieve equity could be costly for the organization. For example: One of my technically team members was not very competent. He took double the time to complete any give work when compared to the others. Management failed to take any action; instead the others were given more work. Eventually, even the competent workers took it easy to restore equity causing project delays. Motivation Theory 2 Vrooms Expectancy Theory of Motivation: Expectancy theory provides a framework for analyzing work motivation, which is eminently practical. It provides a checklist of factors to be considered in any managerial situation and it points to the links between the relevant factors and the direction, which these factors tend to follow in their interrelationships. (Tony J. Watson, Routledge Kegan Paul, 1986). Expectancy theory holds that people are motivated to behave in ways that produce desired combinations of expected outcomes. It can be used to predict motivation and behavior in any situation in which a choice between two or more alternatives must be made. (Kreitner R. Kinicki A., Mcgraw Hill, 7th Edition). Vroom gave the following equation of Motivation: Motivation (M) = Valence (V) x Expectancy (E) Valence stands for the preference of an individual for a particular outcome. Thus, when an individual desires a particular outcome the value of V is positive. On the other hand when the individual does not desire a certain outcome, the value of V is negative. The value of expectancy ranges between zero and one. When a certain event will definitely not occur the value of E is zero. On the other hand when the event is sure to occur the value of E is one. Since its original conception, the expectancy theory model has been refined and extended many times. The better know of all is the Porter-Lawler model. Although conventional wisdom argues that satisfaction leads to performance, Porter and Lawler argued the reverse. If rewards are adequate, high levels of performance may lead to satisfaction. In addition to the features included in the original expectancy model, the Porter-Lawler model includes abilities, traits, and role perceptions. Critiques: Vrooms theory does not directly contribute to the techniques of motivating people. It is of value in understanding organizational behavior. It clarifies the relation between individuals and the organizational goals. The model is designed to help management understand and analyze employee motivation and identify some to the relevant variables. However, the theory falls short of providing specific solutions to the motivational problems. The theory also does not take into account the individual differences based on individual perceptions nor does it assume that most people have the same hierarchy of needs. It treats as a variable to be investigated just what it is that particular employees are seeking in their work. Thus the theory indicates only the conceptional determinants of motivation and how they are related. Research studies have confirmed that the association of both kinds of expectancies and valences with effort and performance. The motivated behavior of people arises from their valuing expected rewards, believing effort will lead to performance, and that performance will result in desired rewards. The expectancy theory explains motivation in the U.S. better than elsewhere and therefore may not be suitable for other regions. Implications This theory can be used by the managers to: Determine the primary outcome each employee wants. Decide what levels and kinds of performance are needed to meet organizational goals. Make sure the desired levels of performance are possible. Link desired outcomes and desired performance. Analyze the situation for conflicting expectations. Make sure the rewards are large enough. Make sure the overall system is equitable for everyone. Motivation Theory 3 Maslows Theory of Hierarchy of Need: Maslow believed that within every individual, there exists a hierarchy of five needs and that each level of need must be satisfied before an individual pursues the next higher level of need (Maslow, 1943). As an individual progresses through the various levels of needs, the proceeding needs loose their motivational value. The basic human needs placed by Maslow in an ascending order of importance can be summarized and shown as below: The desire to become what one is capable of becoming. These are the needs to be held in esteem both by oneself and by others. These are the needs to belong and to be accepted by various groups. These are the needs to be free of physical danger. The safety needs look to the future. These are the basic needs for sustaining human life itself, such as food, water, warmth, shelter, and sleep. Maslow in his later work (Maslow, 1954) said: Gratification of the self-actualization need causes an increase in its importance rather than a decrease. Long deprivation of a given need, results in fixation for that need. Higher needs may emerge not after gratification, but rather by long deprivation, renunciation or suppression of lower needs. Human behavior is multi-determined and multi-motivated. Critiques: Part of the appeal of Maslows theory is that it provides both a theory of human motives by classifying basic human needs in a hierarchy and the theory of human motivation that relates these needs to general behavior. Maslows major contribution lies in the hierarchical concept. He was the first to recognize that a need once satisfied is a spent force and ceases to be a motivator. Maslows need hierarchy presents a paradox in as much as while the theory is widely accepted, there is a little research evidence available to support the theory. It is said that beyond structuring needs in a certain fashion Maslow does not give concrete guidance to the managers as to how they should motivate their employees. Implications: The need hierarchy as postulated by Maslow does not appear in practice. It is likely that over fulfillment of anyones particular need may result in fixation for the need. In that case even when a particular need is satisfied a person may still engage in the fulfillment of the same need. Furthermore, in a normal human being, all the needs are not always satisfied entirely. There remains an unsatisfied corner of every need in spite of which the person seeks fulfillment of the higher need. A person may move on to the next need in spite of the lower need being unfulfilled or being partly fulfilled. Conclusion No single motivation theory can suffice in todays workplace. Each motivational theory has its pros and cons. A theory may get the highest performance from an employee but may not from another employee. The organizations workplace has changed dramatically in the past decade. Companies are both downsizing and expanding (often at the same time, in different divisions or levels of the hierarchy). Work is being out-sourced to various regions and countries. The workforce is characterized by increased diversity with highly divergent needs and demands. Information technology has frequently changed both the manner and location of work activities. New organizational forms (such as e-commerce) are now common. Teams are redefining the notion of hierarchy, as well as traditional power distributions. The use of contingent workers is on the rise and globalization and the challenges of managing across borders are now the norm. These changes have had a profound influence on how companies attempt to attract, retain, and motivate their employees. Yet we lack new models capable of guiding managers in this new era of work. As management scholar Peter Cappelli notes, Most observers of the corporate world believe that the traditional relationship between employer and employee is gone, but there is little understanding of why it ended and even less about what is replacing that relationship (Cappelli, 1999). I believe that the existing work motivation and job performance theories are inadequate to cater to the present era of such diverse workforce. New theories of motivation are required to commensurate with this new era.

Qualitative Research Methodologies Essay

Veal (2000) has described research a â€Å"systematic and careful inquiry ands search for the truth† or an investigation into a subject to discover facts. Research is collection of methods, tools and techniques for acquiring knowledge. The nature of research is to discover and explain and answer the unanswered questions. Qualitative methodology focuses on â€Å"quality† a term referring to the essence or ambience of something (Anastas, 1999). Qualitative methods are used to understand complex social phenomena. They are suitable to seek knowledge about the fundamental characteristics of a phenomenon under study. Types of Qualitative Methodologies Case-Study Research Methodology Case study as a â€Å"realistic† methodology, which deals with solid and specific questions. Case study translates research question into more researchable problems, and provides rich examples, which are easy to comprehend. The significance of case studies is its revealing meaning of a phenomenon. Observation Research Methodology Scott (2001) has described observation an effective way of finding out about people in their particular environment. Observational research method provides understanding of interaction between marketers and users, exploring members interaction in an organisation and understanding norms in a community. Ethnographic Research Methodology According to Garson (1998) ethnography is the study of cultural groupings. It concentrates on close field observation of socio-cultural phenomena. Ethnographic research is a holistic approach that tries to understand a culture through the members of given culture. Quantitative Research Methodologies Quantitative research is gathering data in quantity. The goal of the quantitative research approach is to find out the truth by using statistical procedure. Hara (1995) has pointed out that quantitative methodology allows readers to understand facts easily by looking at charts and graphs. The use of statistics reduces contradictions, which may exist in research. Morgan (2000) has mentioned that â€Å"quantification† allows accuracy of statements by providing facts and figures with precision. Absence of one will make the other incomprehensible. It is assumed that quantitative methodologies are more logical and more comprehensible than qualitative methodology for this reason. descriptive, experimental, quasi-experimental Methodologies. Data Collection However for this research the most appropriate method for this study is case study as this study is comparison of these two cities based on the data and facts obtained from different libraries, books, journals, newspapers and census department to answer the questions below. †¢ How history and geographical location influence their development? †¢ What are the current economic figures of the cities? †¢ How much progress these cities have made in trade, commerce health education and sanitation systems? †¢ What is the role of geography and location in the development of urban cities?