Salutary Neglect in the US Colonies essays

Salutary Neglect in the US Colonies essays Because of Britain's salutary neglect policy, the colonies enjoyed a lot of freedom, which in effect led to the development of American society. The colonies benefited from a lack of heavy British political or economic rule, so they established their legislative assemblies, maintained their commerce, and became a religiously mixed nation. The neglect of Britain forced the colonists to develop a system of self-government, including colonial legislatures, town halls, and a social hierarchy. These establishments managed the nation's commerce which consisted of the Triangular Trade, trade with foreign countries, as well as trade amongst themselves. This salutary neglect also guaranteed a large extent of religious freedom. England was deeply involved in civil wars, and hence the colonists were left with their resources to provide themselves with a form of self-government. One of the earlier examples of self-government was the New England Confederation. Its primary purpose was for protection against the Indians, the French, and the Dutch that the busy English could not provide for them. Although a weak organization, the confederation was the first milestone towards a strong, independent government. The New Englanders were accustomed to this neglect, so they were struck hard when the Dominion of New England was created by royal authority. The dominion was aimed at providing English control over New England but proved futile when the colonists got rebellious fervor from the Glorious Revolution and ran Edmund Andros out of royal office, showing England the extent of their self-government. The benefits of the neglect can further be seen in the fact that the British government refused to pay the royal gover nors at their own expense and forced local legislatures to pay the salaries of their governors. England's lack of attention to its decision proved most useful to the colonists. By controlling the salaries of their royal governors, the colonis...

Inorganic Chemistry Definition and Introduction

Inorganic Chemistry Definition and Introduction Inorganic chemistry is defined as the study of the chemistry of materials from non-biological origins. Typically, this refers to materials not containing carbon-hydrogen bonds, including metals, salts, and minerals. Inorganic chemistry is used to study and develop catalysts, coatings, fuels, surfactants, materials, superconductors, and drugs.  Important chemical reactions in inorganic chemistry include double displacement reactions, acid-base reactions, and redox reactions. In contrast, chemistry of compounds that contain C-H bonds is called organic chemistry. The organometallic compounds overlap both organic and inorganic chemistry. Organometallic compounds typically include a metal directly bonded to a carbon atom. The first man-made inorganic compound of commercial significance to be synthesized was ammonium nitrate. Ammonium nitrate was made using the Haber process, for use as a soil fertilizer. Properties of Inorganic Compounds Because the class of inorganic compounds is vast, its difficult to generalize their properties. However, many inorganics are ionic compounds, containing cations and anions joined by ionic bonds. Classes of these salts include oxide, halides, sulfates, and carbonates. Another way to classify inorganic compounds is as main group compounds, coordination compounds, transition metal compounds, cluster compounds, organometallic compounds, solid state compounds, and bioinorganic compounds. Many inorganic compounds are poor electrical and thermal conductors as solids, have high melting points, and readily assume crystalline structures. Some are soluble in water, while others are not. Usually the positive and negative electrical charges balance out to form neutral compounds. Inorganic chemicals are common in nature as minerals and electrolytes. What Inorganic Chemists Do Inorganic chemists are found in a wide variety of fields. They may study materials, learn ways to synthesize them, develop practical applications and products, teach, and reduce the environmental impact of inorganic compounds. Examples of industries that hire inorganic chemists include government agencies, mines, electronics companies, and chemical companies. Closely related disciplines include materials science and physics. Becoming an inorganic chemist generally involves gaining a graduate degree (Masters or Doctorate). Most inorganic chemists pursue a degree in chemistry in college. Companies That Hire Inorganic Chemists An example of a government agency that hires inorganic chemists is the U.S. Environmental Protection Agency (EPA). The Dow Chemical Company, DuPont, Albemarle, and Celanese are companies that use inorganic chemistry to develop new fibers and polymers. Because electronics are based on metals and silicon, inorganic chemistry is key in the design of microchips and integrated circuits. Companies that focus in this area include Texas Instruments, Samsung, Intel, AMD, and Agilent. Glidden Paints, DuPont, The Valspar Corporation, and Continental Chemical are companies that apply inorganic chemistry to make pigments, coatings, and paint. Inorganic chemistry is used in mining and ore processing through the formation of finished metals and ceramics. Companies that focus on this work include Vale, Glencore, Suncor, Shenhua Group, and BHP Billiton. Inorganic Chemistry Journals and Publications There are numerous publications devoted to advances in inorganic chemistry. Journals include Inorganic Chemistry, Polyhedron, Journal of Inorganic Biochemistry, Dalton Transactions, and Bulletin of the Chemical Society of Japan.

Gender and sex Essay Example | Topics and Well Written Essays - 1750 words

Gender and sex - Essay Example A term associated with describing gender roles is androgyny- denoting the display of both male and female behaviour. A number of terms have emerged portraying behaviors arising in this context. For instance, the "sensitive new age guy" is described as a traditional male gender role with a more typically "female" empathy and correlated emotional qualities. The "metrosexual male" adopts or claims to be born with similarly "female" grooming habits. This have given rise to arguments in various quarters that such new roles are mere rebellion against tradition and hence do not form a distinct role. Sociological research points out that the conventional feminine gender roles have become less relevant in Western societies. This trend is attributed to the starting of industrialization. Indeed, the notion that women do not follow a career no more valid in a majority of Western and many of the Oriental societies.For a long time now, gender roles have occupied a central place in the nature-nurture debate. Traditional theories argue that a person's gender identity, and thus gender role, is a product of nature. For instance, in patriarchal societies it is often claimed that women are naturally better placed to nurture children. Various circles in the scientific community have come to support the concept that differences in gender roles originate in differences in biology. Many nineteenth century anthropologists refer to the life of primitive hunter- gatherer societies for evolutionary explanations for gender differences. For instance, they assert that the need to take care of offspring may have limited the females' freedom to hunt and hence assume the role of the gatherer. Current trends in...Crises demand the kinds of strength and intelligence associated with hunting. Fleeing a natural disaster or fighting a band of attackers requires strength, speed, and strategic thinking. In wake of such situations, people naturally follow and rely on those who are physically strong and strategically intelligent. These leaders are usually males. Repeated and frequent crises have a severe impact on the social organization of communities. There are anthropological and archaeological evidence, which indicate that in times of prosperity hunting-gathering communities tended to organize around groups of related females. Egalitarian collaboration was the norm in such communities. Frequent crises resulted in organization around strong and strategically intelligent males not only during the crises, but also at other times. This hierarchical organization tended to exist side by side with, be overlaid on, and to intertwine wi th the egalitarian one. Thus, for instance, in villages, most casual everyday encounters were egalitarian, but people made formal decisions affecting the whole tribe only in meetings ruled over by a male leader and in which elite males exercised more power than do females. It may be inferred that gender roles are mainly conditioned by social value systems. Men and women are made to behave the way they are. Right from childhood, men are expected to grow up to be powerful, encouraged better for careers. They are expected to be tough, independent, demanding, aggressive, good problem-solvers, and so on.

Employee retention Essay Example | Topics and Well Written Essays - 1750 words

Employee retention - Essay Example One of the first things a company can implement to retain employees is to offer benefits both tangible and intangible. According to the article â€Å"His job: helping employers hold on to their staff; High turnover can be costly. Consultant says its vital to offer respect, good pay, retirement plan† by Kasandra Kyle the most important thing that a potential employer can offer a new employee is good pay, respect and a retirement package . These benefits help make employees comfortable in their current position and will retain an employee sometimes even when another job offer with a more lucrative offer comes around. Another fringe benefit is the flexible work schedule. Although this is not practical in all cases, if it is at all possible it serves as an excellent retention strategy. Offering tangible and intangible benefits are essential, but it is imperative to work diligently to keep specialty trained staffers. The low turnover of maintaining skilled employees offers the benefits of low turnover and positions companies for growth. The author goes on to say that the cost of training specialty staffers can cost the company valuable time, enormous finances and slowed production (Kyle, 2008). Although it is important to offer workplace benefits at your larger companies, it is dire to offer those benefits at a small business. The article, â€Å"Workplace benefits are strategic in small business† states that recent study performed by MetLife’s annual Employee Benefits Trends study shows more than half (55%) of smaller employers, those with fewer than 500 employees say benefits play a very important role in employee retention. However, there is contradictory results as the study goes on to reveal that only 34% of workers at smaller employers say the benefits they receive are a very important reason to remain with their employer, versus 53% at larger firms. In addition, just 37% of employees at smaller corporations say they are

Nelson Mandela Spiritual Biography Essay Example for Free

Nelson Mandela Spiritual Biography Essay Nelson Mandela challenged the status quo in many ways weather it was done politically, socially, or personally, in order to achieve such high goals Mandela paid many great personal expenses. Before the acts of Nelson Mandela, the country of South Africa was broken; it was plunged in a deep racism with the election in 1948. The regime of 1948 committed the crime of Apartheid which is defined as the action of committing inhumane acts of a character similar to other crimes against humanity which is committed in the context of an institutionalized regime which systematically oppresses and dominates one racial group over any other racial group or groups and commits it with the intention of maintaining that regime. Mandela would oppose the ideas of this regime and eventually play a major role in the elimination of the apartheid they worked in evil to create. In his autobiography Nelson Mandela describes his trials and tribulations on his journey to the freedom of South Africa hence the name of the book â€Å" Long Walk To Freedom†. From the time when he was young, Mandela was raised to be a leader. Nelson Mandela belongs to a cadet branch of the Thembu dynasty, which reigns in the Transkei region of South Africas Eastern Cape Province. When Mandela was nine, his father died of tuberculosis and the regent, Jongintaba, became his guardian. He attended many schools including The Wesleyan College in Healdtown, this is where most of the Thembu royalty went to college. Jongintaba conditioned Mandela to be a leader and these characteristics’ show during his presidency. However this leadership training was cut short by the fact that so many people of royalty face, arranged marrage. Shortly after leaving Fort Hare, Jongintaba announced to Mandela and Justice (the regents son and heir to the throne) that he had arranged marriages for both of them. He fled to Johannesburg in order to avoid being forcefully married and what he found was a country whose national flag was in the dictionary next to the word apartheid. Determined to change the status quo he embarked on a political campaign and joined the ANC and began practicing terrorism. He was arrested and sentenced to life in prison. He was released twenty seven years later by making the promise that he would stop participating in terrorism. He went back to the ANC and used it as his political party to run for office. He won due to the fact that he had won the right to vote for many of the black South Africans who supported him. He unified the country, most notably through rugby, but also helped to raise many of the blacks, whale not neglecting the whites, out of poverty. He is still an influential character to this day, and leads many humanitarian organizations. He is currently in the hospital due to medical troubles but he is expected to make a recovery. Starting in his early life Nelson Mandela always challenged the status quo. During this time he escaped an arranged marriage and thus beginning a life of meaningful defiance, defiance that would improve the lives of all those around him, defiance that lift a race from the depths of poverty, defiance that would end apartheid. He began his political campaign through peaceful protesting taking from the ideas of Gandhi with peaceful non- violent protest. This is shown by â€Å" I cannot pinpoint the a moment when I became politicized, when I knew that I would spend my life in the liberation struggle. To be African in South Africa means that one is politicized from the moment of ones birth , weather one acknowledges it or not.† (Long Walk to Freedom 208). He joined the ANC and on December 5 1956. Shortly after Mandela and 150 others were protesting non- violently and were arrested and charged with treason, however all of the defendants received acquittals. Mandela realized that he would need more aggressive tactics in order to end apartheid. He defied the 1948 regime which supported and strengthened apartheid in South Africa, exemplified by a biography of Nelson Mandela â€Å" The NP seized the political initiative in 1948 and retained it into the early 1950s, pushing through its agenda of apartheid legislation without seeming to pay any heed, let alone making any compromises, to the political forces arranged against it.† (Nelson Mandela 46). This quote exemplifies why Mandela abandoned his non- violent means, because the regime had total support from the white population and would not change its views in any way. In 1961 Mandela became the leader of the armed wing of the ANC and continued his defiance by violent means. Mandela described the move to armed struggle as a last resort; Due to the fact that the oppression and violence from the government was increasing despite his best efforts, this convinced Mandela that even with many more years of non-violent protest against apartheid, he could not eliminate apartheid non-violently. And in June 1961, Mandela sent a letter to South African newspapers warning the government, that if they did not meet their demands, the Umkhonto we Sizwe would embark on a campaign of sabotage. The letter demanded the government accept a call for a national constitutional convention. The demands were not met by the government and beginning on 16 December 1961, the Umkhonto we Sizwe with Mandela as its leader, launched a bombing campaign against government targets with the first action of the campaign being the bombing of an electricity sub –station. In total, over the next eighteen months, the Umkhonto we Sizwe would initiate dozens more acts of sabotage and bombings. This is shown by his quote â€Å"I do not deny that I planned sabotage. I did not plan it in a spirit of recklessness nor because I have any love of violence. I planned it as a result of a calm and sober assessment of the political situation that had arisen after many years of tyranny, exploitation and oppression of my people by the whites.† (Nelson Mandela). This exemplified his true defiance of apartheid, that he was willing to corrupt his values to achieve a goal. Nelson Mandela did not follow the status quo by any means during these years of his life. His trial also exemplifies how he did not follow the status quo. He tried to use his trial to fight apartheid but this argument did not abide so well with the white judge who was appointed by the 1948 administration. In the end he was found guilty of many crimes as stated in â€Å" Crimes Charged: (1) The commission of acts of sabotage together with the communist party; (2) conspiracy to aid or procure wrongful acts concerning the recruitment of persons for training in the preparation and use of explosives for committing acts of violence, conspiracy to commit acts of guerilla warfare, acts of assistance to military units of foreign countries invading South Africa, and acts of participation in violent revolution; (3) the execution of the common purpose of committing the acts set out above; (4) soliciting money in South Africa and abroad and disbursing those funds in the interests of their campaign† ( Great World Trials 347). Although this quote may be long and difficult to read, it is indicative evidence for what they are truly imprisoning Mandela for, to silence his defiance. After his trial and conviction and he was taken to Robben Island where he would truly begin his spiritual journey. Even the prison system in South Africa was segregated and Mandela was a D- Class Prisoner and was only allowed one visit and letter per month. However even though Mandela was in Jail his wife, Winnie Mandela continued defying apartheid shown by â€Å" All the while, Mandela’s wife, Winnie Mandela, who was both his loyal supported and respected representative on the outside, spent the decades protesting and periodically being tried, imprisoned, and banned for her political activity.†( Great World Trials 352). Mandela began a journey of knowledge gaining a Bachelor of laws from the University of London via their external program shown by â€Å" I was still in the midst of perusing my L.L.B. at the Universi ty of London. I had started studying for the L.L.B. at the University of London during the Rivonia Trial† ( Long Walk to Freedom 504). This clearly exemplifies Mandela’s defiance, that even though they locked him up he still perused his goal of ending apartheid which he found to be best served by furthering his education and gaining a law degree. Mandela also read poetry growing very fond of a poem by William Earnest Henley called Invictus. These beautiful words inspired him to not be revengeful towards the whites who put him in prison but rather to seek unity. Mandela was eventually released from jail on February 2, 1990 after he made a deal with President F. W. de Klerk who had gotten rid of the ban on ANC and other organizations like it. Upon his release from prison he rejoined the leadership of the ANC now lead by Chris Hani. Mandela gained control of the ANC in April of 1993 following the assassination of Chris Hani. By then the ANC and other anti- apartheid organizations had won the rights of the black population to vote. Mandela used the ANC as his political party to commit the ultimate act of defiance, run for the presidency of South Africa. The ANC won 62 percent of the votes in the election, and Mandela was inaugurated as South Africa’s first black president on May 10 1994. Nelson Mandela viewed this as the beginning of his journey and not the time to relax shown by â€Å" I have walked that long road to freedom. I have tried not to falter; I have made missteps along the way. But I have discovered the secret that after climbing a great hill, one only finds that there are many more hills to climb. I have taken a moment here to rest, to steal a view of the glorious vista that surrounds me, to look back on the distance I have come. But I can rest only for a moment, for with freedom comes responsibilities, and I dare not linger, for my long walk has not yet ended.† ( Long Walk to Freedom 640). Mandela had committed the ultimate act of defiance of running for president and came out victorious, the white residents of South Africa was in for some payback for imprisoning him for 27 years, at least that was the general idea carried by the white population when Mandela was elected, but Mandela had other plans. When Nelson Mandela first walked into his office as president he found many of the people who worked in his office, such as secretaries, packing up their things in anticipation of Mandela firing them. Mandela called them into his office and many thought that they were about to get fired. Instead Mandela asked them to put aside their political views and asked all of the old employees to stay and work with him. In doing this he is once again defying the status quo, which was that he would seek revenge on the whites for his imprisonment, but instead of revenge he sought unity. He unified the country in many ways most notably through rugby. He now asked others not to follow the status quo. He asked to blacks to back the previously hated Springboks, the South African Rugby Team. A movie named Invictus tells the story of this as the underdog South African team lead by the captain of the rugby team Francois Pienaar won against the favored New Zealand rugby team. This is shown by â€Å" When he took the field in a rugby uniform after South Africa won the 1995 World Cup, the virtually all white crowd chanted, â€Å" Nelson! Nelson!†.† (Nelson Mandela 142. During his reign as president Nelson Mandela virtually ended apartheid in South Africa ushering in a new era for prosperity for the country. In all Nelson Mandela was a very influential human rights activist and his work can be categorized to be as great as the work of Gandhi or Martin Luther King Jr. due to the basic human rights that he rightfully gave to so many South Africans. He also is an influential leader to this day and has his name on many charitable organizations. He defied the status quo of a country and won. In the End these words given the title of Invictus by William Ernest Henley truly reflect Nelson Mandela’s desire for unity and his capacity for forgiveness. Out of the night that covers me, Black as the Pit from pole to pole, I thank whatever gods may be For my unconquerable soul. In the fell clutch of circumstance I have not winced nor cried aloud. Under the bludgeonings of chance My head is bloody, but unbowed. Beyond this place of wrath and tears Looms but the Horror of the shade, And yet the menace of the years†¨Finds, and shall find, me unafraid. It matters not how strait the gate, How charged with punishments the scroll. I am the master of my fate: I am the captain of my soul. Works Cited Mandela, Nelson, Wyk Chris Van, and Paddy Bouma. Long Walk to Freedom. New York: Flash Point/Roaring Brook, 2009. Print. Maltz, Leora. Nelson Mandela. San Diego: Greenhaven, 2004. Print. Knappman, Edward W. Great World Trials. Detroit: Gale Research, 1997. Print. Invictus 2009. Perf. Morgan Freeman and Matt Damon. Warner Bros., 2009. BrainyQuote. Xplore, n.d. Web. 17 Dec. 2012.

Stagecoach Essay -- essays papers

Stagecoach An Interpretation of 'Stagecoach' In 1939 John Ford masterminded a classical western film by the name of Stagecoach. This film has the integrity of a fine work of art. Being that it could be considered a work of art, the impression left on a viewing audience could differ relying on the audience's demographics. However, it is conceivable to all audiences that Ford delivers a cast of characters that are built on stereotypes and perceptions conjured from 'B' westerns that preceded this film's time. Each character is introduced to the audience in a stereotypical genre, as the film progresses, these stereotypes are broken down and the characters become more humanized. This is apparent with a handful of characters being portrayed better than others. One can investigate each individual character to correlate such a pattern. The characters are, in no particular order: Curly, Hatfield, Gatewood, Peacock, the stagecoach driver, Dallas, Lady Mallory, and of course Ringo. Robert Slotkin writes in Gunfighter nation, " . . . by 1890 it was clear that the industrialization of the economy had produced a social order in which wealth and power would increasingly be concentrated in the hands of relatively few men . . . "(p 31). It was this social order that influenced iconography of many 'B' westerns. Such iconography would create the ideal of the crooked banker, or the shoot em' up outlaw and even a brothel prostitute, all of which are found in Ford's Stagecoach. The social classes that each character can generally be categorized as an upper, middle and lower class. In Stagecoach the upper class is composed of Gatewood and Lady Mallory. Gatewood is first introduced as a stern and modest character and part remains to be for most of the film. He exemplifies the 'B' western icon of the crooked banker in every manner. His crooked behavior is not revealed until the end of the film climaxing at his arrest as the stagecoach reaches town. His actions are arrogant and always in line with a financial mind set. His main focus was bag full of money, nothing else. Even as the stagecoach was under siege by the savage Indians, the audience could catch a glimpse of Gatewood clasping his bag rather than brandishing a firearm. Gatewood's character is one of those that does not stray from the 'B' side icon. He is clearly plays the stereotype of the financia... ...le and by Curly. On the contrary when Ringo is first seen in the movie he is not violent nor is he much of a menace. He seems to be a real gentle man, as one may have noticed in his actions toward Dallas even after finding what her line of work was. He is not ill mannered nor tempermental. He is on a mission to seek revenge as any man rightfully would. He is a far cry from his gun toting tobacco spitting counterpart in the ‘B' westerns. The stagecoach driver is the last of these unique characters. Typically, he is charactered in ‘B' westerns as being filthy, blockheaded and offensive. Despite his crackled voice and foolish nature, the stagecoach driver was anything but these descriptions. Granted, at times he may not have said the smartest of things or have been the bravest of men during the film, but he does come off as a sensible good minded man. Every character of Ford's Stagecoach was derived from the ‘B' westerns to years before. Each one is usually introduced in that genre of the ‘B' western. Ford has a unique way he portrays these characters. He shed new light on stereotypes that are not commonly broken. It truly was one of the many factors that made this film unique.

Demand and Supply of Housing in Australia

Economic Policy Problem: Demand and Supply The demand and supply of Housing and the Housing affordability in Australia I. Introduction Like all other economies The Australian economy has been affected by the global financial crisis which is now a global economic crisis due the collapse of Lehman Brothers and other financial institutions in US. The consequences of the global economic crisis has been severe and as a result of this the world is in Recession therefore many economies has pushed the budget into a deficit launching economic package trying to boost their economies.Because the housing market and the housing industry is one of the most important sector of the economy this report aim to analyse how the global financial crisis has affected the demand and supply of housing in Australia also what are the condition of housing affordability and how the Government through the stimulus package tend to intervene the economy.After this report we will be able to understand the movement a nd the reason for a movement into the demand and supply curve for housing in Australia you will be able also to identify if the Government economic policy is going for the correct pathway or if this temporary measure will not bring certainty and confident to the economy. It is very clear that at least the Rudd’s Government is addressing the problem anticipating future scenarios and acting to correct this scenarios exploiting and taking advantage of the relative good shape of the Australian economy in this moment in comparison with another countries.II. Australian Economy Like all other economies the Australian economy was very much affected by the global economic crisis and the recession around the world therefore the financial institutions started to feel the pressure and the stress of the situation but the Australian Government put in place measures to guarantee the debts of banks. Apart of that the Australian economy was affected by the collapse of commodity prices this br ought real losses of income to the economy which put to business in a position to review their investment plan in the future.At the same time households have become more cautious about expenditure due the increase of the unemployment rates and they start to increasing savings. Because the panic caused and the lack of consuming the RBA responded lowering of interest rates reducing from 7 ? per cent to 3 ? per cent, this reduction have fully passed to the borrowers therefore interest rates on housing loans have fallen as well as interest in consumer and business loan, this rate are at historically low levels.This has produced an increase in loan demand; other factor that increased the demand of loans apart of the lowest interest rate around 5 ? per cent is the program first home owner grant which has attracted new buyers into the market. On top of that the stimulus package is an initiative of the government to support spending but this measure cost that last financial year there was f iscal surplus of 1 ? per cent of the GPD even so Australia will remain as one of the better performing economies around the world.One of the reason of the reduction in wealth over the past year is that people which income have grown over the year overestimated the returns of the share market, people did not set up realistic expectations about their financial goals and now they have to increase the proportion of income working additional year or many of them returning to the workforce to compensated the losses of the share market due the global financial crisis, people did not took in count that share market produce negative returns every few years therefore they should have included this into the returns expectations.Although the large fall in wealth the households sector still is in a relative good position because people is maintaining a good balance between assets and liability and even when the hose market was subdued during 2008 and the prices has fallen by 3 per cent, the Aust ralian overall the housing market has held up pretty well in comparison with another countries like US or UK where price has fallen by 20 per cent. An update on the economy and financial Developments (Battellino, 2009) III. Supply and DemandThe relatively high level of housing price in Australia is a reflection of a collective decisions of households, this is not the result of a external forces they are at their income, preferences, access to finance have been willing to pay those prices. But this is not the only reason the supply – side factors also influenced in the fact of high price like the ability to built new housing on the city fringe, factor affecting the ability to increase supply closer to the city, transport infrastructure and community affect the feasibility and desirability of living in a different place.One of the good indicators of some of the supply issue is the cost of raw land. Prices still are high on the edges of Sydney but lowest on Melbourne and Adelaid e therefore will very important to see if it is possible to reduce these prices or at least try to keep a lid on increase over the years because the housing affordability over the medium term will be the result of the ability to expand the supply of housing.Home building has recently been at low levels and this is because in a showing or uncertainty situation economy builder does not want to take higher risk than usual and also recent weakness in building approvals are affecting the supply curve and when there is a lack of supply and increase in demand the prices will go upwards. Conditions and Prospects in the Housing Sector (Richards, 2009)Looking beyond that the fall in interest rate and improvements in housing affordability should contribute to growth this has not happened but economist are expecting that occurred during this year and gradually boost home-building. Another factor that can contribute the building approval for building activities and therefore increase the supply of housing is the increase of number of first – home buyer demand there has been an important increase in loans approval in recent months.Is also very important understand that for many economist in this moment there is undersupply in the housing market even though we do not know exactly how large the undersupply it is but this should support also home-building. According with the current population rates, the decline in average household and level of demand for second house had been maintained most calculation now put â€Å"underlying demand† around 180. 000 to 200. 000 per year that means we need to increase the number of new house built than has actually occurred.However, we can ignore the impact of prices on the demand for housing remember over the years the cost of housing has grown faster than incomes and the cost of goods and services as a consequence of that the demand for housing will be affected by the higher cost of housing therefore we can expect that the d emand decline because many young adult will choose to live with their parents for longer, many other would prefer extra flatmate rather than having a bedroom vacant and another owner of holidays homes very likely to sell them so perhaps this is the reason that we have built fewer homes in recent years than might have been expected.But the undersupply of housing is a story of never ending because there is an Intelligent Housing Research Group â€Å"Hometrack† stated that the calculation of the RBA are based in accurate data according with them Australia may already have an excess of housing according with their estimation there are at least 10 millions dwellings in Australia compared with the 8. 3 millions of ABS data showing occupied dwellings of 8. millions, the extra two millions are housing awaiting to be sale or development, second homes and abandoned homes. Therefore they say that the ABS Method for calculation the ratio of people per dwelling per dwelling is based on AB S census data which is based upon occupied dwelling however Hometrack analysis is based on postal address indicates that Australia’s current level of housing relative to its population is in line with other Anglo economies.Following this looking at the context of population growth Australia total building approvals have running about the demand, for that reason the concern is that business and government decision in regards of housing market are being made based on demand assumptions that vary from the actual behaviour of the housing market. But how can we know who is telling the true well according with statistics during 1985-2009 an average of 1 residential dwelling was built per 1. 75 new Australian and only in the last 3 months has the rate of new building fallen behind population growth.This is in excess of the current ABS ratio of 2. 55 person per occupied therefore far from having and undersupply of housing Australia may well have substantial oversupply, it’s ju st that no-one is living in many of them. Is very likely cause of this large stock of unoccupied homes is Australia system of negative gearing. Most investor prefer build houses but avoid the renting-damage property having to manage tenant therefore they built it for capital gains because is better to keep the hose out of the rental market and claim the loss against tax.In order to defend the dominant view that Australian house price are justified by supply and demand, Anthony Richards (Economist) observed that the relative high level of housing price in Australia is a reflection of demand and the collective decision of households therefore housing price have not been set by external forces they are at this level because buyers in general have been willing to pay the prices. This is a fairly typical piece of neoclassical economic thinking â€Å"Prices reflect the interaction of supply and demand and are therefore justified†.Economist who apply a standard â€Å"Supply and dem and† mindset to analysing the property market seem to consider that demand can shift â€Å"Left and right† as the number of buyers falls and rises with time; but they seem to ignore that the demand curve can shift up and down as well. Is response to the willingness of lenders to increase or decrease their loan to valuation ratios and if there is a substantial fall in LVR to new buyers could reduce the price that would be buyers can offer even in shortage of properties.Price S D3 D2 D1 Quantity of Supply, Demand Increase of demand due to: †¢ Population Growth †¢ Low interest Rates †¢ Booming economy with rising wages †¢ Governments Policies like Cuts to capital gains taxes Lies, damned lies, and Housing statistics (Keen, 2009) Bentick, Teresita, (2003) Microeconomics Study guide (4th Ed). Australia: Pearson Educations Australia. Frank, Robert, Bernanke Ben, (2001) Principles of Microeconomics (1st Ed).New York, USA: McGraw Hill Higher Education IV. Ho using Affordability. Housing affordability can be divided in two: people need where to live whether they buy or rent therefore we need to include rents as well as mortgage to measure housing affordability, the second part is people who are looking to get into the housing market and people who already are already there. Housing affordability is consider as spending up to 30% a household’s income on mortgage repayments or rent.In the past two decades the prices of the housing has risen matched by a decrease in housing affordability this mean that a household now need 34. 8% of their income to meet an average loan repayment. According with a report released entitled â€Å"Anatomy of Australian Mortgage Stress† released by fujitsu consulting in April found that the main cause of mortgage stress is the interest rate rises and rents have risen slower than mortgage repayments pushing people out the house market and into the rental market, this mean that rents too are on the r ise.According with report released by The Real State Institute of Australia REIA on April 22th 2009 â€Å"An opportune time for renters to buy† the ABS released the Consumer Price Index (CPI) showing that housing components increased 0,9% for the quarter bringing the annual increase to 5. 5%. The majority of this increase in the housing components was driven by rents which increased by 1. 7% over the quarter and 8. 4% over the year, this ncrease in rents reflects record low vacancy rates and the unavailability of rental properties in all capital cities. Building approvals and housing finance for investment purposes continue decrease during the March quarter 2009 and is very likely to put further upwards pressure on rents. Australia will need to build significantly more house than has occurred recently to meet rental demand. Housing affordability has improved significantly since the reserve bank began cutting interest rates in September 2008.With the availability of the first home owners boost (FHOB), lower interest rate, greater affordability and vacancy rates remaining in a low record now would be an opportune time for these in the rental market to consider the purchase of their own home. Real Estate institute of Australia (2009, April 22). Ann opportune time for renters to buy. Retrieved April 28, 2009, from http://www. reia. com. au/media/documents/REIA_MediaRelease_AnOpportuneTimeforRenterstoBuy. pdf Housing costs and Affordability in Australia (Thrift, 2008) ConclusionIs very clear that the housing sector in Australia is showing signs of improvements due the increase in households cash flows as a result of the of the important role of the Government and the RBA in the downturn of the economy decreasing the interest rates and providing policies that improve housing affordability for people to repay the loans but in order to tackle this important problem is very important that the government does not exclude anyone from the spectrum like young people also is very important that the Reserve Bank of Australia as a Central bank play an important role n this matter acting more like an honest broker developing real strong statistic about the housing market that helps in a future time to provide valuable resources, accurate data and support important decisions about the supply and demand of housing market instead of take part of this problem assuming neoclassical position taking in consideration on side of the problem and ignoring the other.REFERENCE LIST ? Bentick, T. (2003). Microeconomics Study Guide. Pearson education Australia, Australia: Pearson Education Australia Frank, R. , Bernanke B. (2001) Principles of microeconomics. Mc graw Hill, New York: Gary Burke ? Thrift Rhea, (2008) Housing and Affordability in Australia . Retrieved April 27, 2009, from http://www. rba. gov. au/EconomicsCompetition/2008/Pdf/2008_first_year. pdf ? Real Estate institute of Australia, (2009, April 22). Ann opportune time for renters to buy. Retrieve d April 28, 2009, from http://www. reia. com. au/media/documents/REIA_MediaRelease_AnOpportuneTimeforRenterstoBuy. pdf ? Battellino, Ric. 2009, March 31). An Update on the Economy and Financial Developments. Retrieved April 27, 2009, from http://www. rba. gov. au/Speeches/2009/sp_dg_310309. html ? Richards, A. (2009, March 26). Conditions and Prospects in the Housing Sector. Retrieved April 27, 2009, from http://www. rba. gov. au/Speeches/2009/sp_dg_310309. html ? Keen, S. (2009, April 08). Lies, damned lies, and housing statistics. Retrieved April 27, 2009, from http://www. businessspectator. com. au/bs. nsf/Article/Lies-damned-lies-and-housi

Human Resource at Mcdonald’s Essay

I. Introduction In today’s intensely competitive and global marketplace, having a highly committed or competent workforce is one of the most critical factors in maintaining a competitive advantage (Millmore et al., 2007). Therefore, in a growing number of organizations, strategic human resources management (SHRM) is now viewed as a source of competitive advantage. Strategic human resource management is designed to help companies meet the needs of their employees while promoting company goals. As an important aspect of strategic human resource management is employee development, organisations have to consider employees may want or need and what the company can reasonably supply (Baker, 2009a; Tarique and Schuler, 2010). This research paper tries to discuss how organisations achieve this mission. We will discuss about two very important aspects of SHRM, strategic international HRM (SIHRM) and employment relationship. Although these two fields will be analysed separately, we can see the link bet ween them when we apply them to the case McDonalds’ (Goldsmith et al., 2009). In each section, we will discuss about the theories and models relating to each of those aspects and how these theories showed up in McDonalds’. II. McDonalds’ and Strategic International HRM II.1. Literature review of SIHRM and its frameworks The main trend of recent studies on changes in the business environment is the growth of internalisation, for example Ferenbach and Pinney (2012); Hitt et al. (2012); and Zain and Kassim (2012). As businesses become more and more global, SIHRM plays an important role in the development and success of multi-national corporations (MNCs) (Festing et al., 2012; Smale et al., 2012; and Stahl et al., 2012). According to Briscoe (2012) international human resource management (IHRM) can be defined as set of managerial tools for managing organizational human resources at international level to achieve organizational objectives and competitive advantage over competitors, both domestic and international. IHRM, therefore, includes typical HRM functions such as recruitment, selection, training and development, performance appraisal and rewards and punishment done at international level and additional activities such as global management skills, expatriate management and so on (Millmore et al., 20 07). Milliman et al. (1991) developed a SIHRM framework based theory of â€Å"fit and flexibility†. The concept of â€Å"IHRM fit† included external and internal side. External IHRM fit indicated the MNCs’ capability to deal with the cross-national environment, which includes the social, legal, political and cultural factors of diversified foreign countries where they operate. On the other hand, internal IHRM fit stressed on the management ability to ensure appropriate control and co-ordination between corporate and foreign subsidiaries. In addition to â€Å"fit† concept, â€Å"flexible† was also important as it specified the organisational capability to smoothly implement changes and adapt to diverse circumstances. Zheng (2013) commented on the framework that in today’s open global environment in which information and knowledge is transferred freely and quickly, an integration of fit between internal HRM and external functions is required and sho uld not be treated as two separate functions. The SIHRM framework of Schuler et al. (1993) seems to implement this point (Figure 1). The framework constituted of two major elements: inter-unit linkages and internal operations. Inter-unit linkages showed the MNC’s ability to differentiate its operating units thorough the world while, at the same time, keep them well coordinated and controlled. Internal operations indicated the fit between each unit’s confines of its local environment, laws, politics, culture, economy and society and its own strategic objectives given by the corporation. Schuler et al. (1993) framework’s limitation is to ignore the role of human-beings (managers and staff) which is widely considered as a very important constituent of SIHRM (for example Briscoe et al., 2012; Shi and Handfield, 2012; and Sanchez-Arias et al., 2013). The SIHRM framework of Taylor et al. (1996) stressed on how smoothly top managers can transfer the parent company’s SIHRM orientation to affiliate’s HR M system, then to impart organisational values and top managers’ belief to specific employees within the affiliate (Figure 2). Although Taylor’s model (1996) can complement the limitation of Schuler’s framework (1993), we still need a more detailed and practical model to apply in the real business world. This is the point at which the framework for global talent management of Tarique and Schuler (2010) comes in handy. In the next section, we will discuss about the framework in details and in the case of Mc Donalds’ (Figure 3). II.2. The framework for global talent management and the case of McDonald’s a.Global Talent Challenges for McDonalds’ The major driver of global talent challenges for McDonalds’ is the globalisation. Although globalisation enables firms to employ workers in the developing economies of the world at much lower wages than is possible in the developed economies of the world (Wise and Covarrubias, 2012), it also leads to increasing competition in fast food industry (Asif et al., 2011; Gupta, 2012; and Royle, 2012). In such circumstance, global competitive advantage is only for those multinational firms that succeed in locating and relocating its workforce over the world, adapting to local differences, learn continuously, and transfer knowledge more effectively than their competitors do (Molinsky, 2013; Steers et al., 2013). Therefore, human recourse becomes more and more important in maintaining competitive advantage at MNCs. In addition, as McDonalds’, like other MNCs, expand its business into many other countries, its consumers continue to have very different buying patterns from region to region. The organisation therefore must have a talent management strategy in place that continually assesses whether employees have the ability to address the particular needs of a diverse customer base (Podsiadlowskia et al., 2013). In 2011, Manpower Group conducted research among nearly 25,000 companies across 39 different countries and territories, which shed light on that 32% of American companies were looking for foreign workers, higher than any other area (that number of the whole world was 24%). This raises the demand for workers with competencies and motivation considerably high, especially for American companies. While the demand was getting higher, the foreign labour supply for MNCs was not so abundant. The research of Manpower (2011) showed that 74% of American employers (among 5,820 surveyed companies) found it difficult in recruiting foreign labours. In addition, Pearson (2012) believed that high employee turnover is a threat for today’s businesses. These issues made the labor market more competitive for employers, especially operates in an industry whose the rate of employee turnover is as high as fast food industry (Harris, 2012). For McDonald’s and other fast food restaurant, there is another specific obstacle. According to Sharma and Kiran (2012), employees nowadays do not only look for organisations offering high wage but also those â€Å"whose philosophies and operating practices match with their own principles†. This might create an issue for McDonalds’ to compete in recruiting best talents as fast food restaurants usually have bad reputation of causing ethical healthy issues such as obesity (Fraser et al., 2012; Jeffery and Utter, 2012). Tarique and Schuler (2010) summarised global talent challenges as too little needed talent and too much unneeded talent, or rather â€Å"the needed talent is available in the wrong place†. b.McDonalds’ Human Resource Actions to Address Global Talent Challenges Talent management initiatives can only be effectively successful when linked to the strategies of the organization. Since 2005, McDonald’s global workforce strategy has been designed to be aligned with and support the execution of its business objective, which is â€Å"to become everyone’s favorite place and way to eat† (Harkins et al., 2005). Interestingly, the global talent management practice initiated by McDonalds’ nearly ten years ago was very similar to the Tarique and and Schuler’s framework (2010). Prior to 2001, McDonald’s developed its performance assessment system comprised of six â€Å"performance drivers† (Figure 4) on which managers and staffs’ annual performance will be measured not just on the â€Å"what† of their accomplishments but also on â€Å"how† they accomplished it (Goldsmith et al., 2009). However, when it was rolled out globally in 2003, it was clear that certain elements of the new system re-design were not suited for the foreign cultures and legal structures that existed in certain countries. As a result, all of its affiliate and franchising stores were given flexible to make certain changes to adapt local requirements. This manager’s initiative reflected the â€Å"fit and flexible† concept of Milliman et al. (1991) as discussed in the last section. In 2003, McDonalds’ introduced its Global Talent Review Process of which main purpose is to train and develop next generation of leaders and managers and in 2006, the organisation added a more in-depth analysis of who needs development moves to enhance their experience and a process that facilitates this movement (Goldsmith et al., 2009). The initiative allowed potential leaders of next generation to move more freely to various organizational departments in order to realise development job opportunities with support of their peers and develop their own talents (Brown and Lent, 2012). With the intention of attracting and retaining high-performing talents, The McDonald’s Leadership Institute and the Global Leadership Development Program were introduced in 2006 (McDonald’s, 2013). The Institute was a virtual community that provides a culture of learning and development and to which anyone from any geographic location can accessed. The Global Leadership Development Program focused on preparing participants for broader leadership responsibilities and building a strong peer network that will support these individuals in developing their leadership path. The qualitative impacts of these initiatives were managers and staffs became much more aware of the strengths and talent gaps in each area, so they can recognise their own development needs and develop their talents more effectively. In addition, as the number of cross-organizational movement increased, organisation had better selections for all tasks. Schuler et al. (2010) pointed out several barriers of talent management to which McDonalds’ and other MNCs should pay attention. First, managers at all levels rather spend time on their own pressing tasks than on talent management programs. Second, organizational structures might inhibit collaboration and the sharing of knowledge across boundaries. Finally, HR departments might be short of â€Å"the respect of other executives whose cooperation is needed to implement appropriate HR actions† and might not be able to deal with the global talent challenges. III. McDonalds’ and Employment Relationship III.1. Literature review of employment relationship and new ERM model In last section, we discussed how important talent management is for McDonalds’ to maintain its competitive advantage in today’s widely open business. Although McDonald’s already has a quite complete talent management program, the organisation should be noticed that its workforce strategy could not be successful without great employment relationship. Gospel and Palmer (1993:3) define employment relationship as â€Å"an economic, social and political relationship in which employees provide manual and mental labour in exchange for rewards allotted by employers.† Rose (2004) clarified that rewards can be not only economic but also social and psychological. Millmore et al. (2007) believed that psychological reward is an indispensable part in employment relationship. They went on to define two key strategic concepts that were labour – management partnership and psychological contract. According to Millmore et al. (2007), key values of a successful labour – management partnership included share of goals, culture, knowledge, effort and information. Armstrong (1996) discussed that the labour – management partnership initiated when employees provide skill and effort to employers and the employers provide the employee with a salary in return. However, the employment relationship can also be expressed in terms of a psychological contract defined by Rousseau (1994, cited by Millmore, 2007:448) as â€Å"the understanding people have regarding the commitments made between themselves and their organisations†. Noe (1999, p. 290) states, â€Å"a psychological contract is the expectation that employers and employees have about each other†. According to CIPD (2006), psychological contract breach occurs when employees believe that the organization has failed to deliver its promises or obligations. There were many research works about psychological contract and its importance in employment relationship, for example Robinson and Morrison (2000); Coyle-Shapiro and Kessler (2000); Guest and Conway (2002); Turnley et al. (2003); Conway and Briner (2005). These works however did not point out a model that is practical and easy to apply and measure in the workplace. In addition, because of globalisation and today’s fast changing business environment, the needs of organizations and workers’ expectations changed significantly (Burke and Ng, 2006). Therefore, the traditional psychological contract might not work as well as it had been. Besides, most of the research in the past has emphasised the employee, while it should be on both employees and employers’ perspectives (Baker, 2009a). Baker (2009a) believed that there is a need to develop a new concept of employment relationship that enables corporations to attract good staff and retaining talented employees in toda y’s business environment of volatility, uncertainty, and global competition. In such a business environment the traditional perspective on employment relationship such as that of Gospel and Palmer (1993) might not work. According to Baker (2009a), the new employment relationship model must base on the workers’ needs with organisational outcomes. He then provided core attributes of the model including flexible environment, customer-focus, focus on performance, project-based work, human spirit and work, loyalty, learning and development and open information. In next section, we will discuss about these core attributes with the illustration of McDonalds’. III.2. McDonald’s and the application of new employment relationship model The first aspect of the relationship is flexible employment which defined by Baker (2009a) as organisation policy to encourage workers to work for other units or departments. In 2006, McDonalds’ conducted an in-depth analysis of which staffs could be potential leaders and managers, what skills and experience they needs, to which units they should be moved to get these skills and knowledge, and how to facilitate the movement (Goldsmith et al., 2009). The implementation of flexible employment strategies can create opportunities for workers to develop their career beyond the confines of their specific specialization. Kappia et al. (2007) proved these career development opportunities could be more motivating than monetary rewards. The concept of customer-focus, which becomes more and more important in business techniques (Bharadwaj et al., 2012; Idris, 2012; Kanti, 2012), is the second attributes of new employment relationship model (ERM). The concept of customer-focus places empl oyees in the â€Å"unique position of answering to two bosses†, the organisation and the customer (Baker, 2002). Baker (2009b) believed that a successful customer-focused strategy depend on managers and workers’ good communication with external sources such as local communities and culture. Related to the case of McDonald’s, its customer-focused â€Å"Plan to Win† relies on local talent to develop a deep connection between McDonald’s and the local communities in which it operates (Goldsmith et al., 2009). According to Baker (2009a), the concept of focus-on-performance suggests that customers should focus on the achievements of their job and the way they achieve them instead of job specifications. Organisations, on the other side, should link rewards and benefits with performance rather than organisational policies and rules. Moreover, new ERM suggests that an effective â€Å"multidimensional performance system† promotes workers to contribute beyond their regular task while organisations can utilise and reward workers for these non-job contributions (Baker, 2009b). Since 2001, McDonald’s redesign its performance measurement system with six â€Å"performance drivers† for which employees ‘be measured not just on the â€Å"what† of their accomplishments but also on â€Å"how† they accomplished it’ (Goldsmith et al., 2009). The system also enable top managers to signal the importance of needed culture change in which employees are encouraged to be more innovative and contribute more than merely doing their regular tasks. The fourth aspect of new ERM is project-based work. As business environment is increasingly uncertain and unstable, project-based work gains more interest from both corporations and employees (Watson, 2012). This initiative includes several forms such as temporary and fixed term contracts, outsourcing, flexible time, part-time working, overtime, job rotation, or functional mobility, which provides job flexibility (Peirà ³ et al., 2002) The project-based work is also widely applied in McDonalds’ as the senior managers often depend on peers’ assessment in providing employees development job opportunities (Goldsmith et al., 2009). With the increase in market competition and dynamic work environment, many employees are suffering from work overload that could seriously affect the organisational performance (Altaf and Awan, 2011) and many researchers believes that workplace spirituality is one way to deal with this problem (Karakas, 2010). Baker (2009a) also mentioned human spirit and work as a function of new ERM. The effectiveness of the workplace spirituality on work performace, however, is still criticised by several researches and hypothesis tests, for example Bell et al. (2012) and Weitz (2012). There is also no evidence that this concept has ever been applied at McDonalds’. Another aspect of new ERM doubted to be effective and not applied at McDonalds’ is open information. Loyalty and commitment, on the other hand, has no doubt to be a so important attribute of new ERM. According to Baker (2009b), these aspects should come from both sides. Employees’ loyalty is to enhance organisational outcome rather than processes, while organisational commitment is to improve employees’ personal objectives and development. McDonald’s has paid significant attention to its employees for years. McDonald’s has its Commitment Survey to assesses employee satisfaction with the support and recognition they receive, the extent to which their skills are utilized and developed, the degree of their empowerment, working condition and their compensation (Goldsmith et al., 2009). A manager’s scores on the Commitment Survey are one of many important factors considered in assess employees’ effectiveness and potential for advancement. Much related to this aspect is learning and development. As discussed in last section, McDonalds’ initiated its The Leadership at McDonald’s Program, which aimed at identifying developing high potential talent, in 2004 (Goldsmith et al., 2009). Having been accessed as qualified candidates of the program, employees will be granted for many individual learning opportunities. First, each participant will have a coach to discuss progress against objectives and receive objective feedback and developmental coaching throughout the program. They also have opportunities to work closely with McDonald’s high potential peers throughout the program and with talented management peers from other companies/industries as part of the Thunderbird Program in order to build strong internal and external peer networks ( Goldsmith et al., 2009). The application of these attributes brought McDonalds’ several positive signs. As of mid-2006, 34% of the 104 graduates of the LAMP Program have been promoted while only 4% of the them have left the company for other opportunities. It is a key objective of the program for its participants to know they are highly regarded and that the company will continue to invest in their ongoing development. The program also made itself a strong brand identity and equity within the organization and more and more employees want to join the program (Goldsmith et al., 2009). IV. Conclusion As SHRM becomes more and more important for organisations, it is critical for managers to understand not only its related theories and concepts but also discover and invent the most practical models for which they can apply to their organisation. As businesses become more and more global SIHRM and the model of global talent management of Tarique and Schuler (2010) plays an important role in the development and success of MNCs. Even when organisations already have a quite complete talent management program, they should notice that its workforce strategy could not be successful without good employment relationship. Baker (2009a) believed that there is a need to develop a new concept of employment relationship in today’s business environment of volatility, uncertainty, and global competition and he introduced the new ERM. The case of McDonalds’ (Goldsmith et al., 2009) has shed the light on how practically successful these models could be when appropriately and effectively applying in an organisation. This is, however, just the beginning of these relatively young models and the question of whether these models can create sustainable competitive advantage will need more academic and practical researches in the future.

Acids, Bases Buffers Essays

Acids, Bases Buffers Essays Acids, Bases Buffers Paper Acids, Bases Buffers Paper To measure the buffering capacity of two types of Isotonic drinks. Introduction: There are acid-forming. Basic forming and neutral food, however the acid or alkaline properties of a food is unable to judge by the actual acidity of the food itself. For example, citrus fruits such as lemon are acidic, but they are alkaline-forming when we consume and digest it. Therefore the food acidity or alkalinity only can determined when it is break down and digested. To maintain a healthy diet, acid- ease balance diet is very important. An acid-base buffer is a solution that lessens the impact on pH from addition of acid and base. The essential feature of a buffer means that it consists of high concentrations of the acidic (HA) and basic (A-) components. When small amount of HUH+ or OH- Ions are added to the buffer, they cause a small amount of one buffer component to convert Into the other, which change the relative concentration of the two component. For any weak acid, HA, the dissociation equation and Aka expression are: The final expression of pH obtained after logarithms applied to both side. Buffer capacity is a measure of the ability to resist pH change and depends on both the absolute and relative component concentration. The buffer capacity is affected by the relative concentration of the buffer component which the buffer capacity in increasing with the concentration of the components of a buffer. For a given addition of acid or base, the buffer component concentration ratio change less when the concentration are similar than what they are different. Materials: Acetic acid (MM=60 g/mol), Noah solution (0. MM), HCI solution (0. 001 M), calibration buffer (pH. 5 and pH 5. 5), 7-UP, 100 Plus. Based on El Chatterer principle, the equilibrium of the system will shifts to the left to suppress the acid from dissociating as much as it would in water and causes the [HUH+] decreased. Therefore higher pH (less acidic) obtained with increasing of the sodium acetate added. This is because the common ion effect that acetate ion CHOC- play the role as common ion for both the acetate acid and the sodium acetate solution. Buffer by 1 unit for acetate solution is the highest and for the 0. MOM HCI is the lowest. Same case goes with their buffer capacity that have been calculated. This implies that the more concentrated the buffer, the greater its capacity, and the larger the resist of pH change. For the 7-JP and citrate buffer is present in the solution which in the form of sodium citrate. The percentage error obtained in this experiment is considerable high for both buffer and HCI acid solution. There are several factors that may be possible lead to the occurrence of error: The solution is not homogeneous because not stirred well before adding sodium acetate Systematic error maybe happened especially acetic acid measurement taking for 2 decimal places by using a ml pipette. For the titration between HCI and Noah solution is strong acid and strong base titration. They will both fully dissociate, which mean all the molecules of acid and base will completely separate into ions. Therefore, the Noah solution needed to change the pH of HCI solution is lesser than the titration of acetate buffer with Noah solution. HCI + Noah attach + H2O Recommendations: The error of the experiment can be reduced by using microcomputer for the 2 decimal place volume of acetic acid that need to take, instead of pipette which has ml. Besides, the glass rod may hit the pH meter bulb and it is unable to let the solution keep stirring, therefore the magnetic stirrer bar is recommended here to be used in order to have constant stirring to ensure the solution is homogeneous. Question and Answer: 1. Based on the results in the experiment, which beverage (7-up or 100-Plus) shows a better buffer capacity? Why? Answer: In this experiment, 100-Plus has better buffering capacity than the 7-JP. Buffer capacity is the measure of this buffer ability to resist pH change and depends on both the absolute and relative component concentrations. The greater the buffer capacity of the buffer system, the more acid or base is required to change the pH of the buffer system. In this experiment, the average volume of Noah solution used to increase 1 unit of pH is higher in 100-plus. 2. What are the chemical components in 7-JP and which are involved in determining the buffer capacity of these soft drinks? Answer: The chemical components involved in determining the buffer capacity of 7-up and 100-plus are iatric acid, its conjugate base, citrate, carbon dioxide and its conjugate base carbonic acid.

pKb Definition in Chemistry

pKb Definition in Chemistry pKb is the negative base-10 logarithm of the base dissociation constant (Kb) of a solution. It is used to determine the strength of a base or alkaline solution. pKb -log10KbThe lower the pKb value, the stronger the base. As with the acid dissociation constant, pKa, the base dissociation constant calculation is an approximation that is only accurate in dilute solutions. Kb can be found using the following formula: Kb [B][OH-] / [BOH] which is obtained from the chemical equation: BH   OH−  Ã¢â€¡Å' B H2O Finding pKb from pKa or Ka The base dissociation constant is related to the acid dissociation constant, so if you know one, you can find the other value. For an aqueous solution, the hydroxide ion concentration [OH- follows the relation of the hydrogen ion concentration [H] Kw [H][OH- Putting this relation into the Kb equation gives: Kb [HBKw / ([B][H]) Kw / Ka At the same ionic strength and temperatures: pKb pKw - pKa. For aqueous solutions at 25 ° C, pKw 13.9965 (or about 14), so: pKb 14 - pKa Sample pKb Calculation Find the value of the base dissociation constant Kb and pKb for a 0.50 dm-3 aqueous solution of a weak base that has a pH of 9.5. First calculate the hydrogen and hydroxide ion concentrations in the solution to get values to plug into the formula. [H] 10-pH 10-9.5   3.16 x 10–10  mol dm–3 Kw   [H(aq)] [OH–(aq)] 1 x 10–14  mol2  dm–6 [OH–(aq)]   Kw/[H(aq)] 1 x 10–14  / 3.16 x 10–10   3.16 x 10–5  mol dm–3 Now, you have the necessary information to solve for the base dissociation constant: Kb   [OH–(aq)]2/[B(aq)] (3.16 x 10–5)2  / 0.50   2.00 x 10–9  mol dm–3 pKb   –log(2.00 x 10–9)   8.70

The economy of the Republic of China Essay Example | Topics and Well Written Essays - 1000 words

The economy of the Republic of China - Essay Example It has ensured that the resources in the nation are well galvanized to ensure they are projected towards the interest of the state and, in this case, to spur economic growth. However, the same regime has been put into the limelight by Western media of its unethical practices, especially in trade operations. China is accused of undervaluing its currency to ensure its local companies receive an undue advantage over their competitors in the global front. Locally the state runs almost 60% of the manufacturing firms; those enterprises are often favored to ensure they are advantaged over private companies in terms of government regulation and other elements (International Economic Association, Aoki, and Wu, 2012).Economic analyst and policymakers at the People’s Bank of China have been working to come up with an elaborate strategy that will see the country make a ‘safe landing’ once its economic growth rate subdues. It is a mitigation effort that is meant to prevent the nation from past economic catastrophes that had hit it back in 1985-1989 and 1992-1994 when the constant growth that China was undergoing drastically dropped thus affecting the economic system with massive inflation (Knight and Ding, 2012). It is prudent that trade in the modern world is market-driven; The Chinese government is relaxing its grip on the economy allowing litigations that are aimed to transform the economy to be market-based to ensure it naturally survives economic conditions in the future.