Introduction To Workforce Diversity Commerce Essay

Introduction To move ons conversion job EssayWorkplace transformation refers to the purpose to which an organization is cultur eachy assorted. heathenish motley includes the range of ways in which populate experience a unique group identity, which includes sex, sexual orientation, race, ethnic and age. An organizations goal tends to determine the extent to which it is cultur all(prenominal)y several(a).In a journal entitledThe multicultural organization, by Taylor Cox, Jr., Cox talks some three organization types which instruction on the fall apartwork castt on cultural potpourri. The three organization types be the massive organization, the plural organization, and the multicultural organization. In the monolithic organization, the amount of structural consolidation (the presence of persons from un equivalent cultural groups in a single organization) is very minimal. In the United States, this organization usually represents ashen male majorities in the overa ll employee population with few women and minority men in wariness jobs. The plural organization has a to a greater extent than heterogeneous membership than the monolithic organization and takes steps to be more inclusive of persons from cultural backgrounds that differ from the dominant group. The multicultural organization not that contains many opposite cultural groups, but it honours this differentness.Benefits1. It military services motivating employees.2. It enhances the innovation and creative thinking of employees.3. It table services in reducing cost.4. It shits flexibility in the organization.5. Immediate access to problem solving.6. well-to-do transfer of knowledge.7. Better marketing structure.8. Innovative work environment.9. Immediate outcomes.10. ful lodge inment of kind responsibility.11. It helps attract and retain employees.ChallengesMiscommunication and lack of understanding is bound to discover in versatile workplaces. Having a form _or_ system of government of variety show and utilizing team- construct exercises can help employees learn to communicate and measure each separate. variety show preparedness should be habituateed from the top through and through the bottom of the bon ton hierarchy. Employees ar more likely to consider policies fair if those policies can be seen firmly in place at the manager level. Having zero tolerance for harassment and disparity can help companies avoid costly lawsuits.Action StepsFirst, prize your follows transmutation crossways all de luckments. It may help objectivity to submit an outside consultant to perform a regeneration assessment. Document what things you need to change, and then irritate a plan to start diversifying your pipeline. Set up understandingable goals for your confederation you may want to revisit your companys policy of novelty every quarter or annually. Be awargon of the difference mingled with act workplace variety show and affirmative accom plish. Affirmative action, which is the process of considering a persons racial background during the hiring process, has been altercated in the courts. The Supreme Court has generally frowned on workplace quotas. Employers should be careful to avoid reverse discrimination during the staffing process. For example, pursuing workplace form is not the similar as having positions that are nevertheless open to women or spate of color this is illegal.Cultural biasis an additional reckon which challenges culturally versatile work environments. Cultural bias includes both prepossessanddiscrimination. Prejudice refers to negative attitudes toward an organization member establish on his/her culture group identity, and discrimination refers to observable adverse behavior for the same reasonAnother challenge faced by culturally diverse organizational environments isassimilation. Assimilation into the dominant organizational culture is a strategy that has had solid negative consequen ces for individuals in organizations and the organizations themselves. Those who assimilate are denied the ability to express their substantial selves in the workplace they are forced to repress satisfying take of their lives within a social context that frames a heavy(p) part of their daily encounters with other people. She goes on to mention that People who spend significant amounts of si revolutionary coping with an alien environment break less energy left to do their jobs. Assimilation does not just create a situation in which people who are divers(prenominal) are likely to fail, it as well as decreases the productivity of organizations. (WIKIPEDIA)EVOLUTIONOFWORKFORCE kindhttp//www.ehow.com/about_5066229_characteristics-workplace- transition.htmlWorkplace diversity was depression encouraged in the U.S. by the passing of the Equal constitute Act in 1963. This law required equal pay for men and women performing the same job. The Civil Rights Act of 1964 prohibited dis crimination based on race, color, religion, sex or discipline origin. This included qualification hiring or firing decisions based on these backgrounds. So far, sexual orientation is not adept of the federally protected categories under equal rights laws. However,businesses may hold sexual orientation consideration when embracing workplace diversity.IBM first company to start work force diversityhttp//www.citehr.com/46309-ppt-managing-diversity.htmlIBM figured in the component part magazines list of Americas Most Admired Companies in the year 2004. It was appreciated for resumeing and retaining the exceed gift across the orbit. IBM actively encouraged recruiting people from various social and cultural backgrounds ir venerateive of their age, sex or physical status. In the same year, IBM had developed a talent market place to efficaciously manage its custody. The marketplace concentrateed employees to find the most suitable job across different organizational units with in the company.The ranking was based on eight variables like employee talent, innovation, use of in bodilyd assets, social responsibility, quality of caution, financial soundness, long-term enthronisation value, and quality of products/services5.Later, in the 1970s and 1980s, as IBM started operating in other countries outside the US, it actively promoted diversity. The company developed a well-structured diversity policy and utilizeed it within the organization. During the 1990s, diversity council and network groups were formed to promote diversityIn the beforehand(predicate) 2000s, a skilled workforce was one of the let on differentiators for a winnerful IT company. IBM gave wideness to not further recruiting and retaining the best talent but likewise to managing them in much(prenominal) a way that wastage of skills was reduced. In 2004, IBM developed humanity Capital Management Services software to implement a talent oversight model within the organization. Accordi ng to analysts, IBMs localize on talent circumspection enabled the company to utilize its workforce justly and also to assess its future talent needs. They felt that the best practices in talent prudence could be further used to formulate and implement succession planning and leadership development strategies.Work Force vicissitude at IBM variety show at the work place in the US originated from the concept of EEO in the 1940s. At IBM, Watson Jr. issued the first equal fortune policy letter in 1953. Later, it came under government compliance under the Civil Rights Act of the US in 1964.With the onset of planetaryization in the 1980s, organizations initiated efforts to broadentheir marketplace. In an attempt to sustain themselves amidst the continuously increasing competition, they started doing business across the world. This trend made it meaning(a) for them to focus on diverse cultures across borders in order to offer products and services that suited the specific needs of different markets.LITERATURE REVIEWIn todays society, cultural diversity is at the highest point it has ever been. As companies are comely more diverse, it is becoming more important for them to understand and manage that diversity. People of different backgrounds, races, ages, sex, and/or religions create a diverse workforce. There is an importance of having a diverse workforce in order to provide better surgery overall. With a diverse workforce, there arises a need for hot oversight strategies, which require organization leaders and managers to know the differences among their employees and to know how to handle situations involving these differences. As Dr. Sondra Thiederman, a leading expert in workplace diversity, stated, whether you are a business owner, executive, salesperson or customer- service professional, your success go out increasingly depend on your ability to function in a culturally diverse marketplace (Thiederman, 2000).The reaping in diversity is continual ly on the rise. Today, one in four people in this country work to a minority or are foreign-born (U.S. Census Bureau, 2001). These minorities are considered include any person who is not a white-male. Women today, who currently make up less than half the work force, are expected to fill 65 percent of the jobs created during this decade (Jackson et al., 1998).Cornell Cooperative Extension, February 1998 http//www.joe.org/joe/1998february/a1.phpStrategies for recruiting a diverse workforce are illustrated by case examples from the three stages in Cornell Cooperative Extensions staffing process. organisational change to address diversity and pluralism requires a change in organizational culture. In the process of recruiting staff from diverse backgrounds, Cornell Cooperative Extension is creating hot rules to croak more inclusive. Implications indicate that retaining staff from diverse backgrounds needs to be as high a priority as recruiting them. Preparing the workplace to keep up staff from diverse backgrounds requires greater attention. Changing organizational behavior is the first step in creating a workplace that supports diversity and pluralism. Strategies for helping organizations become more inclusive are reviewed.Workplace diversity means new opportunities for both employees and employers. As organizations such as Cooperative Extension move into the 21st century, it is imperative to capitalize on the talents of employees from diverse backgrounds because it is their differences that enrich us, have a fit us, and provide us the belligerent edgeALLIED SOFT( www.microsoft.com/casestudies)need to develop and manage your globosely dispersed and diverse workforce more effectively without sending your costs sky-high. To do that, you need scalable, advanced people management technology that drives your HR strategy across culture, nation and language so you can efficiently manage your workforce, no matter where in the world they may be.By Juliet Midgley and Rae Lewis http//www.onlineethics.org/cms/10977.aspxAdjusting to diversity involves developing a new corporate culture that will work naturally for all. This culture has not moreover been to the full developed, although companies such as Honeywell, Aldrich Associates, and Pacific Bell are making the effort. According to Robert Roosevelt Thomas, pioneers will be needed to forge and solidify this new area of management and business. He envisions that diversity will be richly achieved and effectively managed only in such a way as to get from a heterogeneous work force the same productivity, commitment, quality, and gelt that we got from the old homogeneous work force.Creating diverse workforce superlative challenge for globose firmsByIANS Tuesday,17 June 2008 http//www.siliconindia.com/shownews/42798 introduction of diverse workforce would be the greatest challenge for corporations in a globalised world, Infosys Technologies chairman and chief mentor N.R. Narayana Murthy exp ress here Saturday.As corporations modernise and globalise, I am convinced that the greatest challenge they will face will be the creation of a diverse workforce, Murthy told manageholders at the companys 27th annual general meeting (AGM) for fiscal 2008.In a bid to address the daunting challenge, Infosys has built a global base to grow in the future, with over 91,000 employees from 70 nationalities working across 90 countries.During 2007-08, the company recruited a record 33,177 people a holdst its projected hiring plans for 25,000.As a global firm with a multi-cultural, multi-ethnic workforce and delivery centres, Murthy say the IT bellwether had taken several measures to create a high-level of diversity in its workforce by enhancing its recruiting efforts in different countries.Though Infosys receives a whopping one million job applications every year, just 2.3 percent of them are offered function.We comprehend to hire from the best universities the world over and train them in our global education centre at Mysore in Karnataka. The first batch of graduates from Britain were leased in the last fiscal, Murthy pointed out.Riding on the success of its hiring and training programmes in Britain and the US, Infosys plans to flow the same to many other counties to build a world-class global workforce.Murthy also informed the shareholders that the education centre at Mysore, about one hundred forty km from Indias IT hub, would be one of the worlds largest such facility where 13,000 graduates can be trained at a time, with about 500 faculty populate and 10,300 residential rooms.Infosyss Globalization StrategyPosted inBusinessMonday 23rd, June 2008 http//blogs.siliconindia.com/RajSheelvant/P0wU18365916020Creation of diverse workforce would be the greatest challenge for corporations in a globalized world, says Infosys Technologies chairman and chief mentor N.R. Narayana Murthy jibe to Silicon India article Creating diverse workforce greatest challenge for glo bal firms.The only way to overcome ethno-centric corporate culture is to have multi-ethnic and multi-national top executives.Infosys needs to create diversity at the top executive level first.That will have a long term affect of neutralizing ethno-centric corporate culture and building a truly global organization.That is theonlyway for Infosys or any other company to achieve globalization strategy.Globalisation and workforce diversity HRM implications for multinational corporations in Singapore. http//www.thefreelibrary.com/Globalisation+and+workforce+diversity+HRM+implications+for-a0166537374This paper presents findings based on a breeding involving local and foreign medium to large-sized multinational corporations (MNCs) in Singapore. The findings spot illume the connection amidst the stages of organisational development, headquarters-subsidiary orientation, and increasing workforce diversity in MNCs. The followers section discusses the political, economic and social imperati ves in the Asia-Pacific region as regional political and business leaders straine on strengthening institutional capacities to develop and implement effective strategies and practices that will provide a hind end for human resources development in response to globalisation (Asia-Pacific Economic Cooperation, 1999, 2000a/b, 2001a/b). Subsequently, this will diddle about significant organisational changes in firm structures. This study examines the mend of globalisation in Singapore as a result of such regional developments. The justification for the study in Singapore stems from the fact that it is strategically positioned in this particular region, whereby the nations leadership have placed much emphasis on strengthening institutional capacities to develop and implement effective national policies and strategies that will provide a plantation for continuous economic growth in the 21st century.Attahir Yusuf International Journal of Management and Enterprise schooling 2005 Vol. 2, No.2 pp.240 256 (http//www.inderscience.com/ prove/index.php?action=recordHYPERLINK http//www.inderscience.com/search/index.php?action=recordrec_id=6313prevQuery=ps=10m=orHYPERLINK http//www.inderscience.com/search/index.php?action=recordrec_id=6313prevQuery=ps=10m=orrec_id=6313HYPERLINK http//www.inderscience.com/search/index.php?action=recordrec_id=6313prevQuery=ps=10m=orHYPERLINK http//www.inderscience.com/search/index.php?action=recordrec_id=6313prevQuery=ps=10m=orprevQuery=HYPERLINK http//www.inderscience.com/search/index.php?action=recordrec_id=6313prevQuery=ps=10m=orHYPERLINK http//www.inderscience.com/search/index.php?action=recordrec_id=6313prevQuery=ps=10m=orps=10HYPERLINK http//www.inderscience.com/search/index.php?action=recordrec_id=6313prevQuery=ps=10m=orHYPERLINK http//www.inderscience.com/search/index.php?action=recordrec_id=6313prevQuery=ps=10m=orm=or)The study explored workforce diversity in the under-studied Arabian Gulf. Specifically, it investigated what s mall enterprises are doing right with respect to workforce diversity and what they are not doing right. It also studied the descent between motivation to diversify, level of education, gender and level of workforce diversification in small enterprises. The result indicated that the organisations are doing much more towards diversification and there is also a positive and significant relationship between education and the level of workforce diversification in the SME sector. Diversified firms are also reported as recording higher(prenominal) performance levels compared to non-diversified firms.Human resource practices and workforce diversityan empirical assessment . Author(s)Brian DNetto, Amrik S. Sohal,1999http//www.emeraldinsight.com/ insight/viewContentItem.dojsessionid=6296A766136AA92DD3DBF557AE9AFEC8?contentType=ArticleHYPERLINK http//www.emeraldinsight.com/Insight/viewContentItem.dojsessionid=6296A766136AA92DD3DBF557AE9AFEC8?contentType=ArticlehdAction=lnkhtmlcontentId=8482 56HYPERLINK http//www.emeraldinsight.com/Insight/viewContentItem.dojsessionid=6296A766136AA92DD3DBF557AE9AFEC8?contentType=ArticlehdAction=lnkhtmlcontentId=848256hdAction=lnkhtmlHYPERLINK http//www.emeraldinsight.com/Insight/viewContentItem.dojsessionid=6296A766136AA92DD3DBF557AE9AFEC8?contentType=ArticlehdAction=lnkhtmlcontentId=848256HYPERLINK http//www.emeraldinsight.com/Insight/viewContentItem.dojsessionid=6296A766136AA92DD3DBF557AE9AFEC8?contentType=ArticlehdAction=lnkhtmlcontentId=848256contentId=848256Workforce diversity has become an important issue in Australia. This study examined the extent to which human resource management practices were being used by organisations in Australia to manage workforce diversity. The study also assessed the perceived challenges and benefits of diversity in the workforce. The findings of this study indicated that overall, management of workforce diversity is only mediocre. In particular, inadequate diversity management practices were found in the areas of recruitment and selection and training and development. As migrant employees do not create any problems and are very compliant, the challenges that workforce diversity presents does not receive adequate attention by organisations in Australia. However, these organisations seek several benefits from their multicultural workforce.by Carol T. Schreiber , Karl F. Price , Ann MorrisonIn the early 1970s, labor demographers were observing changes in the composition of the U.S. workforce that were expected to commute domestic employment patterns in the coming decades. In 1976 a league Board report forecast that the 1980s decade would see higher percentage increases in labor force participation rates for white women and minorities than for white men given continuation of current trends (Lecht, 1976, p.8). When the mid-1980s arrived, demographers, noting that anticipated workforce changes had occurred, predicted further acceleration of the trend by the milestone year 2000. Wo rkforce 2000 projections forecast continuing increases in labor force participation for previously under-represented demographic groups, especially women and people of color. These projections indicated that by the year 2000, working womens imitation in the labor force would increase to 47% (of the labor force) African-Americans to 12% Hispanics to 10% and Asians to 4% building on trends already apparent in labor force participation rates (Fullerton, 1989).R. M. Wentling, N. Palma-RivasThere are numerous ways in which diversity has been delimitate, there is no definition that fully includes all the characteristics that a diverse population may bring to the workplace. It also showed that there are many forces that are driving diversity issues in organizations. For example, there is a significant increase in women and minority populations in the workplace Americans continue to mature an increasing number of minority youths are becoming part of the workforce gay men, lesbians, and b isexual individuals are becoming an important part of the workforce and marketplace people with disabilities are also increasingly entering the labor force and more business is becoming global.This literature review indicates that the demographic composition is affecting not only the makeup of the labor workforce but also the makeup of the marketplace. Therefore, having a diverse workforce and managing it properly is perceived as a competitive strategy that can not only help attract diverse customers but also employees who have different perspectives that can contribute to the creativity of the organization. This review also indicated that researchers have found that an important reason for implementing diversity initiatives in organizations is to improve corporate productivity and profitability.Ongori Henry and Agolla J. EvansUniversity of Botswana, Botswana.Accepted 27, June 2007The extent to which managers live diversity and its potential advantages and disadvantages defines an organizations approach to managing the diversity (Adler,1997). No organisation in this world of globalisation would survive without workforce diversity. It is the duty of the management to critically evaluate the benefits of workforcediversity in their organisation. On the other hand the management should tramp in place conditions which would enhance the workforce diversity in their organizations, more especially in their strategies formulation on the diversity of the workforce. Hence, with the diversity of the workforce, the organisation would be internally and externallycompetitive. Although, the process of diversification of organizations has six stages denial recognition acceptance appreciation valuing and utilization (Porras,1991). It is believed that organizations should put in place strategies to enhance workforce diversity. In terms of organizational learning, organizations are still stuck onthe problem of getting people to value diversity and have not yet determined ways t o utilize and exploit itCOMPANIES HANDLING WORKFORCE DIVERISTYATTCommitment to EmployeesATT realizes that diverse, talented and dedicated people are primaeval to a companys success. The companys philosophy is to provide employees with continued opportunities to grow and develop their careers. Management is charged with successful implementation of various diversity initiatives as part of this philosophy. ATT leaders are expected to understand the importance of cultural competency. rearing and Career DevelopmentWe want to help our people grow and develop in their careers. In 2008, we invested $244 million in employee training and development programs and an additional $25 million on tuition reimbursement for employees. And degree Celsius percent of our employees receive regular performance and career development reviews.Employee option GroupsAt ATT, Employee Resource Groups (ERGs) are affinity groups open to all employees. The ERGs support our commitment to diversity and inclusion through efforts in the workplace, the marketplace and the community. Were royal to work with these groups to further the goals, values and interests of both our employees and our company.GENERAL MILLShttp//www.generalmills.com/corporate/commitment/workforce.aspxWe believe that diverse teams create more and better solutions. A diverse work force helps us stay ahead of our competitors through growth and innovation.Employee NetworksGeneral Mills Employee Networks provide a supportive, positive gathering for developing, sharing, and exchanging information and ideas. They support our strategic work force objectives byAttracting and retaining a highly talented diverse work force.Creating and maintaining an inclusive work force environment.Providing a voice to our leadership regarding barriers and opportunities.Providing a support system and meeting place for exchanging information and ideas.American ExpressAmerican Express was well cognise in American corporate circles for its commit ment to diversity. The company not only made a conscious effort to recruit a diverse workforce, but it also created a work culture where diversity was wanted and promoted. This case discusses the diversity initiatives of bridle. It talks about how the company partnered with several profit and non profit organizations to ensure that it had access to a diverse pool of candidates in its recruitment efforts. It also talks about the culture and policies at kerb that ensured that diversity was promoted in all parts of the organization. The case concludes with a exposition on the extent to which the diversity initiatives were successful at the company, in the light of a law suit filed by some women employees against the discrimination they faced.Diversity at AmexDiversity was an integral part of the culture at AmEx. AmEx believed that focusing on diversity was one of the ways to gain competitive advantage in the rapidly expanding global markets.Having a diverse workforce allowed AmEx t o obtain a better understanding of the vary markets it operated in. Diversity has been defined in various ways by experts. The delimit definition, the one pertaining to the Equal Employment Opportunity Commission (EEOC) in the US, defined diversity in terms of gender, race, ethnicity, nationality, age, religion, and disability. However, over the years the concept of diversity widened to include parameters like marital status, language, sexual orientation and tenure with the organization. AmEx embraced and promoted diversity in the broad sense, and its diversity initiatives covered a large number of groups including women, minorities, senior employees, people with disabilities, and homosexuals.ACCENTURE DIVERSITYAccenture is passionately committed to cultivating a diverse workforce both because its the right thing to do, and its a key element of achieving high performance, said Armelle Carminati-Rabasse, Accentures managing director of Human Capital and Diversity globally. Our comp any comprises people from a wide range of cultural, educational and geographical backgrounds-people who are able to challenge conventional thought, offer unique perspectives and contract innovative ideas. Our richdiversity is part of what makes our company strong.GOOGLE DIVERSITYDiversity plays a large role in the way were developing our plan organization around the world. Were building a large worldwide property presence to establish ample global representation among our engineers, and were applying that same focus to establish a balanced representation of employees at Google. In the end, these efforts help us more accurately and relevantly represent our users, and our continued success depends on the best minds working from different perspectives and insights.Alan Eustace Google SVP, Engineering ResearchINFOSYS DIVERSITYGlobalization has changed the character of the modern workplace global companys employee base should ring the diversity of the world it serves. Infosys stri ves to employ people representing the widest possible variety of nationalities, cultures, genders and gender identities, sexual orientations, employment histories, and levels of physical ability. In doing so, the company is able to recruit new employees from all available global talent pools and provide paths to employment to all members of world societies, including talented individuals from groups who may have in the bygone beenunderrepresented within the IT industry. Within such a diverse company, people bring to the workplace contrasting opinions and worldviews. As these people interact, they develop new ideas, methods, and perspectives. Infosys recognizes and promotes this situation of diversity to drive innovation.Infosys actively fosters inclusivity across all of its business units and in every one of its company offices. It encourages all employees to focus on the commonalities they share and leverage their differences towards productive teamwork. Inclusivity ultimately ma kes for a more informed and fine employee base that is better able to serve clients.Infosys was the first Indian IT company to establish a company office to manage and drive all company initiatives dealing with diversity and inclusion. Today they have employees from over 70 countries. Women constitute morethan 32% of their workforce.TCS DIVERSITYDiversity in companies is no longer about being melting pots, but being salad bowls, according to Grady Searcy. We want people to retain their identity yet be corporate into the company Currently, 7.5 per cent of our workforce consists of non-Indians, said Mr. S PADMANABHAN,EXECUTIVE VICE death chair and head Global human resource, TCS said while speaking at the NASSCOM HR Summit on The War for Talent held recently in Chennai. In a session on managing cross-cultural teams, speakers emphasized that managing a diverse workforce is no longer a choice, but an imperative. The Indian workplace is no different from global MNCs.TCS has announcedp lans to hire about 4,000 people from across the world.DIVERSITY MANAGEMENT AT HYATT HOTELSFormation of diversity councils at thecorporate and hotel levelsProvide scholarships for minority students pursuing degrees in hospitality managementPartnerships with national minority organizations.Create action plans to increase women and minority representationat all management levels.Creating a diverse workforce is visible in the faces of the supply workforce.Hyatt Mumbai has 46% females.At managerial position 37% are females.Training allows the employees to work more efficiently by developing effective management practices to include treating others with dignity and respectTraining allows the employees to work more efficiently by developing effective management practices to include treating others with dignity and respectReliance Energy ManagementInstitute (REMI) looks after the training of the managerial staffVersova Technical Training Centre (VTTC) looks after the training of the techn ological staffManagers can also have special training programs logical if required by the employees.It forms a connecting link between the regular workers and the f number management.The contract labours have unorganized labour unions to solve their problems.Diversity- The India Inc. WayBharti Enterprises and American Express have mandated their recruitment agencies to have 25 % and 33% women candidates at the interview stage.Infosys BPO employs 112 people

The Prevention Of Diarrhea Health And Social Care Essay

The Pr eveningtion Of Diarrhea Health And Social vex EssayDiarrhea is one of the virtually perennial wellness chorecausing both morbidity and mortality worldwide in churlren specially among developing nations. The vast majority of deaths worldwide from dissolution (2-3 million deaths per year) be from young children in developing countries. The United States have 220,000 children younger than 5 long time old that are hospitalized each year with looseness of the bowels comprising nearly 9% of all hospitalization in this age group. Diarrhea relative incidence in children younger than3 years of age has been estimated to be 1.3 to 2.3 episodes per child per year. The incidence rate in children attending day care centers are higher. much than US$ 2 billion are spent yearly as direct cost of hospitalization and outpatient care 1.Despite advances in sermon and diagnostics, recurrence of cases and epidemics surface from time to time from different parts of the world. The task se em to be non just of diagnostics and treatment solely more so with the basic preventive aspect of licentiousness among children.The encouraging and preventive role of handwashing in diarrheal cases can not be overemphasized. Its cost strongness, relative ease of application and implementation are evidence- found and makes a lot of economic and healthful sense considering the cost tie in to hospitalization and out patient care of diarrheal cases.II. ObjectivesEstablish causal relation between handwashing and occur-rence of diarrhea among children.Highlight the key role of handwashing for health progressionand prevention of diarrhea among childrenProvide recommendations relating to the legal, ethical andhealth polity implication of handwashing for the prevention of diarrhea among children.III. MethodologyLiterature search was make from scholarly published materialsto meet the objectives of this seminar discussion. The subject ofthe research is limited to children ancient 0- 12 years old.IV. Discussion Evidences of clinical benefit of handwashing/hand hygiene dates buttocks from Semmelweis (1818-1865). While working in the General Hospital of Vienna, he demo that puerperal fever was a contagious disesase ca workd by infectious existence which was open up from patient to patient via the pass on of health care workers (HCW) 9. A hundred years later another key observation by Rammelkamp and his co-worker who demonstrated that direct contact was the main mode of contagious disease of Staphylococcus aureus among neonates in the nursery 3.The same run acrossled chew over done by Rammelkamp and co-workers demonstrated that handwashing between patient contacts reduced levels of S. aureus acquisition to the low levels resulting from mobile transmission. The EPIC Systematic Review in 2001 showed that liquid (even non-medicated) soap and wet will efficaciously decontaminate hands but 70% alcoholic drink or an alcohol based antiseptic hand rub provides the most effective decontamination for a wide variety of organisms (S. aureus, Pseudomonas aeroginosa, Klebsiella, C missedridium difficile and rotavirus).A freshen of published literature from 1879 through 1986 consisting of 423 articles and spanning 107 years demonstrated that tho for specificity, all the elements of causality, including temporality, strength, plausibility, consistency of association and dose response were present. As concluded, the focus on handwashing as a primary infection control broadsheet has not been misplaced and should continue 6.Studies specifically linking handwashing to prevent diarrhea in children was conducted in different countries in various care settings. A study comparing 2 day care centers with handwashing program (HWC) and 2 control centers (CC) showed that incidence of diarrhea in HWC began to fall (after the program was begun) and after the scrap month of the study was consistently get down than the CC. The incidence of diarrhea in HWC was approximately half that of the CC for the entire 35-week study period 1.In a randomized controlled trial in a high run a stake community in Pakistan where diarrhea is a leading cause of child death, an improvement in handwashing in the household reduced the incidence of diarrhea among children at high risk of death from the same cause. Children quick in households that received handwashing promotion and plain soap had a 53% lower incidence of diarrhea compared to children in the control population. Infants in households that received handwashing promotion and plain soap had 39% fewer days with diarrhea vs infants living in control neighborhoods. Severely malnourished children younger than 5 years in the intervention group had 42% fewer days with diarrhea vs severely malnourished children in control group. Similar reductions in diarrhea were observed among children living in households receiving antibacterial soap5.A systematic review with random effects meta-analysis by Curti s and Cairncross showed data sources which are studies linking handwashing with diarrheal diseases. Of which were seven-spot intervention studies, six case control, cardinal cross sectional and two cohort studies. Results showed that washing hands with soap can reduce the risk of diarrheal disease by 42-47% and interventions to promote handwashing might save a million lives2.A clinical advisory from the CDC7 and Mayo Clinic8 stated that handwashing is the easiest, simplest to do and most effective way to stay healthy and to prevent spread of infection and illness in all settings. For the specific purpose of this discussion, among children in various care settings, in home, day care, school and neighborhoods. Clean hands can stop germs from spreading from one child to another and even entire communities.The potential ways of dealing with this situation includes education, development, implementation and enforcement of regulations and use of infection control and for this particular case, handwashing.V. Summary, Conclusions, RecommendationsThe preponderance of evidence from studies spanning hundreds of years effectively establish the practice of handwashing as evidence-based not only for prevention of diarrhea among children but even as primary infection control in the transmission of nosocomial infections.Handwashing, being the simplest, most health promotive and effective primary infection control for the prevention of diarrhea among children can not be overemphasized in the light of economic cost, sick days and lives lost attributable to diarrhea.It is therefore recommended that advocacy for handwashing in terms of educating involved individuals, caregivers, families and children themselves should be given top priority. This should come in a form of tri-media turn tail in schools, workplaces, communities, homes, etc. Handwashing programs should be implemented and even enforcement of strict regulations or legislations might as well be in place if indispens able be.

The Methods Of Recruitment And Selection Commerce Essay

The Methods Of enlisting And plectron Commerce EssayOrganizations be made up of two key fruit resources deal and m angiotensin converting enzymey. People, who consist as its men, ar the stopping pointly valued summation (Plumbley 1976). The bonkledge, adroitnesss and commitment the workforce brings has to be utilized to its maximum to enable the agreement thrive. Plumbley (1985) suggests that the profitability and even the survival of an system normally relies upon the calibre of the workforce, and it has been debated that the be of ineffectual commercial viability put up most credibly be associate to a long period of in efficient recruitment and selection modes (Lewis, 1984 Plumbley, 1985 metalworker and Robertson, 1993 Terpstra, 1996). More so the formes involved with recruitment and selection of employees, their management and availability of skills and knowledge will give an enterprise a firm transaction strategy.Recruitment and selection be crucial atten d toes for a successful brass section, as hiring the appropriate staff digest improve and sustain organisational carry throughance (Petts 1997). Recruitment is simply linking those with reflects and those seeking plays in effect discovering the potential of prospective appli heapts for authentic or anticipated va spatecies. According to Edwin B. Flippo, recruitment is nonhing only when a mold of searching for prospective aspects for employment, stimulating and encouraging them to apply for a job. An passable recruitment mental do by would consist of such(prenominal) circulateive locomote Job definition, Person judicial admission, Creation of recruitment and selection techniques, review and rate and offer of employment based on agreed contract (Peel and Dale 20019). epithet Recruitment and cream Process (Ward 2007)In reality, the entire recruitment process is more complicated than just encouraging people. It targets the break up of attracting the most satisfacto ry people at that point in time (Dale 200350).Invariably the caper of selection not only involves allocating the right private for the right job, only if it also entails the efficacy of the orders employed in prescribe to achieve that purpose (Dempsey 1955). The entire process of selection starts from an initial screening interview and concludes with a final employment offer.Figure The Selection Process (Montana, Charnov 2000216)While carrying out(a) the selection process, management must crap an answer to the question What is demand by the job? As such, any criterion interpreted into storey in employee selection must be a Bona fide Occupational energy (BFOQ), or job related criteria to negate any form of secretion that is an illegality and punishable (Montana, Charnov 2000).Case Study ReviewCompany ProfileFramley engineer is a relatively small sized organisation that designs, develops, manufactures and sells superior electronics. A king-sized proportion (60%) of the high societys revenue is derived from trade foodstuffs hence the bon ton has a strong market interested in the unique products offered. The organizations existence is hinged on the vital recruitment of RD engineers who ar pioneers of in family technology and liable for launching juvenile products for the market.The company consist of 520 employees, 57 world engineers. The company is expanding due to the periodical recruitment of qualified engineers that are essential to its existence. With the quest SWOT analysis, the companys current situation can clearly be presentedStrengthsFramley engineering is a small sized company in comparison to its larger competitors but holds a first mover advantage (FMA), where it has been able to take a shit time over its competitors and time advantage generally and in the theatre of operations the company operates is the surest way to gain market share (Lieberman, Montgomery 1988). failingLack of an effective recruitment and selection str ategy by the gentlemans gentleman Resource plane section, as a result of the incompetence of the Head of benignant Resources and departmental heads using inadequate interviewing and selection skills for recruiting newly engineers. This could be pernicious as it could reduce the companys competitiveness in the market as its success is dependent on quality engineers.OpportunitiesSteadily expanding through employing qualified engineers and all-embracing low drudge turnover.ThreatsThe recruitment of people with no relevant skills or knowledge, who are unfit for the organization as highlighted by the Director of engineering science at Framley engineering. This can lead to increased labour turnover, increased be for the organization and eventually lower the esprit de corps of the workforce.Examining the SWOT analysis of the encase study, it can be gathered that a major setback for Framley engineering is its grossly incompetent Head of Human Resource and departmental heads. The h eads of department clearly lacked interviewing and selection skills basing decisions on soulfulnessal grounds and prejudices which could be understand as a form of discrimination, possibly stereotyping or assigning of traits to people based on their social background. Although stereotyping is a natural mental process that enables the mind filter and categorizes stimuli, it be scrams a stumbling block when recruiters view the aged, obese, sex and heathen minorities within intransigent boundaries, assuming them as less qualified for a mark based on their affiliation to a social assort (Levesque 2005). An pillowcase is the case of James Connor ( parklandho wasting disease 2003), who was offered a job as a cook by McDonalds. Connor was 6 ft. tall and weighed 420 pounds therefore the chain had to order a customized uniform for him in which during the time of its arrival, the chain had changed management and the new owners decided against employing Mr Connor on account of his obesit y. Thus it can be assumed that the new owners commits the perceptual blunder of the halo effect (Klein 2004) in deeming that because of one in evidential negative characteristic, their total perception of him and his abilities is distorted negatively (McShane et al 200519).Furthermore the effects of poor recruitment decisions as observed in the case study include wastage of time and money spent on advertising, shortlisting, interviewing, saying good bye and re-hiring negative individual and police squad morale where existing staff have to compensate for the new persons lack of skill or productivity. A major pitfall is the direct personifys with having to re-recruit, estimated by the CIPD as 3,500 per employee on the average (Management and Standards Centre n.d.).Effective Recruitment and Selection StrategiesRecruitmentRecruiting is seen as a positive process of generating a pussy of panoramas by reaching the right audience, suitable for the vacancy (Leopold 2002). The initial onward motion of recruitment is to create a job analysis which is vital for twain the organization and applicants. If the post is needed in the organization, a job translation is then collated. A typical job verbal description comprises of the job title, jam and what the job key functions are principal duties the job entails and the part it plays in the success of an organization. Thereafter, based on the job description a person specification can be composed. In definition, a person specification is a process by which both(prenominal) the required qualities vital to concentrate the post and the desirable qualities of the ideal view for the job are depict (Torrington et al 1992). In line with the case study, a job description should solely be created by the Human Resource department at Framley engineering. Though it is recommended that the HR Head confers with the Director of engineering (for required skills), whom the new recruits will be reporting to as their relative input into the job role will be imperative and such relevant enlarge which should be included in the specification.The next level is choosing appropriate travel in recruiting the outstrip applicant. In effect there are 3 channels by which an organizations can recruit suitable candidates, there are Internal, out-of-door and On-line recruitment. Internal recruitment involves advertising job posts on staff notice boards in staff rooms or announcing in staff meetings. Acknowledged by Leopold (2002), immanent recruitment enables staff to progress within the organization through promotion to a new area, thereby providing them with valuable experience elevating them to a higher level in a similar role. For example, Tesco adopts internal recruitment calling it an Internal Talent propose where it lists current employees looking for a move either on the equivalent level or on promotion. The advantage of internal recruitment is that the film director is aware of the candidates capabilities thus avoiding the error of employing an immaterial candidate who may not be motivated to commit to the development of the organization. In contrast, a significant obstacle of internal recruitment is that it may introduce a moxie of indifference within the organization. Wherefore sometimes it is preferable to employ outwardly which could increase aspiration for promotions and improve appraisals, as employees will not aspect as though they are in their comfort zone, knowing the organization employs internally.External recruitment involves recruitment agencies, job centres, referrals and new paper adverts. External recruitment is when a candidate is recruited from alfresco the organization as the candidate may bring creative ideas or skills needed. In relation to Framley engineering, the company employs externally, which is appropriate for its size, structure and field they operate in being the recruitment of RD engineers. The company take outside experience which brings an inje ction of fresh and sophisticated ideas. Though this technique maybe costlier, it is essential to keep the company in operation as it is reliant on the quality of engineers and in house technology.The last recruitment technique is online recruitment which is a cost effective method for organizations as it shares information between candidates and recruiters, and information gathered can easily be updated. Though its major drawback is that it attracts serial publication of unsuitable candidates and recruiters top a lot of time extracting suitable ones (Beardwell 2007). Framley engineering should adopt this cost effective method as part of their recruitment policy though to fully utilize the method, recruiters must be in regular op determine with potential candidates so that they are not lost to competition. Another example is Hong Kong airline Dragon Air, a subsidiary of Cathway Pacific Group which employs 1400 cabin crew staff. The airline uses online recruitment for cost and time saving as candidates submit their resume in fixed format through the internet. They also employ third party agencies such as Monster.com where data is amalgamate and analysed by the quality of the candidate. This has proved effective in employing the right workforce and can be emulated by Framley.In correlation, the next step in hiring applicants is assessing the adequate candidate for the post through sifting applications (Armstrong 2007). The sifting process encompasses classifying abundant applicants into probable, possible and unsuitable groups (Beardwell 2007). This is achievable through the comparison of antithetic resumes and passing promising candidates to the selection process. Unsatisfactory should be notified in penning soonest according to CIPD directives (Beardwell 2007). Another technique that can be use in sifting applications is Bio data, which is the collation of data that consists of demographic information such as education, sex, age, educational qualifications , employment history, and hobbies etc. points are awarded according to their relevance to the post and data collected is scored by the bio data survey. The points accumulated steady down applicants who can proceed to the next stage (Armstrong 2007).SelectionSelection can be interpreted as the process of picking the appropriate candidates both inclined and capable to fill the post. Several selection techniques can be employ to recognize the most suitable candidate for the post by reducing the pool (Leopold 2002). The several techniques could be psychometric tests, assessment centres, interviews, references amongst others (Beardwell 2007).The most widely used technique is interviews as expressed by Torrington (2002), as a controlled conversation with a purpose. There are three types of interviews namely individual interview, selection board and interviewing panels, the most common one being the individual interview which is more or less face to face. This allows mop up contact bet ween the interviewer and interviewee, but may result in overtone decisions based on personalized grounds like depicted in the case study. It is glaring that the departmental heads did not comprehend the whole process of recruitment. They lacked the training required to enlighten them about the importance of the recruitment process and creating a strategy to effectively deal with hiring the right people, equal opportunities, minimizing costs from wrong hiring, and more consequentially to identify marginal per causalitys prior to hiring. Definitely, ferocious and incompetent recruiters combined with inappropriate selection techniques will result in a workforce not being sufficiently qualified for the post they hold, which suffocates an organization as it gradually gets crushed under the pressure of rehiring adequate employees that forms the backbone of the company as in this case Framley engineering.A ofttimes fairer method which may eradicate preconceived judgements is a panel i nterview, likely involving two line managers and one personnel manager to interview a single candidate. This allows fair discussions with a view from different angles. The last method is selection board interviews which is usually larger and more formal, and talent have someone on the board more influential than others whose decisions might bow others on the board. This kind of interview enables people involved to make decisions on candidates according to relevant points. Framley engineering should adopt the panel interview method as it is more dynamic and candidates are assessed in a fairer air as set of questions asked will be based on individual experiences.Other selection techniques is assessment centres, which entails candidates going through a series of exercises sequence being observed by assessors what skills were demonstrated, their capabilities and if they are suitable for the job to enhance the development of the organization (Fowler 1992). Tasks performed at assessme nt centres are psychometric tests, group, job and individual exercises (Porter 2001). However, although this method gives a look into how people would perform in groups which would be an advantage to organizations that require staffs to work in groups, it is among some techniques and the trump out way to understand and select a suitable candidate is through interview. Moreover the process can be very pricey as it requires a lot of resources, hence mainly used by larger organizations therefore not suitable for Framley engineering.However, another technique which might be useful to the case study is using references. References are personal and accurate information gathered about applicants. This would enable the company know who they are recruiting. The downside of this method is that candidates can get anyone to write up a personal reference as Armstrong (2007) rightly pointed out that personal references are of course evidently useless as all they indicate is that the candidate has at least one or more friends. Thus, references should only come from Human resources and not from a previous manager or former workmate as they will be biased and conjure up a brilliant reference which is not beneficial as the organization needs to know the calibre of applicants they are recruiting.For an organization to adopt the best feeler to recruitment and selection there are several external and internal factors to be taken into consideration before an ideal strategy can be formulated. Such factors shall be analysed furthermore.Internal FactorsForemost is the size of an organization as this determines what strategy to adopt. An organization with between 200 and 500 employees, as is the situation in the case study, would need to adopt a best use of techniques mentioned here. However much smaller firms with 50 plus employees do not require adopting all techniques mentioned as it is inadequate, time consuming and harmful due to relatively high costs. For example assessment centres are not needed by smaller firms as this would be expensive, and instead use of practical methods such as interviews and paper application. But assessment centres are invaluable to larger organizations recruiters will need to narrow down the large number of applicants as effectively used by corporations like British Gas that uses assessment centres where they use 90 statements in all and applicants are rated as amber, green or red. The colour grading shows the attitudes applicants have towards team building and people, therefore it goes to show which roles are best suited for an individual. Green and amber applicants are put forward unto the last stage while red ratings are not taken any further.The monetary position of an organization also plays a crucial role as it has a major impact on the recruitment and selection policies an organization chooses. If a body is financially buoyant it can apply all the techniques but if otherwise can prove a weakness for organizations as tight budgets means limitations to techniques that can be employed to attract potential applicants.Consequently, it can be determined that when taking into consideration the internal factors, firms need to adjust to their internal factors when choosing what recruitment and selection method to adopt. It can be seen that not all organizations can adopt the best practices due to size and financial constraints, however it is clear that all businesses can adopt the basic of recruitment and selection being interviews and applications.External FactorsPolitical factors ( large environmental factors) such as government policy and legislation on race, sex and discrimination represents an important function in recruiting and selection methods, as organizations have to abide by laws that have been passed by government. Hence in reference to the case study, departmental heads and subsequently the head of HR may have to employ methods such as Bio data to prevent any discrimination laws from being at sea as this could lead to the business cloture and legal proceedings.Forces within the external labour market may play a role in firms recruitment and selection shortages. In the field where Framley engineering operates, there is competition for recruitment of RD engineers, thus the business might have to look outside the shores of Britain for suitable engineers, which would be an advantage since 60% of its revenue is derived from exports. A undulate of foreign expertise could be beneficial for creating innovative products to suit the export market. This as well could be a complicated process as cross-border legalities must be adhered and exhaustive background checks must be carried out.It is sheer when analysing external factors, there are a series of conditions that influence organizations in choosing the most suitable technique. What is constant in external factors is that business climates and market forces are rapidly evolving, more so businesses need to adapt in order to remain competitive. For example companies such as Tesco who frequently uses labour from Eastern Europe countries will have a change in their recruitment and selection policies which results in the need to adapt to the changes in macro environmental factors (as mentioned above).ConclusionAn organization that does not promote a best practice procedure will not only recruit ineffectively but put the business at a risk of closure due to failings of the Human resources department. There must be a close rapport between Human resources department, departmental heads and the Director of engineering, to ensure the techniques used and the person specification fits the job role. Particularly, utmost care should be taken to when interviewing for the recruiter to adopt a neutral position in order to avoid such mistakes like the halo effect, stereotyping and preconceived judgements. It is lastly imperative that interviewers are properly trained and heads of HR are accountable to either succes ses or failures of recruitment and selection policies.

Introduction To Organic Functional Groups And Hydrocarbons Biology Essay

Introduction To lord Functional Groups And Hydro one Cs Biology EssayHydrocarbons argon rises make up yet of carbon and hydrogen. The major types of hydrocarbons ar alkanes, alkenes, alkynes, and evocative compounds. Alkanes are parent compounds of wholly positive compounds and only composed of single bonds (C-H and C-C bonds). The linear (non cyclic) alkanes puzzle a molecular ruler of CnH2n+2. Alkanes that are cyclic ( resile structure) are c aloneed cycloalkanes. For e genuinely ring that is present, on that point are devil less hydrogen atoms than the equivalent (in ground of number carbons) linear alkane. Alkanes are non-polar and are the least oxidizable and simplest of every(prenominal) hydrocarbons. This is because alkanes do non have a operational chemical group, which is commonly the stop of a compound that is counterbalanceive. at that place are precise types of replys that alkanes undergo such(prenominal) as reception with oxygen and mostly all types of highly ignescent substances. Alkanes are important as they are use in high temperature gases, gasoline, fuel oil, motor oil, jet fuel, paraffin, and umteen separate types of fuels.1Alkenes are hydrocarbons with usable groups of at least one carbon-carbon reprise bond. The double bonds are the thermolabile part of an alkene. Double bonds are stiffer than single bonds and do not go forth for rotation and thus create cis-trans (geometric) isomers. Alkenes have a molecular remainsula of CnH2n and relatively non-polar. Alkenes that are cyclic are called cycloalkenes. The stageula that takes into account double bonds and number of go is CnH2n+2-2(number of rings + number of double bonds). Alkanes are a good deal more reactive than alkanes collect to unsaturation (containing double bond) and fundament undergo combustion, halogen addition, hydrogenation, epoxidation, aerophilic cleavage, and other non-specific free cornerstone answers. Alkenes are utilise for synt hesis of polymers, drugs, pesticides, and other valuable chemicals including ethanol, acetic acid, ethylene glycol, and vinyl chloride. The polymers are important in making a variety of wares ranging from p give outic bags to car bumpers.1Alkynes are hydrocarbons with functional groups of at least one carbon-carbon triple bond. Since the triple bond is linear, in that respect is not geometric isomerism. This is the yard that cyclic alkynes (cycloalkynes) are very rare, and could only be present with eight or more carbons. Alkynes have a molecular formula of CnH2n-2. They are relatively non-polar and virtually insoluble in water. Alkynes have exchangeable reactivity to alkenes and are able to undergo halogenations, hydrogenations, and oxidation. ethyne is a very important type of alkyne as it is employ as fuel for oxyacetylene welding torch and employ as industrial feedstock.1 evocative hydrocarbons are derivatives of benzene, a singular carbon ring with trey double bonds. T hese compounds look like cycloalkenes but have differing properties. They are very stable due(p) to large resonance capacity. It is terrible to hydrogenate these compounds to cyclohexane and can be only under forcing conditions. Oxidation too requires specific conditions. Halogenations are possible, but only with the aid of accelerators. Though, they can undergo response with anesthetise through a serial of Friedel-Craft alkyl groupations in the presence of anhydrous aluminium chloride. Charles Friedel and James Crafts discovered these chemical reactions in 1877 and include alkylation reactions and acylation reactions.2 Alkyl halides alkylate benzene to form alkylbenzenes in presence of Lewis acid catalysts. The alkylation is a part of electrophilic aromatic substitution reaction where an electrophile substitutes for a hydrogen atom in an aromatic hydrocarbon to give a carbon-carbon double bond. The acylation part is similar to the alkylation except that the reagent is n ot an alkyl chloride and is instead an acyl chloride.1In this experiment, alkanes, alkenes, and aromatic compounds were put through motley contrary examinations to observe the outcome and help identify the class of an unvalued substance. The attempts include, physical appearance, odour, solubility in water and cyclohexane, test with atomic number 35, test with sedimentary jet permanganate, and aluminum chloride with put under test. The different types of classes egress in different returns and can be distinguished from one another. The results of the tests on the vague compound can be matched with the recorded observations of each class to help restrict the hydrocarbon functional group of the unvalued.ExperimentalThe experimental procedure carried out for this testing ground followed the steps listed in the lab manual. Refer to Organic Chemistry lab Manual Fall 2010-Winter 2011 pages 34-39.It was storied that among alkene and alkyne, an alkene compound was used as these two types of hydrocarbons exhibit very similar properties in ground of reactivity.ResultsTable 1 Shows the compounds used to represent each class of hydrocarbons (alkanes, alkenes, and aromatic compounds) including an unknown compound and blanks. All the compounds were analyzed for their chemical and physical properties and underwent miscellaneous types of tests and the observations were recorded in the table below. To determine if a reaction occurred, the results of tests on each class were compared to that of the blanks, with a deviation in result steer to show that a reaction occurred.ClassAlkaneAlkene aromaticUnknownBlankCompound Namen-Heptane1-OcteneNaphthalene663(Solvent Only)Molecular Structure-- chemic FormulaC7H16C8H16C10H8Physical AppearanceLiquid, go throughLiquid, transparentSolid, white, shinyLiquid, transparent-OdourNo odourSmells a bit strongNo odourSlight odour-Solubility in WaterinsolubleInsolubleInsolubleInsoluble-Solubility in Cyclohexane fat-solubleSol ubleSolubleSoluble- riddle with Br2in CH2Cl2Light chromatic rubric, transparent, no reactionClear resolvent (transparent), reaction occurredDark orangish act upon, no reactionDark orange colour, no reactionThe ascendent remained brown/orange( take hold)Illuminate Br2 solutionWhite colour, translucent, reaction occurred (slow)(Not necessary as a reaction was observe with Br2in CH2Cl2)Light orange colour, no reactionTranslucent, clear, very light yellow, slight reactionThe solution remained brown/orange(control) litmus Paper TestpH= blistering ( penning off pink)pH= objective (no change in paper)pH= acid-forming (paper turned pink)pH=acidic (paper turned pink)Paper stayed the same colour pH= nonsubjective (control)Test with aqueous KmnO4 (Baeyer Test)The solution remained purple (just darkened), no reactionThe solution turned brown, reaction occurredThe solution remained purple, no reactionThe solution remained purple, no reactionThe solution remained purple (control)Test with AlCl3 and ChloroformThe solution remained white and cloudy, no reactionThe solution remained white, no reactionThe solution turned savoury, reaction occurredThe solution turned yellow, reaction occurredThe solution was white, and cloudy(control)DiscussionThe substances that were used to represent alkane, alkene, and aromatic compounds were n-heptane, 1-octene, and naphthalene, respectively. There was an unknown exemplification given which was well-tried alongside the different classes of hydrocarbons in order to deduce the functional group present establish on the chemical and physical properties observed. The first test was the test of physical appearance. The alkane, alkene, and unknown outputs were all clear, transparent, and in liquid form, bit the aromatic compound was white in colour, had a shiny texture, and was in a solid state. Colourless and white compounds are thought to be pure primitive compounds and since the unknown was a colourless liquid, it was believed to b e an constitutive(a) compound.3 The next test was that of odour. This task was difficult and is not believe to be a reliable test as the presence of a definite smell fluctuated in opinion between different experimenters. Only alkene seemed to have a very distinct and strong smell to it. It was hard to figure out the approximate type of smell of alkene as the compound was whiffed for a brief time due to precautionary guard measurements. Other compounds did not have a strong scent to them.There were two solubility tests that were performed. Firstly, the compounds were tested for solubility in water. All the organic compounds were in soluble in water as water is a polar compound and the organic compounds are non-polar in nature. When water was added to the compounds, there were two distinct layers that formed every time, indicating insolubility. The compounds were then tested for solubility in cyclohexane (cyclic alkane), a non-polar compound. When a few drops of cyclohexane were add ed, all the organic samples seemed to pick readily and no layers were observed. The results observed were expected as all organic compounds are non-polar and would only be able to dissolve in non-polar substances. Since the unknown sample behaved like the alkane, alkene, and aromatic compound in terms of polarity, it was to be concluded that the compound was indeed an organic compound (non-polar).As a safety measurement, all the tests that followed were performed under the fumehood. Also, the whole experiment was performed wearing safety goggles, lab coat, and gloves as many chemicals are corrosive and toxic. The tests performed next also included a control (blank) in order to check for a reaction occurring by comparing the results of the organic compounds to that of the blanks.When the organic compounds were tested with atomic number 35 in the presence of CH2Cl2, only alkene sample reacted at first. It was observed that a reaction took place because the control remained a browni sh orange colour, fleck the alkene sample turned clear. This made sense as alkenes readily undergo halogenation reaction (Refer to normal 1). The bromine addition is usually a stereospecific anti-addition across the double bond of an alkene (1-octene in this case) that could be seen in sort 2.1 This gave an indication that the unknown was not an alkene. The samples that did not initially react (even after warming) were subjected to illumination with the use of a sun lamp. It was noted that the alkane solution had a reaction occurring as it turned clear compared to the control which was still brownish orange in colour. This was probably due to the radical formation of bromine, from the energy provided by the light, that reacted with the C-H bonds.1 Refer to attribute 3 for a general reaction mechanism. Along with the control, aromatic and unknown compounds did not show a change in colour and remained brownish orange. This could have been due to the fact that bromination is very selective and doesnt readily react with aromatic compounds. When the solutions were subjected to a litmus paper test, only alkene and the control showed no change in colour of the paper, concluding that they were of a neutral pH. Meanwhile, alkane, aromatic and unknown compounds all turned pink, showing that they all had an acidic pH. This indicated that there was a reaction due to the illumination of the Br2 affected solutions. This was due to the formation of HBr (a strong acid) after the free radical bromination of alkanes and halogenations of aromatic compounds.3 Referring to chassis 4, there are three major and one minor product formed from the bromination of alkane (n-heptane) as sary hydrogens are more reactive than essential ones. While in the aromatic, naphthalene compound, the bromine tends to attach to the 3rd carbon (refer to frame 5). The halogenation of aromatic compound has substitution occurring between a tertiary hydrogen and bromine in order to retain all the original double bonds of the compound. After this test it was concluded that the unknown was more similar to alkane or aromatic compound and definitely not alkene. var. 1 A sample mechanism showing the addition of halogens to alkenes. First, there is an electrophilic attack by a halogen molecule that results into the formation of a halonium ion and a halide ion. The halonium ion is a three-membered ring with a positive charge on the halogen. The halide ion acts as a nucleophile and attacks the halonium ion from the back to open it up and attach itself to the carbon. This creates an boilers suit anti-addition of halogens to the double bonds.Figure 2 Reaction of 1-Octene (alkene) with Br2 in the presence of CH2Cl2 results into two products.Figure 3 A general sample reaction mechanism of free radical halogenation. The mechanism is broken down into a series of steps that include initiation and propagation. During initiation, halogen (bromine) radicals are formed. Light provides suffici ent energy to split a bromine molecule to form two bromine radicals. Propagation is divided into two steps. During the first step, one of the bromine radical reacts with alkane and abstracts hydrogen to form an alkyl radical and HBr (strong acid). In the heartbeat step, the alkyl radical reacts with a new molecule of bromine and abstracts a bromine to form a alkyl halogen and bromine radical.Figure 4 Reaction of n-heptane with Br2 results into four different products due to radical bromination. The first product (top most) shown is a minor product because the bromine takes place of a primary hydrogen. The rest of the products are major products because they all replace a vicarious hydrogen. The more substituted the intermediate radical, the more stable the product.Figure 5 Halogenation of Naphthalene with a bromine molecule in dichloromethane. This is a substitution reaction which retains all double bonds of the aromatic compound.The organic compounds were all then tested with aqu eous potassium permanganate (Baeyer test). The only sample that reacted was the one with the alkene as the solution turned brown when 95% ethanol and 2% potassium permanganate (in a drop-wise manner) were added. The alkene was oxidized and a diol was formed due to a syn addition of two hydroxyl groups across the double bond (refer to Figure 7).1 This lead to the formation of MnO2 which in turn lead to the brown colour of the solution.3 The alkane, aromatic, unknown, and control all remained purple as there was no reaction. just oxidation would lead to an oxidative cleavage of the glycol (two hydroxyl groups) to form ketones and aldehydes, which forms acid. This test further proved that the unknown did not have a functional group of an alkene. This whole test is called the Baeyer test as the potassium permanganate is a Baeyers reagent, discovered by Adolf von Baeyer, in order to test for presence of unsaturation (such as double bonds) in a compound. Refer to Figure 6 for a general r eaction mechanism.Figure 6 A general sample mechanism of permanganate hydroxylation of an alkene. The hydroxylation occurs with syn stereochemistry. Further oxidation of the product splits a carbon-carbon bond.Figure 7 Reaction of 1-Octene with 2% potassium permanganate in 95% ethanol. Initially, the reaction results into a diol but further oxidation splits the product and leads to formation of an aldehyde.The final test was of aluminum chloride with chloroform test. The aromatic and the unknown compounds were seen to have undergone a reaction as they had a change in colour ( blue devil and light yellow, respectively) while the alkane, alkene, and control solutions remained white and cloudy. Since most of the tests driven that the unknown was not an alkene, this test proves that the unknown is not alkane, either and hence, it is aromatic. Aromatic compounds are known to go through Friedel-Craft alkylation in the presence of a proper catalyst (refer to Figure 8). As observed during the experiment, these types of reactions often fail in vibrant colours due to the delocalization of charge among the aromatic rings of the compound.3 In this experiment, the addition of chloroform to naphthalene with aluminum chloride as a catalyst caused a reaction (refer to Figure 9).Figure 8 A sample general mechanism of Friedel-Crafts Alkylation, an eletrophilic aromatic substitution. During the first step, a carbocation is formed. In the second step, an electrophilic attack from a benzene forms a sigma complex (resonating structure). In the last step, a proton is lost from the sigma complex to reform the aromatic ring to result into a alkylated product of benzene.Figure 9 A reaction of Naphthalene with chloroform in the presence of aluminum chloride in a series of Friedel-Craft Alkylations.Thus, based on the experiment performed and the comparisons made, the unknown sample 663 was found to contain a functional group of an aromatic compound. There were probably some sources of errors while performing the experiment. One of the sources of errors was that the measurements were all taken as an approximate as there were no index numbers on the pipettes while transferring liquids and the solid compounds were not weighed. Furthermore, the pipettes that were used to transfer the liquids from the main containers could have been contaminated as they were shared. The impurities were probably the reason for some of the solutions having a very slight change in colour despite not reacting.QuestionsRSFigure 104 Shows the structure of (-)-trans-carveol with chiral centers that are circled and labeled as having S or R configuration.Refer to Figure 10. The chiral centers are circled and they are classified as S or R configuration shown by the arrows point to them.Figure 11 Hydrogenation reaction of trans-carveol. The reaction formula translates to C10H16O + 2H2 - C10H20O.Moles of C10H16O = mass of C10H16O / molar mass of C10H16O= 27.2g/ 152g/mol= 0.179molMoles of H2 rati o of C10H16O / H2 = moles of f C10H16O / H21 / 2 = 0.179mol / mol H2H2 = 0.358molVolume of H2 PV = nRT(1atm)(V) = (0.358mol)(0.08206 L atm K-1 mol-1)(273.15 K)V = 8.02 LTherefore, 8.02103 mL volume of H2 needed for hydrogenate 27.2g of trans carveol at STP.Figure 12 Extensive hydroboration reaction of trans-carveol results into two products.Litmus paper is made up of an indicator called Litmus, which is a water-soluble mixture of 10-15 dyes that are extracted from Lichens and many other types of natural plants such as red cabbage and listless onto a filter paper. Litmus paper is used as an acid-base indicator based on pH values. The dyes respond differently to different pH by changing colour. Paper indicates alkaline (basic) solutions by turning blue and indicates acidic solutions by turning red. There are slight variations in colour that relate to different ranges of pH values but blue and red colours are sufficient to determine if a solution is acidic or basic. This test was disc overed around 1300 AD by Amaldus de Villa Nova, a Spanish alchemist. A regular use of litmus paper is to test and regulate the pH level in swimming pools and spa.5

Imaginary and complex numbers

Imaginary and coordination compound topographic pointesWhen Are We perpetually Going to Use This? Imaginary and Complex Numbers The spell -9 whitethorn seem impossible, and it is when talking about real fig. The reason is that when a number is squ atomic number 18d, the product is never negative. However, in mathematics, and in daily life for that matter, meter like these ar apply in abundance. Mathematicians need a dash to incorporate meter racket like -9 into equations, so that these equations can be solvable. At first the going was tough, but as the topic gained more momentum, mathematicians prepare a way to solve what their predecessors deemed impossible with the occasion of a impartial letter i, and today it is used in a plethora of ways. tarradiddle of Imaginary Numbers During the early days of human mathematical history, when soul reached a point in a equation that contained the straight germ of a negative number, they froze. One of the first recorded insta nces of this was in 50 AD, when Heron of Alexandria was examining the volume of a truncated pyramid. Unfortunately for him, he came upon the facet which computes to . However, at his time, not even negative rime were discovered or used, so he just ignored the negative symbol and proceed on with his work. Thus, this first encounter with complex numbers was unsuccessful. It is not until the 16th cytosine when the dilemma of complex numbers returns, when mathematicians attempt to solve cuboid and other equations of higher-order. The Italian algebraist Scipione dal Ferro soon encountered these unreal numbers when closure higher degree polynomials, and he said that finding the solution to these numbers was impossible. However, Girolamo Cardano, also Italian, gave this subject some hope. During his mathematical career, he undefendable up the realm of negative numbers, and soon began analyzing their square roots. Although he admitted that conceptional numbers were pretty much use less, he shed some fair on the subject. Fortunately, this little bit of light would soon turn into a full beam. In 1560, the Bolognese mathematician Rafael Bombelli discovered a unique property of imaginary numbers. He found that, although the number -1 is irrational and non-real, when multiplied by itself (squared), it produces two a rational and real number in -1. Using this idea, he also came up with the process of conjugation, which is where two similar complex numbers are multiplied together to get rid of the imaginary numbers and radicals. In the standard a+bi form, a+bi and a-bi are conjugates of each other. At this point, many other mathematicians were attempting to solve the elusive number of -1, and although in that location were many more failed attempts, there was a little bit of success. However, although I have been using the destination imaginary throughout this paper, this bourn did not come to be until the 17th century. In 1637, Rene Descartes first used the wo rd imaginary as an adjective for these numbers, meaning that they were insolvable. Then, in the abutting century, Leonhard Euler finalized this term in his own Eulers identity where he uses the term ifor -1. He then connects imaginary in a mathematical sense with the square root of a negative number when he wrote All such(prenominal) expressions as -1, -2 . . . are consequently impossible or imaginary numbers, for we may assert that they are neither nothing, not greater than nothing, nor less than nothing, which necessarily renders them imaginary or impossible. Although Euler states that these numbers are impossible, he contributes with both the term imaginary and the symbol for -1 as i. Although Euler does not solve an imaginary number, he creates a way to apply it to mathematics without much trouble. Throughout the years, there have been many skeptics of imaginary numbers one is the Victorian mathematician Augustus De Morgan, who states that complex numbers are useless and absu rd. There was a tug-of-war battle between those who believed in the existence of numbers such as i and those who did not. in short after Rene Descartes contributions, the mathematician buttocks Wallis produced a method for graphing complex numbers on a number plane. For real numbers, a horizontal number descent is used, with numbers increasing in value as you move to the left. John Wallis added a vertical line to represent the imaginary numbers. This is called the complex number plane where the x-axis is named the real axis and the y-axis is named the imaginary axis. In this way, it became possible to plot of land complex numbers. However, John Wallis was ignored at this time, it took over a century and a few more mathematicians for this idea to accepted. The first one to harbor with Wallis was Jean Robert Argand in 1806. He wrote the procedure that John Wallis invented for graphing complex numbers on a number plane. The person who do this idea general was Carl Friedrich Gauss when he introduced it to many people. He also made popular the use of the term complex number to represent the a+bi form. These methods made complex numbers more understandable. Throughout the 1800s, many mathematicians have contributed to the hardness of complex numbers. Some names, to name a few, are Karl Weierstrass, Richard Dedekind, and Henri Poincare, and they all contributed by studying the overall theory of complex numbers. Today, complex numbers are accepted by most mathematicians, and are easily used in algebraic equations.

Michael Moore´s Bowling For Columbine Essay -- Film Movies

Michael Moores Bowling For Columbine Bowling For Columbine is a well-directed objective that informs people about gun violence in America. Michael Moore is successful in showing that America has been going through many gun tragedies and portrays the disposition that Americas problems are out of control. He conveys this through instructive facts, images, and comparings. Throughout the film Michael Moore throws many cold facts on the screen that makes it distinct that the strong nation of America is unruly. One of the facts that stand out the virtually is the number of deaths caused by guns in America per year. In comparison to the another(prenominal) countries, America has an outstanding of 11,127 gun related deaths a year. This is ten generation more than all the countries together that are mentioned in the documentary. With this extreme comparison it shows that there is something in America that is making people turn on their fellow man and shoot them in the head. O n April 19, 1999 two boys Eric Harris and Dylan Klebold, went to groom and killed 12 students and one teacher. Michael Moore does not really need to go pull ahead than just stating these few words to show how incredibly devastating this sidereal day was. How have the social standards reduced themselves to a world where two risque school students feel that they have the right to bring firearms to school and founder fire? One is reminded of an old saying, like father like son. The American government can be seen as the father to all the ...

Essay --

longitudinal interrogation was used in this bailiwick because it is a type of research method used to determine relationships between variables that are not match to several background variables. This allows researchers to conduct an observation on the same root of individuals over an extended full point of time. The Minnesota Twin Family Study is a longitudinal study of twins. I cerebrate this was chosen because it seeks to pinpoint the heritable and environmental impacts on the change of psychological traits over a period of time. Data collection was also used in this study. I believe this was chosen because the data was first collected at the beginning of the study and assembled throughout the extent of the study. The data collected by researchers indicate that the IQs of the fully grown monozygotic reared apart twins measured with various instruments in quadruplet independent studies link about 0.70, indicating that about 70% of the observed interpretation in IQ in this population can be ascribed to genetical variation. Researchers found that two-thirds of the observed variance of IQ can be gaunt to genetic v...

During this essay I will be exploring and comparing two of Carol Ann :: English Literature

During this essay I will be exploring and canvas two of Carol Ann Duffys poems, Education for Leisure and thieving equality between two of Duffys poems.During this essay I will be exploring and comparing two of Carol AnnDuffys poems, Education for Leisure and Stealing. In both ofthese dramatic monologues Duffy clearly portrays a certain persona,the nature in Education for Leisure is shown as a young adult,that, because he has been ignored, is trying to find power by killingliving things. too the character in the poem Stealing isignored and confederateless and so resorts to stealing just for the intoxicateof it, often stealing things that arent effectual to him.The character in the poem Education for Leisure is very egocentric, Ibreathe out talent on the glass to write my note this shows that hereally believes that even the air he exhales is important decent to beclassed as talent and he writes his name on it as if it was anautograph. He also says I could be anything at all, with half achance. This shows that he isnt given the chance to be anything thathe wants to be and that he is quite ignored by others. This helpsexplain why he goes on his killing spree, its probably because peopledont declare him that he wants that kind of power of someone, orsomething so he isnt ignored anymore.The character in the poem Stealing is very lonely, when talkingabout a snowman he once stole he says I wanted him, a mate with amind as crisp as the slice of ice within my brain. This shows thatwhat he wants is a friend that is just like him, someone he can relateto, because no one else could understand. He also says Sometimes Isteal things I dont need He does this because he got a thrill out ofdoing it the first time and it gives him a sense of power of who he isstealing from. The quote I sigh like this - Aah shows thesatisfaction he gets when he is stealing, and the short sentenceMirrors. show that he likes to see himself, and he sees it as a

Fluoxetine Hydrochloride and Unipolar Depression :: Psychology Medicine Medical Papers

Fluoxetine Hydrochloride and Unipolar DepressionUnipolar Depression is a historically documented affliction that many people put through in their lifetime. B.E. Leonard describes it as a heterogeneous disease state characterized by multifactorial alterations in several Central flighty System neurotransmitter and receptor systems (1992). Episodes of falloff range from severe bouts that last a minimum of 2 weeks, to long time (also cognize as Dysthymia, requiring a 2 year minimum age for appropriate diagnosis). Depression interferes with a persons functioning and well-being on the widely distributed direct of daily tasks and experiences that most of us participate in and go through for granted people experience loss of interest in antecedently enjoyed activities, major changes in sleep patterns (sleeping too much or open-eyed early in the morning), appetite, and feelings of hopelessness, helplessness, irritation and/or listlessness. (Davison, 2004.) Researchers have l ong struggled to peg the origins of depression in order to improve quality of life for those who experience it. While no one causal relationship can be labeled as the main factor in depression (genetics, biological science, and environment always interplay a complex role in all humankind experiences), specific correlational evidence has been found. The neurotransmitter serotonin (5 hydroxytryptamine) acts on areas of the Central Nervous System that are responsible for maintaining and regulating anxiety, sleep, aggression, appetite, temperature, sexual behavior and bother sensation, and has been found to have exceptionally low activity level in depressed people. Selective Serotonin Reuptake Inhibitors (such as fluoxetine, better known as Prozac) limit the reabsorption of serotonin by blocking receptors at neural level, raising serotonin activity levels and proving effective in assist to treat depression. SSRIs are equally effective as tricyclic drugs, with the particular propos ition advantages of not being associated with anticholinergic adverse effects, sedation, cardiotoxicity or massive cant over gain, while retaining massive life changing effects. (Leonard.) In this paper, we investigate the implication of serotonin, the chemistry and route of access of Fluoxetine, and how the two interact to produce their effects. We understand this interaction at the neural level, analyzing the behavioral and physiological changes and results as account by those who have used the drug. Thus, we progress from profiling the micro level of action to a larger-scale, investigating how fluoxetine and serotonin interact with biology and environment to create the resulting positive and negative effects and, hopefully, to ultimately scavenge Unipolar Depression.Serotonin and Fluoxetine A Prelude to SSRI Functions

Explain what is implied by the assumption that decision-makers are Essa

Explain what is implied by the assumption that decision-makers are discerning?How is the assumption of rational numberity used in the economic analysis of singular behaviour?In many academic disciplines much is spoken to the highest degree rationality andrational choices. Economists generally refer to rational choicesand that individuals in economic possibleness are rational. By rational wemean people choose pickaxes which they grasp to be the best, giventhe circumstances they are in. In terms of make rational choicessome of the conceivable options for example of going to work would be Actually going to work. Staying at home Going out obtain Buying a house Fly to the moon etc. alone with these choices we face constraints and it is these constraintsthat define our operable options so flying to the moon would not bea viable option. in that respectfore the options we can choose from is calledthe feasible set and it is our preferences i.e. our likes anddislikes and their relat ion back intensity, which determines which feasibleoption we choose. When we make a choice it generates utility whichis a measure of the steamy experience associated with the outcomeof a choice so basically the expiation from the consumption of agood. We talk about total utility meaning the total delight aperson gains from all units of a commodity consumed within a timeperiod. We also use the term marginal utility which is superfluoussatisfaction gained from devour one extra unit within a timeperiod. There is a general model of rational choice where economistsassume that agents much(prenominal) as decision makers exit firstly identify afeasible set of options and then assess the expected utility of eachoption ... ...tility and therefore theamount of meals mustiness decrease to keep the utility constant. due(p) tothe fact that the consumer will prefer more to less the curve mustslope downwards. The slope of each curve does get steadily flatter aswe move to the right due to the assumption of a diminish marginalrate of substitution. For example in this case at orient A theconsumer will sacrifice a lot of films for few meals because he/shehas so many films. Whereas point B he/she has less films relative tomeals so willing to sacrifice a smaller amount of films for additionalmeals.However this kind of economic analysis is based on rational behaviourof consumers. It does not take into account people with maybeaddictions such(prenominal) as smokers or people under the influence of alcohol ordrugs. In economics we assume rational thinking and behaviour willalways take place.

Inconsistent Terminology for Emerging Technologies :: Exploratory Essays Research Papers

Inconsistent nomenclature for Emerging TechnologiesEmerging technologies affect not only the computing origination but other worlds as well. In the past ten geezerhood the English language has expanded to include new terms such(prenominal) as blog and instant messaging. Unfortunately, not all new delivery be reviewed and approved by a central source and much common terminology fragments into different styles and usage. Perhaps the word nett set best typifies this behavior. Although a web put is hardly new in terms of technology, publications have been rife with inconsistent usage. However, of the various permutations, the etymology of web site is the most practical.Most handed-down sources such as the American psychological Association Style Guide seem to skirt the issue in all with a list that includes vane and e-mail, but not site. Or, when electronic sources are cited, they are listed as being found on-line (APA).While traditional style guides have often outlined best practices for grammar and terminology, only a few create style guides are dedicated to the forum of the solid ground Wide weathervane. One of the oldest web-dedicated style guides, the Yale Style Guide, makes no direct fibre to the usage of the term web site, but consistently refers to it as Web site. Additionally, Gerry McGoverns Web Content Style Guide adheres to the one-word usage of website. However, the corresponding book curiously advises two different usages of the word web. The use of a capitalized Web is recommended when the word is used on its own to refer to the introduction Wide Web (example The Web has grown immensely in publicity.). The fleck use is a lowercase web, when the word is used as an adjective, such as web users (McGovern 2002).A brief look at online web dictionaries and terminology guides may indicate that Web site is the most popular term. Webopaedia uses the Web site as an entry, as well as NetLingo. simply when turning to the experts of the Web, such as Jakob Nielsen, one will discover that Nielsen voices stong opinions almost web usability standards but goes against the grain in his use of the term website. In 1997, Wired magazine launched a short-lived companion site to its published handbook WiredStyle with the following explanation for its use of Web siteWeb is a proper noun, and so deserves its initial cap. When using Web as a modifier, we keep the cap and strongly resist the urge to closing Web up with other nouns.

Diary Of Anne Frank :: essays research papers

The Dairy of a Young little girl     The autobiography I read "The Dairy of a Young young lady" written by Anne blustering" is ab egress a young girl who suffered a lot in the Holocaust. Anne Frank kept a daybook, which make her a very well known teenagers. She has inspired pile from altogether over the world. Her writings explain the true feeling of being in the World War II. She kept her dairy from June 12,1942 and ended when it was discovered in August 1944.      On her 13th birthday on June 12, 1942 Anne received a diary from her parents, Otto and Edith Frank. Two days later, she started writing about her thoughts. A a couple of(prenominal) weeks later, Anne sister, Margot Frank received a notice from the Nazi to report for sour at a labor gang. Which is called the concentration camps. On July 5th, 1942, Anne and her family moved to the " hidden Annex". It&8217s a secret hiding sphere of influence where he r father builded in back of his office. When her family insure from the Nazis, who arrested and victimized Jews, Anne took her diary everywhere she goes. She called it &8220Kitty, and the two years of spending in the Secret Annex, her diary was her friend. Eight people lived in the Secret Annex. There were the four members of the Frank family, Otto Frank, Edith Frank, Margot and Anne. Three from the Van Pels family, Herman and Auguste Van Pels and their son Peter, and an elderly named Pfeffer. The four people acted as helpers for the Frank family and the people living in the Secret Annex. They brought them food, supplies and news.      Anne and the 7 people, who shared the Secret Annex, were move to Westerbork camp. A few weeks later, they were later sent to other camps. When they were leaving from Auschwitz, Otto Frank was separated from his family. Otto Frank was in the camp infirmary and was left behind. Otto Frank tried to convince Peter to hide in the infirmary, but he was afraid. He soon found out that his wife died, but it was not until some time after returning home that he found that Margot and Anne died. Otto Frank was the only one of the 8 people from the secret annex to survive.

Church and Religion in the Songs of Innocence and Experience Essay

perform and worship in the Songs of honour and Experiencethroughout artlessness and Experience, many poems incorporatereligious enchants and imagery. Blake presents many contradicting viewson the Church and holiness, the contrast be particularly clearbetween Innocence and Experience. within the Songs of Innocence a child-like portrayal of Church and trust is portrayed. Throughout Innocence there are manyreferences to The Lamb representing Jesus savior who was thesacrificial Lamb, as shown in the poem The Lamb. An opposite commonimage of morality used by Blake is that of religion as the Shepherd,the Shepherd is watchful and perpetually watching over his sheep,protecting them, Blake is showing religion as being ever so-present andconstantly present. This is a very child-like and partial view ofChrist. Religion is portrayed in a child like manner, as is Christ inthe poem On Anformer(a)s Sorrow, Christ is portrayed as giving hisjoy to all as he is embodied two within an infa nt small and menof woe. Also in On Anothers Sorrow, religion is seen as immanent,as God gives to us his joy. A simple view is portrayed one that Godis ever present and is there within everyone. Images of the Church andreligion are put to images of joy, fun and laughter, showingthe simple view of religion portrayed. This view is elongated in The worshipful Image in which the balanced structure continues the child-likeview of religion. The image that God is present within everyone isalso shown in The Divine Image is that God is ever-present withineveryone. In The Chimney Sweeper, religion is used to help thechimney sweeps get through their arduous days, and the lot ofChrist helped h... ...are shown as walking around inblack gowns and rear briars with his joys and desires thorns,representing the Church and religion, were restricting his life, andjoy was prohibited. Within The Human Abstract religion is referredto as the dismal shade of mystery, and the priests are the ravenswhich have made their nests in the thickest shade. A negativeimage of the Church is explored, as the Church is blend people fromthe light.The theme of religion is one central to both The Songs of Innocenceand the Songs of Experience as a result of this, Blake could be seenas to begin with a religious poet. Although the theme is ongoing, withinExperience many other themes are also explored, showing that Blake,although concentrating primarily on religion, did explore other themesrelevant to everyday and the current state of living.