Gauguin, (Eugene-Henri-) Paul free essay sample

Gauguin, ( Eug # 232 ; ne-Henri- ) Paul Gauguin, ( Eug # 232 ; ne-Henri- ) Paul ( b. June 7, 1848, Paris, Fr. vitamin D. May 8, 1903, Atuona, Hiva Oa, Marquesas Islands, French Polynesia ) , one of the taking Gallic painters of the Postimpressionist period, whose development of a conceptual method of representation was a decisive measure for 20th-century art. After passing a short period with Vincent new wave Gogh in Arles ( 1888 ) , Gauguin progressively abandoned imitative art for expressiveness through coloring material. From 1891 he lived and worked in Tahiti and elsewhere in the South Pacific. His chef-doeuvres include the early Vision After the Sermon ( 1888 ) and Where Do We Come From? What Are We? Where Are We Traveling? ( 1897-98 ) . Although his chief accomplishments were to lie elsewhere, Gauguin was, to utilize a notional metaphor, nursed in the bosom of Impressionism. His attitudes to art were profoundly influenced by his experience of its first exhibition, and he himself participated in those of 1880, 1881 and 1882. The boy of a Gallic journalist and a Peruvian Creole, whose female parent had been a author and a follower of Saint-Simon, he was brought up in Lima, joined the merchandiser naval forces in 1865, and in 1872 began a successful calling as a stockbroker in Paris. We will write a custom essay sample on Gauguin, (Eugene-Henri-) Paul or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page In 1874 he saw the first Impressionist exhibition, which wholly entranced him and confirmed his desire to go a painter. He spent some 17,000 francs on plants by Manet, Monet, Sisley, Pissarro, Renoir and Guillaumin. Pissarro took a particular involvement in his efforts at picture, stressing that he should `look for the nature that suits your disposition , and in 1876 Gauguin had a landscape in the manner of Pissarro accepted at the Salon. In the interim Pissarro had introduced him to C # 233 ; zanne, for whose plants he conceived a great regard -so much so that the older adult male began to fear that he would steal his `sensations . All three worked together for some clip at Pontoise, where Pissarro and Gauguin drew pencil studies of each other ( Cabinet des Dessins, Louvre ) . In 1883-84 the bank that employed him got into troubles and Gauguin was able to paint every twenty-four hours. He settled for a piece in Rouen, partially because Paris was excessively expensive for a adult male with five kids, portion ly because he thought it would be full of affluent frequenters who might purchase his plant. Rouen proved a letdown, and he joined his married woman Mette and kids, who had gone back to Denmark, where she had been born. His experience of Denmark was non a happy one and, holding returned to Paris, he went to paint in Pont-Aven, a well-known resort for creative persons. Here, he stopped working entirely outdoorss, as Pissarro had taught him, and by and large began to follow a more independent line. His meeting with new wave Gogh, the influence of Seurat, the philosophies of Signac, and a rediscovery of the virtues of Degas particularly in his pastels all combined with his ain run of megalomania to bring forth a manner that had small in common with the thoughtful lyricality of the work of his former wise man Pissarro. Monet confessed to a liking of his Jacob Wrestling with the Angel ( 1888 ; National Gallery of Scotland ) , which he saw at the exhibition Gauguin organized in 1891 to finance his jutting jaunt to topographic points where he could populate on `ecstasy, composure and art ; the returns amounted to 10,0000 francs, some of it coming from Degas, who bought several pictures. There were still apparent in these new plants hints of pure Impressionism, and of the really clear influence of C # 233 ; zanne ( as in the Portrait of Marie Lagadu, 1890 ; Art Institute of Chicago ) a fact pointed up by a C # 233 ; zanne still life owned by Gauguin which is shown behind her but fundamentally this period marked the farewell of the ways between Gauguin and Impressionism. Gauguin s art has all the visual aspect of a flight from civilization, of a hunt for new ways of life, more crude, more existent and more sincere. His interruption off from a solid middle-class universe, abandoning household, kids and occupation, his refusal to accept easy glorification and easy addition are the best-known facets of Gauguin s absorbing life and personality. This image, besides known as Two adult females on the beach, was painted in 1891, shortly after Gauguin s reaching in Tahiti. During his first stay at that place ( he was to go forth in 1893, merely to return in 1895 and stay until his decease ) , Gauguin discovered crude art, with its level signifiers and the violent colourss belonging to an wild nature. And so, with absolute earnestness, he transferred them onto canvas.

A Startling Fact about Essay Help Wiseessays.com Uncovered

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Topics For Research Paper For Sociology

Topics For Research Paper For SociologyWhen it comes to researching a topic for research paper for sociology, you should be careful that the material you gather is factual. This is of course more important than it sounds because if you don't have a factual understanding of the material you are using for your paper then you could have some serious trouble getting a grade. Take this into consideration when you conduct your research for your sociology paper.Start by looking at a number of different websites and social networks to see what other people in your field are saying about a particular topic for research paper for sociology. Find out what people have to say about the topic before you start your own research. You will find that in the first part of your research, you will start from what others have said.If you want to learn more about a particular topic for research paper for sociology then start by seeing what has been written on this topic before. There are many websites whic h offer the chance to search for the internet search engine. Just enter the topic you want information on in the search engine box and you will get a list of websites which may contain information on the topic you have entered. Make sure you check out the ones that look interesting and remember to read each page before you click on the link to see the information that you can get from the website.Most of the time if you want to learn more about a topic for research paper for sociology then you will have to spend time visiting a number of the different websites and social networks mentioned above. Although there are many opportunities to obtain information on a topic for research paper for sociology from those sites, you will find that many of the topics will be over their heads and therefore may not be as useful as you might expect. In order to avoid having to spend a great deal of time on research, you may wish to select a smaller group of topics for research paper for sociology.Ma ke sure that before you set out to conduct research for a sociology topic for research paper for sociology, you remember to familiarize yourself with the topic before you begin to gather your information. This will allow you to avoid the problems which may arise if you don't have an understanding of the topic.Many students who are researching a sociology topic for research paper for sociology are becoming increasingly used to the Internet to help them find their way around. As such, they are finding that they can make use of the internet for research rather than turning to the more traditional methods. A great many students are also using the internet for research rather than relying on others to provide information for them.When it comes to topics for research paper for sociology, you will need to be aware of the type of information you want to collect. You will need to know which research method you are going to use so that you can collect the data you require. The more data you g ather for your sociology research paper the better the grade you will get.

Writing Objectives For Essay Writing

Writing Objectives For Essay WritingIt can be very easy to find yourself having to write an essay with no writing objectives for it. They are essential for any student. These objectives are a quick way to give a focus to your own goals and to the objectives of the entire class.The three main objectives of writing an assignment are to understand the information that is given and evaluate the information in terms of how much value it has and how much the student will actually gain from it. There are many different types of objectives that students can use. Each one has their own purpose for which the other ones were intended. I will show you some examples.In order to make sure that you have all the information that you need in your essay, it is best to use writing objectives for your essay. This can be a general view of how well the students' essays read. If they are good at reading, then it will help to have objectives that show how well they read your essay.For people who are looking for an objective that gives a general view of how their essays flow, this can be very helpful. It will show how well they analyze the information in their essays. It will also show the student that they pay attention to the subject matter and that they are serious about their assignment. For this kind of objective, it is best to use a topic that is fairly interesting to read.The next objective for an essay is to do well in the class. The objective should show what you have done so far in the course. It can be a general view of your performance. You will find that your grades and your assignments will improve if you use this objective. For this kind of objective, the topic should be something that are easy to understand and something that is enjoyable to read.The last objective for essay writing is to provide interesting and relevant information. When your objective for writing an essay is to do well in the class, you must demonstrate your abilities to do so. You will want to provid e something that is interesting and something that is relevant to the course. It is best to use something that is based on your ability to learn and the ability to write.These are just some of the most important points to remember about writing objectives for essay writing. They can be used as an effective way to enhance the performance of the essay. This is because they show where you want to go in your essay. When you use these goals, you will be much more motivated to do well in the class.

Sample Student Essay Synthesis of Research

Sample Student Essay Synthesis of ResearchThe concept of sample student essay synthesis of research is used to maximize academic achievement in teaching and research. Students who excel at this skill will know how to evaluate the skills of others, utilize creative ideas, think out of the box, and are able to see past the traditional writing style to understand how the academic form can be used as a vehicle for producing meaningful work.Sample essay synthesis of research can be thought of as a structural art of providing an overview of a particular topic. While it is definitely not a method of plagiarism, it certainly works well for plagiarism detection and an alternative to plagiarism in that it is much more accurate. It is essentially a variant of the traditional essay format that relies heavily on connections, disjunctions, paradoxes, and associative language.Sample student essay synthesis of research is the process of combining three main approaches: The structural, The emotive, a nd The logical. The question is: How do you use all of these components to create an essay that is essentially unique? Here is what you do...In order to be successful with this exercise, you need to have an understanding of the structural components that make up a typical text. You must also understand the different effects that these elements have on the rest of the essay. Following that, you must analyze the components individually and develop an essay that is true to the contents of the original text.The first element is the emotional component. This can be achieved by using analysis of the sentences themselves and the way they impact the reader. To do this effectively, you must determine what emotional words are used in order to convey the gist of your paper and if the words change the intended message of the piece.The second element is the logical component. You must know how to use this component in order to provide an engaging perspective on the topic. For example, if you cho ose to use the term 'consequences,' you must understand that the meaning should lead the reader to infer a desired outcome, while the terms 'causation'causal' imply a foregone conclusion.There are many reasons to study sample student essay synthesis of research. Research methods and techniques, essay formats, and essay subtypes can all be utilized in this way and it is the most effective means of writing a high quality paper.

Human Resource Management, Wages and Salaries Research Paper Example

Human Resource Management, Wages and Salaries Paper Introduction Human Resource Management is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques. Extensive training and culture management programs, individualized reward management systems, as well as a range of employee involvement mechanisms, all operate towards achieving enhanced employee contribution. It is a whole range of notions on management theory, style and practice. Perhaps most usefully considered as a generic term that covers the entirety of work organization, working terms and conditions and representational systems, HRM can be depicted as being concerned with all those activities associated with the management of people in organizations (Boyd 2003). Businesses rely on effective human resource management (HRM) to ensure that they hire and keep good employees and that they are able to respond to conflicts between workers and management. HRM specialists initially determine the number and type of employees that a business will need over its first few years of operation. They are then responsible for recruiting new employees to replace those who leave and for filling newly created positions. A business’s HRM division also trains or arranges for the training of its staff to encourage worker productivity, efficiency, and satisfaction, and to promote the overall success of the business. We will write a custom essay sample on Human Resource Management, Wages and Salaries specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Human Resource Management, Wages and Salaries specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Human Resource Management, Wages and Salaries specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Finally, human resource managers create workers’ compensation plans and benefit packages for employees. Personnel Management is the development of a set of values that regards individual employees as important productive entities; the conscious utilization of these value judgments in making decisions affecting those individuals; and the acquisition of a pattern of thinking, or rational analysis, which attempts to achieve the most effective and satisfactory utilization of human talents (Megginson 1972). Personnel Management unlike Human Resource Management is not limited to the techniques and paper work associated with routine activities of selecting, training, and compensating employees; nor does the term refer exclusively to the methods, procedures, techniques, and tools of personnel selection, training and development, direction, and other related activities. Businesses rely on effective human resource management (HRM) to ensure that they hire and keep good employees and that they are able to respond to conflicts between workers and management. HRM specialists initially determine the number and type of employees that a business will need over its first few years of operation. They are then responsible for recruiting new employees to replace those who leave and for filling newly created positions. A business’s HRM division also trains or arranges for the training of its staff to encourage worker productivity, efficiency, and satisfaction, and to promote the overall success of the business. Finally, human resource managers create workers’ compensation plans and benefit packages for employees (Gratton et al. 1999). The essay intends to consider how wages and salaries are set in organizations. If compensation is not tied directly to performance, what can and should it be tired to. The essay intends to discuss about psychological contract; turnover and the forms of turnover; training and some of its concepts; and remuneration system. Through the information that will be gathered every thought that is necessary will be put together so that a proper conclusion will be formulated. Psychological Contract The psychological contract refers to employees beliefs about the mutual obligations between the employee and his or her organization. These beliefs are based on the perception that employer promises have been made about such matters as competitive wages, promotional opportunities, and job training in exchange for certain employee obligations, such as the giving of their energy, time, and skills (De Meuse Marks 2003). Earlier reviews argue that the psychological contract is conceptually different from a formal contract in that it considers an individuals beliefs of the terms and conditions of an agreement between the individual and the employer. This concept of the relationship between an employee and the organization has been accepted and noted in many different forums, including academic journals; practitioner journals; and management textbooks (De Meuse Marks 2003). While an employees formal employment contract always is based on a written document, the types of promises contained in an employees psychological contract typically are communicated in ways that do not involve written documentation. For example, an employees understanding of the psychological contract may be influenced by oral discussions with managers, recruiters, or other organizational representatives and construed from specific organizational practices and procedures. Because of the pervasive norms of reciprocity that are part of any exchange agreement between an individual and his or her organization, an individual often expects, seeks out, and creates a psychological contract as a means for understanding and representing the employment relationship with the employer (De Meuse Marks 2003). Organizations can respond to an employees psychological contract to varying degrees, including going beyond the conditions of the contract, thereby honoring the intent rather than the letter of the contract; complying with the contract and fulfilling all of the conditions and terms; and breaching or violating the agreement between the employee and the organization. When organizations uphold their side of the psychological contract with their employees, it is more likely that employees will attempt to fulfill their own contractual obligations to the organization (De Meuse Marks 2003) Two sorts of contract can be distinguished namely transactional contracts and relational contract. Transactional contracts are fairly specific and economic in nature, and basically to do with rewards for hard work. Relational contracts are both economic and social/emotional in nature. (Herriot 2001). These are less clearly specified and to a degree open-ended. In a successful contractual relationship, it is possible that people come to trust the other party’s reliability because they regularly fulfill a transactional contract. As a result, a more relational contract develops, whereby parties are willing to go beyond the contract trusting that the other will do the same for them when the need arise (Herriot 2001). Relatively short-term and specific transactional contracts can meet the need for flexibility and reliable performance. Longer-term and open-ended relational contracts may help organizations which need loyalty and good citizenship from their employees. Specific but longer and potentially renegotiable contracts combine some of the advantages of the previous two. As organizations diversify the range of contracts which they offer, the existence and use of these alternatives becomes increasingly attractive (Herriot 2001). Relational contracts usually have a legal heart, but they also are used when the commercial reality is different. In a relational contract, the parties have expectations of each other that go beyond or perhaps far beyond the terms of the contract (Kay 1995). Employment contracts are best made as relational contracts because they suffer rather than benefit from too precise a specification of their obligations. Each party must be encouraged to respond to events. Both parties must invest in teaching and learning that is specific to the particular business environment. Actions may often have consequences that emerge only much later. Each of these factors that includes response, information, and learning tends to become more important at higher levels of seniority in the organization. A firm may hire a cleaner through a spot contract wherein the job is well defined, the performance is easily monitored but it needs a relational contract with its management. The range of jobs for which spot contracting is suitable is steadily diminishing (Kay 1995). Forms of turnover Labor turnover, like absence, is an important element of labor costs. The turnover of employees leads to direct costs for recruitment and for training new employees. It also leads to indirect costs which may be substantial, for example through disruption of work while new people are being recruited. Organizations with high levels of labor turnover may need to carry surplus labor, or hire temporary workers, in order to maintain production or levels of service. It has been suggested by industrial sociologists that greater organizational commitment contributes to greater employee identification with the goals and values of the organization and that this reduces the likelihood of voluntary job turnover . A main argument for adopting a commitment-oriented management approach has been to reduce the costs of turnover by eliciting employee commitment. (Cheng et al. 1998) A model to explain individual job turnover naturally has many similarities to the preceding models of absence and job performance. Motivation to stay, in the form of commitment to the organization, is again likely to be of interest, as are the various task and organizational characteristics which make an organization relatively attractive or unattractive. However, one might expect that economic factors loom larger in the decision to stay or leave. These would include satisfaction with present remuneration, and perceptions of how easy or difficult it will be to find an equally good job. Family and life-cycle characteristics have also often been assumed important in relation to job turnover, as in the case of young workers (Cheng et al. 998). Turnover can be done in two ways. Turnover can be voluntary and involuntary. Voluntary turnover can be caused by many things that include personal problems, better opportunities in other companies, discontentment, and migration to other countries. Employees undergo voluntary turnover due to the personal problems they have. These employees believe that such problems can affect their work performance and they should first find solutions to their problem before being in any company. Employees undergo voluntary turnover due to the discontentment in the company. These employees believe that their stay in the company has not given them any benefits and the wages and compensation they receive from the company is not enough. Employees undergo voluntary turnover due to better opportunities in other companies. These employees think that other companies might offer them better treatment, better salaries, and lesser problems. Employees undergo voluntary turnover due to migration to other countries. Employees leave the company due to instances wherein they wish to leave the country and try their luck in other countries. On the other hand involuntary turnover can be caused by many things that include poor work performance, insubordination, and negative relationship with co workers. Employees undergo involuntary turnover due to poor work performance. When employees do their job poorly the tendency is for the company to give them warnings and reminders, if nothing happens the company has no choice but to break its relationship with these workers. Employees undergo involuntary turnover due to insubordination or engaging in scuffles and disobeying high ranking officials in the company Employees undergo involuntary turnover due to negative relationship with co employees. Some employees can be always in contrast with other employees and this leads to problems between the employees thus to prevent things to grow worse the company has to remove these uncooperative employees. Training Organizations are still focusing on reinvention and reengineering as they continue to place greater emphasis upon improving customer service. This increased attention to customer service is expected despite downsizing and delaying efforts in the organization. The strength of these trends is likely to continue even if the names change from time to time, for the changes emerge from a growing realization that traditional ways of doing business and being organized prevents an organization from moving fast enough, with high enough quality, or at low enough cost to meet the growing demands and competitive pressures placed on it. The next decade will continue to witness major changes in organizations (Sims 1998). Organizations will continue to get flatter, and power will be more dispersed among employees who are knowledge workers and have the technology to make decisions previously reserved for management. If information is power, then dispersed information is dispersed power, and that dispersement is what knowledge and technology does. There will also continue to be an increased emphasis upon the use of cross-functional and multi-skilled teams, which are essential in taking advantage of advanced technologies, and these developments should free the smaller number of managers to focus on higher level strategic issues (Sims 1998). The boundaries that have traditionally defined organizations will continue to blur as a result of new organizational forms and leadership methods and demands. The lines between functions and even between organizations will continue to become less rigid in the drive to be more customer focused, to decrease response and work process cycle times, and improve competitive advantage. The distinction between types of organizations particularly large ersus small, regional versus national versus global will also begin to blur more as customers show less interest in where their products and services come from as long as they receive them when and at the standards of quality they deem acceptable (Sims 1998). People can best anticipate and respond to the need for further change in training by remembering that training historically has been looked at as a case-by-case, individual perspective, much like the way a doctor looks at a patient. You do a diagnosis of an individual, find a weakness, and then apply the training solution so that individual is stronger or better than he or she was before. What training must be in todays and tomorrows organizations is a process that is more holistic, and consistent with an organizations strategy, so that the strategy is executed better than it would be without the training. One strategy is individual, which will have no impact on an organization, and the other is corporate, which will have a mammoth impact. The important thing for training personnel to conceptually understand is that training must have an impact on the organization rather than on the individual. The point is to make the organization more whole than it was before, and training should be a major part of what causes that to happen. However, that will never happen if training personnel are doing training by picking up people and putting band-aids on cuts. It will only do it if there is a vision and a strategy, and training is part of a process of executing that vision and strategy for everyone (Sims 1998). Remuneration system Remuneration system or salary is often expressed in annual terms, usually of non-manual workers. For example, a teachers salary might be $15,000 per year. Salaried workers are most unlikely to receive overtime payments, though they may receive bonuses. Although they are contracted to work for a specific number of hours per week, they are usually expected to work the number of hours sufficient to do the job to a satisfactory standard (Skoldberg 2002). Salaries are set in organizations according to the tenure of the employee in the organization, the performance rating of the employee, the status of the company and the external problems the company has. Salaries are based on how long the employee had served the company. The longer an employee served the company the higher salary that employee gets. In relation to that an employee’s salary can be based on succession planning or the ranking of employees. In succession planning the position of an employee is being given more focus. Employees who have higher position are first given salary increases. Salaries are also based on how well or how bad the employee does his/her job. Those who perform well and bring benefits to the company are given higher salaries and additional incentives. Moreover the status of the company is used as a basis for the salaries of employees. To know the status of the company different things are put into consideration like its profitability, its expenses, market conditions and others. Once the company is not selling well and has oversupply market condition it means no increase in the salaries should be made. When a company is experiencing oversupply market condition it is not selling well and its marketing strategies are not that effective thus the company has reason not to increate the salaries. Lastly the external problem the company has is used as a basis for salaries. If the economy is having difficulty, there is unrest in the country, and the competitor has gained advantage over the company the tendency is for the company not to create increase in wages. Conclusion Businesses rely on effective human resource management (HRM) to ensure that they hire and keep good employees and that they are able to respond to conflicts between workers and management. Human Resource Management is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques. In HRM many things are put into consideration. This includes the hiring and training of employees, performance of the employees, how the employees are remunerated, and what instances may lead an employee to be removed from the company. Aside from the company’s strategy regarding marketing, management, and competitors, organizations’ are wary of the strategy they use in terms of giving salary to their employees. Companies have to make sure that the right person receives the right wage and that the salary they give will not cause financial problems to the company. Through the different basis of salary discussed companies make sure that salaries are distributed accordingly to rightful persons and as demanded by the situation. Through proper distribution of salary companies will not encounter financial problems like high expenditures, bankruptcy by the company, tight spending and others. Through proper distribution of salary companies will not have to face arguments and disagreements with the employees. References Boyd, C 2003, Human resource management and occupational ealth and safety, Routledge, New York. Cheng, Y, Gallie, D, Tomlinson, M White, M 1998, Restructuring the employment relationship, Clarendon Press, Oxford. De Meuse, KP Marks, ML (eds. ) 2003, Resizing the organization: managing layoffs, divestitures, and closings maximizing gain while minimizing pain, Jossey-Bass, San Francisco. Gratton, L, Hailey, VH, Stiles, P Truss, C 1999 Strategic human resource management: corporate rhetoric and human reality, Oxford University Press, O xford. Herriot, P 2001, The employment relationship: a psychological perspective, Routledge, New York. Kay, J 1995 Why firms succeed, Oxford University Press, New York. Megginson, LC 1972, Personnel: a behavioral approach to administration, Richard D. Irwin, Homewood, IL. Sims, RR 1998, Reinventing training and development, Quorum Books, Westport, CT. Skoldberg, K 2002, The poetic logic of administration: styles and changes of style in the art of organizing, Routledge, London.

DNA Fingerprinting1 essays

DNA Fingerprinting1 essays DNA Fingerprinting is also referred to as DNA profiling and DNA typing. It was first developed as an identification technique in England in 1985. The original use was to expose the presence of any genetic diseases. About three years later it became used to identify criminals through the analysis of genetic material and to settle paternity disputes. It is still used for those reasons today. The DNA fingerprinting process is called gel electrophoresis. It is a process that can sort pieces of DNA according to its size. The process is done by taking samples of DNA from the crime scene and comparing it with samples from the accused. Samples are taken from biological materials like blood, semen, hair, and saliva. In the testing process the DNA samples are first entered into the wells in a gel like substance called Agarose. The gel is placed between two electrodes, one negatively charged and the other positively charged. The wells in the Agarose are inserted on the negative side because DNA has a negative charge. Molecules of DNA then travel in lanes toward the positive side. Small molecules will travel farther than the bigger ones, because they have an easier time moving through the gel. So the molecules will then be assorted according to their size. Next, the gel is X-rayed to see the parallel bands (showed by black bars on the film) in each lane. The separated molecule s of DNA form a pattern of parallel bands that show the structure of the DNA. The pattern should never change for one person. In a court of law, the results of a DNA fingerprinting examination can be used to convict or acquit an accused person. If the accused's DNA matches the one at the crime scene then that person could be convicted. Critics believe that a DNA fingerprint may not yet be reliable enough to use in the court system. They question how accurate a DNA fingerprint is and the cost of it. They believe that it is not very accurate ...