Alzheimers Disease Alzheimers Disease Is A Progressive And Irreversibl

Alzheimer's Disease Alzheimer's Disease is a progressive and irreversible brain disease that destroys mental and physical functioning in human beings, and invariably leads to death. It is the fourth leading cause of adult death in the United States. Alzheimer's creates emotional and financial catastrophe for many American families every year. Fortunately, a large amount of progress is being made to combat Alzheimer's disease every year. To fully be able to comprehend and combat Alzheimer's disease, one must know what it does to the brain, the part of the human body it most greatly affects. Many Alzheimer's disease sufferers had their brains examined. A large number of differences were present when comparing the normal brain to the Alzheimer's brain. There was a loss of nerve cells from the Cerebral Cortex in the Alzheimer's victim. Approximately ten percent of the neurons in this region were lost. But a ten percent loss is relatively minor, and cannot accoun t for the severe impairment suffered by Alzheimer's victims. Neurofibrillary Tangles are also found in the brains of Alzheimer's victims. They are found within the cell bodies of nerve cells in the cerebral cortex, and take on the structure of a paired helix. Other diseases that have "paired helixes" include Parkinson's disease, Down's Syndrome, and Dementia Pugilistica. Scientists are not sure how the paired helixes are related in these very different diseases. Neuritic Plaques are patches of clumped material lying outside the bodies of nerve cells in the brain. They are mainly found in the cerebral cortex, but have also been seen in other areas of the brain. At the core of each of these plaques is a substance called amyloid, an abnormal protein not usually found in the brain. This amyloid core is surrounded by cast off fragments of dead or dying nerve cells. The cell fragments include dying mitochondria, presynaptic terminals, and paired helical filaments i dentical to those that are neurofibrillary tangles. Many neuropathologists think that these plaques are basically clusters of degenerating nerve cells. But they are still not sure of how and why these fragments clustered together. Congophilic Angiopathy is the technical name that neuropathologists have given to an abnormality found in the walls of blood vessels in the brains of victims of Alzheimer's disease. These abnormal patches are similar to the neuritic plaques that develop in Alzheimer's disease, in that amyloid has been found within the blood-vessel walls wherever the patches occur. Another name for these patches is cerebrovascular amyloid, meaning amyloid found in the blood vessels of the brains. Acetylcholine is a substance that carries signals from one nerve cell to another. It is known to be important to learning and memory. In the mid 1970s, scientists found that the brains of those afflicted with Alzheimer's disease contained sixty to ninety p ercent less of the enzyme choline acetyltransferase(CAT), which is responsible for producing acetylcholine, than did the brains of healthy persons. This was a great milestone, as it was the first functional change related to learning and memory, and not to different structures. Somatostatin is another means by which cells in the brain communicate with each other. The quantities of this chemical messenger, like those of CAT, are also greatly decreased in the cerebral cortex and the hippocampus of persons with Alzheimer's disease, almost to the same degree as CAT is lost. Although scientists have been able to identify many of these, and other changes, they are not yet sure as to how, or why they take place in Alzheimer's disease. One could say, that they have most of the pieces of the puzzle; all that is left to do is find the missing piece and decipher the meaning. If treatment is required for someone with Alzheimer's disease, then the Alzheimer's Disease and Related Disorders Association(ADRDA), a privately funded, national, non- profit organization dedicated to easing the burden of Alzheimer victims and their families and finding a cure can be contacted. There are more than one hundred and sixty chapters throughout the country, and over one thousand support groups that can be contacted for help. ADRDA fights Alzheimer's on five fronts 1- funding research 2- educating and thus increase public awareness 3- establishing chapters with support groups 4- encouraging federal and

C.I.T.E.S essays

C.I.T.E.S essays CITES is the singles most important treaty protecting species at an international level. CITES stands for Convention on International Trade in Endangered Species. It was established in 1973 in association with the United Nations Environmental Program (UNEP). Currently, the treaty has been ratified by more than 120 countries. CITES is headquartered in Switzerland. It establishes lists (known as Appendices) of species for which the international trade has to be regulated and monitored. Those nations which are affiliated agree to restrict the trade and destructive exploitation of these species. Appendix I includes approximately 675 animals and plants for which commercial trade is prohibited. Appendix II include approximately 3700 animals and 21,000 plants whose international trade is monitored and restricted. International treaties such as CITES are implemented once the countries signed pass laws and enforce them. Once these laws have been passed within a country, police, wildlife inspectors, customs officials and other government agents can arrest and prosecute anyone who possesses or trades organisms which are listed by the treaty and seize them. Member countries are required to have their own management and scientific authorities to comply with their CITES obligations. NGOs such as the IUCN, WWF, TRAFFIC network, and WCMC provide advice and assistance to the authorities. The protection of biological diversity has to be addressed at many levels of government. Although the major control systems that exist today are based within individual countries, international trade agreements are becoming widely used to protect species and habitats. International cooperation is extremely important for many reasons. First, many species migrate across international boundaries; therefore, these species must be protected wherever they are at the time and the habitats they will occupy when they migrate. If a species is in ...

Research Article Summary Paper Example | Topics and Well Written Essays - 500 words

Article Summary - Research Paper Example Methods: information about current food portion was obtained by sampling foods sold meant for immediate consumption from fast-food outlets, take-out joints and family-type restaurants (Young & Nestle, 246). Some of the foods sampled include alcoholic beverages, cakes and steak. This information was obtained directly from the manufacturers or from the package labels. If the information was unavailable, two samples of each food were weighed using Sysco Digital Portion Scale (Young & Nestle, 246). Results: Most of the portions weighed were above the standard portion set by USDA and FDA. The only exception was the sliced white bread. The cookie category posted the largest excess over the set USDA standards by 700%. The other categories exceeded the USDA standards by the following percentages: cooked pasta (480%), muffins (333%), steaks (224%) and bagels (195%). however, other foods such as beer, chocolate, French fires and hamburgers did not exceed the set limits (Young & Nestle, 246). the research also revealed that food companies use larger food sizes compared to what was used two decades ago. the trend towards increasing portion sizes started in the 1970s. increasing sharply in the 1980s to present (Young & Nestle, 246). Discussion and conclusion: the researchers observe that the food portions in the marketplace have increased steadily since the 1970s, and this can be attributed to the fact that the food service industry in the United States has been on a steady growth. This has led to a larger number of new food products being introduced. Competition has also made manufacturers increase portions in order to attract customers. As a result of the increased sizes, the number of claries consumed has increased. Furthermore, there has been a ‘supersizing’ of menu items, making them larger than they were a couple of decades before. The authors conclude that there is need to focus on portion size as one of the strategies of managing weight and

A Perpetual Winner of All Schools Tournament Assignment - 1

A Perpetual Winner of All Schools Tournament - Assignment Example My name is Aziz Shah. I am very passionate about the soccer. I have watched the soccer game since my childhood and always wanted to join the soccer team. When I joined my high school team, I decided to take this game seriously and tried my best to achieve the success for my school. As an active member of the team, I communicate with the other members and share my ideas and strategies with other members. In our practice matches, I cooperate with my team members to learn the skills effectively. In out sports period, my coach told us to be an effective team and all the members of the team must have to put mutual teamwork. Being an efficient team member, I know that I rely on the team so, I endeavor to make my team a successful team. We play every day after school hours, during that time, I try my best to deliver the perfect performance. I learn, better skills from other members as I don’t feel ashamed to appreciate the qualities of others. This is how a team must work, admiring t he best practice from the other member does not make our value down. Because his performance will help the team to achieve the goal. Â  Lukas is one of the best members of our team. He has an advantage of his height and strikes the match-winning goals. He loves to play soccer and is seen most of the time playing it. As a team member, he is very attentive in learning every skill that our coach tells us. He joined the team recently but has made a strong position in the team. He has played 3 tournaments and always performed well. He has the potential to reach the highest international level soccer. Our coach hopes that Lukas will be able to reach that level with a little more effort. I have never seen him down and lazy. He is always active and ready to play the game. In our spare time, I and Lukas spend some time together. I want to learn some skills from him as he is the best player on our team in my eyes. His attitude towards his teammates is so friendly and caring.

Assignment Example | Topics and Well Written Essays - 1000 words - 5

Assignment Example Some of these programs have shown great success, while others have not. The purpose of this paper is to examine specific population issues in China, India, and Japan and to determine what practices are currently working, and what still remains to be done. China China is now well over a population of 1.4 billion people and it continues to grow. This amounts to a staggering figure of twenty percent of the global population. Because of this China, is now facing serious social and economic problems as a result of this burgeoning population. Population strain has lead to a depletion of land and natural resources, caused severe pollution problems, and had lead to deplorable living conditions amongst the poorest of the Chinese people (Qu, Cui, Yan, Peng, & Zhang, 2011, p. 2077). One can say, however, that the Chinese government saw these problems coming and have worked feverishly to do something about it. In 1979, China implemented the famous one-child policy. Beyond one child, families wou ld be taxed up to 50% of their income or possibly lose their employment, making it unlikely that many would violate the policy. In the end, families who agreed to have only one child would receive certain benefits. Women who got pregnant without authorization or by accident were encouraged to terminate their pregnancy. The result of this program has been mixed. Fearing punishment, many government official falsified population reports, leading to estimates that the number of births reported in China may be off by as many as twenty-seven percent. In the end, population growth has slowed somewhat, but at great costs. There have been political consequences, as many Western countries have criticized China for the policy, particularly their views on birth control and the rampant termination of pregnancies. China has, however, seen tremendous economic growth in recent years, but many fear that there will soon be an imbalance of males and females in the country. This is a result of many Chi nese families working to have a male as their only child, causing an imbalance in the ratio of males to females (Fischer, Winiwarter, Cao, & Ermolieva, 2012, p. 246). If this continues, there will be a reversal in population growth as time goes on, making it difficult for the younger generation to support a growing and sizeable elderly population. India Like China, overpopulation in India a serious concern and one that needs to be addressed. Unlike China, however, India has been able to do little to reverse the trend. India still has the majority of its population living in abject poverty. Add to this the fact that India has not progressed much in the way of feminine rights in recent decades, and one can easily see why the population has gotten out of control (Bloom, et. al., 2010, p. 18). The government has attempted through the years to reduce population growth, but most have not succeeded to any great extent. The ironic part of this problem is that India has sufficient land size and a lot of agricultural potential to support the over one billion that live there. The reality is, however, that the resources are not equally distributed and that a majority of the people of India is not having their basic needs being met. Indian, being faced with the reality that they simply cannot handle the population growth that is occurring, has attempted to

Discrimination Of Sexual Minorities In The Workplace

Discrimination Of Sexual Minorities In The Workplace Qualified, hardworking Americans are denied job opportunities, fired or otherwise discriminated against just because they are lesbian, gay, bisexual or transgender (LGBT) (Human Right Campaign). Even with the passing and enforcement of employment anti-discrimination laws, statistics show that persons with minority status such as people of color, persons with disabilities and women continue to experience discrimination in the workplace, particularly sexual minorities LGBT persons (Niles Harris-Bowlsbey, 2005). LGBT individuals who are also ethnic minorities are at an even greater disadvantage, with African American transgender people faring the worst (Grant, Mottet, Tanis, Harrison, Keisling, 2001). To date, no federal law exists which consistently protects LGBT individuals from discriminatory practices in the workplace. It is still legal in 29 states to discriminate against employees and job applicants based on their sexual orientation, and legal in 38 states to discriminate based on gender identity (Human Rights Campaign). Within the state of Florida, there are no provisions in place which formally address discrimination based on gender identity; however a Florida court ruled that a person with Gender Identity Disorder (gender dysphoria) is within the disability coverage under the Florida Human Rights Act, as well as sections of the act that proscribe discrimination based on perceived disability. There is no state-wide non-discrimination law that protects individuals based on sexual orientation (Human Rights Campaign). Vocational psychology researchers, practitioners, and LGBT advocates have made significant attempts to call attention to the vocational concerns and needs of both ethnic and sexual minority groups. Over the past few decades, work discrimination has become a topic of interest in the fast growing literature regarding the vocational issues and challenges of LGBT persons (Chung, 2001; Gedro, 2009; Loo Rocco, 2009; ONeil, McWhirter, Cerezo, 2008). Work Discrimination Chung (2001) defined work discrimination as, unfair and negative treatment of workers or job applicants based on personal attributes that are irrelevant to job performance (Chung, 2001,p. 34) and proposed a conceptual framework that describes work discrimination along three dimensions: a) formal versus informal, b) perceived versus real, and c) potential versus encountered. Formal discrimination refers to institutional policies or decisions that influence ones employment status, job assignment, and compensation. Informal discrimination refers to workplace behaviors or environments that are unwelcoming. Perceived discrimination refers to acts perceived to be discriminatory; whereas, real discrimination is based in actuality/reality. Potential discrimination refers to discrimination that could occur if a persons LGBT identity is either revealed or assumed. Encountered discrimination refers to discriminatory acts one experiences. Findings from Research on Work Discrimination against LGBT persons Following is a brief overview of some of the recent research findings on work discrimination of LGBT individuals. In their report entitled Bias in the Workplace, Badgett, Lau, Sears, and Ho (2007) summarized research findings about employment discrimination of LGBT persons from four different kinds of studies throughout the United States. Surveys of LGBT persons experiences with workplace discrimination (self-reports and co-worker perceptions), revealed that 16% to 68% of LGB persons reported experiencing employment discrimination, with 57% of transgender persons reporting the same. A significant number of heterosexual co-workers also reported witnessing sexual orientation discrimination in the work place against their LGBT peers. Of note, 12% to 13% of respondents in specific occupations (e.g., the legal profession) reported witnessing anti-gay discrimination in employment. An analysis of employment discrimination complaints filed with governmental agencies in states where discrimin ation based on sexual orientation is prohibited, findings revealed that LGB persons filed complaints at rates similar to women and racial minorities (e.g., people of color). An analysis of wage differentials between LGBT and heterosexual workers revealed that gay men earn 10% to 32% less than heterosexual men with similar qualifications and that transgender persons reported higher rates of unemployment (6% to 60% were unemployed) with incredibly small earnings (22% 64% of the employed earned less than $25,000 per year). Finally, findings from controlled experiments where researchers compare treatment of LGBT people and treatment of heterosexuals by presenting hypothetical scenarios in which research participants interact with the actual or hypothetical people who are coded as gay or straight also revealed significant discrimination on the basis of sexual orientation in the workplace. According to the American Psychological Association (2011), those who self-identify as LGBT are particularly vulnerable to being socioeconomically disadvantaged; this is important as socioeconomic status is inextricably linked to LGBT persons rights and overall well-being. Although LGBT persons tend to be more educated in comparison to the general population, research suggests that they make significantly less money than their heterosexual and cisgender counterparts. In 2009, the National Center for Transgender Equality and the National Gay and Lesbian Task Force published the preliminary findings of their National Transgender Discrimination Survey (NTDS). A staggering 97% of survey participants reported experiencing mistreatment, harassment, or discrimination in some form on their jobs, which included privacy invasion (48% said supervisors/coworkers shared information about me inappropriately and 41% said I was asked questions about my transgender and surgical status), verbal abuse (48% said I was referred to be the wrong pronoun, repeatedly and on purpose), and physical or sexual assault (7% said I was a victim of sexual assault at work and 6% said I was a victim of sexual assault at work). Survey respondents also reported experiencing unemployment at twice the rate of the population, with 47% having experienced an adverse job outcome being fired, not hired or denied a promotion at some point in their careers due to their gender identity. Simi lar findings were reported in the NTDS official report, Injustice at Every Turn. Other significant findings were that 57% of participants reported trying to avoid discrimination by keeping their gender or gender transition a secret, and 71% by delaying the transition. Sixteen percent reported that they had to resort to work in the underground economy to earn income (e.g., prostitution or selling drugs). Unemployed respondents reported experiencing devastating outcomes, including double the homelessness, 85% more incarceration, and increased negative health outcomes, including twice the rate of HIV infection and nearly twice the rate of current drug use to self-medicate/cope in comparison to their employed LGBT counterparts (Ramos, Badgett, Sears, 2011). Frye (2001) argued that transgender persons are regular targets of workplace discrimination even more systematically than their LGB counterparts. In an attempt to ensure professional survival and avoid discrimination, many LGB employees choose not to come out at work; however because transgender persons may possess physical and behavioral characteristics that clearly identify them as transgendered at some point in their lives (mainly during gender transition), they are more susceptible to having their sexual minority status revealed against their will (being outed). More so than LGB individuals, transgender persons are frequently targets of hate crimes because of their visibility (Frye, 2001). How/ Why Work Discrimination is related or important to career counseling. In the United States, a dominant career-related belief is that the individual controls his or her own career destiny (Niles Harris-Bowlsbey, 2005, p. 1); however, individual control is always exercised within a context that varies based on the degree to which it supports ones career goals. In the case of LGBT persons, factors such as heterosexism, socioeconomic status, and racism may restrict access to certain occupational opportunities. Work discrimination in any form can have a profound effect on ones career path and development (Neary, 2010). LGBT people face a complex set of choices that are unique to them because of their sexual minority status (Gedro, 2009, p. 54). Many of them have to confront exclusion from certain types of jobs, such as elementary school teachers and child care workers; physical assault, verbal harassment and abuse, destruction of property, ridicule, trans-phobic jokes, unfair work schedules, workplace sabotage, and restriction to their careers (Kirk Belov ics, 2008, p.32 as cited in Neary, 2010). In the case of transgender individuals, concerns about personal safety while at work preclude the focus on career interests (Neary, 2010). Because of the large amount of energy it requires to integrate a positive gay, lesbian, bisexual or transgender identity, as well as cope with discrimination (within and outside of the workplace), career development for such persons to be postponed, hindered, or misdirected (Alderson, 2003 as cited in Gedro, 2009, p.56; Haley, 2004). Pepper and Lorah (2008) identified 3 major problems related to the job search process an integral part of career development which poses several challenges for transgender persons: 1) potential loss of work history, 2) navigating the job interview process (many struggle with confidence and self-esteem issues), and 3) if an employer asks about work experience under another name. Although slightly different, such challenges may be generalized to LGB job-applicants as well. Helping LGBT clients prepare for these problems is essential in assisting them in their career choice and job search efforts (Neary, 2010). Work discrimination also has a significant impact on LGBT persons mental state, with the most common psychological issues include increased levels of stress and anxiety, depression, lack of self-confidence, drug and alcohol dependency (Neary, 2010), and attempted suicide (Grant et. al., 2011). Implications Suggested Interventions for Career Counselors Like all other clients, the LGBT client may require help with career planning, self-assessment, career exploration, career or job transitions, job search strategies etcetera (Neary, 2010; ONeil et. al., 2008). Career counselors working with sexual minorities need to create a LGBT-positive/affirming counseling environment, in which clients are free to explore their personal needs, interests and values in a safe place. Such an environment includes tangible and process-related forms of support and affirmation (e.g., displaying quarterly newsletters from the America Psychological Associations Division 44 and other reading materials or paying careful attention to unique aspects of assessment interpretation) for LGBT clients. Intake forms should encourage them to note their gender presentation, and gender-neutral washrooms should be made available (ONeil et. al., 2008). Counselors and other helping professionals involved in the career development process of LGBT individuals should ensure that they develop relevant multicultural knowledge, skills and awareness for conducting culturally appropriate career discussions, realizing that more traditional approaches will likely be ineffective with this particular population. (Niles Harris-Bowlsbey, 2001). When a LGBT client presents for career counseling, counselors should assess whether they are competent to provide the services requested (ONeil, et. al., 2008). It is also imperative that career counselors assess their personal biases, stereotypes, and assumptions about the LGBT client presenting for counseling. A client-centered approach is recommended given that the issue of trust building is critical with the LGBT population. From a narrative perspective, adopting a stance of informed not knowing will allow the LGBT client the best chance to share their story about their career and life in their own wo rds. Following, the counselor and client collaborate to deconstruct the cultural narratives of gender and heterosexism that promote negative messages and replace them with a more accurate and affirming narrative (Neary, 2010). In the case of personal dislike to LGBT individuals, ONeil et. al., (2008) advised that counselors refer the client to another professional, receive continuing education and supervision, and engage in personal exploration of the topic as a means to prepare for future clients with similar concerns. The career counselors ability to provide effective services to their LGBT clients will be improved by staying current with the relevant literature (ONeil et. al., 2008). Career counselors are encouraged to help improve cultural sensitivity where their clients are concerned; this can be achieved by using appropriate names, pronouns and other terminology preferred by their LGBT clients to help validate their identity. Career counselors should also make it a point to educate themselves about the different legal issues experienced by their clients and investigate any written workplace policies that may hold relevance to LGBT individuals, such as the Employment Non-Discrimination Act (ONeil et. al., 2008; Human Rights Campaign). Further, career counselors should identify and attend to all of the salient aspects of the clients identity, as clients may identify themselves with an array of sociocultural backgrounds. This is especially important for transgender clients who not only suffer discrimination in the workplace, but in almost every aspect of their lives: education, housing, public accommodations, receiving update identification documents, and health care (Ramos, Badgett, Sears, 2011). Pope (1995) as cited in Gedro (2009) outlined four useful interventions for career counselors working in their work with sexual minorities. Pope suggests a discussion about discrimination interventions (exploring the nature and extent of discrimination and any resources available to the client should he or she chose to change their job or career), dual-career couples (e.g., Do you openly reveal the relationship at work?), overcoming internalized transphobia or homophobia with the client (many sexual minority clients possess an intense self-hatred and loathing), as well as supporting LGBT role models (particularly those who do not work in safe occupation). Finally, career counselors are also strongly encouraged to serve as advocates for their LGBT clients. One author noted that a weakness in the field is the reluctance or inability to see career counselors as change agents who can help not only individuals to change but systems to change as well (Hanson, 2003 as cited in ONeil, 2008, p. 299). Neary (2010) cited Muniz and Thomas (2006) five strategies in organization settings that career counselors can use to help cultivate an affirmative LGBT work environment. They include: 1) setting up the context advocating in the workplace for anti-discrimination and harassment policies, 2) preparing for resistance taking steps to make the concerns and needs of the LGBT population more visible, 3) leadership commitment gaining commitment and support from the leadership/management of organization, 4) becoming familiar with or launching affinity and/or resource groups for LGBT persons, and 5) continued learning additional diversity training (Near y, 2010). The Human Rights Campaign Foundation provides a 5-step checklist for advocating for the rights of transgender persons, and the NCTEs list of 52 Things You Can Do for Transgender Equity, is also a useful guide for initiating social advocacy (ONeil, et. al., 2008).

The Ghosts Deception in Shakespeares Hamlet Essay -- William Shakesp

The Ghost’s Deception in Hamlet The Ghost in Hamlet cleared out the event that Hamlet was uncertain of. The spirit clarified the death of King Hamlet, and caused Hamlet to perform his evil deeds. The Ghost’s request to avenge him caused the death of Hamlet’s family, friends, and eventually himself; therefore, the spirit can be viewed as evil because it failed the four tests that was set by Lewes Lavater and the Church. Lewes Lavater describes how the church determines if a ghost is evil or good. The first description is â€Å"good spirits terrify initially, but ultimately comfort.† The spirit does not cause comfort to Hamlet. Throughout the play, the Ghost causes trouble among the characters. According to Eleanor Prosser: The Ghost has done everything possible to taint Hamlet’s mind with lacerating grief, sexual nausea, hatred, and fury. It has just focused its appeal on the lewd picture that Hamlet knows can most corrupt him – and it says, â€Å"Taint not they mind†! (E. Prosser, pp.137) Hamlet decided to kill Claudius because the Ghost wanted to avenge his death. Hamlet was obsessed to killing Claudius, which caused him his insanity. His insanity caused the death of Polonius, which lead to the death of Ophelia. The death of Ophelia led to the death of Laertes, which led to the death of the queen and king, and eventually Hamlet himself. The source of these strings of death is the Ghost. The Ghost calls Hamlet deep into this world of disruption. Its invitation to decapitate the body politic seems a horrific charge (â€Å"O cursed spite†), and by the end of the play it will manifestly be so: Ophelia will have been emotionally brutalized and lost to lunatic distraction; the king and queen will have been pierced with hateful... ...all that rots, seeming to embody the very forces of corporeal ruin that Hamlet fears may be inimical virtue.† Bibliography: Lewes Lavater. Renaissance Theories of Ghost and Demons. http://stjohns-chs.org/english/Renaissance/Ren-gh.html Eleanor Prosser. â€Å"Spirit of Health or Goblin Damned?† Hamlet and Revenge. (New York: Stanford Press. 1971), pp. 137 John Hunt. â€Å"A Thing of Nothing: The Catastrophic Body In Hamlet† Shakespearean Quarterly Volume 39 #1 (Spring 1988), pp. 35 William Shakespeare. Hamlet edited by Barbara A. Mowat and Paul Werstine. (New York: Washington Square Press, 1992) All future references will come from this text. Philip Edwards. â€Å"The Ghost† Shakespearean Criticism Volume 44, (1985), pp.126 Richard Burton with Richard L. Sterne. â€Å"Interview† Shakespearean Criticism Volume 21, (August 3, 1964), pp.246