War for Talent

War for Talent Introduction The global economy has significantly expanded within the last decade. Human resource managers, business leaders, and other entrepreneurs at large have found it increasingly challenging to recruit new and skilled workforce in their business institutions.Advertising We will write a custom essay sample on War for Talent specifically for you for only $16.05 $11/page Learn More These business organisations need skilled employees for critical entrepreneurial processes such as decision-making and strategic planning in order to gain competitive advantage in both local and global markets. However, the gap between the need for skilled workers and available employment positions is seemingly becoming a challenge for many business organizations around the globe. This phenomenon has crowned into a war for talent that has challenged the accomplishment of goals and objectives for many businesses and organisations. This paper provides insight to the extent to wh ich war for talent has become both a local and global challenge for businesses and organizations. The Global War for Talent Numerous researchers have unveiled that many organisations, especially in America, Nordic region, and Asia, have gradually fallen short of competitive talents (Chambers, Foulon, Handfield-Jones, Hankin, Michaels 1998). The world underwent an immense revolution in terms of technology during the last decade. Apparently, technology has led to the expansion of businesses and the invention of new ones. As a result, many companies have sprouted within this technological revolution leading to new brands in the market. However, Klein (2013) claims that there is no adequate professional talent to fill the labour gap that is associated with this nature of organisational dynamism. There is an increasing demand for expertise knowledge about a variety of professional dimensions such as information and technology literacy, free and private enterprise skills, strategic plann ing, and international shrewdness (Chambers et al. 1998). Lately, due to the aforementioned trend of events, multinational companies have begun to seek talents from foreign countries where quality education is highly regarded. In their research, the authors note that the shortage of talents in business organisations has forced some executive directors to serve an increasing number of companies in their career life.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This situation is due to the urge for companies to seek the best business leaders to manage their companies. According to Chambers et al. (1998), many companies extend less weight to the practice of nurturing talents within their business organisations. Global Leadership Many multinational corporations across the globe have championed to secure the world’s best business executives to lead their businesses (Ju 2013). There is a need for organisations to maintain competitive leaders in order to improve their bottom lines. Despite the urge for highly qualified professionals, many human resource managers of contemporary business firms face a hard time in search for brilliant talents from the twenty-first century generation (Larkan 2009). Due to competition and emergence of new markets for products, leaders of these business firms have to recruit professionals to take charge of the managerial jobs. However, the human resource managers meet the recruitment of business executives with the possibility of unforeseen shortcomings of taking on under qualified individuals, masked in volatile skills and knowledge about their anticipated responsibilities (Martin 2013). Furthermore, international firms have to persevere costly hiring of executives due to extreme competition, especially in emerging markets. According to the authors, the emerging markets have more war for talent than the developed markets. The quality of the products and size of the market depends on the expertise knowledge of the employees. The author unveils that multinationals have lately found difficulties to recruit and maintain highly talented personnel in their business organizations. A survey conducted by Klein (2013) to investigate the confidence of employees in their companies indicated that 71 percent of business executives were confident that they would be retained in their current positions for at least two to three years. Aging Population and Global Demographics Researchers have attested that there an increasing gap between the number of aged persons who leave the workforce and the availability of new talents to occupy the vacant positions (Burkus Osula 2011). The authors project that the global aging population will rise from 10 percent to 20 percent in the next three decades. Such demographics trend reflects a tremendous decrease of skilled labour force.Advertising We will write a custom essay sa mple on War for Talent specifically for you for only $16.05 $11/page Learn More The growth economies entirely hinge on the magnitude and superiority of the available workforce. Therefore, the foreseen decrease in qualified talents will lead to loss of human capital in many multinational corporations that drive the economies of many nations, both in the developing and developed world. As well, such loss of human capital will pose a very serious risk for growing and emerging economies. The demographic patterns of the world have also changed variably in nearly every geographic region of the world. The major factors that have affected the demographic patterns include improved longevity, reduced birth rates, and governance laws on birth control. The above factors reflect a decline in the overall productive population in the next few decades (Spitulnik 2009). Further research has revealed that, if the demographic trend continues, there will reach a time when the elderly people will have to remain in the workforce for considerably more years than today. The author reveals that several countries have changed the retirement laws for future economic security. For instance, China is the magnitude of local talents has reduced in the past five years due to higher retirement rates than the employment rates. The situation has forced employers to hire experts from other countries to supplement the low number of existing local workforce (Levy, Beechler, Taylor, Boyacigiller 2007). Skills Gap and Diversity Irrespective of the declining workforce, there is still an outsized worldwide population of both literate and illiterate people that does meet the minimum threshold for employment (Levy et al. 2007). The quest for tech-savvy workforce to take hold of technologically aligned employment positions in computing, information technology, and most engineering industries has created a questionable skills gap. The authors attest that there is a global shortage of te chnologists to take on employment in automated industries due to insufficiency of high-level technology skills. Moreover, the diversification of global business firms and industries has raised the demand for all-round workforce that can adjust to different business environments with little or no challenges. Workers participating in international business affairs have to acquire diverse proficiency skills in disciplines such as culture relations, information technology, linguistics, and general enterprise skills. Furthermore, contemporary multinational companies thrive in a world that is highly globalized (Larkan 2009).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Mobility of Talents Because of globalisation, Levy et al. (2007) reveals that most international regulations that govern emigration have been waivered to pave a way for business activities across the different spheres of the globe. The loosening of emigration laws has challenged individuals worldwide to venture into global labour markets. As a result, there has been mobility of talents from one country to another as individuals get employment both in mainland or overseas countries. Ng (2013) claims that globalisation has eased the process of hiring brilliant talents from foreign countries. In the aforementioned, China and Japan are leading examples in the importation of the labour force to fill in their employment gaps due to their state of declining productive population. Many researchers have posited that mobility because of the war for talent has led to elevated emigration rates (Levy et al. 2007). This phenomenon has resulted in brain drain for the majority of the talented worke rs who leave their own countries for employment in foreign nations. However, in a number of cases, some countries, especially in the Unites States, have encouraged the need for talent flow, contrary to brain drain. This practice has promoted the return of skills to home countries in order to boost local talents. Integration of Mobility and Global Talent Undoubtedly, mobility is an important business opportunity that many leaders highly prioritise. Ju (2013) speculates that the magnitude of globally mobile workforce will rise significantly in the next 5 years. There is a need for business leaders to integrate mobility and global talents in order to compensate for skill gaps. Multinational organisations have to develop new leaders and acquaint them with the necessary skills, knowledge, and experience to establish new markets. The importance of integrating mobility and global talents is to nurture future talents that can save the global economy from suffering enormous losses due to ski ll gap. In a survey conducted by Chambers et al. (1998) to seek opinions on global mobility, the authors revealed that 61 percent of the respondents perceived global mobility as a crucial strategy for developing their talents and life careers. Apparently, 38 percent suggested that progressive global mobility could become more important for multinationals if business leaders could give the idea much more weight. According to Martin (2013), business leaders need to understand the importance of integrating mobility and talents in an attempt to improve global talent competency. Development of Talents According to Klein (2013), there are potential recruits for diverse employment opportunities worldwide. However, the challenge of recruiting and retaining such potential employees is the biggest question from many organisations. Researchers have revealed that there is a global pool of university graduates, who bear unreliable expertise for industrial and/or commercial activities. As a resul t, some organisations have sought new ways of maintaining their personnel through talent development. For instance, McDonnell (2011) reveals the Asian case where leaders emphasize the development of employee talents more than in any other place on the globe. A survey conducted by Levy et al. (2007) revealed that over 60 percent of the companies in Asian countries reported less satisfaction experienced from the performance of new employees. As a result, these companies advocate for the development of employee skills in order to nurture and maintain their talents. This strategy builds the companies’ confidence in the performance of their employees, and thus enhances the need to retain them. Besides Asia, other countries such as China, India, Latin America, the Middle East, and Eastern Europe have recently embraced the development of talents for employees. Concisely, the development of talents develops the overall specialisation skills and experience of employees. Hence, it impr oves both personal and organisational performance (Spitulnik 2011). The Local War on Talent War for talent is not only a challenge at the global arena but also an impasse at the local level. Many local companies have also found themselves in the fight for skilled professionals to take on crucial managerial positions (Levy et al. 2007). The local companies are as good as the multinational corporations. While the multinational corporations rule the global economy, the local business firms and enterprises run the regional economy. A major challenge that faces the local companies is the mobility of talents to foreign countries. Many companies underpay their skilled workforce owing to varying economic status quos for diverse countries across the globe. Consequently, skilled workers seek better compensations from the global labour market. To a considerable extent, mobility deprives the local companies of competent talents. Ng (2013) confirms that there is improper coordination of local ta lents in many countries across continents. There is a misalignment of the education system with the employment sector. So many scholars graduate from local universities only to miss their career job opportunities due to unavailable opportunities for their pursued degree programme. Others end up in underemployment in very different sectors that do not match with their learned skills. Leaders of local companies have to develop and retain local talents in order to foster job specialisation and adequacy of the required skills. Conclusion The war for talent remains an inevitable practice for multinational companies. Local companies have no exception too. The competition for experts is the determinant for the accomplishment of organisational goals and objectives. Therefore, worldwide multinational companies will continue investing huge sums of their finances to facilitate the recruitment of talented workforce through rigorous examination of their skills and leadership abilities. In additi on, the mobility of talents is an ever-growing phenomenon as companies seek talents from the best workforce developers of the world. China, in particular, is the world’s leading importer of talents due to its state of declining population. Researchers and policymakers have to deliberate on the best ways that companies could use in order to integrate global talents and mobility. Development of proper strategies and approaches to talent management is unavoidable for the success of both local and global businesses. Reference List Burkus, D Osula, B 2011, ‘Faulty Intel in the War for Talent: Replacing the Assumptions of Talent Management with Evidence-based Strategies’, Journal of Business Studies Quarterly, vol. 3 no. 2, pp. 1-9. Chambers, E.G, Foulon, M, Handfield-Jones, H, Hankin, M Michaels, G 1998, ‘The War for Talent’, The McKinsey Quarterly, vol. 1 no. 3, pp. 44-57. Ju, S 2013, ‘Global Talent War 2.0: From Hiring to Utilization’, SE RI Quarterly, vol. 6 no. 1, pp. 79-82. Klein, S 2013, ‘If you want to survive the talent war’, Smart Business Houston, vol. 8 no. 7, pp.11-11. Larkan, K 2009, Winning the Talent War: The 8 Essentials, Marshall Cavendish Business, Singapore. Levy, O, Beechler, S, Taylor, S Boyacigiller, N 2007, ‘What we talk about when we talk about ‘global mindset’: managerial cognition in multinational corporations’, Journal of International Business Studies, vol. 38 no. 2, pp. 231–258. Martin, A 2013, ‘New War on Talent’, Leadership Excellence, vol. 30 no.9, p. 7. McDonnell, A 2011, ‘Still Fighting the War for Talent? Bridging the Science Versus Practice Gap’, Journal of Business Psychology, vol. 26 no. 2, pp. 169-173. Ng, T 2013, ‘The global war for talent: responses and challenges in the Singapore higher education system’, Journal of Higher Education Policy Management, vol. 35 no. 3, pp. 280-292. Spitulnik, J 2006, ‘Cognitive development needs and performance in and aging workforce’, Organization Development Journal, vol. 24 no. 3, pp. 44–53.

What is business ethics Staff Motivation Dissertation

What is business ethics Staff Motivation - Dissertation Example Widespread knowledge of the need to paying so much attention to human resource has therefore paved way for the understanding that ‘the people are the money because the people make the money’. Talking of people here brings our focus to two major categories of people who are customers and employees. There have been several debates in the field of human resource management as to which of these two groups determine the growth of a company most. This dissertation shall however give much attention to employees as vital human resource components for business growth. In discussing the need to ensuring a well catered for human resource, and having the employee as a focus, one issue that comes out easily is the issue of business ethics. This is because reviewers and researchers have worked assiduously to coming to proof that having sets of business ethics that focuses on the well-being of the employee has a lot to do with determining the growth rate of any company. Business ethics plays vital role; especially when well applied in ensuring that the welfare of the employee is catered for. Business ethics however comes in several ways and forms. For the sake of this research, the researcher shall base his arguments on business ethics on employee or staff motivation. Painfully, many organizations and companies refuse to see employee motivation as a core component of business or organizational ethics. This is a wrong perception because lack of motivation affects a company or an organization in several different ways and when it gets out of hand, it becomes obvious in small phenomenon like absenteeism, conflicts, increased deviance, less team work and bad reactions towards customers (Quatro & Sims 2008, p.273). Motivation is a natural phenomenon of life and so are its effects. There are researchers who even describe the effect or reaction that follows motivation as one of the world’s most contentious forms of involuntary action (Wright, 2001). To some, the reaction of motivation is magical †¦ and to yet to some others, it cannot be tamed. This is because almost all people around the world react to motivation in the same way. Once a person is motivated, especially at work, the person becomes energized and fueled to give off his or her every best. It is for this reason that the researcher has dedicated this research work to finding the relationship between staff motivation as a form of business ethics and increased productivity and subsequent increase in business growth. Research Aim This study is done with an aim of analyzing the effects of business ethics in motivating the staff and bringing about a change in their productivity levels. This is however a very broad aim that needs to be synthesized. The researcher has done this process of synthesis by breaking the research aim into specific objectives for the research. Specific Objectives These specific objectives are minor and intermittent goals that have set by the researcher. It is the hope of the researcher that along the conduct of the entire research, various tasks taken shall lead to the achievement of the specific objectives. This is because as the specific objectives get achieved along the research, it would lead to the eventual achievement of the broader researcher aim set above. To this end, the specific research objectives to be used by the researcher are as follows: 1. To explain the meaning of the term, business ethics. 2. To explore the various forms of

Hacking Exposed Essay Example | Topics and Well Written Essays - 500 words - 1

Hacking Exposed - Essay Example viewing the Defense Threat Reduction Agency server, the agency of the Department of Defense; and â€Å"downloaded the proprietary environmental control software for the International Space Station — the programming that controlled the temperature and humidity in the station’s living space† (What’s the latest, 2010, par.1). Initially, James was â€Å"banned from recreational computer use and was slated to serve a six-month sentence under house arrest with probation. However, he served six months in prison for violation of parole† (IT Security, 2010, par.7). It was clearly indicated in the article that James hacked computers for fun. He was exposed to computers at a very young age. His father remembers James as â€Å"a passionate computer geek, who started playing with the family PC at the age of 6, and switched his own computer from Windows to Linux in middle school† (What’s the latest, 2010, par. 8). Due to the tender age of James, at 16, when he was sentenced for the crimes committed, what could have been a 10 year sentence of incarceration for an adult for the crime, he was only restricted from using the computer and was on house arrest with clear probation. Given the sensitivity of the organizations he hacked, he should have been given a more stringent punishment in terms of an extended period of incarceration (or house arrest, for that matter). Or, since he has proven to have the intelligence and the capacity to intrude sensitive softwares of top organizations, one of these organizations could have used his potentials to productive use. By merely letting him go after the punishment, he was again suspected of â€Å"being part of the conspiracy responsible for the largest identity theft in U.S. history. He was found dead of a self-inflicted gunshot wound in his home on May 18, 2008, less than two weeks after agents raided his house in connection with a hacking ring that penetrated TJX, DSW and OfficeMax, among others† (Whats, 2010, par.6). Ultimately,

Synthesis and Characterization of Tetraphenyltin

Synthesis and Characterization of Tetraphenyltin ABSTRACTS Tetraphenyltin in high yield has been prepared by the reaction of chlorobenzene, chlorotin (IV) and sodium metal in dry toluene characterized by Infra-red spectroscopy. Introduction Organic compounds that contains metal-carbon bond are called organometallic compounds. Organometallic compounds have been studied for nearly 200 years. Unique properties of these compounds have been used in many areas of life. The reactivity of organometallic compounds depends on the reduction potential of metal. For preparation and use, it is markedly observed that most reactivity requires low to moderate temperature and inert conditions like atmosphere and solvent. Generally the reactivity of these compounds seems like the ionic character of the carbon-metal bond, which may be estimated from the proton and carbon chemical shifts of methyl derivatives. % Ionic character of H3C–Metal as (CH3)2Hg 3)2Cd 3)2Zn 3)2Mg 3L [1]. The first reported organometallic compounds were prepared by the reductive substitution of alkyl halides. Alkali metals have strong or moderate negative reduction potentials, with lithium and magnesium being the most reactive. Halide reactivity increases in the order: Cl _R) tends to predominate. This can also be a problem when allyl or benzyl halides are converted to Grignard or lithium reagent [2]. Organometallic compounds of group (IV) elements There is an exceedingly extensive chemistry of the group four elements bound to carbon and some of the compounds, notably silicon-oxygen polymers and alkyl tin and lead compounds are of commercial importance. Essentially all the compounds are of the type M(IV) type. In the divalent state the only well established compounds are cyclopentadienyl tin alkyls or aryls of formula R2Sn are either transitory or non-existent, and the stable substances of this stoichiometry are linear or cyclic polymers of tetravalent tin. For all the group four elements the compounds can generally be designated R4-nMXn where R is the alkyl or aryl and X can vary widely being H, Cl, O, COR, OR, NR2SR etc. For a given class of compounds those with C-Si and C-Ge bonds have higher thermal stability and lower reactivity than those with bonds to Sn and Pb [3]. Organometallic compounds of Tin There are four series of organotin compounds depending on the number of carbon-tin bonds. These series are designated as mono-, di-, tri-, and tetraorganotin compounds with the general formula: RnSn X4-n Where R = an alkyl or aryl group Sn = the central tin atom in the oxidation state +4 X = a singly charged anion or an anionic organic group [4]. Complexes of transition metals The ability of transition metals to form organo derivatives only begins to be appreciated properly during the nineteen fifties. Nonetheless, the organometallic compounds of transition metals now constitute an enormous, diversified field of chemistry, which is still expanding rapidly. It begins breadth by merging into the field of metal carbonyls and related compounds. They also differ in structure from that of non-transition organo-metal derivatives. The transition metals form compounds in which there is metal to carbon sigma bond although pi bond in some cases may also be formed. More important, the unique characteristic of d orbital allow certain type of unsaturated hydrocarbons and some of their derivatives to be bound to metals in a non-classical manner to give molecules or ions with structures that have no counterpart elsewhere in chemistry. Not only is a wide range of organo compounds of different types are isolable, but also labile species play an important role in olefins, acetylene and their derivatives catalyzed by metal complexes [5]. Applications of Organotin compounds Depending on the organic groups, they can be powerful bactericides and fungicides [4]. Tributyltins are used as industrial biocides, eg. as antifungal agents in textiles and paper, wood pulp and paper mill systems, breweries, and industrial cooling systems. Tributyltins are also used in marine anti-fouling paint [1]. Triphenyltins are used as active components of anti fungal paints and agricultural fungicides [5]. Organotin compounds are widely studied class of meta-based antitumor drugs [2]. Organotin compounds are used in treatment of hyperbilirubinaemia [2]. Organotin compounds are used in chemicals used for wood preservation [1]. Addition of Organotin compounds to PVC increases its stability [1]. Organo metallic transition complexes also have role in molecular rearrangement processes [2]. Hypercoordinated Stannanes Tin compounds can also be coordinated to five atoms instead of the regular four unlike their carbon analogues. The stability of these hypercoordinated compounds is managed by electronegative substituent. In 2007 a stable organotin (all carbon pentaorganostannane) was reported at room-temperature (in argon) [4] in the form of lithium salt with the following structure. The geometry of the molecule is distorted trigonal bipyramidal. The carbon to tin bond lengths are 2.26Ã… apical, 2.17Ã… equatorial. These are larger than regular C–Sn bonds (2.14Ã…) which shows its hypervalent nature. Biological Aspects The chemistry of the organotin(IV) derivatives is being subject of study with growing interest, not only because of the environmental consequences of the widespread use of these compounds, but also as due to the increasingly importance of their medical assays for bactericide and antitumor purposes. In this respect, various triorganotins have been reported recently to be effective against mosquito larvae and adult mosquitoes responsible for malaria and yellow fever, and also some phenyltin derivatives display cardiovascular activity. In general, the structure-activity relationship in this kind of compounds is still subject of controversy, but it seems been established that, for instance, in the case of triorganotin carboxylates, those containing trans-O2SnC3 moieties exhibit a greater biocidal activity than those containing cis-O2SnC3. Organotin compounds have been implicated as reproductive toxicants and endocrine disruptors primarily through studies in aquatic organisms, with little information available in mammals. Among the organotins, aryltins have been less studied than alkyltins. Extensive data is available on mammalian developmental and reproductive toxicity of one aryltin compound, triphenyltin (TPT), from toxicity studies conducted in connection with the registration of triphenyltin hydroxide (TPTH) as a pesticide and supporting publications from the open literature. Indications of adverse functional and morphological effects on the reproductive tract of rats were reported in a dose range of 1.4-20 mg/kg/d. Gonadal histopathology (both ovaries and testes) and infertility were affected at the higher doses, while reproductive-tract cancer, smaller litter sizes, and reproductive organ weights were affected at the lower end of the dose range. In vitro studies indicate the TPT can directly activate androgen re ceptor-mediated transcription and inhibit enzymes that are involved in steroid hormone metabolism. These data suggest that the aryltin TPT can be active as a reproductive toxicant in mammals and may be a human endocrine disruptor. Organotins are one of the classes of compounds implicated as â€Å"endocrine disruptors† (Colborn Clement, 1992) primarily on the basis of the finding of imposex in aquatic gastropods (Smith, 1981; Horiguchi et al., 1994). In these organisms, genetic females and parts of the male reproductive system, including the penis and vas deferens, superimposed on a normal female genital system. Implications for mammalian reproduction are less explored. There are no available epidemiological studies of the reproductive toxicity of organotins in humans or mammalian wildlife populations, so that mammalian reproductive toxicity information is limited to laboratory animals. Among the organotins, a particularly large database on reproductive toxicity in laboratory animals is available through studies conducted for registration of triphenyltin hydroxide as a pesticide. Triphenyltin (TPT) came into use as a fungicide and matricide in the 1950s (HSDB, 1998). Currently, about 10 products containing TPT are registered for use as pesticides by the U.S. Environmental Protection Agency (U.S. EPA). Registration for TPT hydroxide was cancelled in California in 1983. TPT acetate and hydroxide were banned from use in the European Union (EU) in 2002 (Lo et al., 2003). This review presents and integrates information on reproductive toxicity from the triphenyltin hydroxide (TPTH) registration database made available through the Freedom of Information Act (FOIA), and includes papers on mammalian reproductive toxicity of other TPT salts. In this review, information from the pesticide registration data is presented in some detail since it is not available. Estimates of exposure for total tin indicate that the main route in the general population is from food, about 4 mg/d. A national survey in the United States in 1982 reported 8.7-15 à ¯Ã‚ Ã‚ ­g tin/g in human adipose tissue (ATSDR, 1992). However, these estimates are based on outdated information, and much of the tin came from canned foods (inorganic tin) (ATSDR, 1992). The most recent information for TPT is from Japan (Tsuda et al., 1995). Duplicate portion studies indicated an intake of 0.7 à ¯Ã‚ Ã‚ ­g TPT/d in 1991 and 1992, and market basket surveys indicated intakes of 5.4 and 1.3 à ¯Ã‚ Ã‚ ­g TPT/d in 1991 and 1992, respectively. Analytical techniques are now becoming available to separate various forms of inorganic and organic tin which promise more accurate human exposure assessment. Chemical equations 2Na + C6H5Cl C6H5Na + NaCl 4 C6H5Na +SnCl4 (C6H5)4Sn + 4NaCl Reagents required: 275 ml of dry toluene (350 ml if wet) 35 ml of chlorobenzene 15 gm of sodium 10 ml of SnCl4 Dry ice Special apparatus required: 500 ml, three neck, round-bottom flask Variac High-speed stirring motor Stirring rod with sharp metal blades Cylinder of argon About 1000 ml of kerosene in pane Extra sintered-glass funnels and filter flask Procedure Fifteen grams of clean sodium chunks and 250 ml of dry toluene are placed in the flask. A thermometer and an argon inlet tube are inserted through one of the side arm of the flask. The other side arm is Stoppard. Insert the stirrer through the main mouth of the flask, taking care of that the stirring blades cannot hit the thermometer and that they are above the chunks of sodium. While stirring gently, and with a slow stream of argon flowing, heat the contents slowly to 105 °. Then lower the stirrer so that the blades are about 1cm from the bottom of the flask and turn the stirrer on full power. It will be found necessary to increase the power input to the heating mental in order to keep the temperature at 105 °. After about 10 min of vigorous stirring at 105 °, remove the heating mantle from the flask. When the temperature has fallen to 99 °, stop the stirrer and allow the flask to cool to room temperature. The sodium should now be in the form of fine sand. Stir the sodium ge ntly to see if any of the particles have agglomerated. If so, the process must be repeated. If the sodium dispersion is not be used immediately, thoroughly flush the flask with the argon and tightly stopper it. Using the heating mantle, heat the dispersion, with moderately vigorous stirring, to 45 °. Attach a dropping funnel containing 35 ml of chlorobenzene to the unused side arm and add 2 to 3 ml of the chlorobenzene to the flask. Notice: The flask should never contain more than 3 ml of un reacted chlorobenzene! If more than this amount is present, an uncontrollably vigorous reaction may take place, resulting in a fire. Remove the heating mantle from the flask. The reaction should start, as evidenced by a rise in the temperature. If the reaction does not start at 45 °, cautiously rise the temperature to 50 ° (no higher!). If the reaction starts at this temperature, the temperature may suddenly rise to as high as 55 °, so be ready to cool the flask quickly with the kerosene bath. (If the reaction does not start at 50 °, cool the flask to room temperature, cautiously hydrolyze the mixture with alcohol, and discard). Temperature in access of 50 ° will not cause great harm at the beginning of the synthesis, but thereafter the temperature must be kept below 45 °; keep the flask partially immersed in the kerosene bath and cool the kerosene bath by occasionally adding pieces of DRY Ice to it. The temperature of the reaction mixture may be held between 40 and 45 ° by adjusting the rate of addition of chlorobenzene. After all the chlorobenzene has been added (about 1 to 2 hours), place a solution of 10ml of stannic chloride in 25ml of toluene in the dropping funnel, and, over a period of 30 min, add this solution to the reaction flask. During this addition, it is necessary to cool the flask so as to keep the temperature below 45 °. The flask now be stored indefinitely (without protection from the air) until the tin tetra phenyl is extracted from the mixture. Wipe the kerosene from the bottom of the flask, and, with moderate stirring, heat the mixture to incipient boiling and quickly filter through a sintered-glass funnel. It is best to keep most of the solid residue in the reaction flask. Cool the filtrate to room temperature and filter off the product on another sintered-glass funnel. Return the filtrate to the original flask and repeat the extraction two or three times until no more product precipitates on cooling the solution to room temperature. It is helpful to add another 100 ml of toluene to the mixture to reduce the necessary number of extractions. The final solution should be cooled in an ice bath before filtering. Suck the crystals of tin tetra phenyl as dry as possible on the filter and then let them air dry for 4 to 20 hours on a watch glass. A yield of about 25 gm of material melting at 266 to 228 ° should be obtained. A pure product (melting at 299 °) may be obtained by re crystallization from benzene or toluene. RESULTS AND DISCUSION Physical data for reported compounds are given in Table 1. Compound # Empirical formula M.P ( °C) Solubility % Yield 1. (C6H5)4Sn 110-112 Toluene, Ethanol, Chloroform 72 IR spectroscopy IR is one of the most important spectroscopic methods used for qualitative and quantitative analysis. It is based on the fact that each compound has its own unique spectra and certain functional groups absorbat about the same wavelength even in different molecules. Its single most important use has been for the identification of organic compounds whose spectra are generally complex and provide numerous maxima and minima that are used for comparison purposes. Indeed in most instances the IR spectrum of the compounds especially of organic compounds provides a unique finger print, which is readily distinguished from the absorption pattern from all other compounds because only optical isomers absorb in the same way. Absorption of IR radiation is confined largely to molecular species for which small energy differences exist between various vibration and rotational states. As for as spectrum is concerned we see a prominent peak at 457cm-1, which indicates the formation of metal to carbon b ond, which shows the formation of our product. For aliphatic CH peak appear at 3057 cm-1 . References P. Powell, Principles of Organometallic Chemistry, (1988), 2nd edition, Chapman and Hall, New York, pp-1-10. T.Mole and E.A Jaffery, Organometallic Compounds, (1972), 3rd edition, Elsvier Publishing Company, London, pp.89-92. F. Albert and Geoffrey Wilkinson, Advanced Inorganic Chemistry, (1962), 3rd edition, Interscience Publishers, New York, pp-310-312. J.C Bailar, H.J Emeleus, S.R Nhylom and A.F Trotman, Comprehensive Inorganic Chemistry, (1973), 2nd edition, Prgmon, New York, pp.153-157. J.C Bailar, H.J Emeleus, S.R Nhylom and A.F Trotman, Comprehensive Inorganic Chemistry, (1973), 4th edition, Prgmon, New York, pp.89-93. J.W Robinson, Undergraduate Instrumental Analysis, 5th Edition,(995), Marcel Dekker, New York,pp.166-168. A.U Rehman, Nuclear Magnetic Resonance, 1st edition,(1989),pp.90-93.

Operatic Melodrama in Apocalypse Now Essay -- Apocalypse Now Essays

Operatic Melodrama in Apocalypse Now The political and social unrest of the 1970s provided Hollywood with some of its most influential films, often stemming from unlikely sources; two decades after melodrama's heyday, the genre re-emerged in an original form that continues to affect modern filmmaking. The historical influences of Italian opera and Hollywood family melodramas spawned a type of film that has been described as "historical, operatic, choral or epic" (Greene 388). Filmmakers of the 1970s explored the traditional modes of melodramatic expression in order to address the socially charged times they lived in. Filmed in the wake of the Vietnam War, Francis Ford Coppola's Apocalypse Now is a complex treatise of human morality and modern warfare that expresses itself through melodramatic conventions. Coppola contained his war movie to the personal level, in order to make larger criticisms of the Vietnam conflict. The central narrative, based on Joseph Conrad's Heart of Darkness, follows an Oedipal trajectory simila r to those found in many 1950's family melodramas. The surreal, and often ironic use of music provides a startling counterpoint to the actions on screen. The film is imbued with many of the representative motifs, such as sexual dysfunction and alcoholism, which are found in earlier melodramas. Apocalypse Now helped to establish a new film genre - the operatic melodrama - that combined the historical representations of classic melodramas with the raw spectacle of modern filmmaking. Although distinctive melodramatic traditions developed in multiple countries, the Italian model is the most similar to that of the 1970's epic. While some melodramatic traditions evolved through novels or the theatre, "in Italy, ... ... out of a 1950s woman's film. The melodramatic influences of the film continue to manifest themselves in the newer release, just as Apocalypse Now continues to influence the epic movies of contemporary filmmakers. The unison of operatic spectacle and personal conflict spawned an original genre in the 1970s that remains an effective method of addressing social concerns. As we enter another period of political unrest and social change, it is likely that a new wave of melodramatic films is beginning to form on the horizon; there are certainly parallels between a government that declares war on terrorism and the U.S. army in Vietnam, who "knew everything about military tactics, but nothing about where they were or who the enemy was" (Cowie 143). From Conrad to Coppola, nuclear family to nuclear terrorism; never get off the boat, unless you're willing to go all the way. Operatic Melodrama in Apocalypse Now Essay -- Apocalypse Now Essays Operatic Melodrama in Apocalypse Now The political and social unrest of the 1970s provided Hollywood with some of its most influential films, often stemming from unlikely sources; two decades after melodrama's heyday, the genre re-emerged in an original form that continues to affect modern filmmaking. The historical influences of Italian opera and Hollywood family melodramas spawned a type of film that has been described as "historical, operatic, choral or epic" (Greene 388). Filmmakers of the 1970s explored the traditional modes of melodramatic expression in order to address the socially charged times they lived in. Filmed in the wake of the Vietnam War, Francis Ford Coppola's Apocalypse Now is a complex treatise of human morality and modern warfare that expresses itself through melodramatic conventions. Coppola contained his war movie to the personal level, in order to make larger criticisms of the Vietnam conflict. The central narrative, based on Joseph Conrad's Heart of Darkness, follows an Oedipal trajectory simila r to those found in many 1950's family melodramas. The surreal, and often ironic use of music provides a startling counterpoint to the actions on screen. The film is imbued with many of the representative motifs, such as sexual dysfunction and alcoholism, which are found in earlier melodramas. Apocalypse Now helped to establish a new film genre - the operatic melodrama - that combined the historical representations of classic melodramas with the raw spectacle of modern filmmaking. Although distinctive melodramatic traditions developed in multiple countries, the Italian model is the most similar to that of the 1970's epic. While some melodramatic traditions evolved through novels or the theatre, "in Italy, ... ... out of a 1950s woman's film. The melodramatic influences of the film continue to manifest themselves in the newer release, just as Apocalypse Now continues to influence the epic movies of contemporary filmmakers. The unison of operatic spectacle and personal conflict spawned an original genre in the 1970s that remains an effective method of addressing social concerns. As we enter another period of political unrest and social change, it is likely that a new wave of melodramatic films is beginning to form on the horizon; there are certainly parallels between a government that declares war on terrorism and the U.S. army in Vietnam, who "knew everything about military tactics, but nothing about where they were or who the enemy was" (Cowie 143). From Conrad to Coppola, nuclear family to nuclear terrorism; never get off the boat, unless you're willing to go all the way.

Software development and engineering

à ¯Ã‚ ¿Ã‚ ½ There are two features which are common to most engineering definitions à ¯Ã‚ ¿Ã‚ ½ The solution of practical problems for the benefit of humankind à ¯Ã‚ ¿Ã‚ ½ The use of scientific and other formalised knowledge to design and build artefacts within economic constraints Difference between scientists and engineers: à ¯Ã‚ ¿Ã‚ ½ Scientific reasoning and research is essentially inductive, scientists try to infer general rules or laws from the results of a limited number of observations or experimental results à ¯Ã‚ ¿Ã‚ ½ The activities of engineers are quite distinct, their objective is for human benefit rather than explaining the natural world. They make use of scientific results in a deductive way (to verify designs and ideas that are feasible and safe. Development of engineering disciplines QUESTION: How does engineering come to make use of scientific and formalised knowledge? ANSWER: The discipline starts in a state of craft practice: At this stage engineering is carried out by practitioners with little or no formal training and knowledge is acquired during apprenticeship. The second stage is the development of commercial exploitation when pressures arise to make economic use of resources or to increase output. Practice becomes more organised and standard procedures are established. The third stage in development sees the emergence of professional engineering. At this stage engineering is carried out by educated professionals who use formal analysis and scientific theory to understand and verify their designs. Characteristics of engineering Engineering projects tackle clearly defined and quantified problems. Another aspect of modern engineering is the use of systematised knowledge, this knowledge gives the engineer a good understanding both of the problems that he or she is addressing and the materials available for their solution. A science-based knowledge engineer will have considerable knowledge of proven procedures and designs which they can reuse where appropriate. An important aspect of this codified knowledge is the ability to learn from failures. SOFTWARE DEVELOPMENT AS ENGINEERING? Development of compiler technology à ¯Ã‚ ¿Ã‚ ½ In the 1950s when high-level programming languages were first being designed and implemented, compiler writing was regarded as difficult. à ¯Ã‚ ¿Ã‚ ½ The development of the first compiler for FORTRAN, completed in early 1957, required about 18 person-years of effort. à ¯Ã‚ ¿Ã‚ ½ Compiler technology has progressed dramatically since, that a compiler can now be implemented in anything from 6 person-weeks to a person-year. à ¯Ã‚ ¿Ã‚ ½ Modern compilers generally produce executable code that is very efficient and it is rare for programmers to need to resort to lower-level languages. à ¯Ã‚ ¿Ã‚ ½ Compilers are usually extremely reliable being at least as free from errors as most other software on a typical computer. Large-scale development projects Large-scale projects have always been much more prone to problems or failure than smaller developments, such as compiler implementations, due to difficulties of organising and co-ordinating teams, and dealing with clients. But this is not always the case, as seen in these two examples of large and highly successful projects. Example 1: à ¯Ã‚ ¿Ã‚ ½ SABRE, an Airline Reservation System developed for American Airlines. à ¯Ã‚ ¿Ã‚ ½ The project delivered about one million lines of code and involved around 400 person-years of effort. à ¯Ã‚ ¿Ã‚ ½ This success is all the more striking because of the lack of supporting software – there were no database systems available at that time, for example. Example 2: à ¯Ã‚ ¿Ã‚ ½ NASA Space Shuttle. à ¯Ã‚ ¿Ã‚ ½ The project involved introducing rigorous control of software development, tracking all changes and errors, and constantly refining the development process to ensure that errors are eliminated at the earliest possible stage. Other branches of engineering which have resulted in major disasters: à ¯Ã‚ ¿Ã‚ ½ In 1968, Roman point (a high-rise block of flats in London) collapsed after a gas explosion in a top flat. The block was constructed using prefabricated components. à ¯Ã‚ ¿Ã‚ ½ In 1980, the Hyatt Regency Hotel in Kansas City, Missouri, a suspended walkway which connected hotel floors collapsed causing deaths of 114 people. The failure was due to a combination of design and construction flaws. QUALITY AND SOFTWARE DEVELOPMENT In modern industry and business there is enormous concern to try to produce goods and services of high quality. Definition of Quality – ‘The set of characteristics of a product or service which satisfy a customer's requirements and expectations' American Joseph Juran, one of the early advocates of quality management, defined quality as the fitness for uses. Detailed tracking of error statistics during development has been found by developers such as Microsoft, to be extremely useful even though they may adopt a more informal approach to managing software development (Cusumano and Selby 1997). Development of ideas about quality Total Quality Management (TQM): à ¯Ã‚ ¿Ã‚ ½ Clearly defining quality in terms of customers' or consumers' requirements à ¯Ã‚ ¿Ã‚ ½ Concentrating on achieving quality by improving production processes rather than by inspection of end products à ¯Ã‚ ¿Ã‚ ½ The clear specification of processes and the use of statistical analyses and other techniques to track down the sources of faults so that the process can be improved à ¯Ã‚ ¿Ã‚ ½ The involvement of everyone in quality improvement à ¯Ã‚ ¿Ã‚ ½ Constantly trying to improve quality by learning from faults and improving processes and designs. The application of quality management to software development Applicable to software development? Each development of a system is a one-off project so it is not obvious that insights derived from improving manufacturing processes are applicable. The argument of Deming and others that quality cannot be achieved by testing alone is borne out by the experience of many software developers. Quality standards – ISO 9000 In order to achieve ISO 9000 certification: à ¯Ã‚ ¿Ã‚ ½ It has standards against which to measure all aspects of its development practices à ¯Ã‚ ¿Ã‚ ½ It has procedures in place to access performance against these standards à ¯Ã‚ ¿Ã‚ ½ Both the standards and the assessment methods used are recognised in the industry ISO 9000 has been criticised on its particular criteria for introducing too much paperwork and ignoring the importance of continuous improvement. Capability Maturity Model This model is primarily concerned with the way in which projects are managed and organised, so it proposes five levels of maturity in development practices. 1. Initial Level-Not stable environment for developing software. Success heavily dependent on key project staff. 2. Repeatable Level-Managing software projects based on previous experience. Project progress is tracked and under control. 3. Defined Level-A standard process of software development is used across the organisation. Adapted and tailored appropriately for individual projects. 4. Managed Level-Measurable quality targets are set for projects and the results achieved by all projects are monitored. 5. Optimising Level-Measurements obtained from the monitoring of software development are used as a basis for refining and improving the process used. This level is one of continuous improvement. Chapter 11 – Societies for computing professionals WHAT ARE PROFESSIONAL SOCIETIES? à ¯Ã‚ ¿Ã‚ ½ Professionals, such as medicine or the law, are distinguished from other occupations by the long period of training and experience which are required in order to qualify as a practitioner. à ¯Ã‚ ¿Ã‚ ½ Regulated by professional societies à ¯Ã‚ ¿Ã‚ ½ Societies are run by the members of the profession and represent its interests à ¯Ã‚ ¿Ã‚ ½ Not under the immediate control of the government or employers Professional institutions can be made in two ways: à ¯Ã‚ ¿Ã‚ ½ By stature (by passing a law) à ¯Ã‚ ¿Ã‚ ½ Royal Charter The Engineering profession (the institution of Civil Engineers, the institution of Mechanical Engineers, the British Computer Society) have similar rights and responsibilities: à ¯Ã‚ ¿Ã‚ ½ To advance knowledge in their area à ¯Ã‚ ¿Ã‚ ½ To uphold and seek to improve standards of practice (e.g. code of conduct for members) à ¯Ã‚ ¿Ã‚ ½ To set educational and training standards in their field (e.g. running professional exams and accrediting certain degree courses) à ¯Ã‚ ¿Ã‚ ½ To advise the government on issues within their area of expertise (e.g. BCS on the Computer Misuse Act) THE HISTORY OF ENGINEERING PROFESSIONS à ¯Ã‚ ¿Ã‚ ½ When engineering was at the stage of a craft practice, there were few formal mechanisms for the training of new engineers à ¯Ã‚ ¿Ã‚ ½ Throughout most of the nineteenth century British engineers were firmly convinced of the value of practical experience as the basis of training PROFESSIONAL INSTITUTIONS FOR SOFTWARE ENGINEERS Two professional institutions which have most relevance for computer professionals are the British Computer Society (BCS) and Institution of Electrical Engineers (IEE). Engineering Council à ¯Ã‚ ¿Ã‚ ½ Created by Royal Charter in 1981 à ¯Ã‚ ¿Ã‚ ½ Contains 290000 qualified engineers, including about 200000 Chartered Engineers FEANI FEANI represents the engineering profession at a European level and is made of engineering institutions from 27 countries. It was formed in 1951. PROFESSIONAL MEMBERSHIP Members of professional societies gain the benefit of meeting other professionals in their field as well as access to other resources, such as libraries, seminars and special interest groups. Course accreditation Computer Science degree courses which cover similar materiel to that of the BCS exams are often accredited by the British Computer Society. For a degree course to give full exemption it must: à ¯Ã‚ ¿Ã‚ ½ Cover the underlying theory and mathematics appropriate to computing à ¯Ã‚ ¿Ã‚ ½ Have an emphasis on design à ¯Ã‚ ¿Ã‚ ½ Promote understanding of ideas of quality à ¯Ã‚ ¿Ã‚ ½ Cover systems development approaches à ¯Ã‚ ¿Ã‚ ½ Cover ethical, legal, social and professional issues à ¯Ã‚ ¿Ã‚ ½ Include a substantial student project which involves the implementation of an application or tool using an engineering-based approach. Registration with the Engineering Council The Engineering Council maintains a register of qualified engineers. à ¯Ã‚ ¿Ã‚ ½ EA1 – introduction to the fabrication and use of materials à ¯Ã‚ ¿Ã‚ ½ EA2 – application of engineering principlines à ¯Ã‚ ¿Ã‚ ½ EA3 – a thorough and structured introduction to industry, involving practical assignments à ¯Ã‚ ¿Ã‚ ½ EA4 – preparation for the post with responsibility EA1 and EA2 = accredited in engineering degree EA3 and EA4 = period of appropriate work Professional development BCS has developed the Industry Structure Model to classify different roles and responsibilities which computing professionals must have. It identifies some 200 professional functions ranging from programming to management. The purpose of the model is to help individuals and organisations to plan training and career development by identifying current gaps in knowledge. BCS runs two development schemes: à ¯Ã‚ ¿Ã‚ ½ Professional Development scheme – computing professionals have properly planned and verified training Continuing Professional Development – those who have achieved qualification but who need to broaden their knowledge.

Concentration and Molarity Worked Example Problem