Evaluation Report Coursework Example | Topics and Well Written Essays - 2750 words

Evaluation Report - Coursework Example An API allows a developer’s product or service to communicate to other products and services. APIs open up data and functionality to other developers and to businesses. It allows exchange of data both internally and externally.(Jetter,2011) According to apievangelist, an API gives third party developers â€Å"firewall† access to a company’s data and resources.(apievangelist n.d) TWITTER API Twitter is an information network and communication mechanism that produces more than 200 million tweets a day. The Twitter API is largely used by majority of developers to extend twitters social experience and functionality to their own applications. Twitter offers access to its data through use of its APIs. Twitter offers products for websites that easily integrates basic twitter functions for example the tweet button. Twitter also offers a search API for developers who want to allow a user to query for twitter content. The streaming API offered by twitter provides a real ti me sample of the twitter firehose. It is for developers with data intensive needs for example a data mining project. The twitter REST API enables the developer to access core primitives of twitter including timelines status updates and user information. LINKEDIN API LinkedIn is a social network for professionals and business people. According to LinkedIn, their API enables developers to provide an easy way of enabling professionals to sign in their site using LinkedIn credentials. It also enables engagement by bringing professional content to the developer’s site. It also enables powerful conversations through its provisional groups API.(Why develop with LinkedIn, n.d) PURPOSE OF REPORT This is an evaluation report containing a critical evaluation of three third party API’s. It evaluates and discusses each and every aspect of the APIs based on standard API principles. The third API is provided to contrast with the two mentioned APIs. The report aims to find the most su itable and most efficient API from the three for better development using APIs and their integration. AUTHENTICATION Authentication is the process of identifying user provided credentials and authorizing access to an applications functionality. This is a common feature found in most applications. A huge number of users have signed up with popular web applications including Twitter and LinkedIn. Due to the problem of creating separate and multiple user credentials combination of passwords and names, developers have turned to using this functionality from the mentioned applications. These applications provide authentication API’s that make it easier for the developer to rapidly integrate the functionality in their application . The authentication API also provides for extended feature sets and secure authentication and authorization for the developers application which all in all is beneficial to everyone. Twitter provides several variations of the authentication API for develo pers through the rest API version 1.1 Authentication using the Twitter API uses the OAuth authentication styles. The developer should choose the method of authentication. Twitter offers different flavours for authentication. These include the rest API for authentication, Search API for authentication and streaming API for authentication. Each of them has specific way of implementing Twitter’s OAuth authentication(Authentication and authorization,Twitter n.d). For the OAuth signed in option the developer must obtain OAuth access token

Hp Case Study Essay Example for Free

Hp Case Study Essay In looking at this issue from all perspective, I would recommend HP to adopt universal power supply as the potential benefits outweigh the costs. From one perspective, $30 increases in product that sale for $1000 which is only 3%. This 3% increase will eliminate a lot of marketing, manufacturing, forecasting, and logistical problem that HP is spending millions each year. I believe that by spending 3% more upfront will have better bottom line effect in end. Not to mention, it will also add value to customer in sense HP may be the only company that offers universal power supply. Given the short life cycles of laser printers (18 months) along with high demand uncertainty, and the past experiences (the VIPER example), we recommend adopting the universal power supply strategy. However, clearly, to make the final decision, a thorough cost vs. benefit analysis needs to be carried out in order to determine the trade-off between the increase in manufacturing costs ($30 per printer for the universal power supply) and the decrease in stock-out and inventory holding (and improved forecasts) costs due to risk pooling and data aggregation as well as re-configuration and transshipment costs. The main component of a printer that actually performs the printing. The printer engine determines how fast and at what resolution the printer can print. Although there are many manufacturers of printers, many use the same printer engines. The difference between printers using the same printer engine revolves around other features, such as paper handling abilities and the console. Central mechanism of a laser printer that translates a printer controllers signals into the printed image. Print engines are differentiated by their output quality (resolution), print speed (pages per minute), and type of ink (or toner) used. A laser printers manufacturer (such as Hewlett Packard) is not necessarily the same as its print engine manufacturer (such as Canon). A printer fuser is the part of any laser printer or copier that makes the toner ink stick to the paper. A fuser consists of two heated rollers, and it often is the main culprit in printer breakdowns. Without it, though, toner ink would constantly smudge and would become illegible after hands touched it. A laser printer fuser or copier fuser is essential to printing. The ink drum first spreads out the ink into a pattern of a photo, term paper or whatever is being printed. At this point, the ink is very volatile because it simply sits atop the paper and has not yet become one with the sheet. This wet ink immediately goes between both rollers. Thanks to the heat and the pressure from the fuser, the ink is integrated into the paper and will not smudge as easily.

Effects of the Type of Training Models on Job Motivation

Effects of the Type of Training Models on Job Motivation Service industry is now focusing more and more on providing valuable training opportunities to its employees in order to improve the quality of its services and benchmarking them as its competitive advantage. This research has attempted to understand the effects of the Business Embedded Training Model and the Traditional Training Model on employees job motivation. A sample of 80 organizations and 1000 respondents was taken and Group t-Test and Log Linear Logit techniques were used to evaluate that which training model is preferred over the other by the service industry and which training model has more positive effects on employees job motivation. The study revealed that Business Embedded Training Model has more positive effects on employees motivation than the Traditional Training Model. Key words: Training, Motivation, Performance, Employee Satisfaction INTRODUCTION In nearly every modern market a large portion of the business world provides training and development opportunities to their employees to improve the level of their performances, thereby adding value to their company growth and success (McDougall Beattie, 1998). One of the noticeable issues with training is the question on why do people need training? Are they interested in training for monetary benefits/growth opportunity/self realization? Does training really impact positively on motivation? Practically all employees receive some form of training during their job. Certainly, individuals rely on training to develop their existing skill sets and to learn new proficiencies. However, to maximize the benefits of training, researchers and practitioners must know more than whether it worked. Many authors have called for greater research attention to understanding why training works. In particular, several have suggested that developing a better understanding of participants training rela ted motivation would provide useful insights into a neglected area related to training effectiveness (Mathieu, Tannenbaum Salas, 1992). Training motivation is always considered to function side by side as any one of it cannot work without the support of the other one. Knowing the relevant dimensions of employee motivational information is vital to anyone concerned with organizational performance, as it gives the ability to make objective assessments of what people expects from their employment. Whether it is formulating personal policy, strategic plans, or reengineering processes, keeping employees motivated is necessary to reach goals of productivity and efficiency (Turkiewicz, Massey Brown, 1998). The problem discussed in this paper is the Effects of Business Embedded Traditional training models on employees job motivation since the way training is provided has a very significant effect on employees job motivation. In order to address the concerned problem the following two hypotheses are tested H1: Business Embedded Training Model has a higher level of preference in the service industry than the Traditional Training Model. H2: Business Embedded Training Model has more positive effects on employees job motivation than the Traditional Training Model LITERATURE REVIEW In this new era of learning and development, organizations success and competitiveness mainly depends upon continually improving performance by reducing cost, improving and creating new products and process, enhancing quality and productivity, increasing speed to be the first to the market and all aspects of the organization must demonstrate their ability to positively impact performance (Wells, Layne Allen, 1991). Nevertheless many practices of human resource management are implied in the development of internal as well as external resources, but training is considered to be a vital activity in order to have well qualified, flexible and well prepared human capital to achieve the higher standards of performances. According to various authors, training is considered as one of the most significant processes in the Human Resources Management functions in the organizations. It plays a critical role in maintaining and developing the capabilities of both individual employees and the organ ization as a whole and in contributing to the vital process of organizational change as well. At present the business world is characterized, among other things, by an increasing competitiveness, market globalization, continual technological advances and changes in work organization; therefore, the survival of a company implies the prosecution of sustainable competitive advantages and theories placing the origin of these advantages outside the company are now losing validity in the interest of those centered on internal elements, especially the theory of resources and capacities (Sa ´nchez, Arago Sanz-Valle, 2003). So keeping in view the prime importance of training, organizations triumph mainly depends upon continually improving its performance levels by making training as a permanent factor in the development of the organization so that it can demonstrate its ability to positively impact its performance. Considering the significance of training is not only important but it is also critical to know that what kind and how much of training is required for a particular job function. In considering what adequate training is, we need to determine who should be trained, what areas of training should be covered, what methods and resources can be used, and who should conduct the training (Hoff, 1970). The prime importance of training can be viewed from the point of view of a company, in a way that the employee training truly starts to pay off once it can see the impact of its investment translated into increased productivity. The value of a company automatically rises when an employee is able to successfully put into practice the skills he or she has acquired from training. Any business with the willingness to invest in employee development and training, enjoy great results and satisfactions both in the short and long terms (Valle, Martin, Romero, Dolan, 2004). Understanding the phenomenon of employee training and development requires understanding of all the changes that take place as a result of learning. As the generator of new knowledge, employee training and development is placed within a broader strategic context of human resources management. The strategic procedure of employee training and development needs to encourage creativity, ensure inventiveness and shape the entire organizational knowledge that provides the organization with uniqueness and differentiates it from the others (VemiĆ¡, 2007). Employee training and development does not mean only to obtain new knowledge, abilities and skills, but also the possibility to promote a learning culture, introduce employees to changes, encourage the changes of their approach, introduce the employees to important business decisions and involve them actively in the process of decision making (Sa ´nchez, Arago Sanz-Valle, 2003). Usually, the point of training is to ensure that employees can successfully delivers of what is expected of their jobs. The business situation as of today has changed drastically, with severe strain on organizations to stay ahead of their competition through improvement enhancement (Cauwenbergh Cool, 2000). In the view of the above, in order to contribute to the companys success, training activities should help the company achieve its business strategy by developing the necessary skills and the knowledge required to raise the standard of performance of the individual employee. The link between business strategy and individual performance occurs in part through organizational capacity to create and embed people process along a number of dimensions: vertical linkage (to create alignment with short term business needs); horizontal linkage (to create cohesion); and temporary linkage (to perform to meet future needs) (Gartton, Hailey, Stiles Truss, 1999). So by linking training with th e adopted business strategies can greatly help employees to develop necessary skills and knowledge needed to perform their jobs effectively, which directly affects the required business needs and giving them such opportunities to improve and develop their businesses for future obstacles. According to various research studies, in order to train the employees the management first must create a learning culture or a learning organization and then do the transfer of training which can be described as a systemic organization which has the capacity to change adapt in difficult situations. Learning and development is usually conceived of as an individual phenomenon, and it is true that beneficiaries and practitioners can learn as individuals. If the process of organizational learning and development does not take place, organizations cannot alter/adapt to new circumstances as they develop. To avoid this state of affairs, the organizations need to explore ways to originate, motivate and en courage the learning and development not only to certain individuals but also on the part of the organization as a whole (VemiĆ¡, 2007). Explanation of the Effects of Business Embedded and Traditional Training Models on motivation: The Business Embedded Model is characterized by five competencies: Strategic Direction, Product Design, Structural Versatility, Product Delivery and Accountability for results. The most noticeable difference between the BE function and a traditional training department is its structure. Model to study the Effects of Business Embedded Traditional Training models on Motivation: Strategic Direction Program Structure Versatility Training Program Design Training Delivery Accountability for training outcomes Employee Motivation Levels [Source: S.S Mcintosh, Envisioning Virtual Training Organizations. Training Development (May 1995):47, Book (), Chapter 2, page 78-79. Please note that the above figure is modified as per the Research problem.] The traditional training organization trends to operate with a fixed staff of trainers and administrators who perform very specific functions such as instructional design. Whereas, the BE function makes sure that the training process is delivered, well communicated and the resources are shared (Noe, 1996). For the understanding of the effects of the two models, motivation is considered to be a prime cause. It helps to understand more clearly every element of the model at the strategic level, design level, delivery level, structural level and finally at the accountability of the training outcomes. (a). Strategic Direction A brief historical review of the literature suggests that many changes have taken place in the corporate orientation and strategy followed by corresponding changes in the training provided by the firms to their employees (Valle, Martin, Romero Dolan, 2000). Technological, economic, and social changes are causing organizations to depend more and more on training to accomplish their objectives. Business objectives are accomplished when training practices, procedures, and systems are developed and implemented based on organizational needs, that is, when a strategic perspective to training and development is adopted (Baird Meshoulam, 1988). In this era of continuous changes developments a flexible strategic direction of a company helps it to effectively run its activities (such as production, finance, marketing, HR others) to fulfill certain needs, objectives to reach specific goals that the organization desires. Strategic arrangement of training and development directly encourages organizational business goals and objectives. By working from a point of view of the intended strategic initiative an individual gradually learns new skills and develop new business relationships, thereby acquiring new human and social capital (Lovas Ghoshal, 2000). A strategic direction of a company should clearly communicates its objectives of training and ultimately provide solutions that could cater the real needs of the customer. To a company in order to achieve its true potential from its strategic direction, top management ensures their undivided attention (Simon, 1993). (b). Training Program Design When managing any training process, it is very important that company leaders work closely with functional departmental heads and Human Resources personnel in a systematic approach to training (Sa ´nchez, Arago Sanz-Valle, 2003). A comprehensive review of the subject material (and subject matter experts) is also crucial. Goals and performance objectives must be well set, and a plan to analyze the training should be developed. Instructional materials and strategies must be acquired, prepared, and pre-tested (Rouda Kusy,1996). Designing of a training program involves a series of steps that can be grouped into stages like needs assessment, instructional objectives, design, realization and final valuation. To be effective and well-organized, all training programs must begin with a needs assessment. Long before any actual training occurs, the training manager must determine the Who, What, When, Where, Why and How of training. The training objective usually clears what goals/objectives are required to be accomplished at the conclusion of training (Lewis, 1998). Without the clarity of what is needed to be done, training efforts are at finest randomly useful and at worst, useless. The end result is the more precise picture of training needs, which can lead to a performance oriented improvement training program and better results for training (Brown, 2002). With reference to above authors it becomes very clear that it is highly essential to understand the training objectives needs that the company is aiming to develop before designing a training program. For this purpose however the main responsibility lies with the instructional designer, however HR professionals, concerned managers and even sometimes the involvement of the important clients/customers also becomes a vital aspect to ensure the success of developing a more value adding and effective training system which could contribute to the overall busine ss strategy and improved outcomes for training (Rouda Kusy, 1996). (c). Training Program Structure Versatility A training program should always be flexible enough to accommodate the changes as per the training audience. In order to structure an effective training program following guide lines must be covered: The content of the training program should be according to the job. In order to be effective, the trainer must know the common characteristics of each participant in advance, thus moderating the delivery of training more successfully. The audience of a training program should be educated to enhance their participation with the faculty and to reduce crossfire amongst them. The direction of the training must always be to convey the usage of the right method for the development of skills/knowledge/experience/ expertise, which can be job-oriented, for business development or for building culture in a right mix, suitable to the audience (Rajan, 2004). While developing a through structure for an effective training course companies should involve all the concerned parties related to training and the program must be developed in such a manner that it should accommodate/ manage resources for the best of trainees to contribute to the value adding factors of the organization. With a strong structure, the training program is more organized, flexible and the content flow is logical. The best reward out of this would be the greater increase in the motivation levels of the employees, thus enabling them to perform out of the ordinary for the betterment of the business (Milliman, Glinow Nathan, 1991). (d). Training Delivery In todays fast-paced business environment, if your employees are not learning, then the company may just be falling behind. After all, companies learn as their people do. But no matter whether organization has 5 employees or 5,000 employees, there are some tried ways to achieve and/or improve the successes yielded by those training investments (VemiĆ¡, 2007). Training needs to be executed in a manner that gives your employees the information, skills, and motivation they need to aid your organization in the achievement of its strategic goals. To do this, consider conducting a thorough needs analysis. This exercise may be time consuming but, if done correctly, should force management to look at the need for process changes (Martin, 1999). While delivering an employee training and development program it must be realized that its success mainly depends upon its proper execution, including the development of methods to identify training needs that correspond with corporate goals . If the training is targeted at achieving specific business goals, any financial considerations resulting from the training becomes indeed essential investment in the longevity of your business (VemiĆ¡, 2007). (e). Accountability for Results In todays environment of increased accountability, the training evaluation process is a critical component of an organizations training program. Organizations administering the program not only are accountable for what employees learn, they also are accountable for ensuring that employees transfer their knowledge to their work performance. While traditional training evaluation methods focus on using the assessment process to improve training delivery, information should also be collected to determine whether training is assisting the organization to improve its business performance (Carr, 1999). Evaluation methods/procedures should be determined based on the goals of the training process and should meet the demands of the various stakeholders involved. Every business has several stakeholders and not everyone within the business has the same information needs. Typically, organizational stakeholder groups include the training division, employees and other business units. Furthermore, t he participants in the training program can also play a vital role in the valuation process as well (Miller, 2008). That is why the evaluation process is not possible without the joint effort/ comments of all the concerned groups. When training is not evaluated, the investment and its effects cannot be tested and resources can be wasted in inadequate activities. Sometimes, training evaluation is avoided because it is considered as an expensive and time-consuming process. At other times, the reason is the lack of measurement systems for determining the changes arisen from training. (Sa ´nchez, Arago Sanz-Valle, 2003). The training evaluation process has the potential to provide useful information to further improve the training process/ systems. It also helps in providing valuable information to the trainee, thus motivating him to further improve his performance to achieve his individual goals which ultimately contributes to the overall success of the company (Miller, 2008). Training Motivation Organizations are constantly looking for new methods of training, methods that motivate and encourage learning. To meet this challenge and provide effective training, a re-examination of the way we orchestrate training, together with an examination of our fundamental beliefs of how we consider the learner and our instructional role are required (Dwyer, 2002). Numerous studies have established that motivation has a significant impact on training outcome. To our knowledge, with the exception of one empirical study motivation has been positively linked to learning in training. Training and motivation has also been correlated with post-training satisfaction and with transfer of knowledge acquired to the work situation (Sylvie Sire, 2001). The element of employee motivation becomes very important when the management wants to develop an effective training program which could bring the desired outcomes or results (Bodimer, 2009). While designing or developing a training program that can effectively motivate employees, the companies must create a value adding training content/material and should organize the training program in such a way that it can accommodate the changes that could occur during the training course, thereby keeping it flexible to the needs for the company. As every employee brings a different set of skills and talents to a company, therefore ultimately it becomes the prime responsibility of the company to manage such valuable Human Assets by keeping them motivated through effective trainings to further develop and enhance their skill for the betterment and the success of the company (Sylvie Sire, 2001). METHODOLOGY This research paper finds out the Effects of the Type of Training Models on Employees Job Motivation. The direction is to find out the overall effectiveness of the Business Embedded and Traditional Training Model on employees job motivation levels, finally concluding to perfection in overall performance. For this purpose detailed surveys and interviews were carried out with different levels of managers. The instrument used for the data collection was a questionnaire comprising of 18 dimensions of training included in the Business Embedded Training Model developed by Mcintosh in 1995. Managers were asked about their practice related to each of the dimension and also their opinion as to how these dimensions effect the motivational level of the employees. The Cronbachs Alpha of the instrument was 0.89 and it was pretested on 20 employees working at various levels in the organizations and subject experts to assess the validity of the instrument. A sample of 80 key companies from the serv ice sector of Pakistan was taken and a total of 1000 employees of different levels were asked to fill the required questionnaire. Key points were also discussed with the managers of these companies to find out whether the training impacts employee motivation and at what levels. The software used for evaluating and interpreting the questionnaires into meaningful data for resulting analysis was Statistical Package for the Social Sciences (SPSS). Since the data contains only one independent variable and a dependent variable therefore a Group t-Test and Log Linear Logit techniques were used to test the two hypotheses. The Group t-Test technique was used to determine the comparison between the two models and the Log linear Logit technique was used because there were more than two categories present in the data. Note: All the above statements have been tested at 5% significant level. The p-value is P Through the analysis it is revealed that there is a significant effect of Business Embedded Training model on the level of employees motivation. The reason is that the Business Embedded Model allows the companies to achieve the benefit of centralized training but at the same time ensuring that the training programs, their substance the delivery techniques should meet the specific needs of the business. The statistical interpretations given above show the level of significance of each training model, the acceptance and rejection of result depends upon the significance level i.e. p > 0.05 is not acceptable where as p CONCLUSION This study indicates that the Business Embedded Training Models does have a significant impact on employee motivation. The Business Embedded Training Model has a more positive impact on employees motivation as compared to Traditional Training Model. It takes more responsibility for learning and evaluating the training effectiveness, providing customized solutions of training according to the customers needs and determining when, where and how to deliver training. Similar to other studies our data also indicates that Business Embedded Training is being practiced more in todays corporate world because it allows the companies to gain the benefits of centralized training but at the same time ensures that the training can provide programs, content and the delivery methods that meet the needs of the specific businesses. It not only views trainees as customers but also the managers as customers who make decisions to send employees for training. Motivation is an important factor in comparing the two models; it basically decides which one of the two training models has more positive effect on motivation, leading to elite performance levels. It significantly helps to understand the practicality and the usage of the two models in terms of the business strategic direction, training design, effective delivery, training program structure versatility and the accountability for training outcomes. By studying the effects of the two models on motivation it is now very clear that, it has greatly help to determine and even bench mark the training practices which could benefit the overall success of the company and employees can also benefit from it by further developing their talents/skills and realizing their true potential for the betterment of the company. RECOMMENDATIONS More and more companies should now focus their efforts on adopting the Business Embedded Model of training as compared to Traditional Training methods which can greatly help them to achieve better results by spending lesser money, effort and time. As the Business Embedded approach allows the companies to gain the benefits of centralized training but at the same time ensures that the training programs, content and the delivery methods must meet the needs of specific businesses. The Business Embedded training model is actually more practical in usage because it smoothly facilitates the process of learning by making the content /material easy to understand and customizes it to the extent of applicability, which provides the participants more alternatives to enhance their skills for the betterment of their careers. Another significant aspect of this research indicates what is highly recommended by a number of senior managers that by giving the training participants more options for learn ing can help immensely to improve their motivation towards their own career development.

I am going to study three love poems. The first one is called First Lov

I am going to study three love poems. The first one is called First Love by John Clare How does poet’s writing before 1900 use language to write about different types of love? Consider three love poems, two of which must be by the same poet. In this piece of coursework I am going to study three love poems. The first one is called â€Å"First Love† by John Clare; this poem is a very simple, sweet poem about a mans first love of his life. The second is called â€Å"My Last Duchess† by Robert Browning; this poem is about the Duke telling his servant about his last wife, this poem is a poem about obsessive love. The third poem is called â€Å"Porphyria’s Lover† also by Robert Browning; this poem is about a man being suspicious enough to murder his love with her hair. This poem is a psychotic poem. Throughout this coursework I will be investigating the poem’s vocabulary, structure and imagery. Firstly, I am going to explore the poems vocabulary. The vocabulary in â€Å"First Love† by John Clare is very simplistic and sweet, much like what you would find in a valentines card. The nouns found in this poem, like ‘flower’ is just one example of the simplicity that this poem has in it. Even simple adjectives have been included in this poem; there are more words to describe other than â€Å"pale†, more complex words could have been used. Clare could have used words like bloodless or cadaverous which are more complex but mean the same as pale. Although the vocabulary in â€Å"First Love† is very simple the vocabulary in â€Å"My Last Duchess† is a lot more obsessive. In the poem Clare put forward that no one else has seen the portrait â€Å"strangers never read that painted countenance† plus he had a very negative view over the entire positive th... ...bulary, structure and imagery. The vocabulary in â€Å"First Love† is very simplistic and sweet, whereas the vocabulary in â€Å"My Last Duchess† is a lot more obsessive and in â€Å"Porphyria’s lover† the vocabulary is possessive. The sentence structure in â€Å"First Love† is very short and simple but in â€Å"My Last Duchess† the structure shows the obsessive and jealous love given. Whereas in â€Å"Porphyria’s Lover† the sentence structure shows a psychopathic and menacing love. The imagery in â€Å"First Love† is saying simple and innocent love but in â€Å"Porphyria’s Lover the imagery is saying paranoid and psychopathic love. There is not much imagery to comment on in â€Å"My Last Duchess†. I prefer â€Å"Porphyria’s Lover† to â€Å"First Love† and â€Å"My Last Duchess† because it is possessive and enjoyable because it has lots of use of imagery which makes it interesting to read though and investigate.

Choosing a Career in Botany

Choosing a career in botany ensures a person a wide choice of career opportunities, a fair salary, and an exciting life. If you prepare yourself with a good education and a positive attitude, you†ll be well on your way to becoming a successful botanist. Anyone can find enjoyment and fulfillment in a career field as fun and beneficial to others as botany. If you like nature and being outdoors, you might enjoy a career as an ecologist, taxonomist, conservationist, forester, or even a plant explorer. With a job in one of these fields, you might find yourself doing exciting traveling to all types of new and beautiful places. If you take well to mathematics, maybe you should look into a career in biophysics, developmental botany, genetics, modeling, or systems ecology. If chemistry is more your thing, you should enjoy working as a plant physiologist, plant biochemist, molecular biologist, or chemotaxonomist. If you like designs and microscopy, you would probably find plant structure interesting. If microscopic organisms appeal to you, you should look into microbiology, phycology, or mycology. If you are artistic, ornamental horticulture and landscape design might be right up your alley. If you worry about feeding the hungry, you should study plant pathology or plant breeding. At some larger universities, you can even study specific types of botany, each with its own department. These departments include argonomy (field crops), microbiology (microbes like bacteria and fungi), horticulture (fruits, ornamentals, and veggies), and plant pathology (diseases pertaining to plants). If you are a people person, you might even be interested in teaching botany or providing public service. After hearing the endless list of career opportunities, you have probably found one that appeals to you. But how should you prepare for your new career in the wonderful world of botany? Well, first you should keep in mind that four years of college and a Bachelor†s degree are the bare essentials for most of the careers aforementioned. If you have these requirements, careers as laboratory technicians or technical assistants in education, industry, government, museums, parks and botanical gardens are all readily available. However, there are great deals of other positions where a Master†s or Doctor†s degree is essential. For most teaching and research positions in universities and colleges, a Ph. D. is vital. For those of you still in high school, its never too early to plan ahead. When selecting your courses be sure to include college preparatory classes including English, mathematics, foreign language, physics, chemistry, biology, social studies and humanities. You should also participate in science fairs and clubs. Try getting summer jobs and/or internships having to do with biology. Try looking for jobs in parks, plant nurseries, farms, experiment stations, laboratories, camps, florist shops, or check with your local landscape architect. Try adding camping, photography, and computers to your list of hobbies. You should also get information on colleges and universities offering a good education in botany. If you are interested in botany, it should be for your genuine love of the science, not the money. Back in 1993, students graduating with Bachelor†s degrees received starting offers of about $24,000 a year. Those people with Master†s degrees were offered salaries starting at $30,650. Botanists in civilian positions were given an average salary of $35,084. Those who were federally employed received an average $41,754. Careers in botany offer individual freedom, varied work, pleasant surroundings, inspiring coworkers, and travel opportunities. The availability of jobs is good. Some fields can be competitive, but jobs are usually available for well-trained scientists. So no matter where you come from, how smart you are, or what your background, there is a career in botany for you. Everyone can find delight with this field of careers. So next time you wonder what to be when you grow up, or think about how you hate your job, remember, a career as a botanist may be just what the doctor ordered. Choosing a Career in Botany Choosing a career in botany ensures a person a wide choice of career opportunities, a fair salary, and an exciting life. If you prepare yourself with a good education and a positive attitude, you†ll be well on your way to becoming a successful botanist. Anyone can find enjoyment and fulfillment in a career field as fun and beneficial to others as botany. If you like nature and being outdoors, you might enjoy a career as an ecologist, taxonomist, conservationist, forester, or even a plant explorer. With a job in one of these fields, you might find yourself doing exciting traveling to all types of new and beautiful places. If you take well to mathematics, maybe you should look into a career in biophysics, developmental botany, genetics, modeling, or systems ecology. If chemistry is more your thing, you should enjoy working as a plant physiologist, plant biochemist, molecular biologist, or chemotaxonomist. If you like designs and microscopy, you would probably find plant structure interesting. If microscopic organisms appeal to you, you should look into microbiology, phycology, or mycology. If you are artistic, ornamental horticulture and landscape design might be right up your alley. If you worry about feeding the hungry, you should study plant pathology or plant breeding. At some larger universities, you can even study specific types of botany, each with its own department. These departments include argonomy (field crops), microbiology (microbes like bacteria and fungi), horticulture (fruits, ornamentals, and veggies), and plant pathology (diseases pertaining to plants). If you are a people person, you might even be interested in teaching botany or providing public service. After hearing the endless list of career opportunities, you have probably found one that appeals to you. But how should you prepare for your new career in the wonderful world of botany? Well, first you should keep in mind that four years of college and a Bachelor†s degree are the bare essentials for most of the careers aforementioned. If you have these requirements, careers as laboratory technicians or technical assistants in education, industry, government, museums, parks and botanical gardens are all readily available. However, there are great deals of other positions where a Master†s or Doctor†s degree is essential. For most teaching and research positions in universities and colleges, a Ph. D. is vital. For those of you still in high school, its never too early to plan ahead. When selecting your courses be sure to include college preparatory classes including English, mathematics, foreign language, physics, chemistry, biology, social studies and humanities. You should also participate in science fairs and clubs. Try getting summer jobs and/or internships having to do with biology. Try looking for jobs in parks, plant nurseries, farms, experiment stations, laboratories, camps, florist shops, or check with your local landscape architect. Try adding camping, photography, and computers to your list of hobbies. You should also get information on colleges and universities offering a good education in botany. If you are interested in botany, it should be for your genuine love of the science, not the money. Back in 1993, students graduating with Bachelor†s degrees received starting offers of about $24,000 a year. Those people with Master†s degrees were offered salaries starting at $30,650. Botanists in civilian positions were given an average salary of $35,084. Those who were federally employed received an average $41,754. Careers in botany offer individual freedom, varied work, pleasant surroundings, inspiring coworkers, and travel opportunities. The availability of jobs is good. Some fields can be competitive, but jobs are usually available for well-trained scientists. So no matter where you come from, how smart you are, or what your background, there is a career in botany for you. Everyone can find delight with this field of careers. So next time you wonder what to be when you grow up, or think about how you hate your job, remember, a career as a botanist may be just what the doctor ordered.

Kurt kobain

Kurt kobain Kurt CobainKurt Donald Cobain was born on February 20,1967 in the town of Aberdeen, Washington. Aberdeen is on the west coast and is about 108 miles southwest of Seattle. Aberdeen is a dreary place with about seven feet of rain a year. Kurt was born to Mrs. Wendy Cobain and to Mr. Donald Cobain. Wendy was a homemaker. She had a very tight bond with Kurt. He was her first born. She had another child three years after she had Kurt. Her name was Kim. Donald was a mechanic. He was very into sports. He often tried to push Kurt into sports but Kurt just didn't like them. Even though the Cobain's didn't have much they seemed to do all right. Wendy dressed her children in the best clothes she could afford. They always looked like the best dressed kids in Aberdeen.Kurt was an extremely happy child. He would wake up everyday so happy.WendyHe was always filled with joy and always had a smile on his face. Kurt once said his upbringing could be decribed as 'white trash posing as middle class'. Hi s mother told him to stay away from the poor kids. She said they were dirty. So Kurt did and he also would beat the up. Then in 4th grade he realized he liked them better. Around that time people started to notice that Kurt was very good in art. Most of Kurt's friends didn't really like things like art and music. He loved these things so much he stopped making friends because he was different.Kurt was not such a health kid. His whole life he suffered chronic bronchitis. At age of seven he was diagnosed hyperactive. He was put on Ritalin. This seemed to make him stay up until four in the morning.

Isomer Definition and Examples in Chemistry

Isomer Definition and Examples in Chemistry An isomer is a chemical species with the same number and types of atoms as another chemical species but with distinct properties because the atoms are arranged into different chemical structures. When atoms can assume different configurations, the phenomenon is termed isomerism. There are several categories of isomers, including structural isomers, geometric isomers, optical isomers, and stereoisomers. Isomerization can occur spontaneously or not, depending on whether the bond energy of the configurations is comparable. Types of Isomers The two broad categories of isomers are structural isomers (also called constitutional isomers) and stereoisomers (also called spatial isomers). Structural Isomers: In this type of isomerism, the atoms and functional groups are joined differently. Structural isomers have different IUPAC names. An example is the position change seen in 1-fluoropropane and 2-fluoropropane. Types of structural isomerism include chain isomerism, where hydrocarbon chains have different degrees of branching; functional group isomerism, where a functional group may split into different ones; and skeletal isomerism, where the main carbon chain varies. Tautomers are structural isomers that can spontaneously convert between forms. An example is keto/enol tautomerism, in which a proton moves between a carbon and oxygen atom. Stereoisomers: The bond structure between atoms and functional groups is the same in stereoisomerism, but the geometrical positioning can change. This class of isomers includes enantiomers (or optical isomers), which are nonsuperimposable mirror images of each other, like left and right hands. Enantiomers always contain chiral centers. Enantiomers often display similar physical properties and chemical reactivities, although the molecules may be distinguished by how they polarize light. In biochemical reactions, enzymes usually react with one enantiomer in preference to the other. An example of a pair of enantiomers is (S)-()-lactic acid and (R)-(-)-lactic acid. Alternatively, stereoisomers may be diastereomers, which arent mirror images of each other. Diastereomers may contain chiral centers, but there are isomers without chiral centers and those that arent even chiral. An example of a pair of diastereomers is D-threose and D-erythrose. Diastereomers typically have different physical properties and reactivities from each other. Conformational Isomers (conformers): Conformation may be used to classify isomers. Conformers may be enantiomers, diastereomers, or rotamers. There are different systems used to identify stereoisomers, including cis-trans and E/Z. Isomer Examples Pentane, 2-methylbutane, and 2,2-dimethylpropane are structural isomers of each other. Importance of Isomerism Isomers are especially important in nutrition and medicine because enzymes tend to work on one isomer over another. The substituted xanthines are a good example of an isomer found in food and drugs. Theobromine, caffeine, and theophylline are isomers, differing in the placement of methyl groups. Another example of isomerism occurs in phenethylamine drugs. Phentermine is a nonchiral compound that can be used as an appetite suppressant yet doesnt act as a stimulant. Rearranging the same atoms yields dextromethamphetamine, a stimulant stronger than amphetamine. Nuclear Isomers Usually the term isomer refers to different arrangements of atoms in molecules; however, there are also nuclear isomers. A nuclear isomer or metastable state is an atom that has the same atomic number and mass number as another atom of that element yet has a different excitation state within the atomic nucleus.