Endangered language.-----sermo vulgaris Essay Example | Topics and Well Written Essays - 1250 words

Endangered language.-----sermo vulgaris - Essay Example The language was mostly spoken at home or in social gatherings where people had the freedom to talk without following certain rules as it was with the classical Latin. Language spoken and not written was highly diluted by other languages and could not be easily traced. The original composition of the language is not concrete because its earlier existence was not recorded. Sermo Vulgaris spread to various parts of the world but mostly to areas that traded with the Roman Empire. Because of the trade relations that existed among nations that traded with the Romans, they had to integrate Sermo Vulgaris in their languages for them to effectively trade with the Empire. The empire also took many nations captive and they were forced to learn their language for them to communicate effectively. Political interactions and positions in various areas that were close to the empire also influenced the spread of the language (Nancy & Thomas, 1983). Social interactions among the normal people in the Roman Empire and other commoners in other communities also influenced the growth of the language. It was further widely spread to other countries because of their integration with other cultures and social groups. The Romans who spoke Sermo Vulgaris played a great role in the diversification of the language. However, despite its massive growth, there came a time when the language started diminishing from its people. The language slowly degraded because of several factors. The changes made by the soldiers of the Roman Empire played a part in the extinction of Sermo Vulgaris. When the Roman Empire interacted with people of other nations, Sermo Vulgaris became a weak language. The correlation between Sermo Vulgaris and other languages led to the dissolving of the language leading to its slow and lingering death. Since the language was not written down, its survival depended on

Critically discuss the extent to which HPWPs may be successfully Research Paper

Critically discuss the extent to which HPWPs may be successfully implemented - Research Paper Example Basically, it can be noted that there is no universally agreed definition of HPWP but there are three key characteristics that are shared by many advocates of this model. The key attributes of this model are as follows: HPWP seeks to generate performance through the utilisation of practices which secure mutual gains for both the employees and employers, employees are treated as valuable assets and this model involves bundling of practices which yield combined benefits that are greater than the sum of their individual parts (McDuffie 1995). In order to effectively implement HPWP in the workplace, Huselid (1995) identifies three practices that are key attributes and these include the following: comprehensive recruitment and selection procedures, incentive compensation as well as extensive employee involvement and training. Employees form the back bone of every organisation hence effective recruitment as well as improving their performance are the major factors that determine success of business during the contemporary period. In most cases, employee recruitment mainly depends on the available human resources tools and their ability to cope with the environment they will be operating in. Thus, recruitment of skilled and qualified employees is a vital strategy for an organisation to function successfully with regards to high performance work practices. For any organisation to run viably, there is need to recruit the best talent in the first place as these people would be capable of being developed to become valuable assets to the organisation. The success of an organisation operating in a competitive market is mainly determined by its ability to recruit skilled people and this is a process which requires careful consideration. Recruitment involves searching for and obtaining qualified job candidates and it gives the organisation the opportunity to select the most appropriate persons to fill its job needs (Carrell, R. et al 1995). Effective recruitment often attract s individuals to the organisation and also increases the chances of retaining the individuals once they have been hired. Recruitment efforts seek to satisfy the needs of job applicants as well as the needs of managers. Recruiting the right staff is key to implementing a performance related strategy which encompasses retention of those skilled employees. In most cases, such specialist and skilled workers may be in short supply and a company may find it difficult to replace the experienced workers and training of individual employees with more skills in particular jobs. As far as these measures are put in place, the performance of the employees is likely to improve greatly given that there will be more incentives to create a sense of belongingness to the organisation by the employees. In most cases, it can be noted that organisations are run on the basis of various decisions that are made within any particular organisation. In practice, decision

Analysis of Herzbergs Two-factor Theory

Analysis of Herzbergs Two-factor Theory Guided by the question what employees in the information society of the twenty-first century perceive as relevant for their personal motivation in comparison to Herzberg’s two-factor theory this dissertation presents a qualitative study conducted with a group of German knowledge workers. The participants reject Herzberg’s two factor theory as an adequate motivational theory for their workplace motivation. According to the participants view a cultural bias can be found in Herzberg’s theory. Furthermore the underlying assumption of Herzberg’s theory that job satisfaction and dissatisfaction depend on different factors is doubted. Instead it is suggested by the participants the difference needs to be made between motivation and job satisfaction. The theory does not reflect the German cultural tendency towards a team-based approach and the importance of safety needs for motivation. The motivator factors proposed by Herzberg only partially meet the perception o f the group of participants. A mentally challenging work, visionary leadership and psychological safety are the key motivators in the researched organisation. Differences in the nature of the job and the cultural environment are suggested as reasons why earlier studies on Herzberg’s theory resulted in ambivalent findings concerning the validity of Herzberg’s theory. Implications of a possible misunderstanding of Herzberg concerning the relationship between job satisfaction, job dissatisfaction and motivation on the two-factor theory and other relevant motivational theories get discussed. Revaluating Herzberg’s Two-Factor Theory A 45th Anniversary Honour where honour is due: in order to last for 45years without being disproved and maintain a place under the most influential of its kind an academic theory has to be a truly outstanding specimen. This is the case for Frederick Herzberg’s two-factor theory of workplace motivation, published in â€Å"The Motivation to Work† (Herzberg, Mausner and Snyderman) in 1959. In its essence the theory relates motivation and job satisfaction with a set of work-related factors and job dissatisfaction with a set of factors in the organisational environment. Since its introduction in 1959 it can be said that the two-factor theory has had considerable influence on the body of science on workplace motivation. Despite existing criticism it can be stated that the two-factory theory fulfils all four criteria of a valuable academic theory (Whitsett and Winslow 1967), it has resolving and explanatory power, has generated a vast amount of further research (Herzberg 1993) and is a useful base for prediction on the topic of workplace motivation. In addition Herzberg (Herzberg, Mausner and Snyderman 1959) introduced a new research method to generate his findings, the so-called â€Å"critical incident technique† that caused great sensation and dispute in academic circles at that point in time. In this way Herzberg’s theory has lost nothing of its attractiveness to and influence on academics and manager’s alike over the past decades. In contrary it can still be found on the â€Å"manager’s motivational toolbag† for â€Å"managing into the new millennium† (Buhler 2003:20) and in modern academic textbooks (Mullins 2002, Rollinson and Broadfield 2002). The same holds true for Herzberg’s original research design, which is still used by current researchers all around the world to conduct studies on workplace motivation (Ruthankoon and Ogunlana 2003, Tamosaitis and Schwenker’s 2002, Timmreck 2001). What makes Herzberg’s theory such an outstanding specimen amongst the various motivational theories are its underlying thoughts on organisational behaviour in general that draw largely on A.H. Maslow’s (1943) famous hierarchy of needs theory on human behaviour. His findings in the field of motivation led Herzberg to become one of the trailblazers of the job enrichment movement during the late 1960s and 1970s that is now highly connected to his name and contributed much to Herzberg’s later fame (Clark, Chandler and Barry 1994, Hackman 1975, Reif, Ferrazzi and Evans 1974). With his ideas on job enrichment Herzberg introduced a change that still can be found in our modern job design. Nevertheless paradigms have changed during the last 45 years. The new millennium has seen the coming of the information society and the knowledge era (Van Beveren 2002). Thus forcing change on the social and organisational environment (Mullins 2002). Writers such as Senge (1990) and Edmonson (1999) stress the importance of organisational learning and new team based approaches to keep pace with changes forced onto organisations by the growing degree of globalisation and the rapidly increasing body of knowledge. Table 0.1 highlights the changes in management during the last centuries. Table 0.1 Comparing the paradigms 19th century 20th century 21st century Theory of personhood Interchangeable muscle and energy A subordinate with a hierarchy of needs Autonomous and reflexive individual Information and Knowledge The province of management alone Management-dominated and shared on a limited basis Widely diffused The purpose of work Survival Accumulation of wealth and social status Part of strategic life plan Identification With the firm and/or with the working class Identify with a social group and/or the firm The disenfranchised self Conflict Disruptive and to be avoided Disruptive but tolerated and can be settled through collective bargaining A normal part of life Division of labour Managers decide, employees execute Managers decide, employees execute thoughtfully Employees and managers decide and execute Power Concentrated on the top Limited, functional sharing/ empowerment Diffused and shared Source: Mullins, Laurie J. (2002) The radical changes in the organisational environment also made it necessary to develop new methods of analysis. Under the impression of the growing complexity of influences on organisations business research balanced its traditional static methods of quantitative research with the more flexible and dynamic research tools of qualitative research (Bryman and Bell 2003). Thus providing new ways of conducting research and revaluating the results of already existing findings. This papers presents the results of a qualitative study conducted in a branch of a German software company in order to explore the perception of modern knowledge workers on their own workplace motivation and to compare these perceptions to Herzberg’s two-factor theory. Chapter one summarises Herzberg’s work on motivation and job enrichment as well as Maslow’s hierarchy of needs theory as an important predecessor to Herzberg’s work. Chapter two summarises the criticism on both Herzberg’s and Maslow’s work, provides a brief survey of Hofstede’s cultural framework and presents further literature relevant to the research. Chapter three introduces the company where the research was conducted and the participants. It also contains the methodology and method sections. Chapter four presents the findings of the research, while chapter five contains the discussion. Chapter six finally closes the paper with the conclusions, the limitations of the research and issues for further research. Chapter 1: Herzberg, Maslow and Human Needs This chapter highlights Herzberg’s two-factor theory of workplace motivation and his consecutive work on job enrichment as well as A.H. Maslow’s hierarchy of needs theory of motivation. The relations between the two theories are discussed. 1.1 Herzberg’s two-factor theory It was in fact Herzberg’s psychological background that lead to the insights, which became the basis of his first research published in 1959 his well-known book â€Å"The Motivation to Work† (Herzberg 1993, Herzberg, Mausner and Snyderman 1959). During his time working at a public health school Herzberg came to the conclusion that â€Å"mental health is not the opposite of mental illness† (Herzberg 1993:xii). The idea that things usually believed to be each others opposite do not need to be diametrically opposed if they are determined by different factors became the foundation of Herzberg’s theory on workplace motivation. Herzberg argued that if job satisfaction was determined by different factors than dissatisfaction with the job, job satisfaction and job dissatisfaction were not precisely each others opposite and had to be treated as different aspects of work (Herzberg, Mausner and Snyderman 1959). In order to prove this hypothesis Herzberg made use of t he â€Å"critical incident method†.. Herzberg conducted his initial research with a sample of 203 engineers and accountants asking them to describe one situation (critical incident) where they felt good in their job and another situation where they felt bad at work (Herzberg 1993, Rollinson, Broadfield and Edwards 1998). The analysis of the interviews was conducted by a team of researches that had been trained to understand and categorise similar statements by the participants in the same way, so that the experiences described could be grouped under a set of generic terms (Herzberg, Mausner, Boch Snyderman 1959). After this coding procedure the results became quantified, simply by counting how often each generic term had been named in connection to job satisfaction or in connection to job dissatisfaction (Herzberg, Mausner, Boch Snyderman 1959). By this means Herzberg and his team were able to extract two sets of factors from the interviews, one that was repeatedly mentioned in connection to job satisfaction or a good feeling about the job and one that was linked to job dissatisfaction or a bad feeling about the job. Job satisfaction, according to Herzberg, is mainly a result of the actual work conducted and a series of issues that contributed to the positive perception of the work, such as recognition, achievement, the possibility of growth, advancement and responsibility (Herzberg, Mausner, Boch Snyderman 1959, Tietjen and Myers 1998). Herzberg concluded that these factors not only cause job satisfaction, but to have a positive and lasting influence on motivation, if they are present. Therefore these factors became known as â€Å"motivators†. Dissatisfaction on the other hand was caused by factors in the job environment that did not directly contribute to the work itself (Herzberg, Mausner, Boch Snyderman 1959, Mullins 2002). The positive handling of these factors, according to Herzberg, could have only a short-term effect on motivation, while these factors caused severe dissatisfaction with the job, if they were handled badly. Herzberg referred to this factors as â€Å"hygiene†. Herzberg regarded his findings as prove for his initial hypothesis that job satisfaction and dissatisfaction were unrelated matters (Herzberg, Mausner, Boch Snyderman 1959). Hence he regarded the opposite of job satisfaction to be no satisfaction and the opposite of job dissatisfaction to be no satisfaction. Thus the presence of motivator factors would cause satisfaction and motivation and their absence only no satisfaction. The hygiene factors on the other hand would mainly lead to dissatisfaction and would in a positive case only cause a zero state of motivation or satisfaction (Mullins 2002). Motivator and Hygiene factors are contrasted in table 1.1. Table 1.1 Motivators and Hygiene Factors Motivators Hygiene Factors Achievement Company policy and administration Recognition Technical supervision Work itself Salary Responsibility Interpersonal relations – supervision Advancement Working conditions Possibility of growth Status Interpersonal relations – subordinate Interpersonal relations – peers Private Life Job security Source: Tietjen and Myers 1998 Herzberg (1968, 2003) further elaborated his perception of workplace motivation in his famous article â€Å"One More Time: How Do You Motivate Employees† that has become the most reprinted article of the Harvard Business Review of all times (Herzberg 1993). By comparing the two terms motivation and movement, Herzberg rejects the classical carrot and stick approach of management. Herzberg rather follows the notion that financial incentives, a pleasant social environment or the offering of status symbols as well as punishment and disciplining by management may move or drive employees towards the fulfilment of a certain task, but will not make the task itself more interesting or motivating (Herzberg 1968). In his later work Herzberg compared hygiene to heroine, stating that more and more hygiene improvements are necessary to achieve less and less motivation (Dowling 1971). According to Herzberg (1968) only well-designed jobs, challenging tasks and the acknowledging awareness of m anagement and colleagues will fill employees with enthusiasm for their jobs and intrinsically motivate them to carry out their tasks. Management is requested not to push employees towards organisational goals, but to provide sensible and challenging tasks that allow their subordinates to grow while working towards the organisational goals. Goal fulfilment needs to be recognised by management in an appropriate manor. Despite Herzberg’s emphasise on the fact that motivation can only be achieved by the motivators, he stresses that a proper management of the hygiene factors is equally important in order to make work not only a motivating but pleasant experience (Herzberg, Mausner and Snyderman 1959, Mullins 2002). 1.2 Herzberg’s Contribution to Job Enrichment Herzberg did not restrict his 1968 article to be a mere summary of his earlier work on motivation. Instead he additionally presented a list of what he called â€Å"principles of vertical job loading† (Table 1.2) that indicated how jobs needed to be modified in order to show off the motivators of his two-factor theory to their advantage (Herzberg 2003:93). Table 1.2 Principles of vertical job loading Principle Motivators involved A. Removing some controls while retaining accountability Responsibility and personal achievement B. Increasing the accountability of individuals for own work Responsibility and recognition C. Giving a person a complete natural unit of work (module, division, area, and so on) Responsibility, achievement, and recognition D. Granting additional authority to employees in their activity, job freedom Responsibility, achievement, and recognition E. Making periodic reports directly available to the workers themselves rather than to supervisors Internal recognition F. Introducing new and more difficult tasks not previously handled Growth and learning G. Assigning individuals specific or specialised tasks, enabling them to become experts Responsibility, growth, and advancement Source: Herzberg 2003 Herzberg’s approach to create more a more fulfilling job experience by giving jobs more motivating contents and hence more meaning became known as the job enrichment movement (Hackman 1975, Reif, Ferazzi and Evans 1974). The job enrichment idea was taken up by several other writers, who partially developed rivalling concepts to the one of Herzberg, such as sociotechnical systems, participative management and industrial democracy (Herzberg 1974). Although the theories on job enrichment overlap in certain aspects, it will be sufficient for the purpose of this paper on Herzberg’s motivational theory to focus on Herzberg’s own approach that became known as â€Å"orthodox job enrichment†, as this concept is most strongly linked to Herzberg’s motivator-hygiene theory (Herzberg 1974). In his paper â€Å"The wise old Turk† Herzberg (1974) presents are more complete approach to job enrichment compared to his principles on vertical job loading mentione d above. Job enrichment, he argues, is based on the relationships between ability, opportunity and performance reinforcement. The more ability an employee possesses to do his or her work, Herzberg points out, the easier this employee can be motivated to do a good job. This principle is of significance for the organisation’s policies on recruitment and selection as well training and development, as a person who is lacking the necessary competence is far more difficult to motivate. Ability on the other hand is of no use, if the job does not offer the opportunity to make full use of one’s own abilities, or as Herzberg (1974:71) puts it â€Å"managers cannot motivate a person to do a good job, unless there is a good job to do†. Finally the employee’s readiness to grow with his work needs to be reinforced. Appraisal systems do not only need to appreciate the employee’s growth, they need to reward growth with the potential for further growth and advancem ent, as â€Å"there is no sense in providing training without opportunity, no sense in offering opportunity without training, and no sense in offering both training and opportunity if the reinforcement is solely by hygiene procedures† (Herzberg 1974:71). Herzberg (1974) continues by presenting eight features a â€Å"good† job should include, direct feedback, a client relationship, a learning function, the opportunity for each person to schedule his own work, unique expertise, control over resources, direct communications and personal accountability. Direct feedback can consist of the immediate response of the supervisor to the results of the subordinate or even better the opportunity for the subordinate to independently verify his or her efforts him or herself. The relationship to a specific client gives the employee the opportunity to better understand the needs and problems of his or her customer and participate in their solution. Herzberg (1974) recommends to organise internal supplier-client relationships for back office employees in order to increase their interest in the overall work processes. New learning refers to possibilities for the employee to grow psychologically in order to keep his or her job meaning or purpose ful. It further allows the employee to constantly update his or her knowledge in order to maintain the necessary competence in a fast changing economical environment. Scheduling is supposed to grant the employee the freedom of how to structure his or her tasks. While the deadlines are still set by management the employee becomes free to set his or her own pace to keep them. Unique expertise aims at giving each employee a more or less individual field of competence in order to increase his or her identification with the task. Control over resources is meant to allocate the means for a project to the lowest possible level of hierarchy in order to increase the responsibility of the lower ranks. Direct communications authority allows employees to address their colleagues in other parts of the organisation in formal matters directly without having to involve the hierarchy. Thus saving time and improving the social relations within the organisation. Personal accountability finally frees t he employee from doing single in itself meaningless tasks and provides responsibility for a coherent set of tasks with which the employee can identify. Although these factors are closer to reality than the principles of vertical job loading in table 1.2 it is still fairly obvious how their implementation can contribute to including the motivators of Herzberg’s two-factor theory mentioned in table 1.1 into the employees’ daily work. In 1979 Herzberg published an even more refined view on job enrichment, based on a model that highlighted the central importance of the client relationship for orthodox job enrichment. The relationship to a client, according to Herzberg, would improve an employees opportunity to constantly update his knowledge of the customer’s needs and requirements thus enabling to stay in touch with the latest developments, increasing his knowledge and contributing to the employee’s unique expertise. Herzberg’s model of job enrichment is depicted in figure 1.1. Figure 1.1 Herzberg’s Model of Job Enrichment Control Over Resources Direct Feedback New learning Client Relationship Unique Expertise Self- Scheduling Direct Communications Authority Personal Accountability Source: Herzberg 1979 1.3 Maslow’s Hierarchy of Needs Theory Published in 1943 A.H. Maslow’s hierarchy of needs theory is in fact not only a predecessor of Herzberg’s two-factor theory, but its basis as it will be pointed out later (Mullins 2002, Rollinson and Broadfield 2002). Maslow (1943) suggests that motivation is a result of five different sets of human needs and desires, namely physiological, safety, love, esteem and self-actualisation needs (Mullins 2002, Rollinson and Broadfield 2002, Clark, Chandler and Barry 1998). Physiological needs refer to the most essential issues of human survival such as food and drink, air to breath, sleep, reproduction and so on. Safety needs include physical safety, but also the human desire for predictability and orderliness. Love needs consist of all sorts of social affiliation and their advantages. Esteem needs include self-esteem and the confidence in one’s own abilities as well as the recognition and admiration by others. Self-actualisation needs finally refer to the ultimate expe rience of self-fulfilment and the idea of becoming the person one always wanted to be. Although Maslow (1943) only wrote about a hierarchy, his levels of needs usually are pictured as a pyramid (Figure 1.2). Figure 1.2 Maslow’s Hierarchy of Needs Self- Actualisation Esteem Lovee Safety Physiological Source: Mullins 2002 People, according to Maslow (1943), process through these levels of needs in a hierarchical order, as one level of needs gets satisfied it loses its motivating effect making the individual long for the satisfaction of the next set of needs. Without at least a certain degree of satisfaction in one level of needs, however, people will not be interested in the satisfaction of the higher levels and hence no motivation will be triggered by those higher needs. Maslow (1943) gives the example of the starving person that cannot be motivated by any other means than food. If this person had enough to eat, food will cease to be a motivator and given the fact that physiological needs in general are perceived satisfying the person’s motivation will turn to the realisation of the next higher set of needs. Maslow (1943) himself pointed out the hierarchical order in which he arranged the needs was not a strict one. Instead several issues can have an influence on this order. First of all a set of needs does not need to be entirely satisfied in order to allow the individual to proceed to the next level, already a certain degree of satisfaction can be enough for the individual to aim for another set of needs. In this case, however, the unsatisfied parts of the earlier level will remain motivators. Additionally the structure of the hierarchy may vary according to personalities. Some people may have a stronger interest in esteem than in love and therefore want to satisfy the esteem needs earlier. Psychotic persons may have no interest in specific satisfaction of certain levels of needs such as love at all, while highly idealistic persons may sacrifice everything in pursuit of just one single need. Another group of persons may be satisfied with settling in one level of the hierarchy without b eing interested in satisfying any higher levels. Furthermore it has to be kept in mind that definitely most actions taken by individuals serve more than just one set of needs. A dinner with friends in a luxurious restaurant for example will not only satisfy physiological needs but may also satisfy aspects of love and esteem. Although Maslow’s theory initially was not meant to be applied to the work context it soon became influential in the analysis of workplace motivation as well (Mullins 2002, Rollinson and Broadfield 2002). Steers and Porter for example elaborated real-life incentives within the work environment that could be used to serve all of the employees’ needs as shown in table 1.3. Alderfer further extended Maslow’s thoughts in his ERG theory (Mullins 2002, Rollinson and Broadfield 2002). Table 1.3 Application of Maslow’s Theory to the Work Context Needs levels General rewards Organisational factors 1. Physiological Food, water, sex, sleep a Pay b Pleasant working conditions c Cafeteria 2. Safety Safety, security, stability, protection a Safe working conditions b Company benefits c Job security 3. Social Love, affection, belongingness a Cohesive work group b Friendly supervision c Pro

Education vs Social Class Essay -- Higher Level Skills, Capitalistic E

Social class vs. Education America is considered the land of possibility to many, the land of the free. There is a plethora of businesses that function only through the collaboration of members that reside in every level of social class. As Anyon puts it, â€Å"†¦ social class describes relationships which we as adults have developed, may attempt to maintain, and in which we participate in every working day†(anyon 398). One’s social class contains and is built by many different interactions. Your social class begins to be constructed at birth and is developed through interactions in the community, work place, and before all else places of education. Indeed the skills and level of thinking learned through education is a deciding factor in how strongly you can participate in the economy there for determining a major factor in social class (Anyon 398 p. 10). This topic is discussed in articles written by (Kozol, Matzios, and Jean Anyon) who pose similar arguments to reinforce this observation b ut also have contrasting ideas on the subject. In all functioning capitalistic economies in the world there are distinct separations between the types of work done, or rather the skills used, to complete the job at hand. The lower level jobs like factory work generally function through having employees follow strict guidelines with attention to detail. While this is still a skill to be learned it requires little development of outside knowledge or the ability to analyze critically. Higher paying jobs come with the responsibility to be able to act for oneself and in the interest of what is beneficial by dealing with each situation in a calculated and often creative manner. These different skill sets are acquired through different methods of learnin... ...ion and for that reason it leaves few opportunities open to learners other than professions that The labels of cause and effect can be applied to both sides of the education vs. social class relationship; each effect on the other is seen in full circle. To conclude, what can be learned from each level school is most likely what caused the child to be in that level education in the first place. The environments of each teaching environment are re-created in the working environment seen at the corresponding level of job. Better education leads to more opportunities in the work force and allows for more money to be reinvested into that symbolic capitol for the next generation. Sadly until the flaws of the lower class education system are fixed it will continue to reiterate the fact that â€Å"The rich only get richer while the poor only get poorer† (Mantsios I think)

Rising Demand In Store For Chemical Engineering Environmental Sciences Essay

Thermodynamicss are theoretical accounts that are used to calculate physical belongingss of crude oil fluids need for chemical procedure design and extraction operations in crude oil related industries. Besides process simulators that are used in chemical procedures and operational intents are normally prepared with every bit many as a twelve or more of thermodynamic theoretical accounts that give support during chemical procedure of crude oil fluids. The basic input parametric quantities needed for usage in these theoretical accounts are important invariables, acentric factor, and molecular weights of certain chemicals such as Pentane. On the other manus, crude oil fluids are chiefly mixtures of hydrocarbon compounds in the signifier of liquids and gases. Citation 2 Alivev, T.L. â€Å" rough oil processing. † Chemical Engineering Research. New York, New York: Institute of Electrical and Electronics Engineers Inc, 2006. Print. The oil production industry operates on a wide mixture of chemical procedures that can assist it to profit from progress mold and control techniques. The traditional additive control techniques can be applied to most processing systems that frequently consequences in sub-optimal closed-loop public presentation. The current work nowadayss patterning and control of a refinery installation simulation utilizing 2nd order Volterra series theoretical accounts and a nonlinear theoretical account prognostic control preparation. Realistic procedure informations were generated utilizing a dynamic refinery simulation theoretical account. Results show that a second-order Volterra theoretical account can be used to stand for the chemical works that exhibits both nonlinear additions and nonlinear kineticss. Citation 1 Spright, J.G. â€Å" The Effect of Asphaltenes And Resin Constituents on Recovery and Refining Processes. † Petroleum Asphaltene. portion 2. Laramie, Wyoming: Cadmium & A ; W inc. , 2004. Print. Petroleum is a complex but a carefully balanced system that depends on the relationship of the constitutional fractions to each other and the relationships are operated by the chemical science of molecular interactions. Furthermore, some facets of recovery and refinement chemical science, particularly the chemical science of the deposition of asphaltienic can be proposed by virtuousness of the surveies that have led farther cognition of the nature of asphaltene components and the rosin components and peculiarly the nature of their interaction in oil. Besides there are alterations that occur during procedure that will mess up the balance of the crude oil system, such as chemical change of components and accelerators during thermic recovery procedure. Citation 5 Stamps, A.T. â€Å" Outlook for Chemical Engineers. † 2008 American Control Conference, ACC. California: Institute of Electrical and Electronics Engineers Inc, 2008. Print. The current province of chemical technology and procedure control is really of import to the many different industries in the universe today ; Such as the crude oil, petrochemical, pharmaceutical and the medical industries. The job is there are non many chemical applied scientists out at that place today that can help in all of the undermentioned industries. The demand for chemical applied scientists is at an all clip high particularly in the crude oil industries. the crude oil industry presently find itself viing for progressively thin chemical applied scientists as the demand for applied scientists grows in emerging industries such as biotechnology and semiconducting materials. In the following 10 old ages the demand for chemical applied scientists will lift dramatically. Citation 5 Wrench, , Richard. â€Å" Refining/processing. † Oil & A ; Gas Journal. Tulsa, Oklahoma: PennWell Publishing Company, 1998. Print Long ago the most frequent technique to spate rough oil and crude oil was to divide different constituents by utilizing a technique called fractions. In order to utilize fractions to divide constituents you have to make it by utilizing the differences in boiling temperature by fundamentally heating up rough oil to allow it zap and so compact the vapour. Nowadays, the most preferable technique to separate constituents in rough oil or petro fuels is through chemical processing. Chemical procedure can check longer ironss of oil into shorter 1s, through this oil refineries have the ability turn rough oil into Diesel fuel which is so can be turned into gasolene depending on the demand. Citation 6 Williamss, British shilling. â€Å" Rising demand in shop for chemical technology. † Oil & A ; Gas Journal. Tulsa, Oklahoma: PennWell Publishing Company, 1989. Print. Chemical applied scientists are in high demand in today ‘s crude oil and energy industries. There is a Strong demand for chemical applied scientists in the refinement and petrochemical sectors, which will go on the remainder of the century. Besides, demand for chemical technology expertness will speed up upstream every bit good, as lifting oil and gas monetary values revive the economic sciences of enhanced oil recovery and alternate fuels development. Beyond traditional attempts to better resource recovery and procedure works operations, chemical applied scientists face much bigger challenges such as covering with environmental, wellness, and safety concerns that are of import, because of the displacement to a more cleansing agent and green ways to provide energy. Chemical applied scientists face a bright but more ambitious hereafter in the U.S. crude oil industry. Strong demand for chemical applied scientists, particularly in the refinement and petrochemical sectors, will go on the remainder of the century. Demand for chemical technology expertness will speed up upstream every bit good, as lifting oil and gas monetary values revive the economic sciences of enhanced oil recovery and alternate fuels development. The crude oil industry will happen itself viing for progressively scarce chemical applied scientists as demand for them grows in emerging industries such as biotechnology and semiconducting materials. Chemical technology faces a close term deficit in forces even as research needs turn more intense. Beyond traditional attempts to better resource recovery and procedure works operations, chemical applied scientists face a much bigger challenge covering with environmental, wellness, and safety concerns. Those are among the positions of 1989 American Institute of Chemical Engineering Pres. Edward R. H. McDowell on the mentality for U.S. chemical technology. McDowell, retired director of the Chevron Oil Field Research Co. ‘s reservoir technology division in La Habra, Calif. , developed Chevron ‘s computing machine simulated mold of EOR procedures. He besides developed the computing machine plan Chevron uses worldwide to take sites for production and injection Wellss to afford maximal recovery. Prospects outstanding. McDowell sees outstanding chances for chemical applied scientists, particularly in downstream sectors of the crude oil industry. That cheery mentality is n't born of a belief in go oning roar conditions in those industries. McDowell echoed the decisions of a 1988 AIChE undertaking force that questioned the long term viability of the U.S. oil and chemical industries. That undertaking force saw limited growing in front for both U.S. industries because of the impregnation of the U.S. car market, increasing foreign competition, and environmental and regulative restraints. Even with that, â€Å" there are major technological alterations that are traveling to happen in refinement and petrochemicals, and chemical applied scientists are the 1s that will be responsible for those alterations. † Noteworthy among those needed alterations will be chemical applied scientists ‘ challenge to do workss run more expeditiously by bettering procedures and bettering instrumentality and controls in those procedure, he said. â€Å" On the production side, there is a batch of work that can be done in happening the particular enhanced oil recovery procedure that will work in an single oil field and so steering that procedure to do it work. † One critical country in EOR is understanding the thermodynamics of thermic EOR techniques — the reaction chemical science of heat transportation. Computer edification. Chemical applied scientists should work to better their edification in computing machine mold capablenesss, McDowell said. â€Å" Many major progresss have been made in systems for imitating complex chemical technology processes and procedure control. â€Å" The coming of supercomputers has allowed us to do much more elaborate computations of highly complex chemical technology systems, even in dynamic footings. â€Å" On the other manus, little workstations have brought major calculating power and artworks shows to the applied scientist ‘s desk. This consequences in a much better experiencing for what the Numberss on mountains of computing machine paper mean. † That greater capableness, in bend, will take to better instrumentality and increased cognition of how chemical procedures work, thereby progressing procedure control. Improved computing machine edification for the chemical applied scientist applies upriver every bit good as downstream, McDowell contends. He sees an emerging demand for really big reservoir simulations to assist in planing upstream undertakings — primary and secondary every bit good as EOR. Alternate fuels. Chemical applied scientists will play a polar function in how far the U.S. turns to jump fuels to cover with environmental and energy security concerns, McDowell said. Of particular note are attempts to develop alternate transit fuels such as methyl alcohol to assist cover with concerns about the nursery consequence — planetary warning due to the buildup of certain gases such as C dioxide in the stratosphere. McDowell sees it as a existent quandary, given the overpowering dependance of the universe on fossil fuel and uncertainness over whether the nursery consequence is a existent menace. â€Å" It ‘s traveling to be really difficult to fire any fossil fuel without bring forthing some CO [ 2 ] . † He sees the concern over depletion of the ozone bed caused by halogenated CFCs ( CFCs ) as more clear cut, nevertheless. Chemical applied scientists have been instrumental in developing options as manufacturers phase our Chlorofluorocarbons with replacements. Energy concerns. McDowell thinks AIChE ‘s 1983 white paper on man-made fuels may hold to be revised in visible radiation of turning U.S. dependance on oil imports. That white paper cited a national security demand for developing a U.S. synfuels industry. It outlined how chemical applied scientists can supply expertness in communities ‘ exigency response plans in the event of another energy crisis. â€Å" In the 1970s, we heard that there would be so many energy undertakings to bring forth liquid fuels from oil, shale, and coal at that place would n't be adequate chemical applied scientists to plan, concept, and run these workss. â€Å" Today, it is difficult to happen even a bench graduated table research undertaking on developing these man-made beginnings of energy. â€Å" In the 1970s and 1980s, we found that the sum of oil produced and the monetary value of that oil were no longer put in Houston, New York, or even Washington but were determined in the Middle East. In the early 1980s, economic experts forecast oil monetary values of $ 40, $ 50, $ 70, and $ 80/bbl. In world, nevertheless, the monetary value dropped to less than $ 10/bbl for a short clip. † The U.S. needs to look at energy supply/demand in a planetary context if it intends to decide its energy jobs, McDowell said. â€Å" It may non be popular right now with our leaders, but atomic energy may hold a function to play down the route. That does n't intend the crude oil industry has a hapless hereafter. Hydrocarbons still will be needed for petrochemicals and other merchandises, and crude oil is such a various natural stuff there will be a demand for it for many old ages to come. † Environmental concerns. One of chemical technology ‘s most of import functions will be to get by with jobs associated with risky and toxic waste handling and disposal, McDowell said. â€Å" Chemical applied scientists have been educated and trained to be job convergent thinkers. The best manner to work out the job of toxic waste handling and disposal is to minimise the sum of its production. † The chemical applied scientist ‘s first focal point should be on how to plan or choose a procedure based on which one best minimizes production of toxic waste, he said. â€Å" For illustration, there ‘s a batch of research and development being carried out on happening ways to concentrate a toxic waste watercourse in such a manner as to do the job more easy manageable or to happen other ways toxic by-products can be recycled safely and economically. † McDowell sees first-class entrepreneurial chances for chemical applied scientists in environmental direction as more chemical companies emphasis strong environmental plans to ease the populace ‘s wellness and safety concerns over toxic substances. â€Å" Take a expression at what Monsanto is wearing — seeking to cut down all of its waste chemicals to zero within a specified clip. That is a enormous sum of paperwork entirely. † McDowell believes chemical technology ‘s research needs in the crude oil industry should concentrate as much on environmental concerns as on seeking to better the recovery of natural stuffs and the output of merchandises. Chief among needed research countries are air quality jobs at refineries and the menace of groundwater taint by hydrocarbons, he said. AIChE ‘s function. AIChE will concentrate on two countries of public personal businesss to heighten the function of chemical applied scientists in U.S. society. McDowell sees local AIChE subdivisions as the key. AIChE will enlist more chemical applied scientists in local subdivisions to work with local authorities functionaries in guaranting sensible ordinances in countries such as procedure safety, trusting on chemical applied scientists ‘ traditional function as job convergent thinkers. â€Å" For illustration, the New Jersey local subdivisions have been recognized by that province ‘s governor for their outstanding part to exigency response planning. † AIChE besides plans to develop more white documents for authorities organic structures such as Congress and the Environmental Protection Agency on proficient issues. AIChE under McDowell ‘s auspices is endeavoring to break its service to members. In response to ailments about AIChE ‘s proficient plans being excessively academic and missing relevancy to operational applications, McDowell appointed a staff manager for scheduling and will force for more scheduling with other societies. AIChE besides boosted its member communications attempts with start-up of a monthly member newspaper. McDowell besides wants to prosecute outreach attempts overseas. â€Å" With the U.S. industry topic to more planetary competition, we need an expanded, better defined policy of how we relate to our sister chemical technology societies in other states and how we support AIChE members working overseas. † Employment concerns. One of the association ‘s most of import enterprises, said McDowell, is its new engineering commission ‘s plan to make out to industries AIChE believes are underutilizing chemical applied scientists, particularly among emerging engineerings. â€Å" Of peculiar involvement to chemical applied scientists are those specialising in biotechnology, advanced stuffs, and new stuffs. However, these endeavors have for the most portion been started and run by either life scientists or electrical applied scientists. Not as many chemical applied scientists as we would hold hoped hold found occupation chances in these turning concerns. â€Å" Even though unemployment does n't look to be a job today, we are on the sentinel for the following rhythm. . . to state proficient direction in industries where chemical applied scientists are underutilized what chemical applied scientists can make, thereby broadening employment chances in our profession. † At the same clip, chemical applied scientists are underutilized in the crude oil industry, McDowell feels. The restructuring and consolidation that swept the crude oil industry in the early 1980s cost many chemical applied scientists their occupations. â€Å" Today, as a consequence, many chemical applied scientists are no longer working for major chemical or crude oil companies, which had appeared to assure womb-to-tomb employment. Alternatively, we find chemical applied scientists working for little companies as independent advisers and as contract labour. † â€Å" The workss that survived this restructuring are now running expeditiously. But really small attempt is being made in research, modernisation of the works, or go oning instruction and development of the work force. † Manpower squeezing. The downswing in the crude oil industry, which traditionally has accounted for about half of U.S. chemical technology employment, besides cut undergraduate registration in the subject. In 1987, about 10-11 % of chemical technology graduates went to work in the crude oil fuels industry and about 40 % in chemicals treating. â€Å" Registrations are down because of hapless industry conditions, † said McDowell. â€Å" At the same clip, demand for chemical technology alumnuss is turning. Presently, most alumnuss each have at least two occupation offers. † Much of the increasing demand for chemical technology alumnuss will come from the subjects spectrum broadening into other engineerings such as semiconducting material research and biotechnology. Thus crude oil companies will happen themselves viing more for chemical technology endowment with other industries every bit good as with each other. â€Å" The whole state needs to be really concerned about where its hereafter proficient expertness is coming from, † McDowell said. â€Å" Industry in peculiar demands to supply more calling counsel for minorities. † It ‘s all portion of a subject holding to get by with rapid alteration in the primary industries it serves, McDowell noted. â€Å" One thing I can state you is that the following 10 old ages will convey every bit many alterations as the past 20 have. † Subject: A CHEMICAL ENGINEERINGA ( 94 % ) ; A PETROLEUM PRODUCTSA ( 91 % ) ; A ENGINEERINGA ( 90 % ) ; A PETROCHEMICALSA ( 90 % ) ; A CHEMICALS MARKETSA ( 90 % ) ; A OIL & A ; GAS INDUSTRYA ( 90 % ) ; A PETROLEUM & A ; COAL PRODUCTS MFGA ( 90 % ) ; A OIL EXTRACTIONA ( 90 % ) ; A PETROCHEMICALS INDUSTRYA ( 89 % ) ; A RESEARCHA ( 89 % ) ; A MODELING & A ; SIMULATIONA ( 89 % ) ; A COMPUTER SIMULATIONA ( 87 % ) ; A CHEMICALSA ( 79 % ) ; A CHEMICALS MFGA ( 79 % ) ; A CHEMISTRYA ( 79 % ) ; A PETROCHEMICAL MFGA ( 78 % ) ; A PETROLEUM REFINERIESA ( 78 % ) ; A OIL & A ; GAS PRICESA ( 73 % ) ; A BIOTECHNOLOGY & A ; GENETIC SCIENCEA ( 71 % ) ; A PHYSICSA ( 70 % ) ; A Heart: A CVX ( NYSE ) A ( 92 % ) ; A Industry: A NAICS324110 PETROLEUM REFINERIES A ( 92 % ) ; A NAICS211111 CRUDE PETROLEUM AND NATURAL GAS EXTRACTIONA ( 92 % ) ; A SIC2911 PETROLEUM REFINERIES A ( 92 % ) ; A NAICS 213112 OIL & A ; GAS INDUSTRYA ( 90 % ) ; A Person: A ANN LIVERMOREA ( 56 % ) ; A Organization: A AMERICAN INSTITUTE OF CHEMICAL ENGINEERSA ( 59 % ) ; A State: A UNITED STATESA ( 95 % ) ; A Company: A CHEVRON CORPA ( 92 % ) ; A A A AMERICAN INSTITUTE OF CHEMICAL ENGINEERSA ( 59 % ) ; A Language: English Series: This is the first of three articles on the mentality for U.S. chemical technology, observing the centenary of its birth at the Massachusetts Institute of Technology in 1888-89. Graphic: Cover Photo, Staff Engineer Dr. Lori Hasselbring infusions residue from air sensitive accelerators, portion of Phillips Petroleum Co. ‘s research to back up turning demand for forte chemicals. A revival in chemical technology is due chiefly to the resurgence of the petrochemical and refinement industries. The mentality for U.S. chemical technology is the topic of three upcoming OGJ articles. The first, an interview with American Institute of Chemical Engineers Pres. Edward R. H. McDowell. ; Illustration, 100th day of remembrance, CHEMICAL ENGINEERING ; Picture, Edward R. H. McDowell, As many alterations in the following 10 old ages as in the past 20.

Gym Survey

RHUL FITNESS SUITE SURVEY This is a survey, which aims at measuring the customer satisfaction and the current perception of the RHUL Gym. Please be aware that all data is completely anonymous and will not be shared with third parties, nor will you be contacted further. This will take only 2-3 minutes to fill in and will help us with our final year Marketing Research Project. Thank you very much for participating 1. Are you a member of the RHUL Gym? Yes/No 2. If no, why not? (If you are a member please select the N/A option) * I don’t do sports I visit another gym * I do an alternative type of sport * The RHUL gym doesn’t provide the equipment I need * I can’t afford it * Other:†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. * N/A 3. If yes, how many times a week do you visit the gym on average? (Please circle the number that applies to you) 0 – 1 – 2 – 3 – 4 – 5 – 6 – 7 4. How long have you been a member? – Less than 6 months – 1 year – 2 years – 3 years 5. What kind of membership do you have? – Early Riser (access to Gym and Classes until 15:00pm) – Gold (unlimited access to the gym and classes) – Pay as you go (individual ? payment for every visit) 6. What are your main goals in sport/as a member of the RHUL gym? * To keep fit and healthy * Bulk up * Aid training in other sports * To loose weight * Relax/Relieve Stress * Health reasons, such as rehabilitation etc. * Other (please specify):†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 7. What do you mainly use in the gym? * Aerobic Equipment * Cardio Equipment * Weights Room * Classes * Anything, depending on my mood 8. Can you please rate how you feel about the following factors related to the Gym (1 Not satisfied at all – 10 Completely Satisfied)Not Satistied at all Completely Satisfied – Available equipment 1 2 3 4 5 6 7 8 9 10 – Available space 1 2 3 4 5 6 7 8 9 10 – Changing Rooms 1 2 3 4 5 6 7 8 9 10 – Showers 1 2 3 4 5 6 7 8 9 10 Gym Instruction 1 2 3 4 5 6 7 8 9 10 – Customer Service 1 2 3 4 5 6 7 8 9 10 – Atmosphere 1 2 3 4 5 6 7 8 9 10 – Classes 1 2 3 4 5 6 7 8 9 10 – Opening hours 1 2 3 4 5 6 7 8 9 10 -RHUL SPORT Website 1 2 3 4 5 6 7 8 9 10 Accessibility 1 2 3 4 5 6 7 8 9 10 – Price 1 2 3 4 5 6 7 8 9 10 – Products on offer 1 2 3 4 5 6 7 8 9 10 9. Please finish the following sentences: – What I like most about the RHUL gym is†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. – What I like least about the RHUL gym is†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. – The RHUL gym needs more†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 10. How did you hear about the RHUL Gym? – Word-of-mouth recommendation Facebook – RHUL Website – Freshers’ Fare – Leaflets – Promoters – Other (please specify )†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 11. What year are you in? * First * Second * Third * Fourth * Postgraduate 12. Which department do you belong to? †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 13. What is your gender? * Male * Female * 14. What is your accommodation status? * Halls * Private Housing 15. Please share any additional comments about the RHUL Fitness Suite How likely are you to recommend the RHUL Gym to your friends? * Extremely Likely * Very Likely * Moderately Likely * Slightly likely * Not at all likely