Saturn Essay Example For Students

Saturn Essay Saturn is the second largest planet and sixth from the sun. Saturn is most known for its rings, first seen in 1610 by Italian scientist Galileo and identified as rings by Dutch astronomer Christian Huygens in 1655. The rings consist greater than 100,000 single ringlets. It is the most oblate planet because of the rapid rotation of the planet, which flattens Saturn at the poles by about 10%. Its composition is mostly composed of hydrogen and helium. It is mostly liquid, with a small rocky core expected, but not directly observe. At the center, heavy elements have probably settled into the small rocky core with a temperature close to 15,000 C (27,000 F). Saturn also has an international heat source (it radiates more energy than it receives). The gravitational pull causes it to emit three times as much heat as it receives from the sun. Saturns atmosphere is 88% hydrogen and 11% helium, with traces of other gasses. The body of Saturn rotates with a period of 10 hours 39 minutes 25 seconds. The ring system of Saturn is divided into 5 major components: the G, F, A, B, and C rings, listed from the outside to inside (but in reality, these major divisions are subdivided into thousands of individual ringlets). The F and G rings are thin and difficult to see, while the A, B, and C rings are broad and easily visible. The large gap between the A ring and the B ring is called the Cassaini division. The visible rings of Saturn stretch out to a distance of 136,200-km (84,650 miles) from Saturns center, but in many regions they may be only 5 meters thick. They contain rocks, frozen gases, and water ice in lumps. One of the rings is even dense enough to block sunlight. Saturns current number of known satellites is 19. These range in size from Titan, the second largest moon in the Solar System, to small asteroid like objects. The moons are Atlas, Calypso, Dione, Enceladus, Epimetheus, Helene, Hyperion, Iapetus, Janus, Mimas, Pan, Pandora, Phoebe, Prometheus, Rhea, Telesto, Tethys, and Titan.There are extemely high velocity winds in the atmosphere of Saturn have been measured to be as high as 1800 km/hr.

Role of Different Coaching Styles on Personal Development of Employee

Question: Discuss about theRole of Different Coaching Styles on Personal Development of Employee. Answer: Introduction It is efficient for John Lewis partnership to evaluate the skills which are lacking in the employees. This will help in developing their attitude which will result in higher efficiency in work (Leedham, 2005). Moreover, it will also assist in satisfying the customers to a greater extent as serving them is directly dependent on the skill set which needs to be acquired by the staff member. Further, different styles such as on the job training, coaching, greater leadership and team coaching will help the employees to attain the skills and become highly efficient in working. Project Title An investigation on assessing the role of different coaching styles on the personal development of employees. A case study of John Lewis partnership. Background And Research Problem Background The learning or personal development of employees plays a crucial role in the success of an organization. It motivates employees to contribute towards efforts towards achieving the long as well as short-term objectives so as to deliver right kind of products and services. The present research is based on John Lewis partnership which is retail organization deals with several kinds of products and services. This is business shed light on the development of employees and with this aim, it had conducted approximate face to face training sessions (Watt, 2004). At the same time, the company saw the drastic changes in the sales turnover by offering to learn among personnel. This is because 80% of the time of the selling coaches devoted to the development of the partners (John Lewis Partnership plc. 2017). This enables the corporation to integrate all related resources and ensure the continuous development of the employees by offering them learning (Abbott Rosinski, 2007). It proves to be e ffective in driving the valid outcome. In this regard, learning is offered by using varied kinds of coaching styles. Research problem The success of the retail industry is based on the efforts put by the employees who directly interact with customers. This aids to retain customers for longer time span. However, retention of customers is based on the retention of employees. Owing to this, it is crucial for management to ensure continuous improvement of the personnel by offering the training and development on time to time. At this juncture, development can be ensured through coaching and number of training initiatives (Auerbach, Stober Grant, 2006). This proves to be effective in developing the sense of achievement among personnel and they started contributing towards the success of the business. However, businesses which ignore the development of employees tend to face the lower profitability, dissatisfaction among employees and lower profitability. Owing to this, research problem is related to the personal development of the employees. Rationale Skilled and competent personnel better contribute towards the success of the business and learning serves as the motivation. The major issue associated with the company is related to the lower profitability and sales turnover. However, companies ensure the learning of employees but the poor selection of coaching style merely waste the time and sources. For this purpose, current research is being conducted to assess the impact of different coaching styles on the personal development of employees (Astorino, 2002). It would be effective to recommend the suitable ways through which management can retain and motivate personnel for the long time span. In this manner, the betterment of the businesses can be ensured with the increased rate of return. Project Aim And Objectives The aim and objectives of the current research are explained as follows- Aim To assess the impact of different coaching styles on the personal development of employees. A case study of John Lewis partnership. Objectives To assess the role of coaching for personal development of employees in the organization To evaluate the different coaching styles applied in the John Lewis Partnership To evaluate the impact of coaching style on the growth or development of employees working at John Lewis Partnership To recommend different ways to enhance personal development of employees at John Lewis Partnership Research Question What are the major role of coaching for personal development of employees in the organization? What are the different coaching styles applied in the John Lewis Partnership? What is the principle impact of coaching style on the growth or development of employees working at John Lewis Partnership? How John Lewis Partnership can enhance personal development of employees? Hypothesis Null Hypothesis (H0): There is no significant impact of different coaching styles on the personal development of employees of John Lewis partnership. Alternative hypothesis (Ha): There is a significant impact of different coaching styles on the personal development of employees of John Lewis partnership. Literature Review In this growing world, there is the high rate of competition among the people as well as in companies. Thus to sustain in the market, it is essential for the individual to grasp with latest skills and knowledge to acquire with greater opportunities. Further, in this assignment study is been made about different coaching styles which help to develop the personality of an individual. In this, a case study of John Lewis partnership is been taken to detail the about the topic. Berger (2006) stated that Marks Spencer is one of the most auspicious companies which take initiative for the development of there employees. Moreover, they feel that the development of the company is directly dependent on the practices which are carried in the firm. Further, motivating and personal development of employees plays a vital role for this. As per the opinion of the Bobick Berard (2011) feels that with better decisions regarding the development of employees will help to grow there value and motivate th em to work efficiently. John Lewis partnership highly focuses on the training and development of the employees in relation to their skills, corporate goals, attitude and working style which will help to attain the targets of the company in an efficient manner. Further, there are different schemes and methods which make their staff efficient enough and compete with the modern working (Benedicta, 2010). Further, personal development helps the employees as well as companies to enhance with there knowledge and come up with there talents which proves beneficial for the firm. According to Blattner, (2005) mentoring is one of the efficient styles which is been used by the firm to develop their skills to work more efficiently in the organisation. Moreover, it is the method which is practised while working in the firm. In this, the leaders mentor their subordinates for learning different methods and working with new technology equipment. This will assist them to develop their company to a gr eater level. As per the opinion of Brockbank McGill (2006), coaching is also an effective means which will enable them to develop personally as well professionally. In this, a qualified person is been appointed which train the employees about the latest technology and teach them about the different skill set that helps to come up with their talents and work more efficiently. In addition to this, the person who is appointed in John Lewis partnership at first they give them on the job training to them. In this, they train them from starting that is by giving orientation program to the process of doing work. Grant (2001) stated that giving training sessions to employees will help them to furnish their skills that will be beneficial for growing the company to a next level. Furthermore, John Lewis partnership is a worldwide brand which means that the people employed in this must serve the customers in the most efficient manner so as to maintain their dignity in the market. Thus for this, company take several measures to develop their skills personally so they can provide greater services. There are various types of coaching which help in making the employees develop their skills to a greater extent. Leadership coaching is one of the efficient ones in which an experienced coach is been appointed which have a better knowledge about the organisation and their ethics. They make them learn about different things which help in developing there personal values which have a direct impact on the functioning of the business. According to Hackman Wageman (2005) career coaching also help the employee s to focus on a particular target and make them learn the things which will help them to achieve the target. This is highly dependent on different skill set such as proper mentoring, advising and another psychometric tool which helps them to achieve their target goals. Thus, this method will assist the company to make their employees highly focused about their work and which will directly reflect the higher rate of sales. Moreover, this will satisfy the customers to a greater extent and help to earn more profits. In the opinion to Palus et al., (2003) team coaching also plays a crucial role in developing the personal attitude of the employees. In this, the person gives group training about the values and skills which need to be acquired by the staff to give better results to the firm. Further, leader's main aim is to achieve the greater performance of the employees so that they can achieve the target of the company. In addition to this, John Lewis partnership firstly evaluates the skills and development of employees which need to be polished. Thus, this will help to know the weak points of the staff which will to be developed. Further, they will develop the plans and schemes which need to be adapted to make them learn and polish their skills to provide greater services. Moreover, as per Miller (1990) personal development is highly beneficial for the person to come up with their hidden talents and different viewpoints that may help to increase their efficiency of doing work As per the requirement they set with the schemes and teaching plan which may result in most efficient manner so as to make them learn different skills and knowledge. This will help the staff to overcome their weak points and learn different things. Further, it will make them efficient enough in performing their task and serving the customers. Research Methodology Type of investigation The current study is based on the quantitative type of investigation as research is considering two aspects to assess the impact of different coaching styles on the development of employees (Miles, Huberman Saldana, 2013). It enables the researcher to assess the impact of one variable on other so as to accomplish the certain purpose of the research. On the other hand, qualitative type of investigation is applied to carry out in-depth analysis (Jahn, 2011). However, qualitative research is more suitable for the current study. Research approach There are research approaches such as inductive and deductive which are applied as per the requirement of the study (Sgier, 2012). In the current research deductive approach has been applied in which researchers first collect the secondary data and then reach to the specific outcome. On the other hand, inductive approach begins with the collection of the specific outcome so as to reach to the general outcome. Owing to this, a deductive approach is more suitable and it has been applied in the study. Research design The descriptive research design is applied to understand the characteristic of the population which is studying where explanatory research design provides the cause and effect relationship (Lacey Luff, 2001). This shows that explanatory research design is more suitable wherein research assess the effect or impact of coaching styles on the development of employees (Polkinghorne, 2005). This proves to be effective to accomplish the research aim and enable the scholar to apply the suitable strategies to select the right style of coaching. Data collection and data analysis Data collection is the process of collecting necessary information for the valid outcome. The current research is based on secondary data only wherein the information about John Lewis partnership and other organization has been collected (Hayes Sliwa, 2003). Furthermore, the outcome of the investigation is based on the past information, therefore, primary data are not selected. Owing to this, selection of secondary data can be justified. In this regard, journals, books and online articles are referred (Simmons, Nelson Simonsohn, 2011). On the other hand, data analysis has been carried out by using the statistical techniques such as correlation and regression. However, qualitative analysis is based on themes which are constructed in accordance with the questionnaire method. Owing to this, selection of quantitative method is more suitable to derive the valid outcome (Pausas Lavorel, 2003). Findings From The Secondary Data The outcome or analysis of the current study is based on the collection of secondary data. The following table is showing information collected from 42% employees who were asked to fill the questionnaire. With the collection of data, it has been found that 90% employees increased their confidence level with the help of training or learning methods. On the other hand, 80% participants found that communication skills were improved. In addition to this, 75% respondents learned from to explore their career opportunities. This effect is the outcome of the team and personal development coaching (Orodho, 2003). This enables companies to improve the internal performance of the business and bring drastic changes in the overall personality of the employees. This aids to create the competitive edge of the business and meet the expectations of all related stakeholders. Therefore, a finding of the study is showing positive changes in the personality of the employees or people who attended a train ing program. Table 1: Personal development through coaching Changes in the parameters Approved percentage of people Increase in the level of confidence 90% Learned to communicate effectively 80% Learned to deal with the conflicting situation 82% Enhances grasping power 80% Improved the decision-making process 97% Learned to explore the career opportunities 75% Understood to predict the changes in the workplace 85% The study conducted by to assess the impact of different coaching styles on the performance or development of the employees. For this purpose, two-way analysis of variance analyses has been applied on the 90% significance level. The below-mentioned outcome is showing that there is no statistically significant difference in the derived value of mean associated with the employee performance between varied coaching styles (business coaching and executive coaching style). This is interpreted with the help of p-value (0.097). Owing to this, it can be said that executive and business coaching cannot ensure the development or personal development of the employees working in the John Lewis partnership as it only provides them theoretical knowledge related to the business activities which might not be there in their interest areas. On the other hand, teach coaching and personal development coaching is statistically significant for the employee performance. This is because P value is 0.004 whe reby it can be analysed that self-personal development and team coaching facilitate to bring improvement in the performance of the employees. Figure 1: Two Way Analysis of Variance Test Results Figure 2: Multiple Regression Coefficient Results Tarur et. al., (2015) conducted multiple regression models in the study. The outputs are explained in the following graph. The standard deviation on average is showing that executive coaching tends to reduce the performance of employees by 0.018 where employees are reduced by 0.086 from business coaching. However, team and self-development coaching are contributing towards improving the performance of employees due to their attention to their growth and development. This proves to be effective in driving the valid outcome and supporting corporation in increasing overall rate return. This s because employees get the higher level of confidence with the help of cited coaching styles. Discussion Discussion of findings According to the collected information, it can be analysed that coaching should be directed towards the personal growth and development of the employees. This would be effective to enhance their level of confidence and support them in contributing towards the growth and success of the business. It proves to be effective in driving the valid outcome for the business. However, business-oriented coaching relatively less affects the performance of employees in a positive manner. Owing to this, a company can effectively assess the training need and accordingly personal development of personnel can be ensured. Furthermore, employees get the life-changing experience with the effect of training or coaching they go through at the workplace. This enables a corporation to integrate all related business activities and accomplish the specified objectives of the business. It leads to meet the expectations of stakeholders as the satisfied and highly skilled personnel automatically contribute towards the success of the business. Recommendation According to the collected information, it can be suggested to the management of John Lewis that business coaching should be integrated with the personal coaching. This will have the dual impact on the organization and employees both. It would be effective in bringing improvement in their personality. On the other hand, the effectiveness of coaching style should be assessed by reviewing the behaviour of employees through the observation method. It will be effective to understand that how communication skills or others things got improved. Moreover, the expert can be hired or called upon the requirement of the professional and personal development of the employees. This provides something extra to the personnel and increases their involvement with the organization. Future scope of the research The future scope of the research can be related to assessing the impact of different learning style on the performance of the employees. For this purpose, primary data can be collected from employees and management to assess that how productivity or performance of a business is improved after providing the training. On the other hand, research can be conducted to analyse the impact of on the job training on the performance of an overall organization. It would be effective for corporations to apply suitable strategies to maintain the competitive edge of the business. Limitations The entire study was based on the secondary data; however, the collection of primary data might provide the meaningful outcome by collecting information from employees itself. Yet, extensive efforts were put by the researcher to gather appropriate secondary data and meet the research objectives in the right manner. In addition to this, lack of enough time was another critical limitation. However, time availability provides the chance to the researcher to complete overall research in an effectual manner. Conclusion The aforementioned research concludes that business and personal development coaching contribute towards ensuring the development of employees. For this purpose, management should adjust another coaching accordingly which increases the interest of employees and they can improve the performance of a business. Furthermore, executive and business coaching should be provided in an effectual manner. It can also be said that coaching need should be assessed efficacy and effectiveness of applied coaching style can also be assessed so as to ensure optimum utilization of limited time. References Abbott, G., Rosinski, P. (2007). Global coaching and evidence based coaching: Multiple perspectives operating in a process of pragmatic humanism. International Journal of Evidence Based Coaching and Mentoring, 5(1), 58-77. Astorino, D. M. (2002). Executive Coaching and Adult Development: An Integration of Perspectives. Dissertation Abstracts International, 65(5), 261-263. Auerbach, J. E., Stober D., Grant A. M. (2006). Evidence based Coaching Handbook, New York, Wiley Sons. Benedicta, A.A. (2010). The impact of training on employee performance: A Case Study of HFC Bank (GHANA) Ltd Berger, J. G. (2006). Adult development theory and executive coaching practice. In Evidence based coaching handbook: Putting best practices to work for your clients, pages 77-102. Wiley. Blattner, J. (2005), Coaching: The successful adventure of downwardly mobile executive. Consulting Psychology Journal: Practice and research, 57 (1), 3-13 Bobick J. E., Berard G. L. (2011). Science and Technology Resources: A Guide for Information Professionals and Researchers. In Libraries Unlimited. California. (1):13-16. Brockbank, A., McGill, I. (2006). Facilitating Reflective Learning Through Mentoring and Coaching. London. Grant, A., M., (2001), Towards a Psychology of Coaching, Coaching Psychology Unit,University of Sydney, pp.1-55. Hackman, J. R., Wageman, R. (2005). A theory of team coaching. Academy of Management Review, 30, 269287. Hayes, K. R., Sliwa, C. (2003). Identifying potential marine pestsa deductive approach applied to Australia.Marine Pollution Bulletin,46(1), 91-98. Jahn, D. (2011). Conceptualizing Left and Right in comparative politics: Towards a deductive approach.Party Politics,17(6), 745-765. John Lewis Partnership plc. (2017). Available at: https://www.johnlewispartnership.co.uk/content/dam/cws/pdfs/financials/annual-reports/jlp-annual-report-and-accounts-2017.pdf. [Accessed on 6th October 2017]. Lacey, A., Luff, D. (2001).Qualitative data analysis(pp. 320-357). Sheffield: Trent Focus. Leedham, M. (2005). The coaching scorecard: a holistic approach to evaluating the benefits of business coaching. International Journal of Evidence Based Coaching and Mentoring, 3(2), 30. Miles, M. B., Huberman, A. M., Saldana, J. (2013).Qualitative data analysis. Sage. Miller, D. J., (1990). The effects of managerial coaching on transfer of training. Dissertation Abstracts International, 50(8), 2435A. Orodho, A. J. (2003). Essentials of Educational and Social Sciences Research Method. Nairobi: Masola Publishers Palus, C. J., Horth, D. M., Selvin, A. M., Pulley, M. L. (2003). Exploration for development: Developing leadership by making shared sense of complex challenges. Consulting Psychology Journal: Practice Research, 55(1), 26-40. Pausas, J. G., Lavorel, S. (2003). A hierarchical deductive approach for functional types in disturbed ecosystems.Journal of Vegetation Science,14(3), 409-416. Polkinghorne, D. E. (2005). Language and meaning: Data collection in qualitative research.Journal of counseling psychology,52(2), 137. Sgier, L. (2012). Qualitative data analysis. Simmons, J. P., Nelson, L. D., Simonsohn, U. (2011). False-positive psychology: Undisclosed flexibility in data collection and analysis allows presenting anything as significant.Psychological science,22(11), 1359-1366. Taruru, I., Keriko, J. M., Ombui, K., Karanja, K., Tirimba, O. I. (2015). Effects of coaching programmes on employee performance in business process outsourcing subsector of Nairobi city county, Kenya.International Journal of Scientific and Research Publications. Watt, L. (2004) Mentoring and coaching in the workplace. Canadian Manager, Fall, 29(3), pp 14-16 Wilson, W., Lawton-Smith, C. (2016). Spot-Coaching: A new approach to coaching for organisations operating in the VUCA environment.International Coaching Psychology Review,11(1), 24-38.

United States Arm Control

United states arms control since 1970s to the fall of Soviet Union, was done through strategic Arms Limitation Talks Agreement 1 and 11. These are two times of talks between the United States and the Soviet Union that are the cold war superpower. These negotiations started in Finland in the year 1969. The main aim of strategic Arm Limitation Talk 1 was to abolish ballistic missile (Gaddis, 2005). The first results of SALT 1 were announced in 1971 after the parties reached to an agreement.Advertising We will write a custom essay sample on United States Arm Control specifically for you for only $16.05 $11/page Learn More In 1972 the concerned parties signed the anti ballistic missile treatment. This as well came with some agreements concerning United States and union of soviet about some measures to minimize offensive arms (Gaddis, 2005). During this period, the relationship the United States and the USSR made a step forward through some agreed statements. For the United States and USSR to decide on their missiles, it had taken them a lot of time. Great losses had been experienced in both nations through the usage of their chemical weapons. SALT1 extended from 1969 to 1972 whereby the discussion between the two parties had the main aim of minimizing their both central and most crucial weapons. Most of the agreements that were signed within this period were successful. They both took a step forward in stopping an upcoming competition in their defensive systems although it was seen as a threat to bring offenses (Ball, 2004). Strategic Arms Limitation Talk 11 was conducted between 1977 and 1979. This was between Jimmy Carter of United States and Leonid Brezhnev of Soviet Union. The main theme of this meeting was to eradicate the production of strategic nuclear arms. SALT11 was a continuation of SALT1 discussions. Most of the pending issues that were from SALT1 were tabled in SALT 11. Several solutions were concluded during those meetin gs of SALT11. SALT 11 was the initial nuclear arms agreement that fought hard to reduce strategic forces. Through this meeting it was possible for United States to dishearten the Soviet Union from passing on their weapons to their third generation. The SALT11 agreement eradicated introduction of missile plan. Both parties agreed to minimize their new plans of developing missiles (Ball, 2004). Jimmy Carter who was the president of United States preserved two programs as his defensive mechanism. USSR also retained one. In the year 1979, a treaty to minimize strategic initiators was made by the two parties. Advertising Looking for essay on history? Let's see if we can help you! Get your first paper with 15% OFF Learn More In the year 1973 the United States and USSR agreed to prevent nuclear war, and they both made some commitments of discussing together any time of nuclear confrontation. Between 1972 and 1979 there was a great change in both United States and Soviet Unio n as the development of their missile arsenals was going down. In 1991, the strategic Arms Reduction Treaty was between George Bush of United States and Mikhail of Soviet that caused a great reduction of long-range weapons in both nations (Ball, 2004). This is the year when the fall of Soviet Union happened on a Christmas day when it ended its presence after a 45-year period of conflict with the United States. During this period, a lot of fear was experienced globally incase of confrontation between United States and Soviet Union. Their status of possessing nuclear weapons placed the whole world in fear. In conclusion, the progress of United States in controlling usage of nuclear weapons has been a long journey full of challenges. Reference List Ball, S.J. (2004). The Cold War: An International History. 2nd ed), ISBN 0890968926. Cengage Publisher, Michigan. Gaddis, J.L. (2005). The Cold War: A New History. (4th ed), ISBN 1594200629. Greenwood Publishing Group, Oxford. This essay on United States Arm Control was written and submitted by user Porter G. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Transitioning from Nonfiction to Fiction Writing

Transitioning from Nonfiction to Fiction Writing First of all, it is possible. Ernest Hemingway and William Kennedy moved from journalism; Sue Monk Kidd from memoir; and C. S. Lewis from essays and treatises. Sue Monk Kidd states that the most frequently-asked question on her book tours is, â€Å"How did you go from nonfiction to fiction?† Here are some tips and support to help you make the transition: You need to transition your reading, as well. Read your most-admired authors and new fiction authors also. Remember, C.S. Lewis says good readers read a piece more than once. Have a plan. Stagger your writing. Perhaps write fiction and nonfiction on alternate days. Or, write your fiction first, then go back to the nonfiction you’re more comfortable with once you’ve met your word count in the other. Writing fiction is a discipline for which you have been well-trained through your nonfiction deadlines. Produce five to ten pages a day faithfully! Try flash fiction first. Because it is short, it is easier to start with and there are numerous contests listed in FundsforWriters newsletter. Your nonfiction themes can find a home in your fiction. For instance, C. S. Lewis’ themes concerned Christianity which he incorporated into his fiction (Chronicles of Narnia) without being didactic or preachy. The skill sets you have developed while writing nonfiction will serve you well in fiction also. These include: 1) Attention to detail. Your descriptions of the who, what, where, why and how will help you in plotting fiction and in description. 2) Interviewing. Interview your characters on what they think about - religion, politics or an event - just as you would a source. 3) Sense of place. Your knowledge of a place garnered from nonfiction can serve you well in fiction. William Kennedy reported on Albany, NY first for the Albany Times Union and then set his cycle of Albany novels there. Readers always want to see a place with which they are familiar portrayed accurately, and your nonfiction experience of place sets you apart. 4) Journal Writing. Your journal or dream journal writing can help with both plot and productivity. This angle also falls in the category of â€Å"write what you know.† 5) Research. Nonfiction research is helpful to fiction. You’ll get that time or place right, but William Kennedy talks about the danger of research: â€Å"And so I got hooked on research, couldn’t get out from under the library’s microfilm machine until I finally realized I was doing myself a great disservice; because your imagination can’t absorb all that new material and synthesize it easily.â€Å" Finally, William Kennedy describes the difference between nonfiction and fiction: â€Å"But the journalist must report on life objectively, and the novelist must reinvent life utterly, and the work has to come up from below instead of down from the top as a journalist receives it. But experience alone will produce only commonplace novels. The real work is a blend of imagination and language.† Source for quotes: Allen, Douglas and Mona Simpson, â€Å"William Kennedy: The Art of Fiction 111,† Paris Review, Winter, 1989.

Homemade Biodiesel Titration Test Procedure

Homemade Biodiesel Titration Test Procedure One hundred percent virgin or lightly used waste vegetable oil (WVO) requires 3.5 grams of lye per liter of oil to cause a biodiesel reaction. Heavily used oil can require significantly more, and must be tested to evaluate its acidity. Titration is a common method used to determine the appropriate amount of lye (base) needed for a particular batch of WVO. Titration Equipment: an electronic scale or beam balance2 beakers or jarsa graduated dropperlitmus test strips or electronic pH meterlyeisopropyl alcoholdistilled water Following are the steps to complete a titration test: Measure 1 gram of lye on a scale.Measure 1 liter of distilled water into a beaker.Thoroughly mix the gram of lye with the liter of water until it’s dissolved.Measure 10 milliliters of isopropyl alcohol into a separate beaker.Thoroughly mix 1 milliliter of used vegetable oil into the alcohol.With a graduated eyedropper, put a 1 milliliter drop of the lye/water mix into the oil/alcohol mix.Immediately check the pH level of the oil/alcohol mix with a piece of litmus paper or an electronic pH meter.Repeat step 7, keeping track of the number of drops used, until the oil/alcohol mix has reached a pH level of between 8 and 9normally no more than 4 drops.Calculate the amount of lye needed for the biodiesel reaction by adding 3.5 (amount of lye used for virgin oil) to the number of drops from step 7. For example: suppose a titration uses 3 drops of lye/water. Adding 3.0 plus 3.5 6.5. This hypothetical batch of oil requires 6.5 grams of lye per liter of oil.

Qualitative study appraisal Essay Example | Topics and Well Written Essays - 1500 words

Qualitative study appraisal - Essay Example It is the continuity which has several harmful manifestations. Literature Review In order to influence, justify and explain certain actions in research, it is always important for the researcher to conduct a literature review. This is also the case if readers are to believe the findings and other assertions formulated by the researcher. To Mason (1996), a research report without literature review lacks an integral part which is supposed to accord the researcher the opportunity to cite reliable who have researched on the same topic. To Mason further, literature review asserts confidence that the writer is not the first to contemplate on the issue, others before have. Newham (1997) argues that, any research paper without literature review is full of the author’s thoughts and opinions and is very hard to convince others otherwise. The researcher in this paper has put a considerable number of reliable citations giving the research paper the required foundation. Study Approach Both qualitative and quantitative research designs were used. Interviews and questionnaires were used to collect the information. The combination of the two approaches accords the researcher several advantages. Qualitative approaches generate verbal information and not numeric which is analyzed using the holistic analysis approach proposed for qualitative research designs. Inductive reasoning which is involved in qualitative research studies gives the researcher more freedom to probe for more information and explanations. Further, the researcher chose to continue with the qualitative approach since qualitative data collection tools are flexible and can accommodate urgent changes/refinement in cases of new research ideas. This means that the research setting is not affected in the process of the research design implementation. Data collected using the qualitative data gathering methods is very rich and has justified explanations which evoke feasible research contexts.  A qualitative me thod leads to more realistic feel which cannot be given by numerical data analysis in addition to giving the researcher the opportunity to interact and have a feeling of the participants in their own terminologies. The findings which emanate from such techniques benefit from the fact that the data is primary and unstructured and thus the researcher can twist them to fit the context thus giving a better meaning. Quantitative approaches on the other give rise measurable data and are directed by a formulated hypothesis which is determined by the collected data set empirically. In quantitative research design, the research statements and problem are defined in specific terms and not generals statements and clearly specifies the independent variable and the dependent one. Quantitative approaches gives rise to measurable and objective hence providing an effective way of determining casual findings. Data collected using such methods is said to be reliable and valid as there are restriction s placed before actual data collection. Such information puts controls and ensures objectivity in analysis. A valid and reliable approach is used by the researcher to articulate issues. Combining the advantages of the two approaches eliminate any possibility of a biased report. Considering a small group representing other races ensures data quality which makes it possible to generalize the findings to fit

Marketing Channel for Saturn Motor Corporation Case Study

Marketing Channel for Saturn Motor Corporation - Case Study Example This paper illustrates that in order to market their products, Saturn targeted the working group of people, i.e. 18-49-year-old graduates from college; white collar job workers whose salaries exceeded $35,000 annually; and older women. It adopted an innovative approach to its marketing strategy by integrating technology, consumer ideas, and business systems into making quality low-cost vehicles that satisfied the customers. It's pricing policy of not haggle, and marketing strategy of bonding consumers to the company and extensive advertisements ensured a steady consumer supply due to its friendly approach. Utilizing the "market area approach" to assign geographical supply areas to retailers and promotion of brand loyalty through the use of names of cities helped to cultivate consumer specific approaches that reflected the needs of consumers from different environmental areas. Empowering the dealers to relate their suggestions to important decisions of the company assists the company to make important decisions for consumer satisfaction and dealer effectiveness. All dealers are trained in leadership in transacting, resolution of conflicts, listening assertively and organizational behavior on recruitment to enable maintenance of dealer organization whose aim is customer satisfaction. Restricting owner's name from appearing in the dealership may also place a huddle in the marketing channel since some of the dealers might have big names that some of the customers may wish to relate to. Opportunities Saturn can relax their strategy of no-haggle to incorporate bargaining to cater for the customers who may be more attracted to this strategy hence attract more customers. They can increase their customer base and target other people outside their age limiting brackets thus increase the number of their customers. They can apply some of the channeling strategies used by other successful auto dealers in their own strategies in order to compete effectively. Threats Competit ion from the Japanese; foreign manufacturers and other automobile companies especially those whose standards are flexible to accommodate various customer and dealer preferences. Banks may require a lot of conditions before they can offer loans to the company. These conditions may prove hard for the company to meet thus banks may end up delaying money to be used in market channeling or refuse to loan it at all thus causing great inconveniences. Misrepresentation of Saturn's products by the media companies may threaten the reception of the products by the people. Marketing Channel Strategy The target markets usually adopts ways through which they would wish products to be sold hence, designing consumer-friendly strategies involves giving an ear to the demands of the consumers and giving their suggestions as inputs in the