FORD Essay Example | Topics and Well Written Essays - 1250 words

FORD - Essay Example Ford Motor Company has a large market share. Automotive segments of Ford Motor Company include; Ford North and South America, Ford Asia and Africa region and Ford Europe. The market share of Ford Motor Company for the last 9 months has risen significantly to 15.8 percent. This is higher as compared to the market share of the year 2012 which was 15.2 percent in US. However, the market share of Ford Motor Company is estimated to increase by 7.4 percent. This means that the company will be able to make auto sales of 15.9 million up from 2012 sales of 14.8 million (Young, 2013). There is a very high competition in the international market yet Ford remains consistently competitive. In Europe, the analysis of Ford products shows that it is the second best seller in the past five years. This is attributed to the best performance the company has made recently in Russia and UK (Vlasic 2011). Ford Motor Company is a global leader in manufacturing and sales of automotive products. The company distributes its manufactured vehicles in approximately 200 markets across the world. Ford also has other responsibilities such as servicing and offering of credit to interested parties. The company employs quite a number of people in all industries (Forever Ford 2014). Ford motor company has its operations in many parts of the world; for example, it has subsidiaries in countries like UK, Australia, China, and Japan. Political stability in those countries is favourable. This means that business can be conducted without any interference from governments. This has given the opportunity to Ford Motor Company to excel in market share, in various countries. Economic challenges in the world have seriously affected companies including Ford Motor Company. Many companies were forced to withdraw from the business but others adjusted their production and reduced the work force. The

Corporate Social Responsibility and the Law Case Study

Corporate Social Responsibility and the Law - Case Study Example According to the research findings, it can, therefore, be said that there were very good strategies that were applied by Enron Corporation in accounting and this made it be ranked among the top ten largest companies in the United States. From the previous trend that was recorded by the company, it was anticipated that it was to dominate in business transactions it carried out. It had very a milestone in such transactions whereby it had conducted trade in weather preparedness and security, power, and communications. In contrary to many expectations and hopes of the people of the United States and the world at large, it turned to be a legend in failure that is outspoken up-to-date. Policies are a set of principles of action adopted or proposed by an organization. They are tools of management whose absence leads to consequences as severe as the collapse of the organization. Business organizations run on a primary objective of maximizing profitability. However, in doing this it is unders tandable that the organizations exist within the society and must, therefore, operate in accordance with the norms of morality and ethical provisions as set by the society. The organizations interact with the society in their everyday production endeavors, some of the key modes of the organization- society interaction include, the recruitment of personnel. The collapse of the company apart from recording the highest form of bankruptcy has triggered a myriad of unanswered questions and behind the bar scenes that ought to unraveled to help in the implementation of preventive mechanisms incorporations of the same type, to deter the occurrence of such incidences. This historical happening contradicts the code of ethics of the corporation. Most of its ethics were easy to be followed and almost all the employees confirmed to them. In case of misunderstanding and disagreement, the legal committee or the supervisors were to be contacted for clarification. Enron had policies which were imple mented under the supervision of the management board. The policies included the principles that protected human rights. The policies clarified further on the secrets of the company concerning trade businesses and information that was supposed to be censured hence be kept as confidential information. There was also provision of additional information on the penalties of workers who misbehaved. The core values of the company were excellence, communication, integrity and respect. In excellence, their aim was to produce the best and to progressively move from where they have been before. There major purpose in communication was to ensure that there existed smooth flow of information among people. They were supposed worked with people in an open, sincere and faithful way in fulfillment of their integrity. Moreover, the company was supposed to treat everybody within a human way. According to the company’s manual, ruthless treatment, arrogance, abuse and disrespectful handling of pe ople was prohibited. The manual of their codes of conduct that was delivered to all workers stated that; the company was working hard to ensure that all the business transactions are conducted in accordance with both local and international regulations. The section clearly emphasized that the company was to observe the act of free corrupt practices of the United States, but this was not the case. Unfortunately enough, from the findings these codes of conduct and policies were only put only on papers, manuals and booklets to show to the public and the regulating authorities that they are existing in the company.

The Declaration of Bankruptcy as a Legal Way Research Proposal

The Declaration of Bankruptcy as a Legal Way - Research Proposal Example Most bankruptcies would not only involve one creditor but many. Debts are usually classified as secured and unsecured (Bankruptcy Alberta, n.d.). Secured debts originate from valuable assets that come with a security agreement allowing a creditor to take back the assets if a debtor fails to pay or abide by the terms of the agreement with the creditor. Car leases, home mortgages, rent-to-own, and other installment purchase contracts are examples of secured debts. The assets such as the car or house in these contracts are given up as collateral if the debtor is unable to pay. The second type of debts is unsecured debt. This type of debt includes credit cards, overdrafts and the general day-to-day bills that people pay on a regular basis. These debts are often referred to as trade debts. For secured debts, when a debtor is declared bankrupt, the creditor cannot make him pay and his chance to take back the assets from the debtor is very limited. For unsecured debts, the creditors cannot force a debtor who is declared bankrupt to pay regular bills. Unsecured contracts are terminated by a bankruptcy. If a debtor receives a discharge from bankruptcy, the creditor’s right to collect no longer exists. Several laws including the Bankruptcy Code enacted in 1978 govern all bankruptcy cases. The primary goal of these laws is to give debtors a financial fresh start from burdensome debt. It allows the debtor to start anew, uninhibited by the pressures and discouragements of preexisting debts. The goal to cancel debts is accomplished by a bankruptcy discharge. It is a publication that basically releases the debtor from being liable for specific debts and forbids the creditor to take any action against the debtor to collect those debts. The bankruptcy discharge is in a question-and-answer format. It seeks to provide information regarding the timing of the discharge—which of the debts are discharged and which are not, any objections to the discharge and how the dis charge can be revoked. It also includes the actions a debtor can take in the case that the creditor still collects a discharged debt after the bankruptcy is concluded. There are other parties involved in the bankruptcy. Filing bankruptcy cannot be easily done by any person who wishes to be relieved of debts. He must first be qualified to be declared bankrupt. The party responsible for this is the bankruptcy judge, who functions as a judicial officer. He decides whether or not a debtor is eligible for bankruptcy and whether or not he should be should be discharged of his debts. More often than not, the bankruptcy process is conducted away from the courthouse because it is administrative. In some cases, another party, the trustee is appointed to oversee the case. The trustee is appointed through the United States Trustee Program of the Department of Justice. He administers the bankruptcy and represents the interests of the bankruptcy estate (Shoemaker & Dart, P.S., 2010). By far, ther e had been many types of bankruptcies but generally, there are three main types. The types of bankruptcies are named after the chapters in which they appear in the Bankruptcy Code. In most resources, these three types of bankruptcies are considered the main types: Chapter 7, Chapter 11, and Chapter 13. Chapter 7 type of bankruptcy is entitled Liquidation. It is sometimes. This involves the sale for cash of nonexempt property (includes such assets as bank accounts, stocks, and bonds) and the

The Matrix and philosophical issues Essay Example | Topics and Well Written Essays - 1250 words

The Matrix and philosophical issues - Essay Example At the heart of The Matrix is that of skepticism, of concerns regarding the very nature of reality, and of whether we know anything to be real at all. Just a few minutes after the movie opens, Neo says, â€Å"you ever have that feeling where you're not sure if you're awake or still dreaming?† (A. Wachowski and L. Wachowski) like a foretelling of things to come. The Matrix plays out an old philosophical tale of a brain in a vat: A disembodied brain is floating in a vat, inside a scientist's laboratory. The scientist has arranged that the brain will be stimulated with the same sort of inputs that a normal embodied brain receives. To do this, the brain is connected to a giant computer simulation of a world. The simulation determines which inputs the brain receives. When the brain produces outputs, these are fed back into the simulation. The internal state of the brain is just like that of a normal brain, despite the fact that it lacks a body. From the brain's point of view, thing s seem very much as they seem to you and me. (Chalmers 135) The Matrix stars Keanu Reeves as Neo, a program writer by day, and a hacker by night. By hacking he thinks he is exercising his individuality, his free will. When asked if he believes in fate, Neo answers, â€Å"No†¦ Because I don't like the idea that I'm not in control of my life† (A. Wachowski and L. ... A prison for your mind† (A. Wachowski and L. Wachowski). As a viewer of this movie, one is left with a nagging feeling, â€Å"was Morpheus talking to me, too?† Am I also a slave? Am I in a prison in my own mind? Science, through direct observation of phenomena, gives us a way of knowing reality. Through scientific testing we know that everything we know about life, humanity and civilizations almost always have a material basis. In fact scientists have found that emotions, which mainly reside in the subjective and the invisible, are nothing more than the byproduct of hormones released into our system. And yet, thanks to science, we also know that there are some things we are unable to explain. For example, what causes water to flow up, against gravity, from a tree trunk to the leaves? What forces the heart to beat? How does a woman’s body know how to respond when she is about to give birth? The kind of reality that science gives us is objective reality – one that can be directly perceived by our five senses, which are then interpreted by the brain. Looking at the tale of the brain in a vat, we know that we can be so easily deluded into thinking that what we think is real. In fact, there is scientific evidence showing that there is no such thing as a normal brain and that we â€Å"are some momentary fluctuation in a field of matter and energy out in space than a person †¦[our] memories and the world [we] think [we] see around [us] are illusions† (Overbye). And yet despite these, we still have the capacity to question our own existence, and it is here were the gift lies. Rene Descartes said, â€Å"I realized that it was necessary†¦to demolish everything completely and start again right from the foundations if I wanted to establish

Leadership in the Movies Coursework Example | Topics and Well Written Essays - 2000 words

Leadership in the Movies - Coursework Example This paper presents an analytical paradigm of leadership approaches. A typical illustration of how this paradigm functions is shown in the film Twelve O’Clock High. The 1949 movie is about the Second World War and how an unsuccessful bomber troop was made triumphant by Brigadier General Savage. Plot Summary General Frank Savage, in this narrative of the first phase of bombing attacks over Germany, is ordered to lead a disastrous bomber team after a commanding officer is dismissed. A great deal of the narrative focuses on Savage’s great effort to make the team highly disciplined despite of several and major losses. Real battle footage is included in this vividly told war story. The American 918th Bomber Group has recently accomplished another assignment. The performance of the 918th is depressing. The group is enduring major crew fatalities and aircraft damages. The poor performance of the 918th stands in contrast with the achievements of other bomber units. Consequently , the 918th experiences weak motivation and a status as ‘The Hard Luck Unit† (Lay & Bartlett, 1980, 19); thus starts the archetypal film about the Second World War. Savage, after reaching the 918th Bomber Group, observes that there are weak levels of obedience and discipline. The soldiers show almost no concern for military civility and are frequently intoxicated. Savage promptly evaluates the records of assistant leaders. He finds out that Air Executive Officer Lieutenant Colonel Ben Gately has a good record. But Savage is forced to order an arrest of Gately because he is missing from his position. When Gately is arrested, Savage criticizes him for abandoning his assignment and for being personally accountable for the failure of the prior commanding officer. Savage dismisses Gately from the position but refuses to recommend his reassignment. Rather, Savage proclaims, â€Å"I’m not going to pass the buck†¦ I’m going to keep you right here† (Lay & Bartlett, 1980, 14). Savage afterward relocates all of the nonconformists of the 918th unit. Even though the decisions of Savage may seem to be humiliating, he is going on the right direction. His charismatic leadership style is usually aggressive, drastic, and transformative, often working as a change catalyst. Savage exhibits a supernatural intuition. He recognizes Gately can be a very effective leader, but one who requires motivation. The aspiration of Savage is for Gately to turn out to be a self-actualized individual, to emerge from a self-centered to altruistic character and be instilled with well-formed work principles. Savage displays transformational inclinations of a charismatic leader. By granting Gately the opportunity to regain his good reputation as a leader, Savage finally guides him to a deep empowerment position. Gately in time realizes his decisions and attitudes strongly influence the group’s capacity to effectively complete its assignment. Charismatic Le adership’s Transformational Traits Future leaders will confront numerous circumstances where in they will have to adopt transformational traits of a charismatic leader. Numerous leaders of the future will come to believe that

Human Resources Policies Essay Example for Free

Human Resources Policies Essay Armstrong, (2006) defined Human Resource policies as continuing guidelines on the approach the organization intends to adopt in managing its people. In addition, it can also be defined as the philosophies and values of the organization on how people should be treated, and from these are derived the principles upon which managers are expected to act when dealing with Human Resource matters. Human Resource policies therefore serve as reference points when employment practices are being developed, and when decisions are being made about people. Mullins, (2005) highlighted that Human Resource Management must be committed to creating a working environment free from discrimination and where all employees are treated equally with dignity, courtesy and respect. This can be done by putting into place Human Resource policies that shows how people should be treated, and from these are derived the principles upon which managers are expected to act when dealing with Human Resource matters. The most common areas in which specific Human Resource policies exist are HIV and AIDS, discipline, employee development, employee relations, recruitment and selection, equal opportunity, grievances, health and safety, managing diversity, promotion, redundancy, reward, sexual harassment, substance abuse and work life balance and e-mails and the internet. Cole (1997) argued that this employment equity policy helps in preventing discrimination and promoting equality in the workplace. The equal opportunity policy should spell out the organization’s determination to give equal opportunities to all, irrespective of sex, race, creed, disability, age or marital status. The policy should also deal with the extent to which the organization wants to take affirmative action to redress imbalances between numbers employed according to sex or race, or to differences in the levels of qualifications and skills they have achieved. According to the Labour Act (Chapter 28:01),Section 5 states that no employer shall discriminate any employee or prospective employee on grounds of race, tribe, place of origin, political opinion, colour, creed, gender, pregnancy, HIV/AIDS status or subject to the Disabled Persons Act (Chapter 17:01). Every manager must take steps to promote equal opportunity in the workplace by eliminating unfair discrimination in any employment policy or practice within their sphere of authority. All forms of unfair discrimination, whether direct or indirect, are prohibited and it is the responsibility of all employees to inform themselves about and refrain from perpetrating unfair discrimination. The sexual harassment policy is another policy which aims at preventing and managing sexual harassment in the workplace. Sexual harassment is unwanted and unwelcome sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature that is made either explicitly or implicitly a term or condition of employment; or is used as the basis for employment decisions affecting such an individual. The company must prohibit inappropriate conduct that is sexual in nature at work, on company business, or at company sponsored events. This can be done by prohibiting comments, jokes, or degrading language or behavior that is sexual in nature, sexually suggestive objects, books, magazines, photographs, cartoons, pictures, calendars, posters or electronic communications and unwelcome sexual advances, requests for sexual favours, or any sexual touching this is according to Armstrong (2006). Sexual harassment is prohibited whether it’s between members of the opposite sex or members of the same sex. All managers have a key responsibility in establishing and maintaining a workplace free from personal harassment and they are directly responsible for the conduct of their staff. Sexual harassment is regarded as gross industrial misconduct and if proved makes the individual liable for instant dismissal. Less severe penalties may be reserved for minor cases but there will always be a warning that repetition will result in dismissal. Therefore all employees are expected to comply with this policy and that it is the pers onal responsibility of each employee to ensure that inappropriate conduct does not occur, as stated by Armstrong (2010). Safety policies should reflect the employers commitment to safety and health at work and should indicate what standards of behavior are to be aimed for in safety and health welfare matters. The policy statement should be drawn to the attention of all employees. In practice this is achieved by issuing a safety policy document to all employees via their pay packets, or by issuing company handbooks which include details of the policy. The important point is that the employer should be able to show that he has done more than just pin up a notice in various parts of his premises, this is postulated by Mullins (2005). The HIV/Aids policy is also used and its purpose is to provide guidance on managing departmental responses to HIV/AIDS in a manner that complies with the National Aids Policy and applicable laws, eliminates unfair discrimination and enables the harnessing of each person’s full potential. Employees who know that they are infected with HIV will not be obliged to disclose the fact to the company, but if they do, the fact will remain completely confidential. There must be no discrimination against anyone with or at risk of acquiring AIDS. In addition, employees infected by HIV or suffering from AIDS must be treated no differently from anyone else suffering a severe illness. All human resources processes and practices should promote an affirming non-discriminatory environment that fosters respect for the dignity of all while ensuring the maximum productivity of each employee regardless of HIV/AIDS status. This will be done through a regular review of all human resources practices and processes to eliminate existing or potential direct and indirect discrimination on the ground of HIV/AIDS. A prospective employee will not be required to disclose his or her HIV/AIDS status, there shall be no pre-employment HIV/AIDS testing in respect of a prospective employee and both permanent and contract employees are not obliged to disclose their HIV/AIDS status, as subject to Labour Relations Act (chapter 28:01). Recruitment and selection policies are also used to ensure a work environment that is anti discriminatory, democratic, respectful of rights, mindful of dignity and legally sound or legitimate. The Human resource department must be committed to utilise recruitment and selection practices that are based on merit, equity, objectivity, fairness and the need to redress the imbalances of the past so as to achieve a department that is broadly representative. According to Storey (1995), the recruitment process should reflect the department’s employment equity values and goals. Moreover, all phases of the recruitment process must support the recruitment of suitably qualified men and women from diverse racial and other backgrounds with a view to giving them an opportunity to serve all the people with excellence and responsiveness. Considerations of affirmative action will inform the entire recruitment process. The policy on age and employment should take into account that age is a poor predictor of job performance. It is misleading to equate physical and mental ability with age. More of the population are living active, healthy lives as they get older. Therefore the policy should define the approach the organization adopts to engaging, promoting and training older employees. It should emphasize that the only criterion for selection or promotion should be ability to do the job; and for training, the belief that the employee will benefit, irrespective of age. The policy should also state that age requirements should not be set out in external or internal job advertisements. Armstrong (2006). Diversity management policy is a concept that recognizes the benefits to be gained from differences. A policy on managing diversity recognizes that there are differences among employees and that these differences, if properly managed, will enable work to be done more efficiently and effectively. This concept does not focus exclusively on issues of discrimination but instead concentrates on recognizing the differences between people. Maund (2001) express it, the concept of managing diversity is founded on the premise that harnessing these differences will create a productive environment in which everyone will feel valued, where their talents are fully utilized and in which organizational goals are met. The diversity management policy must acknowledge cultural and individual differences in the workplace, state that the organization values the different qualities that people bring to their jobs, emphasize the need to eliminate bias in such areas as selection, promotion, performance asse ssment, pay and learning opportunities and focus attention on individual differences rather than group differences. Mathis, (2003) is of the view that the disciplinary policy should state that employees have the right to know what is expected of them and what could happen if they infringe the organization’s rules. It would also make the point that, in handling disciplinary cases, the organization will treat employees in accordance with the principles of natural justice. It must be the policy of the company that employees should be given a fair hearing by their immediate supervisor or manager concerning any grievances they may wish to raise, have the right to appeal to a more senior manager against a decision made by their immediate supervisor or manager and have the right to be accompanied by a representative of their own choice when raising a grievance or appealing against a decision. Cole, (1997) highlighted that the reward policy must cover matters as providing an equitable pay system, equal pay for work of equal value, paying for performance, competence, skill or contribution, sharing in the success of the organization and the relationship between levels of pay in the organization and market rates. There must not be discrimination of employees in pay levels. This will encourage the optimum productivity from employees and ensures high level of quality output. A performance management system must be put in place so as to pay employees according to their performance and efforts. Armstrong (2006) is of the opinion that job evaluation must also be done in a fairly and equitable manner so as to have a free work environment. In conclusion, companies must be committed to providing a work environment free of discrimination and harassment. Human Resource policies must prohibit discrimination and harassment in the workplace, whether committed by or against managers, co-workers, customers, vendors, or visitors. Employees must work and develop in an environment that is anti-discriminatory, democratic, respectful of rights, mindful of dignity, legally sound and productive. Workplace discrimination or harassment based on an employee’s race, colour, religion, sex, national origin, citizenship, age status, sexual orientation, disability, marital status, or any other basis prohibited by law, must not be tolerated. REFERENCES Armstrong, M. (2006) Strategic Human Resource Management, (3rd Ed), London: Kogan. Armstrong, M. (2006) A Handbook of Human Resource Management Practice, (10th Ed), London: Kogan. Cole G.A. (1997), Personnel Management, Theory and Practice, London: Continuum. Labour Relations Act Regulations (1998), HIV and AIDS, Government Printers: Zimbabwe. Maund, L. (2001), An Introduction to Human Resource Management Theory And Practice, New York: Palgrave. Mullins, L. J. (2005), Management and Organizational Behavior, England: Prentice Hall. Storey, J.(1995), Human Resource Management: A critical text, London: Routledge.

Multiple Sclerosis: Therapeutic Options Effectiveness

Multiple Sclerosis: Therapeutic Options Effectiveness Effectiveness and Controversies of Disease Modifying Treatments (DMTs) Pharmacists consider Type I Interferons (IFNs) a safe long-term treatment option for RRMS and they have widely used IFNs in the past two decades. The activity of Interferon-Beta (IFNB) is similar to that of the interferon produced by the body. Studies indicate that they have the ability to reduce the rate of relapse compared to placebos. However, based on comparisons of historical data, scientists also report that the ÃŽ ²-Interferons contribute significantly to the progression of multiple sclerosis (Buzzard, Broadley, Butzkueven, 2012). Incomplete recovery from MS episodes can lead to permanent disability, especially during the relapsing remitting stage of MS. Two types of interferon-beta occur and include Interferon beta-1a and non-glycosylated interferon beta-1b. Initially, medics used the type-1 Interferons for the treatment of the MS because of their antiviral nature. This was because of the tendency of viral infections to prompt the relapse of the disease (Compston Coles, 2002). One of the arguments toward the mechanism of the type 1 interferon revolves around the down regulation of the expression of the MCH class II antigens. However, researchers believe that other complex mechanisms are associated with the activity of the type-1 interferon. The side effects associated with the administration of the ÃŽ ²-Interferons are dependent the frequency, route, and dose of administration. Acyclovir can nullify the side effects before the treatment with the ÃŽ ²-Interferons (Buzzard, Broadley, Butzkueven, 2012). Another DMT approved for the treatment of RRMS is Glatiramer Acetate (GA). Initial experiments showed it suppressed MS in animals. Several clinical trials indicated that GA reduced the rate of relapse of the MS compared to the placebo and this led to its approval in 1996. Medics administer the polymer through a subcutaneous injection. Reports show that the route of administration reduces the number of parameters of the disease shown during MRI (Buzzard, Broadley, Butzkueven, 2012). Additionally, recent studies have reported a balance in the treatment of both GA and Interferon Beta. Since experiments show that GA lacks long-term side effects, significant in the progression of the MS, its use in the routine treatment of MS has been ongoing for over 15 years. Experiments show that the immunomodulatory activity of the GA improves the cells of the inborn and adaptive resistant system. In 2004, the FDA approved the use of Natalizumab for the treatment of RRMS. Natalizumab is a monoclonal antibody that directs its activity towards the ÃŽ ±-4 subunit of the integrin ÃŽ ±-4 beta 1 and the lymphocyte receptors of the ÃŽ ±-4 beta 7 lymphocytes (Buzzard, Broadley, Butzkueven, 2012). The drug blocks the interaction between the VCAM-1 ligand and the VLA-4 receptor by binding to the ÃŽ ±-4 integrin on lymphocytes. Prior to its approval, different clinical studies demonstrated remarkable activity on the relapse of MS. Of all the approved treatment, the FDA reports Natalizumab to be the most efficacious, though it has some side effects. Buzzard, Broadley, and Butzkueven, (2012) report that Progressive Multifocal Leukoencephalopathy (PML) occurs in over 200 patients treated with Natalizumab some of which have been fatal. Fingolimod is a drug administered orally. In 2004, the FDA approved it for the treatment of MS. The drug is a lysophospholipid original used in organ transplantation. Initially, medics used Fingolimod in combination with cyclosporine, but the drug was not efficacious in the prevention of organ rejection after renal transplant (Buzzard, Broadley, Butzkueven, 2012). Despite this setback, clinical trials conducted later demonstrated that it reduced the progression of MS. Since the route of administering the drug is oral, it has an advantage over all the agents administered through an injection. The activity of the Fingolimod occurs through the interaction with G-protein-coupled sphingosine-1-phosphate receptors. However, no study has been done to prove the immunomodulation activity of the drug. Alemtuzumab is another monoclonal antibody whose activity gears toward CD52, found on the surface of natural killer cells, and B and T lymphocytes (Azzopardi Coles, 2011). The CD52 also exists in some dendritic cells and monocytes. In addition, the Alemtuzumab is involved in the lysis of cells that express the CD52. One of the clinical trials that researched on the activity of the agent on MS patients was the CARE-MS 1 study and the researchers compared the activity to ÃŽ ¼g beta-IFN. The scientists reported a reduction in the occurrence of RRMS at the rate of 54% (Cross Naismith, 2013). The CARE-MS II study compared the agent with beta-IFN 1a in relapsed patients and reported a reduction in the rate or relapse (49%). However, the drug was reported to have adverse side effects in the two different clinical trials. The side effects reported ranged from mildly to moderately severe and the most common was the development of secondary autoimmune diseases. Additionally, scientists repor ted cases of thyroid carcinoma in the CARE-MS 1 trial. As the result of the increased interest in the use of oral therapy, in an effort to improve the compliance of the MS patients, medics are using a number of emerging agents as DMTs (Buzzard, Broadley, Butzkueven, 2012). Fumaric acid is one of the emerging agents. It is administered as Dimethyl Fumarate, which is a product of the citric cycle. Medics have used Dimethyl Fumarate for many decades in the treatment of Psoriasis, especially in Germany. Studies have suggested that the agent is effective against pro inflammatory mediators, such as adhesion factors, cytokines, and chemokine in MS. Its activity is directed toward reducing NF-ÃŽÅ¡b activity and thus reducing the expressions of molecules that cause inflammation. The progression of the MS is associated with damage to cells in the central nervous system and researchers report that Fumaric acid esters offers protection against damage to these cells. Several clinical trials have used BG-12, which is a derivative of the Fumaric acid as it contains DMF. Researchers report a reduction in the rate of relapse. Lastly, medics have used other emerging agents as DMTs for MS that include Teriflunomide, Laquinimod, Alemtuzamab, Daclizumab, and B-Cell therapies. Effectiveness and Controversies of Symptomatic Treatments A collective symptom reported in patients with MS is fatigue. According to Kaminska, Kimoff, Schwartzman, and Trojan (2013), there has been an inconsistent finding in the correlation between fatigue and the extent of disability. The Expanded Disability Status Scale (EDSS) measures the physical fatigue attributed to physical impairment. Depression and pain in the MS patient is also considered an indicator of the level of fatigue in the patients. The treatment used for the management of the fatigue is non-pharmacologically based CBT therapy. In addition, medics have used drugs, such as amantadine, modafinil, and pemoline in the management of the fatigue. However, the presence of undiagnosed sleep disturbance disorders is one of the confounding factors reported in testing the efficacy of these drugs. Other non-pharmacological treatments involve energy-conservation techniques and exercise, such as pacing and spacing activities (Ben-Zacharia, 2011). In cases where medics use pharmacologic al interventions in fatigued MS patients, the tolerance levels and effectiveness should determine the doses. Although walking impairment occurs gradually in patients with MS, it may be characterized with a gradual onset in some patients (Ben-Zacharia, 2011). This affects the patients balance and gait and could have emotional effect on the patients. Medics administer Dalfampridine (Ampyra) to patients with walking impairments but it is contraindicative in patients with history of renal diseases and seizures. Its activity acts toward the repair of damaged nerves as it acts as a blocker for the potassium channel and medics administer it orally. The recommended dosage for the drug is one tablet (10 mg) taken two times in day. Moreover, in two randomized controlled trials, the conclusions made by the researchers were that the dosage of 10 mg taken twice a day improved the walking speed of MS patients. However, the drug has side effects that include dizziness, nausea and nervousness (Patti, et al., 2009). The occurrence of tremors and ataxia occurs in patients with MS and the treatment is challenging. Medics manage Ataxia through rehabilitation or pharmacology through the administration of Levetiracetam, Clonazepam, Topiramate, Propranolol, and Clonazepam. Researchers report the medications to have modest effects on the Ataxia. In addition, surgical interventions that involve deep brain stimulation have been reported to be effective in some patients (Ben-Zacharia, 2011). Spasticity occurs in patients with MS and it is dependent on the increase in velocity of the muscle tissues, because of increase in tone and rigidity of the motor pathway. The symptom occurs in about 75 % of the MS patients and medics can manage it through conservative techniques or drugs; either injected into the patient or administered orally (Pappalardo, Castiglione, Restivo, Calabrese, Cimino, Patti, 2006). The conservative methods involve bracing, casting, and stretching exercises (Mori, et al., 2011). Baclofen and tizanidine are the most common form of first line treatment for spasticity but are associated with side effects, such as weakness and sedation (Rizzo, Hadjimichael, Preiningerova, Vollmer, 2004). The second and third line treatments used for spasticity include dantrolene, gabapentin, and benzodiazepines. Another common system in MS is pain and it is usually because of the loss of inhibitory pathways in the spine. Demyelination or axonal loss cause acute pain in the MS patients while bladder spasms and vertebral compression cause sub-acute pain. The drugs used for the management of pain include gabapentin, pregabalin, antiepileptics and carbamazepine and they are first line treatment forms for neuropathic pains (Ben-Zacharia, 2011). Cannabinoids are also efficient in pain management and medics use them to manage spinal injury and spasticity (Pertwee, 2002). Clinical depression affects about 50% of MS patients and the available treatments regimes include serotonin, norepinephrine, and dopamine reuptake inhibitors, which are all anti-depressants (Ben-Zacharia, 2011). Pseudo Bulbar Affect (PBA) is a neurologic disorder that presents with symptoms such as laughing and crying and researchers report it in about 10% of the patients. The management of PBA involves the administration of quinidine sulfate, and dextromethorphan hydrobromide (Ben-Zacharia, 2011). Cognitive dysfunction occurs in 50% of MS patients and it affects the speed at which the patient processes information, losses memory and vision, reduces verbal fluent, and reduces the attention span (Patti, et al., 2009). Researchers have tested Acetylcholinesterase in MS patients with promising results. However, a recent clinical trial disputed the efficacy of the drug. The FDA has approved other drugs, such as memantine and rivastigmine for use on Alzheimer’s patients but not MS. The conservative management of this dysfunction involves use of methods that retrain and improve on the memory and visual ability of the patients. Conclusion Current Research Strength For over two decades, researchers have conducted research on MS and the available treatments. However, even with all the research the currently available treatments have been unable to reduce the occurrence of symptoms in all the patients. The immunopathogenic factors in different patients determine their responses to the different treatments. Research conducted on the current forms of treatment shows that immunopathogenic factors have varying and unexpected results in different patients. Researchers have also been unable to determine the exact mechanisms that affect the disease process of MS. Additionally, several studies done regarding the disease reported disparities between clinical trials and animal models. Researchers agree that no single intervention is effective for halting the disease or reversing the effects of axonal degeneration and demyelination. This is an indicator that more research about MS is still in need to establish the mechanisms associated with the progression. Future Perspective Although there has been progress in research on the pathological, clinical and treatment of MS, some aspects remain unsolved. Researchers have based current research on the effort to repair the damage caused by the MS. 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