Breast Cancer :: essays research papers

Scientists have finally found out why MPA medroxyprogesterone, otherwise known as Provera performs just as well in low doses in small children who are dealing with early sex traits, as it does for women in high doses with breast cancer. You may have heard of Provera before as the drug that delivers hormone replacement therapy for women who are going through menopause. Two scientists, named Lee and Auchus were trying to figure out why Provera is able to treat both early puberty as well as breast cancer. During the pre-teen years a chemical is released in the brain called gonadotropin-releasing hormone (GnRH). In a normal pre-teen body GnRH tells the ovaries and testes when to start making steroids. Low doses of Provera have shown to bind to the receptors in the brain and block GnRH production. There are certain disorders that children can develop- when their GnRH is not released into the brain. For instance, gonadotropin-independent precocity, this is when the Childs ovaries or testes still make steroids even without the release of GnRH. Since these children are still producing steroids without GnRH being released, low doses of Provera are not effective. For the body to produce steroid hormones it must convert cholesterol into estrogens and other related substances. In order for this process to take place, several steps are involved which are controlled by a certain enzyme. In knowing this, Lee wanted to find out if blocking the action of an enzyme would be reached with high doses of Provera. What Lee and Auchus found out was that Provera could inhibit certain enzymes, (3HSDII) which influence hormone production, that low doses of Provera could disrupt GnRH production and high doses were needed for a therapeutic effect. By knowing all this, it brings about new ideas for drug therapy when dealing with certain diseases. Not only that, but 3HSDII enzyme may be great to treat breast cancer. In this study Lee and Auchus used yeast cells instead of human cells. This allows them to study a single enzyme along with the effects that drugs may have on the production of steroids. Another advantage in using yeast cells is that these cells allow the maximum amount of an enzyme, cholesterol and protein needed, in order for the enzyme to perform. I believe that Lee and Auchus expected these results based on their findings, but at the same time were surprised by some of their findings in regards to other diseases they will be able to treat based on this research.

Outline and Analyze the Challenges Facing Mellon Investor Services Essay

Assignment Task Outline and analyze the challenges facing Mellon Investor Services in their organizational redesign and assess how well the company have dealt with those challenges in how they are approaching and managing the change. Delong, T. and Vijayaraghavan, V. (2002) Mellon Investor Services (ECCH case reference 9-402-036, Harvard Business School) Introduction Mellon Investor Services (â€Å"MIS†) is an investment management and investment services company, focused to help clients manage and move their financial assets and succeed in the rapidly changing global marketplace. Between 2000 and 2001 MIS underwent a substantial organizational redesign, which will be critically considered in this essay. Wittington and Mayer (2002) suggest that organizational performance is driven by the company’s ability to redesign structures frequently, however the change requires participation of people leading the change i.e. agents, organizational structure that welcomes the change and appropriate managements styles. The Chief Financial Officer of MIS, Jim Aramanda led the company for few very successful years, during which MIS was providing new offerings for transfer agent services including issue services, employee plans and direct services, broker / dealer services. The company had five years of successful growth and MIS was meeting and exceeding its financial goals. In Autumn of 2002 Aramanda’s became concerned for the successful future of the company and he recognised few areas that required closer attention: †¢different business units were not consolidating their offerings and taking advantage of various products, which resulted in two Requests For Proposal coming from one client whereby both RFPs were replied to separately, as opposed to a combined and unified response, †¢current successful offering of core products did not guarantee that MIS would grow in future, †¢MIS staff were not building long-term relationship with the clients therefore business opportunities may not be spotted in good time, †¢requirement for new measures of performance and progress, †¢lack of focus on hiring and rewarding talented people, †¢lack of focus on product development, which was manifested in product being offered by the sales department without confirmation that the product may actually be delivered to the clients, †¢Some of the groups, such as technology, were too achievement oriented without being focused. In order to address the above concerns and mould the company to his new vision, Aramanda hired a number of experienced consultants to support his structural redesign of MIS. Aramanda realised that the change would also involve a dramatic shift of vision and attitudes to introduce new systems and subsystems, with the likely result of clash of wills. Buchanan & Badham (2008) argue that such a change can be successful if it involves one person influencing the organization according to their values, and Aramanda had the clear vision and skills to gather a team of knowledgeable people to fundamentally amend and adjust MIS future capabilities. The change that MIS underwent could be classified as ‘strategic’ or ‘transformational’ (Buchanan and Huczynski, 2010) and it aimed to redefine the boundaries, methods of problem-solving and doing business in the company. Aramanda acted on his vision in a very organized manner, as he instantly hired experienced, independent and talented consultants, Mary Davis and Jeanne DiFrancesco, and empowered them to accurately assess how the change should be conducted whilst keeping disruption of the day-to-day business activities to the minimum, design a four-phase project that was consistent with Aramanda’s aggressive deadlines, and work alongside all business units to manage the organizational change smoothly and efficiently. Although the organizational change instigated by Aramanda and facilitated by the consultants proved a great success, there were certain areas that should have been dealt with differently. The main challenges I have chosen as a topic of this assignment included overall communication, dealing with resistance to change and managing relationships. 1. Communication Buchanan and Huczynski (2010) note that many managers do not pay attention to communication when implementing change, which may increase employee absenteeism, turnover and low productivity. Furthermore, some of the reasons for employees’ increased expectation during the change process are availability of information through the internet as well as employees’ anticipation to contribute ideas and be kept informed. If these expectations are met, employees feel valued and therefore are more likely to be committed to the company and perform better at their work. Aramanda wanted to be supportive of a certain degree of open communication culture, which was manifested by a requirement for the employees to nominate their colleagues for newly created job posts. This approach was also constructed to represent Aramanda’s interests and to manipulate employee attitudes and behaviours. The nomination process aimed to take advantage of knowledge in the network or informal skills that perhaps could have been difficult to be evaluated by an outsider. The outcome however proved to be different than anticipated, as it created a negative feeling amongst the employees. Furthermore, one of the reasons for hiring consultants in the first place was to take advantage of their impartiality and independence from office politics. Insufficient communication was also evident in Phase One of the organizational change, during which key services, products and activities of the business were analysed. The result was anxiousness amongst the employees, who being afraid of job cuts, would feel that they were disregarded and forgotten, which in return lowered their productivity until the process was complete. As outlined by Buchanan and Huczynski (2010), many companies operate within a range of open and closed communication climate. Open and honest communication leads to employees having realistic expectations, and closed and defensive communication creates an atmosphere of distrust and secrecy. Although Aramanda’s relationship with his superiors was commendable, as he had a very open working relationship with the consultants and his direct reports, the communication with his employees was not as successful. One of the reasons for this situation was a lack of Head of Corporate Communications, whose post was vacant until June 2001, therefore all information during the process of a change was not communicated to the staff. Kotter and Schlesinger (1979) confirm that communication of ideas assists employees see the logic and need for change. The implication for MIS was that employees did not understand what was happening, therefore they were more unlikely to follow management decisions. Issues of communication also affected existing relationships with clients. One of the objectives of the organizational change was to evaluate every job function and employee in line with the new business strategy. This resulted in creation of new key groups, including new ‘business development’ team focused on growth and return on investment in new clients and ‘client management’ team whose assignment was growth and return on investment in existing clients. The new groups comprised of employees that had to move away from the relationships they took time and effort to establish with their clients. Before the change these relationships lead to more sales and generated more business through word of mouth. Furthermore, strong relationships improved the internal organization, morale, increased engagement and lead to greater satisfaction at work. By creation of new groups the above relationships were damaged or broken, which could have lead to a possible revenue loss caused by the impact that the organizational change had on the client satisfaction. 2. Resistance to change Buchanan and Huczynski (2010) confirm that change implies a positive experiment and creation of something new as well as a negative confrontation with the unknown through the deconstruction of familiar arrangements. Some of the MIS employees demonstrated unwillingness to accept the proposed changes, as they perceived them as threatening to the individual. The main causes of resistance to change were as follows: †¢Lack of facilitation and support Kotter and Schlesinger (1979) outline facilitation and support as most helpful, where fear and anxiety lie at the heart of resistance. At MIS some of the managers were not supporting their employees in new roles, as people were expected to continue to take care of their old responsibilities, therefore the new responsibilities had to take second priority. They employees were not given sufficient time to adjust to new jobs or recover after demanding period. †¢Low tolerance for change Buchanan and Huczynski (2010) stress that that people differ in their ability to cope with change and uncertainty, which may lead them to oppose even potentially beneficial changes. Kotter and Schlesinger (1979) agree that if the change is significant and the employee’s tolerance for change is low, he might begin to actively oppose the change for reasons he does not consciously understand. †¢Misunderstanding and lack of trust Buchanan and Huczynski (2010) argue that employees are more likely to resist the change if they don’t understand the reasons behind it. As outlined in the section above regarding lack of communication, it becomes transparent that MIS employees were not told what are the positive implications of change, therefore they believed the change might cost them much more than they would gain. This could be characterised by having a low level of trust between employees and managers and result in misunderstandings and increased perception of threat when change was introduced. 3. Networks and relationships Another challenge facing the organizational change of MIS was managing existing relationships and creating new networks. One of aims for the reorganization once MIS services and products and market needs were analysed, was to break down capabilities into building blocks and then to recompose the blocks to fit within the new strategy. In practice this meant changing the divisional structure of the organization from service-based to customer-based. The change from ‘squares’ to ‘squares and triangles’ caused a large power shift and a felling of unrest and injustice to many employees. In the new organization chart the ‘triangles’ comprised of market-facing professionals and were perceived as the ‘winners’. The triangles included new business development, client management, product management & development and business management & analytics units. A triangle holds its place as a symbol in the mathematics of ideal proportions and in the MIS reorganizational design employees chosen to become a part of new teams were deemed as ‘drivers’ having a superior status. This formal status was closely related to the leadership, generally accepted by the others with a power to influence and control other groups. On the other hand, the ‘squares’ represented all other employees in the company and were perceived as the ‘losers’ and ‘followers’ and deemed to have an inferior status. Buchanan and Huczynski (2010) note that lower status groups have less power and tend to be less influential, therefore employees actively seeking status in order to fulfil their self-esteem may experience personal dissatisfaction. Buchanan and Huczynski (2010) note that this method of implementing organizational change can cause confusion and increase employees’ level of stress. The MIS consultants hoped that by dismantling of social networks, new networks would grow very quickly. The presumption was made that the existing social networks used to compensate for the inefficiencies in the old system, so now they should accelerate the efficiencies of the new system. Some employees viewed this as a positive move, as it allowed transitioning some people to other teams to build communication and continuity based on their prior experiences in other business areas. This however had a more political aspect as many managers when switching roles from ‘triangles’ to ‘squares’ in their self-interest wanted to take the good people with them. In practice, whereby poor communication was also a contributing factor, the new social networks were not created as rapidly as anticipated and had a negative influence on employee engagement and work performance. Another reason for changing the divisional structure of the organization was MIS’ lack of integration. Child (2004) stresses that integration is a vital product of good organization, whereby different activities collectively create value. One of identified reasons for change at MIS was to consolidate their product offering to create more value for the customers. Although it is relatively easy to state the requirement for integration, it is not so straightforward to achieve it. The problem of integration presents itself most noticeably in the relations between functions that are responsible for producing services according to predetermined parameters established within the company, and functions that have to continuously adapt to the external environment. The organization cannot remained viable without this integration. Teams are one of the most commonly used means for achieving integration, however during the implementation of change at MIS these were taken apart under conditions of uncertainty and pressure. One of the signs that the integration needs were not sufficiently met by the new teams was conflict between departments, mainly between ‘triangles’ and ‘squares’. This situation would require ongoing monitoring to ensure that the conflict does not become persistent and threat overall teams’ performance. Summary As outlined above, the main challenges of the organizational change instigated by Aramanda included overall communication, dealing with resistance to change and managing relationships. The organizational change was possible due to a great contribution from the consultants, who appreciated that an organizational change is a complex process to dramatically adjust organization vision, structure and culture in a continuous effort to improve the performance. Reference list 1.Buchanan D., Badham R. (2008) ‘Power, politics and organizational change: Winning the turf game’, p. 9. 2.Buchanan D., Huczynski A.A. (2010) ‘Organizational behaviour’, pp. 329-330, 562-564, 570-573. 3.Child J. (2004) ‘Organization: Contemporary Principles and Practice; Chaper 4: Achieving Integration’, p. 81-82. 4.Kotter J. P., Schlesinger L.A. (1979) ‘Choosing strategies for change’ Harvard Business Review, March – April pp. 108-109. 5.http://www.bnymellon.com/about/index.html, accessed on 18 June 2012.

Coping with Stress in an Organization - 2242 Words

Coping With Stress In An Organization 26 November 1994 Table of Contents I. Introduction II. Defining Stress III. Types of Stress IV. How to Handle Stress V. Recognizing Stress VI. The Military and Stress VII. Summary I. INTRODUCTION Since the beginning of mankind there has always been some kind of stress affecting how people feel, act and cope with situations. In this paper we will look at the definition of stress and what causes people to have stress. Then we will see how different people handle stress and show how not all individuals have the same tolerance for stress. The next thing that will be discussed is how managers in organizations can recognize and reduce the negative†¦show more content†¦When people think of physical work environment they usually think of some type of hard labor. But its not confined only to physical labor, it also encompasses other factors such as noise, temperature, lighting, and pollution.4 So that means even people in business and people in construction both have some kind of physical work environment stressors. Stress from noise doesnt have to be caused from loud sounds. It could be the sound of the air conditioner or maybe even the silence of some one who is sitting next to you and you know they are watching what you do. Temperature also adds to frustration and therefore causes stress. Whether its from working out in the blazing sun or from sitting beside the air conditioner, they both can lead to stressful situations. Light can cause stress because of being to high, to low, or the wrong type. Any of these can make a person strain their eyes thus make them more susceptible to stress. When you put all the individual and physical stressors together you can see why job stress is drawing more and more attention. IV. 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Childhood And Going Into Adult Hood - 1487 Words

Attachment is defined as affection, fondness or sympathy for someone or something. There have been different researchers and various types of research that has been done over the years to try and uncover the mystery that what happens in the first few years of your life will determine what happens in the later stages on childhood and going into adult hood. Research into the subject of insecure attachment sparked an interest in the world of psychology in 1948 with the research John Bowlby did on maternal attachment. Bowlby interviewed 44 juvenile thieves who were in a protection programme and 44 other juvenile who have not yet committed any crime to act as the control group what he did next was brought all the parents and† interviewed†¦show more content†¦In addition, although that the majority went to prove what he was testing it is not 100% true as there was 14% who were not separated and still went on to commit crime, this leads to other theory’s getting created. Another psychologist who has had major input in the subject of attachment is Spitz and Wolf (1946). Spitz and Wolf (1946) â€Å"studied 91 orphanage infants in USA and Canada (3)†, what they found amazed the world of attachment. They found that despite getting better care and maintaining adequate health many had died before their first birthday. This and Bowlby’s research lends a hand in understanding attachment and both complement each other in facts. Seen as Bowlby was researching about the critical stage in development the research that Spitz and Wolf did also proves that. This is because both of the infants were apart from a proper caregiver during this stage and this effected their later development unfortunately for a third of Spitz and wolfs participants the latter development never happened. There is an issue with both of these studies and it is in the time of which they were doing their research. In the Mid 1940’s Men were coming back from the war and at that time the women were in the roles men were previously. Therefore there was urgency to have a reason for the mothers

Different Types Of Conflicts That One Could Go Through

There are five different types of conflicts that one could go through, and they are: Person vs. Person, Person vs. Society, Person vs. God/Fate/ Destiny, Person vs. Self, and Person vs. Nature or Technology. Person vs. Person is where one character is in an opposition with another character and an example of this is Creed where Adonis Creed fights Ricky Conlan so Adonis can be the heavyweight champion. Person vs. Society where one is opposed to the society that he/she lives in or its laws, so the example of this would be The Dark Knight Rises when Batman is trying to help the people of Gotham and the cops are trying to arrest him. The next is Person vs. God/Fate/Destiny where a character is in opposition of forces that are not of this world, and this is an example of The Avengers: Age of Ultron where the Avengers are fighting against Ultron who is not of this world. 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Why slavery was abolished Free Essays

There are many things that have created slavery but also many things to abolish it. Historians have identified a number of factors that contributed to the abolition of slavery, but here are the most important ones that I will talk about in this essay; middle class whites, black slaves, working class whites and economics. The white middle class people played a huge part in the abolition of slavery. We will write a custom essay sample on Why slavery was abolished or any similar topic only for you Order Now William Wilberforce was a highly respected MP; he played a huge part in the abolition by forming a group opposing slavery. He campaigned by making lots of speeches and studied the terrible conditions on board the slave ships. Granville Sharp was a surgeon in east London, when he met a slave named Jonathan Strong. Strong had been whipped and badly beaten by his master David Lisle. Sharp took him to hospital where he recovered. Strong was working as a healthy messenger boy when Lisle had him recaptured. When Sharp heard of this, he took Lisle to court to regain Strong his freedom. Sharp won the case and it got him a lot of good publicity, which Sharp later used, for his further campaigns. William Pitt was a prime minister at the time and he also heavily opposed slavery, he got parliament to make the law that to improve conditions on the plantations in the West Indies but unfortunately this had very little effect. Josiah Wedgwood was the younger son of Thomas Wedgwood. Josiah created a plaque to try and change people’s minds about slavery, the plaque was of a black slave in chains and around the sides read: ‘Am I not a man or a brother?’ This saying helped abolish slavery because it made people realise that slaves are human beings and are men or brothers not cargo. He also joined with Thomas Clarkson and Granville Sharp to form the society for the abolition of the slave trade. It was not just the middle class whites but also the working class whites too, they signed thousands of petitions to abolish slavery and in 1814 1.5 million people signed a petition. Lots of speeches were made after work outside on the streets. Usually there would be huge groups of workers all gathered round to hear debates. After the law in 1807 abolished the slave trade, middle class whites still kept on protesting until slavery was abolished altogether. Slavery was also abolished because the money that was being made from it was decreasing rapidly. Adam Smith who was an economist said that slaves who are forced to work for free would put very little effort into there work but if they had something to be motivated by like a pay check they would want to work harder for more money, this results in better business because more work is being done. As time went by places apart from the West Indies, started producing sugar. Places like Cuba and Jamaica made their sugar very cheap and did not have slaves to do the work. This forced a lot of the British sugar plantations in the West Indies to close down, which brought a reduction in the demand for slaves. The black slaves themselves also took upon there human rights and helped to abolish slavery. Lots of black slaves who worked in Britain started to demand wages from their owners and to be treated like normal servants. Some slave owners would have taken this badly and the slave would have been beaten. This would have only caused the slave owner more trouble by being taken to court by his slave so the slave could fight for his/her freedom. The slave would do this by getting help from someone like Granville Sharp. In every case the judges made a different decision each time because the judges did not want to seem biased. The black slaves who worked in the sugar plantations in the West Indies, did not have the chance to go to court so they rebelled! One of the biggest rebellions was at the British plantation of St Domingue; the slaves killed their owners and set fire to all the sugar canes. British troops were sent out to stop them but the slaves defeated them. This made the British see how badly the slaves wanted freedom. Olaudah Equiano probably had the biggest impact on the abolition of slavery. He was a slave who brought his own freedom and wrote his autobiography on his past experiences as a slave. This turned many people against slavery and Olaudah soon found he working with the likes of Wilberforce. He also helped slaves gain their freedom and brought cases like the zong to the public’s attention. Some people like Elizabeth Heyrick only played a small part in the abolition but they still got something done. In 1824 Elizabeth Heyrick published her pamphlet immediate not gradual abolition. In her pamphlet Heyrick argued in favour of the immediate freedom of the slaves in the British colonies. This was different from the official policy of the anti slavery society that believed in gradual abolition. The leadership of the organisation attempted to stop information about the existence of this pamphlet and William Wilberforce gave out instructions for leaders of the movement not to speak at women’s anti-slavery societies. At the conference in May 1830, the anti slavery society agreed to drop the words â€Å"gradual abolition† from its title. It also agreed to support Elizabeth heyrick’s plan for a new campaign to bring about immediate abolition. The following year the anti slavery society presented a petition to the House of Commons calling for the â€Å"immedi ate freeing of newborn children of slaves†. As you can see slavery was abolished for so many reasons but what I think the most significant are a combination of the middle class whites and Olaudah Equiano. These were what I think the most important factors where because firstly the middle class whites like Wilberforce where very highly respected people and were the sort not to be ignored at parliament. I think especially Wilberforce because him being an MP meant that parliament would listen to what he had to say which they would not do with a working class white for example. Olaudah Equiano played a big part because he spoke about slavery from a personal experience and when something as bad as the horrific tales of slavery has come straight from a person who has experienced it has a greater effect rather then if it came from a MP who had not experienced it. How to cite Why slavery was abolished, Papers

Immunization in Australia Samples for Students †MyAssignmenthelp.com

Question: Discuss about the Immunization in Australia. Answer: Immunisation is one of the best ways to protect the children from all kinds of diseases. It acts like a safeguard for good healthy for everyone. A person can enjoy good health throughout its life if he/she gets immune at a right age. It is recommended as the easiest way by which one can safe itself from getting affected by some of the most harmful diseases. A major immunisation campaign was lead in 1960s and 1970s for safeguarding the life of the children suffering from chronic diseases (Steens, et al., 2013). Thus, it resulted in reduction of such diseases in the children in Australia and other developed countries. This paper discusses about the immunisation rate in Australia and the ways government chooses to increase the present rate of immunisation among the children n the country. Further, it will analyse the market failure arising from the steps taken by the government and state solution to overcome the market failure. Immunisation rates have been increasing in Australia over the years. Presently, the country has recorded about 70 percent of children being vaccinated in Australia. This rate is quite low than other developed countries and has been a major issue for the government fo Australia. Immunisation has been one of the troubled issues of the world as well because of 1.5 million children dying every year due to lack of vaccination (Mahajan, et al., 2015). Immunisation rate is as high as 90 percent in some developed countries such as North America and as low as 42 percent in sub-Saharan Africa. Such low rate in some countries makes them lose the external benefits acquired from this system because the children are dying in an increasing rate. Good immunisation saves the children from getting sick and helps them lead a good life. These children are going to grow up with good health and will work for the benefit of the country and give high productivity. Thus, bad immunisation system causes extern al cost for the country and the society (Denholm McBryde, 2014). There are many market failure attach to the consumption of immunisation. This is because a lot of market failure is caused due to positive consumption externality. This is because the social benefit is caused due to the free availability of goods. More social benefit and free market price means that everyone is getting the benefit (Rios, McConnell, Brue, 2013). People not getting immunised also benefits from those getting themselves immune. This is because the whole population benefits from the improved health condition. Thus, this reduces demand and increases the amount of social benefits above the private benefits creating market failure. This is because the social benefit of consumption is more than the private benefit. It can be seen from a diagram: From the above diagram, it can be seen that marginal social benefits is more than the marginal private benefit. The immunisation is offered free of cost; however, due to lack of knowledge it is being charged by the private companies. People are being vaccinated by paying high price to the people. Moreover, it can be seen that even though the price of immunisation is free the private companies charge the vaccination price at P1. This is because the demand for vaccination is low due to high social consumption externality and people those are getting immunised have to pay more money to the profit making private companies. Further, it is also due to the inadequate allocation of resource. These factors together causes market failure in the economy, which is denoted by the shaded triangle in the figure. Thus, it is necessary for the government to take necessary steps to reduce the market failure caused due to inadequate vaccination in a economy The lack of immunisation in Australia and increasing positive consumption externalities compared to other developing countries has forced the government to take steps to improve the condition (Hsu, Matsa Melzer, 2014). The government has decided to reduce the family tax benefit for the people to encourage them to get their children benefitted. This is because with the fear of losing the tax benefit amount every family will give importance to immunisation to their children at right time. The government to reduce the amount of market failure caused due to immunisation did this. This is because increased market failure is costing high for the people getting immunised (De Agostini, et al., 2014). The levy of policy for reducing the family positive tax benefits will force the people to get their children immunised in order to get the adequate amount of money from the tax benefits policy. This is because tax benefit is given to the family for maintaining the health of the children. Furthe r, the reduction of tax benefit is done to increase the demand and shifting it to the right. Thus resulting in social optimal level of production and an optimal price level. Moreover, an efficient allocation of resources and efficient equilibrium also occurs due to this step by the government (Lefebvre, Terlinden Standaert, 2014). The step taken by the government can prove to be a failure in creating more demand for immunisation and thus inability of the demand to move rightward. This is because people might think in a other way that the government is not offering them facilities and more and more people might back off from getting immunised. Thus, instead of getting an increase in demand there will be a decrease in demand causing further market failure. However, government can take different step such as offering subsidies to the people (Ochieng Hobbs, 2015). This will reduce the cost to the consumer compared to the amount the producers will receive. Amount of subsidy given might increase demand more than expected as consumers will gain trust towards the government and get it at less cost. Thus, the demand curve will shift right causing an increase and market failure will decrease. It will also cause social optimal price and optimal allocation of resources. In addition to this, it should be remembered that i n order to get their policy effective the consumers should be educated about it. Most of the lack in demand for immunisation is due to lack of proper information and knowledge. Thus, in order to get their policy right the government should deal with the problem of asymmetric information among the people about immunisation and its benefits. These are the ways a policy to increase demand and reduce the market failure caused due to increased positive consumption externality can be successful (Huo, et al., 2014). From the above analysis, it can be deduced that Australia has been increasing the rate of immunisation among its citizens. However, the rate is less than some well-developed country. Moreover, the free market price and positive externality caused by immunisation lead to market failure in the economy. This is because the social benefit caused by immunisation not only safeguards the people getting it done. It also benefits the society as a whole. Thus, many people escape from taking the vaccination and enjoys at the cost incurred by others. This leads to a reduction in the demand for immunisation and causes market failure. Thus to increase the demand and reduce the market failure problem the government decides to reduce the rate given on the family benefit program. According to the government this might encourage people to take vaccination. However, it is shown that it might also lead to market failure by government called as government failure by making an opposite effect on the peopl e. Thus, for better immunisation it needs to think about other beneficial plans. References De Agostini, P., Paulus, A., Sutherland, H., Tasseva, I. (2014).The effect of tax-benefit changes on the income distribution in EU countries since the beginning of theeconomic crisis (No. EM9/14). EUROMOD Working Paper. Denholm, J. T., McBryde, E. S. (2014). Can Australia eliminate TB? Modelling immigration strategies for reaching MDG targets in a low?transmission setting.Australian and New Zealand journal of public health,38(1), 78-82. Hsu, J. W., Matsa, D. A., Melzer, B. T. (2014).Positive externalities of social insurance: Unemployment insurance and consumer credit(No. w20353). National Bureau ofEconomic Research. Huo, Y. R., Niles, N., Braithwaite, H., Cheng, A., Kong, V., Shulruf, B., ... Thompson, R. (2014). Childhood Immunisation and Parental Education Levels: A Comparative Survey across 50 Years.MSJA,454, 59. Lefebvre, C., Terlinden, A., Standaert, B. (2014). Measuring and Observing Positive And Negative Externalities Caused By Vaccines: Do We Have The Right Assessment Approach Available?.Value in Health,17(7), A450. Mahajan, D., Dey, A., Cook, J., Harvey, B., Menzies, R., Macartney, K. (2015). Surveillance of adverse events following immunisation in Australia annual report, 2013.Commun Dis Intell Q Rep,39(3), E369-86. Mitchell, K., Sparke, M. (2016). The new Washington consensus: Millennial philanthropy and the making of global market subjects.Antipode,48(3), 724-749. Ochieng, B. J., Hobbs, J. E. (2015).Incentives for the adoption of socially beneficial technologies: the case of an E. Coli vaccine(Doctoral dissertation, MSc Thesis, University of Saskatchewan, Saskatoon, Canada. Available at: https://tinyurl. com/z6njbz8). Rios, M. C., McConnell, C. R., Brue, S. L. (2013). Economics: Principles, problems, and policies. McGraw-Hill. Steens, A., Bergsaker, M. A. R., Aaberge, I. S., Rnning, K., Vestrheim, D. F. (2013). Prompt effect of replacing the 7-valent pneumococcal conjugate vaccine with the 13-valent vaccine on the epidemiology of invasive pneumococcal disease in Norway.Vaccine,31(52), 6232-6238.