Complexometric Determination of Water Hardnesss Essay Example for Free

Complexometric Determination of Water Hardnesss EssayIntroduction/BackgroundThis lab was about determining water callus. Water callosity is the quantity of metal ions in the water. The most common found ion in the water is calcium ions and typically with a charge of +2. Water hardness plays a bighearted signifi supportce in our daily life because to many metal ions in our drinking water can have adverse effects on our body. You can measure the water hardness by EDTA titrations. EDTA is a disodium salt that stands for ethylenediaminetetraacetic acid and it is a chelating agent. Chelation is the process of a ligand forms a complex with a metal ion. Eriochrome grim T is an indicator you take to the water try out that will turn the water pink if metal ions exist. Through the process of titration, carefully adding EDTA to the water sample with the Eriochrome Black T will cause a chemical reaction to occur, slowly changing the water trick from pink to purplish and whence vio let to a light blue which will be the end of the chemical reaction. Once the titration is complete you can calculate your water hardness.Above in the commandment V represents the actual delivered volume of Na2EDTA closure and M is your actual molarity.Procedures Start by preparing 500mL of 0.004 disodium EDTA solution. This is what will be added to the buret. Next take a 250-mL Erlenmeyer flask and add 10.00mL of metreized calcium and 30mL of deionized water. Place a magnetic stir-bar in the flask and set on top of a piece of white paper on a magnetic stirrer. After place 3mL of ammonia/ammonium chloride buffer (pH10) inside the flask and let it stir for xxx seconds. Lastly add tetrad drops of Eriochrome Black T indicator to the solution which will turn it a pink color. Begin titration and watch as the color changes from pink to violet and then violet to a light blue color. Record the data when the color turns a light blue and repeat the process two to a greater extent times. come across the buret with the same 500mL of 0.004 disodium EDTA solution. Take 25.00mL of an strange water sample and add it to a 250mL Erlenmeyer flask. Mix in 20mL of deionized water. Set a magnetic stir-bar inside the solution and place on the magnetic stirrer. Next add 3mL of ammonia/ammonium chloride buffer (pH10). After thirty seconds of stirring add four drops of the Eriochrome Back T indicator and watch as the solution turns pink. Begin your titration by slowly adding small droplets of the 0.004 disodium EDTA solution. The color will slowly change to a violet color and then to a blue color which will be the stopping point.Record the data and repeat two more times. With the data collected calculates the hardness of each sample, then the average water hardness of all three samples, and lastly the precision of each trial. Compare your data to the expected range of a local cities water hardness. Results and Discussion The first three titrations involved the known Calcium stock , titration 1 used 22.91ml of Na2EDTA solution before the titration complete. The second Titration used 21.91ml dapple the third and final used 21.55ml of solution.During the procedure a 250ml Erlenmeyer flask was used as well as a 50ml burette, the buret was filled with our Na2EDTA solution plot of land the flask was filled with 30ml of DI water, 3ml of ammonia, and 4 drops of an indicator, in this case Eriochrome Black T. Experimental error was calculated by taking the sum of all absolute deviations/3 than divided by the mean concentration of Na2EDTA, in this case the mean concentration was .00452M, and lastly, multiplied by 1000 to get the answer in PPT. sidestep 1 below shows the readings of both solutions before and after titration.The mean concentration of these titrations is 0.00452, This figure was used to find the estimated precision which came out to 23.270% off of 100% means the experiment was 76.73% accurate. Finally the volume of the occult was calculated to find t he ppm for each titration and the mean of all three titrations was used to find the estimated precision of the unknown in ppm.The mean in ppm for the unknown came to 212ppm, this number was plugged into the equation for estimated precision which is the sum of all absolute value deviations/ number of trials, all of which is divide by the mean and multiplied by 1000ppt. The final figure came out to 25.2% off of 100% meaning that the experiment was 74.8% accurate. Conclusion In conclusion the water hardness of a solution can be found by titrating a known solution containing metal ions and using a chelating agent such as EDTA to experience the impurities of each of the water samples. Also, using the data collected from each titration the concentration and mean can be found from each titration and used to determine the water hardness in ppm. The estimated precision of this experiment can be found by running multiple titrations on the same sample more than one time.The results obtained i n this experiment include a mean concentration for the Calcium stock of .00452M, and an estimated precision of 76.73% and the average water hardness was 400.39ppm. The estimated precision for the unknown was 74.8% and an average water hardness of 204ppm. In this experiment 500ml of a known solution EDTA was prepared a 10ml pipet was used to transfer a standard calcium ion stock solution into a 250ml Erlenmeyer flask. 30ml of DI water was added to the flask and the contents were than stirred using a magnetic stirrer and stirring rod.3ml of Ammonia was added to the flask mixed for a few seconds underneath the fume hood and 4 drops of an indicator was added, in this case Eriochrome Black T. The contents of the flask were stirred for thirty seconds before titration began, as the titration progressed, the color changed from pink to violet and finally to a sky blue color indicating that the titration was complete. This process was completed with minor changes for the Unknown 141, 25ml of the unknown was placed in the flask and 20ml of Di water was used rather than 30ml, the rest of the titration however, used the same steps as above.Work CitedKlenck, Thomas. How It Works Water Softener. public Mechanics 1 Aug. 1998 n. pag. 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What the Utopian World Created Essay Example for Free

What the Utopian World Created Essay different by Veronica Roth and Harrison Bergeron by Kurt Vonnegut Jr, ar stories of a dystopian world that take away peoples power and manage. In Divergent the leader took over the peoples minds and psychologically controlled them to do what the giving medication wanted to do. In Harrison Bergeron such as the government wanted power so they psychologically controlled people by handicaps where a buzzing sound go off in your ear. In doing this people would lose their train of thoughts, so the people would never k outright what the government was doing. The government did this so no unmatched would ever gain more power than them, people may have noticed that the government did not do this to make things equal because they did not do it to their selves only to the people. The government/ leader apply psychological control in Divergent and Harrison Bergeron through and through serums and handicaps, making both worlds dystopian societies. In Divergent serums is used to make people be psychologically controlled so the government can have them get rid of another junto.This is a world where they have 5 factions, which are futures for the people to live in. The Erudite which is a faction that all the smarts people live in do not like the Abnegations who are the more selfless people, so they had the dauntless faction take serum so they would kill the Abnegations. The thing is the serum does not work on the divergent people. Divergent people are people that are good at everything and dose not really fit in to a faction. Being Divergent is fantastic and rare so they enter a faction so no one would know they were Divergent. Beatrice the main character was divergent and found out intimately the serum because she was not psychologically controlled because she was Divergent, and went to the leader/government. When she got there the government said Everyone is awake, but everyone is silentthey are sleepwalkersof course.Eric said every Dauntless was injected yesterday. So now the entire faction is brain dead, obedient, and trained to kill (Roth 416-417). This in psychological control because they use serum to take over a whole faction minds to do what the leader said, which made this world dystopian. In Harrison Bergeron handicaps were used in this a dystopian story to have psychological control. The government of this world would present handicaps on people a handicap is something that makes the people not be able to perform their talents. Some of the handicaps were a buzzing sound that goes off in your head every 30second so people lose your thoughts, if you were strong you had to wear weights to make people weak, and if people could see you had to wear glaze to make you see worse. A buzzer sounded in Georges head. His thoughts fled in panic, like bandits from a burglar alarm (Vonnegut).This is an example of George who was Harrison Bergeron the main characters dad loses his storehouse which is psycholo gical control. The government wanted to make a perfect society by making everyone equal but in doing that they had to use psychological control (handicaps) which turned the utopian world which they were trying to make a dystopian world. The government/ leader used psychological control in Divergent and Harrison Bergeron through serums and handicaps, making both worlds dystopian societies. With saying that the world were both try to have equality and be a perfect societies and by doing that the government had to do things to make it a dystopian. These stories are both great example of psychological control though handicaps and serum.

The Limitations Of Activity Based Costing Accounting Essay

The Limitations Of Activity Based re break Accounting EssayABC personify is a modern cost proficiency that is used to get the cost of the product for the perplexity reportage purposes. ABC cost trunk is a tool that is used in decision-making regale. However, it has some authorized limitations.ABC Costing System is very costly to implement and maintain in a manufacturing and serving departments. Data concerning numerous activity measures must be collected, checked, and entered into the system. Which raise the labor requirement and need to be scrutinized on activity basis?ABC costing systems produces the reports that are different from the profit and loss reports produced through and through traditional costing systems.As most of the companies are using traditional costing systems, so because of the difference in the costing basis the costing and pecuniary reports of the two companies of the same industry could not be compared for performance evaluation purposes.Adaptability of ABC Costing System is not suitable for all kind of companies because shrimpy companies have not many resources to adapt it and have too many activities entirely size of transactions is too low.Data Produced through ABC Costing System washstand easily misinterpret and can lead towards wrong decisions. So manager should use the data produced through ABC Costing System with extreme care and should assign the cost that are relevant to the products, customers and should not consider the new(prenominal) cost objects that are irrelevant.ABC costing system does not comply with the GAAP and a company has to produce its reports for internal and external purposes by using traditional and ABC costing system both at a time.In ABC costing system cost are allocated on the base of cost drivers and activities undertaken to manufacture the product, definitely, it tins the accu tread and proper allocation of the cost to the products but there is a danger of over or under costing of the products when irrelevant cost drivers or activities are assigned to the products or function produced.Q2) Please explain the differences between FIFO and Weighted Average Method in the process industry. How are units sexual conquested for? How are costs accounted for? In periods of low splashiness what method would make a difference? From a TAX point of view, does it make a difference?Differences in Weighted Average and FIFO Costing SystemsThe main difference between FIFO and Weighted Average Costing systems is the method of deliberateness of the inventory and cost of goods sold in process costing system.Valuation MethodIn FIFO costing method, costing department assumes that the goods that are sold earlier are the goods that are brought earlier and so on. The cost of goods sold is calculated on the base of the sequence of goods brought and sold.In Weighted Average costing method, goods are valued on the base of total goods operable for sale and ignore the sequence of their arrival in in ventory and sales to the customer. Formula of the cost of goods available for sale or cost of sale is as followsCost of total available for Sales ($)Per Unit Cost of Goods Sold =Total No. Of Units available for SalesSuitabilityFIFO method can only be used where inventory can be enjoind easily and the cost of the inventory can be determined similar computer, vehicles and other industries of the same nature.Weighted Average Method is the most commonly used method and can be applicable in all industries but the organizations set-aside(p) in those products that could not be separated like oil Natural Gas and LPG etc use particularly weighted average costing method.In calculation of units accounted for FIFO method consider the units started and completed in the current period only and the beginning work in process units and its cost remain separate and it is considered that the opening work in process units are completed first and then new units started and completed in the same time period and units costs are calculated separately for beginning work in process units and units started in current period.While in average costing method, equivalent output signal is calculated and establish on equivalent production the cost of unit is determined and allocated to the production.Q3) Can you explain the advantages and disadvantages of the Standard Cost system?Advantages / Benefits of Standard Costing SystemStandards are the key factors that are used in anxiety by exception approach. If costs remain within the beats, managers would be satisfied and would condense at routine activities but if it across the standards then it would be an alarming situation for the managers and they would try to analyze the reasons of inefficiency.Standards are the targets that have been set by the management to achieve and they compare the actual performance of the employees with the standards.Standard costs simplify the book keeping process as well by charging the standard cost to the job or product and by making the adjusting entry of the variance at the end of the period.Standard costs fit naturally in an structured system of responsibility accounting. The standards establish what costs should be, who should be responsible for them, and what actual costs are under control.Disadvantages / Problems / Limitations of Standard Costing SystemFrequency of reporting the variance is too low that make the prcised and useful data useless due to its release too late when it became out of date.Labour variances consists in the first place on labour quantity standards and labour efficiency variances and in both variances it is assumed that the production is highly labour intensive and the factor of machines performance is ignored. on that point are some cases where a favourable variance can be as bad as or worse than an unfavourable variance i.e McDonalds has a standard for hamburger meat that should be in a Big Mac. A favourable variance would mean that less meat was used than standard specifies. The result is a substandard Big Mac and possibly a unsatisfied customer.In standards costing system, meeting the standards of production and cost efficiency has more importance and other factors like quality of the products and satisfaction of the customer have been ignored.In standard costing approach, the standards are considered the final destination and improvement process become very slow or stopped.Q4) Please explain the following NET PRESENT VALUE CONCEPT.If the NET Present Value is Then the tramp ISPositive .Acceptable since it promises a return great than the take rate of returnNet Present Value ApproachNPV is a technique used in the management accounting for the decision-making and covered under the head of capital budgeting. In NPV approach the present value of the net inflow and outflows are compared by taking the meat of inflation and other factors influencing the value of money.The present value of the cash outflow is adjusted against th e present value of the inflows resulting from the investment and multiplying with the discount factor to equate it to the present value of this future inflow. Then the results are compared with the following table.If the net present value isThen the bulge out isPositiveAcceptable since it promises a return greater than the required rate of returnZeroAcceptable, since it promises a return equal to the required rate of return.NegativeNot acceptable, since it promises a return less than the required rate of returnQ5) Please explain a comparison of the Net Present Value and the Internal Rate of Return Methods. Which method do you like? What are the strengths of each.Comparison between NPV and IRR MethodIn most of the conditions, Net Present Value Approach and Internal Rate of Return Method provide the same results. However, some times these present opposite results.When we compare both methods, we consider the mechanism working behind both techniques. In internal rate of return, a rate of return is calculated based on the future net income arising from the investment by using given formulaIRR = Initial investitureNet IncomeThen this required rate of return is compared with the required rate of return from investment, if IRR of the investment is greater than the required rate of return then the scheme is accepted otherwise the project is rejected. This method is much better than payback period and other old methods, because it considers the income of the projects to evaluate the project and also take account the inflows after the completion of payback period.In NPV method the present value cash outflow is matched with the present value of the cash inflows arising from the projects and if the NPV is positive then the project is accepted otherwise rejected. NPV Approach is better approach then IRR because IRR completely ignores the time value of the money and just consider the net income arising from the project whereas NPV is based on the time value of the money by considering the inflation factors.Q6) Managerial Accounting can work in many fields manufacturing and in the service industry. Provide some examples of how Managerial Accounting can work in your industry using some of the tools you learned in this course? If in the wellness Field, Could Relevant Costs be of use?Application of Managerial AccountingManagerial Accounting has equal application program in the service and manufacturing industry as well. There are three major an aspect for which managerial accounting is widely used.Decision makeProducts PricingPerformance EvaluationDecision MakingOne of the most important functions of the management is to make the right and timely decisions for the development and security of the going concern status of an organization. This function is required in all kind of industries whether service or manufacturing. Managerial Accounting tools are used to provide the basis for comparison and making the accurate decisions.Product /service PricingE very business has been established in order to earn some financial benefit and every business whether it deals in goods or services have to charge a price from its customers for the use of products or clients against the services provided. So managerial accounting tools and techniques would be used in order to determine the price of the goods or services to achieve the targeted profit.Performance EvaluationPerformance evaluation is required in all business areas and managerial accounting techniques would be used to evaluate the performance of a particular organization by comparing it with the same kind of industry or performance of the departments and businesses could be compared but all of these tasks are accomplished by the effective use of managerial accounting.Relevant costing techniques are used in all industries and have application in the health field as well. The price charged to the patients should be formulated by keeping the factors of relevance in mind and historical cos ts should be eliminated when there are surplus capacity is available.

Characterisation in 2D Animations

Characterisation in 2D AnimationsThe main problem that animation faces is that it is an overtly fake diegetic form. The viewer is presented with a constructed domain of drawings and paintings, which may represent the real world, but un akin photographic film, does not look like it. The challenge therefore is to create fonts that may believably bide their particular diegetic reality. Animators fox strived to find a appearance to resolve this issue done their character design and an awareness of how to de feelr narrative discipline done their characters. This essay allow for illustrate the solutions that vitalisers have found to make their audiences believe what is put in front of them.In 1914 Winsor McCay took up the (self-imposed) challenge of making dinosaurs live again via animation. The result was Gertie the Dinosaur a semi-live act with McCay performing onstage with the projected film behind him. Gertie herself was obviously an fairylike projection and to make her li kely she had to have a strong private character.McCay achieved this through his have inter saves with the character of Gertie. He talks to her and asks her to perform tricks, which she obliges to do. We are to a fault drawn attention to the fact that she is thirsty(p) and she drains a lake. The performance would climax with her picking up McCay (as he exits the stage.) and bounding of the screen with him on his back.Through this series of call and response between the live action McCay and the animated Gertie, McCay creates the illusion of homo understanding within the animated dinosaur. There is also at one point a look of glee in her face after a fight scene when she throws the defeated mammoth into a lake. Through the compassionate interaction and the animation McCay has anthropomorphically endowed the animated beast with human emotions he has made her believable to the audience by giving her recognizable human traits.In his book Understanding Animation Paul swell recogniz es that the consumption of attributing animated animal characters anthropomorphic characteristics has pose a mainstay of character development. It will be discussed in further detail later in the essay.The basic principles of characterization as a narrative strategy in animation have been summed up by Wells. The character may be understood through its costume or construction, its ability to gesture or move and the associable aspects of its design. It is pertinent at this point to discuss these aspects of character design.Regardless of if an animated character is an animal or human, animators rarely try to completely reproduce natural form. As such the problem is that they are presenting viewers with unnatural smell beings. If the viewer is to accept the characters shown before them, the characters themselves must be presented as believable. This is why animators rely on exaggeration of individual features to suggest certain character types. Halas and Manvelldescribe this in the ir book the technique of film Animation. Characterization is achieved by the distortion of excogitates and forms big eyes, big m bulge outh, big nose, large head small body etc.What is express by animators is the gesturing parts of the body, particularly the features of the head. The eyes, nose, mouth and ears are all vital in creating the illusion of human emotion. There is a general rule of riff with regards to which shapes go with what characters kind gentle characters tend to have soft go faces with wide smiles and large locomote eyes. Porky Pig is a majuscule example of this principle. He is the embodiment of the jolly fat man. Villains on the other hand are more than more angular. They often have a rather sharp chin and small eyes and a crooked mouth that somehow lends itself to a wicked smile. They are often presented as grotesque, much like the Evil pansy in Snow White and her incarnation as the old crone. These generalizations serve as visual shorthand for the view er they optimise the impact of the character through economy and allow the viewer to make connections and process narrative information about the characters more quickly. In the words of Wells, animation manages to compress a postgraduate degree of narrative information into a limited period of time through a process of condensation.This method of economy and condensation was born out of functionality as much as anything. Partially it was due to the fact that cartoons are usually very short. As such narrative information has to be delivered with great speed. Also when television became the dominant domain of the animated short, characters had to be easily recognizable on the small screen. Its much easier to do this by recognizing one or two strong individual characteristics than several small ones. Most principal(prenominal)ly however the simpler that a character is to draw, the quicker they become to reproduce. They rely on extravaganza and stereotype to relay narrative informat ion quickly and succinctly.Halas and Manvell go on in their book to describe the visual style of Tom and Jerry in damage of the aesthetic principles of animation The drawing and coloring have an economy and a visual impact that matches the overwhelming vitality and some measure the crudity of the action and characterization. This highlights the magnificence of economy. Extraneous details keister confuse the situation and detract from overall characterization. What is needed is a just a couple of well-chosen details.In 1917 exclusive Fleischer invented the rotoscope. This device allowed animators to successfully mimic natural movement by blowing up still frames of photography and allowing the animator to copy them exactly. Max and his brother Dave were both elysian by the work of Winsor McCay and between them were instrumental in the development of both technological and character development of animation. The rotoscope worked by using a drawing add-in with a frosted glass cente r. One frame of photography at a time was shone onto the glass and the image was traced. It provided an accurate reference of movement and conjunction so that on screen movement could be replicated with a lot more fluidity. By doing this animators were able to draw more complicated envisions in a believable and convincing course. Ric strenuous Willams has drawn examples of some of these more complicated characters in his book the animators survival kit. The examples that will be discussed here are the representation of the two-year-old and old woman as drawn by Williams. By taking two examples of opposing but similar characters, we can see how the rotoscope paved the way for the development of characterization in animation. The young woman is characterized mainly be her curvaceous figure. She has a strong convex curve along her back and an hourglass figure that extenuates her breast, slim waist and shoulders. She stands upright and tall. She also has sleek long legs and flowing long hair. This form communicates her youth vitality and energy. The old woman by descent has a much rounder concave curve of the back, which seems to curve round into her body giving her a rounded torso. The breast is also molded into this rounded torso that desexualizes her. Her hair is also shorter. She is hunched forward making her look tired and weary. The lower body is also rounded and she wears a long halo to cover the legs. In contrast we see only the ankles and feet of the old woman and she is given short dumpy legs. These two examples show the importance of form and shape in delivering character information. These two figures could represent the same character at different ages but the presentation of form provides us with completely different information about the characters.Williams also stresses the importance of movement to illustrate character. As stated earlier this art of animation was greatly enhanced by the development of the rotoscope. The way that a character moves can be fluid and smooth which would suggest grace or elegance. Alternatively movements can be jerky or plodding, which will in turn infer characteristics of weakness or foolishness. Again he uses examples to discuss and illustrate the main differences between the masculine and feminine base on balls. The feminine walk is smooth and elegant. She keeps her legs close together and as such the footsteps run straight along the line of action. As a result there is very small(a) up and down body movement. The feminine walk seems to glide along the line of action. The masculine walk however is much more aggressive. The feet are kept well asunder, far out from the line of action. The masculine walk is a full on stride, which makes the character as wide as possible. There is much more up and down movement on the body. This makes the walk much more kinetic and at the same time suggests power and strength. Much like the generalizations about character form, these conventions can be sub verted to comic effect or to deliver more information. For example a Masculine walk may become a drunken walk if the feet are allowed to cross the line of action. (I.E. if the right foot passes across the center of the body and steps down on the odd and vice versa.) Through these examples it is clear that the way that the animator makes the character move is vital to characterization.The Fleischer brothers were also responsible for two of the most beloved cartoon characters of the thirty-something Popeye and Betty Boop. These two characters are archetypes of hero and heroine character traits. It seems only fitting therefore to discuss how these characters are so distinct, and the methods used to give them such strong individual identities.Popeye originally appeared in Comic strip form some years before his screen debut in 1933. During this time of American economic depression he was a figure of aspiration for the workingman. As a navy man he had a career that stood for American s trength and pride this also made him stand out as the champion of the just causes. As such he was the embodiment of the strong everyman in times of hardship.He is identify as a sailor by the uniform that he wears with style and pride. He embodies the macho sailor stereotype by striding along with a sailors walk, feet apart rocking from side to side. He also has the iconic tattoo of an anchor on his arm this marks him out as a man who figuratively wears his feel on his sleeve. His physical appearance is defined by the exaggeration of his muscle importantly however Popeyes strength comes from eating spinach. Although he is always strong and muscular, it is not until he eats the spinach that he has the strength needed to defeat Bluto. After he has eaten the spinach his forearms are inflated to appear three times the normal size. As Wells points out Popeyes masculinity is predominantly defined by the association between his own organic expansion and the strength of hard metal or machin es. As his muscles grow they either transform shape into anvils or air brakes or we see moving pictures of locomotives or battleships on his form arms. Popeyes physical strength therefore is amplified by the imagery but he also associated with American mechanical or military strength.Popeye is remembered for his fights with Bluto but the important thing to bear in mind is that he is not a troublemaker and is usually a very amiable character. He has the characteristic rounded face of the jolly fat man. He walks around with a smile making jokes to himself and being generally full of life. There is also his voice that characterizes him as a salty old piece of seaweed. It is only when his girlfriend Olive Oil is put in jeopardy that he is called into fight thus he is characterized as a rescuer rather than a man of violence.Betty Boop first appeared in 1930 in the cartoon Dizzy Dishes. Her Face and body defined her femininity she has a large head with huge childish doe eyes and full red lips. She also has the typical hourglass figure with a full go that shows of a lot of cleavage. She was also a dancer and her movement and walk were characterized mainly by the feminine swing of the hips. After the first cartoon her skirts got littler and smaller and she became much more overtly sexualized. She was an embodiment of femininity or at least the male fantasy of femininity. The blend of sexual charge and simple-minded innocence that came through mainly from her eyes and her distinctive voice disturbed the censors. Her raunchiness was toned down after the Hayes code of 1934.Now that the development of human characterization has been addressed it is important at this point to addresses the role of anthropomorphism again. The rise and success of the animation of Walt Disney, Chuck Jones and Tex Avery are prime examples of how the lending of human characteristics to animals and vice versa has created some of the must vivid and enduring icons of animation. Bugs Bunny, Daf fy Duck, Mickey Mouse, Donald Duck et al have become such fixed images in the popular drumhead that it is important to understand what made these characters so memorable.When dealing with animals we must bear in mind the association that people already have with those particular beasts. each given animal will have a mythology and literary tradition that comes with it by being away of these traditions animators have been able to associate these ancient traditions with their own creations. For example foxes are sly and cunning sharks are ferocious and unforgiving horse and lions are heroic and noble creatures both ferocious yet majestic. When an animator is devising a character they tend to marry the prec erstived ideas that people have about a particular beast with the traits they desire for their character. This is what wells calls associative relations and opens the form of animation into a narrative dialectic that requires an extra-textual understanding on behalf of the viewer.A good example of how the principle of associative relations whole kit and caboodle would be Kaa from The Jungle Book. The serpent has a literary history that dates back to the story of Adam and Eve. It was the seductive yet untrustworthy snake that facilitated mans fall from paradise. The snake is sly professing friendship but always has his own agenda. The snake glides along the flow in a smooth fluid motion, which is at once deadly and seductive. Kaa is attributed with these characteristics through legend and association. This is further illustrated by his ability of hypnotism, which is of course a human discipline. He talks to Mowgli and soothes him to sleep with soft words and hypnosis in order to eat him. In dealing with associations that are so deeply rooted in the common psyche the characters themselves become instantly memorable.Animal characteristics can also be applied to human characters. Heroes are often seen riding horses the horse itself is a creature of nobility and heroism and the tradition of the hero on horse back is one that has permeated every folklore around the globe. The human therefore basks in the reflective glory of its animal companion. The best way to summarize the use of anthropomorphism in characterization is to say that the human in the animal identifies the human character within. In turn the animal in the human illustrates and enriches the character of the human.Animators create artificial worlds and diegetic domains for characters to inhabit. As mentioned at the outset of this essay the problem is that the animated world we are presented with is so overtly fake that it is a challenge to make the characters believable. Animators exploit the fantasy element of their work they draw attention to the fact that we are presented with talking pigs and indestructible heroes through comic exaggeration of their abilities and their follies. besides what Animators do manage to do is insert enough natural movement and recognizable human emotion into their creations that we except them fully as real believable characters within their own right.BibliographyBordwell and Thompson. (2001) Film Art An Introduction, New York McGraw Hill. Canemaker, J. (ed.) (1988) Storytelling in Animation The Art of the Animated Image Vol. 2, Los Angeles AFI. Griffin, H. (2001) The Animators guide to 2D Computer Animation, Oxford Focal Press, Halas, J and Manvell, R. (1968) The Technique of Film Animation, Norwich Focal press Limited. Wells, P. (1998) Understanding Animation, New York Routledge. Williams, R. (2001) The Animators Survival Kit, New York Faber and Faber.

diversity in organizations

multifariousness in presidencysIntroductionThis paper aims to show a deep examination of how mutation is interpreted and wrong wide-cuty applied in many organizations today. In this essay, I would explore and discuss the term variation, its interpretations, merits, demerits, its varied applications and if there is a cause and effect relationship between motley custody and organizational intensity level. This essay would also show why the term innovation is remotely satisfying and elaborate on the need for a red-hot epitome for understanding Diversity. My study supports the principles of the Diversity theory but not its varied applications which inhibit organizational effectiveness.DiversityThe term alteration has put up its built in bed in almost both HRM literature the front page. Jackson et al (1993), states that the term diversity has picayune history within the behavioural sciences and is not (yet) a scientific construct. Instead, it is an eachday term that sprang to life quite an recently, nourished by widespread media coverage of the managing diversity activities that organizations ar adopting in response to changing work-force demographics. Nevertheless, the torso of social science explore relevant to understanding the dynamics of diversity in organizations is not large, although it is widely dispersed across sub disciplines that cross write each separate nor prevail a common terminology (See Friedman, 199667). some other interesting definition is found in Ashkanasy et al (2002) which defines diversity as a concept that encompasses acceptance and respect. It means the understanding that each individual is unique and recognizing our individual differences. They arouse be a dour the dimensions of race, ethnicity, g residuumer, sexual orientation, socio economical status, age, physical abilities, spiritual beliefs, political beliefs and other ideologies and the exploration of these differences in a safe, positive and nurturing env ironment. Diversity is or so understanding each other and moving beyond simple allowance to embracing and celebrating the rich dimensions of diversity contained within each individualAllen et al (2008) asserts that diversity is a challenge and that organizations have struggled to embrace and manage it successfully. Researchers have struggled to consider and study the term effectively. Theorists predict differing effects of Diversity that they will spark integrative insights, creativity and transmutation (e.g. Finkelstein and Hambrick, 1996 Hoffman and Maier, 1961) or that they will provoke conflict, division and looseness (e.g. Chatman, 1991 Tajfel and Turner, 1979).Workforce Diversity (A Critical Analysis)Structural Diversity Vs Demographic DiversityThe demographics of the workforce are changing and will continue to change rapidly. Almost every organization looks different both in terms of whos employed and they positions they hold, than it did ten years ago (Sonnenschien, 1 9992). Jackson et al (1995) also asserts that the changing work-force demographics and red-hot organizational forms are increasing the diversity of work aggroups in general and decision making teams in feature. Given these environmental changes, work teams that are assorted in terms of sex, race, and ethnicity, national origin, area of expertise, organizational affiliation and many other personal characteristics are increasingly common. The changing demographics of todays crowd force, account for the increasing gender diversity, cultural diversity (including cultural differences due to race and ethnicity) and age diversity (See Kling, Hyde, Showers and Buswell, 1999 Konrad, Ritchie, Lieb and Corrigall, 2000 Roberson and Block, 2001).According to Ongari and Argolla (2007) Workforce diversity is a colonial phenomenon to manage in an organization. The focusing of workforce diversity as a tool to increase organizational effectiveness pilenot be underscored, especially with curre nt changes move across the globe. It is argued that organizations that take to be diversity will definitely cultivate success and have a future in this dynamic global crusade mart (Jain and Verma, 1996). Workforce diversity wariness has become an important issue for both governments and private organizations. Its importance has mainly been brought about by the free movement of labour due to globalization and the fight for human rights by certain minority classs who feel excluded from the employment sector. The workforce diversity emerged mainly to further the availability of allude opportunities in the work place. This equal opportunity philosophy is aimed at ensuring that organizational make the most out of the difference from a assorted workforce rather than losing talent which might assist the organization to be more efficient and effective. The increased mobility and fundamental interaction of wad from diverse backgrounds as a result of modify economic and political sys tems and the recognition of human rights by all nations has put most organizations under pressure to embrace diversity at the work place. Diversity brings with it the heterogeneity that needs to be nurtured, cultivated and appreciated as means of increasing organizational effectiveness.A more diverse workforce accord to Thomas and Ely (1996) will increase organizational effectiveness. It would lift morale, bring greater access to new segments of the market place and rear productivity. Yet if this is true, what then are the positive impacts of diversity? Numerous and varied initiatives to increase diversity in corporate organizations have been under way for over a decade (Sonnenschein, 199249). Rarely, however, have those efforts spurred organizational effectiveness, Instead, many attempts to increase diversity in the workplace have backfired, sometimes even heightening and hindering a companys action (Tsui and Gutek, 1999).As is commonly ascribed, Riodan (2000) asserts most peopl e assume that workforce diversity is about increasing racial, national, gender or class representation in other words, recruiting and retaining most people from traditionally underrepresented identity groups. Taking this commonly held supposition as a starting point, Thomas and Ely (1996) set out to investigate the affaire between diversity and organizational effectiveness and they found that thinking of diversity simply in terms of identifying group representations inhibited effectiveness. They also found that organizations usually follow two paths in managing diversity, In the name of empathy and fairness, the organizations encourage women and people of colour to blend in or they set them apart in jobs that relate specifically to their backgrounds, assigning them, for example to areas that require them to interface with clients and customers of the same identity group. In this kind of case, companies are operating on the conjecture that the main virtue identity groups have to o ffer is knowledge of their own people. This assumption is limited and detrimental to diversity efforts (See Elsass Graves, 1997 Finkelstein Hambrick, 1996 Jackson, May and Whitney, 1995 Milliken Martins, 1996 Reskin, McBrier Kmec, 1999 Shaw Barrett Power, 1998)A recent meta-analysis of the effects of task related (e.g. tenure) and non task related (e.g. ethnic and gender) diversity, by Weber Donahue (2001) revealed no dependable effects on organizational effectiveness, transaction or tackiness. Williams and OReilly (1998) assert that diversity goes beyond increasing the number of different identity groups affiliations in a company but that diversity should be seen and silent as the varied perspectives and surfacees to work that members of different identity groups bring.Another argument is by Cummings (2004) which says that effective work groups engage in international knowledge sharing- the exchange of information, know-how and feedback with customers, organizational expe rts and others outside the group. This paper argues that the survey of external knowledge sharing increases when work groups are structurally diverse. A structurally diverse work group is one in which the members, by virtue of their different organizational affiliations, roles or positions, can expose the group to unique sources of knowledge. It is hypothesized that if members of structurally diverse work groups engage in external knowledge sharing, their surgical process will improve because of this active exchange of knowledge through unique external sources.Cummings (2004) also assert that scholars examining diversity in work groups have primarily foc employ on the consequences of demographic diversity (e.g. member differences in sex, age, or tenure) for processes such as communication, conflict, or social integration ( See also Jehn et al, 1999, Pelled et al, 1999 and OReilly et al, 1989). The consistently negative effects of demographic diversity on group processes are prom ising the result of heightened member emphasis on social categories rather than project relevant information. Demographic diversity should not increase the value of intra-group knowledge sharing or external knowledge sharing unless it exposes members to unique sources of knowledge related to the work (for a go over see Williams and OReilly. 1998).Relatively, little attention has been given to member differences in organizational affiliations, roles or positions. With the rise in labour costs, global expansion and corporate mergers, workgroups are often used as a means for connecting members who are dispersed across different geographic locations, who represent different functions and report to different managers or who work in different business units (DeSanctis and Monge, 1999 Jarvenpaa and Leidner, 1999 Maznevski and Chudoba, 2000). This variation in features of the group structure is introduced here as structural diversity because of its potential to expose members to different sources of task information, know-how and feedback. quaternity types of structural diversity in work groups are mentioned below asGeographic locations (See Van den Bulte Moenaert, 1998), Functional assignments (See Bunderson Sutcliffe, 2002), Reporting managers (e.g. Burns, 1989) and in Business units (See Hansen, 2002)Another research done by Siciliano (1996) on 240 YMCA organizations, found no significant relationship between diversity and organizational effectiveness. Middleton (1987) also asserted that diversity in any form has no impact on the operating efficiencies of an organization and diversity does not appear to influence one way or another, an organizations tendency to perform its control function.Merits of Managing Workforce DiversityManaging diversity can create a competitive advantage. Potential benefits of diversity include emend decision making, higher creativity and understructure, greater success in marketing to foreign and domestic ethnic minority communitie s and a better distribution of economic opportunity (Cox, 1991 Cox Blake, 1991). According to one study (Watson et al, 1993) culturally diverse groups relative to homogenous groups are more effective both in the interaction process and job performance these benefits occur after a diverse group has been put together for a period of time. Mueller (1998) states that as all the segments of society have a stake in the development and prosperity of society as a whole, creating and managing a diverse workforce should be seen as a social and moral imperative. As globalisation is increasing, diversity will help organizations to enter the international arena (Cascio, 1998). Diversity enhances creativity and innovation (Adler, 1997 Jackson et al, 1992) and produces competitive advantages (Coleman, 2002 Jackson et al, 1992). Diversity teams make it possible to enhance flexibility (Fleury, 1999) and rapid response and adaptation to change (Adler, 1997 Jackson et al, 1992).Organizational Challen gesCompanies can succeed at diversity if the initiative to create, manage and value the diverse workforce has the full support of the top management (Hayes, 1999 Jackson et al, 1992). Fiske, 1993 states that for increased effectiveness and adaptation of the diversity discourse, companies have to start thinking about diversity more holistically- as providing fresh and meaningful approaches to work and stop assuming that diversity relates simply to how a person looks or where they are from, only then would companies reap diversitys full rewards and Organizations with a diverse workforce can provide superior profits because they can better understand customers needs (Weitling Palma-Rivas, 2000). Hiring women, minorities, disabled, etc will help organizations to tap into these niche markets (Mueller, 1998) and diversified market segments (Fleury, 1999).Jackson et al (1995) state that the business economy has received much recent attention, with trade barriers are removed and competiti on intensifies, many companies are beginning to expand their operations in order to take advantage of foreign labour and consumer markets. For smaller companies, foreign activities may be limited to a single joint act or to offshore production or distribution systems that involve one or two other countries. For larger corporations, foreign offices may be in over one hundred different countries (See Fulkerson Schuler, 1992). The presence of international affiliations, although not inevitable, is likely to lead eventually to the formation of teams of people with diverse cultural backgrounds, including management teams, design teams, operation teams and marketing teams (Adler Ghadar, 1991 Kanter, 1991 Von Glinow Mohrman, 1990) of which engage in decision making activitiesTheories and techniques of diversity management have been developed and enthusiastically supported by a growing number of chief executives, training specialists, diversity consultants and academics (Saji, 2004)). Di versity can improve organizational effectiveness. Organizations that develop cognize in and reputations for managing diversity will likely attract the best personnel (Carrel et al, 2000). Diversity requires a type of organizational culture in which each employee can pursue his or her career aspirations without universe intimidated by gender, race, nationality, religion or other factors that are irrelevant to performance (Bryan. 1999). Managing diversity means enabling the diverse workforce to perform its full potential in an equitable work environment, where no one group has an advantage or disadvantage (Torres Bruxelles, 1992).Diversity in the workplace can be a competitive advantage because differing viewpoints can facilitate unique and creative approaches to problem-solving, thereby increasing creativity and innovation, which in turn leads to better organizational performance (Allen et al, 2004). For example, in Botswana, the society is becoming multicultural due to the increa sing migrant population and their descendants. For organizations, this means that their market share, efficiency. Human capital, international competitiveness and level of innovation will depend on their ability to effectively manage a diverse workforce both within and across organizational boundaries (Barker Hartel, 2004 Dass Parker, 1996 Kandola et al, 1995 Strauss Mang, 1999)ConclusionsJackson (2003) In todays business environment, work teams are becoming more common and more diverse, intensifying the importance of understanding the dynamics of work- team diversity. Of particular importance, is diversity within decision making teams. Organizations are rapidly restructuring to take advantage of the potential benefits of diverse decision making teams are worth the hazard (or can be successfully avoided). Many of the specific assets and liabilities of work teams arise directly out of diversity.Despite various intensive efforts to measure diversity and predict its outcomes, Jacks on (2003) asserts many literature offer few conclusive findings about the effects of diversity in the workplace. Lack of a common paradigm will make it difficult to accumulate comparable findings over time, while agreement around some issues could accelerate our ability to learn from previous stash away evidence. One useful element that could be suggested could be a common paradigm it would be for researchers to agree to a common theme or definition of diversity which would in turn lead to less confusion about this concept (See also Carroll Harrison, 1998 Bedeian Mossholder, 2000).Jackson (2003) affirms that Pettigrew (1998) used a very different approach to developing a blueprint for enabling organizational effectiveness. Based on a comprehensive review of a large body of research conducted in a variety of settings, Pettigrew identified the conditions needed to reduce intergroup bias and its negative consequence and described several processes that could be engaged to create the se conditions. To the extent an originations diversity initiatives support these processes, they would encourage the development of positive intergroup relations, employee commitment, improved productivity and increased organizational effectiveness (See also Gaertner et al, 2000) and they areLearning about the other group(s) was one nominate process identified by Pettigrew, Inaccurate stereotypes resist change for a variety of reasons but inaccurate stereotypes can be modified if people receive sufficient disconfirming evidence. Such learning is often the objective of diversity awareness training.Behavioural Change is the second key process that is needed to promote positive intergroup relations. Engaging repeatedly in positive behaviour with members of a work team can lead to long term attitudinal change towards members. Providing training in the behavioural competencies needed to work effectively in organizations characterized by diversity is one way to encourage people to engage in positive behaviour towards work group membersCreating positive emotions associated with the work group is the third key process. For example, mentoring programs may encourage the development of intergroup friendships. The value of personal friendships may help explain the apparent success of informal mentoring programs.In conclusion, it seems likely that active diversity management will be necessitate in order for organizations to comprehend the potential benefits locked up within their diverse work forces and as such organizations must put in place strategies to enhance workforce diversity. Research based principles for achieving these benefits and minimising potential losses have been offered. Some organizations are undoubtedly experimenting with practises that are consistent with these principles Jackson et al (1995). By the end of this decade, perhaps another review of diversity will yield useable suggestions for how to create a sustainable and effective organizational cond ition called for by Pettigrews analysis.ReferencesAllen, R.S., Dawson, G., Wheatley, K and White, C.S. (2008) Perceived Diversity and Organizational exertion Employee Relations, Vol. 30, No. 1, pp. 20-33.Ashkanasy, N.M., Hartel, C.E.J. and Dass, C.S (2002) Diversity and Emotion The New Frontiers in Organizational Behaviour Research Journal of focussing, Vol. 28, pp. 307-338.Barker, S. and Hartel C.E.J (2004) Intercultural service encounter An exploratory study of customer experiences Journal of Cross Cultural Management, Vol. 11(1) pp. 3-14.Bedian, A.G and Mossholder, K.W (2000) On the use of the coefficient of variations as a measure of diversity Organizational research Methods, Vol. 3 285-297.Bryan J.H (1999) The diversity Imperative Executive Excellence, pp6Bunderson, J.S and Sutcliffe K.M (2002) Comparing alternative conceptualizations of functional diversity in management teams process and performance effects Academy of Management Journal, 45875-893Carroll, G.R and Harrison, J.R (1998) Organizational demography and culture insights from a former model and simulation Administrative Science Quarterly, vol. 43637-667Cascio, W.F (1998) Managing Human imagerys Productivity, Quality of Work Life, pelf, McGraw Hill, Boston, MACox T Blake S. 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(2003) Structural Properties of Work Groups and their Consequences for Performance Social Networks, Vol. 25 (3), 197-210.Dass, P Parker B (1999) Strategies for managing human resource diversity from resistance to learning Academy of Management Executive, vol. 13 68-80Elsass, P.M Graves L.M (1997) Demographic diversity in decision making groups Th e experiences of women and people of colour Academy of Management review, Vol 22 946-973Ely R.J Thomas D.A (2001) Cultural diversity at work The effects of diversity perspectives on work group processes and outcomes Administrative Science Quarterly, vol 46 229-273.Fiske, S. (1993) Social Cognition and Social Perception in Rozenwig M.R L.W Porter (Eds) Annual Review of Psychology, Vol. 44155-194. Pato Alto, CA Annual Reviews Inc.Friedman, R.A (1996) Defining the scope and logic of minority and female network groups can separation enhance integration? Research in staff office and Human Resource Management, vol. 14 307-349Fleury, 1999Gaertner S.L, Dovidio, J.F, Banker B.S, Houlette, M, Johnson K.M and Mc Glynn, E.A (2000) Reducing intergroup conflict From super ordinate goals to categorization, recategorization and mutual differentiation Group dynamics scheme, Research and practise, Vol 4 98-114.Hayes, E. (1999) winsome at Diversity Executive Excellence pp.9Klein, K. J. Harrison, D. A. (2007) On the diversity of diversity Tidy logic, messier realities Academic of Management Perspectives, 21(4) 26-33.Jackson, B.W, La Fasto, F, Schultz, H.G, Kelly, D (1992) Diversity Human Resource Management, vol 31,pp.21-34Jackson, S.E, Joshi, A and Erhardt, N.L (2003) Recent Research in Team and Organizational Diversity SWOT analysis and Implications Journal of Management, vol. 29, No. 6, pp.801-830.Jackson, S.E, May, K.E Whitney, K. (1995) Under the dynamics of diversity in decision making teams in Guzzo, A Salas, E. 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African Diaspora Essay -- essays papers

African DiasporaThe study of cultures in the African Diaspora is relatively young. Slavery and the trans-Atlantic slave trade brought legion(predicate)Africans, under forced and brutal conditions, to the New World. Of particular interest to many recent historians and Africanists is the extent to which Africans were able to transfer, retain, modify or transform their cultures under the conditions of their rude(a)-fashioned environments. Three main schools of thought have emerged in scholarly discussion and research on this topic. Some argue that there are no important connections between Africans and African American communities in the Americas. Others argue that Africans retained significant aspects of their cultures. Similar to this lean, some have argued that Africans, responding to their new environments, retained and transformed African cultures into new African-American ethnic units.Detailed research done on slave communities in Surinam, South Carolina and Louisiana allow u s to look deeper into the statedarguments. Having recently addressed the same issues using Colonial South Carolina as a case study, I will focus largely on some of the arguments and conclusions raddled from this study. The indicate from South Carolina, Louisiana and Surinam supports the second and third arguments much more than the first. The third argument, that of heathen transformation, is the argument I find to be most valid. buttocks Thorntons analysis of this issue is extremely helpful. He addresses the no connections arguments in chapters 6, 7 and 8. He outlines the claims made by scholars Franklin Frazier, Stanley Elkins, Sidney Mintz and Richard Price. Frazier and Mintz believe that the extreme trauma and disruption see by Africans during the process of enslavement and the middle passage minimized the possibility that they maintained aspects of their cultures in the new world. They argue that this process had the effect of traumatizing and marginalizing them, so that they would became cultural receptacles rather than donors (152). Mintz and Price have argued the slave trade had the effect of permanently breaking numerous social bonds that had tied Africans together... (153). Another element of the no connections argument claims that Africans did not receive enough associational time with each othe... ... capacity. The use of poison as a form of rebellion is visible in twain the examples from Colonial South Carolina and Jamaica. Cases of death by poison in Colonial South Carolina leading up to theStono Rebellion led to its inclusion in the negro Act of 1740. The Act made poisoning a felony punishable by death. In conclusion, both significant African retentions and transformations took place in the early European settlement of theAmericas. More recently, there has been a tendency to overemphasize or even romanticize the Africanisms. While acknowledging Africanisms did make their way into the Americas, I find the evidence from accounts of early slave cultures and the Anthropological background provided by Thornton on cultural transformation and change persuasive in suggesting the formation of Afro- American rather than Afro-centric communities. This begin to the slavery and the slave era is relatively young and will have to be developed. A conclusion that is clear after studying works of son of a bitch Wood, Gwendolyn Hall andRichard Price, is that the early arguments suggesting no connection of African heritage to the Americas are entirely invalid.

Compare how Nichols and Alvi explore the issue of identity in Hurricane

antitheticiate how Nichols and Alvi explore the issue of identity in Hurricane Hits England and Presents From My Aunts In Pakistan In this essay I aim to compare the two poemsCompare how Nichols and Alvi explore the issue of identity inHurricane Hits England and Presents From My Aunts In PakistanIn this essay I aim to compare the two poems Hurricane Hits Englandby Grace Nichols and Presents From My Aunts In Pakistan by MonizaAlvi. I aim to analyse the language and structure shape of differentmeanings, also to see what take ons as a trigger in the two poems and finally to compare the issues rose about polish.Both of the poets feelings about their culture are triggered bysomething, which makes them think about how they feel. Alvi uses thepresents to act as a trigger, which makes her realise, she isnt ashappy as what she could be. When she describes herself as Staringthrough the fretwork, she shows that she feels torn between the twocultures. She also feels that she is stuck within the English culturebut wants to widen her familiarity to the Pakistani culture and maybeeven switch her culture. Another meaning to when she says this, isshe doesnt feel the fretwork is only iron but the English culture isthere stopping her and not the iron frame. Or it could even beherself that is stopping her because she is afraid of not fitting insince she has changed so much.In comparison, Nichols uses the hurricane to act as her trigger,how ever so, it doesnt have the same effect on her as it did on Alvi. When Nichols says It took a hurricane to bring her closer to thelandscape, she is talking about herself. When she says this, shemeans that ever since she moved to England, she has felt that he... ...ow the customs as well. Thequotes show that the Pakistani culture follows a tradition of wearinga salwar kameez, whereas the English culture follows a tradition ofquick and easy beds. She uses this as a contrast between the twocultures to make them apart. Throughout the poem Alvi explores thedifferent cultures and there meanings.Nichols refers to the cultures in different ways. When she writes, reproof to me HuraconOyaShango, she is directly addressing them andtalks to them as if they were her family.I personally think that each of these poems has its own uniquequalities, however my personal favourite is Presents From My Aunts InPakistan. I standardized this poem because Moniza Alvi manages to express herfeelings in a way that I have never been able to and also because shecan explore the way she feels by choosing different things to compare.