Epoxy Resin

Epoxy resin is a type of thermosetting polymer, commercially available in different forms, has a wide range of application in aerospace, coating, electric insulation and marine application due to its outstanding performances, easy handling and low cost [1-5]. Epoxy high inner stress, brittle texture, inferior impact resistance, weak creep resistance and poor moisture resistance, limited its application in other industrial areas [6]. So, the epoxy was mixed with polymers[7], clays, metal [8], carbon nanotube [9], graphene[10], and graphene oxide[11] to overcome its limitations. Graphene oxide (GO) is a graphite derivative that produced through oxidation of graphite using various methods. Graphene oxide is a 2D sheet with oxygen functional at the surface (hydroxyl, carbonyl, and epoxide) and (carboxyl) at its edge [12,13]. Graphene oxide is a promising material as polymer reinforcement, due to its high mechanical properties[14], excellent thermal stability[15], and good insulation properties [16]. Moreover, graphene oxide high surface area, high aspect ratio, excellent sheet flexibility, reactivity sites, and good dispersion in most common solvent favored its use a composites material for polymeric material. The Graphene oxide tends to improve the mechanical properties, thermal stability, insulator, and dielectric properties of the various commercial epoxy resin. However, Graphene oxide sheets tend to aggregate either by Van der Waals force or ?-? stacking interaction, which would decrease the improvement effects of graphene sheets in epoxy matrix [17]. Therefore, graphene oxide was modified either through covalent bonds or by ?-? interaction to reduce these aggregation phenomena and enhanced epoxy properties. For instance, Wan et al improved epoxy tensile strength and modulus by 75% and 15% through mixing epoxy with graphene oxide modified with DGEBA (diglycidyl ether of bisphenol-A) [18].Also, Liu et al enhanced epoxy glass temperature and tensile strength by 26oC and 31% using grafted graphene oxide [5]. Sharmila et al prepared Graphene oxide modified with iron oxide nanoparticles, they epoxy composites shown improvements in the tensile, impact, and fracture strength [19]. Fluorinated polymer is polymer contain carbon-fluorine bonds and they has been applied in many domestic and industrial application due there excellent thermal stability, anti-chemical corrosion, weathering resistance, high dielectric conductivity, and low surface energy [20-22]. However, the high market price of the fluoropolymers and poor miscibility in epoxy resin restricted their applications [23]. Thermal stability, roughness, and corrosion resistance were improved for epoxy resin modified with a fluorinated polymer [24-27]. The fluorine atoms reduced the crosslinking density of the epoxy resin and fluoropolymer, reducing the mechanical properties of the epoxy [28]. The grafting of the fluorinated polymer into carbon base material such as carbon nanotube, fluorinated graphene, and fluorinated graphite may combine the excellent properties of carbon base material and fluorine group's properties. The miscibility was improved with enhancement of the mechanical properties, thermal stability, surface properties, and electric properties. Yang and coworkers grafted fluorinated polymer on reduced graphene oxide coated with dopamine. The modified graphene showed excellent dispersion in the ferroelectric polymer matrix with good high dielectric constant and low dielectric loss [29].Que et al modified epoxy resin (DGEBA) with trifluoromethyl containing polyimide structures. Compared with neat epoxy, they found that the modified epoxy shown better thermal stability with 18 to 55 % char yield at 800 0C, water contact angle (94.9–105.0 °), higher toughness, and lower water absorption (0.47–0.95 %). The tensile shear of modified epoxy was lower than the neat epoxy, the fluorine groups decreased epoxy surface energy which further reduced the adhesion strength compared with unmodified epoxy [7]. In this work, graphene oxide was modified with Hexadecafluoro (1, 10) decanediol through one-step reaction. Modified graphene oxide was mixed with epoxy resin in various loading. Then, the mechanical properties, thermal stability, water contact angle water uptake, and alkaline corrosion resistance were examined for epoxy composites. Results and Discussion:   The surface functionalization of GO was confirmed by FTIR, XRD, XPS, Raman spectroscopy, and TGA. Fig. (1) shows the FTIR spectrum of GO and GOFO. For GO typical peaks were observed at 3390 cm-1 (stretching vibration of C-OH), 1041 cm-1 (stretching vibration of C-O), 1374 cm-1 (deformation vibration of C-OH), 1261 cm-1 and 877 cm-1 (stretching vibration of C-O-C), and 1734cm-1 (stretching vibration of C=O). The peak at 1619 cm-1 is attributed to the skeletal vibration of the graphitic of GO [30]. After reaction with FO new peaks appeared. The peaks at 1178 cm-1 (stretching vibration of C-F) [31], at 2966 cm-1 (bending stretching of C-H), and at 1441 cm-1 (stretching vibration of C-H) from the perfluoro compound. The peak at 1080 cm-1 was related to stretching vibration of ester bond C-O-C. These results indicated that FO was successfully grafted onto GO surface.The XRD patterns of Graphite, GO, and GOFO was shown in Fig. (2) and the interlayer distance was calculated using Bragg equation. Pristine graphite is shown a typical peak at 26.410 with an interlayer spacing of 0.337 nm [32]. This peak shifted to 11.020 (corresponding to an interlayer space of 0.802 nm) after graphite was oxidized to GO, that was due to the formation of oxygen-containing functional groups on a graphite oxide surface and water molecules trapped between the layers [33]. The functionalization of GO with FO shifted the peak from 11.020 to 10.080 (corresponding to an interlayer space of 0.676nm), suggested that GO was modified with FO. Another broad diffraction peak was observed at 22.760, which suggests the formation of few layers of reduced graphite oxide. To further study the structural differences between graphite, GO, and GOFO, the graphitic crystal size was calculated using Sheerer equation and the number of layers was calculated based on crystal size. Graphite had a large crystal size of 21.28nm with 63-64 graphene layers. After oxidation to GO, the crystal size decreased to 10.92nm and the number of layers decreased to 10-11 graphene layers. The crystal size of GOFO was 3.78nm with 5 -6 layers of the modified graphene sheet. In order to study the exfoliation of GOFO into the epoxy matrix, the XRD patterns of EGOFO composites and neat epoxy were investigated as shown in Fig. (3). For neat epoxy, two broads peaks centered at ?70 and ?180 were observed due to the amorphous nature of neat epoxy. All Epoxy composites show the same characteristic diffraction peak as neat epoxy and no diffraction peaks of GOFO at 10.080 and 22.760 were observed [34]. That's confirmed that GOFO was highly exfoliated into the epoxy matrix. Although, the highly exfoliated level of GOFO sheets in the epoxy matrix cannot represent a good dispersion was obtained in the epoxy composites [35]. The thermographic analysis in Fig. (4) represents the thermal stability of GO and GOFO under a nitrogen atmosphere. Graphene oxide shows 8.404% weight loss between 50 0C -100 0C, due to evaporation of residual water trapped between the layers. A significant weight loss of 29.53% was observed between 100 0C – 250 0C, that's due to decomposition of labile oxygen functional groups to H2O, CO, and CO2 [22,10].Compared to GO, GOFO was more stable with 3.48% weight loss was observed between 50 0C -100 0C can be assigned to evaporate of residual water trapped between the layers, which was lower than GO. Between 100 0C – 250 0C, 8.18% weight loss was found due to decomposition of the reaming oxygen functional groups. Then, 12.44% weight loss was observed between 250 0C – 550 0C, that can be assigned to the decomposition of the bond between GO and perfluoro compound. In addition, compared with 48.59% weight loss at 700 0C for GO, GOFO undergoes 20.83% weight loss. The above data can be due to GO, bosses high amount of oxygenated functional groups, while GOFO possesses low oxygenated functional groups due to functionalization by FO. The above results confirmed that GOFO was more stable than GO.Raman spectroscopy was applied to explore the structural variations between GO and GOFO. Generally, the graphitic material shows two characteristic peaks, the G peak (~1575 cm?1) arises from first-order scattering of the E2g photon of sp2 C atoms and the D peak (~1350 cm?1) from a breathing mode of ?-point photons of A1g symmetry. Also, the intensity ratio ID/IG can be used to evaluate the graphitization degree of the graphitic material, the lower value represented a high degree of graphitization [30]. Fig. (5) shows Raman spectrum results of GO and GOFO. The G and D bands of GO were located at 1599.9 and 1357 cm-1 receptivity, as reported in previous reports [30,36,37]. After functionalization with FO, the G band was shifted to a lower wavelength at 1589 cm-1, no obvious changes were observed for the D band. In addition, the ID/IG intensity ratio of GO increases from 0.96 to 1.062 for GOFO. The changes in the intensity ratio imply that GOFO of graphene structure was restored, which can be due to the removal of oxygen functional groups. The GO and GOFO were characterized using X-ray photoelectron spectroscopy (XPS), the results are shown in Fig. (5) and the elemental analysis is tabulated in Table (1). The GO broad spectrum shows two peaks at binding energies around 286.1 eV and 532.4 eV, which were assigned to C1s and O1s, respectively. The atomic composition of graphene oxide was obtained from XPS broad spectrum and revealed the presence of carbon (71.88%) and oxygen (28.12%). In contrast, the GOFO broad spectrum displayed three peaks at binding energies around 286.1 eV, 532.4 eV, and 686 eV, they can be assigned to C1s, O1s, and F1s respectively. The atomic composition of GOFO obtained from the broad spectrum shown the existence of carbon (71.66%), oxygen (27.34%), and fluorine (1%). The carbon-to-oxygen ratio increased from 1.6 for GO to 2.6 for GOFO, due to functionalization with FO. The C1s XPS spectrum of GO and GOFO are shown in Fig. (6). The C1s spectra can be decomposed into four characteristic peaks: C=C/C-C (non-oxygenated carbon, 284.5 eV), C-OH/C-O-C (hydroxyl, epoxy, and 286eV), C=O (carbonyl, 286.8 eV), and COOH (carboxyl, 288.9 eV) [38]. In comparison, the decomposed C1s spectrum of GOFO shows additional peaks at 287.02eV, 290 eV, and 292 eV, assigned to -C-O- (ether bond), C-F (fluorine), and C-F2 (fluorine) respectively[39]. As shown in Fig. (5), compared with XPS C1s spectrum of GO (Fig. (6)), the peak intestines of C-O and C-O-C were significantly decreased, new peaks appeared. The above results indicated the attachment of FO to graphene oxide surfaces via the reaction with hydroxyl groups of FO with C-O groups on the GO surfaces [40]. As shown in the SEM images of EGOFO composites, the GOFO sheets were well dispersed in the epoxy matrix. GOFO nano-sheets were surrounded tightly by epoxy resin, which indicates a good interfacial interaction between GOFO and the epoxy matrix. Such good interfacial bonding improves the stress transfer from the epoxy matrix to the GOFO nano-sheet and thus enhanced the mechanical properties of epoxy composites. However, due to the presence of incompatible fluorine groups on the GOFO, micro-voids can be observed and such voids could enhance crack initiation which leads to decrease the mechanical properties of epoxy composites[41]. SEM analysis of epoxy composites: The SEM images of epoxy and epoxy composites at fracture site after the tensile test are shown in Fig. (7). The images were used to examine the dispersion and the compatibility of GOFO in the epoxy matrix. Fig. (7a,b) shows neat epoxy exhibited relatively smooth surface with a river-like pattern in the fracture direction, confirmed the brittle nature of epoxy [42]. In contrast epoxy composites displayed rougher, fluctuant surfaces with GOFO nano-sheet pulled out of the epoxy matrix Fig. (7 c,e). Also, epoxy composites SEM images shown that GOFO nano-sheets were well dispersed in the epoxy matrix, a well interfacial interaction between the nano-sheets and epoxy composites Fig. (7 d,f). The good interfacial bonds can effectively transfer the stresses from the epoxy matrix to the GOFO nano-sheets and thus enhanced the mechanical properties of epoxy composites [41]. However, several micro-voids can be observed in all epoxy composites that can be due to the presence of fluorine groups. The low compatibility between the epoxy resin and fluorine groups caused the appearances of micro-voids. Cracks can initiate easily in the micro-voids, then spread through epoxy composites reducing epoxy composites strength. Mechanical properties of epoxy composites: Tensile test:The tensile test was conducted to investigate the effects of GOFO on the epoxy resin performance. Fig. (8) shows the stress-strain curves of neat and epoxy composites, and the results were summarized in table (2). The tensile modulus of pure epoxy was 471 MPa and its changes to 486 MPa (increased by 3.2 % with 0.1 wt. %), 507 MPa (increased by 7.6 % with 0.3wt. %), and 530 MPa (increased by 12.52 % with 0.5 wt. %). The highest tensile modulus was 12.52% compared to neat epoxy corresponding to 0.5% GOFO loading. The increase in the tensile modulus was due to the good dispersion and interfacial interaction between the GOFO and epoxy matrix. That's led to the good transfer of stress from the matrix to GOFO sheets. However, the tensile strength decreased by 18.35%, 22.15%, and 20.25% with 0.1 wt. %, 0.3 wt. %, and 0.5 wt. %. GOFO loading. The formation of micro-voids between the GOFO sheets in the epoxy matrix due to incompatibility between GOFO sheet and epoxy system due to the presence of fluorine groups. Fracture test:  Ã‚  The effects of GOFO loading on the fracture properties are shown in Table (2) and the stress-strain curves of fracture analysis were shown in Fig. (9). EGOFO composites shown a battened in the fracture modulus and strength to those of neat epoxy upon different loading. The fracture modulus was 1510MPa for neat epoxy. With 0.1, 0.3, and 0.5 wt. % loading of FO, the fracture modulus increased to 2340 ±17.61 MPa, 2324 ±73.5 MPa, and 2450 ±45 MPa respectively, these were 54.97, 53.84, and 62.85% respectively. However, for fracture strength, it's behaved differently with increasing GOFO concentration. The fracture strength decreased by 13.12% with the addition of 0.1 wt.% GOFO loading and then increased to 13.61% and 16.98% with 0.3 wt.% and 0.5 wt.% GOFO loading respectively. The increase in the fracture modulus and strength can be attributed to improvement in the interfacial interaction between the GOFO and epoxy matrix. That's allowed better load transfer from the epoxy matrix to the GOFO sheets, which increased both fracture modulus and strength. Thermal stability of epoxy composites:The Thermal stability of the GOFO nanocomposites was investigated by TGA as shown in Fig. (10) and Table (3).T10% and T50% are the temperature of sample weight loss reached 10% and 50 % respectively. Tdec is the sample decomposition temperature. All the specimens showed similar thermal degradation behavior with main weight loss between 3500C to 4500C. They exhibited different weight loss during the onset decomposition stages as shown in the enlarged window. The incorporation of GOFO significantly enhanced the thermal stability of epoxy composites in different trends. Epoxy composite 0.3 wt. % GOFO loading has a higher T5%, T50%, and Tdec compared with other epoxy composites. The T5% and T50% increased by ?13 and ?150C respectively based on pure epoxy. The Tdec increased by ?13 with the same loading compared to pure epoxy. According to the literate, there are two factors effects on the thermal stability of polymer composites: the formation of networks via covalent linkages between them and the crosslinking density [43,44]. The existence of the oxygen functional groups at the edge and the surface of the GOFO, can react with the epoxy resin and increased the crosslinking of the composites. The XRD data showed that GOFO doesn't have a uniform crystal shape compared to graphite, that makes the GOFO has a poor thermal conductivity. Therefore, with good dispersion of GOFO, it will act as a barrier and reduce the thermal conductivity of the epoxy composites [44]. Water uptake epoxy composites:The influences of water absorbed by the polymeric material can be significantly reduced by incorporating nano-size fillers into polymers [45,46].The water uptake of neat epoxy and its composites filled with GOFO were shown in Fig. (11). The addition of GOFO nano-fillers significantly decreased the amount of water absorbed by epoxy composites. The water uptake by neat epoxy was 0.432%, which decreased to 0.317% , 0.304% , and 0.308% for epoxy composites with 0.1wt.% , 0.3wt.% , and 0.5 wt.% GOFO loading respectively. this phenomenon implied that the addition of nano-size sheet with high aspect ratio provided tortuous pathways for water molecules to enter the epoxy composites and acted as a barrier water transportation through epoxy composites [47]. Another reason can be due to the hydrophobic nature of fluorine groups on GOFO, which can immobilized water molecules and prevented it from diffusion in epoxy matrix[47]. The hydrophobic behavior of GOFO composites:Fig. (12). Shown the air/water contact angle of pure epoxy and its composites. The measurement was performed at room temperature with three repetitions for each sample. From Fig. (12), the incorporation of GOFO increased the contact angle of all epoxy composites. The contact angle increased from 68.70 o  ± 1.73 for the pure epoxy to 83.53 o  ± 1.13 for 0.1 wt. % GOFO, 98.65 o  ± 2.49 for 0.3 wt. % GOFO, and 89.22 o ± 0.70 for 0.5 wt. % GOFO. The changes in the contact angle indicate that epoxy composites show more hydrophobic effects compared to pure epoxy [48]. The GOFO tends to immigrate to the surface of epoxy, due to the low surface energy of the fluorine atoms. They altered the surface energy and increased the hydrophobicity of the epoxy surface. But, with 0.5 wt. % GOFO loading, the contact angle decreased to 89.22 o ± 0.70, the aggregated GOFO nano-sheet at the surface can slightly reduce the polarity of the surface and increased the effects of the reaming oxygenated function groups of the graphene sheet.

A Review of Margaret Wente’s “Inside the Entitlement Generation” Essay

Margaret Wente’s Globe and Mail article on the existence and characteristics of the entitlement generation in Canada is both opinionated and thought provoking. The author strongly supports that the entitlement mindset is quite prevalent in Canada’s universities, has been nurtured by its preceding generation and has led to students’ unrealistic work expectations. Although Wente effectively communicates her opinions regarding the entitlement generation, her arguments are compromised by poor use of appeal to authority and a polarized approach to the topic. Those who have stepped onto one of Canada’s many university campuses may have noticed the student mentality encompassed by its definition. Wente credits Dr. Ken Coates, a professor of history and former Dean at the University of Waterloo, with elucidating the mindset of the entitlement generation— â€Å"the kids who’ve always been told they’re smart, and never pushed too hard† (par. 3). With the assistance of Dr. Coates’ expertise, the author argues that the development and existence of this generation of students has led to their unrealistic work expectations and disappointment post-graduation. She contends that this mentality is derived from student disinterest and laziness, yet nurtured by a former generation. Wente makes her opinion on the topic of the entitlement generation very clear by using a firm tone, which may be misinterpreted as condescending by the wrong audience. She makes implications regarding the entitlement generation and t heir work ethic. Applying these implications to a sizeable population is Wente’s fundamental flaw. Moreover, she bases many of her arguments on the shared opinion of Dr. Coates and does not deviate from this source. Implications that apply to large populations and the use of only a single source leads to generalizations that consequently contribute to error in appeal. These characteristics of Wente’s writing make many of her claims questionable and open to criticism, even though they may be valid arguments. The author uses Dr. Coates’ apparent expertise on the entitlement generation to support her arguments. She reassures her reader that Dr. Coates is an expert on the entitlement generation by indicating that his book, Campus Confidential is â€Å"a guide to the mindset of the entitlement generation† (par. 3). Wente presents Dr. Coates’ opinions as if they were her own, demonstrating her concurrence. Her agreement can be seen in her support of Dr. Coates’ statement that â€Å"[students] bring assignments in late and think that [professors] will mark them without penalty† (par. 4). Wente claims that this attitude is predictable because â€Å"that’s the way it’s been all their lives† (par. 5). Wente’s editorial is riddled with this type of accord, which may be criticized by the reader. The author only introduces the audience to Dr. Coates who is assumed to be the expert-on-the-topic and lacks an indication that there is adequate agreement among other experts. Additionally, there is no mention of the opinions held by Dr. Coates’ students regarding his credibility and competence in his role as a professor. It is possible that his opinion of the students he has encountered during his career has been shaped by their attitude towards his teaching ability, popularity or subject of expertise. Finally, Wente adopts a polarized approach to the topic by implying that students are either a part of the entitlement generation or the top 15 to 20 per cent of their class (par. 10). Wente argues that only the top of the class, can realistically anticipate jobs with a starting annual salary that exceeds $50 000 (par. 11). She implies that the remaining students are encompassed by the definition of the entitlement generation and are considered both uninterested and lazy. Furthermore, the author suggests that only the entitlement generation expressed their desire for unrealistic work/life balance, vacation time and a starting annual in the recent survey of university students (par. 11). She fails to acknowledge the possibility of a group of students who do not achieve a GPA that reserves them a spot at the top of the class yet possess a genuine desire to learn and be challenged. These are the students who might â€Å"[devour] the works of Frantz Fanton, Karl Marx and Gloria Steinem† (par. 7), but may also be involved in extracurricular activities, which take time away from their studies. Dr. Coates and Wente, do not recognize important attributes that students gain from being involved in clubs, sports or organizations. This lack of consideration contributes to the polarized approach adopted by the author. Wente’s holds a firm opinion regarding the entitlement generation and their characteristics. Her article brings public attention to a common mindset of Canadian students, which may help to explain the unrealistic work expectations of the current generation. This information may help employers who draw from Canadian institutions hire candidates that will integrate well into their organization based on their attitude. Employers should be wary, though, of the information presented in Wente’s article as it adopts a polarized approach to the topic of the entitlement generation with poor use of authorities. Works Cited Prinsen, Jean. â€Å"Mind Wide Open: Critical Reading.† Kingston: Queen’s University, 2011. 1-6. Wente, Margaret. â€Å"Inside the Entitlement Generation.† Toronto: The Globe & Mail division of Bell Globemedia Publishing Inc., 17 September 2011. F9.

Staff Development Teaching for Preventing Falls in the Elderly Long Term Care Facilities

In the United States, unintentional falls are the most common cause of nonfatal injuries for people older than 65 years. Up to 32 percent of community individuals over the age of 65 fall each year. Females fall more frequently than man in this age group, especially due to the fact that most female elderlies have bone weakness such as osteoporosis, which makes the fall to cause fatal injuries sometimes. Fall related injuries are the most common cause of accidental death in those over the age of 65. Approximately 40 fall related deaths per 100,000 people per year.Thus, fall are a growing public health problem that need to be addressed. Patient would not only suffer from such fall but the facility goes through hardships as well to deal with the patient. Fall related death rate in elderly group has been increasing in USA. Recently, falling has been occurring a lot in the long-term facilities. Falling has the highest rate of incident in the long-term facility because most of the patients are elderly. Falls can cause serious injuries and accidental death. In order to prevent falls in the elderly is very important.There are several different approaches to deal with predispose factors for elderly type of injury. I am going to reviews the major risk fators of falls and how to prevention for elderly populations living in long term care facilities. The effective falls intervention programs should take a multifaceted approach.Assess the staff for ability of learning and understandingI explained the background of important fall precaution to our licensed nurses and CNAs, the ones who gives care to the patients with ADL most closely. The Staff members, Licensed Nurses, and CNAs have different nationalities with different language. Licensed Nurses are 70% LVN and 30% RN. The experience in the healthcare facility for most of them is at least 3month. Because 90% of staff can fully understand in English, it is not necessary for the educational materials to be in other languages than English. The learners already are familiar with this topic because they already have had experiences in long-term facilities.How to educate and when is the best time for as much as possible participated in service. In order to prevent further falls, fall precaution presentations will be held during the weekdays in the conference room. Staffs can come in 30 minutes before or after the shift change, and spend an hour on this topic. First, I will show some fall cases through video, so I can induce the staff’s interest in this subject through visualization. Even though the staffs are well aware of the fall incidents, it is not easy to keep an eye on every patient 24/7, which can be frustrating and tiring to the staffs. However, I can explain how much this is important and tell them to try to understand and do the best. I will be identifying what risk factors or what kind of patient has high risks of falling using a current published brochure and video.What is the cost effect of a fall?Fall related injuries among elderly are associated with economic costs, which is much greater than the cost to implement a fall prevention program. In the long-term care facilities, even with an interdisciplinary team with physicians, nurses, social worker, physical therapy and administrators, fall prevention is still difficult because there is no way of knowing when one of the patients is going to fall. That is why it is crucial to educate staffs and patients to help reduce these barriers over time. Fall-related injuries account up to 15 percent of re-hospitalizations in the first month after the discharge from hospital. Falls carry staggering economic costs. Annual acute-care costs related to falls are estimated at $1.08 billion and long-term care costs at $4.9 billion.According to the Centers for Disease Control and Prevention, medical costs related to falls totaled more than $19 billion in 2007–$179 million for fatal falls and $19 billion for nonfatal fall-rela ted injuries. By 2020, the annual direct and indirect cost of fall injuries is expected to reach $54.9 billion. While falls have a tremendous impact on the patients, they also directly affect a healthcare organization’s cost per case and length of stay. Injuries from falls lead to a 61% increase in patient-care costs. Nearly every nurse can recall an incident in which a patient fell or nearly fell. As patients continue to age and present with increasing vulnerability and comorbidities, their potential  for harm increases.Predisposing factorsMulti-factorial Medications: Lots of medications such as benzodiazepine, tricyclic antidepressant, selective serotonin uptake inhibitors, and trazadone should be identified as high risk for fall. Most elderly long term care residents are reffered to as â€Å"polypharmacy† which is high risk for fall. Education (reorientation): fall prevention programs should be reoriented as much as possible call to increase safety awareness and r educes the fear of falling. Environment: frequently check environment that is very important. Web areas, clutter, poor lighting, and other environmental factors can reduce the risk of falling in nursing home.How to prevent fall1. After completed fall assessment upon admission, initiate fall precaution as soon as possible. Before appropriate technology and equipment can be chosen to help prevent falls, the patient’s fall risk, functional readiness, and mobility must be assessed. Most of patients consider for high risk for fall. Post-fall assessment is important because a lot of incidents are related to fracture, which is a serious matter. Fall prevention interventions should be assigned that are appropriate for individual based on the result of fall risk assessment2. Educate patients about predisposing and precipitating factors. This supports them to understand and enable them to do multi-disciplinary approaching. It should be built on initial risk screening results and involv e not just nurses but an interdisciplinary team of physicians, pharmacists, and physical and occupational therapists.3. Educate about basic knowledge of medication to CNA who is closely giving care than others.Essential implementation of safety caring in long term care facility1. Transfers: Patients rise from a sitting position to a partial stand to keep the center of gravity relatively low. Transfer the patient to the stronger side with the wheelchair at approximately 45-degree angle from the bed. If patients are unable to bear weight through the lower extremities due to weakness, place one end of the transfer board under the patient between the  buttocks and back of the thigh, then place the other end in the seat. Have the patient push up with the arms while slightly lifting the buttocks and slowly moving toward the wheelchair.2. Get belts: during transfer, obtain a standing position, turn and sit onto another surface or stand and walk to a new location, then turn and sit onto a new surface. The belt is better choice than the alternative placing one arm under the patient’s arm for the lift and holding onto the patient’s clothing or gown, which can injure the arm or shoulder, but care individual need to basic training from PT/OT personal.3. Bed and toileting safety: height- adjustable beds, safety rails, and raised toilet seats can reduce fall. To promote safety when the patients stands or for transfers, raise the bed. Otherwise, a weak patient who tries to stand could fall. Transfers onto and off a toilet, fix raised toilet seats and safety rails on either side of the toilet are needed. Patients can hold onto these to steady themselves when transitioning from a standing to a sitting position, and to push off from while standing after toileting. If the patient is unable to safely ambulate with assistance to the bathroom, provide a bedside commode.4. Mobility devices: mobility devices such as canes, walkers, and wheelchair mobility should be ma de sure that it has been evaluated and deemed approporiate and in a good working order. If it isn’t proper working contact a physical therapist for further evaluation. All mobility devices should be adjusted to the patient’s height and other characteristics as appropriate.5. Walkers: Nurse can walk next to the patient as the patient ambulates. Walker with seat must lock the brakes when ready to sit or transfer and complete the activity. Patients who become dizzy from nauseas or orthostatic can easily turn and sit on the seat without falling. This arrangement is much safer than having another staff member trail behind with a wheelchair and lower the patient to the wheelchair seat if patient becomes fatigued or dizzy or loses balance.6. Wheelchairs: individualized wheelchair prescriptions must be customized to each patient because the standard wheelchair does not work for all patients. For example, a dementia patient with memory deficits cannot be expected to remember to lock the wheelchair.What to do for caring for high risk fall patient1. Visual check every 2hours or more often 2. Keep bed in low position all the time 3. Lock wheels, call light, water pitcher, urinal in easy to reach. 4. Provide well lit path 5. Check shoes ; check well fitting, floppy shoes or loose clothing 6. Keep room clutter free, floor dry ad not slippery 7. Check bed, wheelchair alarm, or bedside mattress as ordered 8. Promptly answer for need help with call bell systemEvaluationVerify the education and providing data is effective or not. Throughout this education program, it is important to find a way to help nursing staff deal with issue of patient fall. Staff members recognize how vital it is to be aware of the possibility of fall during care. This program provides gaining more confidence to staff in their abilities to work with care. Even though falls can’t be prevented 100%, applications of fall prevention educations will create a safer, healthier, and happier place for both patients and staffs.

Freedom of Expression Essay Example | Topics and Well Written Essays - 500 words

Freedom of Expression - Essay Example The Alien and Sedition Acts are landmark policies that aimed to curtail the freedom of expression. The Alien Acts pertain to the status of naturalization of aliens, extending the required years of residence from five to fourteen years. They also include the legalization of actions against aliens, such as giving the President or his administrative assistants, the power to deport aliens who are deemed as threats to the government. The Sedition Act of 1798 made it a crime for any person to make â€Å"any false, scandalous, and malicious† statement about the U.S. government, Congress, or President (Werhan 12). The Congress opposed the Sedition Act. Republicans argue that the First Amendment does not give power for Congress to regulate the freedom of expression (Werhan 12). They also emphasize that it prevented citizens from getting the information they need to vote their officials in and out the office (Werhan 12). This movement expanded the freedom of expression to closely reflec t the goals of the First Amendment and to protect the freedom of speech in relation to criticisms against the government.The Alien and Sedition Acts are landmark policies that aimed to curtail the freedom of expression. The Alien Acts pertain to the status of naturalization of aliens, extending the required years of residence from five to fourteen years. They also include the legalization of actions against aliens, such as giving the President or his administrative assistants, the power to deport aliens who are deemed as threats to the government. The Sedition Act of 1798 made it a crime for any person to make â€Å"any false, scandalous, and malicious† statement about the U.S. government, Congress, or President (Werhan 12). The Congress opposed the Sedition Act. Republicans argue that the First Amendment does not give power for Congress to regulate the freedom of expression (Werhan 12). They also emphasize that it prevented citizens from getting the information they need to vote their officials in and out the office (Werhan 12). This movement expanded the freedom of expression to closely reflect the goals of the First Amendment and to protect the freedom of speech in relation to criticisms against the government. The abolitionists used the freedom of speech to fight for the â€Å"immediate end of slavery† (Werhan 15). They formed organizations, held public rallies and meetings, and even directly advocated slaveholders, by sending them antislavery publications (Werhan 15). The abolitionists attacked slavery in the national media because they believed that by doing so, they could make the abolition of slavery as the primary agenda of the government (Werhan 15). The Southern slave states fought back by banning anti-slavery speech (Werhan 15). When the abolitionist, Presbyterian minister Elijah P. Lovejoy was killed by a mob trying to burn his warehouse, where he protected free press, it further fueled the fire for freedom of expression (Werhan 16). His death highlighted the urgency of protecting the freedom of expression as a right of all citizens, so that they may be protected against the infringement of civil freedoms.

Singapore Research Paper Example | Topics and Well Written Essays - 1500 words

Singapore - Research Paper Example At the end of that period, the economy expound by 7.7%, reducing the level of unemployment to 2.1% and the level of employment being 235,000 (World Trade Organization, 2008, p. 112). The level of inflation, on the other hand, reduced from 4.9% to 3.5% this year. Singapore is one of the richest nations in the world. This has been facilitated by the removal of trade barriers, letting over 99% of the rest of the world to visit the country for trade without imposing a tax on them. This means that it is easy to import and export goods from and to other countries of the world and shows how open the country is. The currency used in Singapore is the Singapore dollar denoted as SD. It is almost equivalent to the US dollar with the exchange rate being 1USD =1.23 SD meaning that it is weaker than the US dollar by 0.23 (Huff, 1997, p. 44). Trade (expressed in billions of USD): Singapore Exports Imports 1975 5.375 8.133 1980 19.376 24.007 1985 22.812 26.285 1990 52.752 60.899 1995 118.268 124.507 1998 109.895 104.719 (International Monetary Fund, 1999) Trade is one the major factors that facilitate the growth of an economy since it earns the country foreign exchange that can be used to develop other sectors of that economy. It involves one country exporting goods that it produces more to avoid wastages and also importing goods that it lacks to avoid shortages. In this, it ensures resources are used appropriately and fully. Singapore’s current export stands at 41,538,700 showing a decrease by about 1,028,330.7 as compared to the previous period (Gerber, 2007, p. 94). Its major exports include: Aircraft and its parts Singapore is ranked number one among the many countries that provide aerospace design, manufacturing services and maintenance. It has all the required equipment to facilitate this, and this has also enabled it to capture a large market in Asia. It has created employment opportunities to the citizens, having over 18,000 employees in this sector. Oil and Gas Singapore is in the top three major traders of oil, and it has become the most important center for shipping in Asia. Oil is being used all over the world, and this is a major source of revenue for the government for different countries (Huff, 1997, p. 64). Since all the countries use oil and gas to run their daily activities, means that they have to purchase it. Singapore being one of the major exporters of oil and gas, it earns a lot, and this helps to improve its economic performance. Computers Computers are very essential in raising the total productivity and in transformation of business processes. Many of the citizens in Singapore have access to computers, and this has greatly contributed to its economy. Some of the computers produced are exported to the other part of the world, earning the country foreign exchange while others are used locally to facilitate or ease production of other products. The total trade value it obtains from export of computers and printers is about 1 2.5 billion (World Trade Organization, 2008, p. 119). Telecommunication Equipment Internet is very useful in the modern world. Many businesses advertise their products online as it is cheap and attracts many customers all over the world. With networking, it is easy to get more ideas on how you can compete globally through improving the quality of your products. Singapore provides the best network in the world and is in the

The Effects The Media Has On American Society Term Paper

The Effects The Media Has On American Society - Term Paper Example Media is considered to be a critical tool of communication between the government and the public, a fact which is reflected in the use of the media every time an important governmental plans needs to be promoted. The effects of media on American society are critically discussed in this paper. It is noted that the relationship between the media and the particular society is of similar form as in other countries worldwide – referring to the relationship between the media and the local population. However, in USA this relationship is highly developed; the media is considered as the unique tool for identifying the consent of the public to particular political decisions. It should be noted that through the decades the power of the media to affect the American society seems to be weakened – probably under the influence of the failures of media to represent the actual status/ quality of political and economic plans as promoted by the government, the local authorities but also the private sector – the case of Enron which was considered to be a quite powerful corporation, as presented through the media, is an indicative example of the failure of media to check the validity of the social and economic messages promoted through the particular means of communication. Traditionally, the American society has been strongly affected by media. As a result, every time that a critical political decision had to be supported the media was used, more or less, to ensure the consent of the public to the attempted changes. In order to understand the effects of media on American Society, it would be necessary to refer primarily to the characteristics of this society. Then, the potentials of media to affect the particular society would be made clear. The American society is based on specific principles/ ethics. Trust is of key importance for getting the approval of the public. In terms of decisions related to the management of the country’s issues, the particip ation of the public has been of critical importance. The term participation refers to the awareness of the public of the basic rules of the attempted plans, i.e. the direct involvement of the public in the realization of these plans is not necessary. In other words, in the context of the trust, as existing between the politicians and the public the provision of information to the public on the main principles/ parts of governmental decisions is considered as having the sense of involvement of the public in the relevant initiatives. The power of the media to influence the view of the public on critical social, political and economic issues is reflected in the literature published in the particular field. At a first level, the ability of the media to influence each individual has been assessed. The theories developed in this area have been rather contradictory. In the study of Shirley (256) reference is made to the hypodermic needle theory, which is based on the view that media cannot affect equally all people; rather, the media affects each individual at a different level in accordance with his background and perceptions. In the context of this theory it is believed that the behavior of the individual is of critical importance in order to understand his exposure to the media, meaning the level at which the media can influence the views/ decisions of the particular person. On the other hand, there is the magic bullet theory, which considers the potentials of the media to influence the public as being of a standardized form. In the context of this theory, the media is able to influence all people the same even if the message transmitted through the media has not been checked as of its validity (Shirley 256). The above theory

Personal Statement Example | Topics and Well Written Essays - 750 words - 19

Personal Statement Example in Taxation. Another factor that builds on my capacity for an opportunity to pursue this program is the experience I have gathered working as a consultant for Tailite Chemical & Plastic Limited Company. I have gained knowledge pertaining to legal issues of investing in the Midwest states and in the United States and have encountered issues of taxation. This would help me identify with some of the content that I will be taught in my LL.M. in Taxation classes. This would be an added advantage for me because I will be familiar with elements of taxation (Mooih et al 2003, 513). Research assignments that I will be required to tackle while pursuing the program will benefit from the experience I got while on an internship in Direct2supplier Corporation. While on this internship, I learned how to conduct research and interact, meaningfully, with research results. My service with Akzo Nobel (Asia) Co., Ltd also equipped me with a chance to conduct research inclined to legal issues. Roles and duties that I have assumed in different companies that I have worked for in the past have also taught me the prudence that I will use when going about my studies (Mooih et al 2003, 514). This program is the right one for me because it will enhance my practice as a consultant for Chinese companies that want to start businesses in the United States. Currently, I am working with a company that provides companies with the information they need to launch into overseas markets and the trend is that the companies interested in expanding their businesses abroad are increasing by the day. This has motivated me into studying LL.M. Taxation program from the United States. This way, a faculty that has experience in the country’s taxation practices (Mooih et al 2003, 515) will teach me. While working, I have interacted with people from diverse cultural backgrounds and I will ease adapting to the diverse cultural

Political Theory Essay Example | Topics and Well Written Essays - 5000 words

Political Theory - Essay Example The basis for Marx’ vision was that the ruling class, the bourgeoisie, was corrupting and oppressive to the people, and Marx envisioned a time when the bourgeoisie would be stripped of its power by stripping it of its property and society would be classless. Therefore, Marx essentially advocated that no one class would have power over another classs. On the other hand, Nicolo Machiavelli, in his book The Prince essentially advocated the opposite. Where Marx believed that power should be dissipated, Machiavelli believed that power should be strengthened, and his book showed rulers, called princes by Machiavelli, on how to do this. Machiavelli’s thesis was that a prince should be strengthened, therefore power should be aggrandized and this would be the basis for security in a nation; Marx’ thesis was that the proletariat, or the people, should be strengthened, so that those in power would be displaced and power would not reside in any one group or person. Both book s are based upon these basic premises. Argument The main contrast between the principles espoused by Machiavelli and those by Marx is that Machiavelli champions a strong leader who may use any means possible to rule over the people, whereas Marx champions the power of the people, the proletariat, stating that they should be more powerful than the leaders. For instance, Machiavelli appears to condone cruelty as a means of living securely in a new country which has been conquered. He cites the example of Oliverotto of Fermo, who came into power through a criminal act. Oliverotto came into power by murdering his uncle, Giovanni Fogliani, then, after this treacherous act, rode through the town, laying siege to the governing council. Because of this act, he was feared by those currently governing, and Oliverotto was able to make himself a prince. To be sure, Oliverotto murdered anybody who would resent his rule and might injure him (Machiavelli, 1961, p. 39). Despite the fact that Oliver otto was treacherous and killed his own uncle, who was nothing but kind to Oliverotto, Machiavelli held this leader up as an example of a prince who used cruelty well. Machiavelli stated that cruelty used well is cruelty that â€Å"is employed once for all, and one’s safety depends on it, and then it is no persisted in but as far as possible turned to the good of one’s subjects† (Machiavelli, 1961, p. 39). On the other hand, Machiavelli considered cruelty used badly as cruelty that grows over time, and is not necessarily a one-time incidence. When a prince uses cruelty badly, he cannot maintain power; with cruelty well-used, a leader may enhance his position (Machiavelli, 1961, p. 39). Machiavelli further emphasizes that cruelty must be used initially when securing the country, and must be inflicted all at once (Machiavelli, 1961, p. 40). This section is not the only place where Machiavelli advocates cruelty for the leader who is trying to secure himself in powe r. He also states that it is better to be feared than loved. Specifically, he advocates making examples of people. To do otherwise would be a weakness for the leader, and would lead to disorder. Machiavelli states that it is necessary to be feared, as opposed to loved, as men are â€Å"ungrateful, fickle, liars and deceivers, they shun danger and are greedy for profit†¦when you are in danger, they turn away† (Machiavelli, 1961, p. 71). When a leader is loved, they will have a bond of gratitude. However, men having the nature that they have, will break these bonds at the first

Managerial communication; Proposal Report Assignment

Managerial communication; Proposal Report - Assignment Example However when employees are promoted to managerial ranks they are obliged to quickly learn and create a rapport more efficiently to maintain their position. Business leaders can improve their communication skills through practice and commitment applying crucial approaches that will determine how effective they communicate with their juniors. Communication defines most businesses resulting into efficient marketing campaigns, great customer service and improved employee employer relationship, Wardrope (2005) . Because recipients need different communication at different situations and locations, business leaders need to master the art of effective communication suitable for each audience. Poor communication is regarded to have a negative effect into the way businesses operate. For example, poor communication can cause employee conflict thereby harming the influence on organizational culture. The aim of this paper is to look at three business communication models, outline and offer usefu l advice relevant to business communication for a managerial position. Intercultural communication has been a topic of several research and studies over the last decade. The significance of understanding the interactions and associations between individuals from several places has grown due to globalization. Businesses, Information Technology and the Internet have made the world a global village. Intercultural communication occurs when people persuaded by several cultures discuss common ideas in association. Globalization has connected the world closer than before. Business operations across cultures occur daily. To enable business run smoothly inter cultural communication is very vital. Interactions are in most times intercultural when distinct groups are most prominent in establishing the language, non verbal behaviors, values, relational styles and prejudice with which those people relate Kim (2001). When people from different cultures share experiences, their

“The Time Machine” by H.G. Wells Essay Example for Free

â€Å"The Time Machine† by H.G. Wells Essay In â€Å"The Time Machine† by H.G. Wells, the Time Traveler confronts a future that has apparently developed into a communist utopia, a belief system that Wells, a socialist, might well have supported.   The Traveler’s immediate reaction to the Eloi and his initial assumption that society has devolved into a classless cooperative reveals Wells’ bias towards a classless society. He also depicts the future as a beautiful, fruit-filled land instead of the dirty, smog-ridden reality that was Victorian era London. It is clear even in the opening chapters of the novel, that the Time Traveler shares many of Wells’ own biases and belief systems.   Though he believes that the Eloi have â€Å"devolved† due to the fact that they no longer need to work or improve their minds, the Time Traveler believes that this society is better than the one he came from where the poor were routinely mistreated and often malnourished. In many ways, the Time Traveler is the ultimate egalitarian: he believes that an Eloi society where the community works together to find its food and to live as equals is superior to his own society. It is not until the Traveler becomes aware of the presence of the Morlocks that he begins to question his initial impression. The fact that the Morlocks have become cannibalistic, Eloi-herders as a way of life is incredible depressing to the Traveler and he sets about to document these changes. Wells writes eventually that the Traveler is wrong in his theory about how the Morlocks and the Eloi come to be, but never discusses what the real cause of the evolution might be. From a philosophical standpoint, Wells development of the Eloi and Morlocks in his story is a remarkable commentary on his observations regarding the nature of man and how society might evolve. It is clear that in the Traveler’s initial opinion, the Eloi have developed from the upper class, from those who were too soft for manual labor and to enamored of recreational pursuits to challenge their minds. Likewise, the Morlocks are clearly supposed to have developed from the underclass and have resorted to violence and death as their way of life, never evolving to the point of problem solving or higher thought. In these most basic descriptions, Wells reveals his own bias towards the class warfare of Victorian England. Indeed, the Morlocks’ propensity for flesh-eating might well have developed out of the satirical writings of Jonathon Swift and his â€Å"A Modest Proposal.†Ã‚   Though in Swift’s essay it is the rich who eat the poor as a form of population control,   his commentary on the classes is very clearly echoed in â€Å"The Time Machine.†Ã‚   Both men argue effectively that class differences in the British Isles will likely lead to one class eating the other. By the subtle change from Swift’s â€Å"Proposal† to Wells’ Morlocks, we find that Wells’ believes it is likely the working class that will become cannabalistic and that the upper class has no redeeming qualities other than the ability to stuff their faces. Another philosophical issue facing the Time Traveler is the impact his travel will have on the world around him. This issue is central to the most recent film adaptation of the movie. In it, the Traveler attempts repeatedly to change the course of time to save his ill-fated fiancà © from certain death.   In both the film and the novel, the Time Traveler is forced to eventually face that he is unable to change the natural progression of time. The most interesting question here is whether he should have attempted to change time in the first place. Having seen the existence of the Eloi and the Morlocks and the eventual destruction of the planet, does the Traveler have any right to unwind, rewind or otherwise twist the fabric of time?   This question is largely unresolved in the novel, as the Traveler simply discovers that if he changes one event in the past, other events adapt to end with the same conclusion. The other question that this demands an answer to is the theory of time itself and of predetermination. If the Traveler is unable to change destiny by changing a specific event and if time adapts so that what is supposed to happen does, in one fashion or another, is there truly any conception of self-determination or is everything predestined. In his novel, Wells’ makes an effective argument for the concept that things happen as they are ordained to happen and man’s impact on them is infinitesimal. He argues through the repeated deaths of the Time Traveler’s fiancà © that fate is fate and cannot be changed. The joy of Wells’ novel is that on the surface it is simply a fantastical voyage into a future that might be, but that once one begins to scratch the surface, he finds a commentary on social justice, industrialization and even religion, as some religions argue that man is pre-destined to live his life in a certain manner. By never resolving the issues within the book, Wells allows the reader to determine for themselves whether they believe in predetermination or if they believe the future can be changed. He allows the reader to make his own judgments regarding the   battle between nature and industrialization and he allows the reader to decide how the battle between the classes will end. The novel allows the reader to take as much or as little from it as they desire and as such it is a classic of English literature.

Research Into Job Satisfaction Among Nurses

Research Into Job Satisfaction Among Nurses Nurses in most healthcare facilities have some of the highest levels of direct patient contact of any employees. Nursing force plays an essential role in achieving organizational goals and providing high quality care to the community. Hospitals are important health care and social system where nurses are the cornerstones for their effectiveness and efficiency. Many of the nurses even take on the responsibilities of the medical supervisors or the doctors in command, and this makes them a very important part of the medical system (International Council for Nurses, 200) Devoid of people, organizations can not reach their goals. (Drucker, 1999). High nurse turnover can impact negatively on an organizations capacity to meet patient needs and provide quality care (Gray and Phillips, 1996; Tai et al., 1998; Shields and Ward, 2001). At the nursing unit level, high turnover affects the morale of nurses and the productivity of those who remain to provide care while new staff members are hired and orientated (Cavanagh and Cof ¬Ã‚ n, 1992; Sofer, 1995). Jones (1990a, b) de ¬Ã‚ ned nursing turnover as the process whereby nursing staff leave or transfer within the hospital setting. This de ¬Ã‚ nition Includes intentional and unintentional, as well as internal and external turnovers. Voluntary and involuntary turnovers are not always distinguished in studies because costs are incurred regardless of whether staffs resign or are requested to leave. According to L.J. Hayes et al(2008) turnover is a product of job satisfaction and commitment and can lead to nursing shortage. Nursing shortage and high rates of nurses turnover has become a prevalent global issue (Kingman, 2001). The nursing shortage has a vital effect on healthcare system because of its negative impact on both preventive and curative care. For example, in developing countries, fewer nurses have been available for providing immunizations and prenatal care. Hospitals in many industrialized and developing countries have been forced to close units when nursing staff has not been available (Oulton, 2006,cited in sianze,Malvarez (2008).Shortages can be a symptom of low job satisfaction, poor management and lack of organizational support (Zurn et al., 2005). Shortages are resulting in heavy workload, which is a precursor to job stress, and burnout, which have also been linked to low job satisfaction. Nurses job satisfaction is an elusive concept, which is defined within its extrinsic and intrinsic values (Cowin, 2002 cited in Masroor A.M., Fakir M. J 2010). Job satisfaction is an essential elemen t that has strong effects on patient safety, productivity, and performance, quality of care, retention and turnover (Cavanagh and Cof ¬Ã‚ n, 1992; Blegen, 1993; Irvine and Evans, 1995, Murrells, T., et al, 2007). Job satisfaction refers to overall positive feelings towards a job. It is defined as, Pleasurable or positive emotional state resulting from the appraisal of ones job experiences (Locke, 1976). What in terms of job satisfaction counts the attitude of an employee towards his job? Attitude is a point of view of an individual towards an object. The object may be anything, such as, an organization, a manager, a colleague or a job. What is important about attitude is that: people make decisions based on their attitudes. When employees are satisfied with their job, they tend to stay in their job. On the other hand, people who are not satisfied with their job tend to take a decision of quitting their workplace. Workers with positive attitude are likely to be productive and effective in the organization whereas those with negative attitude have poor performance and ultimately less productive (Abu Ajamieh, A. R, 1996). Satisfied employees tend to be more productive, creative, and committed to their industry, and recent studies have shown a direct relation between staff satisfaction and patient satisfaction in health care organizations (Al-Aameri, 2000). The entire employee wants to be satisfied at their job no matter what activities they are engaged in or have the will to carry out. The significance of job satisfaction arises from the fact that the nurses whom job satisfaction is positive are not only pleased and happy within themselves but also affecting the quantitative and qualitative outcomes of the health organization in a positive way. Quite the opposite, the dissatisfied nurses are not peacefully pleasured resulting in poor performance, increased absenteeism, tardiness, burnout, turnover and qualitative and quantitative negative outcomes for the health care system. Nurses shortage and Job satisfaction should be of primary concerns to the health managers because nurses take the responsibility of many positions in the hospital and their turnover would have great impact on the employers and the patients as well. The shortage of nurses has been well recognized and extended to the long-term care services (Fletcher, 2001; Mark, 2002; Mitchell, 2003) Cited in MH 2008. In response population growth, health care organizations are facing problems in finding and keeping skillful nurses (Gohen Van Nostrand, 1995; Kassner Bertel, 1998). High nurse turnover and vacancy rates are affecting access to health care (Best Thurston, 2004) Cited in MH 2008. Continuously hiring new staff is costly and recurrent turnover influence the morality of nurses and vitiates patient care (Sofie, Belzar, Young, 2003) Cited in MH 2008. The increasing rate of turnover resulted in unfavorable physical and emotional effects on nursing home residents, leading to a greater incide nce of falls, medication errors, fear and anxiety, and feelings of hopelessness (Best Thurston, 2004; Sofie, Belza, Young, 2003). Background and significance: There are five governmental schools of nursing spread overall the United Arab Emirates (UAE). Three of them are called Institutes of Nursing (IONs) governed by the Ministry of Health (MOH). The IONs offer a Diploma degree and cover the Northern Emirates. While the Higher College of Technology and the Institute of Applied Technology which are controlled by the Ministry of Higher Education in both of Abu-Dhabi and Al-Ain graduate nurses holding Bachelors degree of nursing science. The period of study in the IONs is three years. All of the graduates are female Emiratis and expatriates and the number of graduates in the northern emirates is relatively higher that of Abu-Dhabi and Al-Ain cities. Despite all such number of graduates, the UAE like the other countries is in severe shortage of nurses related to high rate of turnover. The UAE is need for 30,000 nurses and midwives, only 23000 are available which means that the shortage is 7000 (Underwood, M, 2010). According to the MOH-secretary of the Nursing and Midwifery Council, low remuneration, low status and limited career development are all factors influencing the shortage. Therefore, the UAE must hire up to 25 to 30 per cent; 7000 nurses to overcome the shortage of nursing staff. Dr. Rifaai (2010), the Head of Federal Nursing Department, referred the shortage of nurses and midwives in the UAE to the perceived low status of the profession. The Emirati nurses account only 4% of the total population (UAE-MOH, cited Underwood, M, 2010) which does not run in parallel with the demographics population of the country. The serious nursing shortage has prompted the MOH-UAE to start a national study to identify the factors that could lead to a better workplace at the governmental hospitals. This study was in response to a previous pilot study funded by the Ministry of Health called Thinking Magnetism which revealed that low wages and Lack of autonomy to make decisions are the primary reason for nurses dissatisfaction (Khaleej Times, 23 November 2009). The outcomes of the study drove the government to start looking carefully after these phenomena particularly when the pilot study, the magnet indicators showed very low scores for ministry hospitals as compared with USA magnet hospitals. The indicators studied: nursing contribution in hospital affairs; nursing foundation of quality of care; ability of nurse manager, leadership; staffing; resources; and nurse-physician relationship. Among the 14 urgent requirements identified, the pilot study recommended: part-time jobs; flexible recruitment; promotion p olicies, and competitive salaries. Involvement in decision-making and encouragement of a healthy nurse-physician relationship was also suggested. Expatriate nurses working in the government hospitals demanded equal treatment with UAE nationals and placements according to qualifications. Suliman, A.B., (2006), stated in his study that staffs perceptions of fairness are largely based on comparison. For instance, employee may compare their payment, working hours, and incentives. If the comparison is positive, they are likely to feel positive toward their organization. Conversely, if the result is negative, they will react negatively toward the system and may challenge and oppose it. Consequently, the employees may intent to quit their job. The finding of this study may help the health care managers and policy makers to develop and institutionalize targeted nurse recruitment and retention strategies by taking into consideration the predictors of nurses dissatisfaction and turnover. The significance of the problem and the absence of related researches and statistical data about the level of nurses satisfaction, and the factors that contribute to turnover give the urge to study these phenomena. Statement of Purpose: The aim of this research is to : Explore the relationship between job dissatisfaction and turnover among registered nurses in the governmental hospitals of UAE. Find relationship between individual/ demographic variables and job satisfaction among the registered nurses in the Governmental hospital in the UAE. Give the nursing managers in the UAE hospitals clear indicators towards improving the nurses job satisfaction, retention and reduction of turnover rates. Research questions: This research is intended to answer the following questions: What is the relation between dissatisfaction factors to turnover? What is the relationship between demographic variables and job satisfaction? Literature Review Theoretical Framework: Job satisfaction is multi-faceted with many definitions and theoretical frames. According to Spector (1997), Job satisfaction is the most important variable that is frequently studied in organizational behavior research. In addition, the fundamental variable in both research and theory of organizational phenomena were ranging from job design to supervision. Moreover, the traditional model of job satisfaction focuses on all the feelings that an individual has about his/her job. Yet, being satisfied or dissatisfied does not rely on the type of the job only but also on the expectations of the individuals from their job. In another definition, Job satisfaction is defined as the degree to which employees enjoy their jobs (McCloskey McCain 1987). Job satisfaction is an enjoyable affecting state resulting from the consideration of ones job (Locke, 1976 cited in Brief, A. P., Weiss, H. M. (2001) cited in Wikipedia), an emotional response to ones job (Cranny, Smith Stone, 1992 cited in Weiss, H. M. (2002) cited in Wikipedia) and an sentiment towards ones job (Brief, 1998 cited in Weiss, H. M. (2002) cited in Wikipedia). Researchers usually relate job satisfaction to motivation. Motivation can be defined as an internal process that activates, guides and maintains behaviour over time (Pintrich 2003; Schunk 2000).There are several theories of motivation .The most important theories are Maslows hierarchy of needs, Hertzbergs dual factor theory, and. Vrooms expectancy theory. Unfortunately, none of these theories have gained adequate support or shown to be valid as job satisfiers. Nevertheless, they are based on satisfying human needs that address motivation. Maslows theory1954: Maslow suggested a hierarchy of needs and links these needs to motivation. Maslow divided human needs into three categories, the deficiency needs (physical and psychological well being) , growth needs(knowing, appreciating, and understanding), and self actualization (ones potential). Maslow pointed out that individuals will not be motivated to the second need until the demands of the first need have been satisfied. Based on Maslows theory, job satisfaction has been approached by some researchers from the perception of need ful ¬Ã‚ llment (Kuhlen, 1963; Worf, 1970; Conrad et al., 1985). The fulfillment of job related needs lead to increase satisfaction as individual moves up in the hierarchy to the highest level. An individual who reaches the self-realization will continue in his job and becomes more efficient and productive, whereas unfulfilled needs will lead to poor performance; less productivity, work related stress and eventually job dissatisfaction which might result in turno ver. Herzberg Motivation-Hygiene theory (1959): Herzberg presented a dual factor theory. He uses the needs satisfaction to explain job satisfaction. He believed that satisfaction and dissatisfaction were separate and unrelated. Intrinsic factors called motivators (i.e. related to the nature and experience of performing work) were found to be job satis ¬Ã‚ ers and included: achievement, recognition, work itself and responsibility and similar to the growth needs of Maslows hierarchy. Extrinsic factors called hygiene factors were found to be job dissatis ¬Ã‚ ers and included: organizational policy, administration, supervision, salary, interpersonal relations and working conditions to the deficiency needs of Maslow. However, the distinction between motivators and hygiene was not supported by many researches (Cronin-1977; Everly and Falcione, 1976; Gangadhraiah, et al.1990; Hutto Davis, 1989; Joiner, Johnson Crokrean, 1981; Koelbel, 1988; Munro, 1983; Simpson, 1985). Cavanagh (1992 cited in Burnard et al., 1999) noted that these theories attempt to specify particular needs that must be met or values that must be attained (p. 705) if an individual is to be satisfied at work. Figure 1: (Maslows and Herzbergs Ideas Compared, cited in Tiffany Jordan, undated) Vrooms Expectancy Theory of Motivation (1964): Vroom predicts that effort lead to increased performance (Expectancy), and performance lead to valued rewards (Instrumentality) and then these values are placed on outcomes (Valence), all three are required for positive motivation. If either of these factors were absent, performance will be altered to zero (Suliman, 2001). However several researches have supported the principles of the theory (Campbell Pritchard, 1976, Hollenback, 1979, Mitchell, 1974). However, questions remain to which extent an employee can increase his/her efforts about the corresponding organizational structure and decision making processes needed to fulfill the expectations of workers. (Expectancy Theory of Motivation (Undated), cited in Arrod, http://www.arrod.co.uk/archive/concept_vroom.php) Definitions of Job Satisfaction based on the theories: Job satisfaction is the affective orientation that an employee has towards his or her work (Price, 2001). Specter (1997) summarized the following facets of job satisfaction: appreciation, communication, co-workers, fringe bene ¬Ã‚ ts, job conditions, nature of the work itself, the nature of the organization itself, an organizations policies and procedures, pay, personal growth, promotion opportunities, recognition, security and supervision. Dentitions Related Theory The individual matching of personal needs to the perceived potential of the occupation for satisfying those needs (Kuhlen, 1963) Maslows human needs theory (Maslow, 1954 Need ful ¬Ã‚ llment, that is, whether or not the job met the employees physical and psychological needs for the things within the work situation (Worf, 1970) A match between what individuals perceive they need and what rewards they perceive they receive from their jobs (Conrad et al., 1985) A function of satisfaction with the different elements of the job (Herzberg 1959) Herzberg motivation-hygiene theory (Herzberg, 1959) All the feelings that an individual has about his job (Gruneberg, 1976) Focus on cognitive process (Spector, 1997) The affective orientation that an employee has towards his or her work (Price, 2001) (Table 1, Dentitions of job satisfaction, Hong Lu, While, A., Barriball, K.,(2004) C. Previous Research Review: C. Previous Research Review: Locke (1976) defined job satisfaction as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experience. That is, it is the discrepancy between what an employee values and what the situation provides. Job satisfaction is a complex phenomenon. The current global shortage of nurses places of interest the importance of understanding the effect and interrelationships of the factors that contribute to nurses dissatisfaction and consequently turnover so that healthcare organizations may implement strategies that help to retain nurses. Sources of nurses job satisfaction: Satisfaction has been found to be related to performance within the work environment (Landeweerd and Boumans, 1988, cited in Burnard et al., 1999), so it is not amazing that the notion of job satisfaction has gained much attention. Researchers have attempted to identify the different variables of job satisfaction, measure the significance of each variable and examine what effect these variables have on the productivity of the employee (Burnard et al., 1999). A variety of quantitative and qualititative studies have been done on the sources of job satisfaction among nurses and here are the most important findings: Aiken et al. (2001) found in his global study in a sample of 43,329 nurses working in adult acute hospitals that job dissatisfaction among nurses was highest in the United States (41%) followed by Scotland (38%), England (36%), Canada (33%) and Germany (17%). One third of nurses in England and Scotland and more than one  ¬Ã‚ fth in the United States have intent to quit their job within 12 months of data collection. More striking, however, was that 27-54% of nurses less than 30 years of age intended to quit within 12 months of data collection in all countries. Opportunities for the development were the reason behind the satisfaction of the nurses in Germany (61%) while salary was the satisfier for the nurses in USA (57%) and Canada (69%). Similarly, Adamson et al. (1995) found that British nurses were more dissatis ¬Ã‚ ed than Australian nurses. He pointed that the poor insight of professional status, insufficient relationship with hospital management system and improper working environment, were found in British more than Australian nurses. Professional organization and work design, con ¬Ã¢â‚¬Å¡ict between the newly gained experience during training and the available one. Furthermore, lack of communication between nurses and physicians, feeling of being not respected by other related health professionals, hospital managers and physicians were a concern to the British nurses. Nevertheless, the perception of autonomy by the Australian and British nurses was nearly the same. Eventually Tovey and Adams (1999) came up with the main sources of nurses dissatisfaction: working interactions, mainly those with administration, shortage of staff, professional concerns about poor standards of care and external work pressure. Nolan et al. (1998) found that level of job satisfaction had remained stable. They further found in a sample of 518 nurses that 35% of nurses reported reduction in their level of satisfaction and 69% drop in their morality. Price (2002), using the satisfaction scale of Mueller and McCloskeys (1990a, b) in a sample of 141 nurses found that (58%) were generally satis ¬Ã‚ ed with their job. Highest satisfaction was related to co-workers and extrinsic rewards and most dissatisfaction was with the amount of control and responsibility they had and with professional opportunities. Nurses were most satis ¬Ã‚ ed with annual leave, nursing peers and hours worked (79%, 78% and 76% of respondents) and dissatisfied with compensation for working weeke nds and control over work conditions and childcare facilities (55%, 55% and 46% of respondents. Using the same scale, Wang (2002) found that Chinese nurses were mostly dissatis ¬Ã‚ ed with pay and job promotion. Finally, nurses job satisfaction is very essential to organizations as levels of job satisfaction would globally impact the nursing workforce. Sources of job satisfaction are relatively similar, e.g., physical working setting, relations with fellow workers and managers, salary, promotion, job security, responsibility, the recognition from managers and working hours. Effects of job satisfaction of nurses on absenteeism, burnout, turnover and intention to quit: Researchers have generally found that satisfied employees are more productive and committed to their jobs, whereas dissatisfied ones experience absenteeism, grievances and turnover (Smith 1996, cited in Alamri, 2001).Matrunola, (1996) did not find any significant relationship between job satisfaction and abscentism in a small sample of 34 nurses which makes its generalization difficult. Borda and Norman (1997) noted a signi ¬Ã‚ cant positive relationship between job satisfaction and intent to stay and negative relationships between job satisfaction and frequency of 1 day absence and short-term absence. Sius (2002) indicates that job satisfaction was an important predictor of abscentism. Job dissatisfaction is consistently linked to high levels of stress, burn-out or mental and physical exhaustion (Blegen et al. 1993, Adams Bond 2000, Aiken et al. 2002). Keel (1993) cited in Tzeng 2002), indicated that burnout affects mainly nurses, physicians, social workers and teachers. Burnout seems to be caused by stressful working conditions, disproportional-high efforts (time, emotional involvement, and empathy) and dissatisfaction with jobs. For the goals of lowering professional stress and improved satisfaction, social support and improved team cooperation could protect nurses against burnout. There is a vast body of the literature linking job satisfaction in nursing and turnover. Job dissatisfaction has been frequently identi ¬Ã‚ ed as the reason why nurses leave their jobs (Lum et al., 1998; Tzeng, 2002). Tzeng (2002) has also noted that factors such as indirect working environment (hospitals policies, bene ¬Ã‚ ts, leisure activities, housing, parking, and vacation policy), salary and promotion as very important but strongly dissatisfying and indicated that job satisfaction is a predictor of turnover. A study conducted in the United States revealed that dissatisfied nurses were 65% more likely to have intent to quit compared to their satisfied colleagues (Shields Ward, 2001 cited in Masroor A.M., Fakir M. J., 2010). Gray and Philips (1994) Examined turnover rates and relationship to age and length of service in 342,000 employees from nine staff groups in National Health Service (NHS) and explored that annual turnover rate among all NHS staff 13.6%; higher turnover among full-time than part-time; turnover declines with age, are high in  ¬Ã‚ rst year of service, remains high in second year before declining. Leveck and Jones (1996) indicated that experience on unit and professional job satisfaction were predictors of staff nurse retention; job stress and clinical service were predictors of quality of care. The variable contributing the most was management style. While Davidson et al (1997) in a sample of 736 hospital nurses cited that intent to leave predicted by perception of little promotion, high routinization, low decision latitude and poor communication. Lum et al (1998) found among 361 RNs in neonatal and pediatric Intensive Care Unit that Job satisfaction has indirect and organizational c ommitment has direct effect on intent to quit. Boyle et al (1999) recognized that managers position power and in ¬Ã¢â‚¬Å¡uence over work coordination had direct link to intent to stay. Instrumental communication, autonomy, and group cohesion decreased job stress and thus increased job satisfaction. Job satisfaction was directly linked with intent to stay. Furthermore, Hemingway and smith (1999) discovered that high work pressure was predictive of greater role con ¬Ã¢â‚¬Å¡ict and role ambiguity, and of more stress from heavy workload. In addition, poor supervisor support was signi ¬Ã‚ cantly related to greater stress from heavy workload, and lack of autonomy was related to higher role ambiguity. Larabee et al (2003) proposed that major predictor of intent to leave was job dissatisfaction, and the major predictor of job satisfaction was psychological empowerment. Predictors of psychological empowerment were hardiness, transformational leadership style, nurse/ physician collabor ation, and group cohesion. Strachota et al (2003)identified the following reasons: hours worked; better job opportunity; family; poor pay and bene ¬Ã‚ ts; poor staffing; unsupportive management; unacceptable work environment; work stress; no opportunity for advancement. Duffield et al (2004) added the following causes: leaving related to work aspects, structural aspects, professional issues, team support, salary and prestige, employer care, and legal concerns. Turnover has many consequences such as mean cost per RN turnover was $10,198, ranging from $6,886 to $15,152(Jones, 1990b, Waldman et al, 2004)), poor patient satisfaction, risk of infection increased almost 30% and the risk of hospitalization increased more than 80% (Zimmerman et al, 2002). Leiter et al. (1998)cited in Tzeng,2002) concluded that patients, who stayed on wards where nursing staff felt more exhausted or more frequently expressed their intention to quit, were less satis ¬Ã‚ ed with their medical care. This study con ¬Ã‚ rmed the importance of understanding nurses job satisfaction and intention to quit as both concepts, which would contribute to patient outcomes. Moreover, both nurses job satisfaction and patient satisfaction have been identi ¬Ã‚ ed in the Nursing Report Card for Acute Care (American Nurses Association, 1995) as two of the important nursing quality outcome indicators. Lee et al.s (2003) showed that the most common reasons for nurses turnover were work overload, rotating shifts and con ¬Ã¢â‚¬Å¡ict in interpersonal relationships. A total of 24%, 15% and 35% of variance regarding depersonalization, emotional exhaustion and personal accomplishment, respectively, was explained by the individual characteristics, job stress and personal resources were explained by the predictor variables. Turning to, Cavanagh (1990) indicated that job satisfaction was the determining factor of turnover which could be predicted by kinship responsibility, promotion, pay and influential communication skills. Wu et al (2000), found a positive and significant relation between the job stress and intention to quit. This was also confirmed in Yin and Yangs (2002) meta-analysis who revealed that the strongest factors for nurse turnover were job satisfaction, autonomy, advancement opportunity, job stress, pay, group cohesion, marital status and educational level. To sum up, researches from various countries indicate that job satisfaction is a signi ¬Ã‚ cant predictor of nursing absenteeism, burnout, turnover and intention to quit the organization and nursing profession. Related factors to job satisfaction of nurses Blegens (1993) meta-analysis found a strong connection between job satisfaction, stress and organizational commitment. Seven variables had strong correlations: communication with supervisor, autonomy, recognition, routinization, communication with peers, fairness and locus of control; and four variables had very weak correlations: age, years of experience, education and professionalism. A causal model of job satisfaction has been tested in the studies of Chu et al.s (2003) among 308 Taiwanese nurses and Seo et al.s (2004) among 353 South Korean nurses, respectively. In this model 11 independent variables included: job involvement, positive affectivity, negative affectivity, autonomy, distributive justice, procedural justice, job stress (role ambiguity, role con ¬Ã¢â‚¬Å¡ict, and workload and resource inadequacy, pay, promotional chances, routinization and social support .Moreover, four of twelve structural variables (workload, supervisory support, routinization, and pay) were found to have signi ¬Ã‚ cant net effects on satisfaction. Chu et al. (2003) found that six variables had significant impact on job satisfaction: routinization, positive affectivity, involvement, negative affectivity, role ambiguity, supervisor support which explain 45% of the variance in satisfaction. Whereas Seo et al. (2004) found seven variables had statistically signi ¬Ã‚ cant effects on job satisfaction: positive affectivity, supervisory support, pay, routinization, negative affectivity, workload and job opportunity and he found reasonable fit between the casual model and data; all the variables explained 53% of the variance. Interestingly, Packard and Motowidlo (1987) correlated job satisfaction with depression, hostility, subjective stress, frequency of stressful events, intensity of stressful events and anxiety. Knoop (1995) indicated that organizational commitment is positively related to job satisfaction among nurses, satisfaction with work, promotion opportunity, supervision, co-workers and pay among Canadian nurses. Organizational commitment refers to identi ¬Ã‚ cation with and loyalty to the organization and its goals (Blau and Boal, 1987) which Mowday et al. (1979). Commitment is characterized by three factors: a strong belief in and an acceptance of the organizations goals and values; a willingness to exert considerable effort on behalf of the organization; and a strong desire to maintain membership in the organization (Blegen, 1993; Al-Aameri, 2000). Fang, (2001) agreed with the studies of (Blegen, 1993; Al-Aameri, 2000) and cited that job satisfaction was significantly and positively relate d to organizational commitment, professional commitment, and negatively related to job stress. Organizational commitment has an incremental effect on a professionals intention to leave the organization (Blau and Lunz, 1998). Enhancing professional commitment in nursing has the potential to produce bene ¬Ã‚ ts for both the individual and their organization (Cohen, 1998; Cohen, 1999). Furthermore, professional commitment is positively related to the job satisfaction of nurses (Lu et al., 2000; Jones, 2000).Lu et al., (2002) indicates that professional commitment is more effective in predicting intention to leave the nursing profession than intention to leave the organization at 9.2 %. Lu et al., (2002) added that Job satisfaction was more effective in predicting intent to leave the organization than intention to leave the nursing profession at 8 %. Moreover, role con ¬Ã¢â‚¬Å¡ict and ambiguity are signi ¬Ã‚ cantly related to job stress, organizational commitment, job satisfacti on and intentions to leave the nursing profession (Rosse and Rosse, 1981).Dailey (1990) found that most signi ¬Ã‚ cant predictor of intention to quit was experienced job induced stress symptoms. However, Mitchells (1994) in United State study found that there was not a signi ¬Ã‚ cant linear association between a nurses job satisfaction and the correlation between work role values and actual work roles. Yet, the  ¬Ã‚ nding that workload has the second largest impact emphasizes the relative importance of job stress in determining levels of nurses job satisfaction. This  ¬Ã‚ nding is consistent with the results obtained in other empirical studies which have shown that the job stress variables have negative impacts on job satisfaction (Mathieu, 1990, 1991

New England And The Chesapeake Region Before 1700 Essay -- American Am

New England And The Chesapeake Region Before 1700 Although New England and the Chesapeake region were both settled largely by the people of English origin, by 1700 the regions had evolved into two distinct societies. The reasons for this distinct development were mostly based on the type on people from England who chose to settle in the two areas, and on the manner in which the areas were settled. New England was a refuge for religious separatists leaving England, while people who immigrated to the Chesapeake region had no religious motives. As a result, New England formed a much more religious society then the Chesapeake region. John Winthrop states that their goal was to form "a city upon a hill", which represented a "pure" community, where Christianity would be pursued in the most correct manner. Both the Pilgrims and the Puritans were very religious people. In both cases, the local government was controlled by the same people who controlled the church, and the bible was the basis for all laws and regulations. From the Article of Agreement, Springfield, Massachusetts it is ...

Research Methods Essay -- Quantitative Method, Qualitative Method

Quantitative and Qualitative are said to be systematic in different design. Both design have to follow a process system that involved defining a principle of research. General speaking, quantitative research is thought to be objective, however qualitative research often involves a subjective element. There are differences designs in qualitative research in comparison to quantitative research. Qualitative research involves words, pictures, or objects; Quantitative involves data in the form of numbers and statistics. However, the researcher uses in-depth interviews in qualitative research to find out how the subjects view their world. In quantitative research the researcher uses precise measurement to predict hypotheses. Whereas, qualitative research the researcher changes the environment of the subject and uses these in-depth questionnaires to find differing attitudes about the world we research live in. Similarly, quantitative can be personal, such as in the periodic visits with the researchers to analysis symptoms and record data. Qualitative and Quantitative can overlap each other, for example, in the in-dept interview process in quantitative research to record data and test subjects for symptoms. They can overlap but conclusively differences such numerical data collection and statistics that will always be at odds. Qualitative and Quantitative design have many advantage and disadvantage. There are different designs that allow researches to draw different kinds of conclusions and Interpretations. For example Qualitative research can be critical. Qualitative data are extremely varied in nature. For Example, Quantitative focuses on tightly controlled variables in a structured setting to provide an explanation of la... ...earch checks reliability and validity in the form of prolonged treatment, triangulation, and persistent observation. For Example, Quantitative in Nonexperimental research involves observing and measuring things as they are. Naturalistic observation, interview, survey, case history, and psychometric scales are some of the methods used when it is not possible or unethical to manipulate an independent variable. Nonexperimental research is used to provide solutions to problems. Nonexperimental research can add to what we know by common sense because we can test our beliefs to see how true they are. Both methods also have ways of sampling. Random sampling is preferred in quantitative research. This allows the researcher to pick a representation of a larger group and the results can be generalized to the larger group. In qualitative research, sampling is not random.

Volumetric Analysis: Lab Report

Floyd Askew 3/19/13 CHEM 1211L Lab Report Introduction The purpose of this lab is to use volumetric analysis to determine the concentration of unknown substances. A sodium hydroxide solution is standardized to assist in finding the concentration of an acetic acid. An indicator must be used to pin point the equivalence point, the point in which 1 mole of a substance is equal to 1 mole of another. When that is found, we can determine the concentration. HC2H3O2 (aq) + NaOH (aq) H2O (l) + NaC2H3O2 (aq) The above equation is used to neutralize the acetic acid.The acid reacts with a base to produce water and a salt. Because there’s a 1:1 ratio, the moles of the acid must equal the moles of the base in order to reach the equivalence point. As far as the indicators go, an acid-base indicator will be used to show when we are close to the end point. For example, when HIn is dissociated In – is produced and it is pink. (See equation below) HIn + H2O H3O + +In – Procedure St andardization of NaOH Solution 1. A known amount of KHP is transferred to an Erlenmeyer flask and an accurately measured amount of water is added to make up a solution. . NaOH solution is carefully added to the KHP solution from a buret until we reach the equivalence point. At the equivalence point, all the KHP present has been neutralized by the added NaOH and the solution is still colorless. However, if we add just one more drop of NaOH solution from the buret, the solution will immediately turn pink because the solution is now basic. Titration of an unknown 1. A measured amount of an acid of unknown concentration is added to a flask using a buret. An appropriate indicator such as phenolphthalein is added to the solution. The indicator will indicate, by a color change, when the acid and base has been neutralized). 2. Base (standard solution) is slowly added to the acid. 3. The process is continued until the indicator shows that neutralization has occurred. This is called the END P OINT. The end point is usually signaled by a sharp change in the color of the indicator in the acid solution. In acid-base titrations, indicators are substances that have distinct different colors in acid and base (Phenolphthalein pink in base, colorless in acid). 4. At the equivalence point, both acid and base have been completely neutralized and the solution is still colorless.However, if we add just one more drop of NaOH solution from the buret, the solution will immediately turn pink because the solution is now basic. This slight excess of NaOH is not much beyond the end point. The volume of the base is recorded and used to determine the molarity of the acetic acid solution. Experimental Data Standardization of NaOH solution | Trial 1| Trial 2| Trial 3| Mass of KHP| 0. 297 g| 0. 325 g| 0. 309 g| Initial buret reading, NaOH| 0. 00 mL| 0. 50 mL| 7. 70 mL| Final buret reading, NaOH| 32. 0 mL| 34. 0 mL| 38. 7 mL| Volume used, NaOH| 32. 0 mL| 33. mL| 31. 0 mL| Molarity of NaOH soluti on| 0. 0454 M| 0. 0475 M| 0. 0488 M| Average molarity of NaOH| 0. 0472 M| Titration of unknown | Trial 1| Trial 2| Trial 3| Initial buret reading, NaOH| 2. 70 mL| 19. 9 mL| 0. 00 mL| Final buret reading, NaOH| 19. 9 mL| 36. 2 mL| 19. 8 mL| Volume used, NaOH| 17. 2 mL| 16. 3 mL| 19. 8 mL| Molarity of acetic acid solution| 0. 0780 M| 0. 0769 M| 0. 0935 M| Average molarity of acetic acid solution| 0. 0828 M| Sample Calculations The following calculations were used for each Trial, but only inputs for Trial 1 will be shown below.Volume = Final buret reading – Initial buret reading i. Volume of NaOH = Final buret reading of NaOH – Initial buret reading of NaOH ii. Volume of NaOH = 32. 0 mL NaOH – 0. 00 mL NaOH iii. Volume of NaOH = 32. 0 mL Molarity = Moles/Liters i. Molarity of NaOH solution = (mass of KHP/molar mass of KHP) / Volume of NaOH ii. Molarity of NaOH solution = (0. 2966 g/204. 22 g)/0. 032 L iii. Molarity of NaOH solution = 0. 0454 M Molarity of acetic ac id = (Molarity NaOH * Volume NaOH) / Volume Acetic Acid i. Molarity of acetic acid = (0. 0472 M * 0. 0172 L)/ 0. 1 L ii. Molarity of acetic acid = 0. 0780 M Percent Error = Experimenal value-Accepted valueAccepted value*100 i. Percent Error of Molarity of NaOH = 0. 0472 M-0. 05 M0. 05 M*100 ii. Percent Error of Molarity of NaOH = 5. 6% i. Percent Error of Molarity of acetic acid = 0. 078 M-0. 080 M0. 080 M*100 ii. Percent Error of Molaarity of acetic acid = 2. 5% Discussion The results obtained from the experiment proved to the principle that using the indictor we can find the end point, which is very close to the equivalence point of an acidic solution.Then using that point we were able to calculate the unknown molarity which was one of the goals of the experiment. The calculations also verify Boyle’s Theory. When we calculated the molarity of the acetic solution, an average value of 0. 078 M was obtained. The true value of the molarity of the acetic acid solution was 0. 08 M. Although it isn’t right on, it is very close to the true value which leads me into discussing the percent error. We found the percent error of the molarity of NaOH to be 5. 6%, and the percent error of the molarity of acetic acid to be 2. 5%, which are both pretty small.The error may have occurred when adding NaOH solution. Occasionally slightly more pressure was put on tilts of the piece on the buret to allow the solution to flow through. This means that more of the solution may have been used than needed. Overall, experiment agrees with the formulated hypothesis. Pre-Lab and Post Lab Questions Pre-Lab 1. Molarity of NaOH solution = (mass of KHP/molar mass of KHP) / Volume of NaOH a. Molarity = (0. 2816 g/204. 22 g)/29. 68 mL Molarity = 4. 64*10-5 M 2. Molarity of acetic acid = (Molarity NaOH * Volume NaOH) / Volume Acetic Acid b.Molarity = ((4. 64*10-5 M)*20. 22 mL)/10. 06 mL Molarity = 9. 34*10-5 M Post Lab 1. A. TD B. TD 2. A graduated cylinder with calibration type TD could be used to deliver a certain amount of a liquid into another container. A graduated cylinder marked TC could be used to contain an accurate volume of a liquid that is to be mixed with another solution, where the experiment is to be done inside of that graduated cylinder. 3. 50g * 1mol /49. 997g = 1 mol 100g * 1mL / 1. 53g = 1L / 15. 3 1mol / (1L / 1. 53) = 1mol* 1. 53 / 1L = 15. 3 mol/L= 15. 3 M