Physical Properties of the Element Chromium

Chromium is element atomic number 24 with element symbol Cr. Chromium  Basic Facts Chromium Atomic Number: 24 Chromium Symbol: Cr Chromium Atomic Weight: 51.9961 Chromium Discovery: Louis Vauquelin 1797 (France) Chromium Electron Configuration: [Ar] 4s1 3d5 Chromium Word Origin: Greek chroma: color Chromium Properties: Chromium has a melting point of 1857/-20 °C, a boiling point of 2672 °C, a specific gravity of 7.18 to 7.20 (20 °C), with valences usually 2, 3, or 6. The metal is a lustrous steel-gray color which takes a high polish. It is hard and resistant to corrosion. Chromium has a high melting point, stable crystalline structure, and moderate thermal expansion. All chromium compounds are colored. Chromium compounds are toxic. Uses: Chromium is used to harden steel. It is a component of stainless steel and many other alloys. The metal is commonly used for plating to produce a shiny, hard surface that is resistant to corrosion. Chromium is used as a catalyst. It is added to glass to produce an emerald green color. Chromium compounds are important as pigments, mordants, and oxidizing agents. Sources: The principal ore of chromium is chromite (FeCr2O4). The metal may be produced by reducing its oxide with aluminum. Element Classification: Transition Metal Chromium Physical Data Density (g/cc): 7.18 Melting Point (K): 2130 Boiling Point (K): 2945 Appearance: very hard, crystalline, steel-grayish metal Atomic Radius (pm): 130 Atomic Volume (cc/mol): 7.23 Covalent Radius (pm): 118 Ionic Radius: 52 (6e) 63 (3e) Specific Heat (20 °C J/g mol): 0.488 Fusion Heat (kJ/mol): 21 Evaporation Heat (kJ/mol): 342 Debye Temperature (K): 460.00 Pauling Negativity Number: 1.66 First Ionizing Energy (kJ/mol): 652.4 Oxidation States: 6, 3, 2, 0 Lattice Structure: Body-Centered Cubic Lattice Constant (Ã…): 2.880 CAS Registry Number: 7440-47-3

Attachment Theory For Understanding Risk And Protection...

This essay will comprise, firstly, on past research looking into what attachment/ attachment theory is, focusing on Bowlby’s (DATE) research into why an infant’s first attachment is so important. Followed, by the work of Ainsworth et al (1978) bringing to light the findings from the strange situation, and how the research can explain mental illness. From this and in-depth discussion looking at how the previously discussed pieces of research have an effect on two particular disorders, depression and anxiety; while keeping a holistic approach considering other variables within attachment theory which have been linked with the development of these disorders. Through-out, the impliationsof knowing about this potential link between attachment and mental health will also be discussed. Finally, a conclusion will be made to whether there is a strong link with attachment and mental illness. Attachment theory has proven to be one of the most beneficial frameworks for understanding risk and protection factors within developmental psychology (Bowbly, 1973). Attachment theory has proven to be one of the most beneficial frameworks for understanding risk and protection factors within developmental psychology. Bowbly (1982) suggested that children form mental representations of relationships based on their interactions with their primary care giver. Which form a cognitive structure of embodying memories based on these daily interactions with their attachment figure (Bretherton et al. 1990Show MoreRelatedAttachment Theory For Understanding Risk And Protection Factors Within Developmental Psychology1940 Words   |  8 PagesThis essay will comprises, firstly, on past research looking into what attachment/ attachment theory is, focusing on Bowlby’s (DATE) research into why an infant’s first attachment is so important. 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Nursing Case Study Finance - Get a free sample on Nursing

Question: Discuss about the Report on Nursing Case Study in Finance? Answer: Introduction The given report reflects about the costs and budgetary analysis of the medical unit of 33- west. The organization is suffering from the variances of costs to meet the requirements of the concerned patients. The total amount of Hours per patient day (HPPD) is taken as 4.2 hours. However, it may be seen that the actual amount of HPPD may be more than 4.2 hours. Based on the given analysis, several recommendations can be given to the nursing unit to minimize the total amount of costs and variances of their cash budget. 1 Positions Variable FTEs % by Position FTEs by Position RN 34 0.65 22.1 LVN 34 0.2 6.8 NA 34 0.15 5.1 Total 34 Table 1: Calculation of FTEs by Position The above table reflects that the total amount of FTEs is 34. With the help of the segmentation of the total amount of variables of FTEs of the unit and total amount of percentage by position, the total amount of FTEs by position has been calculated. 2 Positions FTEs Salary Hours Salary Subtotals Benefits Total MANAGER 1 80,000 860 80,000 12000 92,000 RN 22.1 35 860 665210 99781.5 764991.5 LVN 6.8 24 860 140352 21052.8 161404.8 NA 5.1 13 860 57018 8552.7 65570.7 US 2.2 11 860 20812 3121.8 23933.8 Totals 1,107,901 Table 2: Personal budget of the unit There are different forms of human resources that are present in the respective hospital unit. These are the manager, RN, LVN, NA, US. All the respective amount of salary, hours and subtotals has been calculated based on the number of hours estimated. The fringe benefits are estimated to be around 15 percent and is calculated based on the salary subtotals of the nursing unit. By adding up the total amount of salary subtotals and fringe benefits, the respective total has been calculated for all the FTEs and nursing manager of the firm. There are the total amount of FTEs that are present in the respective amount of units. The salary of the manager is 80000 per year. Consequently, the total amount of salary and the respective budget has been prepared for all the other FTEs as well as the total amount of US (Noh, 2015) The given personal budget reflects that total amount of personal budget required is 1,107,901. It is also assumed that the Hours per patient day (HPPD) are 4.3 hours. In addition to this, a total amount of working days is assumed 200 days. 3: Calculation of Hours per patient day Acuity Mix Average Hours of Care Required Average Daily Census Total Hours of Care Per Day (ADC) I 1.5 3 4.5 II 4.3 14 60.2 III 5.7 21 119.7 IV 9 4 36 Totals 220.4 Hours per patient day (HPPD) 5.247619048 Table 3: Calculation of Hours per patient day (HPPD) Result of such variances The above table reflects that that HPPD is coming 5.24. It is more than 4.3. Therefore, it will have a negative implication on the personal budget of 3-West. In addition to this, several changes are also required in terms of personal budget analysis. Therefore, the given unit will require an additional number of nurses to take care of the patients. Apart from this, the unit will also incur the additional amount of budget will also increase by a considerable amount. The total amount of variances is coming to be 5.2-4.3 = 0.9. It is a significant amount of variance as it may a pivotal impact on the resources of the unit. The total amount of capacity of the unit may also have to reduce to keep it at par with the required amount of budget (Bekaert and Hodrick, 2012) Implications of Nurse Manager The given variances in Hours per patient day can have a major implication on the nursing manager of the respective unit. The average amount of salary of the nursing manager will increase due to the higher amount of HPPD. The nurse manager may also find it difficult to allocate the total number of duty hours among the 34 FTEs. The total amount of supply costs, Average Daily Census, and overtime costs may also increase by a considerable percentage. Apart from this, the total percentage of fringe benefits will increase by 15 percent due to the total amount of overcome costs. On the other hand, the total amount of supply costs of the resources will also increase from the previously planned budget. Average Daily Census may also decrease to control the total amount of costs of the budget. Due to this reason, the nursing manager will have to face several problems due to a higher amount of HPPD while allocation of resources. There is no scope of overtime hours for the respective FTEs as it w ill further increase the total amount of fringe benefits as well as the salaries of all the human resources (Grieve, 2013). 4 Positions FTEs Salary Hours Salary Subtotals Benefits Total Previous Variances MANAGER 1 68,000 1048 68,000 10200 78,200 RN 24.1 35 1048 883988 132598 1016586.2 LVN 4.8 24 1048 120730 18109 138839.04 NA 6.6 13 1048 89918 13488 103406.16 US 2.2 11 1048 25362 3804.2 29165.84 Totals 1,366,197 1107901 258,296 Table 4: Adjusted Personal budget of the unit Based on the requirements of the unit, the organization has set up an updated variable cost. With a proper allocation of the resources and by making HPPD 5.24 from 4.3, the newly formed budget has a total amount of 258,296. Therefore, the firm has failed to minimize the total amount of unfavorable variances. Several allocations of resources were implemented by the respective firm. However, the variances are still on the higher side. Before the allocation of resources, the total amount of variances was more than 258,296. It has minimized after the changes in hours of some of the FTEs. It is recommended that organization needs to minimize the total amount of costs of all the respective FTEs. In addition to this, the total amount of fringe benefits may be increased to cut down the total amount of costs. On the other hand, the total amount of resources is also required to be rearranged to minimize the effect of the variances. However, the total amount of FTEs requires to be increased due to minimize the total amount of resources (Lach, 2014). It is important to cut down the costs of the salaries of all the managers to minimize and curtail down the variances of the total amount of costs. In addition to this, it is also essential to prepare a variances cost sheet to rectify in what areas the total amount of variances is required. It will further assist the medical unit to recover from the higher amount of expenses that resulted from a higher amount of Hours per patient day of the surgical unit. 5 Positions FTEs Salary Previous Salary Hours Previous hours Salary Subtotals Benefits Total Previous Variances MANAGER 1 40,000 80,000 1152.8 860 40,000 6000 46,000 52,000 -6,000 RN 22.1 30 35 1152.8 860 764306.4 76430.64 840737 917168 -76,431 LVN 3.8 20 24 1152.8 860 87612.8 8761.28 96374.08 105135 -8,761 NA 6.6 10 13 1152.8 860 76084.8 7608.48 83693.28 91302 -7,608 US 3.2 10 11 1152.8 860 36889.6 3688.96 40578.56 44268 -3,689 Totals 36.7 40070 80083 5764 4300 1004893.6 102489.36 1,107,383 1107901 -518 Table 5: Recommended Personal budget of the unit The above table reflects that; there are several changes are required to be made to minimize the total amount of variances. With the help of the given recommended budget, the respective unit can totally minimize the overall variances of the given personal budget. The major changes that took place are a minimization of the resources of LVN and increase of US. On the other hand, the total amount of salary of the nursing manager will be minimized by around 50 percent of the respective amount. The rate of fringe benefits can be minimized from 15 percent to 10 percent. This will further help to minimize the total amount of variances by a considerable percentage. The total amount of hours is taken as 5.2 hours per day; therefore, the total amount of hours has increased annually by comparing with the previous budget of the nursing unit. In addition to this, the salaries of all the FTEs have decreased to meet the requirements of the treatments of the patients effectively (Li, 2013) Conclusion The above report concludes the importance of maintaining the effective cash budget for every industry. The key findings of the report are that the actual amount of (HPPD) Hours per patient day is 5.28, while 4.3 is the targeted HPPD of the unit. In order to attain the concerned targets, an effective cash budget is recommended to the nursing unit. The recommended budget reflects the importance of minimization of costs in terms of their salary structure. The main target of the organization is to provide (HPPD) Hours per patient day of around 5.28 hours. In accordance to that, the personal budget of the firm has been modified. References Bekaert, G. and Hodrick, R. (2014).International financial management. Harlow, Essex: Pearson. Brooks, R. (2013).Financial management. Boston: Pearson. Dalbor, M., Hua, N. and Andrew, W. (2014). Factors that Impact Unsystematic Risk in the U.S. Restaurant Industry.The Journal of Hospitality Financial Management, 22(2), pp.89-96. Grieve, I. (2013).Microsoft Dynamics GP 2013 financial management. Birmingham, UK: Packt Pub. Lach, H. (2014). Financial Conflicts of Interest in Research.Nursing Research, 63(3), pp.228-232. Li, S. (2013). The Challenge of Managing Government-Industry Relationships.JFRM, 02(04), pp.84-86. Li, S. and Qiu, J. (2014). Financial Product Differentiation over the State Space in the Mutual Fund Industry.Management Science, 60(2), pp.508-520. Madura, J. (2012).International financial management. Mason, OH: South-Western, Cengage Learning. Noh, Y. (2015). Financial effects of open innovation in the manufacturing industry.Management Decision, 53(7), pp.1527-1544.

The Good and Bad Side of Telecommuting Essay Example Essay Example

The Good and Bad Side of Telecommuting Essay Example Paper The Good and Bad Side of Telecommuting Essay Introduction Organizations are increasingly using telecommuting as a way to increase productivity and decrease costs. Employees also see positive results from telecommuting. Research shows however that there are negative sides as well. Governmental intervention beginning in the early 1990s almost put an end to telecommuting, but after debate, telecommuting has proven stronger than expected. Telecommuting: The Good, The Bad, and The Government Parents today face increased burdens as the cost of living continues to rise. Many single parent homes are troubled with the problem of caring for their children and working at the same time. Many rely on babysitters and family members to help, but others look to the government for assistance. In any case, meeting the bills is hard enough without the cost of a babysitter. However, today there is another choice: Telecommuting has become a new way for business organizations to employ people to work out of their homes that will keep up with the more fast paced society than the earlier modes communications. There are issues to issues to be overcome with telecommuting as well, but those issues are not as costly to those involved, usually. ITAC (International Telework Association Council) defines telecommuting as a work arrangement in which employees work at any time or place that allows them to accomplish their work in an effective and efficient manner (On-Line). Most reports on telecommuting suggest that this alternative has been positively received by both employees and managers (McNerney, 1995). However, by definition, telecommuting holds positive and negative factors for both the employer and employee. The organization and the employee must review these factors to determine if this organizational workforce design is right for them. The Good and Bad Side of Telecommuting Essay Body Paragraphs According to McQuarrie, for the employee, positive factors include: reduced commuting time, reduced personal costs (travel, clothing, food), flexible working hours, greater autonomy, easiness to care for dependents (p. 82). The reduction of commuting time allows for positions in companies at such a distance that a position would not be possible without relocation. A lack of commuting is also favorable when the area surrounding the organization is susceptible to a high number of traffic problems such as congestion and multiple accidents. In areas like Los Angeles that have problems with exhaust, telecommuting offers cleaner air. According to the United States Department of Transportation and the United States General Service Administration (2000) Investments in telecommunications infrastructure that facilitate telecommuting should not only lead to . transportation benefits, but may also have a synergistic . effect on other transportation strategies . required to cope with growing traf fic congestion, urban air pollution, and national petroleum dependence (On-Line). The reduction of personal costs is favorable to the employees who see the reduction as money for other necessities. Flexible working hours offers a way to work around complicated schedules that otherwise would not be possible to work with. The freedom of telecommuting opens the employee up to new options that can be more beneficial such as mid-day exercise programs, choice of what task to perform first, community projects, volunteerism, and other civic activities. There is also an ease of caring for dependents that is not available through the conventional workplace. These dependents can range from children to elderly parents, but also, the employee may be disabled or terminally ill. In this case, telecommuting opens doors that otherwise would remain shut. The negative factors for employees include workaholism and isolation (McQuarrie p. 82). People have a need to interact frequently with others in a s table environment. Failure to maintain interactions will lead to a number of negative consequences such as anxiety, depression, and even physical ailments (Gainey, Kelley Hill p. 4). The organization experiences positive factors in the forms of higher productivity, reduced physical plant costs, selling point for new employees, and the ability to accommodate disabled or chronically ill employees (McQuarrie p. 82). The company saves the cost of office space and equipment by having an employee work at home rather than at a central office site. According to Fiona McQuarrie (1994) there is rarely any mention in the telecommuting literature of the possibility of the employer compensating the employee for home-based work by paying a portion of rent, mortgage, or utility costs (p 82). Lowered company costs enable a larger workforce that enjoys the benefits of autonomy. This in turn increases productivity both for the employer, through a larger workforce, and for the employee, due to increa sed â€Å"want to†. Another attracting factor for the increased work force comes from the selling point for new employees. The level of autonomy and other positive employee fac! tors entice new employees. The company can also reduce costs by letting the employee supply for their own special needs such as wheel chair ramps, handicapped toilets and so forth. The employee will already possess these necessities, but the company may or may not have them installed. Negative employer factors include loss of direct control and lack of a coordinated workweek. The lack of direct control is experienced through the lack of face-to-face training communication, low social contact, and lack of trust between management and employees. Only two of the various mediums of communication can be transferred electronically. It is currently technologically impossible to remotely express one’s self through body language, eye contact, and subtle meanings. Many telecommuters have expressed desire to return to their old arrangement of closer interactions with other employees. The trust level between management and telecommuters is low due to the two factions not necessarily knowing the other’s thoughts, views, and opinions. The lack of a coordinated workweek affects multiple employees because one employee’s work may depend on the completion of work by another employee. Steps have been taken by many organizations to combat the negatives for both the employer and the employee. The problems of isolation and loss of direction control have been solved by requiring the employee to commute to a central office or an organizational hub usually two days a week. This gives managers and employees direct contact and keeps the employee more in touch with the company. The problems of workaholism and lack of coordination have been met by job assignments that outline the nature of the work, the time frame of the work, and the need for completion which can be delivered during on e of the weekly commutes. These assignments serve a dual purpose of giving limits and guidelines to the employees, but also in showing the employer’s dependency on the employee. The reformation of OSHA (Occupational Safety and Health Administration) that began in 1995 brought about new questions and problems for the possibilities of telecommuting. â€Å"In a letter to a Texas based company concerning the liability for a telecommuter’s home office, it was deemed that the organization be liable for the safety of it’s telecommuters home work sites† (Kerrigan p. 63). The letter, posted on OSHA’s website, caused an eruption of contention leading to the removal of the letter from the website. â€Å"An analysis by Mark Wilson, a Heritage Foundation research fellow, shows the recent policy blunder left employers in the worst of all possible worlds — legal uncertainty† (Kerrigan p. 63). After debates between opposing sides of the issue, anothe r issue concerning the liability arose questioning the safety telecommuters’ children in terms of hazards from the workplace. Another issue arising from the OSHA’s letter is the liability of company resources. Most firms are! covered when they add the computers, fax machines and other equipment to their general policy (Hoke p. 35), but this policy does not cover home offices. After much dissention, the U. S. Department of Labor, ruled, †Employers aren’t responsible for the health and safety of white-collar telecommuters after all† (Rosencrance p. 1). After the statement by the Department of Labor, OSHA rewrote its archaic definition of ergonomics and released a new ruling for telecommuters liability. â€Å"The Occupational Safety and Health Administration will not inspect home offices and doesn’t expect employers to inspect them either†(Hoover p. 17). The new directive also gave relief to all employers for liability of the employeesâ₠¬â„¢ home offices. It continued to state, however, that OSHA would inspect home manufacturing operations when it receives complaints about serious health or safety violations or when a work-related fatality occurs (Rosencrance p. 93). The governmental â€Å"flip-flop† has left many employers leery of telecommuting, but the growth rate of telecommuters does not reflect a problem. Many new companies are taking advantage of its employees’ homes to relieve costs of physical assets. Some companies have reversed the role of the managers to a field position, allowing manager to have more face-to-face communication with employees as they travel from office to â€Å"office†. Some companies even legally accept liability of telecommuters through internal contracts and insurance. Today, the increasing rate of telecommuters is calling for the advancement of technology. This technology will lead to better and faster communication, however, it will bring its own set of problem s. What tomorrow holds for telecommuters is unclear, all we can do today is examine and adjust the good, the bad, and the government. Bibliography Bibliography Gainey, T. , Kelley, D. , Hill, J. (1999). Telecommuting’s We will write a custom essay sample on The Good and Bad Side of Telecommuting Essay Example specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The Good and Bad Side of Telecommuting Essay Example specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The Good and Bad Side of Telecommuting Essay Example specifically for you FOR ONLY $16.38 $13.9/page Hire Writer

The Hagia Sophia essays

The Hagia Sophia essays When most people think of the great Byzantine Empire, they picture the wonders of the Hagia Sophia. The temple is a living masterpiece still standing as it once did hundreds of years ago. Records say the first to build it was Emperor Constantius, but after the temple was destroyed in 532 Emperor Justinian sought to build a new church. His goal was to build the greatest church to ever stand. Emperor Justinian entrusted this great undertaking to two men, Anthemius of Tralles and Isiodorus of Milletes. Scientist, architect, scholar, engineer, and even artist, these two men used all these talents to create the design for the Hagia Sophia. They both supervised one hundred master builders and ten thousand labors as well as the richest of the world being poured in for the temple. In the surprisingly short time of five years, ten months, and four days, the temple was completed on December 27th 537. Putting all formalities aside, Emperor Justinian excitedly rushed into the church to proclaim, Solomon, I have outdone thee! For a while the grand church endured earthquakes, fires and numerous additions. When the Turks conquered Constantinople in 1453 they converted the old church into a mosque for Islamic worship. Many changes were made during this time. An altar was built to face Mecca, minarets were built to surround the temple, and even a library and a primary school were built. On February 1st 1935 the Hagia Sophia entered its current phase as a museum. For over 1,000 years an indestructible symbol of peace the Hagia Sophia has stood proudly as it does today. ...

Analysis of Genotypic Distributions within Six Population Groups Using Assignment

Analysis of Genotypic Distributions within Six Population Groups Using Genepop Software - Assignment Example Which in essence, states that frequencies of alleles and genotypes remain constant in a population under ideal conditions. A balanced equilibrium should persist throughout the generations barring specific disruption. Disruptions in this equilibrium include non-random mating, selection, mutations, population-bottle-necks or other events that limit population size. The mating overlap between generations, meiotic drive, genetic drift or gene flow. As it is impossible to eliminate all of these conditions at some time from a population, Hardy-Weinberg equilibrium is impossible in nature. But this principle is a useful baseline against which to measure changes that do occur. Static frequencies of alleles throughout a population require a set of theoretical assumptions; deviations in which can give us information about which genes are changing in what way. These assumptions are : Violations of the Hardy–Weinberg assumptions trigger deviations from the expected status quo. The effect depends on which assumptions are broken. The character of these variations is thought to define the evolution of a species. When a population violates one of the assumptions listed below, the population may continue to exhibit Hardy–Weinberg proportions each generation, but the allele frequencies will be shaped by these deviations. Migration. The way in which two populations are genetically linked. Essentially, allele frequencies blend into homogeneity between the populations. Some models for migration must assume nonrandom mating. Without this randomness, the Hardy–Weinberg assumptions will not be valid. Random mating. The HWP states the population will exhibit a given genotypic frequency following a single generation of random mating within the population. When this assumption is broken, the population will not match Hardy–Weinberg proportions.  

An Imperial Antonine Woman Sculpture Analysis Research Paper

An Imperial Antonine Woman Sculpture Analysis - Research Paper Example It also has an association with the 4th century B. C artistry. The artistry of making sculptures in Italy had a stylish cycle, with every cycle having alternately realistic elements that depend on political and social happenings of the time (Daehner 88). Each stage of the sculptures, therefore, emphasized on unique representation. The imperial antonine Woman Sculpture was a work in the second century A.D. The political happenings of the time had immense influence of art. During this time, the Roman emperors’ office had prestigious offices occupied by the elite civilians. This promoted artworks. The work dates back to the early antonine period of Italian artistry. The sculpture, made in the second century is significant for its relationship with the imperial past. For instance, it may have an association with the Livia. Livia was a wife of Augustus in the imperial past (Wood 131). It also has an association with antonine women in the preceding generation after the second century. It also has it also has an association with the great and much appreciated works as the Marcus Arelius. The artistry evokes thoughts about Faustina. This was the elder and wife to Antoninus Pius. The portrait may also have links with the Faustina the younger who was their daughter. This later became the wife of Aurelius. The sculpture has its adaptation in the roman culture. It is a depiction of the high-class and women with high commemoration. It was a depiction of the highly valued women in the roman culture of the times. The great-embodied figure of the artistic work shows the woman of the Italian culture who has a lot of dignity and respect in the society. The high value displayed in the artistry has an association with distinguished women of the times. The veil had erotic an association (James and Dillon 459). The hair was a sign that had a link with modesty in women. The palla, piece of cloth wrapped on the head and extends over the back, had an association