Free Bluest Eye Essays - Toni Morrison Helped Me Find Myself :: Bluest Eye Essays

The Bluest Eye   - Toni Morrison Helped Me Find Myself          Toni Morrison, I owe you my deepest thanks for helping me to appreciate the image I see in the mirror, the voice I hear when I speak, and the rhythm in my step as I walk. Many attitudes remain the same as they were in my parent's youth. Some people still stare at others because they are different and some still carry hatred and anger in their hearts because another person's skin color is not the same as theirs. Yet, there are those who do not carry such hate in their hearts, but allow themselves to be influenced by the bold intimidation of those who do. Those without hate often change their personalities and ways of thinking in order to become a part of an attitude which appears to be strong. However, this hatred is based on fear, it is weak.       While reading The Bluest Eyes, a complex of emotions filled within me. I found myself putting my emotions and all of my heart into the lives of two girls, Claudia and Pecola, who both struggled to truly find themselves. Although I can not say this book and these two young girls mirror my life completely, I can say the strength found in Claudia and the wanting to be accepted in Pecola's heart was not only their own, but mine as well.    Being a black author, you forced me to relate myself to your words on a greater level than any other because of our similar skin tones and life experiences. You then caused me to ask questions about the strength of my heart, and if I could handle the pressure of never thinking I was good enough. In The Bluest Eyes, Pecola regrets the way she looks, calling herself ugly and wanting to fit in. During her tribulations, my heart yearned for some understanding of how she could not search into her own soul and find the beauty and love that was placed within. I then realized, I needed to do the same. Growing up in my neighborhood, children that shared my ancestry were very scarce. In middle school I became active in various organizations, and in high school I became a part colorguard, yet I still was not happy.

Agriculture in Jesus’ Time

The land of Jesus, the Promised Land (one name amongst many) is very well known by our people. During the time of Jesus, we were accustomed to walk from city to city because the area was so small, stretching from the Mediterranean Sea to the eastern border. We farmers took care of the land and made it blossom into the beautiful land it is today. Palestine holds amazing beauty that astonishes everyone who sees it. Our hills stretch across the plains with gracious lush sides. In comparison, our lakes, deserts, and forests are also astonishing. As beautiful as our land is, our climate can be frightening. One hot day and a freezing night to follow is what you might expect in our land. Today, temperatures during the day may reach seventy-two degrees, but don’t be fooled. Try visiting the barren of the Dead Sea; don’t be surprised at the 122 degree weather. With such temperatures, our water source is scarce. We treasure the Jordan River and the Sea of Galilee, for its beauty of course, but also because of or lack of water. Bread and wine is extremely important in Palestine. We value the bread and hold it sacred to our people. Jesus revealed himself when identifying a relationship between him and the bread. The wine is made from the fruit of the vine, grapes. Again, Jesus declared himself as the true vine, forming another close and sacred relationship between him and the wine. Our animals ware great. Animals such as the donkey are very important to our people because of their capability to withstand our everyday chores. A donkey, with its high value, is never to be eaten or offer up in sacrifice. We have many beautiful animals, both domestic and wild, that roam our lands, such as lions and porcupines. As a farmer, our jobs are to take care of the crops for the making of the bread because it is very important. We harvest the grain between the months of March and May. The rest of the year we make the bread for the people of our village.

Attitude Towards Work Essay

Attitude towards work and interpersonal relations as factor in job performance Statement of the problem: This study aims to determine the relationship of attitude towards work and interpersonal relations to the job performance of the employees. Specifically, this study seeks to answer the following questions: 1. What is the profile of the Employees in Drug Maker Company in terms of the following personal circumstances? 2.1 Age and Sex 2.2 Civil Status 2.3 Educational Attainment 2.4 Years of Experience 2. Do attitude towards work and interpersonal relations affect job performance? 3. To what extent do the work attitudes affect the job performance? 4. To what extent do the interpersonal relations affect the job performance? 5. What is the perception of the employees towards work attitude and interpersonal relation? 6. Is there any significant relationship between attitudes toward work, interpersonal relations and job performance? WORK ATTITUDE AND INTERPERSONAL RELATIONSHIP QUESTIONNAIRES Personal Information Name:________________________________________ Gender:MaleFemale Age: 20 yrs. and below 41-50 years 21-30 years 51 and above 31-40 years Civil Status: Single Married Widow Educational Attainment: High School Graduate College Graduate Course: _______________________________________________ Year of Experience: 1-5 years 6-10 years 11-15 years 16-20 years Others please specify: _____________________________________ Direction: Please check the appropriate answers to the item questions. The following are the symbols/letters use: SYMBOLS | | SD| Strongly Disagree| D| Disagree| SA| Strongly Agree| A| Agree| | SD D SA A| A. Work Attitudes:| 1. Your current hob is interesting and challenging.| | | | | 2. The qualifications you possess are appropriate and relevant to the job.| | | | | 3. The skills required match the tasks to be performed and consistent with the job description.| | | | | 4. The efforts demanded by the job are commensurate to the pay received.| | | | | 5. The responsibilities assumed in the job are well defined and clearly delineated| | | | | 6. The working condition (illumination, ventilation, temperature and humidity, etc.) in the office is conducive to work.| | | | | 7. There is close supervision by the office head to ensure efficiency of performance in the job assigned. | | | | | 8. You dislike your job and looking forward to a better employment elsewhere.| | | | | 9. The routine or daily task is dull, boring and monotonous.| | | | | 10. You consider work as something natural and necessary in life. | | | | | 11. The job provides you a sense of responsibility in performing the duties.| | | | | 12. A fee ling of satisfaction is attained as a result of completing the task (sense of achievement).| | | | | 13. The job offers opportunities for promotion in position as well as pay increase based on merits.| | | | | 14. The remuneration for the job position in just and position is just and fair with the nature of the work being undertaken.| | | | | 15. The interaction in the office among co-workers is cordial and harmonious.| | | | | 16. The job itself becomes a means for personal growth and professional advancement (self-actualization/Self-fulfillment).| | | | | 17. The office head being very supportive and tolerant enables you to feel confident in the job. | | | | | 18. There were opportunities for a right job which you missed by working in the present set-up. | | | | | 19. In the present job, there is no chance to improve and learn more in terms of better aptitudes and new skills.| | | | | 20. The need for recognition is much felt in the office.| | | | | B. Interpersonal relationship with peers and heads:| 1. The office head is very flexible and approachable making so easy for the workers to have closer interpersonal relationship with him/her.| | | | | 2. The working relationship within the office is formal and cautious (careful) between the head and the rank and file. Resulting in uneasy situation.| | | | | 3. The need for others to turn to for advice and direction is the reason for maintaining a particular group to interrelate with.| | | | | 4. Interpersonal relationship is part and parcel of a work place in order to establish harmony and foster cooperation with fellow workers.| | | | | 5. The head picks or chooses somebody personally close to him/her to interrelate with group.| | | | | 6. You feel insecure with group activity whether work related or personal interaction.| | | | | 7. Your admiration and respect for the office head draws you further apart from him/her.| | | | | 8. Due to office interpersonal relationship with other workers, job dissatisfaction arises as an outcome of comparison or jealousy/envy.| | | | | 9. An informal group consisting of selected employees is intended to establish some type of conformity to ideas, beliefs, personal activities which may serve mutual interests. Thus, ostracizing or excluding others.| | | | | 10. Interpersonal relationship is resorted by you with colleagues as a form of recognition and acceptance of personal identity in your part (Feeling of importance).| | | | | 11. The latest gossip or rumor is the mutual bound for interpersonal relationship. | | | | | 12. The office head or superior maintains aloofness or distancing himself/herself thus, creating gap in terms of interpersonal relationship with the rank and file.| | | | | 13. The saying that â€Å"intimacy breeds contempt† really applies between a head and subordinates in close interpersonal relationship.| | | | | 14. You prefer to be on your own; a loner or introvert, and do not establish any relationship with others.| | | | | 15. Camaraderie or comradeship makes you to experience sense of belonging by sharing common interests. This way, the informal group is the basis for interpersonal relationship.| | | | | 16. You feel nervous and insecure in the presence of the office head. As a consequence a very impersonal and uncomfortable situation in the office becomes evident.| | | | | 17. You stick to the present job or stay on because of the interpersonal relationship with loyal friends within the institution or work area.| | | | | 18. Interpersonal relationship among your peers or co-workers for solidarity or a total sense of group allegiance for a common purpose.| | | | | 19. The interpersonal relationship that exists in the institution is factional or consisting of small fragmented, splintered groups having each its own motives and objectives.| | | | | 20. Interpersonal relationship may become a recourse or outlet to confide problems and an avenue to express opinions on work related issues. | | | | | CONCEPTUAL FRAMEWORK: Work AttitudeRespectfulnessCommitmentInnovationHelpfulnessInterpersonal RelationsWork ethicsChemistryFriendshipLoyalty| INDEPENDENT VARIABLESDEPENDENT VARIABLES Job PerformanceAccuracy of workQuality of workQuantity of workTimeliness| The effect of attitudes on interpersonal relationships in the workplace is well documented in scholarly psychology literature. However, opinions regarding the types of effects that result from different attitudes vary somewhat. Regardless of the opinion of scholars, it does help for business owners to know how attitudes affect these relations among workers so that they can hire the right kinds of people and also head off any potential problems among existing employees. 1. Cooperation * One way in which attitudes affect interpersonal work relationships is evident in the way a positive attitude can engender a sense of cooperation among workers. The tendency to think positively and approach each task with a â€Å"can-do† attitude can be infectious. When it comes to collaborating on projects, the positive attitude can spill over into the way employees cooperate with one another. Those who start projects with the expectation of completing the project on time and correctly will find no excuses for not getting the work done. Those who cooperate with one another on these types of projects will generally have more positive relations with one another. Division * Workers with a poor attitude about work and the tasks they are required to complete will have a negative effect on those around them. Just as a positive attitude is infectious and spreads to others, so too do poor attitudes have a negative effect on worker relations. This can cause division in the workplace, making it difficult for employees to collaborate with one another, as the poor attitudes spill over into how they treat one another. * Sponsored Links * 3-Minute Chakra Test Take the Free Chakra Test to Find Out Which of Your Chakras Are Weak www.ChakraHealing.com Similarity * Studies show that workers who have similar attitudes, positive or negative, will inevitably attract people with similar attitudes. A 2010 article published in the International Journal of Innovation, Management and Technology reveals that workers tend to develop relationships with colleagues who share the same outlook on the world. The recognition that others have similar attitudes and values will inevitably lead to the establishment of potentially long-term relations with these employees. The article points out that the establishment of such relationships has the reciprocal effect of elevating self-esteem and strengthening the beliefs and values of those who did the attracting. Communication * Shared attitudes and values can strengthen interpersonal relations among workers by opening up the lines of communication. Communication is essential for the growth of relationships among people, regardless of whether they are colleagues. Those who have positive attitudes and are open to interpersonal communication with others will be more effective in developing positive interpersonal work relationships. Those with a negative attitude can be harder to communicate with because of their tendency to shut down or close themselves off from interacting with others. In short, the communication necessary for interpersonal relations is affected by the attitudes of the workers. Abstract Purpose – Through the lens of social exchange theory and organisation support theory, the purpose of this paper is to examine the passive, aggressive, and assertive styles of managers/supervisors that influence perceived supervisory support and to test whether the support increases employees’ satisfaction with the communication of supervisors and their organisation-based self-esteem. It also assesses whether employees’ communication satisfaction and their self-esteem influence employees’ performance, commitment and absenteeism. Design/methodology/approach – In total, 400 employees from ten manufacturing firms in India were studied through questionnaire survey. Standard instruments were used to assess the constructs. A scale was developed to measure the communication style of managers and a single item to assess absenteeism. Findings – Results revealed that assertive style of communication lends maximum support to employees. Perceived supervisory support at the workplace enhances employees’ satisfaction with communication of supervisors and organisation-based self-esteem. Satisfaction with communication fosters a strong emotional bond with organisations and the emotional bond with organisations reduces employees’ absenteeism. Originality/value – The paper shows that employees’ organisation-based self-esteem increases their job performance. Organisations can conduct training programs to develop an assertive communication style in their managers/supervisors to increase the support to subordinates; thereby its positive consequences will follow in increasing employees’ performance and commitment and reducing absenteeism. Introduction Today we are faced with the pre-eminent fact that, if civilization is to survive, we must cultivate the science of human relationships (Roosevelt, 1945). Interpersonal relationships including social relations with one another are an essential part of organisational life and sustainable success. As far as communication is concerned, words are only superficial aspects. Without human function, words can never convey the exact meaning to the other person. Effective communication builds relationships. Wyatt (2006) stated the following: Effective communication is the lifeblood of a successful organization. It reinforces the organization’s vision, connects employees to the business, fosters process improvement, facilitates change, and drives business results by changing employee behaviour (p. 6). Managerial communication drives relationships and frames the attitudes and behaviours of employees in the workplace. Attitude has three components: affective, cognitive, and behavioural. Whi le the cognitive component represents the evaluation of stimuli in the mind, behaviours are actions or reactions that occur in response to those stimuli. In measuring attitudes, only affective/feeling components are assessed in connection with communication, organisations, managers, and situations. Positive attitudes manifest in well-adjusted behaviours and negative attitudes lead to the reverse. An historical overview of managerial communication shows that the way managers communicated with subordinates is markedly different from how they do today. While employees were previously regarded as the greatest asset of an organisation, the asset metaphor has been elevated to a new level. Organisations have started recognising employees as human capital owners and investors (Davenport, 1999). As a result, the emphasis on communication â€Å"content† has shifted to â€Å"behaviour† as a part of the communication process because employees’ interpretation of supervisory communication depends not only on â€Å"what† is said but also on â€Å"how† it is said. A people-centred strategy is an important source of competitive advantage because, unlike technology, costs, or new product development, it is difficult to imitate (Pfeffer, 1998). Managers can create an environment through communication where employees feel happier and more passionate about their jobs and exhibit attitudes and behaviours necessary for improved organisational performance. Background Blau’s (1964) social exchange theory is among the most influential conceptual paradigms for understanding workplace behaviours. Social exchange theory is based on a central premise that the exchange of social and material resources is a fundamental form of human interaction. When two parties who are in a state of reciprocal interdependence interact with each other, obligations are generated (Saks, 2006). Organisational support theory, derived from social exchange theory, explains how the support of organisations affects the behaviours of employees (Eisenberger et al., 1986). It suggests that employees form a global perception of the extent to which the organisation cares about their well-being and demonstrates appreciation, called perceived organisational support (POS). Supervisors are regarded as representatives of the organisation. If employees perceive the supervisor/organisation as supportive, they feel an obligation to return this support (Rhoades and Eisenberger, 2002) i n the form of favourable attitudes and behaviours that promote employees’ performance. POS manifests in increase in in-role and extra-role performance and decrease in stress and withdrawal behaviours such as absenteeism and turnover. Assessing such constructs quantitatively, the effects of managerial communication on employees’ attitudes and behaviours can be gauged. Although relational concerns have been at the heart of management research for decades, the power of relationships has become even more salient both for employees and organisations. Accordingly, going beyond the social exchange theory (Blau, 1964) and organisation support theory (Eisenberger et al., 1986; Rhoades and Eisenberger, 2002; Shore and Shore, 1995), this study investigates the impact of perceived managerial communication styles on employees’ attitudes and behaviours through perceived supervisory support (PSS) vis-à  -vis POS. Social exchange theory suggests that if a superior (on behalf of the organisation) confers a social gift on a subordinate, the latter will feel obligated to reciprocate. POS is defined as employees’ perceptions about the degree to which the organisation cares about their well-being and values their contributions. Organisation support theory suggests that the development of POS is the employees’ tendency to assign humanlike characteristics to the organisation (Rhoades and Eisenberger, 2002). POS represents an indispensable part of the social exchange relationship between employees and the employer because it implies what the organisation has done for its employees. The supervisor on behalf of the organisation extends support to subordinates. Subordinates perceiving support of supervisors vis-à  -vis organisations cultivate positive attitudes and engage in extra-role behaviours. Subordinates are unlikely to hold favourable attitudes and behaviours when the treatment is negative or neutral (Rhoades and Eisenberger, 2002). Reciprocity and strong mutual care are emphasised in Indian culture (Srivastava et al., 2008). Indian culture stresses interdependence, sharing, and harmony with the surrounding world. While horizontal orientation and rationalism are valued by Indians, hierarchical orientation and emotionalism are also being valued (Sinha and Kanungo, 1997). The family structure in India is a close knit unit. Decisions are made only after prior consultation with the family members. Making important decisions without talking to the family is considered offensive and implies a lack of respect. These human aspects of Indian culture may have implications in the workplace. This study stresses the â€Å"human function† of managerial communication, a concept neglected in communication style research. The human function embedded in communication of managers/supervisors can affect the work relationships that can facilitate or retard employees’/subordinates’ attitudes and behaviours (Varona, 2002). While human relations practices play a key role in developing and maintaining the exc hange relationship between the employee and the organisation (Aggarwal and Bhargava, 2009), extant research offers little insight on appropriate managerial communication style that can help to build high levels of support. The role of social relationships is yet to be explicitly investigated. An issue that needs to be addressed is the specific styles of managerial communication that can promote or demote relationship building. To address this issue, one potentially helpful approach is to establish a link between the effective managerial communication styles and development of positive supervisor-subordinate relationships. Review of literature and development of hypotheses Communication styles Management is a process of working with and through others to achieve organisational objectives in an efficient manner (Lwehabura and Matovelo, 2000). Managing employees is enacted through communication (Holladay and Coombs, 1993). â€Å"The way one verbally, non-verbally and para-verbally interacts to signal how literal meaning should be taken, interpreted, filtered or understood, is known as the communication style† (Norton, 1983, p. 58). Norton (1983) classifies communication styles into ten different types – dominant, dramatic, contentious, animated, impression-leaving, relaxed, attentive, open, friendly, and precise. McCallister (1992), combining Norton’s (1983) styles, classifies communication styles into noble, reflective, and socratic. Comstock and Higgins (1997), merge Norton’s styles to four clusters of communication styles – cooperative, apprehensive, social, and competitive. Analogous to McCallister’s threefold typology of communi cation styles, Heffner (1997) groups the communication styles into aggressive, passive, and assertive (Ibrahim and Ismail, 2007). Noble style is directive and straightforward and may be equated with aggressive style. Reflective style is non-directive and may be parallel with passive style. Socratic style emphasises on analysis of details and debates and may be similar to assertive style. To understand the human aspects of managerial communication and the formation of interpersonal relations in organisations, Heffner’s classification of communication styles can be adopted to study perceived managerial communication styles. Heffner’s communication styles appear simpler and emphasise more on human relations in workplace than McCallister’s communication styles. Managers practice various communication styles. However, often one type dominants and becomes habitual. In passive communication style, managers avoid to express their needs, feelings, and feel shy to protect their rights. In aggressive communication style, managers express their feelings and opinions and advocate for their needs in a way that violates the rights of employees. While passive managers are usually unable to convey the full thrust of their message, causing irritation, delays, and rework, aggressive managers tend to be less concerned with moving things along than in preserving their own status and power over employees, though they may be successful in completing short-term goals (Newbold, 1997). Between these two extreme styles, is the assertive style. Assertiveness is a behaviour that enables managers to act in their own best interest and to stand up for themselves without denying rights of others (Arredondo, 2003). It facilitates good interpersonal interaction (Lwehabura and Matovelo, 2000) and is characterised by honesty, objectivity, openness, tolerance, accuracy, self- expression, and respect for self and others. Assertiveness can be used for creating mutual understanding and fulfilling objectives (Lwehabura and Matovelo, 2000). Assertive managers respect the needs of employees and go through the mental process of assessing what they need to know and how. Assertive managers also have the skills and confidence to challenge ambiguity and misunderstanding (Newbold, 1997). When the communication style of managers is straightforward and accurate, employees view managers as trustworthy (Tschannen-Moran and Hoy, 2000). This openness facilitates employees’ understanding of tasks and enables responsible decision making (Moye and Henkin, 2006). Assertive managers differ from aggressive managers. Aggressive managers attack or ignore employees’ opinions in favour of their own. They usually react to the given situation in a rude, derogatory, and sarcastic manner which escalates employees’ anxiety. On the other hand, assertive managers state their opinions while being respectful to employees. While aggressive managers fail to establish relationships with their employees, assertive managers build long-term relationships. The assertive communication style enables a manager to express his/her opinions and thoughts in a direct way without attacking others, refuse an unreasonable request without feeling guilty, give employees â€Å"constructive feedback† instead of â€Å"criticism†, give recognition and praise to employees at the right time and create a motivational climate, deliver a firm message by asking â€Å"questions† through a clever approach or ask effective questions to probe for facts and provoke for ideas, trust employees, and create a collaborative and congenial working environment. Employee attitudes can make or break business profitability and sustainability efforts. Although it can be difficult to change the atmosphere in a toxic workplace, it’s possible with positive thinking and actions. Listening to employee complaints and offering constructive feedback and resolutions encourages positive thinking. Learning how to appease and motivate employees can salvage talent from even the most negative work environments. Once you manage to change employee attitudes, your business can move in a positive direction. Today’s business world has just one constant–change. No matter what industry your company competes in, the business environment is always evolving. In order to survive, your business must also evolve. Too often your employees will encounter these environmental changes and respond with a negative attitude. Poor employee attitudes can derail your business efforts. This makes the managing of employee attitudes a critical management function. A negative attitude in the workplace is expressed as cynicism about job tasks, a disinterest in working with others and insubordination toward authority. The negative attitude may be subtle; for example, the employee may come in late or make frequent sarcastic comments. Both overt and discreet expressions have ramifications on an office environment. Dorene Ciletti, author of â€Å"Market Yourself,† states that a worker who exudes a negative attitude tends to be monitored carefully and is unlikely to be promoted. Coworkers also express caution about working with an individual who may weigh the project down with his bad attitude. An employee with a positive attitude shows enthusiasm and curiosity about her job. She is invested in the outcome of projects and the company as a whole. Harold Wallace, author of â€Å"Personal Development for Life and Work,† explains that an employee with a positive attitude has the potential to electrify the entire workplace. Such an attitude has the potential to increase worker productivity and overall job satisfaction.

10 Exploratory Essay Topics on the Nature of Synthesis

10 Exploratory Essay Topics on the Nature of Synthesis What is the Nature of Synthesis? How shall a student prepare to write an exploratory essay on this topic? If you’ve been given this assignment and are in need of some guidance, this introductory exposition will point you in the right direction. When discussing the term synthesis, it is necessary for the student to clarify which field of study the student is being asked to analyze. In the broadest sense, there are two types of synthesis: chemical synthesis, pertaining to physical and/or biochemical fields, and philosophical synthesis, pertaining to the field of philosophy. This guide addresses the nature of synthesis from the chemical standpoint, and these ten facts will assist the student by providing accurate information from which to form their essay. What is the definition of the term synthesis? Merriam-Webster’s dictionary offers three broad answers. First and most commonly, synthesis is defined as â€Å"the composition or combination of parts or elements so as to form a whole.† Secondly it can be defined as â€Å"the production of a substance by the union of chemical elements, groups, or simpler compounds or by the degradation of a complex compound.† Lastly, the term can refer to â€Å"the combining of often diverse conceptions into a coherent whole. In simpler terms, synthesis is the process of combining simple elements, typically organic, to form something completely new. What is synthesis used for? Chemical synthesis is part of the scientific process used in laboratories day in and day out all over the world. Chemists, scientists, physicians, and inventors in various industries rely on using chemical synthesis to study existing compounds and to create new products that are not found in nature. The process of synthesis also allows the production of certain desired products in large quantities in a controlled environment. What happens during synthesis? When two or more substances are combined, a chemical reaction occurs. The result is a â€Å"synthesis reaction,† also referred to as a â€Å"direct combination reaction,† and the resulting product is called a compound. Scientists often study and synthesize chemical compounds and elements from nature, gaining a better understanding of those compounds as a result. The opposite of a synthesis reaction is a â€Å"decomposition reaction,† in which a complex substance is broken down into its smaller parts. How does synthesis affect me directly? Synthesis takes place around the clock inside the human body. As we take in bread, meat, and vegetables, the body breaks them down and through synthesis turns the ingested elements into vitamins and nutrients needed to sustain life. Outside the body, synthesis can be viewed in the natural world all around us. If you see a rusted piece of metal sitting outside, it has come to be that way as the result of oxidation, a synthesis reaction that takes place when water comes into contact with metal to create the new compound of rust. What is a real-world example of synthesis? Let’s take a look at what many consider to be the most plentiful compound on the planet. When two hydrogen gas molecules are combined with a single molecule of oxygen gas, the resulting compound is two molecules of H20, commonly called water. Scientists in a lab can create the water compound by combining two simple elements. How is synthesis important in the world around me? Many common medications used today have come about as the result of a scientist using chemical synthesis. Chemists and physicians routinely extract simple elements from plant materials, and when certain elements are combined with others, powerful new drugs can be developed to fight such diseases as malaria or even cancer. Advancements in technology and the discovery of new forms of energy are also made possible by the science of synthesis. How is my daily life affected by synthesis? The smartphone in your pocket is the direct result of a myriad of inventors using synthesis in a lab to develop lithium ion batteries. The new blood pressure medication your grandmother takes is the result of doctors performing synthesis to discover safer, more effective drugs. Where did modern-day synthesis originate? Alchemists from ancient Greek and the Middle ages unknowingly took part in the study of chemical synthesis each time they created a new batch of wine or attempted to benefit from the opiates found in poppy seeds. True synthesis as a scientific field of study did not emerge until the 19th century. History gives the credit to a German chemist by the name of Friedrich Wà ¶hler, a pioneer in his field. His discovery in 1928 was, in fact, accidental, and came about as he was attempting to make one compound and was surprised by the unexpected creation of another. It wasn’t until the 1990’s that the study of chemical biology was formally recognized by the world’s scientific community. Are there hazards that can be connected to synthesis? There is a long list of elements and compounds that should never be mixed together in order to avoid unpleasant results. Chemists have discovered that synthesis of two unfriendly compounds can result in explosions, detonations, radical combustion, or the release of toxic or deadly gas. A real life example is the noxious cloud of fumes that result by mixing bleach with ammonia. Great care must be taken to avoid these dangerous and deadly combinations. What can we look forward to in the future of chemical synthesis? The invention of modern scientific tools has certainly helped the advancement of synthesis. As scientists continue to discover, isolate, and name new organic elements on the Periodic Table, new compounds are also being created by the chemical synthesis of those new elements. Some chemists indicate that the field of chemistry will be radically changed in the next century by the rise of â€Å"robo-chemists,† computers coded with artificial intelligence that can quickly synthesis any organic compound quickly and without error. A futuristic synthesis machine could, in effect, eliminate much of the human element. Ethicists debate the wisdom of utilizing such a machine, but many scientists agree that the advances obtained through it would transform the entire scientific industry by making exciting discoveries that may have taken a human scientist light years to achieve. This introductory guide can serve as a reference point for the student pursuing the topic in-depth. There is a vast array of additional information and research available regarding the nature of synthesis available online, at the bookstore, at your local library and most importantly in our 2 standalone accompanying guides on how to write on the nature of synthesis for an exploratory essay as well as our 20 topics on the subject hand in hand with a sample custom essay. References: Nicolaou, K.C., E.J. Sorensen, and N. Winsinnger. â€Å"The Art and Science of Organic and Natural Products Synthesis.† Journal of Chemical Education, 75, No. 10, October 1998. 10/29/2016 Retrieved from http://pubs.acs.org/doi/pdf/10.1021/ed075p1225 Davies, Huw M.L. â€Å"Expanding the art of synthesis.† Nature Chemistry Vol 1 October 2009 Retrieved from chemistry.illinois.edu/faculty/Davieshighlight.pdf â€Å"Chemical Synthesis.† Encyclopedia Brittanica. 10/29/2016 Retrieved from https://www.britannica.com/science/chemical-synthesis Usselman, Melvyn C., Steven S. Zumdahl, Richard O.C. Norman, and Carl R. Noller, â€Å"Chemical Compound.† Encyclopedia Brittanica 10/29/2016 Retrieved from https://www.britannica.com/science/chemical-compound/Binary-molecular-covalent-compounds#ref615757 Poss, Andrew. â€Å"Chemical Synthesis.† 10/29/2016 Retrieved from http://science.jrank.org/pages/6676/Synthesis-Chemical.html Anne Marie Helmenstine, Ph.D, â€Å"Synthesis Reactions and Examples.† About 10/29/2016 Retrieved from http://chemistry.about.com/od/chemicalreactions/a/Synthesis-Reactions.htm Boley, Allison. â€Å"Examples of Chemical Synthesis† 10/29/2016 Retrieved from http://classroom.synonym.com/examples-chemical-synthesis-15633.html Granger, Jill. â€Å"H20 The Mystery, Art, and Science of Water.† 10/29/2016 Retrieved from http://witcombe.sbc.edu/water/chemistryelectrolysis.html Gillaspy, Rebecca. â€Å"Biochemical Reactions: Synthesis and Decomposition.† Transcript, Chapter 3, Lesson 1. 10/29/2016 Retrieved from http://study.com/academy/lesson/biochemical-reactions-synthesis-and-decomposition.html Fernelius, W. Conard. â€Å"An Ammonia World.† Journal of Chemical Education 1931 8(1) p 55. 10/29/2016 Retrieved from http://pubs.acs.org/doi/abs/10.1021/ed008p55?journalCode=jceda8 Peplow, Mark. â€Å"Organic synthesis: The robo-chemist.† Nature Volume 512, Issue 7512, August 7, 2014. 10/29/2016 Retrieved from nature.com/news/organic-synthesis-the-robo-chemist-1.15661

Average ACT Scores What They Mean For You

Average ACT Scores What They Mean For You SAT / ACT Prep Online Guides and Tips The average ACT score for US students is a 21. The middle 50% of students score between a 16 and a 24. The following chart breaks down the nationwide average by section: English Math Reading Science 20.3 20.9 21.3 20.8 However, when you’re thinking about college admissions the nationwide average isn’t important: what really matters is the average score of the students you’re being compared with. If you’re a high achieving student applying to very selective schools you’ll need a score much higher than the national average. If, on the other hand, you’re applying to certain state schools, a 20 is a totally acceptable score. Really, the National Average Doesn't Matter If you're worrying about your ACT scores, it's probably because you want to use them to apply to college. But the national average includes every student who takes the ACT (a grand total of 59% of students who graduatedin 2015), including many who don't intend to go to college butare required to take the test as part of a statewide assessment program. When you’re applying to college or for scholarships you aren’t competing against all of these students, you’re only competing against the other students applying for that school or scholarship. The key isto have an average or higher score compared to the students you’re competing against- the national average is thus pretty much meaningless for your purposes. Let's talk about some numbers that might be more helpful in terms of setting a goal for yourself. How to Compare Yourself to Your Peers If you're still curious about how you compare to other students in a general sense, you might want to check outhow your ACTscores compare to those of other students like you, i.e. those with similar grades and backgrounds. Generally speaking, the easiest way to understand where you fall in this range is to find out the average ACT score at your high school. If you're a high-achievingstudent looking at competitive colleges, you mayalso want to consider how you stack up with other honor students. Keep in mind, though, that when it comes to college applications, these numbers are only marginally more meaningful than the national average. Average ACT Score for Your High School If you want to knowthe average ACT score at your high school, just google â€Å"[your school] ACT scores.† This approachwill be most effective if you attend a public school in a state with mandated ACT testing, though many private schools list these scores on their websites. If the SAT is generally more common where you live, you can try looking for the average SAT score and then converting it to an ACT score. Average ACT Score for Honor Students Students with high GPAs also tend to have high ACT scores. For students in the top â…“ of their class, the average ACT score is 27. For those in the top 1/10, it’s 30. These numbers shouldn’t stress you out, however, since as we’ll go over below, what’s really important is how you compare to the other students applying to the same school as you. The Key Number: the Average ACTScore for Your Ideal College As I explained above, the value of an ACT score lies in whether it can get you into the school of your dreams, not in how it compares to other student's scores. Thus, you'llneed to look up the average ACT scores for admitted students at the schools you want to apply to, in order to determine your score goal. Most schools list a range of ACT scores (the 25th-75th percentile) rather than a single number. You can look this info up by googling "[college name] ACT scores" or"[college name] ACT scores Prepscholar."Then use this worksheet to calculate your exact target score based on all the schools you’re interested in. Keep in mind that there's a considerablerange inwhat kind of scores colleges expect: the most selective schools generally have average ACT scores between 32 and 35, somewhat selective schools have average ACT scores in the mid to high twenties, and less selective schools have average ACT scores in the high teens and low twenties. You don't need to panic just because you don't have a 36. What's Next? If you haven't reached your score goal just yet, givesome of our freeACTprep resources a try. Start with the 5 general strategies you must know and then break yourprep down by section with our ultimate guides to reading, English, science, and math (coming soon). Or perhaps you'd fare better with the SAT? Usethese guides to decide whether you might prefer to focus on the other test, whether its current incarnation or the redesigned version that arrives March 2016:the ACT vs. the current SAT and the ACT vs. the new SAT. What ifyou're already scoring well on the ACT, but are struggling with a low GPA?Try these suggestions for how to work around your low grades. Disappointed with your ACT scores? Want to improve your ACT score by 4+ points? Download our free guide to the top 5 strategies you need in your prep to improve your ACT score dramatically. Have friends who also need help with test prep? Share this article! Tweet Alex Heimbach About the Author Alex is an experienced tutor and writer. Over the past five years, she has worked with almost a hundred students and written about pop culture for a wide range of publications. She graduated with honors from University of Chicago, receiving a BA in English and Anthropology, and then went on to earn an MA at NYU in Cultural Reporting and Criticism. In high school, she was a National Merit Scholar, took 12 AP tests and scored 99 percentile scores on the SAT and ACT. Get Free Guides to Boost Your SAT/ACT Get FREE EXCLUSIVE insider tips on how to ACE THE SAT/ACT. 100% Privacy. No spam ever. hbspt.forms.create({ portalId: '360031', formId: '2167ba30-e68e-4777-b88d-8bf3c84579af', formInstanceId: '2', submitButtonClass: 'btn-red-light btn', target: '#hubspot-container2', redirectUrl: 'http://ww2.prepscholar.com/blog-subscribe-thank-you', css: '.post-bottom .hs-form.stacked label {display:none;} .post-bottom .hs-form.stacked .field div.input {padding-top: 55px; padding-left: 300px;} .post-bottom .hs-input {width: 220px} .post-bottom .btn-primary, .hs-button.primary {margin-top:0px; padding-left:350px} .post-bottom .hs-form-field {margin-bottom:5px}' }); $(function(){ $(".exclusive-tip-form #hubspot-container2 label").hide(); }); function replace_tag(a, b){ $(a).each(function(index) { var thisTD = this; var newElement = $(""); $.each(this.attributes, function(index) { $(newElement).attr(thisTD.attributes[index].name, thisTD.attributes[index].value); }); $(this).after(newElement).remove(); }); } $(function(){ replace_tag($(".posts-by-topic h3"), "h2"); }) Ask a Question BelowHave any questions about this article or other topics? Ask below and we'll reply! Search the Blog Search jQuery(function(){ var $ = jQuery; var url = 'http://google.com/search?q=site:' + location.protocol + '//' + location.hostname + ' '; var $searchModule = $('.hs-search-module.e58ff4dd-ace6-45e7-9f19-0b9396f7a42b'); var $input = $searchModule.find('input'); var $button = $searchModule.find('.hs-button.primary'); if (false) { $input.val(decodeURIComponent(location.pathname.split('/').join(' ').split('.').join(' ').split('-').join(' ').split('_').join(''))); } $button.click(function(){ var newUrl = url + $input.val(); var win = window.open(newUrl, '_blank'); if (win) { //Browser has allowed it to be opened win.focus(); } else { //Browser has blocked it location.href = newUrl; } }); $input.keypress(function(e){ if (e.keyCode !== 13) return; e.preventDefault(); $button.click(); }); }); Improve With Our Famous Guides SATPrep ACTPrep For All Students The 5 Strategies You Must Be Using to Improve 160+ SAT Points How to Get a Perfect 1600, by a Perfect Scorer Series: How to Get 800 on Each SAT Section: Score 800 on SAT Math Score 800 on SAT Reading Score 800 on SAT Writing Series: How to Get to 600 on Each SAT Section: Score 600 on SAT Math Score 600 on SAT Reading Score 600 on SAT Writing Free Complete Official SAT Practice Tests What SAT Target Score Should You Be Aiming For? 15 Strategies to Improve Your SAT Essay The 5 Strategies You Must Be Using to Improve 4+ ACT Points How to Get a Perfect 36 ACT, by a Perfect Scorer Series: How to Get 36 on Each ACT Section: 36 on ACT English 36 on ACT Math 36 on ACT Reading 36 on ACT Science Series: How to Get to 24 on Each ACT Section: 24 on ACT English 24 on ACT Math 24 on ACT Reading 24 on ACT Science What ACT target score should you be aiming for? ACT Vocabulary You Must Know ACT Writing: 15 Tips to Raise Your Essay Score How to Get Into Harvard and the Ivy League How to Get a Perfect 4.0 GPA How to Write an Amazing College Essay What Exactly Are Colleges Looking For? Is the ACT easier than the SAT? A Comprehensive Guide Should you retake your SAT or ACT? When should you take the SAT or ACT? Michael improved by 370 POINTS! Find Out How Stay Informed Get the latest articles and test prep tips! Looking for Graduate School Test Prep? Check out our top-rated graduate blogs here: GRE Online Prep Blog GMAT Online Prep Blog TOEFL Online Prep Blog

Food and Agriculture Essay Example | Topics and Well Written Essays - 250 words

Food and Agriculture - Essay Example Also, the introduction of rapid growth chemicals has been applied to these resources. Upon first impression, these advancements seem to be miracles and wonders of science that would easily cater to vast growing populations that need to be fed. In his study, Altieri (2000) posited that â€Å"evidence indicates, however, that excessive reliance on monoculture farming and agro-industrial inputs, such as capital-intensive technology, pesticides, and chemical fertilizers, has negatively impacted the environment and rural society.† Monoculture, which is the agricultural process of growing a single certain crop over a wide expanse of land, has been used by many industrial farms that have been maintained through the use of huge amounts of chemicals to operate for either pesticides or artificial growth of crops. These chemicals have negative effects to the health of people after being ingested from the agricultural produce. It should also be taken into consideration that the landscaping of monoculture farms and their activities break the natural process of the environment around it through the artificial soil cultivation methods, as well as the tearing down of natural habitats for crop cultivation. Combining all these effec ts, modern ways of agriculture pose negative health issues to human beings, as much as it damages the natural

Texting while driving in Miami-Dade County Essay

Texting while driving in Miami-Dade County - Essay Example According to research, it has been noted that a person communicating on his mobile phone has a higher possibility of causing an accident than a drunken driver (Rader, 2008). This essay is a critical evaluation on the threat of mobile telephony on Miami Dade County, with respect to texting while driving. The Miami Dade County was the first to legislate a law banning the use of mobile telephones while driving in Florida, which was passed in the year 2001 (Rader, 2008). According to the ordinance, first time violators were to be awarded a $250 fine or opt to register for a refresher driving course while second time offenders were to receive a punishment of $500. Most importantly, this act recognized the efficiency of these gadgets to communicate in cases of emergency and thus exceptions were made to allow their usage in cases such as reporting on fire, crime, irresponsible driving or other urgent occurrences. However, this law was preempted in 2002 thereby allowing drivers the liberty to decide on when and where to use the distractive gadgets (Rader, 2008). This has been the major setback in the county, which, according to statistics conducted by the Florida Department of Highway Safety and Motor Vehicles, experienced a high rate of accident occurrence of approximately 118 fatal accidents per day in 2008 (Muller, 2010). Every time a bill is introduced for debate to restrict the use of hand held phones either to call or text messages while driving, it is either defeated at the committee stage or it fails completely to gain the support of the legislature, which applies to the whole state of Florida. Furthermore, the state of Florida has a preemption policy which does not allow its local authorities to legislate laws governing or prohibiting distracted driving (Miami-Dade County, n.d). As a result, the prerogative of controlling distracted driving especially