How to Use Shakespeare Quotes

You can make your essays interesting by adding a famous quote, and there is no source more illustrious than Shakespeare to quote! However, many students feel intimidated at the thought of quoting Shakespeare. Some fear that they may use the quote in the wrong context; others may worry about using the quote verbatim and missing the precise meaning, owing to the archaic Shakespearean expressions. Navigating these difficulties is possible, and your writing may be greatly enhanced if you use quotes from Shakespeare with skill and attribute the quotes correctly.   Find the Right Shakespeare Quote You can refer to your favorite resources, found in your school library, a public library, or your favorite content destinations on the Internet. With all theater quotations, make sure that you use a reliable source that gives you complete attribution, which includes the name of the author, the play title, the act, and the scene number. Using the Quote You will find that the language used in Shakespeare plays have archaic expressions that were used during the Elizabethan era. If you are unfamiliar with this language, you run the risk of not using the quote correctly. To avoid making mistakes, be sure to use the quote verbatim—in exactly the same words as in the original source. Quoting From Verses and Passages Shakespeare plays have many beautiful verses; its up to you to find an appropriate verse for your essay. One way to ensure an impactful quote is to ensure that the verse you choose does not leave the idea unfinished. Here are some tips for quoting Shakespeare: If you are quoting verse and it runs longer than four lines, you must write the lines one below the other as you do when you write poetry. However, if the verse is one to four lines long, you should use the line division symbol (/) to indicate the beginning of the next line. Here is an example: Is love a tender thing? It is too rough, / Too rude, too boisterous; and it pricks like thorn (Romeo and Juliet, Act I, Sc. 5, line 25).If you are quoting prose, then there is no need for line divisions. However, to effectively represent the quote, it is beneficial to first provide the contextual relevance of the quote and then proceed to quote the passage. Context helps your reader to understand the quote and to better grasp the message that you wish to convey by using that quote, but you should exercise caution when deciding how much information to supply. Sometimes students give a brief synopsis of the play to make their Shakespeare quote sound relevant to their essay, but it is better to p rovide short, focused background information. Here is a writing example in which a small amount of context, provided before a quote, improves its impact: Miranda, daughter of Prospero, and the King of Naples son, Ferdinand, are to get married. While Prospero is not optimistic about the arrangement, the couple, Miranda and Ferdinand, are looking forward to their union. In this quote, we see the exchange of viewpoints between Miranda and Prospero: Miranda: How beauteous mankind is! O brave new world, That has such people int!Prospero: Tis new to thee.(The Tempest, Act V, Sc. 1, lines 183–184) Attribution No formal Shakespeare quote is complete without its attribution. For a Shakespeare quote, you need to provide the play title, followed by act, scene, and, often, line numbers. It is a good practice to italicize the title of the play. In order to ensure that the quote is used in the right context, it is important to reference the quote appropriately. That means you must mention the characters name who made the statement. Here is an example: In the play Julius Caesar, the relationship of the husband-wife duo (Brutus and Portia), brings out the conniving nature of Portia, in startling contrast to Brutus gentleness: You are my true and honourable wife;/As dear to me as are the ruddy drops/That visit my sad heart.(Julius Caesar, Act II, Sc. 1) Length of the Quote Avoid using long quotes. Long quotes dilute the essence of the point. In case you have to use a specific long passage, it is better to paraphrase the quote.

Walmart De Mexico Essays - 1467 Words

Wal-Mart de Mexico Comercial Mexicana S.A. (Comerci), one of Mexicos largest retail chains, was faced with a serious dilemma. Since Wal-Marts aggressive entry into the Mexican retail market, Comerci has found it increasingly difficult to remain competitive. Wal-Marts strong operating presence and low prices since NAFTAs lifting of tariffs have put pressure on Comerci, and now management must decide if it can improve Comercis competitive position by remaining independent or by merging with either a local or foreign retailer. Which raises one question that needs to be answered: What has caused this intense competitive pressure on Comerci, and what is likely to be its future? Mexicos retail sector has benefited greatly from the†¦show more content†¦The company has expanded into internationally to nine countries through new-store construction and acquisitions. Today Wal-Mart International employs more than 330,000 associates in Argentina, Brazil, Canada, China, Germany, Korea, Mexico, Puerto Rico and the United Kingdom. Wal-Marts operations in Canada, the United States and Mexicos partners in NAFTA, began in 1994 with acquisition of 122 Woolco stores. It now has 196 stores and has strong partnerships with Canadian suppliers. With growth stalling in the United States Wal-Mart is looking to international expansion for growth in fiscal 2002, the international division increased sales by 10.5 percent to $35.4 billion and operating profit increased 31.1 percent to $1.4 billion. The division accounts for 17 percent of sales and 11 percent of profits. Most forecaster believe Wal-Marts growth outside the United States will grow by an average of 26 percent for the foreseeable future. Wal-Marts success internationally has varied by country. Although successful in countries like Mexico and Canada, where it has become the largest retailer, it has yet to prove itself in Germany and Argentina. It is learning from its past mistakes, and it is now adapting much better to local cultures and learning from partnerships formed in each country. Wal-Mart Competitive Advantage Much of Wal-Marts international success comes from the tested practices of the U.S. division bases its success on.Show MoreRelatedWalmart de Mexico1591 Words   |  7 PagesWal-Mart de Mexico Comercial Mexicana S.A. (Comerci), one of Mexicos largest retail chains, was faced with a serious dilemma. Since Wal-Marts aggressive entry into the Mexican retail market, Comerci has found it increasingly difficult to remain competitive. 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Essays1615 Words   |  7 PagesLorena Guadalupe San Salvador, 12 de julio de 2010. Sears, Roebuck and Co. vs. Wal-Mart Stores, Inc. En el presente trabajo se realiza una comparacià ³n entre las empresas SEARS y Walmart a travà ©s de un anà ¡lisis de los Estados Financieros de ambas empresas y sus respectivas razones o à ­ndices. A continuacià ³n se presentan los Estados Financieros de Sears Roebuck and Co. A continuacià ³n se presentan los Estados Financieros de Wal-Mart Stores Inc. Cà ¡lculo de Razones Financieras Para realizarRead MoreWal-Mart’s Foreign Expansion Case Study1361 Words   |  6 Pageswhich would also in turn help Wal-Mart become successful as well. Wal-Mart must also abide by the different regulations of each country. In order to be successful in foreign markets, the merchandising strategy must change. Wal-Mart was successful in Mexico because it joined forces with local companies and eventually took control of them. 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The Unknown Details Into One Flew over the Cuckoos Nest Critical Essay Topics That People Arent Aware Of

The Unknown Details Into One Flew over the Cuckoo's Nest Critical Essay Topics That People Aren't Aware Of Male cicada killers can be quite intimidating since they fly aggressively, make a loud buzz, and at times even head butt you in the event that you get too near their mates' nests. The nests were a totally different beast. All humor aside, to get to the goal you should devote some writing. Hamlet stages the Murder of Gonzago where the actor who's playing the area of the king is murdered in an identical manner that Claudius killed Hamlets father. Don't be afraid to find some help from nearby cast members who'll be pleased to offer you some guiding hints. If you're striving for a Band 6, I personally suggest using critics. Type of One Flew over the Cuckoo's Nest Critical Essay Topics Nurse Ratched is apparently using an improper technique of psychotherapy to take care of her patients. The ward was a rather depressing location. The ward is filled with those that are ill and require the support of those trained to assist them. Kesey shows the ability of women that are connected to the patients, the power Nurse Ratched has, as well as the power McMurphy fights to win. Additionally, it seemed that personal control may be part of McMurphy's mental disorder. Quite simply, the author attempts to help it become clear to the audience that when the principles of an individual or an organization enter a conflict stage, there's always bias that forces somebody to decide on the aspects that shouldor should not dominate. Do not leave any blank spaces, unanswered questions and be certain to proof read the whole package once it's finished. It is crucial that the question chosen is limited in scope letting them examine about the issue or issue in depth. Two instances are especially evident. Although this issue has been an issue for years there are aspects which can be explored earlier. The attention to detail and frequently over-engineered solutions to design challenges, was an indication that these were created by means of a team that cared about making the greatest possible product from many sides and at any price tag. The individuals who never hold the power appear to be the real patients. Your response doesn't have to feature a lot of critics a maximum of 3 critics in the full response is great. Students who wish to stick out from the other applications to boost their odds of receiving an award should pay close attention to the varieties of scholarships they're applying for and then stick to the organization's instructions carefully. To make it simpler for you to compose a vital analysis essay, we've got a very helpful analysis writing template that will direct you through the most crucial points. You could think about following up on specific issues by presenting new difficulties that arose in your present-day essay paper. You have to reveal your critica l thinking abilities and make judgments about the subject as you analyze a post, so it is possible to think of clear opinion and conclusions. In order to discover an impressive argumentative essay topic you should have familiarized with elements of the subject issue. Don't forget that if you analyze your paper, your principal task is to make sure your audience understands the key points without a lot of difficulty. You've got to comprehend what sort of an article you're going to work with, and that means you can think of an ideal tone and format of your upcoming essay. You simply want to clean this up a bit and receive the outline of the article in your head. As there's an established structure for five paragraph essays one is to start with introduction. The letter needs to be clear, concise and share a little information about yourself and future targets. The thesis statement must be strong and positive in order to keep up the interest of the reader. Don't be worried about making this sentence sound good for the time being. Bring up the topic in the very first sentence or two, and after that apply your outline sentence. An individual may order customized essays and papers with filling in the required form on its website. What you need to also know is that an important research and writing isn't a specialized or isolated activity. So as to realize that you're working with a crucial analysis, you've got to keep in mind that analysis means breaking down and studying of the parts. Similar analysis can be done on other characters, but I am not going to demonstrate all them here.

Bullying and Violence Prevention Programs †MyAssignmenthelp.com

Question: Discuss about the Bullying and Violence Prevention Programs. Answer: Introduction: Administering working condition culture is an inflexibly fundamental issue in the present affiliations. In research, it has developed that the 'right kind of culture' is a wellspring of high ground since it impacts in travel an affiliation drives its business and its responsiveness to change and capacity. Workplace culture furthermore shapes the essential administration process and effects the attitudes and practices of definitive people. Right when culture is futile, for instance, when the estimations of people are not agreed with various leveled regards the threat of definitive underperformance increases. Culture brokenness normally shows up as impelling conduct, factionalism, or the climb of storerooms and countercultures, which effectively battle with the best inclinations of the association general (Bazarko, Cate, Azocar and Kreitzer, 2013; pp 107-33). Working environment or authoritative culture can be solid (generally shared by individuals), feeble (not generally shared), or transitional (portrayed by the continuous substitution of one culture by another). A broken working environment culture likewise dissolves representative engagement and can prompt an expansion in spontaneous unlucky deficiencies and stress-related word related wellbeing and security claims. Culture can likewise exist at many levels, counting a prevailing authoritative culture; subcultures which are related with particular units and countercultures which exhibit an immediate test to the support of a prevailing hierarchical culture and can be found in work units that are ineffectively coordinated with the bigger association (Speroff, Nwosu, Greevy, Weinger, Talbot, Wall, Deshpande, France, Ely, Burgess, Englebright, Williams and Dittus, 2010; pp 592-596). Definitely, efficiency and nature of administration will diminish. Eventually, an association with a broken culture is at a higher danger of flopping in its part by dismissing the desires of its partners and those that depend on the administration it gives. It ought to be noticed that individuals from subcultures comprehensively share an indistinguishable esteems from whatever is left of the association yet vary in routes extraordinary to their individuals. For instance, a subculture of long serving representatives may show a solid sense of duty regarding the association and its esteems consequently giving a decent case to others, especially newcomers whose sense of duty regarding the association may not be as solid (Cameron and Quinn, 2011). Consequently subcultures don't really debilitate the more extensive culture. They can upgrade it by giving a level of consolation and can here and there even be rousing. Working environment culture likewise influences key worker results. For case, thinks about have discovered positive connections between culture (e.g., compelling initiative, correspondence transparency, participative administration, and powerful clash administration) and worker prosperity, for example, fulfillment, spirit, engagement, and larger amounts of optional work exertion and participation (Bazarko, Cate, Azocar and Kreitzer, 2013; pp 107-33). Organizational culture is a wellspring of reasonable upper hand and influences key hierarchical results, for example, staff resolve, turnover, benefit quality, and benefit results. The costs of a substandard legitimate culture fuse irritating in the workplace, poor agent mental and physical prosperity, detachment and underperformance. Exactly when progressive culture isn't utilitarian, basic resources are facilitated to containing and overseeing specialist practices and workplace strife (Gazi and Zyphur, 2009; pp 114-139). An instance of the stunning impact of a pointless culture starts from the 2010 examination concerning the Mid Staffordshire NHS Foundation trust, in which up to 1200 patient passings were attributed to 'a culture of flexibility for poor rules' (Castro and Martins, 2010; pp 1-11). At the point when authoritative culture is useful then again, workers share useful esteems, standards and methods for associating, which control how they react when there is vulnerability or difficulties. This can assist lessen stretch when managing uncertainty and complexity (Newsome, Waldo and Gruszka, 2012; pp 297-311). Also culture shapes the notoriety of associations, as how workers feel inside an association impacts how they discuss it to partners, the general population, even their patients. At last when there is an utilitarian authoritative culture representatives flourish and are roused to convey better administrations (Hartmann, Meterko and Rosen, 2009; p 66). One of the fundamental difficulties looked by numerous associations is the manner by which to move forward working environment culture and realize positive behavioral change. Research demonstrates that authoritative culture can be enhanced with arranged hierarchical mediations. In this report we depict the aftereffects of a broad audit of work environment culture change intercessions directed at all levels of the association (individual, gathering, and association wide) and connected over a scope of various enterprises (Henderson, Schoonbeek, Ossenberg, Caddick, Wing, Capell, et al., 2013; pp 1653-61). The investigations were assessed and appraised concurring two noteworthy criteria: I) The notoriety of the diaries where the examination is distributed (in light of the Australian Research Council (ARC) diary positioning and the diary's effect factor), and ii) the nature of the plan and examination utilized in the examination (Eugeni, 2013; pp 48-58). These criteria give direction with regards to the constancy and unwavering quality of the discoveries announced in each examination. Hierarchical wide culture mediations: These are bigger scale work environment culture mediations went for changing society over the entirety association. These mediations have a tendency to be more intricate, longer term, and include change methodologies at various levels of the association. Work environment affability and staff engagement mediations: These intercessions are gone for bringing issues to light of the significance of working environment respectfulness and encouraging a culture that maintains the estimations of regard, joint effort and engagement. Collaboration mediations: These are intercessions gone for moving forward work environment culture through teambuilding, enhancing correspondence inside groups, peace promotion and cultivating a culture of collaboration and joint effort. Administration intercessions: These are mediations focused at chiefs and pioneers, intended to outfit them with the aptitudes to oversee culture change and utilize distinctive preparing procedures to create authority capacities. Against tormenting intercessions: These medications are gone for lessening inadmissible, tormenting sort practices in the workforce and include both deterrent and receptive measures. Care and stress/burnout intercessions: These have a tendency to be more individual-construct intercessions centered in light of altering people's reactions to stretch and empowering care as methods for upgrading representatives' general prosperity. Health system reforms have until recently tended to focus primarily on structural change. As indicated by Scott the presentation of oversaw mind in the United States, the foundation of standard-setting bodies, for example, the National Institute for Clinical Excellence (Department of Wellbeing 1998) in the United Kingdom, the improvement of therapeutic mistake announcing frameworks in Australia, are cases of this approach (Jenkins, Woith, Stenger and Kerber, 2013; pp 116-6). In any case, late investigations demonstrate that basic changes alone don't convey foreseen enhancements in quality and execution in medicinal services. Subsequently, we hear calls for "social change" to be fashioned close by auxiliary change keeping in mind the end goal to convey upgrades in quality and execution. In this system, a specialist's office's lifestyle is reflected by what is regarded, the overwhelming authoritative and expert styles, the tongue and pictures, the frameworks and plans, and the implications of achievement that make a facility unique. In the human administrations affiliations' specialists and orderlies are generally OK with culture and its hugeness in the game plan of individualized patient care (Kalisch, Aebersold, McLaughlin, Tschannen and Lane, 2014; pp 1-16). A center's lifestyle is reflected by what is regarded the predominant managerial and expert styles, the tongue and pictures, the methodologies and plans, and the implications of accomplishment that make a mending office unique. In the restorative administrations affiliations specialists and therapeutic orderlies are all things considered understood with culture and its importance in the course of action of individualized patient care (Kalisch, Xie and Ronis, 2013; pp 405-13). Thus, definitive culture has been considered as a variable influencing specialist's office execution that add to nature of care, likewise, a gadget that can be used for better nursing, remedial, tolerant, additionally, system comes about including improved workplace circumstances and patient and staff prosperity. Also, it has been suggested that paying little regard to individual's motivation, capacities and resources, a solid work culture may have immense impact on the opinions towards one nature of working life and furthermore on prosperity results in this prosperity region (Roberts, Williams, Schwind, Sutyak, McDowell, Griffen, et al. 2014; 170-8). In the healthcare system, medical caretakers are universal and have both formal and casual influential positions. Medical caretakers are in a position to impact working environment culture, access and nature of human services arrangement. Work environment culture can be inherently connected to administration frequently with a 'thump on' impact on profitability and quality. Successful initiative can light up a way through circumstances of vulnerability. Despite the fact that there are just few investigations on changing work environment culture at the organizational level, these examinations plainly demonstrate that painstakingly arranged mediations that have solid help from the senior administration group and great investment from representatives result in positive changes. These investigations additionally feature new methodologies and procedures to be consolidated as a component of authoritative practices. Generally speaking, the majority of the mediations with the exception of Scheeres and Rhodes (2006; pp 223-36) included best administration bolster and a honest to goodness participative way to deal with lock in representatives over all levels. The special case, Scheeres and Rhodes (2006; pp 223-36), announced an intercession that was transcendently commanded starting from the top. Scheeres and Rhodes (2006; pp 223-36) did not discover huge culture change because of the mediation and feature the need to see how workers encounte r the association's corporate culture before concentrating on changing the way of life. At last an as of late distributed paper in another diary (open access) by Park and Kim (2009) (which is excluded in the survey as it does exclude a mediation) gives a far reaching review of the drivers and empowering agents of working environment culture. A positive constant association creates, the feeling of groupship: a positive introduction to comprehend and replicate a mentality of sense making about the normal enrollment setting. In the event that everybody feels a positive feeling of holding in the gathering what's more, the procedure can duplicate itself, to an ever increasing extent, as a winding, as a prudent hover or, in negative, endless loop. In short the hover of certainty is a self and gathering viability articulation, a positive Member Leadership Context for all, and this cicle of certainty is connected with the clinic's way of life and association's way of life straightforwardly (Robbins and Sanghi, 2007; pp 170-8). Conclusion Changing working environment culture is hugely testing, however the results of not changing a broken culture can decimate for the association's adequacy and individual representative prosperity. At the point when 'sufficient' turns into the 'way we get things done around here', and workers never again endeavor to give the best conceivable care, at that point the association is never again meeting the desires of any of its partners. From the audit of culture change intercessions obviously evolving culture is mind boggling and requires some serious energy, assurance and assets from all parts of the association. Additions are ease back to develop and set backs are normal. Furthermore culture change isn't a discrete action performed by Human Resource Departments, however or maybe a reliable approach by all pioneers to all choices about the association. Positive patient results dependably start things out for conveying phenomenal care; in any case, regardless of what an attendant's task is, negative musings and emotions can affect the working environment culture. Discover how demeanor can enhance spirit, tolerant care, and at last patient results in social insurance. Medical attendants shouldn't waver to attempt new systems to enhance the nursing work environment culture. Enhancing the hierarchical atmosphere can help in expanding maintenance, enhancing persistent security and diminishing general social insurance costs because of positive patient results. Extending the straightforwardness of operations can help relationship to make progress delegate satisfaction. For a couple of affiliations, getting the chance to be clear requires a social change. Direct affiliations empower specialists to see and offer information moreover, make proposition. They pass on philosophies and goals to delegates, and give standard updates about progress toward achieving those goals. Updates may consolidate specific estimations the affiliation is trying, challenges perceived for the future, cash related information, and the affiliation's progress in tending to assemble needs. Conspicuous evidence and affirmation of the troubles going up against the workforce enables specialist's offices to refresh work and workplace conditions with the objective that they can offer jobs that attract, hold, and develop the "best and the brightest" in tasteful numbers. Supporting a positive workplace culture should be a discernible bit of the board's crucial inspiration. References Bazarko D, Cate RA, Azocar F and Kreitzer MJ. (2013). The impact of an innovative mindfulness-based stress reduction program on the health and well-being of nurses employed in a corporate setting. J Workplace Behav Health;28(2):10733. Available from: https://www.pubmedcentral.nih.gov/articlerender.fcgi?artid=3646311tool=pmcentrezrendertype=abstract Cameron, K.S.and Quinn, R.E. (2011), Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework, San Francisco: Jossey Bass.-John Willey sons. Castro, M., and Martins, N. (2010), The relationship between organisational climate and employee satisfaction in a South African information and technology organization, SA Journal of Industrial Psychology/SA TydskrifvirBedryfsielkunde, 36(1), A., 1-11. Eugeni, B., (2013), Theoretical approaches to the organizational culture and the organizational climate: Exploratory research examples and best policies in health care services, Journal of Human Resource Management, 1(4): 48-58. doi: 10.11648/j.jhrm.20130104.11 Gazi, I.and Zyphur, M. J. (2009), Rituals in Organizations: A Review and Expansion of Current Theory. Group Organization Management February 2009; 34:1, 114-139. Hartmann, C.W., Meterko, M and Rosen, A. (2009), Relationship of hospital organizational culture to patient safety climate in the veterans health administration. Med Care Res Rev (2009) 66, 320-338. Henderson A, Schoonbeek S, Ossenberg C, Caddick A, Wing D, Capell L, et al., (2013), Achieving success in intervention studies: an analysis of variable staff engagement across three midwifery settings. J Clin Nurs, 23(11-12):165361. Available from: https://www.ncbi.nlm.nih.gov/pubmed/23815392 Jenkins SH, Woith WM, Stenger DA and Kerber CS. (2013), Using an innovative journal club strategy to teach civility to nursing students: Lessons learned. J Nurs Educ Pract. 4(3):1616. Available from: https://www.sciedu.ca/journal/index.php/jnep/article/view/3377 Kalisch BJ, Aebersold M, McLaughlin M, Tschannen D and Lane S (2014).An Intervention to Improve Nursing Teamwork Using Virtual Simulation. West J Nurs Res. 116. Available from: https://www.ncbi.nlm.nih.gov/pubmed/24763705 Kalisch BJ, Xie B and Ronis DL (2013). Train-the-trainer intervention to increase nursing teamwork and decrease missed nursing care in acute care patient units. Nurs Res. 62(6):40513. Available from: https://www.ncbi.nlm.nih.gov/pubmed/24165216 Newsome S, Waldo M and Gruszka C (2012). Mindfulness group work: Preventing stress and increasing self-compassion among helping professionals in training. J Spec Gr Work.37(4):297311. Available from: https://www.tandfonline.com/doi/abs/10.1080/01933922.2012.690832 Park, JS. and Kim, TH.(2009),Do types of organizational culture matter in nurse job satisfaction and turnover intention? Leadership in Health Services , 22, 20-38. Robbins, SP. and Sanghi, S. (2007). Organizational Behavior, NewDelhi: Pearson Education Roberts NK, Williams RG, Schwind CJ, Sutyak JA, McDowell C, Griffen D, et al. The impact of brief team communication, leadership and team behavior training on ad hoc team performance in trauma care settings. Am J Surg. 2014:1708. Available from: https://www.ncbi.nlm.nih.gov/pubmed/24468024 Roberts NK, Williams RG, Schwind CJ, Sutyak JA, McDowell C, Griffen D, et al. (2014). The impact of brief team communication, leadership and team behavior training on ad hoc team performance in trauma care settings. Am J Surg. 1708. Available from: https://www.ncbi.nlm.nih.gov/pubmed/24468024 Scheeres H and Rhodes C (2006). Between cultures: values, training and identity in a manufacturing firm. J Organ Chang. 19(2):22336. Available from: https://www.emeraldinsight.com/10.1108/09534810610648924 Speroff. T., Nwosu, S., Greevy, R., Weinger, M.B., Talbot, T.R., Wall, R.J., Deshpande, J.K., France, D.J., Ely, E.W., Burgess, H., Englebright, J., Williams, M.V and Dittus, R.S. (2010), Organizational culture: variation across hospitals and connection to patient safety climate, Qual.Saf. Health Care. 2010 Dec., vol.19, (6), 592-596 Stagg SJ and Sheridan D, (2010). Effectiveness of bullying and violence prevention programs. Am Assoc Occup Heal Nurses J.58(10):41924. Available from: https://www.ncbi.nlm.nih.gov/pubmed/20873686