Boiling Point Elevation Definition and Process

Boiling point elevation occurs when the boiling point of a solution becomes higher than the boiling point of a pure solvent. The temperature at which the solvent boils is increased by adding any non-volatile solute. A common example of boiling point elevation can be observed by adding salt to water. The boiling point of the water is increased (although in this case, not enough to affect the cooking rate of food). Boiling point elevation, like freezing point depression, is a colligative property of matter. This means it depends on the number of particles present in a solution and not on the type of particles or their mass. In other words, increasing the concentration of the particles increases the temperature at which the solution boils. How Boiling Point Elevation Works In a nutshell, boiling point increases because most of the solute particles remain in the liquid phase rather than enter the gas phase. In order for a liquid to boil, its vapor pressure needs to exceed ambient pressure, which is harder to achieve once you add a nonvolatile component. If you like, you could think of adding a solute as diluting the solvent. It doesnt matter whether the solute is an electrolyte or not. For example, boiling point elevation of water occurs whether you add salt (an electrolyte) or sugar (not an electrolyte). Boiling Point Elevation Equation The amount of boiling point elevation can be calculated using the Clausius-Clapeyron equation and Raoults law. For an ideal dilute solution: Boiling Pointtotal Boiling Pointsolvent ΔTb where ΔTb molality * Kb * i with Kb ebullioscopic constant (0.52Â °C kg/mol for water) and i Vant Hoff factor The equation is also commonly written as: ΔT Kbm The boiling point elevation constant depends on the solvent. For example, here are constants for some common solvents: Solvent Normal Boiling Point, oC Kb, oC m-1 water 100.0 0.512 benzene 80.1 2.53 chloroform 61.3 3.63 acetic acid 118.1 3.07 nitrobenzene 210.9 5.24

Mental Health Is A Sense Of Wellness - 1775 Words

Mental health is a sense of wellness that an individual has; it is influenced by multiple factors such as support system, personal cultural beliefs, family, and biological influences. Being mentally healthy gives us the ability to grow cognitively, communicate, contribute to society, work productively, and cope with stress (Halter, 2014). When we are unable to cope with stressful events in life, it prevents us from having a meaningful learning experience. Anxiety is a universal emotion that exists in everyone; it is highly individualized and no two people experience them exactly the same. Anxiety can be brought on by something simple such as remembering if you locked the door before you left the house in the morning, or speaking in front of a large group of people. A mentally healthy adult is able to cope with anxiety because they have learned from their past experiences and have grown from them. We progressively grow cognitively as we age and we learn from stressful experiences thro ughout life, but what about young children? Children develop at their own pace and may lack the cognitive ability to understand why they feel a certain way. Due to their young age, they do not have a large collection of life experiences to help them get through stressful situations. The purpose of this paper is to explore how young children diagnosed with an anxiety disorder respond to Cognitive Behavioral Therapies compared to Metacognitive Therapy. After conducting research about youngShow MoreRelatedRecommending Intervention Activities That Promote Resilience And Wellness984 Words   |  4 PagesRecommend Intervention Activities That Promote Resilience and Wellness Cultural context and communities provide challenges and areas of strength related to wellness and resilience. Cultural and community factors can include ethnicity, gender, socio-economic status and sexual identity (Hays, 1996) as well as national and geographical identities. Newman and Newman (2015) describe collectivist cultures as those that nurture interdependence, value success in the group, expects adherence to group andRead MoreCause And Effect Of A Gun Shot Wound Be Treated With Affirmations And Prayer785 Words   |  4 Pagestreatable condition; and that is just not the case. There are many physical factors that have a detrimental affect on our health: disease, infection, genetics, diet, injury, exhaustion, accidents, poison, warfare, pollution, heredity, birth defects, and more. All of these can be considered the cause of an unhealthy condition; but none of them are an illness. A bullet is bad for one’s health, but no one is suggesting that a gun shot wound is an il lness or a disease. [Though, some community activists wouldRead MoreDepression Is The Worlds Most Common Mental Illness1698 Words   |  7 Pagesworld’s most common mental illness that has affected an estimated 16 million adults alone in the United States in the past year. Depression is an illness that affects and targets your mind, body and spirit. However, this condition can be short lived depending on the individual and circumstances. Studies have been proven more than 235,000 people which amounts to 9% has met the criteria for clinical depression, also 3% were diagnosed with major depression in the past year. This mental illness affects bothRead MoreDepression Is The Worlds Most Common Mental Illness1455 Words   |  6 Pagesworld’s most common mental illness that has affected an estimated 16 million adults alone in the United States in the past year. Depression is an illness that affects and targets your mind, body and spirit. However, this condition can be shor t lived depending on the individual and circumstances. Studies have been proven more than 235,000 people which amounts to 9% has met the criteria for clinical depression, also 3% were diagnosed with major depression in the past year. This mental illness affects bothRead MoreCause And Effect Of A Gunshot Wound Be Treated With Affirmations And Prayer771 Words   |  4 Pagestreatable condition; and that is just not the case. There are many physical factors that detrimentally affect our health: disease, infection, genetics, diet, injury, exhaustion, accidents, poison, warfare, pollution, heredity, birth defects, and more. All of these can be considered the cause of an unhealthy condition; but none of them are an illness. A bullet is bad for one’s health, but no one is suggesting that a gunshot wound is an illness or a disease. [Though, some community activists wouldRead MoreDepression Is The Worlds Most Common Mental Illness1276 Words   |  6 Pagesworld’s most common mental illness that has affected an estimated 16 million adults alone in the United States in the past year. Depression is an illness that affects and targets your mind, body and spirit. However, this condition can be short lived depending on the individual and circumstances. Studies have been proven more than 235,000 people which amounts to 9% has met the criteria for clinical depression, also 3% were diagnosed with major depression in the past year. This mental illness affects bothRead MoreDeveloping Your Professional Identity Is Good For Any Profession1099 Words   |  5 Pagesthere profession they can answer any questions they have about that profession. In this paper the author will discuss the difference between two of the specializations of the counseling discipline. Then this paper will discuss how to use the terms wellness, resilience, and prevention in a counseling discipline. In this paper the author will discuss how the licensure plays a role in being a counselor. This paper will also discuss the issues of, how certain associations can help ones professional identityRead MoreArticle Report On Mindfulness And Wellness Essay1026 Words   |  5 PagesMindfulness Wellness By Awnish Todi | Submitted On March 01, 2016 Recommend Article Article Comments Print Article Share this article on Facebook Share this article on Twitter Share this article on Google+ 1 Share this article on Linkedin Share this article on StumbleUpon Share this article on Delicious Share this article on Digg Share this article on Reddit Share this article on Pinterest Expert Author Awnish Todi You re probably wondering what mindfulness and wellness, could possiblyRead MoreMental Wellness And Older Adults806 Words   |  4 PagesConsider the issues that surround mental wellness in older adults? What stressors contribute to their mental health? What about protective factors? There are many issues surrounding mental wellness in older adults. For instance, as Qui (2010) reports, some of these adults have a difficult time leaving the house, which can take a toll on them, as this population tends to have more mental and physical issues (p. 2423). Additionally, Zanjani (2012) notes that mental health issues are often erroneously thoughtRead MoreInsurance Coverage For Mental Disorders1679 Words   |  7 Pages Insurance coverage for mental disorders Jyoti.Waddigeri MHS: Mental Health and Society Professor- Dr. Mirjana Zivkovic United States University, San- Diego. Date- 03/27/2016 Insurance coverage for mental disorders INTRODUCTION In the mid twenty first century, 80 percent of persons with maladjustment had some type of open or private medical insurance coverage. This level of scope mirrored the extension of advantages for mental health care inside of private insurance

Culture of the organization and Change management †Free Samples

Question: Discuss about the Culture of the organization and Change management. Answer: Literature review The concept of the organizational culture is one of the hotly debated topics in organization science. The researchers, managers and public often use the term organization culture, even though there is no clear interpretation universally. All the organization has culture, but some are stronger than others(Deshpande Webster Jr, 1989). Culture is the total sum of the knowledge, beliefs, customs and the attitudes to which people expose themselves in their social condition. Individuals can acquire values; learn a language and habits of the thoughts and behaviors(Carmeli Sheaffer, 2009). Every day in our life we are facing the idea of the change. Changes always affect the workers in the organization and therefore it is important to manage it carefully to avoid the resistance to change or failure of the modification. Change in the management can take in radical form, gradually or rapidly. According to the Lewin's model; the refreezing stage is a good definition of the change (Burnes, 2005). In the 21st century, there is no need to refreeze because competition will overtake the organization. (Zeffane, 1996) suggests that change management is how the change affects the organization, and the processes are the same irrespective of whether there is reassigning of the work practices in one area or the re-specification of the management and whole organization structure Organization is dynamic entities and therefore changes all the time due to the development of their outputs and operation in the case of the effectiveness and efficiency. Management of the change is one of the most discussed topics in the management field(Patterson, Wa rr, West, 2004). Hence, it is crucial to understand why individuals resist change to support that part which cannot cope with the modification through coaching and motivate and handling the problems that arise as a result of the change. As William Shakespeare thought Thing must change or cease (Day, 1994). Management of change is about detailed planning, inspirational leadership and comprehensive implementation. Culture of the organization or group is a collection of beliefs and assumption about the world, nature of the space and time, human relationships and life. The beliefs are cultured responses to the problems of the survival in the external environment(Prajogo McDermott, 2005). The core of the existence of the organization is the fundamental external problems. The primary objectives are based on these strategies and mission to conform to the mentioned purpose. Culture establishes and reinforces order, membership criteria, conditions, communication patterns, priorities, punishment and nature of power and reward, management practices and decision-making processes. Numerous models describe the relationship between the variables and phenomena of organization culture (Khazanchi, Lewis, Boyer, 2007). The system approach emphasizes on the interdependencies between various elements and sub-system in an organization and also offers a holistic approach. The organization system models show the relationship between organization sub-system; technology, psycho-sociology, management, structure and goal(Khazanchi, Lewis, Boyer, 2007). The primary determinant in the workplace depends on the complex interaction between groups and individuals which take place at different levels within the firm, between other body and external environment. Complex environment represents the patterns of the interaction between roles, peoples, and the external technology in business. The dimensions of the culture encompass the following; mission and vision; it determines personnels understanding of the values, vision and purposes of the company and it can transform into team goals and objectives (Spender, 1996). External environment determines the extent of focus on internal customers, external and employees perception of the effectiveness of community surrounding (Spender, 1996). Another dimension is the leaderships which concentrate on particular sections that strengthen leadership. Interpersonal relationship focuses on the relationship between personnel, managers and management of conflict. Management process focuses on the method in which management takes place including formulation of the goals, controls and innovation process, goal development and communication (Prajogo McDermott, 2005). Finally, the organization image focuses on the how the outside perceives the organization. As earlier mentioned, five concepts of the organization culture include; job challenge, communication, trust, innovation and social cohesiveness (Prajogo McDermott, 2005). Job challenge concept refers to the complexity and diversity of the work. Communication principles focus on the effectiveness of communication between employees, top management and between employees(Spender, 1996). Trust exists between the managers and their staff or in-between employees who enable open-minded environment and free discussion. Social cohesion is the relationship among members of the organization which further features as a sense of solidarity and cooperation (Ford, 1999). Finally, innovation concept is the supportive environment for new ideas, problem-solving and creativity. In managing change, consideration of areas such as activities, behaviors and structure is vital. Leadership affects culture more than management(Ford, 1999). For the employee to acceptance, employees need to understand the requirement for the new positions and organization implications regarding the relationships and behaviors and new activities which can result in their needs satisfaction. Successive change comes through the participative approach of the management even though it originates from the senior level of the control(Day, 1994). To cope with change and ensure acceptance and motivation, managers should listen to employee concerns accordingly and provide them with advice, assist and support. (Burnes, 2005) Suggest managing change model that relates to the managerial strategies to counter the resistance to the change. They suggest that contingency approach should adapt to every change in management; the leaders should select the best way of responding to an individual situation. Selection for appropriate management style and strategy for change is crucial for each type of resistance. Basically, six approaches have been put forward as a method of controlling resistance to change; education and communication, participation, negotiation and agreement, facilitation and support, and coercion (Burnes, 2005). Firstly, The McKinsey 7S model comprises of S component and changing of any s it will have an impact on the other elements. This element includes; staff, skills, systems, style, shared values, strategy and structure. The McKinsey 7s model provides an efficient model for analyzing an organization and its operation that determines if the organization is weak to adjust to any changes(Burnes, 2005). Additionally, the model assists in avoiding sources that contribute to resistance to change. Secondly, Lewin three step model of change consists of the steps; unfreezing, changing and refreezing (Burnes, 2005). The unfreezing stage, there is the creation of the motivation for the change in the workforce. At this point, the employee should get enough reasons, and good communication is essential before the implementation step. Hence, to avoid the resistance to change, management should encourage and discuss, and explain the reasons for the change. Change level is where there is an identification of the new behavior, procedure and encouragement of employee to adopt new norms (Patterson, Warr, West, 2004). Managers should implement change successfully, monitors and assess the feeling of workers. Refreezing is the final stage and leader should reinforce, and stabilize the new culture to avoid employee to go back to the old habit (Burnes, 2005). Incentives regarding the rewards are crucial for motivating employees for adapting to the new culture. Hence, the whole process is achie vable through communication, leadership, training and education. Different researchers explain the concept of the change communication in a very differing way. Change communication is the propagation of information that concentrates on the training, knowledge, ideas, facts and directives of action concerning the change(Armenakis Bedeian, 1999). (Todnem By, 2005), argues that communication is informing the desired changes as well as giving the reasons for them. Effective communication helps the leaders to get the individuals in the accomplishing certain task and therefore assist in implementing change successfully. (Todnem By, 2005), proposes that if employees do not participate in the change process, they will feel that there is no value to their opinions and suggestions. Study shows that the participations raise the level of the commitment among workers and decrease the levels of the resistances towards a particular change(Mintzberg Westley, 1992). Participation offers specific benefits to workers to reduce the degree of the resistance of the employees. Conclusion Clearly, in the present days, change is inevitable, and it is vital in the current competition for a business to survive in its operation. Taking the company at the right time and step will save the firm from getting out the business. Change should reflect the organizations goals in a sense that the organization members can understand, implement and its goals accordingly. For the resistance reduction, there is no universal way, but likely approaches suggest in various management literature. Moreover, participative management is one of the better ways to reduce resistance. Additionally, the participative approach is useful in improving the change process. An analysis of the organization culture and on how to overcome resistance to change shows that change will always affect all the organization globally. Therefore, it is safe not to be reactive but proactive. For the organization change to occur efficiently, then innovation is very crucial. It is also essential to manage change carefully and successfully and avoid change resistance since change always affects people in an organization. Structure, people and technology are factors that determine the organizational effectiveness(Todnem By, 2005). Structural are more of policies, control and procedures of the organization. People factors are leadership skills, attitudes and characteristics of the human resources. Lastly, technology factors are any types of the process that helps members in the performance of their jobs. References Armenakis, A., Bedeian, A. (1999). Armenakis, A. A., Organizational change: A review of theory and research in the 1990s. Journal of management, 25(3), 293-315. Burnes, B. (2005). Complexity theories and organizational change. International Journal of Management Reviews, 7(2), 73-90. Carmeli, A., Sheaffer, Z. (2009). How leadership characteristics affect organizational decline and downsizing. Journal of Business Ethics, 86(3), 363-378. Day, G. ( 1994). The capabilities of market-driven organizations. the Journal of Marketing, 37-52. Deshpande, R., Webster Jr, F. (1989). Organizational culture and marketing: defining the research agenda. The journal of marketing, 3-15. Ford, J. (1999). Organizational change as shifting conversations. Journal of Organizational Change Management, 12(6), 480-500. Khazanchi, S., Lewis, M., Boyer, K. (2007). Innovation-supportive culture: The impact of organizational values on process innovation. Journal of operations management, 25(4), 871-884. Mintzberg, H., Westley, F. (1992). Cycles of organizational change. Strategic management journal, 13(S2), 39-59. Patterson, M., Warr, P., West, M. (2004). Organizational climate and company productivity: The role of employee affect and employee level. Journal of Occupational and Organizational Psychology, 77(2), Patterson, M., Warr, P., West, M. (2004). Organizational climate and company productivity: The rol 193-216. Prajogo, D., McDermott, C. (2005). The relationship between total quality management practices and organizational culture. International Journal of Operations Production Management, 25(11), 1101-1122. Spender, J. (1996). Organizational knowledge, learning and memory: three concepts in search of a theory. Spender, J. C. (1996). Organizational knowledge, learning and me Journal of organizational change management, 9(1), 63-78. Todnem By, R. (2005). Organisational change management: A critical review. Journal of change management, 5(4), 369-380. Zeffane, R. (1996). Dynamics of strategic change: critical issues in fostering positive organizational change. Leadership Organization Development Journal, 17(7), 36-43.