Beef Hormone Crisis Essay Example | Topics and Well Written Essays - 2500 words

Beef Hormone Crisis - Essay Example The future implications of what could turn out to be a drastic exploitation of science are uncertain, but should they prove to be negative, someone will have to be held responsible. Experimentation with hormones has been taking place for approximately fifty years. In the early 1980s the potential use for hormones as growth stimulants in cattle were realised: "A hormone-treated animal gains weight more rapidly, producing a more flavorful and tender product. By reaching market weight sooner, there is a reduction in the cost of beef production. Thus, consumers are provided with a higher quality of meat at lower prices" (A Primer On Beef Hormones). Research intensified in attempts to better understand and ultimately put to use potentially revolutionary procedures in hormone administration. Six hormones became the focus of attention for scientists and agriculturalists alike, three of which occur naturally within humans and animals (estradiol, progesterone and testosterone), and three synthetic hormones (trenbolone acetate, zeranol and melengestrol acetate). As early as 1981, Europe's stance concerning hormones became clear as the European Commission (EC) Council "adopts Directive 81/602 to prohibit the use of hormones, except for therapeutic purposes, but later postpones action on five hormones pending EC study" (Chronology of the EU's hormone ban). The United States adopted a more lenient policy towards the use of hormones as growth stimulants, encouraging the use of both naturally occurring and synthetic hormones as growth stimulants. Problems immediately arose as both parties either side of the Atlantic began to realise the financial implications of their differing views. Finding themselves on the raw end of the deal, in September 1986 the United States "raises EC hormone ban in the Committee on Technical Barriers to Trade ("Standards Code") of the General Agreement on Tariffs and Trade (GATT)", and then early in 1987 "invokes dispute settlement under the Tokyo Round Agreement on Technical Barriers to Trade" (Chronology of the EU's hormone ban). Hence a virtual trade war begins. The main results are a European Commission ban on all U.S. meat, and, in retaliation, one hundred percent tariffs on many millions of dollars worth of EC imports. Following the climax of trade disputes between Europe and the U.S., a relatively quiet period ensued leading up to 1993. The greatest significance of this year was perhaps the development and introduction of a new synthetic hormone, "Posilac", otherwise known as bovine somatotropin. According to its manufacturer, "supplementing dairy cows with bovine somatotropin safely enhances milk production and serves as an important tool to help dairy producers improve the efficiency of their operations" (Posilac; Bovine Somatotropin). Quite clearly the financial potential associated with such a product is considerable, and, just a few years after its introduction into the U.S. market, a new series of appeals arose as the United States bombarded the World Trade Organization (WTO) with complaints that Europe was not complying with International trade law. Canada also joined in the protestations summarised in the Iowa Agricultural Review: In 1996 the United States

Relationship between Different Components of an Airport Research Paper

Relationship between Different Components of an Airport - Research Paper Example Landside portion; this portion consists of the arrival and departure enclosures, passenger handling area, baggage handling area, cargo handling, and processing area, retail, and catering area.  Landside portion; this portion consists of the arrival and departure enclosures, passenger handling area, baggage handling area, cargo handling, and processing area, retail, and catering area.  Airside portion; this portion consists of the runway, taxiway and the area where the aircraft stands before and after takeoff and landing respectively.  The above figure shows that an ideal airport should be having one side for its ‘departure’ functions while the other side is kept for ‘arrival’ functions. Both of these converge into the front or the urban access portion for seamless integration.  Suppose at present the airport handles 2.5 million passengers and it is being estimated that by 2016 it would have to handle 5 million passengers annually. The airport would h ave to go for expansion in the context of runways, terminals, taxiways, and allied services. The airport is important for the adjoining area from the perspective of economy, business, tourism, and social development.  Ã¢â‚¬ ¢ Points of consideration: Land issues: The existing airport when going for expansion would require a huge amount of land. There could be scientific, social, environmental as well as political issues in the context of acquiring land, which have to be taken into account. Runway-taxiway: Runways and taxiways should ideally run parallel. The dimensions of the former would depend on the number, size, and type of aircraft being handled.   The size and dimensions of taxiways would depend on the number of passengers being handled and the probable increase in the number in the future.

Case Report Of Carlton Hotel Company Tourism Essay

Case Report Of Carlton Hotel Company Tourism Essay Introduction Executive Summary Ritz Carlton was founded by Mr. Cesar Ritz who initially worked in finest Hotels and restaurants in Paris. He owned grand Hotel Ritz and within one year he expanded wings in London and opened Hotel Carlton which became Ritz Carlton Hotel Company. He believed in excellent personalized services which satisfied the discerning guest. Ritz Carlton expanded to North America and ownership changed during 1983 to Johnson Company. During 1983 1987 Ritz Carlton expanded domestically and internationally under new ownership.  [i]   During 1997 Marriott International purchased Ritz Carlton and by 2000 it became primarily a management company operating 38 Hotels and resorts worldwide with minority stake in 10 properties and outright ownership of 3 hotels. The company used to obtain management contracts for new hotels and resorts around the world. Over the years hotel conglomerate won acclaimed for its services and had been awarded Best Hotel in Asia Pacific in the eight Business Traveler Asia / Pacific magazine Travel Awards Subscribe Survey and for two consecutive years Best Business Hotel in Malaysia. The Ritz Carlton Hotel Company for the first time now wants to open a hotel in historic Foggy Bottom district of Washington D C in Multi Use facility complex owned by Millennium Partners. The Hospitality Complex is 162 Luxury Condominiums, sports club, splash Spa, three restaurant, and 40,000 square feet of street -level restaurants and retail shops and 300-room hotel. Millennium partners founded in 1990 that set up high end luxury apartments and Lincoln square four building complex in New York was their first project and exhibited their future intensions. Millennium partners ended up in hotel business. In this case study Essence of Ritz-Carlton experience, the Ritz-Carlton selling, how the Ritz-Carlton creates Ladies and Gentlemen in only 7 days. Also McBride, Ritz-Carlton GM, to lengthen the amount of time spent on training hotel employees before hotel opening. McBride should consider a total overhaul of the hotel opening process. Products and Services Ritz-Carlton Hotel Company develops and Operates luxury hotels. Hotels are designed and identified to appeal to and suit the requirements of major customers including meeting event planners, Business travelers and leisure travelers. Ritz- Carlton set out to open any new hotel Ritz-Carlton including detailed analysis of site selection, new product and service development and feasibility study. The detailed analysis also includes target customers, their needs and expectations. The each hotel customized to meet local market demand. Innovation through make use of latest technology for enhancing customer satisfaction level Link restaurant services through internet KobaltExpress.com. It allows customers to decide menus ahead of time and also select the choice of table. Differential aesthetic look and best quality interior was few of the additional features. Core Values Business Model Following are the core values and Business model exist at Ritz Carlton: Core values: Trust, honesty, integrity and commitment. A great emphasizing on human resources, believes it important and biggest assets Foster work environment to fulfill individual aspirations Focus on Service but not sales Guest greets at Airport with mimosas and discount coupons on a silver tray Airport check in concierge Techno savvy to ensure customers needs satisfied Event Planners Ritz -Carlton managed properties for Millennium partners who were one of several hotel owners. Ritz Carlton charged management fees of 3% of total revenue besides wholly owned luxury hotels around the world. The customer segment was Independent travelers and Meeting Event planners. The key success indicators of hotel business were Average Daily Rate and Revenue per Available Room. Independent travelers were influenced through special services like providing discounting coupons at airports, created hotel room at airport and also introduced Technology Butler. The specialized services increased customer convenience and outpaced the competition. The nature of services is perishable and individual travelers are aiding in profitability. The event business / meeting business are growing and desirable for the sustainable profitability. The management contracts tend to meet needs of owners and operators. Quality at Ritz Carlton: Ritz Carlton has a great emphasizing on human resources. Robust HRM practices envisage right people for the right job and inducted to become perfect lady and gentleman. The total quality management philosophy began to permeate the organization. Company focused on new activities and measures including quality standards, continuous improvements for delivering better service quality. New programs designed to meet customer specific need and service quality indicators. The Quality policy believes in Exceeding Standards. Warm and sincere greeting, anticipation and compliances of guest needs and warm good bye are key service steps. HRM Practices at Ritz Carlton Human resources is critical element in the process for understanding of the service to be delivered and priorities in doing so, are aligned closely with customers expectations and marketing communications by the organization. For managers, the service climate needs to support and reward employees in their efforts to deliver the service product reliably at the promised standard. The value creation for customer If the customer perceives quality of the service to be higher than the cost incurred, the customer receives value. The greater the difference between the quality of service and the cost, greater will be the satisfaction or dissatisfaction. Ritz Carlton turnover rate was 20% compared to hotel industry average rate of 100%. This exhibits how Ritz Carlton cares about their employees and viewthem as one of the important and biggest asset and has passion for the people. Ritz Carlton nurtured and maximizes talent of each individual. Through the extensive formal and informal training employee were prepared to meet current obligations and also higher responsibilities in future. Employees were also trained to meet futuristic obligations and encouraged to cross train and learn about many different aspects. Performance was not only criteria but also managed by the employees themselves. Employees are monitoring their own performance and recognized for outstanding work, which ingrains a competitive advantage not seen not in the same industry but in many others too. Staffing To minimize failure in delivering services, key HRM practices like employee recruitment, selection and training focused and implemented. People having aptitude, talent and attitude to serve people, training schedule made sure to shape out staff for delivering exceptional services. The key of maintaining exceptional service standards was to keep high morale and motivation of each employee. Various tools were used to attract applicants for the various positions include visiting competitors restaurants, advertisement in news papers and visiting hospitality schools. Ritz Carlton job fair was organized for mass recruitment. Aspirants treated well including convenient reaching to destination of job fair, offering snacks and beverages, make them aware about organization. Value System and Service Oriented Approach of Ritz-Carlton The customer service oriented approach has three elements: For whom services and products created who will deliver and how will be delivered. Customer Value Customer relationships and customer loyalty Different communication and pricing strategies Assessment of customer satisfaction and complaints Making customer value more tangible People Role of employees in value creation Nature of competencies required to deliver services Empowerment of employees Reduction of stress Operations and Technology Designing processes to create value Design and location of facilities Role of technology Capacity management The Ritz Carlton having different value and philosophy in business which includes and they operate The Credo, The Motto, The Three Steps of Service, Service Values, the 6th Diamond the Employee Promise. The company is engage in the services oriented which have the unique characteristics for providing the services in order to meet the expectation of the customer. Some of the highlights have been captured depicted below:- Excellence in service not in Selling The Ritz-Carlton Philosophy states as they are not in the hotel business. The Ritz-Carlton is selling an experience, and experience that is based on excellence of service. As stated by Schulze, We are not in the hotel business. The hotel business is about selling rooms, selling food, selling the bar. We do those things incidentally, but our business is service. We charge for service. Our commitment to our customers is excellence in service. Their commitment to customers is excellence in service. Service is their profession. The total service oriented approach. The Credo The Ritz-Carlton Hotel is a place where the genuine care and comfort of guests is the highest mission. Pledge to provide the finest personal service and facilities for guests who will always enjoy a warm, relaxed, yet refined ambience. The Ritz-Carlton experience enlivens the senses, instills well-being, and fulfils even the unexpressed wishes and needs of guests. Motto At The Ritz-Carlton Hotel Company, L.L.C., We are Ladies and Gentlemen serving Ladies and Gentlemen. This motto exemplifies the anticipatory service provided by all staff members. Motto of the company, Employee commitment, The credo, employee promises and twenty basics are gold standards and success mantras. Gold standards reinforced on daily basis in order to build the habits of employees to deliver the highest level of services The three steps of service,- A warm and sincere greeting. Use the guests name. Anticipation and fulfillment of each guests needs Fond farewell give a warm good-bye and use the guests name. Service Values: Employees feel proud To Be Ritz-Carlton as they have opportunity to do following which gives them job satisfaction. The Ritz Carlton is known for service excellence and follow following principals to provide excellent service to their customers.= 1. Employee satisfaction. 2. Leadership involvement. 3. Determination, commitment, and accountability. 4. Attend to voice of the customers. 5. Two-way communication. 6. Freedom to act. 7. Employees as ambassadors. 8. Adapt service recovery model (L.A.S.T.: Listen, Apologize, Solve, and Thank You.) 9. Anticipate needs. 10. Scripting to convey the right message  [ii]   The 6th Diamond is Mystique, Emotional Engagement Functional , these all cared by Ritz- Carlton and known 6th Diamond. Employee Promises At The Ritz-Carlton Ladies and Gentlemen are the most important resource in service commitment to guests. By applying the principles of trust, honesty, respect, integrity and commitment, they nurture and maximize talent to the benefit of each individual and the company. The Ritz-Carlton fosters a work environment where diversity is valued, quality of life is enhanced, individual aspirations are fulfilled, and The Ritz-Carlton Mystique is strengthened.  [iii]   Creating Service Oriented culture through orientation Servitisation approach means bundling goods services and makes a integrated package. This approach more focus on associated services than product Four steps in creating servitisation approach:- Knowing your customers Organizing service delivery systems Making sure employees have appropriate skills Employing technology A services discipline is defined by the following main features: The benefits it offers to customers The need to integrate, manage and deliver processes The importance of establishing and maintaining relationships The Ritz-Carlton As a premium hotel whose utmost mission is to provide genuine care and comfort to guests, The Ritz-Carlton pledges to provide the finest personal service and facilities to the guests who will always enjoy a warm, relaxed yet refined ambience.And this objective can only be fulfilled by satisfied and engaged employees. The three goals of Ritz are financial results, customer satisfaction and employee satisfaction. These goals are not exclusive from each other. They are very closely interrelated. Without satisfied and engaged employees, there is no way to achieve excellent financial results and guest satisfaction. To ensure such high service standards, Management team look for people who will fit the existing culture and see the following qualities in the people. People who share the same values and purpose. People who care for and respect others. People who smile naturally. People who seek a long term relationship. People who have talent for the job Process of Ritz to create Ladies and Gentlemen in only 7 days The seven days countdown was formulated for hotel opening process which was refined during in the process of last several years , this was the new employees first encounter with hotel, which started exactly seven days before the grand opening of the hotel. The first two (2) days were devoted to orienting employees to the company culture and values. The next five days were devoted to more skills training and trial runs of service delivery. To ensure that employees are get aligned with organization mission and core values. Trainers from 23 nationalities The orientation process is slow and thorough, and ensures that the employees are aligned with the organizations mission and a great deal of focus is kept on the conveying the values of the organization. The trainers for the orientation program are gathered from 23 different countries, all considered the best of the best in their role within the organization. These trainers are responsible for ensuring that each employee is at the required level or standard in their specific job function at the hotel. Schulze addresses the new team by stating, You are not servants. We are not servants. Our profession is service. We are ladies and gentleman. We are ladies and gentleman and should be respected as such. He conveys a message of unity, a message of equality and team work during his address, and he again insists that We are ladies and gentleman serving ladies and gentleman, as per the Ritz Carlton motto. The Ritz-Carlton employed the Gold Standards to ensure this message was communicated effectively to all employees; the Gold Standard included The Credo, The Three Steps of Service, The Motto, The Employee Promise and the Twenty Basics to ensure employees were focused on the organizations values. Through continuous communication and brain storming session and directives from top to down level and intensive training, skill development and an aligned HRM strategy, within 7 days the Ritz-Carlton managed to create ladies and gentleman out of their employees. The steps for making Ladies and Gentleman Training and daily line-up: During the first two days employees were aware, trained and dipped into the culture and values of the organization and remaining five days devoted to specific skill training and trial runs of service delivery ensuring everything perfect and meeting service standards. The orientation process ensures aligns the worker with the mission of company and ensured service philosophy ingrained in all its employees, they ingrained the message that all employees are in the service business and not the hotel business. The executive team and Human Resources explain The Ritz-Carlton Credo, Employee Promise, and 12 Service Values. After that, they will receive 30 days of training from a certified trainer from the department. On Day 21, new employees are asked to give the management feedback on how they can improve their training program for future training and recertification. In addition, every employee gets a minimum of 130 hours of training every year, which spans training for his or her department, company culture, and language and computer skills. Day 365 is recognition of one year of loyal service and is an opportunity to reinforce the hotels culture. Every employee will also go through annual recertification after they pass written tests, role-play and interviews on culture and skill. Daily line-up is a daily briefing to reiterate the companys standard and convey important business messages. It takes place every morning in each department. While each department may conduct briefings differently, the message they convey is the same worldwide: they will talk about one of the 12 Service Values. Listening and communication: Communication is important and creates abundant opportunities to interact with employees beginning with the interview and continuing through monthly breakfast meetings and his daily rounds of the hotel: Human Resources also holds a monthly feedback session with randomly selected employees for 1 to 1.5 hours to discuss their concerns. Overall, every employee has one opportunity every year to speak with the General Manager or HR Director in private. In addition, the hotel conducts annual employee satisfaction surveys, and on an ongoing basis, collects opinions on employee issues and posts them in public areas identifying those responsible for solving them. The executive team then notes the number of issues solved and measures the satisfaction of the employees. Empowerment and continuous improvement: Employees are also encouraged to be innovative and creative when it comes to improving their jobs. Money is not the key motivator; employees are rewarded for improving the goals measured by guest satisfaction, financial performance and employee satisfaction at year-end. Employees are rewarded and recognized for their outstanding customer service.  [iv]   Information support: Through their numerous interactions with guests throughout their stay like check in, room service, and housekeeping, employees continuously record guest preferences and needs in Guest Preference Forms. Every night, such preferences and needs are entered into The Ritz-Carltons worldwide database Project Mystique, so whenever guests make a reservation at a Ritz-Carlton hotel, their needs and preferences are known and taken care of. Reward and recognition: At The Portman Ritz-Carlton, employees are recognized and rewarded both financially and non-financially. Mark DeCocinis believes if you want your people to be the best, you must pay them top market salaries. While money is not the key motivator, employees are rewarded for improving the goals measured by guest satisfaction, financial performance and employee satisfaction at year end. Employees are rewarded and recognized for their outstanding customer service. Every quarter, a Five-Star Employee Award is granted; with the winner receiving a five-night stay for two at a Ritz-Carlton anywhere in the world, along with round-trip tickets for two and US$500 allowance. At Ritz -Carlton human resources are very well planned they treat with hospitality. As per their President who says you are not servant. We are not servant. Our profession is service. We are ladies and gentleman, just as the guests are whom we respect as ladies and gentleman. If you impart such culture be sure you will create ladies and gentle to serve. Give the respect take the respect, which costs nothing only wins, the heart of the customer who is taking the service will have regards for the service provider. Employee orientation schedule Employee orientation is key part of the training and development process which introduces employees to the jobs, colleagues and organization. Researchers have found that formal orientation can achieve significant cost savings by reducing anxiety of new employees, fostering positive attitudes, job satisfaction and sense of commitment at the start of the employment relationship. The 7 day countdown was a Hallmark of Ritz Carltons well defined hotel opening process which synchronized all steps leading to the opening of a new hotel.  It was Ritz Carltons orientation process aimed at aligning the employee with the vision and mission of the organization. The 7 day orientation process was standardized and ensured that Ritz Carlton has the right employees to support its vision which was Excellent Personalized Service. The seven day countdown was a worldwide best practice for the organization but in our opinion McBride should lengthen the 7 day countdown because of the following reasons: Current difficulty faced in training new hires to meet the high expectation of Ritz Carltons standards in only 7 days. An increase in the training period would help employees understand their role in achieving the key success factors and creating the The Ritz Carlton Mystique. By lengthening the 7 day countdown the service could become flawless which in turn could help translate the 5% dissatisfied customers to satisfied customers. This would result in occupancy going up from 80% to 88% due to increase in satisfaction level translating to $300 million. Extending the 7 day countdown means investing in long standing excellence in areas such as employee orientation and customer oriented training resulting in increased customer engagement and satisfaction. Research on guest-spending patterns indicates that a four percent increase in customer engagement company-wide would generate an extra $40 million in incremental revenue. Employees morale is boosted as they are protected from feeling overwhelmed. A longer employee engagement would also mean further decrease in the annual turnover which stood at 18%. Adults by virtue of having lived longer accumulate greater volume, knowledge and mind-sets. It would help to have more time for the employees to o un-learn and learn new things. Continuous improvement was absolutely critical to keep the commitment to customer for excellence in service and extending the 7 day countdown would help the process. Would help thwart competition from The Four Seasons by offering flawless service which can be achieved by increasing the orientation period. Would help meet the expectations of the Millennium Partners about this hotel offering great great service which means it expected Service par excellence. Thus we believe that Ritz Carlton should therefore increase the length of the orientation to further ingrain service excellence in its new employees which will ensure higher productivity and foster competitiveness. An assessment of 7 days vs 14 days training program 50% occupancy revenue = $5,000,000 Cost of the 7 day training program = $10,00,000 (estimated) 80% occupancy revenue = $8,000,000 Cost of the 14 day training program = $20,00,000 (estimated) Benefit of the program = 3,000,000 Additional Cost = 1000,000 Return On Investment = 300% Every investment including investment for employee training associated with cost and benefit. The cost and benefit mean cost involved in training of employees, direct revenue benefit, intangible benefits. The increase / decrease training schedule also adversely / favorably impact. Ritz Carlton is well known name to the industry and known for service centric approach. Initial Occupancy may not affected by training period but message of customer care approach need to be ingrained. Local culture also affects the training schedule as behavior of individual employees need to framed up in line of the global approach. Change in hotel opening process Change is part of life. World scenario is becoming dynamic and industry is coming up with innovative products to lure customers. In order to stay ahead in competition, Ritz Carlton also need to think differently. The entire training module, customer expectancy needs overhaul of the hotel opening process. The defects need to eliminate within shortest time frame.. Additional training and development will increase the cost but it will build up confidence and set new industry bench mark. Ongoing operation is very different from the opening a new hotel. The opening hotel require two core competencies One is dealing with the development of the site. Human resource processes necessary to get the hotel up running. Ritz-Carlton regarded employees as the cornerstone of its exceptional service culture. The company understood that, as a service organization, the quality of its end product was only as good as the people providing it. Therefore it took care to see that it not only recruited the right kind of employees, but also provided them with the necessary inputs to enable them to provide exceptional service. Although Ritz-Carltons salaries were not significantly higher than those of other comparable organizations in the hospitality industry, the company was a preferred employer because of its organizational culture and the way it treated its employees. Ritz-Carltons organizational culture not only helped the company provide exemplary customer service, but also created an atmosphere where employees felt valued. It is difficult to train new hires to meet the high expectation of the Ritz Carlton service standards in only seven days, but it worked in Ritz Carlton. Training should not be longer which will not be cost effective in the short span of the time. The employees already working should be given chance to in the second opening millennium to avoid taking risk at the opening itself. Recruitment should be done for the Ritz Carlton not for the millennium because the employee can be transferred as per the requirement. The employees of the Millennium partners can be taken for the opening, as the partners employees will feel proud to work jointly as a team. This will give opportunity to the partners employee who knows the brand fame of the Ritz Carlton by giving the Ritz Carlton basics. Ritz-Carlton management takes the following four steps to ensure that employees maintain the companys high standards for quality and service Excellence, as articulated in the Gold Standards: (i) rigorous employee selection process, (ii) employee orientation, (iii) employee training certification, and (iv) continuous coaching. Conclusion The service industry is becoming more competitive. Global aspirations and technological innovations are challenges for the industry. Customers are loyal to the services rather than company. The services need to revisit and provide latest offers. Worlds best organizations believe in beating their own standards and developing innovating products to serve and win customer hearts. 100 % employee pride Joy, Zero customer difficulty and 100% customer loyalty are performance criteria of performance excellence set by Ritz Carlton Hotels. The road map created for performance excellence through strategic planning, leadership, Human resources, Processes Systems, customer focus, information analysis finally business results. Employees groomed and equipped to exceed (Not meet) customer requirements. Regular updating training needs, deliverance evaluation, PDCA (Plan, Do Check, Act) and Z- back approach; unlearning learning approach aided in meeting industry challenges.

Women, Law, and Equality Essay -- Womens Rights, gender inequality

In the past 3 decades, women made great advancements in the workforce. First, they have become an integral part of the labour market; they have access to higher education and consequently to traditionally male dominated professions such as medicine, law and business. While statistics show that women are equal to men in terms of their numbers in the law profession, it is not clear however, whether they have achieved equality in all other areas of their employment. In this paper, I will examine women’s experiences in the law profession; whether women are earning equal salary compared to the male lawyers, do they still face barriers that are gender related and whether they have broken the glass ceiling in a profession that is supposed to be an example for practising equality and justice. The experience of women lawyers. Despite improvements to women’s role in the labour market, women are still facing obstacles that are gender related. Women continue to bear the main responsibility for domestic duties and child care and further more, policies have not enabled women to fully succeed. While women were able to gain access to this highly male dominated profession, and in some cases they outnumber their male counterparts, researchers agree that women are still facing discriminatory barriers. While discrimination is more subtle nowadays compared to the blatant and stupid style of the recent past (Adcock, 2006) women are still experiencing discrimination which is preventing them from receiving equal pay, thus hindering their progress and altering their career paths. They still face an array of barriers to achieving equality in their careers, including the allocation of work, opportunities for advancement, income differentials... ... of the choices that women are making or the constraints that they have to live with. I argue that women do not have the freedom to pursue their careers in the same way men do, they have the juggling act that they need to perform by satisfying their social stereotyping roles of care givers and nurturers. While equal pay is not an issue on the outset in federally regulated sector due to the Pay Equity legislated, however it would be interesting to see how many women are reaching high ranked positions in proportion to the overall demographics. According to a report y the Treasury board secretariat on diversity in the public service â€Å": Women†¦ have faced negative attitudes and stereotyping and have consistently undervalued† which confirms while women are supposed to be renumerated equally to men, they have yet to improve their representation in the leadership ranks.

Employee Representation Essay

The rise of capitalism in industrialized societies ad increase in case of exploitation of employees led to the rise of trade unions.   The trade unions were formed for the purpose of representing employees through preventing exploitation by their employers.   The increased cases of exploitation in terms of wage and other issues that affected employees in organisation, industries and companies led to the formation of trade unions.    The trade unions aim was to improve employees pay and other employment conditions through representing the employees in a collectively bargaining.   The formation of trade unions was initially objected by employers who felt they had a right to exploit the poor since they owned factors of production.  Ã‚   In today’s society most employers who understand the role of trade union appreciate the efforts made by trade unions.  Ã‚   A group of employees may join together to form a trade union and they may seek recognition from their employer (Blyton and Turnbull, 61). Collective bargaining involves the process by which the employer and trade unions discuss and agree on the employment terms and conditions.   The collective bargaining does not normally establish legal relations between the employee and employer. However, the agreement areas which relate to terms and conditions of employment become basis of employment contract.   The employer and employee can then agree on the employment terms as agreed between the employee and trade unions although it’s subject to any changes made between the employee and the employer.   Collective bargaining takes place in firms of all sides.   Good employer-employee relationships contribute to a healthy employer-trade union relationship. The effectiveness if trade unions can only be measured through the outcomes of intervention in employer-employee relationship.   Some trade unions have been known to be dormant and reap money out of employees yet no change is noticed in employees conditions under which they work.   Few trade unions have colluded with employers and oppressed employees after which the employers have supported to the collapse of the trade unions due to breach of contract. A trade union is an independent   body which been formed by individuals who volunteer to form an association whose main goal is to represent and protect the employment, service-related, professional, economic and social rights and interests of the employees.   Employees regards to anyone employed despite the nature of work. The trade unions achieve their set goals though dialogue with employees, association of employees, local government and the government in which trade union exist.   The dialogue is based on consultancy and collective bargaining on issues that are of interest to employees.   All employees are at liberty to join or not to join any â€Å"trade union except members of National Defence Force, National Intelligence Agency and South African secret service (Edwards, 36). Extent to which employee representation through trade unions is effective depends on the nature of employment and size of business or organisation in which the employee is working in.   In small organisations the trade unions have a small scope of employee representation because most dialogue is done directly between the employer and employee.   In such small firms, the trade union efficiency in employee representation can be derived from their ability to negotiate for good pays and payment systems, hours of work, holiday, sick pay and pensions. Trade unions are regulated by labour Relations act. The labour Relations Act applies to all employers, workers, trade unions and employers’ organisations.   However the act does not apply to member of National Defence Force, National Intelligence Agency or South African Secret Service. Trade unions in large firms and organisations enhance the relationship between the employer and employee.   This is because the employees have their chosen representatives who present employee grievances to the trade union.   In large firms and organisations all aspects that concern the employment contract are made known to the trade union for the trade union to be effective. Employees who represent collective needs of employees to employer may face hostility from employers.   In most cases, the employees who stand out to fight for the collective rights of employees have lost their jobs and this has created sense of insecurity among employee leaders. This usually happens when the imposed changes are objected by the employer.   This problem has made employee representation through sponsored trade unions to be effective because trade unions are independent association of volunteers.   Sponsored trade unions, due to absence of fear of the repercussions are able to negotiate with employers, association of employers effectively so the employees’ interests are addressed (William and Adam Smith, 88). Employee representation through sponsored trade unions has been especially effective while dealing with collective issues that concern all employees in a given state.   The trade unions are mostly made up of radical individuals who are patriotic and committed to the overall objective of addressing employees’ interests which involve minimum wage of civil servants depending on the standard of living and economic growth or the country. Trade unions have been effective in addressing issues that concern mode of payment for employees to avoid such cases like delayed salaries and wages.   This has led to improved social welfare of the employees.   Trade unions have been known to intervene in cases where organisations and firms have failed to pay their employees in time.    Also, trade unions have intervened in cases where the employees are exploited through low wages.   The employees demand increment of salaries through trade unions.   The trade unions then hold meetings with the employer or association of employers to agree on the fair salary.   The intervention by trade unions had led to great improvement in the labour market and this can be seen through reduced strikes in most countries. In the past, there were few laws that governed issues elated to sick leaves, maternity leaves and general leaves.   The trade unions have been known to contribute greatly to the occupational law through identification of areas where unfair dismissal is applied. Most employees have suffered unfair dismissal from temporary contacts or permanent contract due to inevitable cases like when absenteeism occurs due to sickness and/or maternity leaves.   In small firms, employees have been known to suffer the ill-treatment silently but the presence of trade unions has shown a lot of improvement in the labour industry.   The trade union representative in such a case is allowed by the labour Relations Act to help and present workers in governance and disciplinary hearing when the employees agree (Blyton and Turnbull, 565). Increase in payment demands by employment has in most cases led to termination of employment of the pioneers of the idea.   This has fear among employees who want to maintain their employment.   However, the productivity of laborers decline because of the dissatisfaction with their salaries.   Trade unions therefore hold discussions with employers and they monitor the employer’s compliance with the labour relations Act which involves any law regulating terms and conditions of employment and whether they have honored any agreement that had been made between employer and employee. Employees cannot be able to monitor employer compliance with law due to fear of losing the employment hence employee representation through sponsored trade union ensure adherence by employer to any agreement that is passed concerning employee’s interest.   Effectiveness is achieved by ensuring employers comply and by reporting any failure by the employer to comply with the law or any made agreement to association of employers or any responsible authority or agency.   Employers are likely to act fast on the agreement when they are under the pressure of trade unions other than when employees are pushing. Employees have a tendency to act on the agreement made between employer and employees because employer acknowledge that trade unions are independent association that are protected and empowered by labour relations act. In countries where racism have been know to have great effect on employment environment especially issues regarding promotion and unfair treatment, trade unions have been known to intervene to ensure fair treat of all individual/employees in countries like US where racist is said to exist in most organisations, employees forward their grievances to trade unions because if they complain or demand justice, the employer may deny them their right or may terminate their contracts or employment. Employees therefore though the trade unions present their grievances to civil command and their discrimination issue is addressed. Employee representation through sponsored trade unions ensures that employers conform to anti-discrimination law; employees with different races, religion age and marital status are treated equally due to follow-up by trade union representative. There have been incidences where the working conditions pose a health hazard to the employees yet the remuneration given cannot cover the extent of risks the employees are exposed.   When individual employees complain of their dissatisfaction with the salary based on the risks the employees are exposed to, the employees may be terminated or may be pressurized to quit the job by the employer on the argument that there is plenty supply of labour.   The trade unions therefore intervene so that the employees are paid in accordance to the risks they are exposed to. Excess supply of labour had led to many employers’ taking advantage of the situation by paying the employees less wage as compared to the amount of work that they do.   Some employees may not even complain of their exploitation by the employer because they fear loosing their long awaited job.   In capitalistic societies, where the few are the owners of factors of production, there is high exploitation of the poor people who supply labour to the industries. The merchant in capitalistic societies pay constant wage which does not account for all the labour hours.   The poor work for more hours.   Trade unions in such situation have been known to be agents of social changes which may be radical.   The trade unions have contributed to the seizure of the habit by ensuring that employees are paid their worth irrespective of their positions.   Trade unions are accredited for presenting the grievances of the poor (Beardwell, 225). In organisation/firms where the employees are many, it becomes very hard to address the individual needs.   Trade unions therefore collect the individual needs and try to apply them to the whole group.   This is especially the case with civil servants who work in various regions of the state in different departments and therefore have different need. The trade unions address those needs by holding discussions with government officials and they may challenge the states labour law if they are to the disadvantage of employees.   The trade union in most countries have been known to cause remarkable changes in labour laws for example, setting the minimum wage that should be earned by any employee depending on the nature of job and category of job. Trade unions are effective more than individual employees especially in presenting individual rights since trade unions enjoy some favour from the industrial relations Bill in 2003.   The trade unions are able to negotiate for the members interests as association of employers. Trade unions contribute to the formation of government policies concerning resource allocations and other matters that concern employees.   Some trade union representatives are incorporated in the government policy making through writing proposals which the government use as guide in making the policies. The proposals consider the government resources and the human resource (employees) needs and make suggestions on how the government can integrate both parties’ demands given the scarce resources.   Though, even with the support from government through industrial relations Bill 2003, trade unions are faced with challenge of many cases taking long term to be completed.   There have been many pending cases in courts as noted in the Irish government (Beardwell, 225). Trade unions have been delegated many duties that concern employee interests.   However, trade union cannot represent the employees in full capacity to their employers.   This has led to formation of non-union groups in the industries, organisations or firms. These non-union groups are mainly composed of employees who seek to represent the grievances to the employers with an aim of consensus through dialogue.   The formation of non-union groups has been triggered by the disillusionments that have been incurred by many trade unions in Irish government.   The disillusionment is highly attributed by the long period of time that many industrial cases take in labour court.   In fact, the data from Irish government indicate that few races which may be less than ten cases have actually reached the determination stage (William and Adam Smith, 89). Most companies argue that there is scarcity of human resource in their firm and hence thus most times the labour is misused through denial of holiday leave some employees develop health complications due to overworking or work pressure.   Some employees when they report the need to be given lighter job are threatened or are denied the right because of their race, ethnicity or religion.   The employees can then sue the concerned organisation through the sponsored trade union for violation of occupational safety and health act.   This has brought positive results because employees have complied with the occupational safety and health act due to the power that trade union are accorded by the industrial relation Act. Most trade unions have been know to contribute greatly in the health and safety training of employees and employers and have had positive impact on the effectiveness f trade union.   In cases where the trade unions gain favour from employer or association of employers, through recognition, the trade union plans and strategies to address the issues that concern employees become very effective (Blyton,66). Most employers are reluctant to change the working conditions of their employees because they incur extra cost on the firm or organisation.   The employers in such cases do not pay attention to employee suggestions or grievances but intervention of trade unions enhance the situation because most employees are aware of the privileges that have been accorded trade unions by the industrial relations Act, 2003 (Edwards, 35). When an employer wants to introduce a new technology that is likely to affect the employees, the employees object the introduction through trade unions.   Most employers innovate ways in which to reduce operational costs without putting employees needs into consideration.   In most cases, the adoption of the technology requires lay off of some employees and this would have an effect on the employees’ welfare. The trade union takes up the matter and negotiates with the employer on the impact of the introduction on the economy.   Most employers have been known to balance their interests with the employees due to the effective presentation by trade unions. Strikes are common in many nations.   Strikes usually occur when the employees fail to act as per their agreement or sometimes strikes are done to demonstrate dissatisfaction with the employers’ services or treatment. Most employers have been noted to act very aggressively.   Some employees according ton various studies done in UK have been seen to fire few employees instead and this brought a lot of criticism from employees and public.   Trade unions become very crucial in such cases because they present the employees in court and sue for damages caused by the unfair dismissal of the employees.   In most cases, when the cases in court are taken up by trade unions, they are acted upon very fast other than individual employees because of the recognition of trade unions. Employees are meant to relate with their employers well.   The relationship between employer and employee should portray transparency and commitment by both parties towards the contract that they have entered into.   Good employee-employer relationship enhances the achievement of the organisations or firm’s goal.   When there is dialogue between employer and employee, the need for trade unions becomes insignificant. However, very few employers honour the terms and conditions of the contract according to occupational safety and health and yet they expect the employees to comply with the terms and conditions of the employment.   The conflict of interest between the two parties necessitates the need for an independent association trade union.   Other wise, compliance by both parties would produce positive results and would save time and cost on the firm or organisation incurred in legal proceedings. Most employees in UK have joined trade unions as shown by the government data.   The employees have joined the trade unions because of their recognition for the need of an arbitrator between then and the employees.   The employees can only be presented if they are members of trade union.   The membership is voluntary for all except members of defense. When most employees retire, there is tendency by the employers to fail to pay pensions.   Trade unions have noted to be effective in claiming the employees’ rights especially pension funds.   Most domestic jobs however do not have pension schemes for example the house keeping, shopkeeper attendant. This has limited the performance of trade unions because however much they want to assist the employees, the nature of job cannot favour the intervention of trade unions. Some employees have been known to abuse the trade unions power by failing to report of their absence from job and this limited the effectiveness of trade unions in presenting the employees.   Negligence by employees through for example, deliberately destroying a company’s wealth or resources like lighting a cigarette in a petrol station by an employee, cannot be protected.   The employers sometimes use the trade unions as puppet to push for their needs and interests.   This has led to ineffectiveness of many trade unions which have been disregarded by employers (Blyton, 33). The trade unions can liaise with the labour departments in many states.   The relationship between trade unions and labour departments has produced good fruits in many countries because it has increased recognition and the effectiveness of the unions.   The trade unions are known to gain favour from most governments hence the grievances of employees are addressed fast when they are represented through a trade union. The employee presentation through sponsored trade union can only be effective up to the point where the court ruling has been done.   Beyond court ruling the employee presentation through trade union then becomes insignificant.   The employees have to adhere to the court ruling whether it favours the employer or employee.   Most employees have face disillusionment after the trade unions efforts are undermined by the industrial court (Edwards, 21). Higher presentation of employees in the trade unions has contributed to higher returns or positive results.   This has been the inspiration by many employees to join trade unions.   The industrial Relation Act in Irish government which was amended in 2003 has been seen to favour trade unions.   However, the trade unions have realized their ineffectiveness due to the legislative system where many cases remain in court for so long.   The trade unions in Irish government were accorded right to bargain though labour courts and labour Relations Commission were given greater powers to resolve recognition and representation disputes (Beardwell, 213). Many countries are known to have similar legislative systems which give industrial Courts right to deal with employees’ disputes.   In countries, industrial courts recognize trade unions more than individual employees.   This had led to many employees been pressurized by the system to join trade union so that the disputes that have in industrial courts may be dealt with fast especially with intervention of trade unions. When trade unions are pushing for the employees’ interests, the employees feel at liberty to express them because they will not suffer victimization as would be the case if they pursued the interests or grievances as individual employees.   The labour relations commissions however, has reported cases of disillusionment the failure of the parties in disputes to meet timescale and deadlines in many instance.   The labour relations commission data in Irish government indicate that the failures are in most cases caused by employers but trade unions are not exempted too. In Europe, most employees even those working in small firms have enrolled into trade unions and this enhanced the services delivered to them.   However, the effort of trade unions has been undermined by the size and nature of employment. Trade unions are supposed to be independent in their practices that are directed into addressing the employees’ needs.   However, it’s easier said than done.   Some trade union representatives in their leadership positions seek to gain favour from the government.   This has led to few trade unions compromising their mission and objectives and this has proved ineffectiveness of the trade unions as employee representative.   In pursuit of favour from government officials or government itself, some union leaders have accepted tribes and this caused serious repercussions for the employee’s grievances.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Work Cited Beardwell Ian. ‘A Critical Analysis.’ Contemporary Industrial Relations vol.1 (1996): 212-311. Blyton I & Turnbull P. The Dynamics of Employee Relations.3rd ed. London:   Palgrave, 2004. Edwards P. Industrial Relations Theory and Practice in Britain.2nd ed. Oxford: Basil Blackwell, 2003. Williams S and Adam Smith D.   Contemporary Employment Relations. Oxford: Oxford University Press, 2006.

Chemistry and Biotechnology Essay

ABSTRACT Elemental analysis of organic compounds determine the elements present in them but they do not give the actual structure or the functional groups present. Since all organic compounds contain hydrogen and carbon, most tests consist of only the determination of oxygen, sulfur, nitrogen and halogens – elements that are most of the time the only ones involved in organic compounds. The experiment focused on the Sodium Fusion test, which tested for all elements except oxygen. In the test, the test compound is broken down into its elements, which then bond individually with sodium. The presence of sulfur was tested either with lead acetate or sodium nitroprusside. The presence of nitrogen was tested with ferrous ammonium sulfate and potassium fluoride. The presence of any halogen was tested by a flame test with copper wire and the identification of the exact halogen was done using silver nitrate. Careful experimentation was needed in order to avoid false positive and false negative r esults. Keywords: elemental analysis, oxygen, sulfur, nitrogen, halogens, sodium fusion, lead acetate, sodium nitroprusside, flame test[pic] INTRODUCTION Organic compounds are composed mainly of carbon and hydrogen, and in certain functional groups, oxygen, nitrogen, sulfur and halogens. When presented with an unknown organic compound, it is at times enough to determine the elements present in the compound and not the exact functional groups. The process in which the elements of a compound are determined is called elemental analysis. One of the tests done to conduct elemental analysis is the Sodium Fusion Test. In this experiment, sodium fusion test is used in elemental analysis of qualitative determination of elemental halogens, sulphur and nitrogen in a sample. Sodium is a very strong reducing agent that will able to break up the organic compounds carbon atom chain. It also will convert the atoms which are covalently bonded to the carbon chain to inorganic ions. The elements are detected by sodium fusion test. The organic compound is fused with metallic sodium to convert these elements into ionic mixture which dissolved in water and the filtrate is used to perform the tests. The sodium fusion test, in some texts known as the Lassaigne’s test, was developed by the French chemist, Jean Louis Lassaigne in the 1800’s. It is a general test performed in order to determine the presence of nitrogen, sulfur and halogens. The principle behind the test is the breakdown of the compound into its elements at high temperatures. The breakdown of a compound into its elements is possible for organic compounds as they do not dissociate and form ions when dissolved in a liquid unlike salts and other ionic compounds. These elements then fuse with sodium. These sodium compounds are then the ones tested with different solutions that reveal the presence or absence of the above elements. A limitation of this test is that it cannot test for the presence of oxygen, however, the presence of oxygen can easily be determined through the determination of the actual functional groups in the compound. It is a general test for the detection of halogens, nitrogen and sulphur in an organic compound. These elements are covalently bonded to the organic compounds. In order to detect them, these have to be converted into their ionic forms. This is done by fusing the organic compound with sodium metal. The ionic compounds formed during the fusion are extracted in aqueous solution and can be detected by simple chemical tests. The extract is called sodium fusion extract or Lassaigne’s extract (Wikipedia, 2012.) When an organic compound is heated strongly with sodium, any halogens, nitrogen, and sulfur will be converted into inorganic sodium salts such as sodium halide (for halides), sodium cyanide (for nitrogen), sodium sulfide (for sulfur), and sodium thiocyanate (for sulfur and nitrogen).The nitrogen is confirmed with ferrous sulfate i.e. iron sulfate. In this experiment, the Sodium Fusion Test was used in order to determine the elements present in an unknown compound. MATERIALS AND METHODS The experiment was divided into 2 parts; the first part was the sodium fusion test while the second part consisted of the tests for specific elements. For the first part of the experiment, a piece of sodium metal was washed with hexane and then placed in a completely dry test tube. It was made sure that the test tube was completely dry because any drop of water in the test tube would result to an explosion due to the highly reactive property of sodium. The test tube with the sodium metal was then heated until the metal has melted. Once the vapor has reached a third of the test tube, it was removed from heating and 0.5g/15ml of the sample was added to it. The mixture was then reheated until the fusion has been completed. A successful fusion was noted by a small explosion or flash. The mixture was removed from heating. Once the mixture has cooled to room temperature, 1ml of ethanol was added to it and the mixture was again heated until a dull red mixture was obtained. This was done with constant stirring. Once the dull red mixture was obtained, the test tube was immersed in 10ml distilled water and was broken using a glass rod. The mixture was stirred and it was made sure that no residue was left on the stirring rod.; it was then heated to boiling and filtered using an ashless filter paper and the residue was kept aside. For the second part of the experiment, tests for sulfur, nitrogen and halogens were performed. The test for sulfur could be done in two ways: the lead acetate test and the sodium nitroprusside test. For the lead acetate test, 1ml of the sodium fusion filtrate was first tested with blue litmus paper. Acetic acid was then added dropwise until the solution becomes acidic. A few drops of 1% lead acetate solution were added to the solution and the formation of a black precipitate indicated the presence of sulfur. The sodium nitroprusside test was done by adding 2 drops of 2% sodium nitroprusside to 1ml of the sodium fusion filtrate, with the formation of a deep blue-violet color an indication of the presence of sulfur. The test for nitrogen was done through the Lassaigne Test or the Prussian Blue Test. 1ml of the sodium fusion filtrate was adjusted to pH13 through the addition of 10% NaOH solution. 2 drops of each freshly prepared ferrous ammonium sulfate solution and 30% potassium fluoride solution. The mixture was then heated to boiling and acidified through the addition of 3M sulfuric acid drop wise until the iron hydroxides have been dissolved. A positive result was indicated by the formation of a dark blue solution or precipitate. The test for halogens was done in two parts – the first part, called the Beilstein’s test was the test for the presence of halogens while the second test was the test for the identity of the halogen if it is present. For the Beilstein’s test, a copper wire with a loop at the end was heated using a Bunsen burner until no color was imparted on the flame. It was then cooled and dipped into the sodium fusion filtrate and then burned again. The appearance of a green flame was the indication of the presence of halogens. For the test for the specific halogen present, 2ml of the sodium fusion filtrate was tested with blue litmus paper. It was then acidified through the drop wise addition of 5% nitric acid solution and boiled slowly for a few minutes. The solution was then cooled and filtered if a precipitate was formed. 2 drops of 0.1M silver nitrate solution was then added to the filtrate. The formation of white, pale yellow or yellow precipitate indicated the presence of chlorine, bromine and iodine respectively. The results can be further verified through the continuous addition of 0.1M silver nitrate in ethanol in order to precipitate all the halogens. The precipitate was then tested with 2ml of 5% ammonium hydroxide. Dissolving of the precipitate indicated the presence of chlorine. Slight dissolving indicated the presence of bromine while insolubility indicated the presence of iodine. DISCUSSION OF RESULTS The following table shows the results of the elemental analysis tests and the flowchart shows the correct steps of the elemental analysis (basing on the identity of the unknown and not on the experimental results): |Cl |- |S |- | |Br |- |N |Present | |I |- |Metal |- | |F |− | | | During the sodium fusion test, the unknown organic compound was heated to very high temperatures and as a consequence, was broken down into its elements. In the presence of sodium, the compound can form different products depending on the elements present. These products can be NaCN, Na2S, NaI, NaCl or NaBr, since the most common elements found in organic compounds other than carbon,hydrogen and oxygen are nitrogen, sulfur and the halogens. For the unknown compound, sulfur was present and so Na2S was formed. If the sulfur was tested with lead acetate, the following reaction occurred: [pic] The reaction leads to the formation of PbS, which is a black precipitate. If sulfur was tested with sodium nitroprusside, the following reaction occurred: [pic] The ionic solution formed was of a deep violet color. For the unknown compound, nitrogen was presend and so NaCN was formed. For the test for nitrogen, the following reaction occurred: [pic] [pic] [pic] The resulting product is of the Prussian blue color; it was either a solution or a precipitate. The unknown compound did not contain halogens but if it did, the following reaction would have occurred for the Beilstein’s Test: [pic] In determining the actual halogen present, the following reactions occurred: AgCl, AgBr and AgI are while, pale yellow and yellow precipitates respectively. If the sodium fusion test was done in limiting sodium and both sulfur and nitrogen were present in the compound, the thiocyanate ion would be formed during the fusion instead of the cyanate ion. A blood color would emerge from the nitrogen test due to the following reaction: [pic] The organic compounds to be analyzed consist of basically of a chain of carbon atoms which various other atoms are attached. Since these elements are covalently bonded to the carbon chain, it is unable to dissolve in water to form cations and anions. However, sodium fusion test can be used to reduce those atoms that are covalently bonded to the carbon chain to inorganic soluble ions since sodium is a very strong reducing agent. In the Lassaigne’s test, the nitrogen can be reduced to form cyanide ions, CN-: [pic] For sulphur, it had been reduced to form sulfide ion, S2- in Lassaigne’s test as shown in the following: [pic] If both nitrogen and sulphur are present in the organic compound at the same time, then the chemical reaction below will take place in the test: [pic] If halogens (Cl, Br, I) are present in the compound, the halogens will be reduced to form halide ions (Cl-, Br-, I-) during the sodium fusion test. [pic] The inorganic ions in aqueous solution could be easily observed after undergo certain tests which can indicates the presence of elements in the particular compounds. In the cyanide test, the filtrate of compound A was added with ferrous sulfate, a dark green precipitate was formed. The formation of ferrous hydroxide was produced from the reaction between ferrous sulfate and sodium hydroxide. [pic] The sodium hydroxide was formed by the reaction of unreacted sodium metal with water due to incomplete reaction of sodium fusion with compound A. [pic] The FeSO4 solution was added to confirm the presence of NaOH and to react completely with it in the filtrate. At the same time, a small amount of black precipitate was formed at the bottom but it was disappeared after more ferrous sulphate was added. The formation of black precipitate may be due to the ferrous sulphide exists in the mixture. [pic] The equation below shows that the ferrous sulphate was reacted with the sodium cyanide to form sodium ferrocyanide as the main product. [pic] The sulphuric acid and increase in temperature was used to increase the suitable medium for the formation of complex. As a result, ferric-ferrocyanide complex with the colour of Prussian blue was precipitated out after ferric chloride is added to oxidize the Fe2+ to become Fe3+. This Prussian blue precipitate indicates that the unknown A contains nitrogen in the compound. [pic] Some of the Fe3+ was formed before the oxidation of ferric chloride. This might be due to the air oxidation of iron(II) ions in the mixture before the ferric chloride is added. For compounds B and C, a negative result is obtained which end up with colourless solution as results. Hence, these shown nitrogen are absent in the both organic compounds. The reduced sulfide ion can be confirmed by using two different tests which were sodium nitroprusside test and lead(II) acetate test. For the first test, the appearance of deep purple solution shows the positive result. The formation of sodium sulphonitroprusside is a complex that was formed between the sodium nitroprusside and sodium sulphide. [pic] In another test, the black precipitate will be formed if the sulphur is present in the compound. The formation of black precipitate shows a positive result for this test. [pic] There are various possible sources of errors for the experiment. One of these is the incomplete or improper fusion of the compound with sodium. If this happens, then the proper compounds would not be formed and therefore would give negative or even false positive results in the tests. Another possible source of error for the test is from the Prussian blue test. The solution must be basic because the test does not run in an acidic medium. If the solution is left acidic, the reaction will not occur and would give a false negative result. Another source of error is the determination of the flame color in the Beilstein’s test. The color should be blue-green because a blue flame indicates Cu1+ ions while a green flame indicates Cu-(non-halide). If the color of the flame was observed incorrectly, then it may give a false positive if it is observed to be blue-green instead of blue or green or it may give a false negative if it is not observed as blue-green. This was the main source of error for this trial since the presence of halogens was incorrectly deduced. Conclusion From the experiment, several conclusions could be made. First, the sodium fusion tests consist of various tests, which determine the presence of nitrogen, sulfur and halogens in an organic compound. The presence of nitrogen was confirmed by the formation of a Prussian blue precipitate or solution. The presence of sulfur was confirmed through the formation of the black precipitate PbS or the formation of a deep violet solution from sodium nitroprusside. The presence of a halogen in the compound was confirmed by a blue-green flame, when the flame test was performed with a copper wire while the exact identity of the halogen was determined by the different colors of precipitate formed with silver nitrate. It can also concluded that the experiment should be done in accuracy and care since the results can give false positive or false negative results when seemingly minor details are incorrectly deduced, for instance the pH of the solution or the color of the flame. Also, sodium is highly reactive and just a small area of contact with water can cause an explosion. REFERENCES 1. Lancashire, Robert John (2005) Qualitative Analysis of Organic Compounds., http://wwwchem.uwimona.edu.jm/lab_manuals/c10expt25.html 2. Baluyut John Y. G., De Castro Kathlia A., Organic Chemistry Laboratory for Chemical Engineering Students Part 2, 2004 3. Klein, David (2012). Organic Chemistry. Danvers. John Wiley & Sons, Inc., 4. Wikipedia (2012). Sodium Fusion Test. http://en.wikipedia.org/wiki/Sodium_fusion_test

Jefferson Notes on the State of Virginia and Race essays

Jefferson Notes on the State of Virginia and Race essays Thomas Jefferson, a man who penned the words, "All men are created equal," was a slave owner. To many, this is an inconceivable contradictiona hypocritical blasphemy against truth. However, Jefferson was ultimately a man of his times, mired in the social and political climate of his daya day, when slavery was a simple, if not repugnant, fact of life. But how, exactly, did Jefferson feel about racial difference and the justification of slavery' The answer can be clearly found in his work, At the time of its writing, Jefferson's Notes was an important diplomatic document. Jefferson knew that the country desperately needed to have the support of various European nations if it was to successfully break free from the grasp of Great Britain. However, he worried that the image of the United States would be tarnished if the notion that its Indians had been conquered and enslaved. For this reason, he wrote, "An inhuman practice once prevailed in this country of making slaves of the Indians. (This practice commenced with the Spaniards with the first discovery of America)."(61) Thus, Jefferson was keenly resolute in denying that the United States was responsible for enslaving American Indiansand he not only vigorously denied this fact, but shifted the blame onto the original Spanish explorers. However, this begs the questionwhat of the black slavesthe very ones he kept on his plantation' To Jefferson, the answer was clear. Not only was the situation and position of black slaves different, but it was far more dangerous to the survival of the country Indeed, Jefferson not only justifies the continuation of the institution of slavery in his writing, but he refers to a "doom" scenario, where, were slaves to be freed, the cumulative injustices infl ...

Oedipus Rex Essays - Operas, Oedipus The King, Oedipus, Creon

Oedipus Rex Essays - Operas, Oedipus The King, Oedipus, Creon Oedipus Rex The play Oedipus Rex may show mankinds search for a better society. The Greeks in the 5th century B.C. tried to make the most out of life. They wanted to know, what was the best way to live in that society at the time? The Greeks then began to study mankind. They began to determine between the rights and wrongs of the society. He who violated the social norms suffered throughout their life. For example, Oedipus Rex showed mainly three types of unmoral acts that deified the social norms of society. The main three were his Intellectual Pride, Three types of Hubris, and his anger and rash judgment towards Creon. Prior to the birth of Oedipus Rex, a prophecy was spoken over Laius and his wife, Jocasta. They were told that their son would one day be his fathers killer and would then marry his mother. In fear, kind Lauis and queen Jocasta sent the baby off with a slave to be killed. He was never killed, but rather was given to a childless king and queen, which lovingly raised him. Later in his life, several unknown men traveling confronted him. Upon confrontation, Oedipus Rex killed all but one of the men in self-defense. Unknowingly, Oedipus had begun to fulfill the prophecy for one of the men had been his father, Laius. While traveling, Oedipus had come to the city of Thebes. There he saved the city from the wrath of the sphinx by solving her riddle. He was a savior to the city, and was made king and married Jocasta (his mother). They ruled together and conceived four children. Although the truth had been spoken to Oedipus about these matters previously, he had chosen not to believe them. Oedipuss Intellectual Pride begins to unravel. He is looking for the murderer of the king (his father). He thinks 5 or 6 men killed the king because of money (bribery). No, Oedipus is wrong. He makes a lot of mistakes and he thinks he knows the answers to this situation. He is very self-confident and takes responsibility, as a king should. Oedipus acts too quickly and jumps to conclusions, while trying to figure out who committed this unmoral act that broke the social norm of their society. He asks Teiresias, but he refuses tell Oedipus that it was he who killed the king. But remember, Oedipus has already heard a prophecy about himself. His pride makes it difficult for him to listen to other peoples advice and facts. He was so sure that he knew who the murderer was, but he was too ignorant. The answer was given to him but refused to believe it. Hubris begins to play a role in Oedipus character. Mainly there are three areas of Hubris he uncovered. The term Hubris means a behavior without proper limits; arrogance; insolence; defiance to the laws of the gods or moral laws. First, Oedipus has committed a murder and engaged in incest. He has mocked the gods. Oedipus solved the riddle of the sphinx and claimed he did everything on his own. In a sense, he looked down on the gods. The Greeks believed that there were powers higher than themselves. Man was great but not as great and powerful as the gods. Oedipus showed the opposite. Secondly, he shows the opposite by insulting the gods. He stated that he didnt need them in his life. Here he commits blasphemy, which is a term meaning, the act of speaking out against a sacred person. Lastly, his anger shows another hubris. He speaks out against Teiresias, stating that he was a wicked old man. In response, Oedipus showed no respect for Teiresias. For this, he will endure great Nemesis f or his hubriss. Nemesis is a term, which means great punishment for going against a god. His failure to listen to the gods warnings resulted by making his life a living nightmare. He had committed the unmentionable and hed rather not exist at this point. Oedipus, ruler of Thebes, murdered his own father and married his mother. Such acts are almost always deemed unnatural and criminal; they are not tolerated within a traditional society. A person who has committed these illegal acts of murder

3 Cases of Not Only . . . but Also Variations

3 Cases of Not Only . . . but Also Variations 3 Cases of Not Only . . . but Also Variations 3 Cases of Not Only . . . but Also Variations By Mark Nichol Sentences that employ the â€Å"not only . . . but also† counterpoint (as in â€Å"I visited not only France but also Spain†) can confound writers, who often fail to apply logical syntax when using this construction. As shown in the examples below, such confusion often occurs in similarly posed statements. Discussion and revision of each sentence explains and illustrates coherent use of related constructions. 1. The idea was not to just construct a new arena, but one that would nod to the roots of the game. Just occupies the same role as only in a â€Å"not only . . . but also† counterpoint, and the principle is the same- when a verb applies to both the â€Å"not only† proposition and the â€Å"but also† proposition, the verb must precede â€Å"not only†: â€Å"The idea was to construct not just a new arena but also one that would nod to the roots of the game.† (Also, note that in this example as well as in the others, internal punctuation is not required to set off the two parts of the sentence.) 2. The above principles are not intended to prescribe specific reporting practices, but rather offer sound direction for the board and management to pursue. Here, as in a â€Å"not only . . . but also† construction of this type, the verb supports both elements of the not/rather counterpoint, so it must precede, not follow, not: â€Å"The above principles are intended not to prescribe specific reporting practices but rather to offer sound direction for the board and management to pursue.† 3. It’s not simply deciding how good or bad an individual playing card is, but rather how consistently the player manages his or her appetite to win and his or her tolerance for losing. This sentence does not have a â€Å"not only . . . but also† counterpoint, but it requires a similar construction to make sense. Because simply implies addition, not replacement, also should replace rather, and the second part of the sentence requires a verb equivalent to deciding: â€Å"It’s not simply deciding how good or bad an individual playing card is but also determining how consistently the player manages his or her appetite to win and his or her tolerance for losing. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Style category, check our popular posts, or choose a related post below:5 Uses of InfinitivesDeck the HallsQuiet or Quite?

Correctional Officers Essay Example | Topics and Well Written Essays - 1000 words

Correctional Officers - Essay Example Penal establishments across the US both government and private impose less restrictive requirements for correctional officers. Age requirements are set at 18 to 21 years of age, must be a US citizen, have achieved at least a high school education and should have no record of criminal conviction. Post secondary education is important for those who want to get promoted in the future (US Labor Dept., 2007). However, the Federal Bureau of Prison's entry-level correctional officers should finish her bachelor's degree and a 3-year experience as a field counselor, or other applicable experience such as supervising and affording assistance to individuals. Officers in correctional facilities must be endowed with good health, as they are required to meet formal standards of physical fitness as well as eye and hearing assessments. Standardized tests are utilized in many jurisdictions in order to verify an individual's suitability to serve in correctional institutions. The Federal, State or county corrections department under the management and guidelines of the American Correctional Association and the American Jail Association provides trainings. Various State and local correctional agencies in the country have regional training centers as well. Training is afforded to all officers in all State and county correctional agencies, which include instructions on legal restrictions, improving inter personal relationships, firearms proficiency, and self-defense skill training. Training in these areas usually last to about several weeks or month depending on the institution, which gives the training. A training officer usually supervises these. Nevertheless, variations exist with regards entry requirements and training could vary from one agency to another (US Labor Dept., 2007). Subjects of study include 'institutional policies, regulations and operations as well as custody and security procedures." A 200-hour formal training is required for new Federal correctional officers who must also complete a specialized program under the Federal Bureau of Prisons. Furthermore, correctional officers also receive instructions on responding to riots, other threatening disturbances, hostage situations and dangerous confrontations. (US Labor Dept., 2007) Many of those with good educational background, long experience and effective training are given a chance to take the position of correctional sergeant who manages correctional officers, scheduling and supervising activities of the other correctional officers. Advancement and promotion is easy in a career like this as many officers can become supervisors and administrators and even become a warden. Other officers switch to other jobs related to their experiences or their interests (BOP 2007). Income and earnings of correctional officers vary. The median earning is set at about $28,000 in 1998 but increased to $33,600 in 2004. The upper half of the correctional officer earned between $26,560 and $44,200 while the lowest 10 percent of those who serve in these facilities incurred earnings of about $22,630. About 10 percent of correctional officers earned $54,820. Federal correctional officers receive a starting salary of about $26,747 a year in 2005. This is in fact slightly higher than the earnings receive by State and county

Hawaii Environmental Policay and Act (HEPA) Essay

Hawaii Environmental Policay and Act (HEPA) - Essay Example Those who would want to make this type of developmental change must get the governments permission. Even proposed buildings or expansion projects of existing structures owned or controlled by the agencies of the government on public land is not exempt from getting the governments permission. You can get said permission from the Environment Department. The Office of Environmental Quality Control (OEQC) is directly charged with issuing the permission. The OEQC's primary task is to stimulate, expand and coordinate efforts to maintain the optimum quality of the States environment. All private as well as public entities and agencies must secure the aforementioned permission. This is how strict the government is that it requires itself, the Laie Elementary School is a government controlled and operated school, to obtain permission to build from itself, the OEQC another agency of the government. This safeguard is to make sure that there will be no destruction of the environment in any way. The Laie Elementary school wants to expand its cafeteria, and so must obtain the needed permission. They understand that they have to carefully study and know the rules of the OEQC. The school is prepared to do everything that the OEQC requires. I will discuss the issues that may affect the environment upon the implementation of the schools plan for developmental change. I will also explain the rules that must be followed before any expansion of the school may be allowed in Hawaii. I- Factual Background The project is located in the central area of Laie town in Oahu Island, more specifically in the campus of the Laie Elementary School. The place is owned by the State of Hawaii and the City and the County of Honolulu. The Campus is about 7.61 acres. Its land use classification is urban and is an R-5 residential under the zoning of the land use ordinance. R-5 zoning means that only single family residential units is occupying the neighboring lands. The proposed project consists of the expansion of the existing Laie Elementary school cafeteria. It will add an approximate of 3,600 SF or over 50% to the existing cafeteria. The cafeteria is approximately 30 years old and can fit only 250 occupants. At the present time the enrollment capacity of the school is at 900 students. To accommodate all students, the cafeteria's meal services have been made to provide meals in three shifts or batches. Presently Lunch is served in three seating shifts, from 10:45 AM to 11:15 AM. With the proposed expansion, lunches will still be served in shifts but it will be decreased to two seating shifts. The proposed expansion includes a dining area; new heater and electrical room; new tray return and wash area; locker room; toilet and an office space. The existing kitchen will be made bigger to accommodate the needs of cooking for the ever increasing school population. This will also ensure that meals are kept hot, preventing any bacterial growth and health issues that may arise from such growth. This developmental change will also include a much needed wastewater facility for the cafeteria. The facility will be connected to a local sewer system. At present, the cafeteria is not connected to a local sewer system. It uses a cesspool system. That pit poses environmental, health as well as safety

Marketing Essay Example | Topics and Well Written Essays - 2000 words - 25

Marketing - Essay Example fragrance is a step in the right direction and Levi Strauss will not have any foreseeable problems in this venture being already a market leader in the apparels business which is also a part of the modeling scenario. However, the ride may not be smooth and it will take the company every effort from the launch of the new products to ensure that the perfume brand does not fall short on any count. The competition is tight and the present players in the field, including the grey market, are not likely to part with their market share without a fight. Internationally, the cosmetics and fragrance market is the domain of the affluent and the middle class. These sections of the population are vigilant. It is also a shifting clientele who are ever on the lookout for better products and will not bat an eyelid to change over to a new brand if it proves to be more effective. Cosmetics and fragrance are products of personal preferences and the packaging is as important as the product. The market is in Europe, the Americas, Asia and Australia. The clients in each zone have tastes and habits peculiar to the region. Zonal cultures have a role in the preference of cosmetics and fragrance. Hence it is important to keep in view factors that influence sale of the products in different regions. After the launch, the product may require changes in content or outlook for acceptance in different regions. Do not take anything for granted and keep feedback notes so that changes wherever required can be made in the next production batch (Cosmetics market research). The management of territorial markets is necessary to monitor the performance of the products in a specific region. Every outlet is a specific locality and it is important to get the views of the local players for they are knowledgeable about customer needs. Big brands like L’Oreal have strong presence in local markets almost everywhere. L’Oreal invests substantially in research and development. This enables them to keep

How Going Public For Facebook Has Affected The Company Research Paper

How Going Public For Facebook Has Affected The Company - Research Paper Example Since that time, it has seen its users numbers grow to over 900 million users who are active. Handset devices are the majorly used by the Facebook subscribers. As typically anticipated, changing a company’s status from a private to a public status happens to be a commemorative period for the commercial entity holder, as well as, the management. The IPO signifies a reward for periods of thriving practices of the Facebook Company and the affirmative reception by the consumers. Nevertheless, the taking of the Facebook Company happened to highlight the significant weaknesses perhaps as an entity that is not geared up to see through the extra burden of finances and consequently lack of control. This is brought about by the initiation into the market of the stock exchange. As is the norm when preparing a company for an IPO issuance, a company cannot put out the information regarding its finances with any prospective investors or present investors through the quiet period. Therefore, investing in the company comes out blindly, a case that could make the investors lose their finances on the takeover supposing the company is overvalued as is the Facebook Company. In the process of making acquisition briefly after the IPO, since the overvaluation result in the unreasonably investors being buoyant, there is bound to be an overpayment. The challenges the Facebook Company has undergone since transforming its status into being a public company have posed numerous challenges to its undertakings. These challenges have consequently had a bearing effect on the company. Introduction The process of acquiring a public status of a trading company dealing in the stock exchange market from a private entity is not a procedure to be assumed lightly. The procedure is rigorous and takes up a lot of the financial resources, the dedication of management and the company’s time. However, the result of transforming into a public entity is significant as it comes along with an inc rease in the finances together with an increase in the level of awareness by the public. In addition, there is also the increase in the requirements of the legal nature and the corporate responsibility. Facebook Company’s intention of having IPO was essentially become traded in the public domain and consequently become bigger. Therefore, the individuals who put up their finances in the company through purchasing of the shares of the company gain a part of ownership of the company for an opportunity to share in the advantages of the company’s upcoming profits. For the owner of the Facebook Company, part of control he encompasses for the company was given up relative to the percentage of the company put up on sale. On top of being answerable to its shareholders, the Facebook Company has been opened to scrutiny by the government and the public. Nonetheless, the anticipation is that the Facebook Company will be able to generate extra capital resources as its capability to do so have been considerably improved. The general net worth of the company which is necessitated by the selling of the company’s stock, results in the company attaining such capabilities. The thriving of the stock of the company as was expected prior to the IPO was that it would play a part in the decreasing of any ratio of the debt versus the income, consequently assisting in the enhancement of the company’s score on its credit. Therefore, supposing the Facebook Company after attaining the public trading company status had successful stock provision, lenders can subsequently is found easily. This is because of the enhanced rating of credit

Cultural Construction of Violence Research Paper

Cultural Construction of Violence - Research Paper Example For long, people have only considered violence as a trait that a person is born with; that one is either born violent or not. This, to many, implies that the proclivity of a person to engage in violent activities is long found in people’s genetics and there is less that can be done to completely eradicate it. This may seem to have some sense of truth in it as there have been cases where a young person may come out to be violent throughout his life. This is often seen with the kind of tenderness that he treats other people with including animals. However, if violence is a trait that one is born with, how can peer-inflicted violence be explained? Though the genetic makeup may have a significant effect on the behavior of a person, there are many questions concerning human violence that can still not be answered only by genetics. Moreover, violence also takes many forms and in different contexts. This implies that the definition of violence varies from one physical location to the other and can never be generalized. This having been taken into account, it is therefore true to say that the interpretations and meanings accorded to violence across societies, cultures and communities have significant effect on the trends of violence recorded in the areas. ... Violence is therefore not only genetically motivated but also structurally formed. The human genetics also have significant on the character and actions of people but violence can as well be culturally constructed. For instance, in intertribal wars undoubtedly involving extreme forms of violence as is the case of the Thull, a Kohistan community, living in the mountain slopes near the borders of Pakistan and Afghanistan, are culturally constructed. Here, the people find pride in engaging in cultural raids and retaliatory attacks that usually involve various forms of violence. This cannot only be explained using genetics as genetics do not provide room for generalization explanation of the acts of violence, more so involving large numbers of people. This makes cultural construction of violence be regarded as a serious form of creation of violent behavior among people. The research focused on the Thull, a Kohistan community. The Kohistanis rely majorly on transhumant pastoralism that in volves keeping goats and sheep. However, they also grow crops in their fertile fields as I found out. The people of Thull have undergone a great religious transformation. This is evident from their transformation from Buddhism, Hinduism and presently Muslims. This has also seen the absorption of other Pakistan members to their culture. However, their cultural effects and implications have mostly originated from the Pakhtum. The Kohistan area is geographically large and has thus been affected by political fragmentation and cultural diversities. Within the Thull Kohistan villages, there are also smaller lineages, of which each produce a representation to the

Suggest and discuss some possible solutions to the problem of adult Essay

Suggest and discuss some possible solutions to the problem of adult obesity - Essay Example The problem of obesity can only be curbed by the help of individuals and their concern for their health. In order to decrease the problem I would with my friends aware the obese individuals of their problem. This would make them conscious about their health and thus they would automatically follow the methods to avoid obesity as laid out by the government. Secondly I would give out charts of certain products which have the most calories in them. This would help the individuals to realize which products are healthy and which non healthy. Thirdly I with my friends would promote certain exercises amongst the obese individuals which would make them get rid of their problem. The exercises which I would promote would not be strenuous so the obese people are attracted towards them. Further after doing these exercises the obese people would be able to get rid of their problem

Cultural Construction of Violence Research Paper

Cultural Construction of Violence - Research Paper Example For long, people have only considered violence as a trait that a person is born with; that one is either born violent or not. This, to many, implies that the proclivity of a person to engage in violent activities is long found in people’s genetics and there is less that can be done to completely eradicate it. This may seem to have some sense of truth in it as there have been cases where a young person may come out to be violent throughout his life. This is often seen with the kind of tenderness that he treats other people with including animals. However, if violence is a trait that one is born with, how can peer-inflicted violence be explained? Though the genetic makeup may have a significant effect on the behavior of a person, there are many questions concerning human violence that can still not be answered only by genetics. Moreover, violence also takes many forms and in different contexts. This implies that the definition of violence varies from one physical location to the other and can never be generalized. This having been taken into account, it is therefore true to say that the interpretations and meanings accorded to violence across societies, cultures and communities have significant effect on the trends of violence recorded in the areas. ... Violence is therefore not only genetically motivated but also structurally formed. The human genetics also have significant on the character and actions of people but violence can as well be culturally constructed. For instance, in intertribal wars undoubtedly involving extreme forms of violence as is the case of the Thull, a Kohistan community, living in the mountain slopes near the borders of Pakistan and Afghanistan, are culturally constructed. Here, the people find pride in engaging in cultural raids and retaliatory attacks that usually involve various forms of violence. This cannot only be explained using genetics as genetics do not provide room for generalization explanation of the acts of violence, more so involving large numbers of people. This makes cultural construction of violence be regarded as a serious form of creation of violent behavior among people. The research focused on the Thull, a Kohistan community. The Kohistanis rely majorly on transhumant pastoralism that in volves keeping goats and sheep. However, they also grow crops in their fertile fields as I found out. The people of Thull have undergone a great religious transformation. This is evident from their transformation from Buddhism, Hinduism and presently Muslims. This has also seen the absorption of other Pakistan members to their culture. However, their cultural effects and implications have mostly originated from the Pakhtum. The Kohistan area is geographically large and has thus been affected by political fragmentation and cultural diversities. Within the Thull Kohistan villages, there are also smaller lineages, of which each produce a representation to the