Thursday, December 26, 2019
385 Week One Essay example - 758 Words
THree stages of modeling Three stages of modeling BSHS 385 CYNTHIA CUCUZZA [Type the author name] There are stages in the interviewing processes; these stages are there to help not only the interviewer, but also the interviewee. These stages are here to help human service professionals to master these skills to help each client. The three stages in the model of interview would be exploration, insight/clarification and action. Exploration is helping the client explorer their feeling, problems or issues. The elements in this stage; *Attending behavior these are the listening skills as well as out attending skills. This would include eye contact verbal and nonverbal behaviors. Giving all the attention to the client in this stage,â⬠¦show more contentâ⬠¦Remember this is time for the client to self-explore. *Interpreting identifying the clients underlying meaning and reconstructing the meaning to have the best understanding. Actions helping the client take action. The elements in this stage would include; *Information giving, giving the clients feedback. These can be instructions, feedback or an informational statement. *Structuring for exploration, clarification and actions. Helps the client to examine their issues, consider alternatives or make their own choices or decisions. *Enlisting cooperation, many times the client will resist or become reluctance, using basic interviewing skills will decrease the client discomfort and increase cooperation throughout each stage. Effective communication, putting it all together from start to finish, for each stage we are taking steps to make sure all attention is on the client. Once all information is given, it is time to tell the story on how we view it and start with the ending. I do believe there are differentials in interviewing gender, culture and religious beliefs. In many cultures it can be known to make eye contact with someone as disrespect. Body language can also have different meanings within different cultures. For each of these this is where we listen before we take actions, we can verbal and nonverbal offend someone. No two cultures are the same and no two people are theShow MoreRelatedRisk Assessment At The United States Army786 Words à |à 4 Pagesactivities (Department of the Army [ATP 5-19], 2014, p. 1-1). The Army process of RM utilizes five steps as part of its holistic approach to mitigate risks, but because this paperââ¬â¢s focus in on the Risk Assessment of the management solutions identified last week, it will only focus on the first two steps of RM, Identify the hazard and Assess the hazard. Hazards exist in all environments, are present in all activities, and a hazard, as it relates to our assessment of the Special Activities Command (SAC), createsRead MoreThe Rights Of The American Revolution1015 Words à |à 5 Pagessignificant cases concerning the Fourth Amendment are Weeks v. United States, 232 U.S. 383 in 1914, Silverthorne Lumber Co. v. United States, 251 U.S. 385, and Mapp v. Ohio (1961). These cases were of importance as they offered protections and privacy rights on both the state and federal level. In the case of the Supreme Court case of Weeks v. United States, 232 U.S. 383 (1914). Local police in Kansas City Missouri, entered the home of Fremont Weeks and conducted a search of the premises, they didRead MoreGrainger: Reengineering the China/U.S. Supply Chain1472 Words à |à 6 Pages40-feet container (85%) 169100 133589 56.5 85% 48.025 2782 $ 600.00 NA NA $ 1,668,993.23 20-feet container (85%) 35511 27 85% 22.95 1547 $ 480.00 NA NA $ 742,713.73 Consolidated shipment (96% 0f 40ft.) 20900 20900 56.5 96% 54.24 385 $ 600.00 $ 1.50 $ 75,000.00 $ 337,544.69 Alternatives and Options: Shipment type Quantity Shipped (Total: 190,000 CBM) Load ability Total containers used Cost per container Other Costs Total 190000Read MoreWhat Are Some Effects Of Divorce Or Separation On Children?1496 Words à |à 6 Pagesrelationship with the parent. (Anderson, 2014, pg 380) ââ¬Å"Children of divorced parents are more likely to have lower grade point averagesâ⬠(Jeynes, 1998). Divorce can affect a childââ¬â¢s emotional security because the child will have a weakened relationship with one of their parents or other relatives. (Amato and Afifi, 2006) Parent- Child Relationships Children, and their love toward their parent ââ¬Å"are an important resource for divorced parents but at the same time, they may necessitate continued contact withRead MoreThe Bill Of Rights Of The United States Constitution Essay1359 Words à |à 6 Pagesconcerning the Fourth Amendment are Weeks v. United States, 232 U.S. 383 in 1914, Silverthorne Lumber Co. v. United States, 251 U.S. 385, and Mapp v. Ohio (1961). These cases were of importance due to their impact concerning search and seizure laws and their application in local, state, and federal criminal law cases. In the case of the Supreme Court case of Weeks v. United States, 232 U.S. 383 (1914). Local police in Kansas City Missouri, entered the home of Fremont Weeks and conducted a search of theRead MoreSexual Orientation And Gender Orientation Essay903 Words à |à 4 Pagese Henry Paper 4 Sexual orientation The theme that we have been focusing on in class for the past two weeks is sexual orientation. Sexual orientation is more complex than just the gender a person is attracted to. Instead sexual orientation is on more of a spectrum. On one end of the spectrum a person can be solely heterosexual and on the opposite side a person can be completely homosexual. This also means that a person can be bisexual if they identify more in the middle of the spectrum. TheRead MoreConstitutional Policing Essay992 Words à |à 4 Pagesbe violated, and no warrants shall issue, but upon probable cause, supported by oath or affirmation, and particularly describing the place to be searched and the persons or things seized.â⬠The Fourth Amendment is clearly broken in the case of Weeks v. United States, it was a United States Supreme Court case in which the Court unanimously held that the warrantless seizure of items from a private residence constitutes a violation of the Fourth Amendment. It also prevented local officers from securingRead MoreDepartment Stores Essay849 Words à |à 4 Pagesrepurchasing orders are not meeting the goals set, B.) The company also noticed that reorders were only about 10% of the total units sold, C) The online purchases were viewed as a positive, however it was not used frequent enough to measure reorder, D.) One big issue was the amount of panty liners per package, E) The staff at the retail strores thought that Nundies would sell themselves. This was a clear example of communication breakdown. E) To add to the communication issue the sales personnel wereRead MoreSolving The Conflict Resolution : Active Listening And Good Communication821 Words à |à 4 Pagesconflict. ââ¬Å"Arbitration is a time-tested, cost-effective alternative to ligation. Arbitration is the submission of a dispute to one or more impartial persons for a final and binding decision, known as an ââ¬Ëawardââ¬â¢. Awards are made in writing and generally final and binding on the parties in the caseâ⬠(American Arbitration Association). The Communication Process Communication is one of the key elements of the conflict resolution process. The most of the conflicting situations are due to a miscommunicationRead MoreGender And Prime Time From An Early Age846 Words à |à 4 Pagesfirm professionals. Where do we get these stereotypes? Many would argue that one of the most influential sources of gender stereotyping is television, the main cultural storyteller in the United States (Emons, Wester, and Scheepers 40). In most developed countries television has the widest reach of any medium and it can, and does, intensely influence opinions of all ages of viewers. The average time per person per week spent involved with television is around 31 hours in the US. That is a number
Wednesday, December 18, 2019
Authoritarian Regimes And Totalitarian Regimes - 1058 Words
In 20th century the global community witnessed a tremendous amount of chaos. World Wars, and ideologically driven proxy wars brought destruction, and decline to many great countries. One would think that many people have died in these wars, but it is shocking to note that four times as many people have died at the hands of their government than in these wars. Institutions like the government are created to represent the people, to serve, and benefit their welfare. A type of government that does not follow this norm are often oppressive authoritarian regimes. These regimes can range from a one-party rule where a political party or group governs, to a one-man rule. Whichever it may be, authoritarian regimes tend to use similar tactics thatâ⬠¦show more contentâ⬠¦In the early 20th century, Guatemalaââ¬â¢s future looked promising. The country had undergone social-democratic reform, making it a developing democratic nation. The first two democratically held elections were won by nationalistic and reformist presidents. Progress and change is what the Guatemalans wanted as they sought to rid themselves of the poverty that plagued their country. Jacobo Arbenz succeeded Juan Jose Arevalo in 1950, and Arbenz would continue Arevaloââ¬â¢s socialist policies. These policies included land reforms that redistributed land to the indigenous population. The land that was redistributed was previously expropriated from foreign companies, mainly the United Statesââ¬â¢ industries such as the United Fruit Company. Under these foreign companies, the indigenous workers endured intolerable treatment. Exposure to chemicals and malnutrition lead to the deaths of many workers. With the motive to protect their interests, the U.S.ââ¬â¢s Center for Intelligence Agency sponsored an intervention in Arbenzââ¬â¢s presidency. A largely committed anti-communist coup dââ¬â¢etat successfully overthrew the socialist government, which favored the U.S.ââ¬â¢s interests. With the democratic government overthrown, the political instability lead to the raise of military rule in Guatemala. There would be many military officers that would assume the role of the presidency. Under the military rule, there were very unfavorable conditions for those that hadShow MoreRelatedNorth Kore Totalitarian Authoritarian Regime848 Words à |à 4 PagesPrimarily, it is evident that North Korea carries a Totalitarian Authoritarian regime that has been upheld by its first president, Kim Il-sung. The official Supreme Leader of North Korea is Kim Il-sung grandson, Kim Jong-un, who took over after his father passed away in 2011. North Korea is under Democratic Peopleââ¬â¢s Republic of Korea political power, which was founded in September 9, 1948. Overall, North Korea can be described has a country that is led a political system that is called totalitarianismRead MoreExploring the Differences Between Liberal Democratic, Authoritarian and Totalitarian Political Systems1246 Words à |à 5 PagesExploring the Differences Between Liberal Democratic, Authoritarian and Totalitarian Political Systems Defining political systems is a difficult thing to do as no single system is completely static, they often change dependant on things like war and trends in regimes, such as the recent insurgence in ââ¬Ëliberal democraciesââ¬â¢ means that the classifications of systems changes over time. The British Westminster system is considered to be a ââ¬Ëliberal democracyââ¬â¢ however in the SecondRead More Authoritarianism: Until the Resources Dry Out Essay1146 Words à |à 5 PagesHistory has known far more authoritarian regimes than any other form of government. Authoritarianism is a form of non-democratic rule defined by state power being centralized in a single person or a small group of people. Unlike democracies, these individuals in power are not dependent on the people for power. Thus, under authoritarianism, state leaders have little accountability to the public and there is little individual freedom. Additionally, authoritarian regimes are not bound by a constitutionRead MoreDemocracy versus Authoritarian Regimes Essays2898 Words à |à 12 PagesDemocracy and Authoritarian regimes have been at odds with each other as long as one can remember. Authoritarian regimes have been the oldest and most common form of government, while the worldââ¬â¢s oldest democracy began in Athens, which was around 40 B.C. Th e effects of authoritarian regimes and transitional authoritarian re-gimes have been a very interesting and telling read, with many subtle details that one would not expect. I have come into this research project with the main question: What areRead MoreThe Political Power Of Social Media923 Words à |à 4 Pages In reference to the modern state, authoritarian regimes are governments where the citizens have fewer individual rights, and therefore discontent is popular among the masses. They are an apt example of the political power of social media. In the 21st century, social media has the power to raise and topple authoritarian regimes, effectively becoming a new mode to facilitate political revolutions. Ways in which social media has been demonstrated in authoritarian governments are in the Arab SpringRead MoreComparative Politics and the Peoples Republic of China1266 Words à |à 5 Pagesthe way they are. There must be some medium for finding the differences and similarities be tween one county and another. Another very important reason to study comparative politics is to better understand how certain regimes work. While studying comparative politics there is one regime that stands out to me. The rise of China as one of todayââ¬â¢s economic powers is fascinating. When studying Chinaââ¬â¢s political system on the form of comparative politics its best to look pass general questions. One hasRead MoreBureaucratic Regimes And Political Politics1077 Words à |à 5 Pages The relationship between bureaucratic authoritarian regimes and any/all their political opposition is not one that is harmonious with respect to social order and government functioning. These two parties often attempt to obstruct the other. The regime typically explores ways to eliminate all opposition from political society, and political society in turn attempts to discredit the regime in the eyes of civil society. One common way the regime eliminates political opposition is by separating politicalRead MoreDemocracy and Accountability: Making the Transition from an Authoritarian Regime1600 Words à |à 7 Pages The need to acquire human rights can, at times, motivate social and political groups to move mountains. In the 1980s, authoritarian regimes were representative of these large obstacles. This struggle is not new to Latin Americans. Throughout their history, from slavery, which still exists today, to political and religious oppression, Latin Americans have continually fought to gain basic human rights. Americans have come to see these rights as rooted in life, liberty, and the pursuit of happinessRead MoreThe End of the Cold War Essay1842 Words à |à 8 Pagesliberal democracies, a new regime type referred to as competitive authoritarianism began to emerge. According to Levitsky and Way, ââ¬Å"In competitive authoritarian regimes, formal democratic institutions are widely viewed as the principal means of obtaining and exercising political authority. Incumbents violate those rules so often and to such an extent, however, that the regime fails to meet conventional minimum standards for democracyâ⬠. In labeling these regimes as authoritarian and not democratic, LevitskyRead MoreThe Current Chinese Government Fits Into The Category Of Authoritarian Regimes856 Words à |à 4 Pages The current Chinese government fits into the category of Authoritarian Regimes because Chinese government just use the coercion to limit political pluralism in order to maintain their power, but allows some social pluralism and does not use ideology or coercive mobilization to shape citizenââ¬â¢s interests, or support for the regime. However, China had been in a category of totalitarian regimes once after the World War 2 ended. After the world war 2, under the Maoââ¬â¢s control, Chinaââ¬â¢s sovereignty imposed
Tuesday, December 10, 2019
Companies & Securities Law - General law - Relevant Laws
Question: Advise the directors of Chaser Ltd whether they have breached their directors duties underboth the Corporations Act 2001(Cth) and general law. Also Explain Duties of Directors under Corporations Act 2001, General law, Relevant Laws, Consequences and Conclusion in above case? Answer: Main facts of the case There are four directors of Chaser ltd. The company is in the business of wine bottling. Competition has increased in this field so they are planning to go into a new business. Antony, one of the director met with his old friend during the vacation namely Wayne. He was the director of Westpool Pty Ltd. This company was in the business of producing tidal energy. Antony thought that this business was profitable and wished to expand Chaser Ltd into this business. For this he invited Wayne to explain the project to other directors. Directors were convinced and investment was approved for by them. They invested $20 million. After investment they came to know that production of tidal energy requires natural conditions which were absent in the Great Barrier Reef. The project failed. Antony was the major shareholder of Westpool Ltd Analysis and Judgements Section 180 Care and Diligence civil obligation only This is one of the duties of the director. A director is required to conduct the affairs of the business in diligent manner. He or she should conduct the business as if all the assets of the company belong to him or her. He should use the rights in the best interest of the company and should obey all the duties. The decision regarding the business venture should be taken in good faith. There should be no material interest in the any proposal offered by the directors. If there is so then it should be conveyed to all the directors before the meeting. Any negligence of such duties will held the directors liable for civil punishment under section 1317E Section 181 Good Faithcivil obligation As per this section a director should use their power and fulfil their duties in best interest and in good faith of the company. The objective for which the asset should be utilized should be in the interest of the company. In case of violation of such rights the director will be liable for civil penalty Section 190 Responsibility for actions of delegate A director can appoint a person to assist him in performing their duties. He can delegate certain tasks and the responsibility for completing such tasks to the delegate but the overall responsibility of completing the duty is on the director only but in case if the director has acted on good faith and is held innocent regarding the work delegated by him to the delegate, he can avoid penalty Present Case Here we can see that the Antony had a personal interest in Westpool Pty Ltd as he was a major shareholder of this company. He did not disclose the fact when introducing Wayne to all the directors. Further Wayne somewhere knew that that Australia is not a perfect location for tidal energy business. So it was a malicious attempt to defraud the company. In case if this fact was known to Antony than he is also liable for negligence in performing his duties. The other director should have done a feasibility analysis. They should not have relied on the theoretical facts stated by Wayne in the presentation. Wayne has a good convincing power but the directors should be practical enough. They should have investigated the matter in depth Conclusion This case has certain characteristics of the case Australian Securities and Investments Commission v Fortescue Metals Group Ltd (FMG). We can conclude that Wayne has cheated the company and has fooled the directors so he is liable to repay $20 million and compensate the company for the loss suffered during the project. In case if it is found that Antony had known the fact from the beginning that the project was not feasible then even he is liable for civil penalty under section 1371E. The other three directors have not acted in a bonafide manner so even they are held responsible for negligence of their duty. Hence all the directors along with Wayne are required to compensate the company. Duties of directors Basic duties of directors (Expected by ASIC and Shareholders) Duty not to do any act that lead to insolvency: This is explained in detail later Duty to maintain and preserve books of accounts: Recoding a transaction is a statutory requirement. The director has to ensure that the company fulfills this requirement and maintain up to date books of accounts. Around 18000 directors were reported to for misconduct by ASIC It is the duty of the director to stop insolvent trading under section 588G of Corporation Act References Commonwealth Consolidated Acts, (ND), Corporation Act 2001-Sect 180, viewed on 27th January 2015available at, https://www.austlii.edu.au/au/legis/cth/consol_act/ca2001172/s180.html Commonwealth Consolidated Acts, (ND), Corporation Act 2001-Sect 181, viewed on 27th January 2015available at, https://www.austlii.edu.au/au/legis/cth/consol_act/ca2001172/s181.html Commonwealth Consolidated Acts, (ND), Corporation Act 2001-Sect 190, viewed on 27th January 2015available at, https://www.austlii.edu.au/au/legis/cth/consol_act/ca2001172/s190.html Commonwealth Consolidated Acts, (ND), Corporation Act 2001-Sect 188, viewed on 27th January 2015available at, https://www.austlii.edu.au/au/legis/cth/consol_act/ca2001172/s188.html Bartier Perry, 2011, Business Judgment Rule - Recent lessons for all Company Directors viewed on 27th January 2015available at, https://www.bartier.com.au/publications/publicationDetail.aspx?PublicationID=264
Tuesday, December 3, 2019
Sophocles, Oedipus, and the Nature of Family Essay Example
Sophocles, Oedipus, and the Nature of Family Paper Family creates a sense of identity for each individual. In the case of Oedipus the King, identity is a very important concept as it helps one establish oneââ¬â¢s integrity. One of the themes of the play is the importance and value of family; this gives the tragedy the sense of ââ¬Ënot knowingââ¬â¢ as it coincides with any prior knowledge that the characters may have of their fate. Sophocles creates the concept of family as an idea of origins; Oedipus enters a journey in which he tries to find himself, through this he subconsciously is on his way of finding his real family, even though he is not aware of it. In the play Oedipus Rex, the idea of the parentââ¬â¢s sins being passed onto their offspring is tested in the sense that Jocasta and Laius did not listen to the oracle, and that is why Oedipus ended up the way that he did. ââ¬Å"Character is destinyâ⬠was a quote said by Heraclitus, which means that the character or personality of a certain person will affect their fate. In Oedipusââ¬â¢ case his character was predestined by the acts of his parents prior to him being birth. Jocasta and Laius received strict rules about having children; they did not listen to the oracle, which therefore lead to the death of Laius, which was done by his son, Oedipus. That also led to Oedipus and Jocasta falling in love and having children of their own. Laius and Jocasta were told by the oracle that if they were to have children, that child would kill the father and marry the mother. In order to prevent this Jocasta and Laius had someone send Oedipus into the mountains where he would die. However, they werenââ¬â¢t informed that Oedipus was actually given to another royal family, where he would grow up to be the prince of Corinth. Thinking that Oedipus has passed, the couple led their normal life. When Laius wa s murdered, it was not known that Oedipus was the person who committed the crime as they thought that he has died. Oedipus is aware of the message that the or We will write a custom essay sample on Sophocles, Oedipus, and the Nature of Family specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Sophocles, Oedipus, and the Nature of Family specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Sophocles, Oedipus, and the Nature of Family specifically for you FOR ONLY $16.38 $13.9/page Hire Writer
Wednesday, November 27, 2019
Organisational Issues at Lufthansa Airlines
Organisational Issues at Lufthansa Airlines Introduction and Background With increased oil prices, airlines all over the world have found themselves in a position where reducing their operation costs seem the only viable way of remaining profitable. The situation in the industry is so bad that British entrepreneur Richard Branson, in his characteristic jest, once said that becoming a millionaire is easy if one was to start as a billionaire and venture into the airline industry.Advertising We will write a custom research paper sample on Organisational Issues at Lufthansa Airlines specifically for you for only $16.05 $11/page Learn More Branson was referring to the loss-making potential that airlines are exposed to in current operating environment different factors are seemingly conspiring to reduce the profit-making potential of airlines. Such include rising oil prices and increased pressure from competitors (most especially low-cost airlines). Deutsche Lufthansa AG (Lufthansa Airlines), like other air lines across the world has opted to cut its costs in a bid to remain profitable. Unlike some of its competitors however, Lufthansa is also facing extra challenges brought about by its workers. Represented by their labour unions, Lufthansa workers have been on and off strike action since 2008. As recently as March 2013, the airline was insistent that it would continue with its austerity plans, which seeks to cut 3,500 employees and ââ¬Ëforceââ¬â¢ its employees to take longer work days (an extra hour per week), in addition to having no pay rise within a two-year period (Redl 2013). Lufthansaââ¬â¢s Chief Financial Officer (CFO) Simone Menne has been quoted saying that the company is ââ¬Å"ready for new strikes, if necessary also by the pilotsâ⬠as it pursues its long-term goals of cutting costs and enhancing its profit-making (Redl 2013, para. 6). Adamant that the cost-cutting measures were necessary to protect the companyââ¬â¢s long-term growth, Menne stated that the management would not address employees because by so doing, the company would be compromising the airlineââ¬â¢s future for the sake of short-term harmony. But what long-term growth was Menne referring to one may ask. Well, according to Redl (2013, para.4), ââ¬Å"Lufthansa is trying to bolster its finances so it can avoid jeopardizing a planned multibillion-euro investment in new, more fuel efficient aircraftâ⬠. The main employeesââ¬â¢ issues that Lufthansa is grappling with include a 5.2 percent wage increase demand, enhanced job security demands, and improved trainee conditions demands (The Hindu Business Line 2013). The employees are represented by two unions, namely Ver.di, and Unabhangige Flugbegleiter Organisation (UFO). The former is a large union representing a large number of employees at Lufthansa, while the latter is a niche union representing two-third of the flight attendants in the company (Lindsey 2012).Advertising Looking for research paper on bus iness economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Statement of the problem Considering that Lufthansa Airline employees may have an inkling of the financial status of their employer, this research paper seeks to find out some of the reasons why employees still demand wage increments. Additionally, the paper seeks to find out if the management at Lufthansa has behaved in a manner that has prompted employees to feels as if the organisation does not value their input into the company. Drawing from organisational behaviour theories, the paper will also find out if the behaviours exhibited by the employees should be interpreted as an indication of their dissatisfaction with the management. The paper will also investigate some of the viable solutions that Lufthansa can use to end the labour relations stalemate. Methodology This paper uses a review of literature as the main research method. Primarily, the researcher has used academ ic articles as the basis of theory, but has also used online newspapers articles and commentaries to understand the situation in Lufthansa. The researcher used keywords such as ââ¬Ëmanaging labour disputesââ¬â¢, ââ¬Ëmanaging strikesââ¬â¢, ââ¬Ëlabour disputes and organisational behaviourââ¬â¢ among others when searching various databases for academic articles for use in the literature review. The writer further obtained information about Lufthansaââ¬â¢s strike from online sources, but had to pay particular attention to the use of credible websites such as BBC, the Telegraph among others. The methodology was intentionally meant to help the researcher find, evaluate and synthesise information that would correspond with the task of statement of the problem as described above. Literature review According to Darlington (2012), employees do not always strike because their employers fail to grant them promotions, improved wages, or improved work environments. In some ca ses, the indifferent attitude displayed by the employer is enough to make workers down their tools. In an age where disagreements are bound to occur, Darlington (2012) observes it is how the organisation deals with employees who go on strike that really matters. For starters, Darlington (2012) argues that organisations must be willing to find out what caused the strike, take measures to resolve the strike, and control the consequences of the strike. Most notably, lean organisations are becoming an everyday occurrence in the workplace, and so are changing employee expectations and loyalties. Competition on the other hand, is forcing organisation to rethink and design strategies to improve productivity. According to Darlington (2012), the aforementioned factors present challenges and opportunities, which modern organisations must confront and/or gain meaningful insights from.Advertising We will write a custom research paper sample on Organisational Issues at Lufthansa Airlines specifically for you for only $16.05 $11/page Learn More Writing specifically about the airline industry, Hirsch and Macpherson (2000) observe that though unlikely, labour strikes in the airlines industry can occur, especially if negotiations between airlines and labour unions stall. The labour unions in the airlines industry have substantial bargaining powers (Hirsch Macpherson 2000). Since it is not in the interest of labour unions and the employees they represent to bankrupt their employers, Hirsch and Macpherson (2000) observe that the airline industry (especially in the United States) has developed a compensation plan that enable unionised workers to earn more as the profits increase, and moderate pay increases when airlines are experiencing tight profit margins. For the aforementioned to happen, unions must be able to appropriate company profits, but the company must also embrace innovation in order to develop products and services that generate profits. In novation often comes from the human resource, and this means that increased profits (and the consequent improvement in wages) are a product of good management that encourages good organisational behaviour. The appropriation of company profits by unions also requires good sharing of information between the two parties. Information sharing between union and employers on the other hand requires a good working relationship between the two. According to Bryson (2001), the nature of relationships that exist between unions and employers depends on the efforts and motivation that each side applies towards creating a good working arrangement. According to Bryson (2001) persistent work stoppages through strike actions are a manifestation of the collective distrust and resentment that labour unions (and the employees they represent) have towards the employers. The main prerogative of creating a good relationship between the two parties however appear to remain with the employer; Bryson (2001, p. 91) for example observes, management can ââ¬Å"foster a high trust relationship with employees by ensuring that unions have sufficient power to make a positive contribution to the running of the workplaceâ⬠. Bryson (2001) further observes that adversarial relationships are also an indicator of the bad faith motives and questionable endgames between employers and employees (represented by labour unions). In some cases for example, disrespect of unions by employers motivate strike actions.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Bryson (2001) however indicates that unions also (sometimes) play a part in creating bad relationships with employers. An example is when unionââ¬â¢s bargaining is informed by politicised values, without paying particular attention to the employerââ¬â¢s ability to meet their demands. In a different study, Bryson (2005) observe that unions can also approach bargaining with doctrinaire views with the intention of establishing or enhancing their reputations among workers. In some cases, unions might even have the intention of solidifying their ranks as negotiators by assuming hard-line positions. Considering that strike actions (and the subsequent work stoppages) have greater negative consequences on the employer, Bryson (2005) argues that they (employers) should focus more on interest-based and integrative bargaining as a way of reducing the risks of work stoppages. Specifically, Bryson (2005) observes that negotiations should ideally emphasize commonalities between workers and their employers in order to attain goals and objectives that cater for the interests of both parties. By so doing, the parties would facilitate decision-making that is based on well thought-out assessments of the situation. The decision about work stoppages usually involves both parties making specific considerations. The employees for example judge the costs versus the benefits of such a strike by considering the anticipated price in lost wages, lost goodwill and a loss of concessions that the employer may have pledged against the predicted work stoppage outcome (Gunderson 2001). If the latter is more than the former, employees would no doubt opt to go on strike. The employers on the other hand contrast costs incurred during work stoppages against expected cost of increasing wages, and if the former is greater than the latter, Gunderson (2001) observes that employers usually agree to increase the wages. Through wage increment, the management of a company facing strike threats saves the company from absorbing work stoppage-related costs. Gunderson (2001, p. 444) further notes that unionised employees are ââ¬Å"relatively protected from layoffs, and hence have little incentive to engage in concession bargaining unless a credible threat of a plant closing is imminentâ⬠. In some cases, employees may even want to extract high wages from firms that are near bankruptcy. Gunderson (2001) argues that while the intention of employees is to bankrupt a business, the management has a prerogative to protect the interests of the investors. Gunderson (2001) further observes that work stoppages/strikes occur as a result of erroneous outcome assessments by either the employer or the employees and their representative unions. This line of thinking suggests that strikes are mistakes, which result from imperfect information about the economic flexibility of either the employer or the unions. Gunderson (2001) further argues that if union members are well informed about their employerââ¬â¢s ability to tolerate production losses, and if employers are well informed about the union membersââ¬â¢ capacity to go without remuneration, strikes would not occur. Drawing information form asymmetric information theories, Tracy (1987) supports the foregoing argument by observing that strikes are sometimes motivated by the union memberââ¬â¢s attempt to extract information about the economic condition of the organisation from the employer. In other words, the limited information leads employees to distrust their employers, making strikes the only viable way of extracting information from them. The probability of strikes increases if either parties base their perceptions, demands and/or offers on the opponentââ¬â¢s current position (Darlington 2012). Relying on prevailing indicators (e.g. increased short-term profits and higher costs of living), may lead employees to ask for wage increments. However, if they would consider other leading indicators such as s ecurity of contracts, the threat of business failures, and the competitive environment, perhaps employees would be more considerate when placing their wage increment and other demands. Again, Darlington (2012) indicates that conflicting expectations can be corrected through effective information sharing, which would ideally enable parties to assess the cost and benefits of strike actions from a knowledge-based angle. In a different approach from Darlington (2012), Godard (1992, p. 162) argues that ââ¬Å"strikes should be viewed primarily as expressions of worker discontent rather than a result of imperfect or asymmetrical informationâ⬠. In a different article (Godard 1998, p.3) observes that the conventional employment relation places workers at a subordinate position to their employers, because, it is generally accepted that ââ¬Å"capital hires labourâ⬠. Authority in the workplaces is hence exercised in a manner that places the interests of the owners above those of wor kers. Consequently, workers encounter difficulties related with trust, legitimacy and fairness. Godard (1998, p.3) therefore argues that strikes are largely a manifestation of the aforementioned difficulties, and should therefore be perceived as a ââ¬Å"primary means through which workers are able to collectively voice discontent and distrust, either with the exercise of managerial authority in general, or with managementââ¬â¢s position on a particular issueâ⬠. Apart from the economic consequences, Godard (1998) observes that strikes can also remodel how parties perceive themselves and each other. The changes in perceptions have implications on employeesââ¬â¢ orientations towards work, unions, and their employer. Godard (1998) however observes that strikes are a reflection of the interactions between employers and employees, and the choices they make. Both the interactions and choices are shaped by variables in convention industrial relations, which may include among oth er things, social variables (trust, job satisfaction and effective communication), economic variables (profitability vs. Employee wages), and law variables (the consistency or lack thereof of labour laws with economic models) (Godard 1998). The literature sources reviewed herein reveal that employees chose to go on strike for different reasons. Key among such reasons is distrust in their employers. Such distrust can be triggered by ineffective flow of information between the employees and their employers among other things. The emergent theme from the literature review segment is that strikes are a medium through which employees communicate their dissatisfaction and distrust towards the management. From an organisational behaviour perspective, factors such as fear, moral concerns, affective concerns, and distrust among employees, and the managementââ¬â¢s/employerââ¬â¢s inability to array such factors appear to be the underlying causes of strikes. Findings The first major strik e in Lufthansa was in September 2012 involving flight attendants. The strike occasioned some estimated â⠬5-10 million losses to the company (BBC News 2012). The strike did not come as a surprise to analysts, who argued that it (the strike) was the culmination of negotiations which had taken more than a year and eventually stalled. Additionally, the management had deployed temporary workers on some routes despite resistance from unions representing the permanent employees. The deployment of such workers was interpreted to mean that the organisation did not mind what the employees (and their unions) thought. More exasperation on the employeeââ¬â¢s side was triggered by a threat by Lufthansa Chief Executive Officer (CEO) Carsten Spohr, who prior to the September 2012 flight attendants strike, had said that the company would hire temporary workers to replace anyone who went on strike. Lindsey (2012) observes that the threat by Spohr triggered even more resistance from workers wh o were daring him to make good his threat. Welt (cited by Lindsey 2012) observes that even if such a threat would have worked to discourage employees from going on strike, it would have compromised the service provision by the same employees to customers. Welt (cited by Lindsey 2012) noted that in addition to Lufthansa being a transportation provider, it is the in-flight services that attract customers (especially considering that ticket prices is no longer a point of competition); as such, grumbling workers would likely offer poor in-flight services to customers and this would have inevitably reduce the airlineââ¬â¢s ability to attract customers. Problem Analysis From a sociological approach, there are four interrelated issues that the management at Lufthansa failed to address, and which can be said to have led to increased dissatisfaction by the employees represented by the labour union. The first was the question of hiring temporary workers. At the time, every indication from the management showed that they were being hired to take up the jobs of permanent employees who chose to go on strike. Smith et al. (1993) observes that fear is an emotional result of a perceived threat or danger. It occurs in sudden or unexpected situations where it is believed that rewards or punishment are present (Smith et al. 1993). Fear also occurs when one perceive their control or ability to cope with a situation as being low. Ideally, people respond to fear by seeking support, confronting the situation, avoiding the situation, or practising self-control. In Lufthansaââ¬â¢s case, it would appear that employees responded to fear by confronting the situation and seeking support from the unions. Yet, the continued disregard of conditions set up by the union (e.g. the condition requiring Lufthansa to stop further recruitment of temporarily staff) was not headed by the airline. This could thus mean that the distrust between the two parties worsened. The second issue that the m anagement at Lufthansa failed to address appears to be affective; specifically, it would appear that a significant number of employees represented by both the UFO and Ver.di unions were demoralised by the managementââ¬â¢s decision not to increase wages within a two-year period, while increasing the work periods by an hour. While the aforementioned measures were meant to be the employeesââ¬â¢ contribution to the airline during the hard economic times, it seems the decision to implement them was not discussed and agreed upon by a majority of the employees. As such, a significant percentage of them felt that the management decision was imposed on them. The strikes, which the Chief Personnel Officer (CPO) at Lufthansa Stefan Lauer says are occurring at a three-months frequency, can thus be interpreted to be an indication that the management have been unsuccessful in convincing employees why the austerity measures are beneficial for both the airline and its employees in the long-te rm. The third factor which Lufthansa failed to address is related the morality of the strikes. According to CPO Stefan Lauer (cited by the Associated Press 2013), the union (ver.di and UFO) that have been pushing for increased wages for their members are motivated by a desire to improve their positions in the fragmented union landscape. In other words, Lauer is arguing that the unions understand quite clearly the reasons why wage increments and other demands placed on the airline cannot be met in the short-term, but their desire to gain credence among the employees they represent is blinding them. While Lufthansa may argue about the morality or lack thereof of the strike organised by unions, it would appear that the management has been adamant in its non-recognition that employees may have genuine issues that need to be addressed. The fourth and perhaps the most important factor that Lufthansa failed to deal with is distrust. Media is awash with news about the tough times faced by a irlines. This means that Lufthansa workers had an understanding of the economic pressures that their employer was facing. The fact that some employees are still clamouring for wage increments is an indicator that perhaps they do not believe that their employerââ¬â¢s financial situation is dire. As indicated elsewhere in this paper, it is not the intention of the employee to bankrupt their employers; after all, most employees understand that their job security is related to continued profitability of the firm. Notably, Lufthansa has indicated that wage increments would jeopardise its future plans to invest more fuel efficient aircrafts (Redl 2013). The question therefore begs, do the employees understand that fuel efficient aircrafts would benefit them, or do they perceive the short-term austerity measures as strategies to benefit their employer in future at their short-term expense? Clearly, such is a question that would clear the air of distrust that exists between Lufthansa and its employees. Possible solutions/ discussion The first possible solution involves Lufthansa compromising its current position and agreeing to the wage increment and working conditions improvements as demanded by the unions. Such an action would correspond to Gundersonââ¬â¢s (2001) views that in some cases, employers cannot concede to wage concessions, and even prefer layoffs, because they have information regarding their ability to pay, that the unions and the employees may not have. Again, such an argument refers to the asymmetric information argument, which Gunderson (2001) observes is a product of the principle-agent framework. The second possible solution involves Lufthansa upholding its stance and using legal means (as it has already indicated) to resolve the dispute. In the meantime, the airline would have to brace itself for occasional disruption to operations and consequent losses whenever the unions call for a strike. As indicated by Gunderson (2001), pleading inabilit y to pay is one way that employers can refuse to meet the high wage demands, and justify layoffs. Considering how costly strikes are, it would be generally understandable that employers would meet the pay demands (and other conditions) if its finances were in good shape; However, the fact that the organisation is absorbing costs occasioned by frequently strikes could arguably mean that the firm is honest in its inability to pay. The third solution would be negotiating for a new deal, which meets the employees in the middle (i.e. agree to some wage increments (ideally the amount should be less than the 5.2% demand by the unions). Already, Lufthansa has offered a 1.2 % wage increase offer with no job guarantees, but it would appear that the Ver.di union is not content with the offerââ¬â¢s contents. If negotiations fail, Lufthansa can table its final offer or state its final conditions, in which case the unions would either have to take or refuse the same. The fourth solution would probably follow British Airways (BA) response to the cabin crew strike led by the Unite Union. BA had responded by removing travel concessions from its cabin crew members who had participated in the strike, and subjecting some of them to disciplinary action. Additionally, the airline used volunteer crew, borrowed some from other airlines and chartered jets (BBC News 2011). During the 7-day strike in 2011, BA reportedly operated 58 percent of its short-haul flights and 79% of its long-haul flights (BBC News 2011). Although it operated below capacity during the seven days, it managed to send a clear message that no one is indispensable. As a result, some workers chose to work during the strike and by so doing, BA succeeded (albeit to a minor degree) in weakening the support that the union enjoyed from employees. Solution and implementation Considering the tough stance taken by both Lufthansa and Ver.di, it would appear that the third solution above (i.e. negotiating) a new deal is the most viable way of resolving the dispute. Before commencing the negotiations however, it would be advisable for Lufthansa to verify whether the strike by workers is as a result of information asymmetry or just a frantic measure by the employees to communicate their discontent and distrust towards the management. Lufthansa must also look into the possibility that Ver.di (and other unions) is using the strikes to remain relevant in a fragmented labour union environment. Whatever the case, Lufthansa must be willing to improve its communication with employees in order to make them willing to support the firm in its long-term strategies. For example, the firm must be willing to explain why the freezes on wage increments were necessary during the two-year period, and must also engage employees the decision to either scrap or uphold the one-hour-per-week work extension. Additionally, the management must specifically pay attention to work councils, because as Europa (2011, p. 8) indicates, they ââ¬Å"are the main form of employee representation at the establishment levelâ⬠. Engagement with the councils would thus provide a platform from where Lufthansa can address employee concerns in a manner that improves information sharing and trust levels. Through the councils, the management can attempt to appeal to personalities, while reiterating the need to develop citizenship behaviours. According to Ilies et al. (2009), employees who feel valued by the employer are more likely to exhibit good citizenship behaviours, and are even more likely to be satisfied in their jobs even when wages increments are not forthcoming. Ilies et al. (2009) observe that agreeableness and conscientiousness is more evident in organisations with high rates of job satisfaction. Notably, however, job satisfaction is the result of careful development of a deliberate organisational culture, which in addition to enhancing satisfaction, improves other employee dimensions such as performance, comm itment, strategy implementation and cohesion (Lund 2003). Justification It is widely agreeable among scholars that there are no final or definitive solution to the challenges and problems that organisations face. However, Lund (2003) indicates that the dynamics of organisational behaviour requires managers to recognise and separate the bad ideas from the good. Additionally, Lund (2003) observes that managers need to know when to be artful and when to be scientific. In Lufthansa, it would appear that the scientific approach to handling and appealing to employees to support the firm during the tough economic times is not working. Threats do not seem to be working. As such, perhaps it is time that Lufthansa tried to be artful. Effective communication and convincing employees that their future in the company depends on the short-term austerity measures is an ideal way to start. Adopting a cooperative approach towards resolving disputes would also be a wise idea for adoption by the Lufth ansa management. Notably, Lufthansa is not lacking lessons from its past, which it can learn from. In 1999 for example, the airline signed a pay agreement with its employees, which indicated the commencement of wage increments after years of stagnation following its 1991/1992 operational crisis. The years between 1992 and 1999 were termed as ââ¬Å"years of sacrificeâ⬠since the firm had to restructure for purposes of enhancing its profit-making potential (EuroFound 2002, p. 13). The eight-year period portrayed that successful labour relations are possible if both parties (employees and employers) understand each other, and share similar goals (at least in helping the organisation to regain its footing in the market). Of special interest to the current management at Lufthansa would probably be the combined use of labour relations, personnel policy and management strategy in the restructuring years as indicated by EuroFound (2002). The smooth relations between the management and the employees (despite heavy union presence at the time) was according to EuroFound (2002, p. 13), a product of the ââ¬Å"traditionally co-operative, consensual and relatively peaceful labour relations at Lufthansaâ⬠. The use of the word ââ¬Ëtraditionallyââ¬â¢ in the foregoing quote creates the impression that labour relations at Lufthansa have not always been confrontational as witnessed since 2008. Ideally, such information should provide the current management with thought-provoking lesson. Ideally, the management should find out when and why labour relations changed from being ââ¬Å"cooperative, consensual and relatively peacefulâ⬠as indicated by EuroFound (2002, p.13), to the current approach where work stoppages have become a regular occurrence. Conclusion From the literature review, and the findings of this research, it is clear that both Lufthansa and employees have valid reasons to their divergent views and positions. On one hand, the management at Lufth ansa has the right to protect the investorsââ¬â¢ interests by upholding a wage bill that is within its ability to pay. Employees on the other hand have a right to petition their employer for wage increments and improved working conditions. Both parties are aware of the tough operating environment that airlines face, but it would appear that the employees do not believe their employerââ¬â¢s claim about inability to pay. As indicated herein, it could also be that employees are out to bankrupt the employer, or the unions are just using the strikes to remain relevant. Whatever the case, it would appear that the relationship between Lufthansa and its employees is fraught with distrust. Notably and as indicated in the discussion section, Lufthansa has several approaches with which it can resolve the labour relations problems it is currently facing. The approach Lufthansa takes must be based on the recognition of the important role that its human resource function plays. However, it must also balance the needs and wants of its human resource with the business objectives of the company. In other words, the company needs to embrace a solution that will guarantee its sustainability. One such approach is negotiating a new deal, whose main premise will be founded on trust and transparent sharing of information. References Associated Press 2013, ââ¬ËLufthansa cancels about 1,700 flights amid strikeââ¬â¢, The Montana Standard. Web. BBC News 2011, ââ¬ËQA: Whatââ¬â¢s the BA dispute about?ââ¬â¢ BBC News Business. Web. BBC News 2012, ââ¬ËLufthansa cancels flights as crew stage second strikeââ¬â¢, BBC News Business. Web. Bryson, A. 2001, ââ¬ËThe foundation of ââ¬Ëpartnershipââ¬â¢? Union effects on employee trust in managementââ¬â¢, National Institute Economic Review, vol.176, no.1, pp. 91-104. Bryson, A. 2005, ââ¬ËUnion effects on employee relations in Britainââ¬â¢, Human Relations, vol.58, no.9, pp. 1111-1139. Darlington, R. 2012, à ¢â¬ËThe interplay of structure and agency dynamics in strike activityââ¬â¢, Employee Relations, vol.34, no.5, pp. 518-533. EuroFound 2002, ââ¬ËPacts for employment and competitiveness: case studies Lufthansa AGââ¬â¢, European Foundation for the Improvement of Living and Working Conditions. Web. Europa 2011, Germany: industrial relations profile- facts and figures. Web. Godard, J. 1992, ââ¬ËStrikes as collective voice: a behavioural analysis of strike activityââ¬â¢, Industrial and labour relations review, vol.46, no. 1, pp. 161-175. Godard, J. 1998, ââ¬Ëstrikes and the law: a critical analysisââ¬â¢, Industrial Relations, vol. 53, no.2, pp. 258-277. Gunderson, M. 2001, ââ¬ËEconomics of personnel and human resource managementââ¬â¢, Human Resource Management Review, vol. 11, pp. 431-452. Hirsch, B. T. Macpherson, D. A. 2000, ââ¬ËEarnings, rents and competition in the airline labour marketââ¬â¢, Journal of Labor economics, vol.18, no.1, pp. 125-155. Il ies, R., Spitzmuller, M., Fulmer, I. Johnson, M. 2009, ââ¬ËPersonality and citizenship behaviour: the mediating role of job satisfactionââ¬â¢, Journal of Applied Psychology, vol. 94, no.4, pp. 945-959. Lindsey, D. 2012, ââ¬ËThe world from Berlin: ââ¬ËA question of Lufthansaââ¬â¢s very futureââ¬â¢Ã¢â¬â¢, Spiegel Online. Web. Lund, D. B. 2003, ââ¬ËOrganisational culture and job satisfactionââ¬â¢, Journal of Business Industrial Marketing, vol. 18, no.3, pp. 219-236. Redl, N. 2013, ââ¬ËLufthansa cancels 690 flights as workers strikeââ¬â¢, The Wall Street Journal (US Edition). Web. Smith, C., Haynes, K., Lazarus, R. Pope, L. 1993, ââ¬ËIn search of the ââ¬Å"hotâ⬠cognitions: attributions, appraisal and their relation to emotionââ¬â¢, Journal of Personality and Social Psychology, vol. 65, no. 5, pp. 916-929. The Hindu Business Line 2013, We will not risk long-term growth for short-term harmony: Lufthansa finance chief. Web. Tracy, J. S. 1987 , ââ¬ËAn empirical test of an asymmetric information model of strikesââ¬â¢, Journal of Labour Economic, vol. 2, no. 2, pp. 149-173.
Saturday, November 23, 2019
10 Argon Facts - Ar or Atomic Number 18
10 Argon Facts - Ar or Atomic Number 18 Argon is atomic number 18 on the periodic table, with the element symbol Ar. Here is a collection of useful and interesting argon element facts. 10 Argon Facts Argon is a colorless, flavorless, odorless noble gas. Unlike some other gases, it remains colorless even in liquid and solid form. It is nonflammable and nontoxic. However, since argon is 38% more dense than air, it present an asphyxiation risk because it can displace oxygenated air in enclosed spaces.The element symbol for argon used to be A. In 1957, the International Union of Pure and Applied Chemistry (IUPAC) changed argons symbol to Ar and mendeleviums symbol from Mv to Md.Argon was the first discovered noble gas. Henry Cavendish had suspected the elements existence in 1785 from his examination of samples of air.Ã Independent research by H.F. Newall and W.N. Hartley in 1882 revealed a spectral line that could not be assigned to any known element.Ã The element was isolated and officially discovered in air by Lord Rayleigh and William Ramsay in 1894. Rayleigh and Ramsay removed the nitrogen, oxygen, water, and carbon dioxide and examined the remaining gas. Although other eleme nts were present in the residue of air, they accounted for very little of the total mass of the sample. The element name argon comes from the Greek word argos, which means inactive. This refers to the elements resistance to forming chemical bonds.Argon is considered to be chemically inert at room temperature and pressure.Most of the argon on Earth comes from the radioactive decay of potassium-40 into argon-40. Over 99% of the argon on earth consists of the isotope Ar-40.The most abundant isotope of argon in the universe is argon-36, which is made when stars with a mass about 11 times greater than the Sun are in their silicon-burning phase. In this phase, an alpha particle (helium nucleus) is added to a silicon-32 nucleus to make sulfur-34, which adds an alpha particle to become argon-36. Some of the argon-36 adds an alpha particle to become calcium-40. In the universe, argon is quite rare.Argon is the most abundant noble gas. It accounts for about 0.94% of the Earths atmosphere and about 1.6% of the Martian atmosphere. The thin atmosphere of the planet Mercury is about 70% argon.Ã No t counting water vapor, argon is the third most abundant gas in the Earths atmosphere, after nitrogen and oxygen. It is produced from fractional distillation of liquid air. In all cases, the most abundant isotope of argon on the planets is Ar-40. Argon has many uses. Its found in laser, plasma balls, light bulbs, rocket propellant, and glow tubes. Its used as a protective gas for welding, storing sensitive chemicals, and protecting materials. Sometimes pressurized argon is used as a propellant in aerosol cans. Argon-39 radioisotope dating is used to date the age of ground water and ice core samples. Liquid argon is used in cryosurgery, to destroy cancerous tissue. Argon plasma beams and laser beams are also used in medicine. Argon may be used to make a breathing mix called Argox to help remove dissolved nitrogen from the blood during decompression, as from deep-sea diving. Liquid argon is used in scientific experiments, including neutrino experiments and dark matter searches. Although argon is an abundant element, it has no known biological functions.Argon emits a blue-violet glow when it is excited. Argon lasers exhibit a characteristic blue-green glow.Because noble gas atoms have a complete valence electron shell, they are not very reactive. Argon does not readily form compounds. No stable compounds are known at room temperature and pressure, although argon fluorohydride (HArF) has been observed at temperatures below 17K. Argon forms clathrates with water. Ions, such as ArH, and complexes in the excited state, such as ArF, have been seen. Scientists predict stable argon compounds should exist, although they have not yet been synthesized. Argon Atomic Data Name Argon Symbol Ar Atomic Number 18 Atomic Mass 39.948 Melting Point 83.81 K (189.34 C, 308.81 F) Boiling Point 87.302 K (185.848 C, 302.526 F) Density 1.784 grams per cubic centimeter Phase gas Element Group noble gas, group 18 Element Period 3 Oxidation Number 0 Approximate Cost 50 cents for 100 grams Electron Configuration 1s22s22p63s23p6 Crystal Structure face-entered cubic (fcc) Phase at STP gas Oxidation State 0 Electronegativity no value on the Pauling scale Bonus Argon Joke Why dont I tell chemistry jokes? All the good ones argon!
Thursday, November 21, 2019
Select an architectual complex like Parthenon in Athens or Colosseum Research Paper
Select an architectual complex like Parthenon in Athens or Colosseum in Rome and discuss the influence of that structure on mod - Research Paper Example Like every other thing architectural complex of past nations such as Parthenon in Athens and Colosseum in Rome also have a direct influence over the modern architecture and the structure of buildings. This paper aims to establish comparison between the architectural techniques of Parthenon and that of the contemporary world. Thereafter conclusion is presented to reflect the overall study of the subject. Discussion of Architecture or Architectural Technique The Parthenon is the most admirable architectural complex in Greece which is also the largest temple in the country. The temple significantly symbolizes all the ideas, way of living, heritage and artistic sense of people of that particular time period. Furthermore it explains the great understanding of the Greek people regarding the use of mathematical formulae so as to build successful structures like Parthenon. The religious beliefs are also represented by the overall architectural structure and the statues it contained. The anci ent architects used to construct buildings on huge lands since then there was no significant issue of population. Additionally they had stone walls which actually made their structures so strong that they resisted all the storms, earthquakes and other natural disasters. Use of wood and glass is absent in the architectural remains of Greek civilization which represents that their focus was more towards the rigidity and long lasting life of structures (The Parthenon). The Greek Architecture had a distinctive pattern of buildings with major concentration over the Greek mainland and the Aegean Islands. They had several unique features of their architectural structural and the most prominent among them was the Parthenon in Athens. Greeks had a concept that the optimum success of an architectural design lies in its arithmetic calculations which should be made with the help of comparative analysis and established theories in mathematics. This concept is reflected thorough out the Greek arc hitectural history since they had the most accurate designs based on scientific approach. Parthenon has been built upon the perfect mathematical formula which has equal portions and rhymic correspondence. The whole structure is based upon the entablature areas which are further alienated into different ratios having harmonious and logical relationship among them. In addition to this there is a significant association of columns with the capital. The Greek architects had a firm believe on the perfection of designs and this was something they had never compromised on whether it is architecture or any other field of life. The pillars of Parthenon are made considering its vision from a distant area and due to this they always seems straight. The entasis have very little puffiness and recession of pillarsââ¬â¢ structure and columns which is yet another application of mathematical tools and techniques (Greek Architecture). Furthermore the top most parts of the pillars are bended toward s the middle point on both sides of the colonnade. The bend deepens as they move towards the end since there is a row of pillars which actually seems in line with each other and show space over the top corner. The pillars are made in such a way that if the colonnade would starts inclination then their pointers will meet one another up in the air. The curve in the middle of the design along with the horizontal lines gives a look of slump in the centre. Parthenon does not have straight lines
Subscribe to:
Posts (Atom)