Hhgh Free Essays

string(136) " considered when it is fair and transparent, since favouritism might occur; while external channel of recruitment base on the contrary\." Free Human Resources Literature Review richard | October 20, 2011 4 0 Rate This Article Table of Contents [show] LITERATURE REVIEW 1. 1 Human Resource Management In a rapid competitive business environment, the procedures of outlining the role, function and process of Human Resource Management (HRM) within a dynamic and uncertain environment are ongoing for many decades. In the early 1980s numerous books and articles were published by American Business Schools professors to support the widely recognition of HRM concept, and the environmental volatility in today’s contemporary business that specifically identify conflict and heterogeneity (Soderlund and Bredin, 2005). We will write a custom essay sample on Hhgh or any similar topic only for you Order Now Due to its diverse origins and many influences, HRM covers essential aspects of central concern in organisations such as individual, practice, educational theory, social and organisational psychology, sociology, industrial relations, and organisational theory (Soderlund and Bredin, 2005).. To date there is no widely acceptable definition for HRM and what it entirely involves in our daily business world (Brewster and Larsen, 2000). Fewer satisfactory definitions have been propounded by different writer such as (Soderlund and Bredin, 2005), whom perceived HRM as 1) an ‘executive personnel responsibility’, that mainly concern with management activities; 2) classified HRM as management philosophy that concerns with people treatment and, finally 3) discerned HRM as interaction management between the firm and its people. Due the conflicting theoretical conception and hypothetical disagreement about the general acceptance of the definition, Price (2007) definition would be used to in this literature because it better explained and cover huge areas of the study. According to Price (2007): â€Å"A philosophy of people management based on the belief that human resources are uniquely important to sustained business success. An organization gains competitive advantage by using its people effectively, drawing on their expertise and ingenuity to meet clearly defined objectives. Human resource management is aimed at recruiting capable, flexible and committed people, managing and rewarding their performance and developing key competencies†. The dynamic and uncertainty in HR contemporary organisations are tremendously moving towards a radical dimension (Analoui, 2007). Recent debate by many researchers have laid more emphasis about matching and incorporating the HR-department with other strategic functioning departments within organisation (Soderlund and Bredin, (2005); Analoui, (2007); Price, (2007). 1. 2 HR IN A CONTEMPORARY ORGANISATION HR is essentially crucial in today’s contemporary organisations because it induce high-performance management through the use of employees; by enhancing their levels of customer’s service, productivity, growth, profits and quality control (Armstrong, 2000). Lado and Wilson (1994, p 701) outlined a separate interconnected activities, roles, processes and other aspects that are aimed to attracting, maintaining, and developing the firm HR activities in contemporary organisations, such as: 1) planning; 2) recruitment and selection 3) training; 4) performance management; 5) benefits and rewards; 6) compensation; 7) and 8) career development (Banhegyi et al. , (2008) and (Robbins Coulter, (2002). 1. 2. 1 Planning Planning in Human Resource has been discussed in different HRM contexts for many years (Wren, 1994). HR planning was initially an important aspect of ob analyses and was often used as bases for determining strengths and weaknesses among the employees and to develop the skills and competences they needed (Gallagher, 2000). As individual career plans started to gain more popularity, companies gradually started to pay more attention to the certain skills and competences among individual employees as a way of aligning and dealing with t he companies’ succession planning (Kuratko and Morris (2002). As this aspect been scrutinised rigorously by many researchers, HR planning is still a complicating and complex issue of debate within the HR practices (Schuler, 1986). In 1978, McBeath addressed his view of HR planning by highlighting a set of issues that he regarded as being important with respect to the HR planning. These were; An estimation of how many people the organization needed for the future A determination of what ability, skills, and knowledge requires to compete An evaluation of employees ability, skills and existing knowledge A determination of how the company could fill the identified competence gaps Storey (1995) argues that HR planning today is a very important task of every contemporary organization’s HR department. According to him, HR planning mainly involves the identification of skills and competence within the organization, the filling of identified competence gaps, and the facilitation of movements of employees within the organisation. An essential part of the HR planning is the succession planning which aims to ensure the supply of individuals and filling of gaps on senior key positions when they become vacant and replenish competences to areas where they are most valued (Wolfe, 1996). 1. 2. 2 Recruitment and selection In organization the system that responsible for placing diversifies talents throughout is refers to as recruitment and selection processes. The process of recruitment and selection is an ethical approach by a firm to seek and attract the most competent and suitable applicant for a vacant position (Analoui, 2007). Price (2007) inferred that recruitment strategies can be divided in three significant approaches: suitability – the most qualified applicant for the position, malleability – moulded within the cultural norms, and flexibility – the most reliable and versatility employee. These factors are quite complicating and can be easily mistaken during the process of hiring employees. Suitability is a critical aspect hence it mainly concerned with the process of hiring the most suitable applicant for the position. The process of selecting and retaining potential employees is the greatest organisational competitive battle in modern days (Pfeffer, 1994). Having the greatest talent simply implies that the firm will be able to compete aggressively in the market. This phenomenon are quit prevalent in our daily business life and has also pushes organisations to gain a niche by employing the most renowned managers to lead the thriving future. 1. 2. 2. 1 Channels of Recruitment Russo et al. , (1995) cascaded channels of recruitment into external and internal recruitment, and formal and informal channels. Internal recruitment channels mainly involve the use of intercommunication between other strategic areas of the organisation and the entire HR department. This approach enhances the firm to prioritise and target in-house or current employees (Russo et al. 1995; Analoui, 2007). Internal recruitment can be fully considered when it is fair and transparent, since favouritism might occur; while external channel of recruitment base on the contrary. You read "Hhgh" in category "Papers" 1. 2. 3 Training In today’s contemporary organisation, employees ‘skills and knowledge can make a positive impact on the firm‘s productivity (Guzzo, J ette Katzell, 1985). Organisations have to counter some difficulties while training a single or more employees (Ostroff Kozlowski, 1992). Previous literatures argue the affordability of some organisations that eprive themselves for a single individual employee particularly when human resources are limited: this can hinder the productivity on the short term and destabilize the organization (Bishop, 2003). He continues to stress that such perception about training implies that organisation should embark on a cost reduction strategies and focuses on in-house or on-job-training (OJT). Formal training is just one of the possibilities for organisations to enhance the personnel performance level, as important roles are covered also by organizational socialization (Chao, 1997) and multitasking (May, 1997). It was suggested in the early 1990s that organisational socialisation is a fine process for newcomers to source out information’s about the organisation, learn about the necessary tasks and how to perform their responsibility; clarifying their roles and relate with others inside the organisation (Ostroff Kozlowski, 1992). This philosophy was also supported by Rollag Cardon (2003) as they indicated that the process of socialisation within a firm enhance newcomer to incorporate and learn in a well conducive atmosphere. . 2. 4 Performance Management The concept of measuring performance or managing performance within organisations is to strategize how firms can get the utmost benefits from their employees (Dransfield, 2000). The approach to measuring performance can be classified as a three-step approach that composed by objectives, appraisal and feedback. The first step is the setting of performance objectives that are quantifiable, easy to measure and simple to communicate thr oughout the organisation (Dransfield, 2000). After that, the process of performance appraisal should take place (Bredin, 2008). The management of performance includes design of work systems, facilitation of knowledge utilisation, sharing and creation, and appraisal and reward systems (Cardon Stevens, 2004). However, this phenomenon has been supported by different researchers claiming that performance management/appraisal is an outstanding process to determine and supervise employees output within the firm, so as it would be less complicating to ssess and achieve maximum performance (Zhu Dowling, 1997). It is an excruciating process to implement and evaluate a systemic approach that can accurately pinpoint employee who is responsible for results within an organisation (McKenna Beech, 2008). However, outcomes of individual behaviours such as job satisfaction, employee turnover, absenteeism (Dyer and Reeves, 1995); motivation and commitment (Seibert, Silver, Randolph, 2004), are proximal hence human resource processes are inte rconnected. In as much that the human resource practices are intended to achieve result in this area; there effect can also have a tremendous influence on the aforementioned outcomes (Bloom, 1999). 1. 2. 5 Benefits and rewards Eliciting high contributions within an organisational environment is highly essential for the firm as well as the employees (Appleby and Mavin, 2000). For instance, expectancy theories have explicated aspects of anticipated rewards in line with employee’s motivations. This indicated that every employee will have to face with a logical decision in accordance to the present economical circumstance (Tannenbaum and Dupuree-Bruno, 1994). As a result to that employee considerable effort will manifests into an intended realisations and fulfillment of a specific desire outcome. Such manifestation enhances the explanation of the crucial aspect of organisational reward system and how it can be sustain and elicit the firm human capital investment Tannenbaum and Dupuree-Bruno (1994). The conceptions of both internal and external rewards are highly valued by organisations and its employees. Not only the obvious fact that employees yearns more about promotional opportunities, higher pay or better benefits, but also their desires and anguish spins from autonomy, personal growth and valued responsibility. Different authors have suggested the positive relationship, size and the implementation of innovative ideas in human resource practice as a result to economic of scale (Baldridge and Brunham, (1975) and Moch and Morse, (1977). This conception has locus the local firms at greater disadvantage in-terms of retaining or recruiting top-notch talent (Tannenbaum and Dupuree-Bruno, 1994). Figure 2: model for reward management Source: Bratton Gold, 2003, p. 282 1. 2. 6 Compensation According to Patel Cardon (2010) compensation is vital for contemporary organisation as it contributes to attract and retain high skilled workers with superior salaries, and it encourages a desired stakeholder behavior regarding recognition and legitimacy. Minbaeva et al. (2003) inferred that compensation would enhance motivation among personnel too. Even though non-financial compensation can really work as a positive stimulus for the workers, providing monetary benefits is necessary to increase the productivity of the employees on the individual or group level (Gomez-Meja, 1992). Balkin and Swift (2006) suggest a more flexible approach toward the payment issue. They proposed to relate it to the life stage of the organisation with a higher rate of non-monetary benefits during the first years of activity, and a re-equilibration whenever the company enters the mature stage. Non-monetary paybacks are represented by stock options, stocks or other form of equity sharing that enhance the participation and the motivation of employees, while spreading the risks over a larger number of people (Graham et al. , 2002). The aforementioned ownership sharing represents also a long-term planning for compensation, as Graham et Al. (2002) stated, but also short-term rewards exist. These are represented by profit sharing policies aiming to encourage the employees toward group work, or to control the organizational outcomes (Heneman Tansky, 2002). 1. 2. 7 Career development (CD) Many practitioners and scholars within human resource development (HRD) field have claimed that the utmost crucial aspect of the practices is career development (McLagan, 1989; Weinberger, 1998; Swanson Holton, 2001). However, this area of studies has been given little attention (Upton, Egan Lynham, 2003). With the intense competition in the 21 century, many organisations have realised that in order for them to stay competition they have to improve their employees and enhance their career development (Boudreaux, 2001); rather than individual career development (Swanson Holton, Upton, Egan Lynham, 2003). Therefore, many organisations are now taking a proactive measures towards equipping their staffs and educationally (Leana, 2002) or create a climate that supports their staffs at all levels of the organisation to be more resultant and productive (Sullivan, 1999); which Boudreaux, (2001); Brown, (1997) referred to as ‘‘shared responsibility’’. However, learning within an organisation is quite critical and expensive; (McDonald, Hite Gilbreath, 2002). The most common learning methods within organisations are informal (i. e. n-the-job coaching, sessions, lesson learned, development assignment) Power, Hubschman, Doran, (2001) and formal learning (i. e. as training/workshop and other forms of professional training conducted by professional bodies internally or externally (McDonald, Hite Gilbreath, 2002). 1. 3 The importance of HR in organisation The sole aim of HRM is to guarantee that the firm human capitals are being used in the fullest capability to produces the greatest organisation results that meets with the firm needs Nadeem Moiden, (2003) and Gilley and Gilley, (2007). Therefore, the philosophy of empowering employee’s capabilities is coined to the conception that HR is extremely crucial for sustainable competitive advantage and organisational success (Koch McGrath, 2003). HR in organisation is also crucial because its assist managers and employees through a change process (Hendry, Jones, Arthur Pettigrew, 1991). Businesses can gain enormous competitive advantages when their employees are used effectively to drawing on their expertise and ingenuity to meet clearly defined objectives. When organisation recruit the most effective, capable, committed and flexible people; and managed and reward them accordingly their performances, competencies and efficiency would help the firm productivity immensely (Price A. , 2007). Managers that tactfully execute organisational goals depend on the HR practices to deliver excellences so that they can achieve the utmost business performance (Becker, B. and Gerhart, B. , 1996). However, the HRM field has been isolated and misunderstood by many researchers and practitioner, failing to realise that without employees there would be no functioning organisation Argote, McEvily and Reagans (2003). As employees remain the most expensive and reliable asset of the organisation, the practices of HR will remain a vital area of discussion (Becker, B. and Gerhart, B. , 1996). 1. 3. 1 Advantages and disadvantages of HR As many other departments within an organisation encounter, challenges are inevitable and are present in our daily business lives. There are three main disadvantages, or some may refers to a challenges facing HR, namely: 1. Managers â€Å"need to support corporate productivity and performance improvement efforts† (Dessler, 2008, p 87). 2. Employees play an expanded role in employers’ performance improvement efforts† (Dessler, 2008, p 87). All the basics contents associated with high-performance organisation, such as high-technology team-based production, are rather futile without high levels of employee competence and commitment. 3. The challenge, derived from the first two, is that â€Å"employers see that their human resource units must be more in volved in designing – not just executing – the company’s strategic plan† (Dessler, 2008, p 87). 1. 4 Strategic HR roles in dynamic and uncertainty environments Strategic HRM (SHRM) roles consist of strategies executions and formulations. The strategies execution has been the predominant aspect of the SHRM’s strategic job. Strategies formulators always set and margin their formulations in line with the corporate and competitive strategies and aligned the firm policies and practices towards their strategic formulations (Dessler, 2008). In recent years, there has been a trend shift and researchers have now identified SHRM to take an active role with the top managers in the firm to formulate the company’s strategic plans. The gliding competitive environment due to a globalized economy has lead to that many employers are pursuing improved performance by improvement of commitment and competence level of their employees. Dessler, (2008) outlined four strategic tools that could be used to enhances employees abilities and proficiencies, such as employees satisfaction, loyalty, motivation and satisfactions. 1. 4. 1 Employee satisfaction Employee satisfaction is the individual satisfaction as a professional person, that is, the individual has an effect on his attitude. Organization member to its operating characteristic is the cognitive evaluation, employees get through the more realistic values and expectations of the gap between the value obtained after the meeting whether or not all aspects of work attitudes and emotional responses. It involves the work of the degree of organizational commitment and work motivation is closely related (Saari, L. M. , Judge, T. A. , 2004). Superior-subordinate communication is an important influence on job satisfaction in the workplace, in which the way a subordinate perceives a supervisor‘s behavior can positively or negatively influence job satisfaction. Nonverbal messages play a central role in interpersonal interactions with respect to impression formation, deception, attraction, social influence, and emotional expression (Burgoon, Buller, Woodall, 1996). 1. 4. 2 Employee loyalty Employee engagement is personified by the passion and energy employees have to give of their best to the organization to serve the customer. Engagement is characterized by employees being committed to the organization, believing in what it stands for and being prepared to go above and beyond what is expected of them to deliver outstanding service to the customer. Engaged employees feel inspired by their work, they are customer focused in their approach; they care about the future of the company and are prepared to invest their own effort to see that the organization succeeds (Cook, 2008). Engagement can be summed up by how positively the employee: Thinks about the organization; feels about the organization; proactive in relation to achieving organizational goals for customers, colleagues and other stakeholders. Employee loyalty can be divided into active and passive loyalty. The former refers to the subjective staff loyal to the company with the desire (Cook, 2008). This desire is often due to a high degree of organization and employee goals and now there are consistent with organizational help for employees‘ self-development and self-realization factors. Passive loyalty is when the employees themselves do not wish to remain in the organization, but due to some constraints, such as high wages and welfare, transportation, etc. , have to stay in the organization. Once these conditions disappear, the staff can no longer feel organizational loyalty (Cook, 2008). The basic elements of enterprise employees, their enthusiasm on behalf of corporate morale, awareness of their work reflected in the subtle strength of enterprises (Pepitone and Bruce, 1998). 1. 4. 2. 1 Wages and benefits systems Salaries and benefits in the eyes of employees affect their loyalty is one of the important factors. â€Å"Money is not the most important, but no doubt a very important†, whether corporate or professional loyalty, loyalty is established on the basis of material, good pay system to ensure the basic material needs of the employees, will have good professional loyalty, and corporate loyalty (Cook, 2008). 1. 4. . 2 Enterprise human resource management system As indicated above human resource management is compulsory for each company and one of the most important courses; how to send staff to the right on the job, motivate employees, training and study staff, will be affected to some extent, staff loyalty. In the development of the unscientific, resulting in unfair business, become a mere formality, which often occurs. Negative phenomena that affect the performance of their staff, or even result in employees slack, complain more, rumors filled the air, to lose morale. Figure 3 Maslow’s hierarchy of needs Source: Maslow, (1943) 1. 4. 2. Retaining top employees Excellent staff should have: First, high loyalty, company loyalty by recognizing the company’s values, to share weal and woe, and common development; second, right attitude, initiative, and study to make improvements, work hard and willing to do, know that they are doing, those things that do and should not do, great development potential; Third, professional ability, can work independently, with skill, and can continue to improve (McKeown, 2002). The roles of great employees are being productive and increased passion for and commitment to the organization‘s vision, strategy and goals (Cook, 2008, p. 31-32). . 4. 3 Employee Motivation Motivating employees wa s highlighted as an indispensable part of HRM in many studies (e. g. Pinnington and Edwards, 2000; Dessler, 1997; Stone, 2005). Pinnignton and Edwards (2000) divided motivational incentives into two parts: motivating individuals and motivating groups. The former one pays the attention on individual needs and the later one highlight the equity principia. Some incentives played big roles in motivational process, for instance, the good communication between organization and employees (e. g. Ivancevich, Konopaske and Matteson, 2008; Stone, 2005; Dessler, 1997), High Job satisfaction (e. . Lambert, Hogan and Barton, 2001; Wright and Bonett, 2007), Good Payment and treatment (Carpenter and Sanders, 2004) and so on. Meanwhile, relating to the interesting issue on employee turnover often happened in the company, job satisfaction is one kind of factor that influences the turnover intent of employees. Lambert, Hogan and Barton (2001) pointed out that job satisfaction is a key mediating variab le between the work environment and turnover intent, and suggested that managers take the focus on the work environment to improve employee’s job satisfaction, and ultimately lower turnover intent. Carpenter and Sanders (2004) opined that the investment in TMT (Top Management Team) could be way for attracting and retain talent for organization. Thus, it is required, and should be considered into the HRM process too. 1. 4. 4 Employee satisfaction Employee satisfaction is mainly concern with the satisfactions that derived from the individual as a professional person. One common research finding is that job satisfaction is correlated with life satisfaction (Rain, et al, 1991). This correlation is reciprocal, meaning people who are satisfied with their lives tend to be satisfied with their jobs vice visa. However, some research have argued this concept that that job satisfaction is not significantly related to life satisfaction because of their variable such as nonworking satisfaction and core self-evaluations are taken into account (Rode, J. C. 2004). Organization member to its operating characteristic is the cognitive evaluation. Employees get through the more realistic values and expectations of the gap between the values obtained after the meeting whether or not all aspects of work attitudes are emotional responses. This consists of the extent of firm involvement and related motivational activities (Saari, L. M. , Judge, T. A. , 2004). Burgoon, Buller, Woodall, (1996) one of the most suitable means of influencing employees satisfaction is the manners at which superior relate and communicate with subordinators. The meshing and mashing of interpersonal relationships between the two distinctive groups or status plays a significant roles in terms of respect, attractions, formative impression or emotional expression, deceptions and social influences (Burgoon, Buller, Woodall, 1996). Weiss and Cropanzano, (1996) inferred that such immediacy and friendliness will cumulate the essential elements of job satisfaction (Weiss and Cropanzano, 1996). The way employee’s feels and thought that their jobs being appreciated are very much essential in terms of employees job satisfactions (Organ, D. W. , Ryan, K. , 1995); turnover (Saari Judge, 2004); and absenteeism (Wegge, et al, 2007). Job satisfactions ultimately looks at the general aspects of satisfactions employees gained from their work in entirety (Mount Johnson, 2006) How to cite Hhgh, Papers

Bluescope Steel Company-Free-Samples for Students-Myassignment

Questions: 1. What are the key Environmental issues faced by BlueScope Steel? 2. What are the key resources used by the company? 3. How can Blue Scope gain from better work practices? 4. How do they measure and record current usage of resources? 5. How was Blue Scope able to implement waste reduction? 6. Out of the hints and tips listed on the 2nd page of the case study, select 3 tips and explain how they can be applied at ACK? Answers: 1.BlueScope is facing various environmental challenges in carrying out its manufacturing processes. Some of the key challenges include; Greenhouse gas emissions, the company believes that this is an important issue that requires response and hence taking part in reduction of the emissions to protect its employees as well as the communities at large (Mathieson, et al, 2005). Air pollution, the company is concerned with the quality of air used by both its employees and the community at large hence investing in air filtration systems. Climate change, as result of change in climate leading to water shortage and drought among the community members, the company has come up with water harvesting system for preservation to use during dry times. 2.Key resources used by the company are; Coal is a key resource used in energy production used in producing raw steel. Water is a key resource used in steel production both in circulation and finishing processes. Iron that is mainly produced by use of coal energy is the primary set of raw steel that is processed to make the steel product as a complete. 3.BlueScope can gain better work practices by; Enhancing creative and strategic management activities to help understand new trends in work practices. Ensuring a clear set of ethics to be followed by both the management and the junior employees. Ensuring positive working relationships with all the companys stakeholders to ensuring a positive working environment. Ensure a strong and productive human resource department to ensuring the well- being of all the employees for positive productivity. 4.The company is able to measure and record current usage of resources by taking count of all the inputs and outputs taking place within its environments. This ensures that all raw materials, production processes, labor supply as well as products distributed in the market are recorded. This helps the company to come up with a detailed report on its inputs and outputs relating to its level of growth. 5.BlueScope was able to implement waste reduction idea by; Creating an environmental committee that consisted of the company staff members who engaged in the waste reduction mission by focusing on means of waste distribution and means of waste reuse (Ness, et al, 2015). Improving filter cake management also enhanced waste reduction as the water residue from steel production was controlled appropriately. 6.Enhancing management systems by the staffs to protect the environment by implementing rag and grove recycling programs resulted to waste reduction. The hints and tips given can be applied at ACK as discussed below; Saving water. Since water used in cooling system does not require to be either fresh or non-fresh, ACK can use this while teaching on processing to minimize water usage by recycling cooling water instead of running the main water source while cooling. Saving energy. To reduce the amount of energy used in processing activities, ACK can explore more heat recovery options available in various options. Example using waste heat to help heat the space that can later enhance energy production. This ensures that direct heat used is less as the preserved heat is used in space heating. Reducing waste. ACK management can decide to come up with an education plan to teach both members of staff and students about the various waste reduction initiatives to help reduce waste in the environment. References Mathieson, J. G., Truelove, J. S., Rogers, H. 2005. Toward an understanding of coal combustion in blast furnace tuyere injection. Fuel, 84(10), pp. 1229-1237. Ness, D., Swift, J., Ranasinghe, D. C., Xing, K., Soebarto, V. 2015. Smart steel: new paradigms for the reuse of steel enabled by digital tracking and modelling. Journal of cleaner production, 98, pp.292-303.

Odwalla Strategy Memo free essay sample

Discussion Odwalla’s most significant resources are its’ strong customer loyalty and brand recognition for providing â€Å"all natural† juice products. Since the company’s main ability focuses on the all-natural production procedure and the idea of â€Å"nourishing the body whole†, it is look at as a high quality product. So, the assumption that Odwalla is producing juice products with E. Coli bacteria and placing them into the marketplace could cause a major problem with its consumers which will lead to a negative impact on the brand. The current situation is whole heartedly linked to the great rate in which Odwalla has grown over the years. The goal of quality has been swapped with an importance on quantity, leaving the production process in a possible dangerous state. E. COLI BACTERIA OUTBREAK: ODWALLA, INC. November 4, 1996 Page 2 of 2 Recommendations 1. Hold a meeting to talk over the follow-up. Talk about the reimbursement for the 66 victims, dealing with the inventory and returned items from customers. We will write a custom essay sample on Odwalla Strategy Memo or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 2. Broadcast a press release and apologize to everybody. This letter contains the regret to the victims and all people and compensation for the victims. 3. Hold a meeting to review the produce process. E-Coli exists in juices means that some parts of the produce process are wrong. We need to find a way to keep from E-Coli. Considering pasteurizing or chlorine-based rinsing 4. Examine all juices after changing the producing process. This is to make sure the new producing process is safety and will not have other harmful materials. 5. Hold a press conference to all with a new image. This is a way to show our determination for changing. We put customers’ safety at the first place.

Preparation and standardisation of HCL NaOH solutions Essay Example

Preparation and standardisation of HCL NaOH solutions Essay Purpose of this lab was to prepare solutions of acid base and then standardize them by using the titration method. Then use them to determine the unknown concentration of an acid solution. Titration is a procedure that is used to study the stoichiometry of a reaction. Before we start the lab we have to some pre-lab exercises.The first exercise is to calculate the number of grams of NaOH required to make 250 mL of a .1 M solution of NaOH. When we calculate this we get 1g. Then the second exercise was to calculate the number of milliliters of 1.20 M HCL required to make 100.0 mL of a .100 M solutions of HCL. The answer was 8.33 ml.DATA-Standardization of NaOH SolutionSample 1Sample 2Sample 3Mass of KHP.335 g.320 g.307 gInitial Volume NaOH, Vi(mL)0 mL17.2 mL27.3 mLFinal Volume NaOH, Vf (mL)17.2 mL34.6 mL43.4 mLTotal Volume NaOH used (mL)17.2 mL17.4 ml16.1 mLMoles KHP.0016 mL.0016 mL.0015 mLMoles NaOH.0016 mol.0016 mol.0015 molMolarity NaOH.093 M.092 M.093 MAverage Molarity.093 MStandard ization of HCL SolutionSample 1Sample 2Sample 3Volume of HCL12 mL12 mL12 mLInitial Volume NaOH, Vi0 mL11.8 mL22.8 mLFinal Volume NaOH, Vf11.8 mL22.8 mL34.6 mLMolarity NaOH.093 M.093 M.093 mLMoles NaOH.0001 mol.0102 mol.00109 molMoles HCL.0019.0102 mol.00109 molMolarity of HCL.093 M.093 M.092 MAverage Morality.093 MConcentration of Unknown HCL Solution.Unknown 2Sample 1Sample 2Sample 3Volume of HCL12 mL12 mL12 mLInitial Volume NaOH, Vi (mL)Final Volume NaOH used (mL)16 mL21.2 mL26.6 mLTotal Volume NaOH, used (mL)15 mL5.2 mL5.4 mLMolarity NaOH.093 M.093 M.093 MMoles NaOH.000484 mol.000484 mol.000502 molMolarity of HCL.000484 mol.000484 mol.00502 molMolarity of HCL.040 M.040 M.042AVERAGE MOLARITY .041 MConclusion- The titration methods were use to prepare solutions of acid and base and also to determine the unknown concentration of an acid solution. Average Molarity of the unknown solution was .041 M.Supplementary Questions-1. Using the exact mass of NaOH measured and recorded at the b eginning of the experiment, calculate the molarity 250 mL NaOH solution. How does this compare to the NaOH concentration you calculated using the data in part 4? What could be some reasons for this?1g * 1mol/40g * 1L/.25 L= .1 M It is greater then the concentration in part 4.2. Why were the amounts of distilled water added to the acids not precisely recorded and considered to be irrelevant? This might be because distilled water has no effect on the amount of the acid because the acid is stronger.3. Would the calculated molarity of the HCL solutions be higher or lower or not affected if each of the following occurred. Explain your answersA. The buret containing NaOH was rinsed with distilled water but not rinsed with NaOH before being filled.Reduce NaOH concentration, more NaOH would be used. Therefore molarity of HCL would be more.B. The calculated molarity was too highThe moles of NaOH used would be high. Therefore HCL would be highC. The tip of the NaOH buret contained an air bubb le at the beginning of the titration but not at the end.It would seem like more NaOH was used Therefore HCL higher.4. Suppose you used the base Ca(OH)2 instead of NaOH. What changes would need be made to the calculations of the HCL concentrations?It would have to double because twice as more OH ions are used.

29 Improv Opening Lines to Try

29 Improv Opening Lines to Try Here are 29 opening lines- improv starters- to get two-person improvisations jump-started. Each line is created to give the student actors a sense of the characters and setting for an improvised scene. Directions: Print this page and cut the paper into strips- one line per strip.Put the strips into a â€Å"hat†- a container.Assemble student actors into groups of two scene partners.Explain that one student actor per pair will pick a slip that has an opening line printed on it. That student actor will need to read and memorize the opening line, but will not reveal the line to his or her scene partner- yet. This line will be the first line spoken in the pair’s improv.Have one member of each pair pick a line out of the hat and memorize it.Remind student actors of the classroom improvisation guidelines.Have each pair present their improv.Hold a brief reflection on each improv- â€Å"What can you praise?† â€Å"What might they polish?† Opening Lines Excuse me, ma’am. I need to return this shirt for a refund.Miss, I am afraid I did not order a hot dog for dinner.Look, I know you hate this, but we need at least one good photo of you.So, Jordan, please explain why Paul’s homework was in your backpack.Officer, please, no! Don’t give me a speeding ticket!Do you think Mother would like this crown or the silver one?Oh! It is such an honor to meet you! Could I get your autograph for my daughter?Sir, your suitcase will not fit in the overhead bin.I think our cheer needs a better jump and some words that rhyme with team.Ladies and Gentlemen, please welcome today’s guest- Pat Perkins- an expert on how to organize your desk!Look, my muscles are killing me! Can’t we take a break from this workout?Just rip the paper off! I can’t wait for you to see this totally unique gift!Excuse me, ma’am. Is that dinosaur skeleton real or is it just a model?Well, this is what we’ve been training for- t he Olympics! Are you ready to earn that gold medal?I think these shoes make my feet look far too big. Please get me a different pair. Ugh! All the other parents let their kids see PG-13 movies! You’ve just got to let me go!All you have to do is step-kick-step-kick-step-kick. Now try it with me.Behind us is the U.S. Capitol Building, and over there, you’ll see the Washington Monument.It’s just a little tattoo on my arm! Dad has one! I don’t see why you are so upset!Mr. Higgins, please tell our viewers how you plan to spend your lottery winnings!I understand you were an eyewitness to the skateboard theft. Please tell our viewers what you saw.Oh, I am so sorry, but pumpkin spice latte season ended yesterday! What other drink can I get you?Did you honestly think that a trail of breadcrumbs would help us find our way out of the forest and back to our house?Stop right there. You are not leaving this house dressed like that!Halt right there! You are not leaving this palace dressed like that!Your teacher tells me that your classroom behavior is inappropriate. What is your side of the story?I am so sorry, but your credit card has been declined. I’ll need another form of payment. O  woe! O pity! There is no way we shall ever reach the castle by dark!Ew! I thought you said you could cook!

Paraphrasing Essay Example | Topics and Well Written Essays - 500 words - 7

Paraphrasing - Essay Example They include satellites, televisions, and phones. On the other hand, the ionizing radiations are rays that cannot be smelled, viewed, heard, and even felt. According to a view shared by Liou (2002), the major source of ionizing radiation is radioactive materials that emit beta, alpha, and gamma radiation. Therefore, the commonly known ionizing radiation consists of: beta particles, alpha particles, x-rays, and gamma rays. Up until the late 18th century, the ionizing radiation remained unexplored due to their invisibility, tastelessness, or odourlessness among others. However, there were numerous ordinary materials that emitted small quantities of the radiation. Studies have demonstrated that radiation has various affects on the living organisms by impacting on the cells that build up a living thing. Radiation randomly affects the cell. This implies that a similar amount as well as type of radiation can hit the same cell numerous times, but resulting in dissimilar effects, for instance, every time it strikes there is no effect. On the contrary, it is generally presumed that the more the radiation hits a cell, the higher the odds of an impact from happening. The resulting effect is that the organism may die if most cells are affected. Contrarily, Haffty and Wilson (2012) note that the exposure to penetrating radiation is known as irradiation and it usually occurs when the body is rendered available in part or whole from an unshielding source. An individual is not made radioactive from external radiation. In summary, exposure to the natural radiation by the people occurs daily. The natural radiation originates from various sources, such as over 60 radioactive materials that occur in nature including air, soil, and water. As an example, Radon is a naturally-existing gas that comes from soil and rock. It is the major source of natural radiation. On a daily basis, humans take in

Policy Contribution part 2 Assignment Example | Topics and Well Written Essays - 2000 words

Policy Contribution part 2 - Assignment Example This proposal favors the Latino portion of the population who make up the highest number of immigrants from Mexico, but the government should consider many underlying factors, including the reasons for immigration and the effects on the United States’ resources. This report will give an overview of factors to consider when formulating an immigration policy; then propose a possible policy change and implementation plan using the fifth and sixth steps Jansson’s policy plan respectively (Jansson, 2010). According to Guyette, Tavalin and Rooker (2012), the United States has throughout history attempted to control illegal immigration into the country by passing restrictive policies and increasing border security. These approaches have failed if the debate for and against illegal immigrants is anything to go by. Data concerning illegal immigration is mostly hypothetical, since transactions concerning immigrants are mostly not recorded in any official documents. For instance, Barnes (2010) claims that it costs each native households $ 1,117 per annum to support illegal immigrants, totaling to $113 billion a year for the whole nation. The influx of illegal immigration cases can be blamed on a myriad of reasons, but the main cause is the government’s inefficiency in enforcing its policies on immigration. Therefore, the country needs to refrain from a complete overhaul of policies, which has been the main reason for increased illegal immigration due to inefficiency and inconsistencies, and adopt a stable policy that will be monitored and improved continuously. Any policy proposal change should ensure to account for all the positive and negative aspects of immigration, mostly by being fair to illegal immigrants if the merits of having them in the country outweigh the demerits. An effective policy should contribute positively to various aspects of the United