History of Quality Management Riyad Bank

Introduction Quality management is a vital process in a firm, an organization or a business entity that will either accrue success or will deem the institution a failure. In relations to this, It is very important to take keen note of the selection, recruitment and employment of the people who are to work in the institution (Boxall, Purcell, 2011, p.24-40).Advertising We will write a custom report sample on History of Quality Management: Riyad Bank specifically for you for only $16.05 $11/page Learn More In essence, quality management (which mainly entails good HRM practices being observed) deals with the welfare of the customers and how they contribute to the institution. It also deals with a wide range of activities concerned with organizational effective practice so as to make sure that the employees are in a position that they can achieve the goals that have been set and serve needs of their customers (Wong, Snell, 2003, p.53-56). Additionally, qua lity management requires strategic plans that are geared towards affecting the set standards that the organization is to achieve. Effective quality management—via adequate human resource management—also entails other salient managerial practices, as detailed below. It entails a number of practices that could help the organization in achieving its set standards. For instance, it has to focus on the risk management, customer and employee safety, future plans and the number of customers as well as employees. The four activities that have been mentioned need to be taken with a lot of care as they will affect the organization or institution directly. For instance, risk management of the employees is as core subject (Noe et al., 2011, p.20-30). This could be in terms of their health or even physical well-being. Not taking care of the risks of employees could easily affect them thus resultantly limiting their efficacy in serving their customers (Bratton Gold, 2007, p.40-50). Secondly, employee safety is another aspect that needs to be conducted with a lot of care and focus. Employees could be affected directly, and in worse cases, they could lose their lives or body parts in case of an accident during the working in the organization thus affecting how they deliver services or products to their customers. Similarly, appropriate measures should be taken to ensure that the services and products delivered to consumers are safe. Thirdly, the organization has to focus on the future development of the employees and consumers as well. For instance, it has to make budgetary estimates that will keep the employees destined to make the best performance. Employees who are satisfied with their pay have been known to work better than employees who keep complaining about their work and their purported pay (Pilbeam Corbridge, 2006, p.15-25). This satisfaction directly translates to better satisfaction of consumers who are served appropriatelyAdvertising Looking f or report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Lastly, an organization has to focus on having the best number of employees that could accrue performance thus satisfying their customers (Evans et al., 2007, p.1-3). An organization should take keen notice on the employment levels that do not affect performance (Gup, 2011, p.10-30). It should avoid underemployment and over employment but focus on employees that are likely to ensure customer satisfaction. This means that, the organization or business should employ workers to the maximum of the capacity as long as it performs to the required needs of their clients. Selection and placement Riyad bank is an employer that focuses on getting the best performance from their employees. The bank has perfected its services as it deals with delicate financial services that could fluctuate in demand if they are not treated carefully. In essence, it has to focus on the services that are offered to their customers in the satisfactory standards to make the customers coming back for more of the services (Riyad Bank Official Website, 2011). In this respect, the bank uses strategies that are perfect in coming up with the selection of their employees. It is known that, selection of employees goes a long way in the performance of the organization (Noe et al., 2011, p.30-40). Therefore, the top-notch employees that are available in the market will place an organization at the top as compared to employees who are chosen from non-perform aspects of the economy (Evans et al., 2007, p.2-4). Riyad bank strategizes on the selection of top employees who have experience in the banking sector. Employees who are known to have experience in the banking sector are well versatile with the performance of the banks and will give better services (Riyad Bank Official Website, 2011). Experienced employees tend to give satisfactory services to the customers as they will focus on cus tomer satisfaction (Anisa, 2008). Similarly, experienced employees in the banking sector could have loyal customers who could move in with him to the bank. This could be an advantage to the bank as it will increase its customer and client level (Boyd, 1997, p.25-30). These are types of customers who are satisfied with the service of a certain employee and they could get to move from a bank to another, for the sole service of the particular employee. ). In this respect, Riyad bank recruitment practices tend to give emphatic preference to experienced employees. Riyad bank has an exceptional selection process and criterion that entails a number of potential employees that are called in for an interview. If there is any vacancy, the bank advertises for a replacement of the position. Applicants drop in their applications for the particular job vacancy. The bank selects the qualified applicants and schedules for an interview, which is done by the selection board. The selection board is an experienced inclusion of people who have studied and mastered the art of human resource management. Similarly, they have been working with a large number of employees and have known the potential of employees by just looking at their character and behavior (Riyad Bank Official Website, 2011).Advertising We will write a custom report sample on History of Quality Management: Riyad Bank specifically for you for only $16.05 $11/page Learn More After the selection of the qualified applicants, the interview is scheduled to take place. In the interview, the potential employees are keenly observed and asked critical information about their expectation and how they are to perform towards attainment of their missions (Riyad Bank Official Website, 2011). It is believed that employees are people who have their own expectations, believes, a wide range of goals and a number of needs which they need to fulfill (Sreenivas, 2006, p.40-50). On the other hand, the employ er, in this case Riyad bank has the same. Therefore, there has to be a balance of performance to satisfy both the employer and the employee to fulfill their desires. If not, one of the two principles will run in loses thus impact the company negatively. It is worth noting that, since the bank greatly reveres its consumers, the above-mentioned selection and recruitment procedure is normally tailored in a way that consumers are easily satisfied by the services of the company. A good example here is the bank’s use of suggestions from consumers in placing fitting recruitment procedures. Training and development Training and development of employees is an essential practice in any employment sector (Barrierfree-recruitment.com, 2004. This is due to the fact that it directly affects the employees in their interaction with the clients. Riyad bank has greatly invested in the training of employees to foster their action in serving clients. It is widely known that employees do not have to incur any expense that concerns training for their jobs. The employer has an obligation of paying for the expenses that an employee will incur (Gup, 2011). Therefore, the training and development will be an initiative that will drive the performance of the employees (Barrierfree-recruitment.com, 2004). For new employees in the bank, there is a special training that they have to attend before they start working officially. This is an introductory training that is vital in shaping up an individual in the working environment. During this time, they are introduced to the ethics and ethos that are involved so as to perfect on their indulgence with clients. Since the bank operates throughout the year, all the employees cannot train in the same period. It has therefore arranged the trainings in that they feature a number of employees from different departments. They train in different sessions to accrue a constant working structure that will not affect the customers and clients.Adverti sing Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The trainings equip the employees with vital information that is used to boost the person’s career and service that he or she offers to the clients. During these trainings, the employees get to intermingle with some clients. This not only helps them in knowing adequate ways to serve their customers but it also helps the employees to grasp vital lessons that will duly enhance their efficiency (Riyad Bank Official Website, 2011). In coming up with better development, Riyad bank has designed proficiency tests for new employees. These are the exams that employees have to partake in making sure that they are qualified for the career and they are able to offer desired services to their clients. Performance management and CSR (Corporate Social Responsibility) In quality management, performance is normally rated in terms of the customer satisfaction. The more satisfied a client is, the better the employees are rated in terms of performance. In relations to this, it is believed that p eople who work in a team have better performance than individuals who do not have indulgence of team work. In effecting team work, Riyad bank arranges for team-building activities for employees and their customers. The employees are treated for an excursion that is out of office where they get to interact with their clients. During such events, the employees and customers get time to bond, get entertained, make strong friendly relations and foster the mutual establishment of a well-performing business environment. In the end, the employees are encouraged to work as a team with the customers in making sure that the bank succeeds in offering the best services and products as compared to their competitors (Riyad Bank Official Website, 2011). Riyad bank also awards good performing workers just in the same way they periodically award diligent consumers. These rewards can be in form of travel tickets, cash bonuses, trophies and attendance to some exquisite parties. CSR practices such as i ssuing scholarships to needy students, helping in the building of schools and hospitals in the region, or even feeding the needy are also commonly done by Riyad Bank. This, probably, is the reason why employees in the company are normally highly motivated to performing better while more clients keep on streaming to the Bank. Career development According to Gup (2011, 35-45), employers should make sure that the employees have better working conditions that develop their career. If the working conditions are not appealing, the workers could ditch the employer for another option that offers better services (Nankervis Compton, 2006, p.83-90). Recently, Riyad bank decided to indulge closely with employees to make sure that they are satisfied with the working condition. In this respect, the bank gives the employees an opportunity to choose on their preferred off days and leave holidays. This is an initiative that helps the employees to have apt control over their career (Noe et al., 2011 , p.34-40). The employees will have devoted ample time for working and developing their career making it a success thus working more effectively With respect to quality management of its clients, the Bank encourages its customers to apply for positions in the Bank (Riyad Bank Official Website, 2011). This not only helps in bettering relations between the bank and its surrounding environment but it also helps in alleviate employment problems in the region. Recommendations and Conclusion In spite of all the positive managerial intricacies reported of Riyad Bank, it is worth noting that the quality management ventures of this bank, just like many other institutions, have not been utterly successful. A few limitations like finances to support their innumerable quality management programs, and the company’s commitment to many CSR practices has hindered it from achieving ultimate efficacy. Nonetheless, it is commendable to note that, over the recent past, Riyad Bank has been collab orating with other professional institutions in bettering its quality management (Riyad Bank Official Website, 2011). In a great way, this has fuelled the nature of professionals that work in their company which, resultantly, has facilitated better performance in their company and other partnering companies as well, in serving their customers. To further propel this progress, more avenues of augmenting their quality management initiatives need to be resourced based on the ever increasing need for learning and skillfulness in today’s complex business world. A good starting point would be the general scholarly recommendations that have been given in the course of this report. Other general recommendations include: Being more supportive of quality management initiatives not just in terms of finances but also in other vital aspects like moral support and being patient with those involved in the process (McLeod, 2003, p.121-125). Employers should conduct rigorous interviews when selecting their employees in order to ensure that they are team players, hardworking and well-fit for the type of work they will be doing. But even more importantly, they should be people who are willing to teach other while they are also being taught (Poon, 2004, p.333). More training programs and initiatives should be introduced in the organization so as to help them strengthen their positive aspects while concurrently working to overcome their limitations, weaknesses or challenges (Paton, 2009). Based on the difference in customers’ needs and wants, careful selection should be done when choosing the quality management practices to be used (Nyman Thach 2009). In order for a company to ensure adequate performance management and full efficacy; McLeod advises that quality management should be combined with other strategic HRM methods. The concerned institutions and leaders (like the government, the police, private and public sector leaders) should ensure that relevant policie s are put in place to combat the rampancy of criminal activities that limit the efficacy of quality management practices (Anisa, 2008). There should be an increased involvement of customers in company initiatives. This will help the company in tailoring better products and services for these consumers (Baker et al. 2007, p.428). Organizations and businesses people must learn ways in which they can best incorporate new technologies without having any derogatory effect on their businesses (Millmore et al., 2007, p.152-155). Remarkably, the evaluation done on Riyad Bank is majorly based on information from secondary sources (mostly Riyad’s Bank website) and thus might be subject to some minimal errors. However, other independent writings from other authoritative sites—used herein—also tend to speak in the same wavelength as Riyad Bank’s website thus ascertaining the validity and objectivity of the evaluation done. Nonetheless, exhaustive researches need to be done on quality management in order to find other ways in which the efficacy and progress can be further pluralized (Tangen, 2004, p.726-728). References Anisa, Q. (2008). A manager’s guide to improving workplace performance. Retrieved from http://findarticles.com/p/articles/mi_qa5383/is_200801/ai_n25419012/ Baker, S. L., Beitsch, L., Landrum, L. B., Head, R. (2007). The role of performance management and quality improvement in a national voluntary public health accreditation system. Journal of Public health management Practice, 13 (4), 427-429. Barrierfree-recruitment.com. (2004). Recruitment hints and tips Web. Retrieved from http://barrierfree-recruitment.com./recruit/recruit.htm Boyd, L. H., James F. C. (1997). A Cause-and-effect approach to analyzing performance measures. Production and Inventory Management Journal, 38 (3), 25–32. Boxall, P., Purcell, J. (2011). Strategy and human resource management (3rd Ed.). London, UK: Palgrave Macmillan. Bratton, J., Gold, J. (2007). Human resource management: theory and practice (4th Ed). Basingstoke: Palgrave Macmillan. Business Wire. (2010). Research and markets: recruiting and retention strategies. Retrieved from http://www.thefreelibrary.com/Research+and+Markets%3a+Recruiting+and+Retention+Strategies.-a0239079190 Center for Financial Training. (2009). Banking systems. New York: Cengage Learning. Evans, C., Glover, J., Guerrier, Y., Wilson, C. (2007). Effective recruitment strategies and practices. Retrieved from http://www.uoc.edu/symposia/genere_tic/pdf/pres/Recruitment_Strategies__Practices-ebook.pdf Gup, B. E. (2011). Banking and financial institutions: a guide for directors, investors, and borrowers. New York: John Wiley and Sons. McLeod, A. (2003). Performance coaching – the handbook for managers, h. r professionals and coaches. New York: Crown House. McTeer, W., White, P. G., Persad, S. (1995). Manager coach mid-season replacement and team performance in professional sport. R etrieved from http://findarticles.com/p/articles/mi_hb6401/is_n1_v18/ai_n28653089/ Millmore, M., Lewis, P., Saunders, M., Thornhill, A., Morrow, T. (2007). Strategic human resource management: contemporary issue. Harlow: Prentice Hall. Nankervis, A. R., Compton, R. (2006). Performance management: theory in practice? Asiapacific Journal of Human Resources, 44 (1), 83-101. Noe, R. A., Hollenbeck, J. R., Gerhart, B., Wright, P. M. (2011). Fundamentals of human resource management (4th Ed). New York, NY: McGraw-Hill Irwin. Nyman, M., Thach, L. (2009). Coaching: a leadership development option (performance coaching). Retrieved from http://www.highbeam.com/doc/1G1-193147563.html Paton, N. (2009). Thinking outside the performance management box. Management-Issues. Retrieved from http://www.management-issues.com/2009/5/26/research/thinking-outside-the-performance-management-box.asp Pilbeam, S., Corbridge, M. (2006). People resourcing: contemporary HRM in practice. London, UK: Prentice Hall. Poon, J. (2004). Effects of performance appraisal politics on job satisfaction and turnover intention. Personnel Review, 33 (3), 322-334. Riyad Bank Official Website. (2011). http://www.riyadbank.com Sreenivas, T. (2006). Banking sector and human resources: changing scenario. New York: Discovery Publishing House. Tangen, S. (2004). Performance measurement: from philosophy to practice. International Journal of Productivity and Performance Management, 53 (8), 726-728. Wong, Y., Snell, R. (2003). Employee workplace effectiveness: implications for performance management practices and research. Journal of General Management, 29 (2), 53-56. This report on History of Quality Management: Riyad Bank was written and submitted by user Ignacio Lindsay to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Jeb Bush Net Worth

Jeb Bush Net Worth Jeb Bushs net worth is at least $19 million and as much as $22 million, according to tax returns made public by his presidential campaign in 2015 and public remarks by his aides. The disclosures showed Jeb Bushs net worth grew dramatically in the eight years of private-sector work following his departure as governor of Florida in 2007. Sources of Net Worth in Financial Industry Bush has earned his money in the private sector from speaking and consulting work in the financial services industry, including private equity. Among the firms hes been associated with are  Lehman Brothers and Barclays. Bush was worth only $1.3 million when he left the Florida governors mansion in 2007. He  was paid more than $28 million since leaving office, according to a New York Times analysis in 2014. That included $3.2 million from serving on the boards of public companies and giving more than 100 speeches for which he was paid at least $50,000 each. His pursuit of wealth is well documented and will likely become a point of contention should he seek any public office in the future. Why a Large Net Worth Can Be Bad In Politics Bushs net worth became an issue for him in the 2016 presidential race. Thats because of his reported aggressive quest for wealth in the years since he left the governors mansion in Florida. Some political analysts said they believed Bush would face similar hurdles connecting to middle-class Americans as did 2012 Republican presidential nominee Mitt Romney, one of the wealthiest candidates to seek the White House in modern history. â€Å"Running as the second coming of Mitt Romney is not a credential that’s going to play anywhere, with Republicans or Democrats. Not only would this be problematic on the campaign trail, I think it also signals someone who isn’t seriously looking at the presidency or he wouldn’t have gone down this path,†Ã‚  Republican consultant  John Brabender told Bloomberg Politics in 2014. Jeb Bush Takes Flack For Rush to Make Money Bush entered the Florida governors mansion in 1999 worth about $2 million, according to published reports detailing his personal finances. In his eight years as governor, Bush would tell reporters his family finances suffered because of his public service, according to the Tampa Bay Times. He left office with a net worth of $1.3 million. In their book about the 2012 presidential campaign, Double Down, journalists  Mark Halperin and John Heilemann describe Bushs quest for wealth as a driving factor behind his decision not to seek the Republican nomination that year. He said he wanted to pursue greater wealth instead. The former Florida governor was telling everyone the same thing hed told Romney: he planned to stay on the bench. It wasnt so much concerns about a Bush hangover that were keeping Jeb there. It was his bank account. You dont understand, Bush would say to the Republican poo-bahs begging him to run. I was in the real-estate development business in my state. There was a huge bubble, but I missed out because I was governor for eight years. So Im starting from scratch. If, God forbid, Im in an accident tomorrow- Im in a wheelchair drooling, saliva coming from my mouth- whos going to take care of me? What are my wife and kids going to do? Ive got to look after my family. This is my chance to do it.

Victory Arch of Titus Essay Example | Topics and Well Written Essays - 1250 words

Victory Arch of Titus - Essay Example The Arco di Tito (Arch of Titus) is situated in a slightly raised position on a branch of the Palatine Hill at the entrance to the Forum. Its religious relevance lies in its portrayal of the conquest of Jerusalem and its revered temple by the Romans in 70 AD.1 Domitian erected the Arch of Titus. In the year AD 70, Domitian was the Emperor of Rome. The Empire then was in a status of excellence. People all over were talking about the triumphs of Domitian’s brother Titus. Titus then was heading his army into Jerusalem to conquer the Jews in the Emperor’s name.2 Sometime around AD 80 word arrived that Jerusalem had been defeated and that Titus would be returning with the wealth of Jewish Temples. To await his return, Domitian ordered the building of the Arch. The Victory Arch of Titus honors Titus triumphant defeat of Jerusalem after the huge Jewish uprising around 70 AD. Although it was most likely built by Titus’ brother and successor, Emperor Domitian, there are some who believe that it was actually built by emperor Trajan because of resemblance to the Arch of Trajan located at Benevento. Titus had actually already died when the arch was constructed, but Titus younger brother Domitian was emperor, and he wanted people to think of his brother Titus. Hence, the writing has Titus name on it. (It says, the Senate and the People of Rome, to the Divine Titus, son of the Divine Vespasian, Vespasian Augustus).3 The letters were originally distinguished in shimmering bronze letters, but the bronze was stolen away. The Arch of Titus is situated on the topmost point of the Via Sacra, a road leading to the Roman Forum. It is positioned at the eastern most side of the forum and was used as an entrance and exit to the forum. This is a solitary arch, 15.4 meter high, 13.5 meter wide and 4.75 meter deep.4 At the interior of the arch are two panels with reliefs or an art figure in which the top exterior of the art work reveals some

IKEA UK Marketing Analysis Essay Example | Topics and Well Written Essays - 2500 words

IKEA UK Marketing Analysis - Essay Example As the paper stresses the UK furniture and furnishing industry is substantial, thus makes a significant contribution to the UK economy, including the GDP and employment of UK citizens. There are approximately 8,116 companies in the UK furniture and furnishing industry, including retailers, wholesalers, repair, leasing and specialist designers. The furniture and furnishing industry in the UK is segmented into three major sub-sectors based on the different products and markets therein as well as the characteristics of the buyers, including domestic, office and contract sectors. Companies in the UK furniture and furnishing industry often serve more than one market. As the report declares the UK furniture and furnishing industry comprises many micro and small to medium businesses that specialize in furniture, furnishings, retail, repair and design. However, the industry is not well recognized at the political level and does not receive the government support it deserves despite its contribution to the UK economy. Nevertheless, this industry has experienced growth in imports while exports registered a slight fall in the year 2013. China, Germany and Italy are key players and drivers of the import growth while the Republic of Ireland, Germany and France are the main destinations for exports from this industry in the UK. IKEA, UK uses demographic bases including age, sex, family, job type, socioeconomic status and life cycle to segment its markets.

My topic about overweight and obesity Essay Example | Topics and Well Written Essays - 1000 words

My topic about overweight and obesity - Essay Example As compared to 1980s, the rate of obesity has doubled in Australia and now Australians are equal to Americans in the case of overweight and obesity. Long time television watching is said to be the major cause of the increased obesity rate in Australia. Many researchers describe obesity as an epidemic in Australia. According to an Amen Clinic research report â€Å"as one’s weight goes up the function of one’s prefrontal goes down† (GATS Program, 2011). In 2007, WHO surveys on overweight and obesity have found that Australia possesses 21st rank in the world. Indigenous populations are the most affected groups by obesity in Australia. It is alarming that obesity rates among Australian children have rapidly risen during the last two decades. Medical science has proved that obesity and related health features may lead to ranges of severe diseases. Therefore, as Gard (2011, p. 64) opines, this uncontrollable increase of obese persons in Australian badly affects Austral ian healthcare as well as the entire economy. Statistics It is necessary to analyse the both Australian and international statistical data regarding obesity so as to explore the level of difference and thereby potential reasons. Australian as well as international obesity statistics are described below. Australian statistics This diagram indicates the prevalence of overweight in Anglosphere and is based on the data published by World Health Organization in 2007. From the graph, it is obvious that overweight prevalence of Australia ranks 3rd in Anglosphere. We know that United Kingdom is approximately three times bigger than Australia; however, the overweight rate of UK is 63.8% whereas it is 67.4% in the case of Australia. The obesity rate of Australia is much more than that of international obesity rate and this condition reflects the dreadfulness of overweight and obesity in Australia. A study conducted by Janus, Laatikainen, Dunbar, Kilkkinen, Bunker, Philpot, Tideman, Trimacco, and Heistaro (2007) reflects that â€Å"the overall prevalence of overweight and obesity combined was 74.1% in men and 64.1% in women† (Janus et al, 2007,p. 147). Although, obesity is comparatively less prevalent in Australian young women, it is observed that they show a rapid rise in their body mass index. At the same time, According to Gard (2011, p. 64), a higher rate of obesity is observed among women of 35 -44 age group; and Australia spends an average of $13 billion per year in order to tackle the severe issues of obesity and related diseases. WHO also adds that nearly a million Australian people now have type 2 diabetes and a major portion of which can be surely attributed to the aftereffects of obesity. International statistics According to world health organization, ‘there are more than 1 billion overweight adults’ globally including 300 million obese (WHO). Since this disorder is not caused by a specific reason, it is very difficult to control this dise ase by medical treatment. Jones’ (n.d) report on obesity reflects that 1.5 billion adults under the ages 20 and above were overweight in 2008; among these certified overweight figures, 200 million men and nearly 300 million women were obese. This international statistical data indicate that women are the most affected group of obesity while the Australian obesity statistics

Navigation v Conventional Techniques for Orthopaedic Surgery

Navigation v Conventional Techniques for Orthopaedic Surgery Bone Cutting, Soft Tissue Balancing; Cup Implant, Leg Length Discrepancy: Navigation vs. Conventional technique. Introduction In last decade, navigated implantation has become very popular and used in diverse areas of orthopaedic surgeries. This may be in total knee prosthesis, total hip arthroplasty and to restore leg discrepancies. All above surgeries require an accurate alignment of the implant, which is essential for implants long term survival. This is evident from the fact that in total knee replacement (TKR) surgeries proper bone cutting is necessary [1], total knee arthroplasty (TKA) requires correct soft tissue balancing [2], appropriate implantation of cup and stem in total hip arthroplasty (THA) [3], correcting leg discrepancies in total hip replacement (THR) [4]. Navigation system developed improves the reproducibility over conventional methods and assists surgeons with data for optimal position of implant to each individual patient. [2, 3] It was hypothesized that navigation assisted technique would result in achieving bone cut accuracy, better soft tissue balancing, good implant of cup and stem and enhanced joint reconstruction and control in leg length discrepancy as compared to conventionally used methods. Methods To test positioning time and bone cut accuracy in total knee replacement (TKR). Study involved 40 patients (23 females, 17 males) assigned randomly to TKR surgery using either conventional (n=20, mean patient age= 67.3 years) or Pivotal (n=20 mean patient age= 69.1 years) cutting blocks. Primary indication for surgical treatment was osteoarthritis (n=36), rheumatoid arthritis (n=3) and secondary posttraumatic gonarthrosis after tibial plateau fracture (n=1). All cases had posterior stabilized system with standard patellar component. The surgical approach used was medial parapatellar (n=8) or midvastus (n=32) approach. The implants used during the process were Scorpio PS (n=7), Scorpio Flex (n=20), Next Gen LPS (n=10) and LPS Flex Mobile bearing systems (n=4) fixed to bones by pins and screws. Accurate positioning was obtained by using navigation system. Block position was finalized by surgeon using this navigation system. Statistical differences in time and cut angles were measured by Mann-Whitney test (two-tailed; SPSS for Windows, Version 11.5). The significan ce level was set at p ≠¤0.05 for all analyses. [1] To test soft tissue balancing in total knee arthroplasty (TKA). The study included 120 patients [navigation assisted gap-balancing (n=60); conventional resection technique (n=60)], enrolled and randomized using computer-generated numbers. An inclusion criterion was substantial pain and loss of function due to osteoarthritis of knee, with any degree of genu varum deformity. An exclusion criterion was genu valgum deformity, earlier knee surgery that required removal of metallic implant, or revision of TKA. Four patients were lost to follow up and therefore excluded from study. All surgeries were done by single surgeon. Both patient groups showed no significant differences in terms of demographic characteristics, knee functions, preoperative hospital-for-special-surgery (HSS) scores and degree of preoperative deformity. Follow up period was minimum 24 months post-surgery (mean follow up = 28 months). Surgical technique was similar in all patients consisting of midline skin incision and a medial parapatellar approach. Gap measurement was done at full extension and at 90à ¡Ã‚ µÃ¢â‚¬â„¢ of flexion on medial and lateral sides of knee joint and defined as medial extension gap (MEG), medial flexion gap (MFG), lateral extension gap (LEG), and lateral flexion gap (LFG).Clinical outcome assessment was measured by HSS and ranges of motion (ROM) scores at latest follow up. All patients went through pre and post-operative (3months after surgery) standing radiographic assessment of AP and lateral views of entire lower limb. Student’s t-test or Mann–Whitney U tests was used for comparison of four variables in study, postoperative post-operative mechanical axes, HSS scores, and ROMs, between the two groups. The chi-square test was used for comparison of proportion of outliers (trapezoidal gaps) in symmetric gap and mechanical axis. [2] To Test good implant of cup and stem in Total Hip Arthroplasty (THA) The study involved 84 patients in two groups Navigated (42) Nonnavigated (42), with surgeries performed by investigator. Implant position was evaluated in post-operative anteroposterior radiography 2-3months after index surgery. Pelvic radiographs were taken in standing position of patient. Operated hip joints classified on basis of preoperative radiographs in three subgroups: Group 1: preoperative leg shortening (>5 mm); Group 2: preoperative leg length equality ( ±5 mm); Group 3: preoperative lengthening of the operated leg (>5 mm). Projected values for caput collum diaphysis (CCD) classified in three subgroups: 135 °. If any change in leg length was measured using distal line between teardrop figure and proximal corner of the lesser trochanter as an anatomical landmark. Scaling of pre and post-operative radiographs was distance between two teardrops and the head diameter of the hip replacement. Radiographic cup positions were measured for inclination with respect to teardrop line. All surgeries were done when patient was in 30 ° to 45 ° position. Any complication aroused during intraoperative and post operation was documented. General data (CCD angle, age, BMI) for both groups were compared as per Mann-Whitney U test for nonparametric values and chi-square test for distribution of operated leg, gender and indication. [3] To Test enhanced joint reconstruction and control in leg length discrepancy Retrospective study involved 44 patients divided in two groups A (n=22; navigation/computer assisted THR) B (n=22; conventional free hand THR). Inclusion criteria involved patients with BMI 2 cm), or a major deformity of the femoral head or neck were excluded from study. Each patient in group A was matched in group B. This matching was done on basis of age (max difference +3 years), sex, arthritis level, preoperative diagnosis, and preoperative limb length discrepancy (max difference. + 0.3 cm). The length of involved limbs was less than or equal to that of the contralateral limb in all cases. The two groups were also compared according to hip function and number of postoperative dislocations. The same posterolateral approach was made to the hip joint in both groups, and the same prosthesis was used in all cases. The duration of surgery was documented. Digital radiographs (as per standardised protocol using same magnification) were used for pre and post-operative measurements of li mb length discrepancy and femoral offset. Radiographs were repeated if any mistake detected and these radiographs were assessed by independent radiologist blinded to original procedure. All episodes of hip dislocation were documented. At minimum follow-up of 3 months clinical outcome was evaluated using Harris Hip score. Statistical analysis was carried out using SPSS for Windows Release 11.0. Differences between two groups were measured using independent Students t-test or Mann-Whitney nonparametric test depending on the data distribution of the continuous variables. [4] Results Pivotal block consumed approximately half the time to adjust saw blade and perform proximal tibial and anterior and femoral resections as compared to conventional block. Statistically significant difference was observed in Pivotal and conventional blocks with respect to angular difference between instrument slots and resultant bone cuts in frontal plane. Also, Pivotal blocks eliminated angular differences >1à ¡Ã‚ µÃ¢â‚¬â„¢. [1] The mean intraoperative gap in conventional resection technique group for MFG (medial flexion gap) was significantly greater (24  ± 3 mm) than navigation assisted (NA) gap-balancing (22  ± 3 mm) (p = 0.028), but other three gaps (LFG, MEG, and LEG) did not differ significantly between the two groups (p = 0.167, 0.693, and 0.471, respectively). Statistical significant difference was seen in terms of kind of gaps in both groups: NA group, 88% (53 knees) -rectangular gaps and 12% (7knees)-trapezoidal gaps. Whereas in conventional group 75% (42 knees) -rectangular gaps and 25% (14knees) had trapezoidal gaps. Greater difference in medial gap difference (MGD; MFG-MEG) outliers in conventional group (23%) than NA group (5%) (p = 0.025). No difference was noticed in average postoperative mechanical axis of lower limb between NA and conventional group (1à ¡Ã‚ µÃ¢â‚¬â„¢  ± 2à ¡Ã‚ µÃ¢â‚¬â„¢ vs. 1à ¡Ã‚ µÃ¢â‚¬â„¢  ± 3à ¡Ã‚ µÃ¢â‚¬â„¢; p=0.558). Greater number of outliers were seen in m echanical axis (>183à ¡Ã‚ µÃ¢â‚¬â„¢ or Statistical difference was noted in patient’s age at time THA, with p value slightly below 0.05. Significant difference was seen during radiologic analysis of cup position {Non-navigated: 53 °, SD 8.1; Navigated: 44 °, SD 5.6, p135 °. No implant related or navigation technology related complications and no joint dislocations in both groups were noted. [3] There was no statistically significant difference in patient demographics. In both groups preoperative limb length discrepancy, no significant differences were noted. (0.9 cm navigation/computer assisted THR vs. 1.1cm free hand/conventional THR). Mean surgical time was 102.6 min, comparatively longer in navigation/computer assisted THR than free hand/conventional THR (87.7 min) Statistically significant difference was seen in mean postoperative leg length discrepancy of 0.4 cm in navigation/computer assisted THR to that of 0.8 cm (free hand/conventional THR). There were no cases of postoperative cases with leg length discrepancy > 1.0 cm >2.0 cm for navigation/computer assisted THR. However, in 9% cases (2patients) postoperative cases with leg length discrepancy > 1.0 cm was noted and 3patients (13.6%) had postoperative over lengthening mean of 0.4 cm in Free hand/conventional THR group. Recreation of femoral offset better in navigation/computer assisted THR than free hand/conventio nal THR group. Preoperative and postoperative femoral offset difference less in navigation/computer assisted THR than free hand/conventional THR, which was statistically significant. No statistically significant differences in Harris Hip Score in both groups. [4] Discussion The comparison of patient groups in navigated and non-navigated techniques may be a possible method for obtaining useful information regarding various orthopaedic surgeries. In our studies long term survival of prosthesis can be improved by accurate positioning of implant. This can save time and improve accuracy of the procedure. Klima, 2008 showed pivotal blocks used during surgery improved bone cuts and reduced time for positioning and adjustment by nearly 50%. In addition, navigation technique used allowed initial positioning to be achieved in 5-10 seconds. Also, navigation system indicated that all patients were within 3à ¡Ã‚ µÃ¢â‚¬â„¢ in frontal plane angular bone cut deviations of ideal mechanical axis. Conventional blocks used were found to be associated with some degree of motion during insertion of pins, but this was not the case with pivotal blocks. [1] Lee. et al, 2010 showed, soft tissue balance can be achieved by having equal extension and flexion gaps after bone cutting and no inclination between medial and lateral bony surfaces. Any error in bone cutting can affect overall postoperative mechanical alignment and quickening of wear process. In study it was found that use of navigation guided gap balancing technique improved in creating accuracy of rectangular space between bones as compared to conventional measured resection technique. Only 12% (7 of 60 patients) in navigation TKAs had outliers of >3mm either medially or laterally in extension gap or 90à ¡Ã‚ µÃ¢â‚¬â„¢ flexion were seen as compared to conventional TKAs (25%) [14 of 56 patients]. As compared to earlier studies, this study had outliers of the medial and lateral compartments together. There was no significant gap differences (FGD, EGD, and LGD) in both navigation assisted and conventional groups, in spite of that navigation guided technique proved to be more reliabl e in attaining equal joint gaps as there were small proportion of outliers in that group. Significant difference was seen in medial gap difference (MGD) in two groups. There were limited outliers in MGD observed and moreover navigation technique can be easily reproduced as compared to conventional technique, so this prevents unnecessary any over release of medial soft tissue during TKA. In addition, navigation system helped surgeon in correcting any kind of deformed alignment. Clinical outcomes were similar to both groups even though navigation group showed more accurate gap balancing than conventional group. This can be attributed to the fact that relatively small amount of asymmetry in soft tissue balancing in conventional group. Also, both groups had relatively short term follow up and inaccurate scoring system. The study had several limitations: during gap measurement patella was in laterally everted position, which is not anatomically correct. Ligament balancing was not taken i n consideration. Gap measurements was done by surgeon who performed operation in the study, this may have led to bias. [2] In a study by Mainard, 2008 showed that comparing navigated and non-navigated techniques can lead to information about benefits and any improvement required for position of implant. In this study, there was a clear and significant improvement of acetabular cup positioning by use of THA navigation. In both methods average total limb lengthening of operated joint was below 10mm (9.2 mm Non-navigated, 8.5 mm Navigated ), i.e. below clinical relevance value and comparable to other studies (mean lengthening 7mm). Mean post-operative limb discrepancy is close to 5 mm (6.2mm Non-Navigated; 4.4mm Navigated) comparable to 3.9 mm in other study with patient pool of 420. This study however had several limitations: retrospective in nature; Measurements of implant position are less accurate than CT based measurements; Radiologic and ante-version taken in standing positions with anteroposterior radiographs (not to exceed deviation of 5 mm compared with CT); Limb length data of un-operated hip join t is small (+ 1.3 mm- navigated ; -1.3mm – nonnavigated); Cup position measurements unimproved as patients radiograph is not in standing position; No change in leg lengthening data using navigated or non-navigated technique. [3] In a study by Confalonieri, et al, 2008 showed that to resurface hip arthroplasty short stem prostheses is an attractive alternative option with same selected indications. In this study 22 patients in each group were match paired using same modular short stemmed femoral component. Strict criteria were adhered to achieve the match. At minimum follow up of 3 months after surgical intervention results showed computer navigation provided better results in correction of limb length discrepancy and restoring original offset. However, there were few limitations associated with the study: Retrospective; patients were not randomized; short follow up; small number of cases in each group (hence, no clinical difference detected and findings for improvement in dislocation risk). [4] Conclusion From above studies it can be concluded that given correct indications navigation guided technique is a minimally invasive surgical option and is significantly better than conventionally used technique in orthopaedic surgeries which proves our original hypothesis. Though it might take a little longer time but can give better and improved results in bone cutting, soft tissue balancing, acetabular implant and correction of limb length discrepancy and restoring original offset depending on patient anatomy. Further research in this area is still directed. References Klima S, Zeh A, Josten C; Comparison of operative time and accuracy using conventional fixed navigation cutting blocks and adjustable Pivotal TM cutting blocks; Computer Aided Surgery, July 2008; 13(4): 225–232. Lee DH; Park JH; Song DI; Padhy D; Jeong WK; Han SB; Accuracy of soft tissue balancing in TKA: comparison between navigation-assisted gap balancing and conventional measured resection; Knee Surg Sports Traumatol Arthrosc (2010) 18:381–387. Mainard D, Navigated and Nonnavigated Total Hip Arthroplasty: Results of Two Consecutive Series Using a Cementless Straight Hip Stem; Orthopedics; Oct 2008; 31 (10); 22-26. Confalonieri N; Manzotti A; Montironi F; Pullen C; Leg Length Discrepancy, Dislocation Rate, and Offset in Total Hip Replacement Using a Short Modular Stem: Navigation vs Conventional Free-hand; Orthopedics; Oct 2008; 31 (10); 35-39. 1

The Incredible Peanut :: Botany

The Incredible Peanut According to Webster's New Collegiate Dictionary, a peanut is "a low-branching, widely cultivated, leguminous, annual herb with showy yellow flowers having a peduncle which elongates and bends into the soil where the ovary ripens into a pod containing one to three edible seeds" (7). However, this definition does not even begin to give any indication of the importance of the peanut as an agricultural power in the world today. Therefore, this paper will discuss the peanut including its history, economic uses, and other pertinent information regarding this amazing plant. The scientific name for the common, commercially grown peanut is Arachis hypogaea L. Contrary to popular opinion, however, the peanut is not really a nut such as a pecan or walnut. It is actually a close relative of the black eyed pea in the family Leguminosae. Legumes are plants in which the roots contain nodules of nitrogen fixing bacteria which return remarkable amounts of nitrogen to the soil. Logically, the peanut is a perfect crop to rotate in with soil depleting plants like cotton and is used extensively for this purpose (8). The peanut plant is a sparsely hairy, taprooted, annual bush about 45 cm tall when mature. The four main botanical varieties are Virginia, Spanish, Valencia, and Peruvian Runner. They are distinguished from each other by branching habit, branch length, and hairiness. The most interesting facet of peanut growth is the development of the seeds. After the small, yellow flowers pollinate themselves, the stalks at the bases of the ovaries, called pegs, elongate rapidly and turn downward due to geotropism. The peg then buries itself several inches in the ground to mature in approximately four months (6). In order for peanuts to be grown efficiently, several habitat criteria must be met. One of these is a suitable climate. For best yields, peanuts require a growing period of 4-5 months with a steady, rather high temperature and an annual rainfall of about 50-100 cm. The growing season must be long, warm and moist, but the harvest season must be dry so the pods will pull out of the ground. Another requirement is a light-col6red, well drained, sandy loam soil. If the peanuts are grown in too heavy soil, the pods will remain in the ground when the plants are harvested (4). Peanuts are grown in countries with warm climates all around the world. India produces about six million metric tons annually and is easily the world's leading producer.

Chemistry Study Guide (Exam 2)

Examination #2 – Chapters 4,5, and 6 Study Guide Chapter 4 – Chemical Quantities and Aqueous Reactions * Reactions Stoichiometry * mole-mole conversions * mass-mass conversions * Limiting Reactants * What is the Limiting Reagent * How do we find the L. R. * Solutions * Molarity – definition and how to calculate * Dilutions Calculations (M1V1 = M2V2, careful with M2) * Solution Stoichiometry * volume-volume conversions * volume-mass conversions * Molecular interpretation of solubility * solubility rules * Precipitation Reactions * Determining reaction products * Following Solubility rules Molecular Formula, Total ionic formula, net ionic formula * Acid-Base Reactions * Oxidation-Reduction reactions * Identify odixation states * Identify which species was oxidized and reduced Chapter 5 – Gases * Pressure – definition * Simple Gas Laws * Boyle's Law – pV * Charles's Law – P/T * Avogadro's Law – nT * Ideal Gas Laws * pV=nRT * Densit y calculations * Molar Mass calculations * Molar Volume * Partial Pressures * Dalton's Law of Partial Pressures * Eudometer calculations * Gas Reaction Stoichiometry * Volume – moles conversions * Kinetic Molecular Theory * 4 components of the theory * You DO NOT need to know the derivation of I.G. L. * Effusion of Gases * Real Gases * van der Waals equation * Your extra credit question will have to do with this topic! * Atmospheric Chemistry * 3 types of pollution-very, very basic question Chapter 6 – Thermochemistry * Nature of Energy * System versus Surroundings * Definition of Energy, internal energy, law of conservation of energy * 1st Law of Thermodynamics * ? E = q + w * Sign convention, (is it positive or negative) * Heat and work * pV work * m Cs ? T heat transfer * conservation of thermal energy * Calorimetry * Constant volume calorimetry * only heat contributes to ? E * Enthalpy * Definition, equation Calculation using constant pressure calorimetry * Exother mic versus Endothermic reactions (sign of ? H) * Hess's Law * Enthalpy of reactions manipulations * This is a hard topic, please, please, please review this after Wednesday! Examination #2 – Chapters 4, 5, and 6 Study Guide Chapter 4 – Chemical Quantities and Aqueous Reactions * Reactions Stoichiometry * mole-mole conversions * Needs a balanced chemical equation * **Again no clear examples. Let me know if you can find any** * mass-mass conversions * **No clear examples. Let me know if you can find any** * Limiting Reactants * What is the Limiting Reagent The limiting reagent is also known as the limiting reactant. It is the reactant that limits the amount of product in a chemical reaction. Notice that the limiting reactant is the reactant that makes the least amount of product. * How do we find the L. R. * Example: * How many grams of N2 (g) can be produced from 9. 05 g of NH3 (g) reacting with 45. 2 g of CuO (s)? Create and Balance a Chemical Equation: 2NH3 (g) + 3CuO (g) N2 (g) + 3Cu (S) + 3H2O (l) 9. 05 g NH3 x 1 mol NH3 x 1 mol N2 x 28. 02 N2 = (7. 44 g N2) 17. 04 g NH3 2 mol NH3 1 mol N2 45. 2 g CuO x 1 mol CuO x 1 mol N2 x 28. 2 N2 = (5. 31 g N2 Less = LR Cuo is the Limiting Reactant! * Solutions * Morality – definition and how to calculate * Definition: * Amount of solute (in moles) per amount of solution (in Liters) * Molarity (M) = Amount of Solute (in moles) Amount of Solution (in L) * **Side Note** * Homogenous Mixture = solutions (Salt Water) * Solvent (a component in a solution) : Majority component, what something is dissolved in. (Water) * Solute (another component in a solution) : Minority component, what is being dissolved (salt) * Example: What is the molarity of a solution containing 3. 4 g of NH3 (l) in 200. 00 mL of solution? Given: 3. 4 g of NH3M = moles of solute (NH3) 200. 00 mL L of Solution (200. 00 mL) Convert: 3. 4 g NH3 X 1 mol NH3 = (0. 20 mols NH3) 17. 04 G nh3 200 mL X 1 L = (0. 2L) 1000 mL M = 0. 20 mols NH 3 / 0. 2 L = 1. 0 M NH3 **More examples in Notes! ** * Dilutions Calculations (M1V1 = M2V2, careful with M2) * Diluting a solution is a common practice and the number of moles of solute will not change! [ (M1)(V1) = (M2)(V2) ] * Examples: What is the concentration of a solution prepared by diluting 45. mL of 8. 25 M HNO3 to 135. 0 mL? M1V1 = M2V2 8. 25 M HNO3 X 0. 045 L = M2 X 0. 135 L 0. 135 L 0. 135 L M2 = 275 M HNO3 * Solution Stoichiometry * volume-volume conversions * When using morality, you can easily extract moles! * With a balance chemical equation, you can convert between amounts of substances. * Exampes: Look at notes OR page 145 TB * volume-mass conversions * Examples: Look at notes OR page 145 TB * **This wasn’t clear and If you know what this means, let me know. Or else I will ask Donavan on Saturday (Because there wasn’t a specific section for the two bullet points) Molecular interpretation of solubility * solubility rules – be familiar with the c hart/table that Prof. Donavan gave out 2 interactive forces that affect solubility: 1. solute-solute interaction 2. solute-solvent interaction if solute-solvent interactions are strong enough, solute will dissolve (solute-solvent interaction ; solute-solute interaction) * Precipitation Reactions * Determining reaction products General Form: AX (aq) + BY (aq) > AY (aq) + BX (s) Example: 2KI (aq) + Pb (NO3)2 (aq) >2KNO3 (aq) + PbI2 (s) * Following Solubility rules Molecular Formula, Total ionic formula, net ionic formula Examples: Molecular Formula: 2KOH (aq) + Mg(NO3)2 (aq) > 2KNO3 (aq) + Mg(OH)2 (s) Total ionic formula: * 2K+ (aq) + 2(OH)– (aq) + Mg2+ (aq) + 2(NO3)– (aq) > 2K+ (aq) + 2(NO3)- (aq) + Mg(OH)2(s) Net Ionic formula: (remove all spectator ions : ions that are aqueous as reactants and stay aqueous when they turn into products) Mg2+(aq) + 2(OH)-(aq) > Mg(OH)2(s) * Acid-Base Reactions General Form: HA (aq) + BOH (aq) > H2O (l) + BA (aq) Example: HCl (aq) + NaOH (aq) > H2O (l) + NaCl (aq) * Oxidation-Reduction reactions Oxidation is the loss of electrons * Reduction is the gain of electrons * Oxidation states: charges that allow us to keep track of electrons in chemical reactions * Identify oxidation states 1. Charge states of neutral compounds are zero 2. Charge of atoms in polyatomic ions need to add up to the total charge of the polyatomic 3. Keep Alkali metals as +1 alkali earth metals as +2 4. Keep F (fluorine’s) as -1 H as +1 O as -2 * Identify which species was oxidized and reduced * Look in last section of Chapter 4 Notes Chapter 5 – Gases * Pressure – definition Pressure: The force per unit area * Pressure comes from the constant interaction with a container * Standard Pressure = Normal Atmospheric Pressure * 760. 0 mm Hg = 1 atm * 760. 0 torr = 1 atm * 1. 000 atm * 101, 325 pa (pascals) = 1 atm * 14. 7 psi (lbs per square inch) = 1 atm * Example: * (45. 0 psi) x (101, 325 pa) x (1 k pa) ______________________ _______ = 310. kPa (14. 7 psi) x (1000 pa) * Simple Gas Laws * Boyle's Law – pV * The volume of a gas inversely proportional to its pressure, provided the temperature and quantity of gas don’t change. * V= k/p Actual Equation: pV= K * Example: A balloon is put in a bell jar and the pressure is reduced from 782 torr to 0. 500 atm. If the volume of the balloon is now 2. 78 x 10^3 mL, what was it originally? V1 = 782 torr x 1. 000 atm/760 torr = 1. 03 atm (1. 03 atm)(V1) = (. 500 atms)(2. 78 x 10^3 mL) After Rearranging the equation: V1= 1350 mL or 1. 35 x 10^3 mL * Charles's Law – P/T * The volume of a gas is diretly proportional to its temperature, provided the pressure and quantity of the gas that don’t change. (V= KT) **Temp in Kelvin Only** * For changes in Volume (involving temperature): * V1/T1 = V2/T2 For Changes in Pressure: * P/T (initial) = P/T (final) * Example: (LOOK IN NOTES ) * Avogadro's Law – nT * The volume of a gas is directly propo rtional to the quantity of gas, provided the pressure and temperature of the gas don’t change. (V=Kn) * For changes in volume (involving moles) * V1/n1 = V2/n2 * Example: (LOOK IN NOTES ) * Ideal Gas Laws * pV=nRT * NEED TO KNOW THIS FORMULA! * P = pressure (atm) * V = volume (L) * n = quantity (moles) * T = temperature (K) * R = Universal Gas Constant * (0. 08206 Latm/molK) OR * (8. 314 J/molK) * Example: (look in notes ) Density calculations * Density of a gas @ STP: * For an Ideal gas @ STP, the molar volume = 22. 7 L * Density = mass/volume = mass/1mole = molar mass/molar volum * volume/1mole * Density for a gas NOT @ STP: * If gas isn’t at stp * Then D = P(MM)/ RT or D = m/v * Molar Mass calculations * From the equations: pV = mRT/MM You get: MM = mRT/ pV * Example (Look in notes ) * Molar Volume * At STP, all ideal gases take up the same volume. * Molar Volume = # of L of gas 1 mole of gas This also works: V/n = RT/P * Partial Pressures Dalton's Law of Partial Pr essures * The total pressure of a mixture of gases is the sum of the pressures by each gas. * The pressure of a gas would exert if it were alone in a container. * You can calculate the Partial Pressure from Ideal gas Law * If 2 gases , A and B are mixed together * P(A) = (nA)(R)(T)/ (V) and P(B) = (nB)(R)(T)/ (V) * Since R, T, and V are all constant for a mixture * P(total) = P(A) + P(B) = (nTotal)(R)(T)/ (V) * nTotal = sum of nA + nB * Example: (Look in notes ) Eudiometer calculations * An Eudiometer is a gas collecting Tube * Example: 2Zn (s) + 6HCl (aq) 3H2 (g) + 2ZnCl3 (aq) H20 (l) H2O (g) P(total) = P(H2) + P(H20) (value may be looked up at table 5. 4) * 0. 12 moles of Hz is collected over H20 in a total 10. 0 L container at 323 K. Find the total pressure. P = nRT/V P(H2) = (0. 12 mol H2) (0. 08206 Latm/molK) (323 K)= 0. 3181 am (10. 0L) P(total) = P(H2) + P(H20) P(H2O) @ 50 degrees Celsius = 92. 6 mmHg P(total) = 240mmHg + 96. 6mmHg = 330mmHg * Gas Reaction Stoichiometry * Gen eral Concept plan on most problems: P, V, T of Gas A Amount A (in moles) Amount B (in moles) P, V, T of Gas B * Volume – moles conversions * Ex: Methanol CH3OH can be synthesized by the following reaction * CO2 (g) + 2H2(g) CH3OH(g) * What is the volume (in liters) of hydrogen gas @ a temperature of 355 K and pressure of 738 mmHG, is required to synthesize 35. 7 g of methanol * Given: 35. 7 g CH3OH temp: 355 K pressure: 738 mmHG * Find: V of H2 * 1. G of CH3OH mols * 35. 7g CH3OH x 1 mol CH3OH = 1. 1142 mol CH3OH 31. 04 g CH3OH * 2. Mol CH3OH mol H2 * 1. 11 mol CH3OH x 2 mols H2 = 2. 23 mols H2 1 mol CH3OH 3. N(mol H2), P, T VH2 * Convert your mmhg to ATM, and get . 971 atm * VH2= (2. 23 mol H2) (. 08206 l atm/ mol K) (355 K) = 66. 9 L .971 atm * VH2= 66. 9 L * Kinetic Molecular Theory * In this theory a gas is modeled as a collection of particles (either molecules or atoms depending on the gas ) in constant motion. * Ex, a single particle moves in a straight line until it co llides with another particle (or with the walls of its container). * 4 components of the theory 1. Particles are infinitely small and have no volume 2. Average kinetic energy of a particle is proportional to the temperature (k). . Particles travel in two straight lines following Newtonian Laws 4. All collisions are elastic (no attractive or repulsive forces) * You DO NOT need to know the derivation of I. G. L. * Effusion of Gases * Effusion: the process by which a gas escapes from a container into a vacuum through a small hole. * The rate of effusion (the amount of gas that effuses in an amount of time) is also related to the root mean square velocity * Rate is ? 1M * Grahms law of effusion: * The ratio of effusion rates of two different gases. * For example (look in notes, end of chapter 5) Real Gases * van der Waals equation is an equation used to correct for the discrepancies from the Kinetic Molecular Theory that real gases undergo. Real gases attract each other, therefore, real pressure ; ideal pressure. Real gases also take up space, therefore, real volume ; ideal volume. [P + a (n/v)? ] x (V – nb) = nRT where: a – corrects for molecular interaction. It makes the real pressure larger so it equals the ideal pressure b – corrects for molecular size. It decreases the volume of the container. * Your extra credit question will have to do with this topic! * Atmospheric Chemistry 3 types of pollution-very, very basic question * 3 types of pollution-very, very basic question 1. Hydrocarbon combustion for automobiles 2C8H18 + 2SO2 > 16CO2 + 18 H2O At high temperature, nitrogen can also be combusted, which causes a problem. N2 + O2 > 2NO 2NO + O2 > 2NO2 (nitrogen dioxide) – photochemical smog (causes problem in the environment) 2. Combustion of coal from power plants (Ex. Electrical cars) C + O2 > CO2 (Coal contains a significant amount of sulfur and it further combusts) S8 + 8O2 > 2SO3 2SO2 + O2 > 2SO3 SO3 + H2O > H2SO4 (H2SO4 results to acidification)But, people have found a way to eliminate the production of SO3 and that is by using â€Å"clean coal† and scrubbers. CaCO3 + SO2 > CaO + CO2 CaO + SO2 > CaSO3 (s) (calcium sulfite) 3. Stratospheric Ozone O3 + UV > O2 + O (oxygen radical) O2 + O > O3 + IR These two equations above just shows how ozone is used and how it is just regenerated again. But, in 1974, Sherwood Rowland discovered that CFCs from air conditioners, refrigerators, and spray cans destroy the atmospheric ozone. CF2Cl2 + UV > CF2Cl + Cl (chlorine radical) Cl + O3 + UV > O2 + ClO ClO + O > O2 + Cl ( 1 Cl radical can destroy a hundred thousands of ozone) Practice test:  answer keyChapter 6 – Thermochemistry * Nature of Energy * System versus Surroundings System – the part of the universe we want to focus on (like a chemical reaction inside a beaker) Surrounding – everything else in the universe (like the glass of the beaker and the air around it) * Definition of Energy, internal energy, law of conservation of energy Energy is classified into two types: a. heat (q) – energy transferred that causes a temperature change (due to a change in the random motion of molecules) b. work (w) – energy transferred that causes an object to move (due to a change in the concerted motion of the molecules in the object) c. nits of energy: I. Joule (J) – the amount of energy it take to move 1kg mass a distance of 1 meter (unit: kg*m2/s2) II. Calorie (cal) – the amount of energy needed to raise the temperature of 1 gram of water by 1 ? C 1 kcal = 1000 cal (food calories) 1 cal = 4. 184 J (exact measureme nt) Internal Energy – total energy of a system. (Esystem) Law of conservation of energy – energy is neither created or destroyed, only transferred. * 1st Law of Thermodynamics – The change in energy of a system is equal to heat that enters the system plus the work done on the system. * ? E = q + w a. ?E = change in the internal energy of a system E is (+) if the energy is absorbed by the system ?E is (-) if the energy is released by the system b. q = heat q is (+) if the heat is absorbed by the system q is (-) if the heat is released by the system c. w = work w is (+) if the work is done on the system w is (-) if the work is done by the system on the surrounding * Heat and work * pV work – is defined by the equation: w = -p? V * m Cs ? T heat transfer – q = m Cs ? T where: m = mass Cs = specific heat capacity (J/ g ? C) ?T = (Tfinal – Tinitial) – q = n Cm ? T where: n = number of moles Cm = molar heat capacity (J/ mol ? C) ?T = (Tfina l – Tinitial) conservation of thermal energy – the amount of energy that is given must be equal with opposite sign to that energy that is being taken. qsurr = – (qsys) msurr Cs(surr) ? T(surr) = -[msys Cs(sys) ? Tsys] * Calorimetry * Constant volume calorimetry * Constant volume calorimetry – â€Å"bomb† calorimetry, no pv work done, therefore only heat contributes to ? E qcal = Ccal ? T = -qrxn where: Ccal = calorimeter constant (KJ/ ? C) * * only heat contributes to ? E * Enthalpy * Definition, equation Enthalpy (? H) – the heat absorbed or released during a process taking place at a constant external pressure. ?H = qrxn = -qsurr ?H = -( m Cs ? T) Calculation using constant pressure calorimetry – refer to example in notes * Exothermic versus Endothermic reactions (sign of ? H) Endothermic reactions have (+) ? H because they are reactions that absorb heat. Exothermic reactions have (-) ? H because they are reactions that give off hea t. * Hess's Law * Enthalpy of reactions manipulations 2 rules to remember: 1. If a reaction is reversed, the sign of ? H flips (from negative to positive or from positive to negative) 2. If you multiply coefficients by a number, ? H is also multiplied by that number. * This is a hard topic, please, please, please review this after Wednesday!

Air Pollution in Almaty Essays

Air Pollution in Almaty Essays Air Pollution in Almaty Paper Air Pollution in Almaty Paper who gave Very different answers. In the beginning of the survey, the Interviewers elicited from the respondent information about their driving habits and their vehicles as well as the degree to which air pollution bothers them. Then it was necessary to convey to the respondent a great deal of information about the pollution fees: information about the features of the basic plan, such as the technology and uses of the revenues. In order to keep the respondent engaged in the interview process, resented this information to respondents in questions of the form, Suppose dirty cars paid a higher rate than cleaner cars. Would you be more or less likely to support the fee policy? Structured interview were carried out to gain a more qualitative picture of the current situation of the transport system and air conditions in the city. The results of the questionnaires are presented first, followed by the quantitative results of the structured interview. Questionnaires were distributed among 20 students from SKIMP, who have cars, from September 25th to October 14th. Ten of the participants are male ND ten are female. All participants ranged from 18-22 years in age. In the survey there were 6 closed questions with multiple choice answers, but to know the individual approach of the person I made the last choice as your answer to the most questions. So the first question was: Are you satisfied with the condition of air in Alma? 63 % of students answered that they were not satisfied, while the rest answered yes. This proves that most Of people recognize their home air quality problems. The second question was about what is the major cause of air pollution in Alma. The majority of exponents (78%) agreed that vehicles contribute to pollution and that vehicle emissions are harmful to human health. The third question was: Do you see any success in implementation of transport programs to reduce air pollution in the city? Opinions were divided equally. Less than 50 percent agreed, but 54 percent of students claimed that the entire available budget didnt return to the public. The fourth question was about the cause of failure of these programs. Approximately 52% do not believe that taxes are spent wisely, 30% of respondents considered that the cause of this were corruption r stealing government money by civil servants, and 18 % of respondents answered that they did not think about it before and they do not care about it . The fifth question: M/hat must be done to make the ecological situation of Alma better? There must be much more green plants in the city (36%). The number of cars must be reduced (24%). The traffic must be limited (20%) We can do nothing already (13%). O not know (7%). The sixth question, can you use public transport as an alternative to using private car? 87% of students said no, the rest yes. It is obvious that there are no good alternatives to using ears. People are selfish and for them comfort comes above all else. However for the same question but with addition point, the results of answers were definitely different. Can you use pu blic transport as an alternative to using a private car? (if government improves the condition of public transport, and the prices increase, because of the cost of changes in quality) 72 % answered no, the rest responded yes. As internet makes our life easier to communicate, I conducted the flogger interview by asking questions related to my topic to Alma Deputy Akin (Mayor) Victor Telephoned. Victor Telephoned is a Deputy Akin of Alma since April 2008. He is at age 63 and has 44 years of work experience in building and construction management. First of all, I sent him a letter where I introduced myself and briefly explained my reason for writing. Then I asked interesting questions related to my topic. The office of Deputy Mayor quickly sent some answers to my questions. However in my opinion answers were quite formal. The first question was concerning the increasing number of cars in the city. There are currently more than 500,000 vehicles registered in Alma. What actions have been ken by local authorities to reduce this number? Doltishness answer was that on 1 July 201 1 the government of Astrakhan established preferential tariffs on the import of cars by individuals for personal use. In other words, the new law indicates that taxes on import cars have been increased. And certainly it leads to decreasing number of import cars. Then interviewee answered on the second question that was about new transport programs in Alma. Telephoned responded that they strengthened control over the quality of motor fuel, emission standards and technical inspection of vehicles ND improved transport infrastructure to reduce automobiles burden on the city. He stated : In the last 3 years alone, 7 new interchanges, tunnels, and the first section of Eastern bypass were built. And works in these directions will continue. When Telephoned was asked a question about the quality of air in the city, he explained that they plan to purchase 200 modern trolleybuses, launch a large-scale project on creation of light rail system through a mechanism of state- private partnership. In addition, the interviewee showed his strong position in favor of using natural gas by transport vehicles: There are 200 uses working on compressed natural gas, 50 of which serve the city routes have been already purchased. After this response, I was most concerned about the use of natural gas instead of diesel fuel. So the next question was how they plan to implement this transport strategy. The mayor explained that the mayors office intends to economically encourage owners Of private cars to use natural gas. He stated: Legal persons, buying gas instead of diesel fuel pay half less. One can count himself: the cost of using gas is 14. 85 tinge per one km. At the same time at using diesel fuel one has to pay 24. 4 tinge, and 29 tinge if your car works on gasoline. Obviously, the natural gas has advantage. However Alma has a weak transport policy which favors automobiles rather than public transport. And it is clear that if people used their cars less this would help to prevent the greenhouse effect. So the next question I asked the deputy akin was when conditions of the public transport will improve. Because it is no secret how many problems drivers of private passenger vehicles make on the roads. In addition, there are still a lot of complaints about the quality of passenger service, rude inductors and the unsightly appearance of the buses. On this question the mayor claims that Traffic Police Department of Internal Affairs regularly conduct raids to detect and prevent violations of passengers and traffic rules by drivers of public transport. By finding facts police impose administrative fines, and not only for drivers but also for managers and executives of enterprises and carriers. Road safety engineering courses and customer service trainings are held daily with the drivers of public transport in the city. In conclusion, despite intense regulatory efforts to reduce vehicle emissions ever the past twenty years, emissions from vehicles continue to be major source of air pollution problems in the financial capital of Astrakhan. By surveying local people from Alma about vehicle pollution, it was clear that people who have become too reliant on cars can cause many problems. Moreover, what Object to is that the view Of Deputy Mayor about success the implementation of transport strategies particularly does not coincide with opinions of students. However, it is important to mention that the levels of us port transport strategies by students were significantly affected by the design features of plans. The survey results clearly indicate that good structured transport strategies and introducing pollution fees on motor vehicles in Alma can attract majority public support. The results also indicate where support and opposition to these plans may be found to aid in targeting publicity and informational campaigns. Finally, I think examination of these statistical results may be useful in the development of pollution fee programs to present to the public. Chapter 5 Conclusion The main objectives Of this project were to discover the causes Of a weak transport policy in Alma. As was described in survey chapter, research indicates that urban planning is a new trend in city programmer, which will help to develop Alma as a multicultural city and thus to reduce travel distance. These programmer also include buses working on gas and blouses. However, there is a concern over whether the political power will be strong enough to implement this long term task. By surveying local people from Alma about vehicles pollution, it was clear that people became too reliant on car that can cause many problems. Moreover, the view of Deputy Mayor about success implementation of transport strategies particularly does not coincide with opinions of students. However, it is important to mention that the levels of support transport strategies by students were significantly affected by the design features of plans. Reading different articles found out that road pricing is an essential part of any solution. Take for example case in London, congestion charging was introduced in order to reduce traffic congestion, and despite some weaknesses and high costs the scheme has achieved its main targets reduce of air pollution. Second solution is the development of strong public transport as an alternative travel mode to the car. And third solution is investment of all venues from the pricing scheme in the transport sector. However, Alma is an city from developing economy, the implementation of road pricing in a city with poor public transport and a bureaucratic and ineffective taxation policy would not bring desirable effects in congestion and urban pollution reduction problems. Therefore all we need to do to reduce the problem is simply to be less wasteful. People can make less air pollution just by doing every day small things like drive less, more walk or use the bike. One can say it will definitely improve the protection of the environment as well as human health.

Integrated strategic human resource management

Integrated strategic human resource management Introduction Recruitment and selection process enacted by an organization determines the profitability and sustainability of the firm. Mainly, recruitment and selection is done to replace an employee, to fill a new position, or to instill change in the corporate culture (Banfield Kay, 2008, p.68). Indeed, recruitment approaches in a firm influence the kind of human resource in a firm. Selection entails matching the workforce and specific jobs; thus, fair and accurate assessment of applicant’s strengths and weaknesses is done in the selection process.Advertising We will write a custom essay sample on Integrated strategic human resource management specifically for you for only $16.05 $11/page Learn More According to Roberts (1997, p.4), â€Å"effective selection processes entails clear and precise specification, effective use of multiple techniques, elimination of redundant processes, measurement and evaluation and continuous improvement.† Aquin as (2005, p. 361) on his part states that, â€Å"recruitment is a process of searching, stimulating and encouraging prospective employees to apply for a specific job in an organization.† Human resource managers can use either external recruitment methods or internal recruitment or both to fill positions in their organizations. Generally, recruitment and selection process is expensive, thus HR managers should ensure they obtain the right candidates for a specific job in order to avoid high turnover. According to Lashley and Lincoln (2003), the recruitment and selection approach varies depending on the type of employee required, organizational strategies, and human resource policies. An organization having a diverse workforce is able to benefit from skills from the diverse group. Additionally, the firms recognize the need of getting workers who can fit in the prevailing organizational culture. Therefore, Human resource Management not only seeks professional competency, but also personality attributes. Notably, selection in Sofinsco is not only based on the applicants’ involvement, training, and skills, but also on their personality and their approval of the firm’s values. Further, HR teams integrate equity and diversity during all stages of recruitment and selection. This paper will analyze the importance of different recruitment and selection approaches, equity, and diversity in relation to Sofinsco. Moreover, the significance of integrated approach to recruitment and selection in attainment of business goals is also discussed. Importance of different approaches to recruitment and selection approaches Internal recruitment method Internal recruitment involves filling positions by recruiting employees within the organization. Moreover, this approach simplifies and hastens the recruitment process especially for high level jobs. This is primarily due to the fact that the HR team is aware of the strengths and weaknesses of the candidates.Adverti sing Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Internal recruitment is carried out through direct appointment or promotion by management, a lateral transfer of an employee from one department to another or internal advertising (Nankervis, Compton Morrissey, 2009, p.48). Generally, internal recruitment is cost effective as it eliminates the cost of external advertising and sourcing (Brewster, Mayrhofer Morley, 2005, p.48). Internal recruitment is important as it boosts morale of employees to improve their performance in order to get a promotion. Therefore, internal recruitment acts as a reward system. Moreover, the employees are motivated to enhance their skills and competencies, the result of which is the evolvement in the firm. In this case, Sofinsco mainly focuses on internal labor market after realizing that, internal candidates are familiar with the firm’s corporate cultur e hence they do not require adaption or integration period. Thus, internal recruitment is necessary in replacing supervisor positions in order to minimize instability that can be caused by abrupt changes. Importantly, HR teams that use internal recruitment method have an effective appraisal system to facilitate selection of eligible candidates. Whenever firms recruit internally, only entry-level vacancies are filled by external candidates, thus preventing experimenting high positions with new employees (Grobler Warnich, 2005, p.171). Through lateral transfers, employees are granted skill development opportunities and subsequent promotion. Importantly, internal recruitment helps in employees’ retention since the employee can see a future and advancement opportunity in the organization (Nankervis, Compton Morrissey, 2009, p.48). Besides, it is easier to assess internal candidates compared with external candidates, hence reducing selection or placement errors. Additionally, in ternal recruitment is used in conjunction with firm’s succession plan. However, internal recruitment does not meet the need of a firm’s human resource needs most of the times, hence there need to recruit from outside. Indeed, Sofinsco is compelled to employ two hundred new employees yearly in spite of its focus on internal market. Similarly, internal recruitment can attract unqualified employees since the scope of candidates is limited (Aquinas, 2005, p.363). Additionally, unsuccessful applicants’ morale and work performance can be affected negatively, or discontent can be bred if fair selection is compromised. Further, internal recruitment can cause instability, and increase operational costs due to constant movement of staff, subsequently; it affects the overall firm’s performance (Banfield Kay, 2008, p.73).Advertising We will write a custom essay sample on Integrated strategic human resource management specifically for you for only $16.05 $1 1/page Learn More External recruitment method External recruitment refers to recruiting employees from outside the organization. Methods used in external recruitment include direct application, employees’ referrals, campus recruiting, and through employment agencies (Grobler Warnich, 2005, p. 175). External recruitment is very significant as it prevents disgruntlement and infighting caused by internal recruitment. Similarly, internal labor market may not provide all needs of human resource, thus necessitating external recruitment. Moreover, this method averts promotion of employees whose level of competence inhibits them from performing effectively. Nevertheless, firms benefit from new perspectives and ideas from new employees, hence promoting the firm’s competitive edge (McNaughton, Carlson Dietz, 1992, p.105). In addition, firms’ productivity is improved due to internal competition created by external recruitment. Besides, external recruitmen t aids management to restructure their firm, as it is a fast method of changing corporate culture. Another benefit is that the quality of the workforce is improved through injection of new talent and skills from new employees (Aquinas, 2005, p.366). Additionally, through external recruitment, firms are able to source highly qualified and experienced employees, therefore eliminating cost of training. Further, the experienced workforce facilitates in improving productivity and performance of an organization. Despite the positive aspects, external recruitment has its own demerits. First, it denies employees career development and advancement hence reduce employees morale and productivity (Aquinas, 2005, p.367). Moreover, selection and recruitment errors occur more frequently since the HR teams do not have adequate time to assess external candidates. Further, there is uncertainty whether new employees will fit in the prevailing corporate culture. Additionally, there is increased transit ion and adjustment period (Grobler Warnich, 2005, p. 170). Equality and diversity in recruitment and selection process It is essential for recruiting teams to maintain equality and diversity principles at all stages of recruitment and selection (Wilson, 2005, p.258). Thus, the guiding factors during selections should be job specifications, suitability, and ability of a candidate to perform the outlined duties.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Through upholding equity and diversity in the recruitment and selection process, a firm is able to benefit from increased global competitiveness and productivity. Equality and diversity plays a vital role in driving a firm towards attainment of competitive advantage in spite of tightly contested international market. Moreover, the firm will be able to attract and retain the most qualified employees in the labor market. Equality and diversity are also significant in a company that looks forward to maintain its good record, and in the process attract and retain customers for company’s sustainability. Further, a firm can enhances its corporate reputation and hence profitability. In some instances, an organization can be sued if an applicant has solid grounds of discriminations during selection, in addition to an organization’s reputation being tarnished and loss of money in the lawsuits (Williams, 2005, p.7). Further, by having a diversified workforce, the firm is in a po sition to identify the diverse needs of its customers. Finally, continued development of staff will be vital for improved and efficient performance. Integrated approach of recruitment and selection Primarily, organizational development and growth commences with  an integrated approach to recruitment and selection. Basically, integrated approach to recruitment and selection produces substantially valuable HR decisions. The integrated approach implies a continuous supply chain, i.e. development and training of potential candidates, deployment of employees to specific jobs. Moreover, integrated approach is appropriate in the rapidly changing economic market. By implementing an integrated approach to recruitment and selection, Sofinsco will become the employer of choice. Similarly, procedures for recruitment and selection are more accurate and less susceptible to bias and distortion in integrated approach technique (Jirasinghe Lyons, p.10). Further, the organizations need to incorpor ate training or mentorship programs where new employees are trained by experienced workforce. Additionally, the firm’s recruitment policy should reflect all diverse needs of the organization. Since recruitment is a continuous process in any organization, solid plans should be enacted to facilitate selection and recruitment (Pynes, 2008, p.118). Conclusion The purpose of selection is to match employees to specific jobs which they can do effectively. Banfield and Kay (2008) note that, it is important to make correct recruitment and selection decisions as employment decisions affect quality of the workforce. In addition, the process of correcting hiring mistakes is difficult due to employment rights. It is paramount to get recruitment and selection decision right since wrong decisions can affect a firm’s productivity, and wrong decisions are costly to correct. HR can recruit internally (from within the organization) or externally (from people outside the organization). HR derives benefit from internal recruitment due to motivated personnel who perceive opportunity of career development in the firm. Additionally, internal recruitment reduces the costs of external advertisement and duration of recruitment process. Importantly, there are few chances of recruitment errors since management is familiar with the capabilities of candidates. Further, internal recruitment ensures stability and avoids difficulties associated with transition. On the other hand, external recruitment provides a wide scope of candidates where a qualified and experienced employee can be sourced. Moreover, the method improves productivity of an organization due to improved quality in the workforce. Similarly, external recruitment promotes internal competition among the employees hence the improved bottom line. Equality and diversity is essential in recruitment and selection process since it promotes the firm’s reputation. Thus, a firm is able to attract and retain the top qua lity of personnel who would greatly enhance the firm’s competitiveness. Finally, organizational development and growth commences with  an integrated approach to recruitment and selection since this approach facilitates production of valuable HR decisions. References List Aquinas, P. G., 2005. Principles of Management. New Delhi: Anmol Publications PVT. LTD. Banfield, P. Kay, R., 2008. Introduction to Human Resource Management. Oxford: Oxford University Press. Brewster, C., Mayrhofer, W. Morley, M., 2005. Human resource management in Europe: evidence of convergence? Oxford: Butterworth-Heinemann. Grobler, P. A. Warnich, S., 2005. Human Resource Management in South Africa. SA: Cengage Learning EMEA. Jirasinghe, D. Lyons, G., 1996. The competent head: a job analysis of heads tasks and personality factors. Bristol: Routledge. Lashley, C. Lincoln, G., 2003. Business development in licensed retailing. Oxford: Butterworth-Heinemann. McNaughton, D., Carlson, D. Dietz, C., 199 2. Building strong management and responding to change. Washington: World Bank Publications. Nankervis, A., Compton, R. Morrissey, B., 2009. Effective Recruitment and Selection Practices. Sydney: CCH Australia Limited. Pynes, J., 2008. Human Resources Management for Public and Nonprofit Organizations: A Strategic Approach. San Francisco: John Wiley and Sons. Roberts, G., 1997. Recruitment and Selection Process: A Competency Approach. London: CIPD Publishing. William, K., 2005. Positive Recruitment and Retention CMIOLP. Oxford: Elsevier Wilson, J. P., 2005. Human Resource Development: Learning Training for Individuals and Organizations. London: Kogan Page Publishers.

Strateguc Management of Apple Inc Assignment Example | Topics and Well Written Essays - 2500 words

Strateguc Management of Apple Inc - Assignment Example The main internal factors that have impacted the functioning of Apple Inc, and the strategic management processes and decisions of the company are discussed as follows. Resources and capabilities of the company: The availability of resources and capabilities including financial resources, physical resources, human resources and other key competencies of the company are major internal deciding factors for the strategic management of Apple Inc. The company is rich in terms of both tangible and intangible resources which act as value adding factors for the technology giant. The cur competencies of Apple Inc. like product designing capabilities, high investments made in fostering radical innovations, breakthrough inventions, highly robust research and development systems act as the key strengths as well as the Critical Success Factors (CSF) of the company. Thus, the business focuses on leveraging on such competencies and resources to create a strategically advanced position for the corpo ration in the global technology industry. The company has also remained highly efficient in product design and development which forms the backbone for the operability of a technological company. Te high investments made in the research and development arenas of the organization also add to the success of the company. The company culture and the shared values within the organization are other important external factors that can negatively or positively impact the growth, success, sustainability and future direction of Apple Inc.

Discussion Board 7-1 Assignment Example | Topics and Well Written Essays - 250 words - 3

Discussion Board 7-1 - Assignment Example Simply, away from psychological view and analysis, there is no standard way of describing frameworks and entities of adulthood. From psychological point of view, adulthood constitutes three different and successive stages. The stages include, young adulthood, mid adulthood and late adulthood. As described by Kail and Cavanaugh (2013), young adulthood mainly characterizes with peaking in the physical operation of the body, strength, coordination, muscle development, sensory acuity and dexterity. Individuals at this stage rarely die from diseases and have great interest in exploring various life issues. Alcoholism, smoking, poor nutrition and accidents are the main causes of poor health and death. Young adulthood may begin from late teenage into mid to late 20s. Individuals under the stage are not adolescents and partially adults. Middle adulthood is the next standard stage of adulthood recognized by psychologists. According to Kail and Cavanaugh (2013), this stage characterizes with wrinkles, weight gain, and grey hair, declining bone density, osteoporosis and arthritis in some cases. Individuals continue to enjoy active sex, but the continuous physical changes tend to affect sexual responses. As documented by Kail and Cavanaugh (2013), the last stage of adulthood development is the late adulthood. This stage characterizes with endurance, hearing, smelling and visual abilities deteriorate. Individuals are usually at high risks of succumbing to heart attack, hypertension and stroke. This stage is synonymous with people above 70 years, but may begin earlier depending on environmental and psychological conditions of an