DNA Essays - DNA Replication, Okazaki Fragments, DNA Polymerase, DNA

DNA Replication DNA replication is a complex cellular function that is necessary in order to sustain life and achieve growth. Many enzymes, proteins, and other molecules work together to ensure that genetic information is replicated efficiently, quickly, and accurately. Without any one of these components, replication would be very limited in its efficacy. DNA is comprised of two strands of complementary nitrogenous bases (adenine & thymine, guanine & cytosine), five-carbon sugars (either ribose or deoxyribose), and phosphate groups. The strands of DNA are arranged in a double-helix array and are held together with hydrogen bonds. The semiconservative replication model is used to depict replication. In this model, each new double helix has one "old" strand and one "new" strand. This is yet another way in which accuracy is ensured. Because the shape of the DNA molecule is extremely important to its functionality, care must be taken to ensure that all parts of the molecule remain in their appropriate space during replication, and that no part of the strand is broken. To replicate DNA, the two strands must first be separated from one another. The first enzyme used in this process is called helicase. Helicases use the energy from ATP molecules to unwind the three-dimensional double helix. While the strand is unwinding, topoisomerase enzymes (such as gyrase) prevent the strands from being winded into a supercoil due to the torque produced by the separating action. Since each strand is comprised of complementary base pairs that have a high affinity to hydrogen-bond with one another, single-stranded binding proteins (SSBs) are attached to the strands to keep them from reattaching to one another. Once the strands are separated, work can begin to construct two new complementary strands that will ultimately attach to the existing DNA strands to form new complete DNA sequences. DNA polymerase III is the active enzyme that builds the new complementary strands. DNA polymerase III is a DNA-dependent enzyme. As such, a template (the existing separated strand) must be present to generate the new strand. DNA polymerase III requires a primer to begin its action. The primer used is a short RNA sequence with a 3' hydroxyl group that is formed by an enzyme known as primase. This primer is usually about ten nucleotides in length and is complementary to the existing DNA strand. DNA polymerase always works in the same direction: from the 5' end to the 3' end. Since DNA polymerase III always works in the 5' to 3' direction, and DNA strands are complementary, this gives rise to a few minor issues that must be dealt with. The strand in which DNA polymerase can move in the same direction as gyrase (with the replication fork) is known as the leading strand. As the strand is unwound, DNA polymerase III can easily begin to replicate the strand, as the replication fork is already moving in the 5' to 3' direction. The complementary strand is known as the lagging strand. The replication fork is necessarily moving in the 3' to 5' direction on this strand. On this strand, numerous primer sequences are inserted so that the DNA polymerase III can "backtrack" to build the new sequence as the strand is unwound. The DNA sequences between these primers, which are 1000 to 2000 nucleotides long, are known as Okazaki fragments. Once DNA polymerase III has replicated the fragments, the need arises to remove the RNA primer sequences and fuse the portions of the new strand together. The first critical enzyme used to do this is known as DNA polymerase I. This enzyme removes the primer sequence with the crucial 3' hydroxyl group and synthesizes complementary DNA to fill in the gaps left by the primers. After this is completed, yet another enzyme known as ligase is used to join the fragments. This enzyme works by forming a phosphodiester bond between the 3' hydroxyl of the new strand and the 5' phosphate group found on the Okazaki fragment. Using each enzyme to perform a specific function, DNA is successfully replicated. DNA Essays - DNA Replication, Okazaki Fragments, DNA Polymerase, DNA DNA Replication DNA replication is a complex cellular function that is necessary in order to sustain life and achieve growth. Many enzymes, proteins, and other molecules work together to ensure that genetic information is replicated efficiently, quickly, and accurately. Without any one of these components, replication would be very limited in its efficacy. DNA is comprised of two strands of complementary nitrogenous bases (adenine & thymine, guanine & cytosine), five-carbon sugars (either ribose or deoxyribose), and phosphate groups. The strands of DNA are arranged in a double-helix array and are held together with hydrogen bonds. The semiconservative replication model is used to depict replication. In this model, each new double helix has one "old" strand and one "new" strand. This is yet another way in which accuracy is ensured. Because the shape of the DNA molecule is extremely important to its functionality, care must be taken to ensure that all parts of the molecule remain in their appropriate space during replication, and that no part of the strand is broken. To replicate DNA, the two strands must first be separated from one another. The first enzyme used in this process is called helicase. Helicases use the energy from ATP molecules to unwind the three-dimensional double helix. While the strand is unwinding, topoisomerase enzymes (such as gyrase) prevent the strands from being winded into a supercoil due to the torque produced by the separating action. Since each strand is comprised of complementary base pairs that have a high affinity to hydrogen-bond with one another, single-stranded binding proteins (SSBs) are attached to the strands to keep them from reattaching to one another. Once the strands are separated, work can begin to construct two new complementary strands that will ultimately attach to the existing DNA strands to form new complete DNA sequences. DNA polymerase III is the active enzyme that builds the new complementary strands. DNA polymerase III is a DNA-dependent enzyme. As such, a template (the existing separated strand) must be present to generate the new strand. DNA polymerase III requires a primer to begin its action. The primer used is a short RNA sequence with a 3' hydroxyl group that is formed by an enzyme known as primase. This primer is usually about ten nucleotides in length and is complementary to the existing DNA strand. DNA polymerase always works in the same direction: from the 5' end to the 3' end. Since DNA polymerase III always works in the 5' to 3' direction, and DNA strands are complementary, this gives rise to a few minor issues that must be dealt with. The strand in which DNA polymerase can move in the same direction as gyrase (with the replication fork) is known as the leading strand. As the strand is unwound, DNA polymerase III can easily begin to replicate the strand, as the replication fork is already moving in the 5' to 3' direction. The complementary strand is known as the lagging strand. The replication fork is necessarily moving in the 3' to 5' direction on this strand. On this strand, numerous primer sequences are inserted so that the DNA polymerase III can "backtrack" to build the new sequence as the strand is unwound. The DNA sequences between these primers, which are 1000 to 2000 nucleotides long, are known as Okazaki fragments. Once DNA polymerase III has replicated the fragments, the need arises to remove the RNA primer sequences and fuse the portions of the new strand together. The first critical enzyme used to do this is known as DNA polymerase I. This enzyme removes the primer sequence with the crucial 3' hydroxyl group and synthesizes complementary DNA to fill in the gaps left by the primers. After this is completed, yet another enzyme known as ligase is used to join the fragments. This enzyme works by forming a phosphodiester bond between the 3' hydroxyl of the new strand and the 5' phosphate group found on the Okazaki fragment. Using each enzyme to perform a specific function, DNA is successfully replicated.

imperialism and race relations essays

imperialism and race relations essays A small Indian man by the name of Mohandas Karamchand Gandhi, or, more commonly known as Mahatma Gandhi, played the dominant role in securing the downfall of British rule in India. Not only did he play a pivotal role in creating an Independent India but he tried to do did it without guns or physical violence. Gandhis fight against racism and British rule in India began in South Africa when he was thrown off a train for being an Indian in a first class carriage. On returning to India he continued his goal of an independent India through policies of non-cooperation, non-violence and Satyagraha (Sanskrit for truth and firmness). Gandhi, the major leader for the movement for an Independent India was born in India. In 1988 he then went to the University College in London where he gained a degree in law and was admitted to the British bar. Gandhi, attempting to set up a law firm in Bombay had very little success. Two years later he was offered a job from a South African firm in Durban and on route to this new job he suffered major mistreatment, on the train, through injustice and racism. This sparked Gandhis fight for the rights and liberties of the Indian people. Gandhi stayed in South Africa for over twenty years, during which he gained much experience in battling colonial governments. The first being the Indian Franchise Bill passed in 1984. This meant that Indians had the right to vote withdrawn. Gandhi fought the Natal Government and managed to have little success. Although the act was changed, it was just the wording and it still did as it did before. During the Boer War Gandhi established an Ambulance Corp in support of the British after which he continued his campaign. In 1906 the Black Ordinance was introduced which meant that all Indians had to have in possession a certificate that could be demanded when ever. Gandhi opposed this with his policies of non-cooperation and satyagraha. Before Gandhi was ...

Managerial Decision Making Essay Example | Topics and Well Written Essays - 250 words

Managerial Decision Making - Essay Example Retribution: The first R is by far the most detrimental; the managerial application of retribution is little more than threatening. Managers in some situations resort to direct threats of punishment to create coercion. They may also utilize indirect threat’s to create an implied rather than stated punishment or coercion; this is a common form of intimidation. The major pros to utilizing retribution are the immediate effect and delivery of the manager’s task as specified. On the Con side retribution almost always creates resistance, resentment, & alienation. It also within the organization stifles innovation. Effective managers should very rarely resort to retribution as a tool; it should be reserved for crisis situations where direct action is required. Reciprocity: By definition reciprocity is nothing more than compliance by satisfying the needs of both parties. Reciprocity allows the manager to get results without creating resentment. The major pros revolve around mutual benefit. This enables the manager to achieve objectives without having to bargain or justify the objective with the employee. The Cons are the very basic prerequisite of trust and the inevitable negotiation process with the employee. From the stand point of the organization reciprocity undercuts group commitment. From the management standpoint it takes time to initialize and cannot be used effectively in a crisis situation. Reason: Reason creates a rational articulation of the management concept; subordinates recognize the value of the plan and are more supportive and positive about the manager’s task. The pros are seen as a higher group compliance and greater commitment to team principle. While reason is the most positive management tool it takes the longest period to initialize and requires the cohesion of a unified group trust and belief in the individual manager. Superiors usually rate managers that utilize reason as highly effective. Unfortunately,

Enterprise Architecture and its evolution Essay Example | Topics and Well Written Essays - 500 words

Enterprise Architecture and its evolution - Essay Example n enterprise communicates with the other stakeholders regarding the future of the business in terms of the integrating various business perspectives offered by the stakeholders to the technical aspects of the business that will see advance in future (Giachetti, 2010). Enterprise Architecture caters for the relationship between the people within an organization, the processes involved, the enterprise technology and information, and how all these relates to the external business environment (Giachetti, 2010). Therefore, EA is a very important component for any business that wishes to advance and transform into an effective enterprise. It embarks on addressing the challenges that a business entity is facing and how such challenges can be overcome, through the provision of a mode of governance to implement and provide holistic solutions to the existing as well as potential future problems (Giachetti, 2010). Enterprise Architecture therefore indicates the desired future state of a business entity, while guiding the enterprise through the process of achieving its desired state. This sees a business move from its present simple system to advanced data and information structures that reinforce the business performance and competitive ability. This way, EA serves to enhance the efficiency and effectiveness of a business (Giachetti, 2010). It is through EA that business structures are centralized, while the processes and the flow of information is streamlined to incorporate timeliness and accuracy. This way, running and management of business activities becomes an easier and successful event. The greatest advantage of EA is the fact that it indicates the desired future business state and then establishes the intermediate steps that will be undertaken to as to realize this state (Giachetti, 2010). The evolution of Enterprise Architecture can be traced to the 1990s, where the need to address the issues of complex business systems arose. It is during this period that

Catholiicism Assignment Example | Topics and Well Written Essays - 250 words

Catholiicism - Assignment Example This prompted many natives in dedicating themselves to serving church rather that working. This is due to the then priests’ intensive evangelization for many of them were energetic and enthusiastic, which triggered vigor not only among the entire clergy but also among Catholics. Hence, this led to significant changes that conveyed difference from the 20Th era up to date assuming ethnicity and pluralism. Ethnicity encompasses an internal state of irrespective of numerous State churches comprising a single American Catholic. This is because of numerous immigrants who relocated to America each based on own ethnic group differed significantly with the other including their own credence regarding Catholics. Hence, giving rise to conflicts on whose way of worship was acceptable way of being Catholic (Albanese 71). The force was so strong that they even fought to maintain their identity similar to Irish in 19Th era. Pluralism refers to peripheral state of one church being among numerous denominations. Although Catholic comprises the minority, it poses a threat to Protestants due to demonstrations and nativist (Albanese 76). This was evident in 1834 whereby due Nativism incidence churches incurred great loses due to destruction through torching. This is because both Protestants and Catholics intended were at loggerheads whereby each intending to lead in America in terms of masses. Consequently, this prompted a catholic archbishop conceive the idea of coming up with Catholic System schools. Centrally to the initial state of evangelization by Catholics together with many becoming nuns, the onset of 20Th era was quite different. This is because of reduction of nuns as many people preferred material gain that came with white-collar jobs; hence, they saw vows regarding chastity and poverty being too demeaning. This is evident to date whereby numerous Catholics only attend church during Holy days like Good Friday, which is an

The effect of technology on Human Resource recruitment

The effect of technology on Human Resource recruitment In every organization it is important to have a right person for the right job. Recruitment and Selection plays a major role in this situation. Use of new technology is putting considerable pressure on how employers Recruit and Select staff. Talent Acquisition is a process of discovering the sources of manpower to meet requirements of the staffing schedule and to employee effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient personnel. STATEMENT OF PURPOSE Handling humans is at the heart of almost all real-life management problems. What it takes to succeed humans? Why humans are a resource and what makes them special? The purpose of this assignment is to bring out issues involved in the management of human resources (HRM), both from the existing theory as well as practice. The assignment will examine human at work and discuss different aspects which are basic to human motivation at work and in satisfying career objectives within organisations. HRM comprises of various issues right from recruitment-selection to performance appraisal, training and development of employees in organisation and opportunity for management provided by employee diversity. My objectives were to study the key processes and policies for which the company provides vital information. INTRODUCTION John Storey (1989) defined HRM as Set of interrelated policies with an ideological and philosophical underpinning. Storey (1995) defines HRM as a distinctive approach to employment management which s seeks to achieve competitive advantage through the strategic deployment of a highly c committed and capable workforce, using an array of cultural, structural and personnel t techniques. Sainsbury is a super market which will operates its business in retail sector from t the year 1869. Sainsbury is started by James and Mary Ann Sainsburys. in UK. It has many branches located throughout the country selling different range of products. Sainsbury control a much centralised Human Resources policy in which all decisions are taken by top management. The main objective of Sainsbury is to meet customer needs successfully and provide investors with good financial return. Sainsbury aims are to provide all colleagues right opportunities to develop their skills and are well rewarded for their contribution to the success of business. Sainsbury brand is built upon providing customers quality product at fair prices. Sainsbury store have a particular emphasis on fresh, healthy, safe and tasty food and continues launching new product for the customers. Sainsbury supermarket employs 150000 colleagues and with over 19 million customers are visiting stores each week. Sainsbury offer many products such as food, grocery and other household products. They sell other brand name products as well as Sainsbury brand product, which are often cheaper than other brand names. 1. RECRUITMENT AND SELECTION AT SAINSBURY: Sainsbury offers large numbers of job opportunities available in different stores. They looking for people with good customer skills but job are available in clerical, stockroom and technical rules. Flexible contract, term time contracts and dual contracts offer colleagues to work on hours basic. Job opportunities are advertised on in-store job board, in local newspaper and at job centre plus. Sainsbury opening new supermarkets and local and central stores in many towns creating job vacancies in advance, Sainsbury recruit staff two or more months before in order to allow staff training. RECRUITMENT FOR GRADUATES: Sainsbury recruit around 100 graduates colleagues every year and more than 70 work within stores. Graduates recruitment is conducted online ay Sainsbury graduate recruitment website. Graduates are trained in all aspect of store management under trainee management scheme. Under this training period they will work in all areas of store and later doing their jobs under manager supervision. Work experience offer to school students Sainsbury encourage school students to come our stores for work experience. These placement are organised at a local level. Work-experience student work in different department during their particular time. SAINSBURY SELECTION PROCESS: 1.The first method that they use is collection curriculum vitaes(C.V),letter of Applications and Applications forms from applicant. 2.Sainsbury would then shortlist applicant and is done by recruitment manager. This shortlist of applicant is done to meet criteria that they looking for, right person for the right job. 3.Next would be the interview stage. Interview is the main stage of selecting applicants. A number of question are designed to provide a deeper insight into candidates, An interview enables candidates to present their case of selection. It will show the difference between those who are good on paper and those who have good communication skills. 4.Suitable person is selected for the job. They would judge the applicants against the person specification. 2.TRAINING AND DEVELOPMENT The main purpose of training at Sainsburys are: Well trained workers will be more useful. This will help the business in increasing profit as well as achieving companys objectives. Creates a more flexible workforce It would lead to job satisfaction The attitude of the workers would be improved and therefore the image of the company and employees will feel better and more relaxed if they are trained before hand. The employee would reach their potential and the business will be profiting as well as the employee. STORE CONSTRUCTION: To prevent any kind of environmental impact caused during store construction, Sainsbury property services department works clearly with local environmental health officers to ensure that store construction creates less disruption as possible. An average of 30 weeks is taken to complete the store construction which is currently an industry best and reducing the period when local nuisance is caused. Supervisor is appointed for health and safety legislation projects. The supervisor makes sure that contractors follow procedures aimed at avoiding:-  · nuisance caused by noise, dust and smoke;  · water pollution;  · unnecessary damage to flora, fauna and archaeological features;  · Poor waste management SENIOR MANAGEMENT TRAINING Senior management training is focused to meet the business and individual needs. Through promotion, external recruitment and training, senior management capabilities can developed. Through running training courses Sainsbury aims to achieve specific benefits and training needs restructuring if these benefits are not achieved. Training and development helps Sainsbury to improve quality and service and therefore productivity can b raised. Training increases the individual motivation and creates flexibility around the workforce. INVESTORS IN PEOPLE(IIP) IIP is a national standard supported by the department for education and skills. Sainsbury became the first major food retailer to achieve Corporate Investors in people recognition. This followed a three-year programme involving 450 assessment covering 13500 Sainsbury colleagueship recognition is a unique achievement that gained from the bottom up rather than the top down. Almost every unit that makes up Sainsbury supermarket went through the process individually. Company that has been recognised by IIP is capable in adopting and implementing its four fundamental principles:- Promise to improve all employees to achieve business goals and targets; Regularly reviewing training and development needs in the context of the business; Taking relevant action to meet training and development needs throughout Peoples employment; Evaluating outcomes of training and development for individuals and the Organisation as a basis for continuous improvement 3.DIVERSITY AT SAINSBURY:- In 2004/05,Sainsbury introduced a diversity management website on internet. This site was introduced to guide about managing faith and belief, disability management and guidance on local commodity recruitment. The site is planned to help all colleagues gain more awareness of other people needs. We talk about equality and diversity policy at training to all colleagues and deliver written guidance to managers on equal opportunities and recruitment of disabled colleagues. This year Sainsbury using Disability Confident which is a new learning means to help colleagues in our stores move beyond disability awareness to become more confident in dealing with disability. Colleagues can report discrimination or harassment through our fair treatment and complaint procedure. Sainsbury began to develop plans to target older workers. It introduced retirement plan pension protection mechanisms. Full payment is received if anybody recruited until their 65th birthday. In application form age has been removed and its requested for monitoring purposely only. Mixed age workforce has led to improved customer satisfaction by perfectly reflecting the profile of their customer. Sainsburys diversity and equality policies are an important part of their business plan. All diversity and equality are anticipated to add value to improve both customer services and sales. Flexibility in covering holidays has improved as different religious festivals are spread out across the year. A calendar of religious festivals has been produced and displayed in stores. (Sainsburys case study from age positive campaign) http;//www.efa-agediversity.org.uk/case-studies/index.htm Employers forum on age case studies of employers who have adopted approaches based on the principles of age diversity 4.PERFORMANCE MANGEMENT Performance Management Performance Management is a means of getting better results from the company, individuals and teams by understanding and managing performance within an agreed framework of planned goals, standards and competence requirements. Performance Management is very crucial at Sainsburys. Sainsburys manage the performance of its employees effectively so as to remain competitive in the market. At Sainsburys, various techniques are used to know how well individual employees doing their responsibility and for the managers to be able to monitor how well they are carrying out. Performance monitoring provides information which is of value for identifying future training or promotion opportunities and areas where insufficient skills or knowledge could be judged as a threat to an employees efficiency. Managers exercise control at organisation and individual level through: planning by setting objectives and targets creating performance standards observing actual performance Comparing performance against targets correcting mistakes and taking action Management by Objectives The process described above contributes to management by objectives, in which the performance of the individual and Sainsburys is regularly being measured against objectives and targets which have been set by managers and employees. Objectives at Sainsburys are determined through discussions between managers and employees. This method will involve both a top-down and a bottom-up style. The manager at Sainsburys presents the corporate objectives and the individuals and team members then state what they feel can be achieved. The objectives are more likely to be successful if they are: Specific Measurable Agreed Realistic Time-related CONCLUSION This assignment emphasis on the importance of human resource management process prevailing Sainsburys. This assignment also gives the outlook how the organisation remain competitive in the market. Brief introduction of all processes is the following RECRUITMENT AND SELECTION PROCESS Recruitment is the process of inviting people in the organisation. Caliber of its manager and workforce is the key to the success and failure of the organisation. The selection is rejecting or arranging of people. Selection tends to be negative because good percentage of people is rejected. The selection process differs from company to company but it should meet the requirement of the job. Sainsburys has a very well recognised Recruitment and Selection process for both the managers and the employees. It uses such selection process so that they can access each aspect of the people that is significant for doing job. In sainsburys HR department gives the criteria for selecting employees. TRAINING AND DEVELOPMENT Sainsburys has designed its own system of analysing the training needs for their employees. Training system is divided into two catagories: Task Analysis: Training for new employees Performance Analysis: Training for existing employees. Training Methods: à ¢Ã¢â€š ¬Ã‚ ¢ On the Job Training à ¢Ã¢â€š ¬Ã‚ ¢ Off the Job Training à ¢Ã¢â€š ¬Ã‚ ¢ Stimulated Training Training Tools: à ¢Ã¢â€š ¬Ã‚ ¢ Audio-visual Tools `à ¢Ã¢â€š ¬Ã‚ ¢ Programmed Learning à ¢Ã¢â€š ¬Ã‚ ¢ Lectures à ¢Ã¢â€š ¬Ã‚ ¢ Informal Training RECOMMENDATION I would suggest to Sainsburys introducing some new products which will give to a company a comparative advantage over their challengers. Sainsburys would be an opening of local shops located in the city centre rather than on the outskirts of the city. Customers frequently choose local shops rather than supermarkets to save time and money if they do not need large purchase, because undoubtedly in large stores often they purchase more than actually have planned. At Sainsburys, human resources management is the most important department. The right quantity of labour, skills of employees and degree of motivation. To understand if Sainsbury are competively compared to their rivals, they need to compare their prices of product with that of rivals. A way of finding out rivals information is by going undercover. A member of the Sainsbury staff could visit rivals supermarket like Asda, Tesco and note the prices that are charged for the same product that Sainsbury selling. If the prices is cheaper for that particular product that Sainsbury selling then Sainsburys have to cut down the prices for that particular product. If the prices are higher at Tesco than Sainsbury for that product, are ahead in competition over Tesco. The human resources management department at Sainsburys control the workforce and see how they perform. A poor workforce in terms of lazy workers could result in low output. Mayos theory, working in team is virtually important for Sainsburys and creates friendly environment which can increase companys profit. The human resource department get the workforce and main problem after that is keeping them happy. Rivals may look for Sainsburys existing employees by offering them better pay and promotion. The HRM department at Sainsburys should be more alert of this problem and may offer their employees more pay and promotion in order to keep existing employees. If promotion or better pay offered to employees then he/she would feel important to business. HRM needs to safeguard that Sainsbury employees right quality and quantity workers. HRM department at Sainsburys have to plan in advanced, if a manager is leaving in near future than advance planning for recruitment, interviewing and selection is important in order to safeguard department not to get suffered and business not to be affected by a member of staff leaving. Maslow theory, pay may have something to do with the employees being dissatisfied. At Sainsburys, if labour turnover is high, then is regarded as a failure by the HRM department. If labour turnover is low then is regarded as a success by the HRM department. To analyse absenteeism rate is also important. HRM seeks to ensure that absenteeism is low. High absenteeism caused lack of commitment, poor motivation and poor management by the HRM. Maintaining 100% service levels as the online business grows Sainsburys is now operating with high service levels. Even so, there is still some room for improvement to ensure that all orders are delivered in full and on time. There are a few ways in which Sainsburys could further still improve service levels; however, the law of diminishing returns would come into play at this stage and so investment would need to be able to provide definite improvements. Also, the online business is growing at a rapid rate, ahead of overall market growth. Picking such large orders from stores during busy periods could become an issue httpHYPERLINK http://www.oracle.com/us/corporate/analystreports/corporate/ovum-sainsbury-cs-170835.pdf://www.oracle.com/us/corporate/analystreports/corporate/ovum-sainsbury-cs-170835.pdf

Finance: Stocks Vs Treasury Bonds :: essays research papers

Historically speaking, stocks have been found to be no more risky than Treasury bonds. Over the past twenty years vast research has been done on this subject. Jeremy Siegel of the University of Pennsylvania’s Wharton School stated that, â€Å"The safest long-term investment for the preservation of purchasing power has clearly been stocks, not bonds.† Since the mid nineteen twenties, company stocks have average annual returns close to 11%, while on the other hand, Treasury Bonds only return with a little over 5%.   Ã‚  Ã‚  Ã‚  Ã‚  Currently stocks are on the rise. Since 1982 the reason for this is the declining risk premium. The return, or â€Å"risk premium,† that is required is much less. This is for several reasons. Investors have realized not to be so fearful of the great unpredictability of stocks. Instead of dropping stocks in the short run, investors are learning to hold out for the long run to see huge benefits. Secondly, Americans are now keeping stocks in accounts that require long-term holding, such as retirement accounts. Also, businesses are becoming much more efficient and the chance of undergoing devastating turn-arounds in a recession are much less. The tax environment is more generous, foreign threats have ceased dramatically, and the government management has vastly improved. The bottom line is that the risk of investing stocks is much less than it ever has been before. The level of the risk premium is heading towards zero, while currently holding at 3%. That 3% is much better than the historical average of 7%. James K. Glassman and Kevin A Hassett, authors of the book, â€Å"Dow 36,000,† claim that the prediction of the Dow reaching 36,000 is not out of the realm of possibilities. If the earnings grow in the long term at the same rate as the GDP and treasury bonds are below 6%, then it is very possible for the Dow to hit a level of 36,000. One critic of â€Å"Dow 36,000,† Burton G. Malkiel, stated that the rise in stocks that has been occurring is the beginning to an adjustment that â€Å"will only be complete when stocks and bonds are priced to offer equivalent returns, and that implies a level of 36,000 for the Dow today with a price earnings multiple of 100.† So the question remains at whether the authors of â€Å"Dow 36,000† are correct or incorrect about the arguments and predictions that they make in their book. They are correct in what they predict in their book, but they need to make sure to not lead some not-so-experienced investors down the wrong road of deception.