Reactivity Definition in Chemistry

Reactivity Definition in Chemistry In chemistry, reactivity is a measure of how readily a substance undergoes a chemical reaction. The reaction can involve the substance on its own or with other atoms or compounds, generally accompanied by a release of energy. The most reactive elements and compounds may ignite spontaneously or explosively. They generally burn in water as well as the oxygen in the air. Reactivity is dependent upon temperature. Increasing temperature increases the energy available for a chemical reaction, usually making it more likely. Another definition of reactivity is that it is the scientific study of chemical reactions and their kinetics. Reactivity Trend in the Periodic Table The organization of elements on the periodic table allows for predictions concerning reactivity. Both highly electropositive and highly electronegative elements have a strong tendency to react. These elements are located in the upper right and lower left corners of the periodic table and in certain element groups. The halogens, alkali metals, and alkaline earth metals are highly reactive. The most reactive element is fluorine, the first element in the  halogen group.The most reactive metal is francium, the last alkali metal. However, francium is an unstable radioactive element, only found in trace amounts. The most reactive metal that has a stable isotope is cesium, which is located directly above francium on the periodic table.The least reactive elements are the noble gases. Within this group, helium is the least reactive element, forming no stable compounds.Metal can have multiple oxidation states and tend to have intermediate reactivity. Metals with low reactivity are called noble metals.  The least reactive metal is platinum, followed by gold. Because of their low reactivity, these metals dont readily dissolve in strong acids. Aqua regia, a mixture of nitric acid and hydrochloric acid, is used to dissolve platinum and gold. How Reactivity Works A substance reacts when the products formed from a chemical reaction have lower energy (higher stability) than the reactants. The energy difference can be predicted using valence bond theory, atomic orbital theory, and molecular orbital theory. Basically, it boils down to the stability of electrons in their orbitals. Unpaired electrons with no electrons in comparable orbitals are the most likely to interact with orbitals from other atoms, forming chemical bonds. Unpaired electrons with degenerate orbitals that are half-filled are more stable but still reactive. The least reactive atoms are those with a filled set of orbitals (octet). The stability of the electrons in atoms determines not only the reactivity of an atom but its valence and the type of chemical bonds it can form. For example, carbon usually has a valence of 4 and forms 4 bonds because its ground state valence electron configuration is half-filled at  2s2  2p2. A simple explanation of reactivity is that it increases with the ease of accepting or donating an electron. In the case of carbon, an atom can either accept 4 electrons to fill its orbital or (less often) donate the four outer electrons. While the model is based on atomic behavior, the same principle applies to ions and compounds. Reactivity is affected by the physical properties of a sample, its chemical purity, and the presence of other substances. In other words, reactivity depends on the context in which a substance is viewed. For example, baking soda and water are not particularly reactive, while baking soda and vinegar readily react to form carbon dioxide gas and sodium acetate. Particle size affects reactivity. For example, a pile of corn starch is relatively inert. If one applies a direct flame to the starch, its difficult to initiate a combustion reaction. However, if the corn starch is vaporized to make a cloud of particles, it readily ignites. Sometimes the term reactivity  is also used to describe how quickly a material will react or the rate of the chemical reaction. Under this definition the chance of reacting and the speed of the reaction are related to each other by the rate law: Rate k[A] Where rate is the change in molar concentration per second in the rate-determining step of the reaction, k is the reaction constant (independent of concentration), and [A] is the product of the molar concentration of the reactants raised to the reaction order (which is one, in the basic equation). According to the equation, the higher the reactivity of the compound, the higher its value for k and rate. Stability Versus Reactivity Sometimes a species with low reactivity is called stable, but care should be taken to make the context clear. Stability can also refer to slow radioactive decay or to the transition of electrons from the excited state  to less energetic levels (as in luminescence). A nonreactive species may be called inert. However, most inert species actually do react under the right conditions to form complexes and compounds (e.g., higher atomic number noble gases).

Names of Family Members in Spanish

Names of Family Members in Spanish Who are the members of your family, how many are there, and what do they do? These are among the first questions you may be asked when you meet and first become acquainted with a native Spanish speaker. Depending on your age, you may be asked about your parents and what they do for a living, or you may be asked if you are married or have any children. Learn the words on this page as well as a few words to describe your family members, then bring a photo along, and even if youre a beginner and know only simple grammar, you can engage in conversation. Gender and Family Members Keep in mind that masculine plurals in Spanish can refer to mixed groups of males and females. Thus cuatro hijos can mean either four sons or four children, depending on the context. And while it may sound strange to the ear attuned to English, padres is a grammatically correct way to refer to both a mother and father, even though padre alone refers to a father. Also, note that the word pariente means relative in general; the Spanish-English cognate  doesnt refer only to parents. Vocabulary of the Family Following are the names for the most common relatives and some of the uncommon ones: padre: fathermadre: motherhermano: brotherhermana: sistersuegro: father-in-lawsuegra: mother-in-lawcuà ±ado: brother-in-lawcuà ±ada: sister-in-lawesposo, marido: husbandesposa, mujer: wifeabuelo: grandfatherabuela: grandmotherbisabuelo: great-grandfatherbisabuela: great-grandmothertatarabuelo: great-great-grandfathertatarabuela: great-great-grandmotherhijo: sonhija: daughternieto: grandsonnieta: granddaughterbisnieto: great-grandsonbisnieta: great-granddaughtertataranieto: great-great-grandsontataranieta: great-great-granddaughtertà ­o: uncletà ­a: aunttà ­o abuelo: great-uncletà ­a abuela: great-auntprimo: cousin (male)prima: cousin (female)primo carnal, prima carnal, primo hermano, prima hermana: first cousinprimo segundo, prima segunda: second cousinsobrino: nephewsobrina: niecepadrastro: stepfathermadrastra: stepmotherhijastro: stepsonhijastra: stepdaughterhermanastro: stepbrotherhermanastra: stepsistermedio hermano, hermano de padre, hermano de madre: half brothermedia her mana, hermana de padre, hermana de madre: half sister concuà ±ado: husband of ones spouses sisterconcuà ±ada: wife of ones spouses brotherconsuegro: father-in-law of ones son or daughterconsuegra: mother-in-law of ones son or daughterprometido, novio: fiance, boyfriend, groomprometida, novia: fiancà ©e, girlfriend, bridecompaà ±ero: male partner in a couple relationshipcompaà ±era: female partner in a couple relationshippadrino: godfathermadrina: godmotherahijado: godsonahijada: goddaughteramigo: friend (male)amiga: friend (female)conocido: acquaintance (male)conocida: acquaintance (female) Miscellaneous Family Terms La familia polà ­tica  or los polà ­ticos may be used as the equivalent of the in-laws. In other words, the terms refer to people to whom one is related by marriage. (In a different context, polà ­ticos can also refer to politicians.) The term amigovio or amigovia can be used colloquially in some areas to a person with whom a person has a romantic or sexual relationship that hasnt necessarily been formalized, such as a friend with benefits or a live-in lover where there isnt necessarily an expectation of marriage. This is a word of fairly recent origin, so its meaning isnt uniform in all areas. Note that while marido refers to a husband, there is no corresponding feminine form, marida, in standard use. Sample Sentences Referring to Family Members Here are some simple sample sentences you can use as models for your own: Mi padre es carpintero. (My father is a carpenter.)Mi tà ­a es dentista.(My aunt is a dentist.)Mi madre es ama de casa. (My mother is a housewife.)Tengo dos hermanos y una hermana. (I have two brothers and a sister.)Tengo cuatro hermanos. (This sentence can be seen as ambiguous by English speakers. It can be correctly translated as either I have four brothers or I have four siblings.)Tengo nueve tà ­os. (I have nine aunts and uncles or I have nine uncles.:)Mi madrastra vive en el estado de Nueva York. (My stepmother lives in New York state.)Mis sobrinas viven en Chicago. (My nieces live in Chicago.)Mi padre est muerto. (My father is dead.)Mi prima est muerta. (My female cousin is dead.)Mi madre est viva. (My mother is alive.)Otto y Edith Frank fueron los padres de Ana Frank. (Otto and Edith  Frank were the parents of Anne Frank.)Los primos no pueden casarse segà ºn nuestra cultura. (Cousins cannot marry accoridng to our culture.)Los suegras siempre tienen mala reputacià ³n. (Mo thers-in-law always have a bad reputation.)

The Cold War begin out of the ashes of WWII Essay

The Cold War begin out of the ashes of WWII - Essay Example 1 As the war was coming to an end, the Soviet Union had made it clear at the Yalta conference that they wanted control Eastern Europe and that Germany would be part of the deal. The President of the United States F D Roosevelt had conceded to Stalin, the leader of the Soviet Union most of his,2 this was the perception of most Americans. However, with the demise of the President of the United States Franklin D Roosevelt in 1945, the new administration led by Harry S Truman began to feel that the United States was cheated with the deal signed at Yalta.3 In addition, they blamed the soviets for lack of cooperation in ensuring that they follow the pact to the latter, the soviets were intent on expanding the communist philosophy all over the world. Americans became alarmed, and the president of the united states at that time Harry S Truman, gave an outline of points that reflected united states stand on the Cold War, these policies which he delivered to the Congress in 1947, came to be kn own as the Truman Doctrine. The British government was heavily weakened by the costs of the Second World War and as a result they could no longer provide material and financial aid to the Turkish government and Greek government.4 The British government promptly informed the United States government of their predicament, the latter became concerned about the situation of the two nations, as Greek was imminently facing civil war while Turkey was in need of assistance to enable her modernize. The Americans feared that the two nations would eventually fall into the soviet’s communist expansion plan, the then united states under secretary of state Dean Acheson presented to the president arguments, which would counter the communism expansion by the soviets. He pointed out that when the one country acknowledges communism or perhaps falls into the philosophy of communism, the adjacent countries would follow suit, he noted that Greek’s and Turkey’s neighbors had fallen i nto the communist trap. Therefore, halting the spread and increase of communism became a major foreign policy of USA, this was known as the American containment policy. The Truman Doctrine pronounced that the United States would pledge financial and material aid both to Greece and to Turkey, to curb the spread of communism and the fall of these two nations into the philosophy of communism. The Truman Doctrine has also been applied when the United States invaded, annexed and occupied Hawaii.5 He pointed out that Truman and his British allies at the end of the Second World War forced the soviets to relinquish their positions in Iran, and thereafter the president did not want to overthrow the government of Mosaddegh despite persistent requests from Britain. The policy was expanded beyond the two nations and it was spread to encompass Europe and every corner of the globe. The policy became very aggressive and the in turn became America’s formal foreign policy of containing the So viet’s, they actually did away with the detente policy that was espoused by America’s envoy to Moscow, George Kennan. As an American policy on foreign relations, the united states were forced to intervene when the soviet forces invaded and attempted to spread communism in Vietnam, Korea and Iran. However, the United States flopped heavily in the wars against the

Strategic Management Discussion Paper Essay Example | Topics and Well Written Essays - 500 words

Strategic Management Discussion Paper - Essay Example supposed to save time since tasks would not have to be passed from one team to another if a cross functional team is used to handle the entire production cycle. The idea is also helped by the emergence of business information systems which allow the sharing of information between departments making cross functional teams more powerful than departmental teams alone. There are some situations where reengineering is not only a good point on the agenda, it becomes a necessity for survival. The emerging e-business environment and the world of online sales means that not only the business models followed by companies but also the methods of doing business have to be changed (Rayport and Jaworski, 2000). The case of Apple is a prime example where the business process as well as the way sales were made by the company were changed and reengineered due to the availability of technology and the presence of a new business process (Smith, 2006). Of course there can be situations where a reengineering of a process may not be viable such as the operations of a hospital where health of the patient may be more important than simple profits or an airport where safety is often more important than efficiency. A high level of turnover at a company can be sign of many different things but given the other situations which are present at the company, it seems that there are quite a few problems at Milinder Recycling which are leading to the present situation of high turnover amongst new employees. While it is heartening to know that most of the older employees have been retained, the lack of new hires sticking it out shows that there is a significant problem with the recruitment and retention process for junior members (Welch, 2005). The company needs to establish an orientation program as well as provide some on the job training for new recruits who can be shown why Milinder is a good company to work for. Since the company has noticed that older employees are easier to retain they can

Cultural Diversity Within The Hospitality Industry Commerce Essay

Cultural Diversity Within The Hospitality Industry Commerce Essay Organizations around the world has realized that the cultural diversity within the organization is not a negative aspect, rather can facilitate organizational stalk for glory (Papers4you.com, 2006). However this is not an easy task to manage employees from different cultural backgrounds. However, there are many policy guidelines that can make the task easier. In a broader perspective, cultural diversity can be managed through communication (creating awareness among all employees about diverse values of peers through communication), cultivating (facilitating the recognition, support and encouragement of success of any employee with all other workers), and capitalizing (linking diversity to every business process and strategy such as succession planning, reengineering, employee development, performance management and review, and reward systems) strategies (Cascio, 1995). There are many different innovative ways that organizations have adopted to manage diversity. For example Tabra Incorporation, a small manufacturer of jewelry and accessories inCalifornia composed of modest size, is the composition of the third world immigrants fromCambodia, China, El Salvador, Ethiopia, India, Laos, Mexico, Thailand, Tibet, Vietnam and other nations. To recognize the importance of their cultural association, at least 10-12 different flags are still hanging from the ceiling of its main production facility, which represent the country of origin of employees. Viewpoint owner is I wish that were a little United Nations for everyone to agree and appreciate the culture of others instead of just tolerating it. (Bhatia Chaudary, 2003) If cultural diversity can be managed effectively, there is potential to use diverse workforce benefits the organization. Cox and Balke (1991) argues that multiculturalism is directly linked to the success of the organization as Effectively managed the culture of many companies have cost effective competitive advantage It helps to promote minority friendly reputation among potential employees Various cultural societies help customers to achieve that with a variety of people Diverse group of employees are perceived to be more creative and effective problem solving compared to homogenous group Ability to manage cultural diversity increases adaptability and flexibility of an organization to environmental changes. Many examples of organization may be taken in this regard. In Australia, for instance, Hotel Nikko in Sydney has one edge that staff in the areas of the user to connect directly speak a total of 34 different languages. Similarly Qantas Flight Catering has sixty-six nationalities on staff, with various persons born abroad leaders. If committed various ethnic cuisines has given Qantas a huge competitive advantage that offers food based on taste and ethnic customer requirements. Moreover Dons Smallgoods through literacy, language and cultural training increased intercultural communication and increased profits while reducing costs at a time. Similarly, The Cheesecake Factory had made special efforts to understand the quality of packaging and Japanese culture as employees in Asia to help leaders understand the Asian flavors so they can target exports to Asia (Nankervis et al, 2002) Hence the discussion suggests that it is important to realize that cultural diversity must be considered as a tool for better organizational progress rather than a management problem and if effectively managed, it can be a key to gain competitive advantage and success. Like other industries in the hospitality sector is facing challenges of diversity and specific opportunities.  In 2003, the Department of Commerce, Enterprise and Employment has issued more permits forty seven thousand workers, migrant workers, this was more than eleven and a half thousand different employers and workplaces.  According to IBEC hotel and restaurant is the major employer of nationals NONEU with about 23% work in the area.  This creates challenges in that the organizations should create and maintain workplaces that evoke a concept of fluidity in their organization will accept and take into account differences in humans.  Achieving this requires leadership diversity, the diversity of organizational structures effective and successful planning and execution of decisions of diversity appropriate and timely.   Research: Through research, a number of focus groups were conducted at various locations throughout the country.  These meetings brought together representatives of properties and organizations operating within (or connected to) the hospitality industry.  Participants included hotel owners, restaurant owners, hotel managers, Catering Managers, human resource managers, supervisors and hotel food and Students Teachers colleges different host.( Bucher, R. 1999) The qualitative study was supported by quantitative research in the form of surveys were completed by participants in focus groups.  To guide and direct the search for a model (developed in both academic literature and practical experience) was used.  As shown in figure one, the framework assesses the extent to which organizations are taking steps to meet the challenges of diversity through assessment and planning dimensions of implementation. Regarding planning for diversity, the analysis criteria focused on Diversity Awareness (or the extent to Whish organizations are aware of diversity and proactively identify opportunities for diversity / challenges in their own contexts  ) and Diversity Options (which basically considers the type of diversity planning and decision making performed by organizations).  Regarding the implementation of diversity assessments have focused on Diversity Imperatives (the extent to which organizations share the responsibility for diversity and the development of rewarding diversity and effective structures of control) and   The variety of interfaces (which considers the extent to which it is internal and external cooperation on diversity and the degree to which assessments of effective structures were developed). While many host organizations have begun to take note of the dynamics of diversity change (such as legislation on equality), there seems to be some problems with respect to the ongoing, systematic collection of information  diversity to feed the decision-making.  For example, some research participants have difficulty identifying the nine grounds of discrimination, while others could not detail the cultural composition of staff within their organizations.  Research indicates that people in the area of May is not the collection of appropriate information and be sufficiently informed about the diverse and changing needs in the area of diversity.  The study also underlines that the host organizations are beginning to bring the dynamic change in the diversity of their own organizations and identify the specific challenges they face.  For example, many research participants acknowledged the importance of effective management and diversity have been able to describe the challenge s inherent in integrating a diverse staff. However, while research shows some recognition of the diversity of challenges there are questions regarding the identification of the full scope and range of the diversity of challenges facing those operating in the sector.  For example, some research participants saw diversity issues in a purely internal (in terms of managing diverse employees) and fails to recognize the diversity of external challenges that exist with regard to clients (under the law  Equality 2000 discrimination against customers on the basis of nine grounds of discrimination is prohibited and may result in legal challenges). Questions have also been highlighted regarding the identification of opportunities for diversity.For example, many research participants were able to describe changes in their organizations had done in order to treat or prevent diversity programs (eg the introduction of training or development of policies to deny  against prejudice).  On the other hand, few were able to describe the actions of their organizations had undertaken to take advantage of opportunities for increased diversity (such as development and marketing services to attract new and different segments, thus increasing  their market share and increase profits). Finally, research shows that if the home many organizations have engaged in gathering information and identifying problems on a reactive basis, which is less in respect of more proactive measures.  For example, some participants in focus groups described how their organizations have made decisions and made changes based on the variety of incidents had already occurred.  As reiterated by a research participant Were training required because we already had a number of cases. However there was less evidence of companies collecting information, identifying potential problems and resolve  these problems before they actually arise. Options Diversity: A number of questions about diversity of options have been identified which are: The study emphasizes that host many organizations are beginning to take decisions and to Diversity  choose effective options for diversity change.  For example, some host companies are now employing a diverse staff, engage in appropriate training in diversity and development of diversity policies. However, there are problems concerning the extent to which diversity plans are fully thought through (decision alternatives are not properly developed and evaluated to arrive at the best option for change) and the extent to which the impact  decisions on the chosen variety of other areas of operation is envisaged.  For example, some research participants said that they had taken the decision to employ staff nonnational they did not consider the impact this would have on existing national staff.  As will be seen by a participant in the research of these organizations now dealing with a whole new set of challenges to the extent that they have to manage how employees react India Although the study indicates an evolution towards the decision of thediversity within the area there are questions as to the whole scope and range of decisions (necessary to ensure compliance and effectively manage diversity) may not be in place. For example, organizations invest in May  resources in tra ining their own employees on diversity issues, but they neglect to ensure that contract staff employed by other agencies (such as door staff) received training sufficient diversity or are not even  aware of the diversity of organizations / equality policies. If this contract staffs are involved in an incident at the diversity of the organization itself can diversity activities softer (such as holding intercultural  or days of ethnic foods), but fail to take difficult decisions diversity around the developing diversity policy and training initiatives. Finally, issues relating to the time perspective in current decision making diversity were raised.Because decision making diversity tends to be reactive the long-term perspective necessary to effectively manage diversity in the future may not be in place.  For example, some hospitality students who attended the awareness sessions small provision has been made to ensure that students entering the industry are trained on diversity issues. The imperatives of diversity: A number of questions were raised about the diversity imperative, which include the following: Research shows that while the host organizations have begun to assign responsibility for diversity  does not appear to B happens on a broad base of organization or even holistic. For example, in diversity, some organizations is entirely administered by the HR staff or supervisors and as such does not form part  all organizational roles. As reiterated by one participant: I leave that to my managers and supervisors to manage   Another problem for the industry centers on the development of reward and effective control structures around diversity.  Research demonstrates that when people are not rewarded or controlled then the decision making or the diversity of behaviors effective diversity does not become a priority for these people.  As reiterated by a research participant Interfaces Diversity: A number of questions were raised about diversity interfaces, which include the following: There is some evidence to suggest that those operating in the sector began to focus on the development of  cooperation on diversity. For example, some host organizations have established committees for diversity while others have regular meetings attended by the diversity of people from different areas and levels of the organization  . However, in companies where the responsibility for diversity is attributed to a single person or a service, interagency cooperation around diversity May be a problem. A similar situation can be found at the industry level where there is little  evidence of the diversity of cooperation between organizations (eg information sharing or sector wide regular meetings to discuss issues). The research also indicates problems in the development of the feedback diversity and effective communication structures.  The continuous feeding information back into the decision-making and effective communication is essential if organizations are to learn and benefit from the experience of diversity in the long term. Awareness of diversity: As indicated in the previous section, research findings indicate a number of questions regarding the Diversity Awareness, which includes gathering information on diversity, identification of the diversity of challenges and  opportunities (as they relate to the specific context) and the development of proactive diversity measures. In addressing these issues, the following measures are recommended: Both industry and the corporate level, it is important that the diversity of information is collected systematically, effectively and continuously.  To achieve this organizations need to establish what type of data that diversity is necessary (such as information on changes in legislation on equality or diversity of best practices at national or international) where the relevant information can  be obtained (eg, quality Authority systems, Island and the Legal Office directly Equality Investigations) and the degree of effectiveness can be developed to ensure that data is captured and stored in a manner that is conducive to effective  decision making. Once the information has been collected, it must be proactively used to permanently identify the full scope and extent of the diversity of challenges and opportunities faced by the particular context.  To ensure a complete evaluation every individual in the context necessary to identify the challenges and opportunities affecting their role.  For example, those in receipt of a hotel may face problems that center on further implementation where diversity as managers earlier in the hierarchy May be more concerned about planning for diversity (  such as developing policies to ensure compliance with equality legislation).  Where there is an effect may lead to legal challenges (which follows in May negative reputation legal or financial results). Options Diversity: As indicated earlier research highlighted a number of Options diversity issues such as identification of alternatives diversity decision, decisions of the diversity and the decision of the  diversity of perspectives over time.  In addressing these questions should be considered: In the decision of the diversity, it is important that decision alternatives are developed, tested and chosen the best option (as opposed to jumping the decision most obvious or simple solution that comes to mind without thinking fully  options through).  In the development of alternative organizations should evaluate the decision other case studies (which have addressed similar problems or opportunities), look at what happens in the sectors of hospitality outside India, engage in problem  diversity issues, brainstorm and try to have representatives of all levels and areas of the organization involved in the process of decision making for diversity. Once a particular change option is selected, it is important to achieve integration and consistency between plans of diversity and other areas of organizational decision making.  In our experience, it may happen that the customer service at odds with the plans of diversity policies or vice versa.  For example, if a customer refuses to deal with an employee nonnational policy diversity in May prescribe a plan of action (whether the customer is informed that this is discrimination and given no choice but to deal with  staff member) where, as the customer service plan may accommodate the customer called at any time.  In achieving coherence between the different body plans, it is important that the impact of the diversity of decisions on other areas of operation is constantly evaluated and that individuals from different levels and areas of the  organization are involved in the process of decision making for diversity. Organizations must ensure that the full scope and range of decisions Diversity (required to ensure compliance with equality legislation) are taken.  Realizing this, it is important that all organizational roles is assessed, including the challenges and opportunities related to these roles are identified and that appropriate decisions are taken on this basis. Outlook appropriate time should underpin all decisions of the range of decisions (eg in some cases, a short-term perspective is necessary if, as in other prospects in the longer term will be necessary). Imperatives of diversity: The search results a number of diversity imperative issues including the allocation of responsibility for diversity, reward diversity and developing control structures and management support of the  diversity. In dealing with these issues, the following are recommended: By implementing effective diversity plans, it is important that responsibility is spread across a broad organizational base and comprehensive (ie all employees should be responsible for diversity in the context of their own role).  In achieving this number of measures are necessary, which include assessment of roles, identification of the nature and level of responsibility appropriate range for each job, the attribution of responsibility to the diversity of individual roles (all employees must be aware of their responsibilities in writing) and consideration of the responsibility for diversity over time .Once people have given responsibility, it is important that there be ongoing evaluation.  In this regard, different reward structures (where people are rewarded for positive diversity staffing decision-making or behavior) must be developed.  In addition, control structures to discourage people from engaging in the variety of negative behaviors (such as jokes in the workplace or other negative forms of discrimination) should be in place.  Political leadership and management support are absolutely critical in facilitating specific responsibilities related to diversity. Interfaces diversity: As indicated earlier research highlights a number of questions about diversity interfaces, which include internal cooperation and external diversity and development of structures of the diversity of feedback. In  dealing with these issues, the following measures are recommended: Interorganizational cooperation is important if diversity must be managed effectively.  For this purpose, the individual host organizations may establish committees of diversity (composed of people from different areas and levels of the organization), the conduct of the diversity of regular meetings and ensure timely and streaming  diversity TwoWay. External communication of diversity and cooperation (ie with other organizations in the sector) may be beneficial.  To achieve that representatives of different industry groupings should look to meet regularly to share information, solve problems and learn from the experiences of each other.  In addition, the information industry of the Cross: Diversity Working Group (to act as a support mechanism for the sector in relation to issues of diversity and assist organizations in moving to meet the  challenges and opportunities presented by diversity) should be considered. The structures must be in place to ensure that the diversity of information is continuously fed back into the hierarchy and in every stage of decision making.  In this way, organizations can ensure they continually learn both positive and negative experiences of diversity. (Wrench, J, 2001) Conclusion and general recommendations: In recent years dynamic diversity change have created new opportunities and challenges for organizations operating in the India economy.  This contribution briefly describes the research that was conducted for the India Hotel and restaurant around the Institute of the diversity of challenges faced by those working in the hospitality sector.  The study stresses that in view of the diversity of this sector is currently facing a series of questions.  Which focus on planning issues of diversity (such as identifying the diversity of challenges, opportunities and make effective decisions for diversity) and aspects of implementation (such as allocation of responsibility for diversity  and the creation of internal / external cooperation around diversity). To meet these challenges (both sectoral and organizational level), the following steps are recommended: Systems must be put in place to enable the ongoing collection and processing of informat ion diversity.  Mechanisms must be developed to facilitate the proactive identification of the diversity of challenges and opportunities over the long term.  Decision diversity effectiveness of decision making must be undertaken (which requires the identification of alternative decisions, choosing the most appropriate option, assessing the impact of decisions on other areas of diversity of the  company and if necessary by taking a long term approach to decision making).  Responsibility for diversity should be allocated to an organizational level and in the context of all the roles.  Reward and diversity of effective control structures should be developed and implemented.  Supporting diversity and leadership must be provided.  Cross-industry cooperation and interaction around diversity should be developed and maintained.  The diversity of structures appropriate information needed to facilitate the learning of the diversity of experiences.  Training in diversity and diversity management must be part of the curriculum in colleges host.  Diversity training and attitude of the company to diversity should be included in the initial training.

Streptpcoccus Faecalis

Gram Positive Enterics: Streptococcus faecalis Streptococcus faecalis also known as strep D, is now known as Enterococcus faecalis. Enterococcus faecalis is part of the Enterococcaceae family. This organism is a gram positive and usually occurs in pairs called diplococci. It is facultative anaerobic, and is nonmotile. This organism is a lactose fermenter and can be grown in 6. 5% NaCL. Enterococcus faecalis is considered non-hemolytic, meaning it does not break down blood cells. Enterococcus faecalis is part of normal flora in the intestines of humans, but can be found in water, soil and plants.If Enterococcus faecalis is found in others places of the body, other than the intestines, it becomes opportunistic and can cause major problems for an individual. This is commonly known as a nosocomial infection, because it becomes a concern for immunosuppressed individuals. Also Enterococcus faecalis infections can develop when a nurse neglects to clean an intravenous catheter or rectal ther mometer, and if the nurse neglected to clean those most likely its being spread to other patients.Enterococcus faecalis can cause endocarditis, bacteremia, urinary tract infections, meningitis and other hospital related infections. Unfortunately, Enterococcus faecalis is resistant to most commonly used antibiotics like cephalosporins and aminoglycosides, and a new study suggests that its becoming more resistant to vancomysin. Treatment for an infection by Enterococcus faecalis would be amoxicillin if the organism is susteptible. Treatment for Enterococcus faecalis that is resistant would consist of taking linezolid and daptomycin.The results from the gram positive enterics included: Taxo P (optichin) Resistant to Optichin Bile Esculin Positive for Group D Strep 6. 5% NaCL Positive for Growth Works Cited Bergey, D. H. , J. G. Holt, et al, et al. Berge'ys Manual of Determinative Bacteriology. 9. Philadelphia, PA: Lippincott Williams ; Wilkins, 1994. 528-549. Print. Bergey, D. H. , and D. R. Boone. Berge'ys Manual of Systematic Bacteriology. 2nd ed. 3. New York: Springer Verlag, 2010. 594-601, 608. Print.

Hofstra University Application Essay Samples Can Be Fun for Everyone

Hofstra University Application Essay Samples Can Be Fun for Everyone Hofstra University Application Essay Samples Explained The essay that's full of bad puns or off-color jokes will often wind up in the rejection pile. Fantastic anecdotes and individual insights can definitely draw in an audience's interest. Also, humor isn't a replacement for substance. A little bit of humor can assist your personality shine. If you don't, you are able to actually hurt your odds of admission. It's very useful to take writing apart as a way to see just the way that it accomplishes its objectives. So, there's no need to be concerned about someone requesting a refund. You want to produce an outstanding college program, which means you will most likely read it over and over again in order to be certain there aren't any typos and spelling and grammar errors. 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