Thursday, December 26, 2019

Gene Testing Genes Affect A Single Gene Essay - 1398 Words

Gene Testing Have you ever been told you have your dad’s eyes, or your mum’s nose? Well this is because of genes. Your genes are part of what makes you the person you are. You are different from everyone alive now and everyone who has ever lived. â€Å"A gene is a hereditary unit consisting of DNA that occupies a spot on a chromosome and determines a characteristic in an organism. (Introduction to Genetics, 2016). Genes are passed on from parent to child, which then play an important role in deciphering your child’s looks and behaviour. Unfortunately, some of the genes shared between parents in an offspring are altered in such a way that they create what is called a gene mutation. â€Å"Gene mutations affect a single gene by changing its base sequence, resulting in an incorrect, or nonfunctional, protein being made.† (reference textbook). Gene mutations are often so subtle that they go by unnoticed as they have no physical distinction, but there are some gene mutation s that have terminal effects. Everyone has a choice whether or not they’d like themselves or their children to be tested for gene mutations such as these. The conduction of these tests is known as gene testing. â€Å"Genetic testing is a type of medical test that identifies changes in chromosomes, genes, or proteins. The results of a genetic test can confirm or rule out a suspected genetic condition or help determine a person s chance of developing or passing on a genetic disorder.† (Reference, G, 2016). There are a wideShow MoreRelatedHow Cancer Affects The Body, And Their Offspring1218 Words   |  5 PagesRebekah Addison Mrs. Roberts English - 1 9 May 2014 How Cancer Affects the Cells, the Body, and their Offspring Have you ever wondered how cancer forms? Well, cancer starts when a cell s DNA becomes altered. When the DNA is altered, the cells reproduce without restriction and do not die like a normal cell. These extra cells form a mass of tissue that is a tumor. Cancer forms in the genes of our cells, and is able to be carried in the offspring of the person with cancer. The cells are theRead MoreThe Molecular Nature And The Inheritance Pattern Of The Disease / Disorder1210 Words   |  5 Pagesinherited genetic disorder that affects the respiratory and digestive systems. CF is cause by the mutation on chromosome 7 called CFTR (cystic fibrosis transmembrane conductance regulator). This gene will produce a gene that helps in the movement of sodium chloride in and out of cells. When this protein work incorrectly, it will block this movement thus lead to the production of thick sticky mucus outside the cell. CF is an autosomal recessive gene. This means that the affectedRead MoreTRMPL1 : The Role Of TRPML11291 Words   |  6 Pages Role of TRPML1 As mentioned before, TRPML1 is the transient receptor protein affected by the mutation that causes MLIV. The TRP gene family are not yet well characterized, but are known to localize in late endosomes and have associations with lysosomes. It is required for proper and efficient fusion of late endosomes and autophagosomes with lysosomes (6). There were debates regarding what sort of channel TRMPL1 was, with some stating that it was a proton channel rather than an ion channel (2)Read MoreGenetic testing is a class of medical testing that recognize changes in chromosomes, gene or1300 Words   |  6 PagesGenetic testing is a class of medical testing that recognize changes in chromosomes, gene or proteins. This type of test look for abnormalities in DNA or RNA that is collected from a person’s blood, body fluids or tissues. Genetic testing scans the genes looking for large or small change that occur to gene. These changes to the genes could have missing or addition parts that co uld change the chemical base within the DNA strand. Abnormal genes could be the result of other mistakes like the genes areRead MoreA Research Study On Genetic Testing Essay1390 Words   |  6 PagesThe use of genetic information has drawn repeated attention from insurance companies in recent years. Especially the introduce of genetic testing in the industry, which can help set the level of cost of premiums for different groups of the population as well as assess the risk. Many parties have been involved in the debate on whether genetic information can be allowed to use by insurers when assessing those applications, such as government, insurance companies, health service providers. In the UKRead MoreThe Significance Of Breast Cancer1022 Words   |  5 Pagesreceived with much controversy and mixed opinions. In this following paper, the genes that contribute to breast cancer, genetic testing, breast cancer being passed down, and Angelina Jolie will be discussed. BRAC1 and BRCA2 are the genes that are contributors to breast cancer. Although rare, they are deadly if mutated. They can be passed down genetically from either the mother or father. But if someone is a carrier of those genes being irregular, that does not mean cancer is guaranteed. BRCA2 has a lesserRead MoreGenetic Disorders1363 Words   |  6 PagesThe mutant gene is transmitted through birth. These genetic mutations can create serious complications and even death. It is important to understand how people get certain traits and genes. A person receives one set of chromosomes and genes from each person. That means each person inherits the traits. One gene may be more influential then another in developing specific traits. The more powerful gene is called the dominant gene and the less powerful is the recessive. A variation of a gene and theRead MoreBiology : A Biochemical Approach For Study How Genetics May Influence Social Outcomes Essay944 Words   |  4 Pagesexplores the following: the identification of genes that influence social behavior, the understanding of the influence of these genes on underlying neural and endocrine mechanisms, and understanding the effects of the environment, particularly the social environment, on gene action. In Psychology 241, we were introduced to the OPRM1 gene, which contains a single nucleotide polymorphism (SNP). This means that this gene (OPRM1) can vary, in people, by a single nucleotide (A ↔ G). Ways et al. (2009) discoveredRead MoreThe Question Being Posed?1384 Words   |  6 Pages1% between individuals. 3 Therefore, the focus of pharmacogenetics is genetic variations of genes, devoting to the concept of â€Å"many genomes, one drug†3 indicating patient variability in order to achieve the desired product.3 This literature will mainly focus on the how innovative pharmacogenomics medical service is implemented in community pharmacy and including the benefits of pharmacogenomics testing. Section 2: Argument (1500 words) In Australia, general practitioners (GP) reportRead MoreNoonan Syndrome Is Agenetic Birth Defect That Results In1100 Words   |  5 Pages Noonan syndrome is a genetic birth defect that results in many physical deformities and possible developmental handicaps. Noonan Syndrome affects male children while Turner Syndrome affects females. This paper will focus solely on Noonan Syndrome, which affects 1 in approximately 2,000 people. Complications include but are not limited to: short stature, widely spaced eyes, some form of heart disease, and stunted puberty or infertility. Noonan syndrome is a biochemical disorder that occurs before

Wednesday, December 18, 2019

Gender Stereotypes Of The Twentieth Century Entertainment...

Gender stereotypes In the last few decades the daily lives of Americans is revolving around about what the entertainment media has displayed for them. Society has been influenced by the media with movies, advertisements and news that are constantly bombarding us. Entertainment media has given Americans a taste of the films that display a traditional housewife woman and heroic male figures. However, today’s media has offered a new perspective on how a woman or man can act. These stereotypes have been making a difference for woman and men by allowing them to be able to express their individuality. In many Disney movies, gender stereotypes have been changing from the typical idea of what a woman’s image should be. The twentieth century†¦show more content†¦Astrid is one of the teenagers who was training to kill dragons, so she personalized her clothes in such a way the clothes allowed her to move as much as she needed. That is an influence for teenager style. Nowadays we don’ t observe all the girls in dresses or skirts but with jeans or shorts. This shows how many options to dress a girl has. The second aspect is related with the limit of what a woman can do compared to what a man can do when it comes to athletic and fighting skills. In the movie â€Å"The book of life† Maria studied the art of swords and got skilled in sword fighting Maria perform her skills, by stopping a fight for her between Manolo and Joaquin. Demonstrating to them that she can sword fight just as well as they can. A second example of an athletic and fighting skills is founded in the movie, â€Å"Brave†, where the main character Meridia, the princess, performed perfectly in archery. A competition for Meridias’s hand was stablish by the queen Elinor. She shooted for her own hand. Her arrows went directly to the center and in the last one it brokes the winners’s in two trasnpassing the thing. She get over her pretencers. Her performance was consider the best of everything breaking social stablished expectations. Later on, she bravely defend her mom who converted in a bear already, from her dad by fighting with a sword. Her performance again surprise him and the rest of the relatives that came to help. The final

Tuesday, December 10, 2019

Employee Motivation in Profit and Charitable †MyAssignmenthelp.com

Question: Discuss about the Employee Motivation in Profit and Charitable. Answer: Introduction: The discussion considers several theories such as Herzberg and Maslows theories of motivation. This report shall also help in understanding the difference in motivating employees for the profit and non-profit organizationss. The scope of the review This literature review has the scope in explaining the discussion forum, the common themes discussed are job satisfaction, organizational culture, personality, motivational theories, team role and cohesiveness and change management. Eight valid reviews on the literature review topic is selected to analyse the literature present on this topic. Certain theries and concepts regarding thee topic is gathered from the week reviews. Employee motivation can be defined as the level of commitment and creativity which acts as an internal drive influencing employees behavior. The non-profit organization human resources are the core value as such organizations have no other resources (e.g. financial resources) available to them (Miner 2015). Usually, managers spend most of their time in managing the people as they are the basic production input. Every organization intends to create a motivating atmosphere in the organization that must be satisfying intrinsically and extrinsically. This discussion is regarding the employee motivation in non-profit organization where there are limited financial resources to satisfy or motivate the employees. This discussion specifically relates to the satisfaction of employees at charitable an d profit organizations (Chow, Lai and Loi 2015). According to Feng et al. (2016) the motivation can be understood as the willingness to exert increased levels of effort in attaining organizational goals conditioned by efforts capability in order to satisfy the companys needs. Gerhards (2015) revealed the most effective ways in which the profit and charitable companies can maintain competent management and leadership. The companies can also retain its talent to attain intangible advantages such as recognition, flexible hours and respect along with offering important training and career development. Reinforcement theory is observed to be another employee motivation theory that is applicable in both the profit and charitable organizations. Hauser (2014) supported this fact through revealing that in this theory behavior is a function of its consequences. The factors that controls employee behaviors are described as reinforces that can be understood as consequences flowed by a response which increases probability of a repeating behavior. In contrast, Fang et al. (2016) explained in their research that several charitable organizations including NGOs consider implementing operating conditioning that is an employee behaviorism theory. The operant conditioning employee behavior motivation theory is implemented by most charitable companies in which this organization ensures that a type of conditioning is in which desired voluntary behavior results in reward or helps in preventing punishment. Through observing the motivational factors of employees in NGOs it has been observed that there are two types of reinforces or outcomes that includes positive and negative reinforcement. Positive reinforcement is understood as an event that is employed by most charitable companies in increasing the occurrence of certain responses. On the other hand, negative reinforcement is observed to be certain event when removed enhances the response frequency. Considering the same, Hauser (2014) evidenced that in order to maintain desired behavior of the employees certain profit organizations considers elimination of a response because of reinforcement discontinuation. They also consider continuous reinforcement in which these profit organizations can praise all its employees for all the correct responses. Moreover, partial reinforcement is also maintained by the profit organizations in which they consider rewarding their employees in a variable or non-continuous manner. Mostafa, Gould?Williams and Bottomley (2015) explained in their research that equity theory is highly implemented within the charitable organizations in which the employee compares their job outcomes or inputs in comparison to relevant others and then considers correcting for any inequity. There are certain choices selected by the charitable organizations in dealing with inequity. These choices include changing inputs or shack off, change outcomes or increasing output and through changing self perceptions. Moreover, several profit organizations also consider certain choices in order to deal with inequity that includes changing the perception of others, selecting a different referent person and leaving the field or job. Considering such scenario, Mustafa, Gould?Williams and Bottomed (2015) revealed in consideration to previous literature that there are certain propositions related to inequitable pay. Over-rewarded hourly employees produce more than equitability rewarded employees and the over rewarded price work employees produces less but does a better quality piece work. It is also gathered that over-rewarded hourly employees to produce lower work quality. In addition, the under rewarded employees are deemed to produce increased quantities of inferior quality piece work in comparison to equitably rewarded employees. Previous literature on expectancy theory focused on by Hauser (2014) gathered that an individual is likely to act in a particular manner relied on the expectation that some act will be followed by a particular outcome and on the attractiveness of such outcome to the individual. Considering the same, the charitable organizations intend to maintain effort performance linkage, performance reward linkage as well as attractiveness of the work performed by employees in the company. It has been evidenced that in the profit organizations attempts to maintain effort performance relationship. There is a probability that exerting a desired amount of effort can result in improved employee performance. On the other hand, the profit organizations attempts to maintain performance reward relationship that has a belief that performing at a specific level can result in attainment of a desirable result. Certain other hygiene factors that are maintained by charitable organizations in increasing their job satisfaction includes salary, relationship with the peers, personal life, relationship with the subordinates, status along with security. Pinder (2014) elaborated in their research that there are certain motivators used by both the charitable as well as profit organization in order to increase job satisfaction for its employees. These motivators include feeling of achievement, recognition by accomplishments, and the work of employees, increased responsibility, increased growth opportunities and the efficient advancement opportunities. Hauser (2014) evidenced in their research about the effectiveness and implementation of achievement motivation theory within the profit as well as charitable organizations. Most of the profit organizations understand the need for achievement (nArch) and for this reason they consider increase employees drive to excel in their respective work. These compa nies make sure that they perform in compliance with the set of standards along with having an increased drive to succeed. The profit organizations increase the need for power (nPow) among its employees in order to make them behave in a manner that they would not have otherwise behaved. Need for affiliation (nAff) is also maintained by the several charitable organizations in which they try to motivate employees in maintaining friendly and close interpersonal relationships. Feng et al. (2016) revealed in their research that the achievers in both the charitable and profit companies prefer jobs that provide personal responsibility, feedback along with moderate risks. Lau and Roopnarain (2014) explained in their research that observational learning is also an effective type of employee motivation theory in which employees within the profit organizations can learn through simply observing the behavior of employees. At the time the task within a profit organization is simple, implementation of organizational learning process is can be immediate and complete. Considering the same, it can be said that in order to enhance the ability to generate such behavior the employees in the profit organizations must be able to perform the act. For doing the same, there must be certain motivation factor for these employees such as rewards so that they can perform their assigned work in a satisfied manner. Previous research conducted by Lau and Roopnarain (2014) on goal setting theory explained that there should be difficult and specific goals with goal feedback that can result in higher performance of employees within profit as well as the charitable organizations . Most of the profit organizations these days focus on maintaining self efficacy that considers employees belief that they are capable of carrying out some assigned tasks. Considering the same, it can be said that the profit organizations are more likely to attain a common organizational goal in order to attain high self efficacy. On the other hand, the charitable organizations attempts to increase self efficacy through task master by means of performance attainment. The profit organizations also take into consideration to maintain vicarious experience of observing others to perform in a similar manner along with the verbal persuasion in increasing self efficacy among employees. Mostafa, Gould?Williams and Bottomley (2015) explained in their research that equity theory is highly implemented within the charitable organizations in which the employee compares their job outcomes or inputs in comparison to relevant others and then considers correcting for any inequity. There are certain choices selected by the charitable organizations in dealing with inequity. These choices include changing inputs or shack off, change outcomes or increasing output and through changing self perceptions. Moreover, several profit organizations also consider certain choices in order to deal with inequity that includes changing the perception of others, selecting a different referent person and leaving the field or job. Considering such scenario, Mustafa, Gould?Williams and Bottomed (2015) revealed in consideration to previous literature that there are certain propositions related to inequitable pay. Over-rewarded hourly employees produce more than equitability rewarded employees and the over rewarded price work employees produces less but does a better quality piece work. It is also gathered that over-rewarded hourly employees to produce lower work quality. In addition, the under rewarded employees are deemed to produce increased quantities of inferior quality piece work in comparison to equitably rewarded employees. The profit organizations are also observed to offer tangible benefits such as mobile phone, laptop and cars along with providing competitive salaries and cash bonuses in order to increase motivation of its employees that can retain them for years. Previous researches of Miner (2015) revealed effectiveness of several employee motivation theories that can increase their motivation within the company and can remain them for years. One of these motivational theories that are explained by these researchers is Herzbergs Two-Factor (Motivation-Hygiene) Theory. In this theory the intrinsic factors are deemed to be associated with job satisfaction and the extrinsic factors are deemed to be related with dissatisfaction. In the charitable organizations, existence of certain hygiene factors are observed that includes factors like company policy and administration, supervision along with salary that is suitable for a job and related employees. Most of the charitable organizations have observed th at if they maintain thee factors effectively, most of them will not be satisfied. Previous research on two factor theory conducted by Lau and Roopnarain (2014) elaborated that there are hygiene factors and motivators that are responsible for job satisfaction within the profit organizations. Few of those hygiene factors that are maintained by the profit organizations to increase employee job satisfaction include supervision, company policy, and relationship with the supervisor and working conditions. Mostafa, Gould?Williams and Bottomley (2015) presented a research based on rewards personal goals relationship in which most of the charitable organizations considers the degree to which the rewards offered by companies satisfies goals or needs of employees. In this theory the intrinsic factors are deemed to be associated with job satisfaction and the extrinsic factors are deemed to be related with dissatisfaction. For such reasons, the NGOs as well as the profit organizations must consider recognizing individual differences and must individualize awards linking with performance in maintaining increased employee motivation. Conclusion The objective of this essay was to reveal the employee motivation factors within charitable and profit organizations. It is gathered from the essay that organizations must provide flexible working hours to its employees for increasing employee engagement. However, it is argued that Maslows hierarchy of needs may be inverted or un-sequential; esteem and self-actualization needs may be of same significance as lower needs physiological and safety needs. The Herzbergs two-factor theory states the two factors- satisfiers and dissatisfies that motivate employees (Shields et al. 2015). The satisfiers can be defined as the motivators associated with maintenance or hygiene such as responsibility, recognition, achievement and others. The dissatisfaction factors are the extrinsic motivators based on the work environment such as working conditions, peers, salary and others. An organization can be really frustrating if the administrative policies and procedures are unclear. It is argued that the NGOs are not provided with financial incentives that are seen in the case of organizations with financial motive. The factors like good salary and healthy working atmosphere is crucial for the employees (Van den Broeck et al. 2016). However, there is absence of possibility to make a difference and seeing the outcomes of the work in the profit making organizations. It may be argued that the two main factors as stated above are considered by the NGOs. The non-profit organizations do not have big budgets and their spending is scrutinized in a manner that the profit making organizations cannot imagine. The rewards are not always about the money. The non-profit making organizations can capitalize on formal mentorship programs, recognition programs and fostering a culture of trust and empowerment. Rewards encourage the employees to do the right things that would also help them grow professionally. According to the equity theory of motivation, the individual motivation level is correlated to his perception of equity, justice and fairness (Njoroge and Yazdanifard 2014). It also describes the way in which he is fairly treated. The inputs include all rich elements such as experience, loyalty, effort and commitment. The outcome can be defined as the rewards they receive from the jobs such as fringe benefit, job security and social rewards. The employees may be over-rewarded that might lead to an imbalance in the relationship. If the employees sense equity, they shall be motivated to continue working at the same job and level. Lastly, if the employees feel unrewarded, they may reduce their contribution in the organization. Gaps or areas of future research Previous literature on expectancy theory failed to focus on by Hauser (2014) gathered that an individual is likely to act in a particular manner relied on the expectation that some act will be followed by a particular outcome and on the attractiveness of such outcome to the individual. Considering the same, the future research will focus on analyzing the charitable organizations intend to maintain effort performance linkage, performance reward linkage as well as attractiveness of the work performed by employees in the company. It has been evidenced that in the profit organizations attempts to maintain effort performance relationship. There is a probability that exerting a desired amount of effort can result in improved employee performance. On the other hand, the profit organizations attempt to maintain performance reward relationship that has a belief that performing at a specific level can result in attainment of a desirable result. The objective of this essay was to reveal the employee motivation factors within charitable and profit organizations. It is gathered from the essay that organizations must provide flexible working hours to its employees for increasing employee engagement. Many organizations require their employees to work during peak hours. However, they may be flexible to provide ease to the employees. Apart from the regular schedule, innovation days must be set so that the employees take spaces from their work. They must be allowed to tackle projects on their own. Reimbursement for recreational activities such as yoga, gym memberships and others may be provided that would add to fringe benefits. They may be given holidays from their uniforms so that they feel relaxed from the formalities. An atmosphere must be created so that the employees have a work-life balance and they can leave early from work. The companies may run employee referral programs where the best employees may be hired through refer rals. Working at a charity provides the employees with flexible and varied roles. The role opportunities are incredibly diverse that offer unique pathways for the ones who are open to new possibilities. An unfortunate perception might be that charity work is less competitive for skills. Charities addressing public health or specific causes touching a wider mainstream consciousness place big emphasis on skilled expertise. The organizations value its employees relentlessly for pursuing the cause. References Bassous, M., 2015. What are the factors that affect worker motivation in faith-based nonprofit organizations?.VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations,26(1), pp.355-381. Chow, C.W., Lai, J.Y. and Loi, R., 2015. Motivation of travel agents' customer service behavior and organizational citizenship behavior: The role of leader-member exchange and internal marketing orientation. Tourism Management,48, pp.362-369. Feng, J., Zhang, Y., Liu, X., Zhang, L. and Han, X., 2016. Just the right amount of ethics inspires creativity: A cross-level investigation of ethical leadership, intrinsic motivation, and employee creativity.Journal of Business Ethics, pp.1-14. Gerhards, L., 2015. The incentive effects of missionsEvidence from experiments with NGO employees and students.European Economic Review,79, pp.252-262. Hauser, L., 2014. Work motivation in organizational behavior.Economics, Management and Financial Markets,9(4), p.239. Lau, C.M. and Roopnarain, K., 2014. The effects of nonfinancial and financial measures on employee motivation to participate in target setting.The British accounting review,46(3), pp.228-247. Miner, J.B., 2015.Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Mostafa, A.M.S., Gould?Williams, J.S. and Bottomley, P., 2015. High?performance human resource practices and employee outcomes: the mediating role of public service motivation.Public Administration Review,75(5), pp.747-757. Njoroge, C.N. and Yazdanifard, R., 2014. The impact of social and emotional intelligence on employee motivation in a multigenerational workplace.International Journal of Information, Business and Management,6(4), p.163. Pinder, C.C., 2014.Work motivation in organizational behavior. Psychology Press. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O'Leary, P., Robinson, J. and Plimmer, G., 2015.Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Van den Broeck, A., Ferris, D.L., Chang, C.H. and Rosen, C.C., 2016. A review of self-determination theorys basic psychological needs at work.Journal of Management,42(5), pp.1195-1229.

Tuesday, December 3, 2019

Postulates And Theorems Essays - Geometry, Elementary Geometry

Postulates And Theorems P1-Ruler Postulate. P2-seg. add. postulate. P3-Protractor postulate. P4-angle add. postulate. P5- A line contains at least two points; a plane contains at least 3 points not all in one line; space contains at least 4 pints not all in one plane. P6- Through any 2 points their is excatly 1 line. P7-Through any 3 points there is at least one plane , and through any three noncollinear points there is exactly one plane. P8- If two points are in a plane the the line that contains the points is in that plane. P9-If two intersect, then their intersection is a line. T1-1-If tow lines intersect then they intersect in exactly one point. T1-2-Through a line and a point not in the line there is exactly one plane. T1-3- If 2 lines intersect then exactly one plane contains the lines. Properties of equality Add. Prop-if a=b and c=d then a+c=b+d Subtraction Prop-if a=b and c=d then a-c=b-d Mult. Prop- if a=b then ca=cb Div Prop.-if a=b and c doesnt = 0 then a/c=b/c Substitution prop- if a=b then either a or b may be substituded for the other in any equation. Reflexive Property-a=a Symmetric Property- if a=b then b=a Transitive Prop.-if a=b and b=c then a=c. Properties of Congruence Reflexive Prop-Line DE is congruent to line DE. angle D=angle D Symmetric Prop.- Line DE=FG then FG=DE. angle D=F then angle F=D. Transitive Prop.- Line DE is congruent to line FG and line FG is congruent to JK then line DE is congruent to JK. Distributive Prop.-a(b+c)=ab+ac T2-1- IF M is the midpoint of line ab then am = half ab and mb = half ab line amb. T2-2- If ray bx is the bisector of angle abc then m of angle abx=half the measure of angle abc and measure of angle xbc =half m angle abc. T2-3- Vert. angle are congruent. T2-4- If 2 lines are perpendicular then they form congruent adjacent angles. T2-5- IF 2 lines form congruent adjacent angles then the lines are perpendicular. T2-6- If the exterior sides of two adjacent acute angles are perpendicular then the angles are complementary. T2-7- IF 2 angles are supplements of congruent angles then the 2 angles are congruent. T2-8- IF 2 angles are complements of congruent angles then the 2 angles are congruent. T3-1- IF 2 parallel planes are cut bty a 3rd plane then the lines of intersection are parallel. P10- If 2 parallel lines are cut by a transversal, then corresponding angles are congruent. T3-2- IF 2 parallel lines are cut by a transversal then alternate interior angles are congruent. T3-3- IF 2 parallel lines are cut by a transveral then same side interior angles are supplementary. T3-4-If a transversal is perpendicular to one of 2 parallel lines then it is perpendicular to the other one also. P11- IF 2 lines are cut by a transversal and corresponding angles are congruent then the lines are parallel. T3-5- If 2 lines are cut by a transversal and alternate interior angles are congrunt then the lines are parallel. T3-6- If 2 lines are cut by a transversal and same side interior angles are supplementary then the lines are parallel. T3-7- In a plane 2 lines perpendicular to the same line are parallel. T3-8- Through a piont outside a line there is exactly one line parallel to the given line. T3-9- Through a point outside a line there is exactly one line perpendicular to the given line. T3-10- Two lines parallel to a 3rd line are parallel to each other. T3-11- The sum of the measures of the angles of a triangle is 180. C1- If 2 angles of one triangle are congruent to 2 angles of another triangle then the 3rd angless are congruent. C2- Each angle of an equianglular triangle has measure 60. C3- In a triangle there can be at most one right angle or obtuse angle. C4- the acute of a right triangle ar complementary. T3-12- The measure of an exterior angle of a triangle equals the sum of the measure of the 2 remote interior angles. Scalene- no sides congruent. Isosceles- at least 2 sides congruent. Equilateral- all sides congruent. Acute- 3 acute angles. Obtuse- 1 obtuse angle. Right- 1 right angle. Equilangular- all angles congruent. Ways To prove to lines are parallel. 1. Show that a pair of corresponding angles are congruent. 2. Show that a pair of alternate interior angles are congruent. 3. Show that a pair of same side interior angles are supplementary. 4. In a plane show