The variable I am going to change will be the temperature Essay Example for Free

The variable I am going to change will be the temperature Essay The aim of my experiment is to investigate how the resistance of a wire is Affected by the length of the wire. I will be investigating by using three types of wire Thin, Thick and finally an even thicker wire then second time around. I will be also recording my results by taking down what the volt meter displays and what the Ammeter displays. I will be recording the results for each wire and also I will be increasing the wires thickness after I measure 10cm of length each time having taken down the results. Apparatus: Meter Ruler- Safety Goggles- Cell- Wire- Crocodile Clips- Ammeter- A Voltmeter- V Plan For the following experiment my plan will be to firstly wire up all the appliances to create a circuit then I will predict whether the resistance increases or whether it does not increase while the wire increases. I will carry out the experiment increasing the length of the wire by 10cm each time I will then take down the results of the voltage, current. To measure the voltage I will use a Voltmeter to measure the Voltage, to measure the length of the wire I will use a meter ruler and finally to measure the current I will use a Amp meter. After gaining these results I will work out the resistance using this formula: Resistance=Voltage/Current Having gaining the results I will write them up in a table from which I will plot the graph to support my results Then after drawing the graphs I will come to my conclusion, in my conclusion I will conclude what happened in the experiment and I will say whether my prediction is right. I will then come on to the evaluation of my experiment. Prediction My prediction is as the Length of the wire increase by 10cm the resistance will get affected making it to increase. The factors which may affect my experiment are firstly the cell(Battery) which may ran out or cause a defect, The voltmeter or ammeter may show the wrong Voltage or current and there also could be a wrong connection being made connecting the circuits. There also could be a user fault and they may measure the wrong length of wire. The factors which need to be controlled are to firstly to get a good working battery and them some healthy working wires. You need to make sure u connect the circuit correctly and also you need to make sure you measure the correct length each time. I will also keep the same temperature to make sure the experiment is even I will do this by using a thermometer to make sure the temperature is constant. I will be using Room temperature. Work Done By- SaNjE Balendra Table of results (Thin Wire) Length Voltage Current Resistance Here is the table of results for my second experiment in which I used a thick wire Table of results (2nd Thicker Wire) Length Voltage Current Resistance Here is the table of results for third and final experiment Work Done By- SaNjE Balendra Conclusion Having done my experiment I have come to my conclusion. In my experiment I have found out that as the length of the wire increases the resistance increases. This is because as the length of the wire increases it causes the current and voltage to increase which means the resistance increases as well resistance is equal to voltage divided by current. The resistance increases because there is more sufficient surface area which means the can atoms to collide, when the thickness increases it causes the resistance to decrease as there is a lot of surface area so there will be less collision. Evaluation The experiment proved to be a success and it went very well although it could be improved by trying other lengths, different voltages but also a different type of wire to be able to compare the resistance difference this would make a more interesting experiment. I feel overall my results were quite precise. You can see my results were accurate looking at all 3 of my graphs, which shows a straight line through most of the points apart from one or two which are on the line or not very apart from the line. The 2 points on the (thin wire) which was not close to the line was a Anomaly but it did not effect the gradient in the graph. In my experiment the places I think I made the most errors in the experiment was measuring the length of the wire as it was hard to measure the wire keeping it straight and then holding a meter wire to measure it. I can improve on how to measure the wire by using more than one person to either help me or do the experiment with me, I can also improve by being sensible and being focused on my work and on what am doing.

Money Is Not The Only Motivator Management Essay

Money Is Not The Only Motivator Management Essay We are presenting our term project which was chosen from one of the topics provided by the course instructor. We are pleased to present our report on topic Money is not the Only motivator This research gave us an excellent chance to understand the concept of motivation and its applications in practical world. We chose Pakistan State Oil as our organization for our research. We would also like to thank all our respondents, who were kind enough to answer our questionnaires and gave their valuable time in guiding and informing us about their perception on our topic. We acknowledge all of your help and support for this research. We sincerely thank our instructor Ms Unzela Hasni for her support and trust in our capabilities. Yours Sincerely, Syed Ahmed Asad (12131) Bilal Jawaid (12093) Riaz Ramzan Ali ((10712) Abdul Moiz Mughal (11540) Maryam Abbasi (11869) Acknowledgement We begin by expressing our gratitude to our Lord, the Almighty Allah without Whose Guidance and Will, all is impossible. We are also highly thankful to our teacher and instructor, Mr Unzela Hansni, whose teaching has given us great knowledge and a peek into the professional world of Human Resource Management and its various aspects. This report has sharpened our ability to interpret the concepts and methods with greater sensibility. Executive Summary Pakistan State Oil is the leading oil company in Pakistans energy sector with largest retail outlets to serve all industries and consumers of Pakistan. PSO takes pleasure to continue tradition of excellence and it is fully committed to meet energy needs of future. PSO is one of local organization that holds an award for attracting employees because of their strategic human resource practices.PSO takes it human resource management as the most important department of their company because they treat their employees as their most significant asset.PSO along its effective compensation plan (monetary) holds many other techniques and methods of modern era to keep employees engaged and make sure that they are striving for the attainment of companys goal. In this report we surveyed PSO to collect valuable information on different motivational aspects and methods used by management to make sure employees feel interested at work and have a sense of belonging to the organization. We learned var ious techniques such as performance management, motivational surveys, employee awards, recreational facilities , training and development and others. Hypothesis H0: PSO is successful in motivating its employees H1: PSO is not successful in motivating its employees In our research we assumed that PSO is one of the most successful domestic organizations to keep a motivated workforce in Pakistan, so to test our hypothesis we went to the organization and interviewed 2 top managers and got questionnaires filled from 12 employees linked to senior , middle and lower level management positions. Our hypothesis is to prove whether a motivated group of employees help individuals and business to achieve job satisfaction, productive employees, more profit, self development and an effective work environment (culture). Methodology We used research based methodology to work on this report. Our research was conducted in several steps that include: Planning which topic to choose Choosing the Organisation Collecting secondary information from different sources such as Human Resource Books Internet Articles from Harvard Business Review Next we designed a questionnaire Site visit (PSO) Get our questionnaires filled Interviewed two managers Assembled primary and secondary data 1st draft report to check plagiarism Final report INTRODUCTION PSO: Overview Just like any other competitive business, PSO is a challenging petroleum products marketer, supporting foresight, quick judgment and hard work and acumen. At PSO, we have been making new grounds since our situation in the market. By introducing a competitive product portfolio, aligning our corporate social responsibility, putting up up storage depots at far-flung areas, presenting relative marketing techniques, energizing industrial institutions, supporting the countrys defense forces, ensuring customers satisfaction and provision of new business challenges, PSO has been setting the benchmark for other oil marketing companies during the 25 years of its excellent existence. Under the strategy, State Oil Company Limited a private company owned by the Federal government in which undertaking were vested on 15th September 1976 took over the entire undertakings of Pakistans Oil limited companies and National Oil limited companies as disclosed in their respective financial statements declared on June 30th. The company then later converted in to Public limited company. In consideration for the transfer, the reconciliation program provided all shareholders of the two former companies, PNOL and POCL, be issued fully paid-up ordinary shares of PSO against their holdings in PNOL and POCL along with fully paid-up premium shares. This was done at the rate of 1,185 PSO shares for every 1,000 shares of PNOL and 1,136 PSO shares for every 1,000 shares of POCL. The inception period of any company is always comparatively difficult but for an organization emerging out of the merger of three separate units, the problems can be more complex. PSO, during its first year of operation, was no amazing. However, most of the problems were properly solved and taken care by the company. PSO sold a total of 2,514,000 tons of petroleum products till June 30th 1977. This made a turnover of Rs 404.53 crores. Such meager return was partially due to the unrealistic gross margins, which were available to the oil marketing companies in all main products and were fixed by the government as far back as 1963. At the end of the first year, the extent of the PSO operations was that it had four ocean terminals, 34 inland depots, four blending plants and 950 retail outlets. Of the retail outlets, 715 were gasoline and HSD stations, 126 service stations, 44 LDO farm stations and 65 kerosene stations. In its first year of operations, the upcountry storage capacity of the company was augmented by 33,000 tons. The storage capacity was established at Gilgit, Chitral and Skardu, enabling the residents of the Northern Areas to obtain their requirements of petroleum products throughout the year and at reasonable prices. By the second year of operations i.e. 1977, the company had successfully overcome the initial problems of the merger, establishing itself as a homogeneous commercial force capable of playing its rightful role in the economic progress of the country. It sold 1,826,000 metric tons of petroleum products during the year as against 1,746,000 tons in the first year. This indicated an increase of 4.56 per cent. Since then, PSOs success story has continued with the company making a strong impact on the countrys overall development over the years with excellent prospects for further growth. A cursory look at PSO at a Glance in the annual report reveals remarkable financial strength accumulated since inception. Statistics, though somewhat restricted, nevertheless, give a picture of all-round improvement despite temporary setbacks. The companys shareholders have reposed unwavering confidence in the astute financial policies followed by the company that have not only given extremely attractive cash dividends year-after-year but also a consistent increase in the shareholders equity from Rs 116.2 million in 1977 to Rs 9,808 million in 2001. Where do we stand today? PSOs sales revenue during FY-2001 rose to Rs. 170 billion, showing a growth of 25.7% over the previous year. The company earned an all-time record gross profit of Rs. 6.4 billion, which was up by 12.4% over the preceding year. The profit after tax was Rs. 2.25 billion. This was marginally higher than the previous years profit of Rs. 2.23 billion. If PSO had not made these provisions, the company would have reflected an additional profit of the same amount, which would have resulted in significantly higher profit than the preceding year. Not only that, the company has emerged as one of the countrys few largest taxpayers in the corporate sector. PSOs business operations have helped collect over the years Rs 338 billion in duties and taxes on behalf of the government. Integral to our success are our efforts to provide our customers an unmatched service based on innovation, deep care and our vision for the future. Accordingly, we have launched an aggressive plan to build New Vision outlets in order to provide better quality service to its customers. Some 330 New Vision retail outlets have been established all over the country in a short period of two and a half years, which is a record. At the same time, to set high standards of customer service, the number of Company-owned and Company-operated (CoCo) sites has increased to 20. Yet another ambitious program that PSO has launched will see the promotion of Internet, especially in inaccessible areas of Pakistan. A total of 500 retail outlets are to be provided with Internet facility, which is now available at 150 outlets. The philosophy of HR in PSO 1. Consider human asset as the only asset which gets appreciated by passage of time. 2. Always the right person at the right place for the right job. 3. Continuously re-align organization in line with contemporary business practices. 4. Make Organization responsive by making it lean and flexible. 5. All HR issues to be handled with transparency and keenness. Work environment in PSO Employee Recognition To boost the morale of employees a reward and recognition scheme is in place for the last few years and has been a great source of creating a spirit of healthy competition amongst employees. Each year employees are nominated for two company-wide ceremonies viz Shaukat Raza Mirza Management Excellence Award and PSO Managing Directors Performance Award Motivation Survey Special efforts for continuously enriching our business systems and implementing relative strategies have always been fruitful which are aimed at augmenting a work culture that enhances employee motivation as well as gaining a better understanding of forces that shapes motivation, attitude, behavior patterns and expectations. Employee Motivation surveys are conducted that recognize the needs, opinions, concerns and perceptions of our human capital about the organization and what they value in terms of professional and personal interests and incentives. Keeping a human element is mind these surveys help identify a meaningful employee relationship with the organizational objectives and understand their job responsibilities and work expectations. Communication: Open-book direct approach environment An assortment of forums/meetings at hand (Executive Committee, Management Committee, Employee Leadership Team) inspire discipline and accelerate establishment of processes systems. Encourage team work group dynamics while inculcating a sense of ownership through empowered Cross Functional Teams (CFTs) Employ Business Process Reengineering (BPR) to maintain an international working environment by streamlining processes and removing unnecessary layers Interactive sessions are regularly held by the Managing Director at all levels because clear, coherent and consistent messages ensure that employees are able to integrate the inputs into their thinking All organizational changes are announced Tolerance We have high ethical standards and a Business Principles and Ethics Policy in place. We value, encourage and inculcate corporate reforms, good governance, best business practices and an environment of continued adherence to Zero Tolerance, resulting in the development of our human capital and meeting all business challenges. Facilities and Recreational activities PSO encourages recreational activities of workforce at all levels. Formation and functioning of PSO Club provides assistance to employees for their mental and physical health as well as for their social activities. Sports and recreational activities are organized through this forum, where employees and their families are encouraged to participate. It is our top priority to ensure the employees are in good shape and health. To physically show that we care, we have in-house food service with subsidized meals in a cafeteria that can cater all the employees stationed at PSO House. Employees can enjoy gymnasium facility right in PSOs corporate vicinity, a convenience of walking from your workstation to a private gym for a revitalizing workout. Performance Management System of effective performance and feed back is worked out at PSO and is a significant figure of our appraisal management Individual performance is sorted with the business goals and objectives of the company Performance-based rewards are offered on early basis All management employees annual appraisal through a population spread Human Resource Awards In September 2007 Engage Human Resources (consultancy, solutions and services) in partnership with the Pakistan Society of Human Resources Management (PSHRM) conducted a preference study interviewing 550 graduating MBA students from 8 universities, chosen from the latest Higher Education Commission ranking survey. December 18, 2007, Karachi (PSHRM) and Engage Human Resources, announced the results of the first Most Preferred Graduate Employer 2007 study at the ceremony held for PSHRM Graduate Employer Awards 2007. As we create an aspiring internal credibility along with leading HR practices delivering that promise, we standout for graduating MBA students as the most preferred place to work. Pakistan State Oil won the Most Preferred Local Company Award as the highest ranked Pakistani company with their perceived attractive compensation package as the main reason for their ability to attract talent. Literature Review Motivation Motivation is the process that is a mixture of individuals intensity, direction persistence of effort toward attaining a goal. We would like to describe each element separately. Intensity- states how hard a person tries , or how much effort he will apply in his job Direction- A person should know the areas where he has to put more or less effort. Persistence-states how long a person could maintain his effort Effort that is directed toward and consistent with organizational goals is the kind of effort that we must be seeking. Managers are the nervous system of any organization, so they play the main role to make sure of motivational practices that are necessary for an organization. Major steps which managers should take to motivate employees are: Recognize individual differences Use goals and take feedback on these goals Link reward to performance Check the reward system Make sure that employees are present in decision making which directly affect them There are two basic ways to motivate employees. These are monetary and non-monetary approaches that are used by management. Moreover before using rewards to motivate employees we have to take some strategic decisions. These are what should be the pay structure? How to pay employees? Whether there should be flexible benefits or not? How the company should build its recognition programs? First major decision is what to pay, that is to establish a pay structure. It is a rather complex decision and entails balancing internal and external equity. However the best pay system pays the job what it is worth while also paying competitively relative to the labor market. Second decision is how to pay, whether there should be variable programs or skill based programs. Variable Pay Programs A portion of an employees pay is based on some individual and/or organization measure of performance Piece Rate: Workers are paid a fixed sum for each unit of production completed Merit-Based: Based on performance appraisal ratings. This merit based pay is motivating for employees because if they are designed properly, individuals can see their performance and reward they are getting. Bonuses: Reward recent performance rather than historical. SKILLED BASED PAY: It is also known as knowledge based pay, it sets pay based on jobs or skills an employee can perform. Profit Sharing plan: These are organization wide programs that distribute compensation based on some established formula designed around a companys profitability. These can be cash outlays or stock options. Gain sharing: It is a formula based group incentive plan. Rewards are tied to production gains not to profits. Employee Stock Ownership Plans: In this program employee acquire stocks mainly below market price as part of their benefits, it increases employee satisfaction but its impact on performance is still not clear. Third decision is what benefits to offer, another component is known as flexible benefits. Flexible Benefits: It allows each employee to put together a benefits package individually tailored to his needs and situation. Three most popular benefits plans are: Modular plans- a predesigned package of benefits put together to meet needs of specific group of employees Core-plus plans- consists a core of benefits and a menu like selection of other benefits. Flexible spending plans- allow employees to set aside up to the dollar amount offered in the plan to pay for particular services. Employee Recognition: Fourth is to build a comprehensive employee recognition program. It ranges from a THANKYOU to widely publicize formal programs in which specific types of behavior are encouraged and procedures for attaining recognition are clearly identified. Two of the most popular methods are giving gifts certificates and cash rewards. It also includes giving personal attention to employees. But all factors described above holds some pros and cons. Benefits of it are Fulfill employees desire for recognition Inexpensive to implement Encourage repetition of desired behaviors Non Monetary Approaches to Motivation: There are some non monetary approaches to motivate employees. To proceed further we need to understand job design first i.e. way the elements in a job are organized. First way to redesign a job to motivate an employee is job rotation that is periodic shifting of employee from one job to another. When an activity becomes unchallenging employee is shifted to another job usually at the same level of skills requirements. Another way is job enlargement in which variety and number of tasks of an employee are increased; it is a horizontal expansion in an employees job design. Similarly, we expand vertically to which is known as job enrichment. It increases the degree to which worker controls planning, execution and evaluation at the work. Furthermore there are some alternative work arrangements. These are: Flexitime: Employees work during a common core time work each day but can arrange their total hours a day by themselves from the set of hours outside the core. Job sharing It is a practice in which a 40 hour a week job is split between two to three employees. It allows management to draw on talents of more than one individual in a given job and is mostly suitable for female workers. Telecommuting It refers to employees who do their work at home atleast 2 days a week on a computer that is linked to their office. Three types of jobs suits this method Routine information handling task Mobile activities Knowledge related jobs Employee Involvement: It is a process that supports participative management by using employees input to increase their commitment to the organizations success. By increasing worker autonomy and control over work lives (involvement), organizations: Increase employee motivation Gain greater organizational commitment Experience greater worker productivity Observe higher levels of job satisfaction Three major forms of employee motivation are: Participative Management Subordinates share a significant degree of decision-making power with their immediate superiors Representative Participation Works Councils: Groups of nominated or elected employees who must be consulted for any personnel decisions Board Representative: An employee sits on a companys board of directors and represents the interests of the firms employees. Quality Circle A work group of employees, who meet regularly to discuss their quality problems, investigate causes, recommend solutions, and take corrective actions. Articles on Motivation from HARVARD BUSINESS REVIEW: To make our research more interesting we decided to summarize some very interesting article from Harvard Business Review which we were told to read regularly by our instructor. References to these articles are given at the end. Article 1: Say, Tom, Let Me Whitewash a Little: The Power of Intrinsic Motivation: Article Link: http://blogs.hbr.org/erickson/2007/07/say_tom_let_me_whitewash_a_lit.html Summary or the Article: This article develops clear sense of what intrinsic motivation is. Intrinsic motivation is the willingness to engage in an activity without some external rewards (i.e. French benefits) or in other words we can say that it is the motivation that comes from inside of an individual rather than from any external reward. It is the pleasure one gets from the task itself or from the sense of satisfaction in completing or even working on the task. The computer games are the best example as its suckled on the principle of intrinsic motivation. The growing skill level and the increasing degree of difficulties led to effective online learning with the motivation for players to move towards the next level. Similarly within this type of cultural norms, smaller steps are far better than the big infrequent increment. If workplace adopt same culture than the workers will work harder to compete with colleague and move towards the next level in order to attain the desired goal. Nowadays the workforce are adopting this culture i.e. using games (whether addictive or not) in which there is a use of intrinsic principles to encourage self-motivated work activities that can led to enormous effective production. This is a successful strategy because people want to move to next level as fast as they can and in workforce competition among workers motivate them to work hard and to move towards the next level in order to attain goal after which they get self satisfaction and pleasure which is known as Intrinsic Motivation. Article 2: Four Motivation Mistakes Most Leaders Make: Article Link: http://blogs.hbr.org/cs/2011/10/four_motivation_mistakes_most.html Summary This articles talks about the motivational mistakes the leaders make while leading their employees. The first mistakes they make are by always thinking rational and create frustrating unintended consequences. The leaders should rather focus on five sources of meaning for humans at work: the impact of the work on society, the customer, the company, the team, and me. Another blunder that is made by the leaders is focusing on offering monetary incentives only. Experience and numerous studies, however, show that big bonuses are less effective than smaller, unexpected gestures, because gifts create a relationship while bonuses are purely transactional also leaders are habitual of giving orders rather listening to the employees perspective. Lastly the leaders need to be optimistic and dont search for problems. Focusing on problems tends to create fatigue and resistance,  instead focus on how your organizations or individuals, strengths can be used to overcome your challenges. Questionnaire For how long have you been a part of this organization? Less than 5 years 5-10 years 10-15 years More than 15 years What is your level of satisfaction with the working culture of the company? Highly Satisfied Satisfied Moderate Dissatisfied Highly Dissatisfied Rate the following statement Executives are interested in motivating the employees? Strongly Agree Agree Neutral Disagree Strongly Disagree What is your satisfaction level with the incentives provided by the company? Highly Satisfied Satisfied Moderate Dissatisfied Highly Dissatisfied Please rate the statements given underneath according to the following ratings. 1 for Strongly Agree 2 for Agree 3 for Neutral 4 for Disagree 5 for strongly disagree Reasonable periodical increase in salary Job Security Good Relationship with other staff members Effective performance appraisal system Effective promotional opportunities Performance appraisal activities are helpful to get motivated Support from the other staff members is helpful to get motivated Organization recognizes and acknowledges your work. Organizational Policies motivates for achieving its aims and objective Do you think that incentives and other benefits will influence your performance? Yes No Opinion No Does the Top Management involve you in decision making which are connected to your department? Always Usually Often Sometimes Rarely Never Do you think Internal Competition plays an important role in employee motivation? Strongly Agree Agree Neutral Disagree Strongly Disagree Does ethical principles of the organization influence employee motivation? Strongly Agree Agree Neutral Disagree Strongly Disagree Do you agree that employees are placed on their jobs according to their field of interest? Strongly Agree Agree Neutral Disagree Strongly Disagree Does your job provide you the opportunity to continually advance to more senior positions. Strongly Agree Agree Neutral Disagree Strongly Disagree How does pressure motivate you? Handling Competing Priorities Facing Tight Deadlines Managing Setbacks Being in a team motivates you? Strongly Agree Agree Neutral Disagree Strongly Disagree Results For how long have you been a part of this organization? Less than 5 years 5-10 years 10-15 years More than 15 years Out of 12 people we interviewed 4 were working for less than five years , 6 were working for more than five years and 2 employees were PSOs part for about 12 years. What is your level of satisfaction with the working culture of the company? Highly Satisfied Satisfied Moderate Dissatisfied Highly Dissatisfied A very positive reply was noticed as 59% of the sample was satisfied with the corporate culture of PSO as it has a policy of orienting employees according to their need , which then leads employees to understand the culture more easily. Secondly, open door policy and corporation of colleagues is encouraged in PSO which allows high satisfaction levels. PSO is recognized as an EMPLOYER OF CHOICE for which it received an award in 2007. 25% of the sample was satisfied moderately while remaining 16% were employees who were working for more than 10 years and showed their extra satisfaction because of the growth, status and respect which they received in their career at PSO. Rate the following statement Executives are interested in motivating the employees? Strongly Agree Agree Neutral Disagree Strongly Disagree Open door policy, performance management, career development, training sessions, authority and being a part of departmental decision making are some factors that aroused 67% of the sample to rank this statement with the second option, however some employees who are still new to the organization rated it as neutral that executives are not biased towards other employees but they are also not directly involved in decision making. Top management provides guidance on particular issues, they encourage Cross functional teams, Employee Business Process Reengineering, meeting with employees, different informational and interactive sessions and make sure that all organizational changes are well announced. When the response of these 33% employees was shown to a top executive Rashad Usama brand manager lubricants, he provided us with the answers that it is our policy of first assessing fresh employees and let them show their potential then with their respective supervisors a complete training and development plan is made for them. What is your satisfaction level with the incentives provided by the company? Highly Satisfied Satisfied Moderate Dissatisfied Highly Dissatisfied 16 % employees were highly satisfied with their benefits that include medical insurance , petrol , children education , pension fund, paid holidays, vacations and etc , 67 % employees were just satisfied as they think even in difficult times PSO assumed them as their assets and rest showed moderate responses. Moreover employee recognition awards, ethical standards, tolerance policies and facilities such as gym, cafeteria and PSO club plays a great role in keeping employees proactive. Please rate the statements given underneath according to the following ratings. 1 for Strongly Agree 2 for Agree 3 for Neutral 4 for Disagree 5 for strongly disagree Reasonable periodical increase in salary Job Security Good Relationship with other staff members Effective performance appraisal system Effective promotional opportunities Performance appraisal activities are helpful to get motivated Support from the other staff members is helpful to get motivated Organization recognizes and acknowledges your work. Organizational Policies motivates for achieving its aims and objectives 84 % employees strongly agreed with 2nd, 3rd and 7th

Preparation of Terbium Hydroxide Nanowires by Hydrothermal

Preparation of Terbium Hydroxide Nanowires by Hydrothermal The preparation of Terbium hydroxide nanowires  by hydrothermal method The single-crystalline Tb(OH)3 with various morphologies was successfully prepared from Tb2O3 powder by adjusting the concentration of acetic acid under hydrothermal condition. The influence of the concentration of acetic acid and reaction temperature on the crystalline phase and morphologies of Tb(OH)3 products was discussed. The concentration of acetic acid plays a key role in determining the products morphology. Eventually, the mechanism of acetic acid on morphology of products was deeply discussed. Keywords: Tb(OH)3, nanowires, spindle, rare earth, hydrothermal. Introduction Rare-earth elements are a group of 17 chemically similar metallic elements, including the 15 lanthanides, plus scandium and yttrium because of their similar chemical properties. The oxides of rare-earth elements have been extensive used in past decades because of their optic, electric, magnetic, and catalytic properties, which are caused by their unique electronic structures and numerous transition modes involving the 4f shells of their ions. These properties strongly depend on the composition, morphology and dimensionality of products, which are sensitive to the bonding states of rare earth ions. In recent years, many important materials have been prepared in the form of nanowires to generate some unexpected properties. Nanowires represent a class of quasi-one-dimensional materials, in which carrier motion is restricted in two directions so that they usually exhibit significant photochemical, physical, and electron-transport properties which differ from that of bulk or nanoparticle materials. Recently, three dimensional (3D) nanostructured architectures have been explored for a new generation of advanced devices such as supercapacitors, fuel cells, and sensors owing to some improved properties originating from their nanobuilding blocks and the manners in which they are organized. Up to now, a wide variety of inorganic materials, including metal,6a metal oxide,6b–d hydrate,6e borate,6f molybdate,6g,h and tungstate,6i have been successfully prepared with complex 3D hierarchical shapes by the solution-phase chemical method, due to its low cost and potential advantage for large-scale production. However, exploration of reasonable synthetic methods for controlled construction of complex 3D architectures of other inorganic functional materials via a chemical self-assembly route is still an intensive and hot research topic. In the controlled construction of self-assembly of 1D or 2D nanobuilding blocks into 3D novel nanoarchitectures, copolymers and surfactants always play important roles due to their directing functions during the aggregation process as well as their stabilizing effects in equilibrium systems. [Lu-1] For example, who and who reported the Who et al. have described systematically the †¦ However, there are only several report on the synthesis of Among the family of rare earth compounds, the terbium oxide is the important functional rare earth material. It had been used as a promising candidate for ceramic pigments, catalysts, promoters and stabilizers in combustion catalysts, oxygen-storage components, and materials with higher electrical conductivity. In addition, terbium hydroxides are of great importance because rare earth oxides can be straight formed through dehydration from hydroxides. To date, many terbium hydroxides particles have been synthesized via a hydrothermal route due to the advantages of high purity and good homogeneity, and the corresponding structured rare earth oxides were made by calcining the precursors. [Lu-1] In the present work, we exploited a one-step hydrothermal route to prepare nano-scale terbium hydroxide with various morphologies. In addition, the mechanism of acetic acid on morphology of products was deeply discussed. The reaction mechanism leading to the lutetium oxide precursor and the self-assembly process were discussed. A possible formation mechanism for the morphology evolution of these microstructures was suggested, which was not reported before. Experimental section: 2.1. Preparation of Tb(OH)3 precursors All chemicals with analytical grade were purchased from Wako Pure Chemical Industries, Ltd., Japan, and used without further purification. A detailed description of the preparation process is as follows: 15 mL of acetic acid solution with various concentrations (0.001~0.2M) and 0.45 g of Tb2O3were placed in a 25 mL Teflon-lined autoclave. The autoclave was sealed, heated in an electric oven to 200  °C at a heating rate of 5  °C/min, and maintained at 200  °C for 6 h with rotation for agitation. The autoclave was then cooled to room temperature via air quenching. The precipitate was collected using a centrifuge, washed with distilled water, and dried at room temperature. In order to investigate the mechanism, the reaction temperature and reaction time were appropriately changed. The pure water, sodium hydroxide and the other type of solutions were used as the solvent instead of acetic acid solution. 2.3. Characterization Powder X-ray diffractions (XRD) were performed using a Rigaku RTP-300RC diffractometer operating at 40 kV and 100 mA with Cu Kà ¯Ã‚ Ã‚ ¡ radiation (à ¯Ã‚ Ã‚ ¬) 1.54056 ÃŽ ¼m. The patterns were collected in the range of 10 ° to 70 ° with a 0.02 ° step and scanning speed of 4 °/min. The micrographs of field emission scanning electron microscopy (FE-SEM) were obtained using a JEOL JSM-6500F electron microscope operating at 15 kV. The samples were heated in air at a ramp rate of 10  ºC/min. Fourier transform infrared (FT-IR) spectra were obtained using a Shimadzu FTIR-8200PC spectrophotometer at room temperature. Result and discussion 3.1. Influence of acetic acid concentration on the phase and morphology of the obtained precursors The chemical composition and crystal structure of the samples were firstly determined by XRD measurements. Fig. 1 shows the XRD patterns of as-prepared samples in the various concentrations of acetic acid solution. It is easy found that when the concentration of HAc was lower than 0.15M (fig.1a~e), the XRD patterns can be indexed to be a pure hexagonal phase of Tb(OH)3, in agreement with the reported data (JCPDS 83-2038) with lattice constants a=6.3150 Ã… and c=3.6030Ã…. With the enhancement of concentration of HAc, the intensity of main diffraction peak (100) gradually reduced, meanwhile the full width at half maximum (FWHM) increased gradually. It means that the crystallinity of products and crystalline grain were gradually decreased. It is important to note that the relative intensity ratio of (110) and (101) peaks was changed with the increse of concentration of CH3COOH, suggesting that the preferential growth along c-axis occurs with the increse of concentration of CH3COOH . When the concentration was further increased to 0.2 M, an unknown phase was formed. The XRD patters showed the compound have the layered structure according to the d value. In order to determine the chemical composition of the unknown phase, the Infrared spectra was allowed to use. Fig.2 shows the FT-IR spectra for the as-prepared simples. The typical peaks of Tb(OH)3 products (fig2.a~e)were found at ca. 3610 and 670 cm-1. In accordance with the results in literature, these two bands can be associated with OH stretching and with Tb-OH bending modes in the hydroxide[à ¦-†¡Ãƒ §Ã…’ ®]. The FTIR spectra show that these products are free of organic byproducts. The IR spectra of the unknown phase (fig2.f) show additional adsorption bands at 3380, 2924 , 2853,1568, 1443 and 1011 cm-1. The occurrence of a broad 3390 cm-1 band is attributed to residual traces of water in the sample. The bands at 2924 and 2853 cm-1 correspond to –CH3 stretching and –CH3 against stretching vibration, respectively. These bands are located between 1568 and 1443 cm-1, which are typical for stretching vibrations of carboxylate groups Va(COO-) and Vs(COO-), resp ectively[à ¦-†¡Ãƒ §Ã…’ ®]. The band at 1011 cm-1 corresponds to Tb-OH bending vibration. On the basis of the IR spectraà ¯Ã‚ ¼Ã…’the precursor material is assumed to contain metal acetate hydrate and metallic hydrate (Tb(CH3COO)X(OH)Y†¢H2O). The SEM images of several typical samples with distinct morphologies are presented in Fig.3a-f. It is found that the concentration of acetic acid (HAc) plays a key role in determining the product morphology. Tb(OH)3 could be obtained at concentration between 0.001 to 0.15M. At low HAc concentration (fig.3a), the obtained product is composed of granular aggregates and it was difficult to distinguish each other. A slight increase in concentration to 0.01M (fig.3b), the morphology changed to microfibers of nanowires aggregated with diameter of 1.5 ÃŽ ¼m and length up to 5 ÃŽ ¼m. It is easy to find that these microfibers were composed of bundles of nanowires. The diameter of these nanowires ranges from 50 to 100 nanometers. As HAc concentration was further increased to 0.03M (fig.3c), the spindle-like structures ranging in diameter less than 2ÃŽ ¼m and length more than 10ÃŽ ¼m were obtained. When HAc concentration was added to 0.1 M (fig.3d), the length of the bundles of nanowires was fu rther increase to more than 12ÃŽ ¼m along with the decrease of the diameter. At the same time, the diameter of the nanowires also gradually reduced. To further increase the concentration of HAc to 0.15M (fig.3e), the bundles of nanowires began to varying degrees of separation, some single nanowires began to form. These nanostructures are found to be in a wide scale of size, ranging in diameter from less than 12ÃŽ ¼m to more than 2 ÃŽ ¼m. Finally, when the concentration was further increased to 0.2 M (fig.3f), the SEM photograph also showed that this compound consisted of plate-like crystals, which is in agreement with the XRD result. 3.2à ¯Ã‚ ¼Ã… ½Effect of temperature To determine the effect of temperature, the Tb2O3 with 15ml 0.067M CH3COOH solution were hydrothermally treated at 100, 160, 200, 220à ¢Ã¢â‚¬Å¾Ã†â€™ for 6h. According to the XRD patterns, the pure phase of Tb(OH)3 was only obtained at hydrothermal temperature above 160à ¢Ã¢â‚¬Å¾Ã†â€™, while only a small amount of Tb(OH)3 was formed at 100à ¢Ã¢â‚¬Å¾Ã†â€™, and most of products proved to be raw material Tb2O3. With the increase of reaction temperature to above 160à ¢Ã¢â‚¬Å¾Ã†â€™Ãƒ ¯Ã‚ ¼Ã…’the raw material Tb2O3 disappeared, and pure phase of Tb(OH)3 was obtained. When the temperature was increased to 220à ¢Ã¢â‚¬Å¾Ã†â€™Ãƒ ¯Ã‚ ¼Ã…’the crystallinity of Tb(OH)3 was significantly increased. The hydrothermal temperature has a great impact on the size of the terbium hydroxide precursors. Figure 5 shows typical SEM images of Tb(OH)3 in 0.067 mol/L HAc solution at various temperature. It can be seen that the a few microfiber-like structure of Tb(OH)3 was formed at low temperature of 100à ¢Ã¢â‚¬Å¾Ã†â€™(Fig.5a). When the temperature reached to 160à ¢Ã¢â‚¬Å¾Ã†â€™, the uniform microfibers of Tb(OH)3 nanowires with length of about 13 à ¯Ã‚ Ã‚ ­m were obtained(Fig.5b). With the enhancement of reaction temperature, the length of microfibers gradually increased, as well as the diameter of nanowires (inset in Fig.5b and Fig.5d). The more quantity of microfibers was formed at high reaction temperature than the low temperature. In addition these microfibers grew very slowly as the extension of reaction time at high temperature of 220à ¢Ã¢â‚¬Å¾Ã†â€™. Details of results are as shown in table1. That is because the reaction rate of the dissolving – recrystallization increases at high temperature, a large number of crystal nucleus has been quickly formed in the initial stage of reaction. In the case of no changing the total amount of raw materials, the smaller grain size has been formed under the condition of higher temperature. Meanwhile, the defect of products is less at high temperature than low temperature. Therefore the diameter of nanowires of microfibers at high temperature is bigger than at low temperature. 3.3. Effect of reaction In order to understand the reaction process, the reaction time was changed from 0 to 24h, while the CH3COOH concentration and reaction temperature were fixed to 0.067M and 200à ¢Ã¢â‚¬Å¾Ã†â€™, respectively, Figure 6 show the XRD results of samples received after 0 h (just when the oven reached 200 °C at a heating ramp of 5 °C /min), 0.5h, 2h, and 6h of hydrothermal reaction at 200  °C, respectively. According to the XRD patterns, when the oven reached 200  °C, the characteristic peaks of hexagonal Tb(OH)3 just began to appear in the XRD pattern, as shown in Figure 6a. Most of the characteristic peaks proved to be raw material Tb2O3. The pure phase Tb(OH)3 could be obtained after 30 min of hydrothermal reaction, and with the enhancement of reaction time, the intensity of main diffraction peak (100) gradually increased. It means that the crystallinity was gradually increased with the reaction time increased. Figure 7 shows SEM images of samples received after 0 h (just when the oven reached 200  °C at a heating ramp of 5  °C /min), 0.5 h, 2 h, 6 h, and 24 h of hydrothermal reaction at 200  °C, respectively. When the oven reached 200  °C, the product is composed of starfish-like microstructure (Figure 7a). With the increased of time to 0.5h(fig.7c), the morphology changed to microfibers of nanowires aggregated with diameter of 1.5 ÃŽ ¼m and length up to 5 ÃŽ ¼m. It is easy to find that these microfibers were composed of bundles of nanowires. As time was further increased to 6h (fig.7d), the spindle-like structures ranging in diameter less than 1.5ÃŽ ¼m and length more than 10ÃŽ ¼m were obtained. Finally, when time was increased to 24h (fig.7e), the nanowires of the spindle-like microfibers began to split. 3.4 the effect of CH3COOH on morphology According to the above phenomenon, CH3COOH plays a key role in determining the morphology of products. To determine the effect of CH3COOH on morphology, the pure water, sodium hydroxide, CH3COONa, HCl, oxalic acid and ascorbic acid (L-Ac) solution as the solvent instead of acetic acid. From XRD patterns we can see, no matter what kind of solution was used as a solvent, the pure phase Tb(OH)3 could be obtained. In 5M NaOH solution, the product was composed of nanorods aggregates. In pure water, nanoparticals and some mocrorods aggregates were obtained. (à ¦Ã‚ ¯Ã¢â‚¬ Ãƒ ¨Ã‚ ¾Ã†â€™Ãƒ §Ã‚ ¢Ã‚ ±,à ¦Ã‚ °Ã‚ ´,à §Ã¢â‚¬ ºÃ‚ Ãƒ ©Ã¢â‚¬ ¦Ã‚ ¸,à §Ã‚ ¡Ã‚ Ãƒ ©Ã¢â‚¬ ¦Ã‚ ¸,à ¨Ã‚ Ã¢â‚¬ °Ãƒ ©Ã¢â‚¬ ¦Ã‚ ¸,à §Ã‚ »Ã‚ ´Ãƒ ¤Ã‚ »-à ¥Ã¢â‚¬ËœÃ‚ ½c) Figure 9. SEM images of products synthesized from 0.45g of Tb2O3 in (a)10M NaOH solution and (b) pure water at 200 oC for 6h. Conclusion We have used terbium oxide and different concentrations of acetic acid to synthesize the single-crystalline Tb(OH)3 with various morphologies by a hydrothermal method. The concentration of acetic acid, reaction temperature, reaction time and types of solvents strongly affect the morphology and size of products. The morphology of the Tb(OH)3 products changed from granular aggregates, to microfibers of nanowires aggregated, spindle of nanowires, eventually into nanowires with increasing concentration. The crystallinity of the Tb(OH)3 products can be increased by enhanced the reaction temperature. The method utilized in this study to fabricate the terbium hydroxide with tunable morphologies is general and could be extended to synthesize the other rare earth hydroxides by simple adjusting the concentration of acetic acid.

The Journey of Self-discovery Brian Moores The Luck of Ginger Coffey E

The Journey of Self-discovery Brian Moore's The Luck of Ginger Coffey When Ginger Coffey brought his family to Canada from Ireland, little did he know that he would attain partial triumph by discovering "himself and the refugee among the lame and the old". With the aid of those around him, Coffey pursued personal freedom and status in his adopted country. He stumbled through a journey of self-discovery while materialism obstructed his vision. The importance of his family rooted Coffey to his homeland and to his moral values while he tried to discover himself as an immigrant. All the world appeared hostile to Ginger Coffey when he tried to carve a niche for himself in this new country, for he felt insecure as a New Canadian—and he was faced with midlife crises to boost. As a schoolboy, Coffey had been warned by old Father Cogley that boys who didn’t settle like everyone else would sink in this world and the next, "because that class of boy is unable to accept his God-given limitations†¦has no love of God in him†¦is an ordinary, lazy lump and his talk of finding adventures is only wanting an excuse to get away and commit mortal sins." (The Luck of Ginger Coffey, 18) Coffey dreamed of a world in which "all men had reached the top of the hill; there were no dull jobs, no humiliating interviews, no turndowns; no man was saddled with ungrateful daughters, there were unlimited funds to spend†¦You were free." (40) Indeed, Coffey was a dreamer who longed for personal freedom. Having hopped from job to job because he detested being a "glorified office boy," (13) Coffey could not face the "misleading facts of a life" (7) and he was unprepared to scale the steep ascent to a successful career. While hunting for a job, Ginger Coffey no... ...use she needs [him]; it’s knowing [he] and she will still care about each other when sex and daydreams, fights and futures—when all that’s on the shelf and done with." (243) Mingling amongst the "lame and the old," Ginger Coffey saw reflections of himself as a New Canadian everywhere. He had learned that life was the victory, and that going on was the victory. The little triumphs in life have liberated him. Coffey, in his adjustment period as an immigrant, has found materialism to have a negative impact on his life. Concerned with the welfare of his family, Coffey was able to discover his tender-most self. Certainly, the weak and the poor have acted as the best guides for Ginger Coffey who, through a tumultuous journey, found himself at last. Work Cited Moore, Brian. The Luck of Ginger Coffey. Boston and Toronto: Atlantic-Little, Brown and Company, 1960.

Catch-22 :: essays research papers fc

Catch-What   Ã‚  Ã‚  Ã‚  Ã‚  Catch-22 is one of the most poorly constructed, and distasteful books I’ve ever read. It’s order of events, or lack of order, becomes clear after the very first chapter. In fact â€Å"It doesn’t even seem to have been written; instead it gives the impression of having been shouted onto paper† (Stern 50). By the middle of the book it seems every character in the book has lost any sense of morality they may have seemed to have. The novel â€Å"gasps for want of craft and sensibility† (Stern 50).  Ã‚  Ã‚  Ã‚  Ã‚   It seems to me that the only way to keep track of the order of events throughout the book is to pay attention to how many missions Colonel Cathcart has assigned. Immediately, even after the first chapter, chronological order is not followed. According to â€Å"The Structure of Joseph Heller’s Catch-22† by Jan Solomon the order of events seemed to follow two different time lines. The first, of course, was that of Yossarian. Yossarian’s time line follows his â€Å"psychological perception of events† (Potts 20). The other time line that appears in the book, according to Solomon, is that of Milo Minderbinder. Even this interpretation of the book having an order of events has a couple flaws in it. The biggest is that Milo and Yossarian are mentioned together in the book before they are introduced later in the book. The most apparent event that came to mind, was that they appeared together at Snowden’s funeral in the tree before they were introduced later in the book, which is actually earlier in time.   Ã‚  Ã‚  Ã‚  Ã‚  The book shows how personal morals are destroyed when faced with the thought of not being there the next day. â€Å"Many early reviewers†¦ complained that the novel had no moral center† (Potts 67). The women in the book take the hardest hit. The names Heller gives to the women, if he gives them a name at all, clearly states how they are portrayed, such as; Nately’s Whore, Nurse Duckett, and Dori Duz. Although Scheisskopf's wife and Luciana don’t have suggestive names, they are portrayed like the other women as well. An example of how offensive the women were in the book would be when Scheisskopf’s wife and Dori Duz slept with all the men stationed in the United States under Lieutenant Scheisskopf. The men in the book, however, are just as bad as the women. Colonel Cathcart shows how he is driven with greed and selfish-ambition.

Love in Romeo and Juliet Essay

There are Many types of Love in Romeo and Juliet. Write as Much as you can About the Different Views of Love Shakespeare Gives us. Shakespeare demonstrates many different types of love throughout his construct â€Å"Romeo & Juliet†. Shakespeare’s views on love reflect the time period in which it was written. â€Å"Romeo and Juliet† was written in 1595 with the plot taken from Arthur Brooks’ poem â€Å"The Tragicall Historye of Romeus and Juliet† which was written in 1562. Shakespeare exposes Juliet’s parents as being unkind, callous and nasty. This is revealed through their actions and behaviour towards Juliet. Capulet starts in the play by being acting as a nice father and protects Juliet by telling Paris that he cannot marry Juliet as she is too young, Juliet was aged either 13 or 14 and it was usual to marry early because life expectancy was short. This we realise was just an act because in the time period fathers were just the providers and they never really showed love for their sons/daughters. This is shown when we get to Act 3 Scene 5 and Capulet changes his mind and decided that Juliet will now get married to Paris. This was because in the time period it was common for fathers to choose their daughters husbands from a pool of possible suitors. This is because Capulet thinks the wedding will make her happy after the death of her cousin Tybalt, as she has really been upset about Romeo’s banishment. However when Juliet informs Capulet that she would not like to get married to Paris and her parents get quite angry with Lady Capulet saying that † I would the fool were married to her grave†. Juliet then goes on to beg that she does not want to have to marry Paris and then Capulet replies, â€Å"Hang thee young baggage, disobedient wretch! â€Å". Implying that she will marry Paris or her family might abandon her and wish her dead. This would have been because of the fact that daughters belonged to their fathers and wives to their daughters and they could do with them what they wanted. However in the Montague household the Montague’s, treat Romeo differently because in Act 1 Scene 1 when he has disappeared all morning Lady Montague fears that something may have happened to him, â€Å"O where is Romeo, saw him you today? † she could also fear that he could be in danger. This is how the reader expects all parent and child relationships to be not like how they are in the Capulet family. Then we do not really see Romeos parents again until Act 3 Scene 1 where they stand up for their son by saying that he shouldn’t be killed because he killed the person that should have been killed anyway. If the Capulet’s had acted like this about Juliet would she have been different, maybe she would have wanted to marry Paris and not betray her parents. By the end of the play, Romeo only has his father at his funeral because his mum had died of grief of Romeo being banished. Shakespeare also has her death on the same night that Romeo kills himself so Montague has to deal with double loss. Also it is Montague that first offers to have a statue of Juliet made so in a way he must feel partly responsible and then Capulet follows because maybe he doesn’t want to be seen as the bad guy still. Mercutio has brotherly love for Romeo; however, he is willing to tease him, for example, when he makes Romeo go to the Capulet party even though he does not want to go. In addition, this is exposed when he decides to fight Tybalt instead of Romeo, who does not desire to. Maybe he sees love as always being there for someone and doing things that they do not want or cannot do. The Nurse loves Juliet by helping her find Romeo, her true love, and she helps organise their wedding. She also comes up with ways to sneak Juliet out or Romeo in. By doing this, she betrayed Capulet and Lady Capulet who had no idea what she was up to. This is because The Nurse and Juliet have a greater and closer relationship then Juliet and Lady Capulet because The Nurse brought Juliet up as her own. â€Å"When it did taste the wormwood on the nipple of my dug and felt it bitter† this implies that the Nurse had to breast feed and wean Juliet because Lady Capulet refused to do it. Since the Nurse brought Juliet up her own mother feels uncomfortable in a room with Juliet unless the Nurse is there. This is shown in Act 1 Scene 3 when she says she would like a private word with Juliet and calls the Nurse straight back into the room. This is mainly due to the fact that parental relation ships with children aren’t as strong as they are now. Therefore this would be why Juliet would tell the Nurse about her love for Romeo because she respects her more than her mother as the Nurse gives her more motherly love. However in Act 3 Scene 5 the Nurse abandons Juliet and her love for Romeo by taking Lord and Lady’s Capulet’s side for why she should marry Paris and she tells Juliet â€Å"Romeo is banished, and all the world to nothing that he dares ne’er come back to challenge you. † Which is bad enough to hear that your husband won’t come back to claim you as his, but she can’t leave it alone. Next she tells Juliet â€Å"Your first is dead, or ’twere as good he were as living here and you no use of him. † This means she thinks Juliet should marry Paris because she won’t see Romeo again even though he is Juliet’s husband and true love. Shakespeare reveals Romeo’s love for Rosaline is really infatuation by the language Romeo uses. We can tell this because when he talks about her he uses oxymorons. Shakespeare used these oxymorons, â€Å"O’ brawling love, loving hate† â€Å"heavy lightness† â€Å"feather of lead† â€Å"bright smoke† â€Å"cold fire† â€Å"sick health† to show Romeos confusion about if he really loves Rosaline. Compared to when he talks about Juliet he talks in Sonnet form because Sonnets were used to traditionally used for expressing one’s love. Maybe Romeo just wanted Rosaline because he couldn’t have her and she didn’t want him. Benvolio and Mercutio have to try to talk Romeo out of this crush so they make him go to the Capulet party when he meets Juliet so it turns out to be a good thing. Shakespeare shows the love between Romeo and Juliet through their language. This includes sonnets, images and religious symbols that they use when they talk to each other. Shakespeare uses these features to show that Romeo and Juliet’s feelings are true love. Their love is short lived because throughout the play there becomes a lack of communication, when Romeo gets banished to Mantra so they both end up killing themselves. Sometimes they feel the same at the same time. This is shown when Romeo is banished because in Act 3 scene 2 Juliet is really upset and then in scene 3 Romeo is as upset as Juliet was in scene 2. Also Romeo wants to know if Juliet hates him because he killed her cousin and does she really want him round to spend their wedding night together? He then almost repeats what Juliet said about what’s in a name in act 2 scene 2, Romeo then goes crazy and threatens to cut his name out of himself with a dagger so that he and Juliet can be together happily. Paris’ love for Juliet is quite real. He really has feelings for Juliet and he is willing to put up a fight for her. When he is told that she is too young he replies â€Å"Younger than she are happy mothers made. † Paris is saying this as it is almost having a dig at Capulet because Lady Capulet would have been around Juliet’s age when she had Juliet. He also get quite excited when he hears that Juliet will marry him and when she turns up at Friar Lawrence’s cell he starts calling her â€Å"my lady and my wife† but Juliet won’t have any of it. She refuses to answer his questions and wishes to not really spend time with him as she knows that she isn’t going to marry him because she will do anything to get out of that marriage. This was due to the fact that Juliet was too modern to survive in a late medieval society as she did not want to be bound by the rules and did not like being told what she had to by everyone. She would have rather lived by her own rules and make her own decisions. The love shown through each character represents their personality and several people might have not wanted others to be happy in love or find their own love. This may have been forced into a marriage or are still alone but they resent others finding their own happiness.

Inter Professional Essay

A reflective essay on the skills acquired from collaborative learning and how they may be applied in practice. According to Donald A.Schon (1983) reflective practice is a formation within which all health care professions can work and is a model framework or learning structure that represent the purposes of a profession and is very crucial to health related professions. Inter-professional education(IPE) module had a learning understanding that is universal to all health care professionals, that enables different professional groups to learn together for a particular reason with general contented of learning and achieving a goal (CAIPE, 2002). The module, however focuses on learning from each other to be able to improve teamwork and therefore provides the quality of care. My essay will analyse what I have learnt on this module which are: communication, safeguarding, ethics, professionalism, consent, reflection and equal opportunities. As a health care professional all these learning are important to me which I believe it will help me during my practice in my specified field as a Professional Mental Health Nursing .I will be using Rolfe et al (2001) reflective model using What ? , So what ? and Now What ? to guide my discussions and analysis. According to Barr (2002) Interprofessional education learning in health care is currently measured as a very importance aspect about patient safety. The module enhanced my confidence in working with other health professional discipline, it is a way I found very advantageous in improving my communication skills among the teams, building trust, respecting other member of team and learning from different culture background and other health care discipline which I find quite useful and forwarding because it is a good experience that I will be building on and working with throughout my professional career. The different health care professional discipline in my group such as: social work, adult nurse, pharmacy, midwife, diagnostic radiography and mental health nurse which gives me and my team a privilege to be able to interpret a variety of scenario which will need to cover in the tutorial class like the effectiveness of communication, ethics, consent, safeguarding, diversity, equal oppor tunities and professionalism within the health environment. My role in the group was to look at things in the aspect of psychological or behavioural pattern that is generally associated with distress or disability according to the scenario given and suggest a solution which might be of help and each member of the team gives their own contribution and the outcome was positive for me and my team when sharing it with the whole class. The NHS Knowledge and Skills Framework (Department of Health, 2004) prompted a set of communication skills that individuals must develop before registration. This included effective communication with fellow professionals and other healthcare staff, having the ability to identify one’s own limitations in communication and being committed to personal development in such areas. In the NHS Plan (Department of Health, 2000) enquire that undergraduate must demonstrate the aptitude to proficiently communicate with their service users before qualifying. However, IPE has clarifies the effectiveness of communication, consent, professionalism safeguarding and equal opportunities which has many characteristics in health care professional career, it is a fundamental to practice and a skill that can be learned and continually improved. These developments require devoted observation, the motivation to be reflective, and the commitment to listen and learn. In nursing, communication is a sharing of health-related information between a patient and a nurse, with both participants as sources and receivers in which the information may be verbal or nonverbal, written or spoken, personal or impersonal, issue-specific, or even relationship-oriented (Sheldon 2004, p. 4). According to Hope el al (2008) ethics is based on how an individual must think and act. Ethics provides me with the tools to determine whether or not I should do a certain action and the extent to which a past action should have been done. However, Seale, C (2010) sees ethics that can be based on social, religious and cultural beliefs. The NMC Code of Conduct (2008) provides a directive to ethical decision making and the standards of professionalism that is essential by the nurses. The use of models of ethical decision making to reinforce codes of ethics is also part of the educational content for all health care professionals, and ability to conduct an evaluation and clarification of a variety of variables such as ethical principles, personal values or beliefs is essential when caring for patients and I believed the purpose of this is to prepared me to act and then review my behaviour in order to carry forward lessons learned in IPE. Referring to a scenario which was given in class about an elderly patient who has senile dementia, severe heart problems, immobile, is permanently in a nursing home and who has come into hospital for an operation to correct her current hip fracture. She has a current DNR order attached to her notes. A service user right to treatment is essential, but the right to decline treatment is much stronger. A patient always has the perfect motive to turn down treatment. RCN, (2011) states that consent to treatment is vital to the provision of healthcare service and patient or Service users have a fundamental, legal and ethical right to determine what happens to their own bodies. Legal consent to treatment is subsequently very fundamental in all areas of healthcare, from the delivering of personal care to undertaking major surgery. Seeking consent is also an issue of broad consideration between health professionals and service users. Furthermore, as health care professionals it is my responsibility to protect people whose circumstances make them particularly vulnerable to abuse, neglect or harm, this term simply refers to safeguarding them. Safeguarding means protecting people’s health, wellbeing and human rights, and enabling them to live free from harm, abuse and neglect. And as health care professionals contributing to these is a fundamental of creating a vision of high-quality in health and social care which must be treated in professional basis according to the code of conducts and confidentially must be respected at all times . (Mandelstam,M.2008). Additionally, It is my professional responsibility, roles and actions to contribute positively in protecting children and vulnerable adult by following the national safeguarding policies and making recommendations, getting involved in multi-agency children’s safeguarding inspections to get a picture people’s experiences and how well they are being safeguarded and consulting them about their views and experiences of care they are receiving and equal opportunities must be respected at all times when given care to patients. I have learnt the importance of communication skills to enhance patient care and improves patient outcomes and satisfaction which will prepare me for my professional practice which will be of help in my career to be actively involved in communication and use the principles of communication within the health care professional team . I have also learnt that it is a best practice as a health care professional to ask for consent before commencing treatment to a patient by describing to patients what treatment needs to be carried out and I must provide with sufficient information to ensure they understand the nature of the proposed treatment and any alternatives, risks, benefits and anticipated outcomes of treatment before they give their consent to it, and that the patient-clinician discussion and agreement is clearly documented. I have also learnt the importance of safeguarding and the risks that might be involve if a necessary action not taken and I have also learnt to explore the implication of the equality Act (2010) and how it promotes diversity equal opportunities and helps in prevent discrimination. Having good understanding about all I have learnt in IPE I will always applied it my practice and in my future career, I would make sure that I knew the ward protocol before commencing any care, especially when caring for patients. In any new circumstances I would try to learn as much as I could about particular field to gain confidence. I would use questioning to improve my knowledge in my learning area thereby improve my understanding. I would take into account other peoples weaknesses. I would restore confidence for my service users if I were not directly involved in the urgent situation. In accord with UKCC guidelines (1998) I would only take part in practices for which I had appropriate training. Overall, this module has been a rewarding ways of improving my framework in the aspect of health care professionals .Using Rolfe et.al (2001) for my reflective model allows me to reflect on communication, consent, professionalism, diversity and ethics has increased my understanding of necessary skills, and development needs which was required of me as health care professional which was delivered in the IPE module and also I have a foundation knowledge from the module that enthusiasm and commitment from me as a member of the team in the planning and delivering of an inter professional initiative are essentials component in practice and in my future career as mental health nursing.