Nanotech N Nanoscience

Nanoscience vs. Nanotechnology Introduction Student Guide Lesson Overview In this lesson, you will learn the differences between â€Å"Nanoscience† and â€Å"Nanotechnology. † Both are extremely exciting, but have distinct differences in what the people in these fields do. Throughout this lesson you'll be asked to research and discuss what is happening in nanoscience and nanotechnology. A lot is going on in both fields and the potential for a lot more is HUGE. Before coming to class Complete the on-line Knowledge Probe (KP) called KP: Nanoscience vs Nanotechnology.Objectives At the end of this lesson you will be able to do the following: ? List several examples of nanoscience exploration and research activities ? List several examples of nanotechnology innovations and products ? Correctly apply the terms Nanoscience and Nanotechnology to different situations ? Tell another person what the differences are between Nanoscience and Nanotechnology Resources National Nanotech nology Initiative (NNI) web site: www. nano. gov NNI site â€Å"What is Nanotechnology†: http://www. nano. gov/nanotech-101/what Nano Science and Technology Institute : http://www. nsti. org/UNM NanoTechnology NScience_vs_Ntechnology_PG_0301912 Nanoscience vs. Nanotechnology IG Page 1 of 10 Lesson Outline Pre-class assignment Knowledge Probe Before coming to class, you complete an on-line assessment of your current understanding of nanoscience vs. nanotechnology (KP – Nanoscience vs. Nanotechnology). In-class Activity: NanoScience vs. NanoTechnology In this activity you will develop your own definitions of nanoscience and nanotechnology based on current knowledge. You will be required to share your results with the instructor and other students as part of the class discussion.Discussion on the results of Activity You will share your definitions of nanoscience and nanotechnology with other students and the instructors. The discussion should cover the differences and sim ilarities of each. The instructor will present several examples of which you will determine â€Å"nanoscience†, â€Å"nanotechnology† or â€Å"both†. The class will reach a consensus on the correct definition of each. Post-Assessment Complete a short assessment that measures your understanding of nanoscience and nanotechnology. Assessment Strategy You will be assessed on the following: ?Completion of the online Knowledge Probe: Nanoscience vs. nanotechnology ? Participation in the classroom discussion ? Grade on the in-class Post-Quiz: Nanoscience vs. Nanotechnology Terminology Nanoscience Nanotechnology Nano http://en. wikipedia. org/wiki/Nano Nanometer http://dictionary. reference. com/browse/nanometer Science http://dictionary. reference. com/browse/science Technology http://dictionary. reference. com/browse/technology UNM NanoTechnology NScience_vs_Ntechnology_PG_0301912 Nanoscience vs. Nanotechnology IG Page 2 of 10 Introduction What is Nanoscience?To give you a hint, the illustration below represents a biomolecule that nanoscientists have discovered. What is it? First of all, what's the red spiral? What's the figure walking on top of the red spiral? Give up? Very simply put, the red spiral is a microfilament, a minute fiber found in muscle cells. The green figure walking on top of the microfilament is a protein molecule called myosin. Nanoscientists have discovered that the mysoin protein acts like a linear motor. To contract a muscle, the myosin molecule (or motor) walks in nano-size steps along the microfilament.As the myosin molecule walks, it pulls on the microfilament causing the muscle cells to contract. [Illustration by and courtesy of PrecisionGraphics. com] So what is Nanoscience? This is really a two part question: 1) What is nano? 2) What is science? By the end of this lesson, you will be able to answer these questions. You will also be able to answer the question – What is the difference between Nanoscience and Nan otechnology? There is a huge difference! So let's find out. UNM NanoTechnology NScience_vs_Ntechnology_PG_0301912 Nanoscience vs. Nanotechnology IG Page 3 of 10 Lesson Content What is Nano?Let's start with answering the question, â€Å"What is nano? † Here are some nano-size objects: DNA Molecule: DNA (Deoxyribonucleic acid) about 2 nanometers in diameter Dozens of Silicon atoms Each silicon atom is approximately 0. 234 nanometers in diameter; therefore this picture is about 4 nm wide. This picture was taken using an Atomic Force Microscope (AFM). [AFM image by and courtesy of Franz Giessibl] NanoDot This image shows a nano-size Gold particle (50 nm) sitting on the end of a microcantilever. [Courtesy of the Craighead Group, Cornell] UNM NanoTechnology NScience_vs_Ntechnology_PG_0301912Nanoscience vs. Nanotechnology IG Page 4 of 10 The Definition of Nano Nano is a metric prefix which is applied to measurements of length such as millimeter, micrometer, and nanometers. It can al so be applied to measurements that indicate the â€Å"amount† of something: milliampere or nanoamperes (an amounts of electrical current), microliters or nanoliters (the amount of a volume), and kilograms or nanograms (the mass of something). The prefix nano is used as another indication of size or amount. You may already know, or soon will find out, that a nanometer is defined as one-billionth of a meter (1 x 10-9 meter).A meter is a little longer than a yard (1 meter = 1. 09 yards). Graphic unit is â€Å"nanometer† Graphic source: National Cancer Institute What is Science? Now let's look at the second question: What is science? There are many definitions of science. Here are a couple: 1) â€Å"The systematic observation of natural events and conditions in order to discover facts about them and to formulate laws and principals based on these facts. †[Academic Press Dictionary of Science and Technology] 2) â€Å"The organized body of knowledge that is derived f rom such observations and that can be verified or tested by further investigation. [Academic Press Dictionary of Science and Technology] Sound pretty complicated? Well it isn’t really. It just takes some time to think about it. UNM NanoTechnology NScience_vs_Ntechnology_PG_0301912 Nanoscience vs. Nanotechnology IG Page 5 of 10 One way to look at the definition of science is that science is trying to figure out nature’s rule book. ? What are the rules which govern material properties? ? How do things move? ? Why do natural events occur as they do? An example of nanoscience was the discover of how the gecko can walk on ceilings and stick to glass walls of an aquarium.Hint: It has something to do with nano-size objects in the feet. You'll study this later in this course. Through science we know the answer to questions such as these: ? Why are plants green? ? Why do some things float and others sink? ? How do our lungs pull the oxygen out of the air? Scientists are the peo ple who do the investigations or experiments and try to determine what the rules of nature are. The experiments are done in a very precise and systematic way so that others can re-do the experiments and (hopefully) get the same results. Getting the same results is what is meant by being â€Å"verifiable† and â€Å"repeatable. So now you should have a better idea as to what science means: Figuring out the rules which determine how things work in nature. UNM NanoTechnology NScience_vs_Ntechnology_PG_0301912 Nanoscience vs. Nanotechnology IG Page 6 of 10 What is Technology? What does the term â€Å"Technology† really mean? We live in a society which is packed with all sorts of â€Å"technology†: iPODs, iPads, cell phones, laptops, GPS (Global Positioning Systems), gaming systems (Wii, Nintendo, X-box, Playstation), DLP (Digital Light Processors) displays, LCD (Liquid Crystal Display), WiFi †¦ I’m sure you can come up with dozens more technology driven devices and systems.How is Technology defined? The National Institute of Health (NIH) defines technology as â€Å"A body of knowledge used to create tools, develop skills, and extract or collect materials; the application of science (the combination of the scientific method and material) to meet an objective or solve a problem. † Merriam-Webster on-line dictionary defines technology as 1 a: the practical application of knowledge especially in a particular area b: a capability given by the practical application of knowledge 2: a manner of accomplishing a task especially using technical processes, methods, or knowledge.UNM NanoTechnology NScience_vs_Ntechnology_PG_0301912 Nanoscience vs. Nanotechnology IG Page 7 of 10 So What is NanoTechnology? Here are a couple of examples of Nanotechnology. Liposome A liposome is a tiny nanoparticle or vacated sphere made out of the same material as a cell membrane. It is hoped that one day we can fill a lipsome with drugs and inject it into the blood stream. Using the properties associated with the liposome's membrane, it will connect to a cancerous tumor, emit the drugs and kill the cancerous cells.Carbon Nanotubes (CNTs) Carbon nanotubes use the properties of carbon to form tubes with a length to diameter ratio greater than 1,000,000! Potential applications of CNTs include electrical connections for micro and nano-sized electronics, fibers 20 times stronger than bulletresistent kevlar fibers, and surfaces slicker than Teflon. [Images by Junifer Nez, SCME] So, what do you think? What is NanoTechnology? Activity: NanoScience vs. NanoTechnology Link to and complete the activity – Nanoscience vs. Nanotechnology UNM NanoTechnology NScience_vs_Ntechnology_PG_0301912 Nanoscience vs. Nanotechnology IG Page 8 of 10An Example of Nanoscience Enabling Nanotechnology Now that you have developed definitions for nanoscience and nanotechnology, what do you think is the difference between the two? In this picture you see a dep iction of a molecule. This particular molecule makes up the famous non-stick Teflon coating used on cookware, telecommunication cables, and clothes. Identifying the molecule's design and determining its physical and chemical properties are examples of nanoscience. Learning how to control and mass produce the molecule to make the desired Teflon coatings is an example of nanotechnology. [Images by SCME]More on Teflon Coatings The molecules that are used for Teflon coatings repel water molecules when assembled in a film. These Teflon coatings are said to be hydrophobic. â€Å"Hydro† means water and â€Å"phobic† means â€Å"scared of† or â€Å"repulsed by. † Nanotechnology has lead to the development of a process that takes billions and billions of these molecules to make a continuous coating. The result is a hydrophobic surface called a Teflon coating. UNM NanoTechnology NScience_vs_Ntechnology_PG_0301912 Nanoscience vs. Nanotechnology IG Page 9 of 10 Summa ry In this lesson you have learned ? what is nanoscience, ? hat is nanotechnology, and ? what are the differences and similarities between nanoscience and nanotechnology. Through the applications you've seen, you should have recognized that nanoscience and nanotechnology are not science fiction, but are areas of study that are growing at a tremendous pace throughout the world in a variety of fields. Homework Complete the on-line Assessment – Nanoscience vs. Nanotechnology References 1 Academic Press Dictionary of Science and Technology National Nanotechnology Initiative (NNI) web site: www. nano. gov Nano Science and Technology Institute : http://www. nsti. org/This work has been funded through the support of a National Science Foundation grant, DUE # UNM NanoTechnology NScience_vs_Ntechnology_PG_0301912 Nanoscience vs. Nanotechnology IG Page 10 of 10 Activity – Nanoscience vs. Nanotechnology Nanoscience vs. Nanotechnology Student Guide Introduction This activity will help you to better identify the difference between nanoscience and nanotechnology. In this activity you will develop your own definitions of nanoscience and nanotechnology. Once your definitions have been developed, you will work with the other students and reach a consensus on what is the best definition for each of these two areas.Activity: Time to Complete: approximately 45 minutes. Procedure: 1. Write down your definition of nanoscience. 2. Write down your definition of nanotechnology. 3. Share your definitions with the other students in the class or through the discussion board. 4. Review others’ definitions of nanoscience and nanotechnology. 5. Discuss your definitions and, as a group, reach a consensus on a definition for each term. (Do not use the definitions used in this lesson. Come up with your own. ) 6. Submit your activity results to your instructor. UNM NanoTechnology Definitions_AC_PG_031912 Definitions Nanoscience vs.Nanotechnology AC_PG Page 1 of 1 Post-Activ ity Questions / Answers 1. List at least two examples, experiments or discoveries that would fall under your definition of nanoscience. 2. List at least two examples, experiments, or developments that would fall under your definition of nanotechnology. 3. Is there a clear dividing line between nanoscience and nanotechnology? Support your answer with examples. Summary This activity allowed you to further your understanding of nanoscience vs. nanotechnology and identify examples of each. This work has been funded through the support of a National Science Foundation grant, DUE #UNM NanoTechnology Definitions_AC_PG_031912 Definitions Nanoscience vs. Nanotechnology AC_PG Page 2 of 2 UNM NanoTechnology Definitions_AC_PG_031912 Cut To Size Activity IG Page 3 of 3 This quiz must be taken before the first class meeting. Online quiz: Knowledge Probe – Nanoscience vs. nanotechnology 1. Nanoscience a. Develops means by which to manipulate particles at the molecular level b. Develops the systems for studying particles at the molecular level c. Studies the properties of particles at the molecular level d. Studies the formation of particles at the molecular level 2. Nanotechnology a.Develops means by which to manipulate particles at the molecular level b. Develops the systems for studying particles at the molecular level c. Studies the properties of particles at the molecular level d. Studies the formation of particles at the molecular level 3. For each of the following, identify it as either nanoscience or nanotechnology a. The exploitation of the properties of self-assembly i. Nanoscience ii. Nanotechnology b. The study of the rules that govern material properties at the nanoscale i. Nanoscience ii. Nanotechnology c. The development of liposome vesicles into drug delivery systems i.Nanoscience ii. Nanotechnology d. The design of a process that yields hydrophobic films i. Nanoscience ii. Nanotechnology e. The identification of the molecular design of hydrophobic mate rials i. Nanoscience ii. Nanotechnology 4. Nanotechnology ____________________ the findings of nanoscience. a. Validates b. Exploits c. Manipulates d. Clarifies 5. Which of the following is a job requirement for a technologist working for a nanotechnology company? a. Operate commercial-scale production equipment to produce, test, or modify materials, devices for the purpose of understanding their chemical and physical properties. b.Research and manipulate structures at the atomic and subatomic level for the purpose of understanding their hydrophobic characteristics. c. Experiment with and modify processes for the development of new energy producing products using nano-size particles. UNM NanoTechnology Quiz1-science_tech_PG_030112 Nanoscience vs. Nanotechnology IG Page 1 of 1 Post-Discussion Quiz – Nanoscience vs. nanotechnology 1. Nanotechnology is the manipulation of matter at the nanoscale for the purpose of a. Discovering new physical properties b. Analyzing how molecules react to each other c. Proving or disproving established theories d.Creating new products or applications 2. For each of the following, identify it as either nanoscience or nanotechnology a. The study of the rules that govern material properties at the nanoscale i. Nanoscience ii. Nanotechnology b. The development of liposome vesicles into drug delivery systems i. Nanoscience ii. Nanotechnology c. The exploitation of the properties of self-assembly i. Nanoscience ii. Nanotechnology d. The identification of the molecular design of hydrophobic materials i. Nanoscience ii. Nanotechnology e. The design of a process that yields hydrophobic films i. Nanoscience ii.Nanotechnology 3. Which of the following statements is TRUE? a. Nanotechnology enables the advancement of nanoscience. b. Nanoscience enables the advancement of nanotechnology. c. Nanoscience exploits the properties of nanoparticles for human gain. d. Nanotechnology is the study and discovery of the properties of matter in the nanoscale. 4. Which of the following is a job requirement for a technologist working for a nanotechnology company? a. Operate commercial-scale production equipment to produce, test, or modify materials, devices for the purpose of understanding their chemical and physical properties. b.Research and manipulate structures at the atomic and subatomic level for the purpose of understanding their hydrophobic characteristics. c. Experiment with and modify processes for the development of new energy producing products using nano-size particles. 5. Which of the following questions would be answered by a technologist versus a scientist? a. What is needed to create a hydrophobic surface? b. How do our lungs extract oxygen from air? c. Why don’t plants stay green year round? d. What is the melting temperature of nano-particles of gold? UNM NanoTechnology Quiz2-science_tech_PG_030112 Nanoscience vs. Nanotechnology IG Page 1 of 1

The Death of the Ball Turret Gunner

A Reflection on â€Å"The Death of the Ball Turret Gunner† Rebeca Espirito Santo The Death of the Ball Turret Gunner â€Å"From my mother’s sleep I fell into the State And I hunched in its belly till my wet fur froze Six miles from the earth, loosed from its dream of life I woke to black flack and the nightmare fighters When I died they washed me out of the turret with a hose. † Randall Jarrell â€Å"The Death of the Ball Turret Gunner†, by Randall Jarrell, is a surprisingly simple and brief poem; nevertheless it is extensive in content.Due to carefully chosen words, with great descriptive power and an appeal to symbolism, Jarrell skillfully accomplishes the task of providing readers with detailed images and feelings of the turret gunner’s situation, yet leaves plenty of space for the reader’s imagination, interpretation and critique. While reading this poem, one can be encouraged to question the image we have of our soldiers – those w ho have no fear – while not questioning their bravery. War can produce gruesome situations that can cause even the bravest men to face their fears.The poem’s incisiveness is demonstrated by the fact that if the reader doesn’t see the title, or if one isn’t familiar with what a ball turret is, it becomes very challenging to even know what the poem is about. Once the reader forms a clear image of a B-17 â€Å"Flying Fortress† or a B-24 â€Å"Liberator†, with it’s small Plexiglas ball turrets located in the bottom fuselage, it becomes extremely easy to visualize the soldier’s situation. From the first half of the second line – â€Å"And I hunched in its belly† – of the poem it is possible to picture how uncomfortable, lonely and vulnerable the gunner was in the bottom of the airplane.Then, in the second half of the same line – â€Å"till my wet fur froze† – one is able to envision the sold ier’s distress due to his nervous sweat and the cold, thin air. The gunner was in an extremely vulnerable position. Even if he was spared another gunner’s bullet at the end of the mission, he knew he was still not safe. In the case of a forced landing, he knew he would be sacrificed. On the third line – â€Å"Six miles from the earth, loosed from its dream of life† – one can observe his acknowledgment of this surreal reality.This leads the character to the understanding of not only his physical distance from earth, but also from earthly life and the odds against him going back to that life. He was already preparing himself for the worst and suppressing his hopes of survival. Through the distress of a single man, Jarrell is able to depict the fears of a lonely soldier in an extremely vulnerable position, and invites us into the heinous reality of war which forces us to question our impressions of soldiers having no fear yet not questioning their bra very.War can produce gruesome situations that can cause even the bravest men to face their fears, but it is how they deal with this fear that is the important part. Ball turret gunners were courageous warriors. They were fully aware of how susceptible to death they were, nevertheless, they would continue to fight time after time. WWII was a dreadful episode in human history that killed millions of people, and its bloodshed is described by the UN Charter as a scourge that â€Å"has brought untold sorrow to mankind†.Jarrell had served in the military himself, thus he knew – at least to some extent – what he was trying to address. The most fascinating aspect of this poem is the paradoxical relationship between its physical briefness and its vast evocative power. His words are so carefully chosen and descriptive that it grants the reader with greatly detailed images and feelings of the turret gunner’s situation and the broader issue that he represents. The us e of more words becomes unnecessary; hence, Jarrell masterfully proves that length isn’t as important as depth and power.This piece’s paradox and theme struck me. As already discussed, Jarrell’s capability to evoke so much with so little is quite amazing. It depicts an issue of my personal and academic interest. As a Political Science major with a background in International Relations, war and its causes, consequences and issues intrigues me. The grievance caused by war is something that affects me quite deeply. This poem shows a very personal, crucial moment in a soldier’s life.They truly believe they are going to war to fight for their nation with an ideology that has been forced into their head that they are willing to give up their lives for. At the end of the day, unfortunately, the gravity of these soldier’s personal sacrifices are often lost – converted to a statistic – among the many thousands of sacrifices that occur during w ar. This poem seemingly parallels this situation in that it is a small and relatively simple poem – lost in a sea of countless other poems – yet upon further investigation reveals something much more meaningful.

MotEffects of Employees’ Motivation on Organizational Performance Essay

Abstract Many theories came along to show the importance of motivation. Motivators are the things that drive the employees to achieve; de-motivators are the opposite and would lead to deterioration on the job-level. Performance is directly affected by motivation, thus, a performance appraisal should be done where the manager measures the performance of an employee and acts accordingly. Motivation is the key to success in any given task or job. If not met, failure will most probably be the result. The purpose of this paper is to discuss the demotivators, the motivators of employees at work and the effect of these factors on employees’ performance thus organizational performance and the positive correlation between both latter concepts. Introduction Abraham Maslow once said, â€Å"If I were dropped out of a plane into the ocean and told the nearest land was a thousand miles away, I’d still swim. And I’d despise the one who gave up.† The drive for him to reach the land is a combination of ability, willingness, and motivation. Likewise in any organization, there is always a drive for employees to achieve. The heart of this drive that leads to positive organizational performance and thus success is motivation; it is this desire to achieve. Motivating employees is when the employer gets them to â€Å"want† to do what he/she knows should be done. It is also the third key performance indicator of Human Resources. The main assets of an organization are the employees; if not satisfied and motivated then progress and success are close to impossible. Thus, it is a conductive synergy; if dissatisfaction occurs employees would dock, procrastinate, sabotage the company, increase absenteeism, or even petition. Motivation could be of two kinds: extrinsic and intrinsic. Extrinsic motivation is based on the desire for external rewards, such as gaining approval of others, earning money, winning prizes†¦ etc. Usually extrinsic motivation tends to be more commonly needed among people who have low or poor self-confidence or those who lack internal goals. The internal  goals or the inner desire to do something or gain knowledge in something is what intrinsic motivation is based on. People who are led by intrinsic motivation are those who know what their goals are and are aligned with what they value most. Read more:  Which Factors Affect the Motivation of Employees Working Due to the highly competitive era that we live in, managers need to consider behavioral management theories to increase employees’ retention and increase organizational effectiveness. After the classical school of management came the behavioral school to speak out on the name of employees’ satisfaction and stated that they are driven by motivation and one could not possibly give them the job and ask them to yield good performance. According to Hawthorne’s theory, a study was conducted on employees’ performance in dim and bright light. Results were the same because in both cases they were given recognition and attention. According to McGregor, a manager should follow his â€Å"Theory Y† which states that people are good by nature and that they are ambitious and self-motivated. A theory Y manager believes that people will do well at work if they were given the right conditions. They are the managers that usually create the climate of trust that will l ead to the development of the human resource aspect in an organization. Following that came Maslow’s hierarchy of needs that divided the human needs into five categories: physiological, safety, social, self-esteem, and self-actualization. The first three are the lower level needs and the latter two are the higher level needs. Physiological needs are first and the most important; they are the basic requirements for the survival and function of humans and are met by having a hygienic environment at work. Safety needs are those concerning the security of the employment, resources, body, family†¦ etc. These needs are satisfied by having a sealed contract at work. Humans constantly need to feel a sense of belonging and acceptance among their social groups. Thus Maslow proposed the third level of needs: the social needs. The self-esteem needs as the name suggests, it is the need for confidence, achievement, and respect by and to others. Self-actualization which is the utmost level is met after mastering all prior needs one after another. It is portrayed as Maslow describes this level as the desire to accomplish everything that one can, to become the most that one can be. Another theory is the expectancy theory which st ates  that motivation is a function of expectancy, instrumentality, and value. The employee should know that the job or the task is not a â€Å"mission impossible†; moreover, he/she should also know that there is a means to achieving it and if so will be awarded in a valuable way. After the managers apply those behavioral theories into the workplace, the organization tends to become more productive. Performance therefore needs to be measured in a process called performance appraisal. It is one of the periodic HR’s duties in which the employee is examined and evaluated, objectively and constructively. Based on the results, which the employee should know by giving him/her feedback, key areas of improvement or praise are shed light on. Therefore, the manager will know who to promote, demote, train or even fire. There are three major steps in the performance appraisal process: identification, measurement, and management. With identification, the behaviors necessary for successful performance are determined. Measurement involves choosing the appropriate instrument for appraisal and assessing performance. Management, which is the ultimate goal, is the reinforcing of good performance and the correction of poor performance. What are the motivators and de-motivators? How do they affect performance and how they are measured? The answers will be further discussed in the literature review. Demotivators at Work What does really motivate employees? How can we boost employee’s morale? What can we do to increase the performance and the productivity of our employees? How can we know if the way our employees are doing things is right and doing the right things? †¦..  And the list continues.  We could really spend a day just talking about the concerns of organizations when it comes to securing its continuity in this ever-growing competitive environment. The key to success is definitely in the way we run our employees in such a manner to boost their morale and keep them motivated to excel in their jobs for it has as major positive impact on increasing productivity. When we talk motivation, we need first to align what  demotivates the employees. Demotivators are those nagging, daily occurrences that frustrate employees and cause them to reduce, either consciously or unconsciously, the amount of productive energy they use in their jobs. Demotivators are draining the life out of employees everywhere, undermining morale and wasting the most valuable resource we have – human talent and creativity. Demotivators can be a single factor or a group of factors that affect that employee’s morale and cause him to underperform. Not only do demotivators trigger negative emotions, but they also elicit negative behaviors – such as withholding effort, absenteeism, tardiness, extended breaks, criticizing management, theft, conflict, and even violence, vandalism and sabotage. First, we are going to consider â€Å"Micromanagement† as a demotivator: Employees have different needs, different expectations, and different ambitions. Following Maslow’s hierarchy of needs, the physiological, safety and belongingness are the most important needs that must be secured first to any employee. Only after his basic needs are met, will he focus on realizing his self esteem and his self actualization, thus he will go the extra mile to perform effectively in order to achieve now his growing needs for achievement and for power. Micromanagement limits the employee’s motivation and his potential growth, and also affects his morale eventually. He will feel that he‘s not getting recognition and room to grow professionally. Some managers apply the theory X type of management, being autocratic, never trusting their employees, nor delegating them: hands on, central and formal management are some examples. Any employee under these conditions will not sense a feeling of belonging to the organization, nor will he feel responsible to work effectively or to improve his performance. At the end of the day, he doesn’t see any potential to grow out of his current position, or that his efforts will be appreciated as the credit would go to his managers. â€Å"Hazy Job Profiles† is another demotivator that is very frequent in many organizations: Absence of a clear job description, absence of a realistic reachable goal, absence of a clear target, absence of performance appraisal and a regular evaluation telling an employee where he stands and what areas he needs to improve, are all classic reasons that define the hazy a nd unclear job profile that negatively affects the employee’s behavior. An employee needs to know what is expected from him, what his responsibilities are, what areas he is accountable for, his  reporting authority and who reports to him. All these are important for him to know how he will be judged and on what basis he will be evaluated and assessed. Even though some organizations do not spend enough time on setting the job profile, it is an essential part to be well prepared by the HRM to give the employee the kick he needs to evaluate and advance in his career. â€Å"Unclear expectations† represent another demotivator that must be taken into consideration. In fact, without realizing it, management often communicates wrong messages, or fails to communicate clearly what’s required of the employees. They ask them to maximize production, emphasize on quality, customer satisfaction, limit the interaction time with customers, work faster, then work safer, etc†¦ All these messages can be misleading to employees and they fail to target what is really important or to prioritize their tasks. Thus, communication is the game in everything. The result is that they lose time and energy on wrong or unneeded tasks, and they accomplish wrong results that would lead them consequently to frustration, demotivation and disinterest in the job. Let’s consider now the â€Å"Work Environment† as a demotivator: In any organization, it is highly important to check the internal environment, the external environment and the global environment. If the subject company has a poor working conditions and a not so pleasant environment, this wou ld kill the natural abilities of people to perform. Will they feel relaxed to perform? The answer is no because they will be too busy securing basic needs, again physiological and safety needs. The absence of team work means that employees will be looking to establish their own interests over those of the company. It is important to generate a healthy environment, and a positive competition among employees, the sort that would push for team work, creativity and new ideas, not job docking or demotivation. Politics causes a suffocating environment that kills the natural abilities of the people to perform. It is difficult to fight at every step and do things which you know is must for the growth of the company. A company will cease to exist when its employees favor their own interests to those of the company. Managers here are bound to integrate the employees in the discussions, and involve them to a certain extent in the decision making. Moving to the â€Å"Absence of Recognition†, we all look to achieve, we all look for power and we all want to fit in and belong whether socially or professionally. We do it in order to feel secured, satisfied  and self content. We also do it because we look forward to enhance our self-esteem and realize our self-actualization. We also do it because we expect to be rewarded for our efforts afterwards. Every employee expects something in return when he achieves outstanding results. The reward can either be monetary, a reward system, or anything positive. Not receiving any recognition for something that we really worked hard on can be, and will be frustrating. Sometimes, an employee would appreciate a â€Å"thank you† or â€Å"well done† or â€Å"good job† from his superiors in front of a group of a few people. This will mean a lot to him and will boost his morale and entice him to maintain his performance or push it a little further. Some companies just fail to realize that this is cheapest and most efficient form to keep the employees happy and motivated. â€Å"Workload† can also be considered to be a demotivator: Most companies are nowadays applying the downsizing policies to be able to reduce their costs and maintain their position in the market. It is off course a hard decision on any organization to decide to lay off some of its employees. Such a decision will not only have its toll on the employee himself, but it will also affect his health, his family, his colleagues and the company itself. As a matter of fact, the company will then have to redistribute the work on one or two other employees who will handle the relative tasks in addition to their current tasks. The result is too much work to complete with so little time, which leaves no possibility for the employee to explore his natural abilities, or to learn new skills. He will no longer be motivated to work, nor will he focus on achieving high results or performing effectively, as all he will care about now is how to finish the workload on time, and how he will cope with the extra work. Now, how can the â€Å"Salary† be a demotivator? A job should provide the minimum expected income to lead a normal life and be able to answer the important needs of a human being to live in dignity and live decently. This is the most prevalent reason but sometimes it seems that no one is happy with what they get. If the employee’s salary levels within and outside the company is not at par and good performance is not adequately compensated, the employee will first not be motivated to work, no more then he will be motivated to perform his tasks correctly and effectively. Thus, overall performa nce is affected. â€Å"Organizational Culture† may also demotivate employees. Employees look to fit the organizational culture and to be in harmony with their  supervisors. Being friendly with workers, offering assistance and help, how managers treat their teams, existence of healthy competition, type of language people use, the way of doing things, etc†¦ These are some of many factors that can reflect the company’s culture and environment. If the environment is not pleasant, the employee will be demotivated. He will not be in the mood to work, nor will he communicate with his colleagues to get the job done if it requires assistance. He will not look to achieve if his relation with his supervisors is not so great, for he thinks they will get the credit, whereas he will not advance in his career. If an employee is not happy he cannot work hard, and if he dreads to go to work every day, his productivity will soon or later on drop dramatically. â€Å"Organizational Policies† represent a major issue when talking about demotivators. Each company has its own policies but sometimes they are too many for the employee to grasp. The company also has to abide by the local environment policies that include those enforced by the government. Example of policies may include but they are not restricted by: Policies for women, Special si tuations, Conduct, Etc†¦ These policies impact the life of employees and their working atmosphere, and can prove to be demotivating once they don’t take into consideration the humanitarian view. You may not weigh it much, but people who have to travel a lot or cover a big of distance to their office know the importance of this factor in their lives. Therefore, â€Å"Distance† is another demotivator. The balance of life between home and office seem to evaporate in thin air. All travel and no time for themselves demotivates them to the core. Some â€Å"Meetings† can be unproductive and can be time consuming and exhausting for employees, with no results to be seen. They see it as a waste of time and energy, and it leaves them demotivated. Moreover, â€Å"Hypocrisy† usually involves superior comments or promises, followed by contradictory behavior. Many organizations say one thing and do another – leaving employees feeling angry, frustrated and betrayed. â€Å"Change† may also pose a challenge and is an important factor to maintain as well as to achieve organizational success. Companies need to unfreeze the status quo, run changes then refreeze the situation again, and that’s a very important cycle to be respected because constant change is extremely disruptive. Sometimes it can unplanned, b adly communicated and poorly envisioned. Employees have already a lot on their back to worry still about  unnecessary and unproductive changes. Many changes leave the employees feeling down, as they have to abide by what the management decides is right for now. â€Å"Hiding Information† from employees is demotivating. It can be interpreted as mistrust or a threat when the data is not communicated, leading sometimes to incoherent and incompatible efforts that are not aligned with the management vision and plan. When we don’t involve employees in what’s happening or why a certain decision has been taken, they will not be motivated to work nor will they feel responsible or accountable for achieving the required tasks. Let’s treat the issue from the â€Å"Low Quality Standards† perspective: Poor-quality work does not only include the cost of replacement, scrap and dissatisfied customers. It also includes the terribly demotivating impact on employees. Most employees look forward to achieve a work of high quality. It makes them feel good and satisfied on a personal level. However, due to growing competition and time and costs constraints some companies are prioritizing short production goals, thus lowering the quality standards. The result is that either the customers are left dissatisfied or the employees are left demotivated because they are involved in goal setting and process improvement. Both have devastating repercussions on the company. Why not to speak a little bit about â€Å"Favoritism†? Actually, Favoring one employee over another is very common in organizations due to stereotyping or the look like me effect when managers and supervisors usually falls in. When the least favored employee gets good results, the recognition is almost absent, but if he makes the smallest mistake the punishment is tough. The opposite happens with the favored employee, and his mistakes go sometimes unnoticed and unpunished. The rest of the employees will notice and feel discrepancies, which will lead them to demotivation. slide 5 of 13 From another point of view, â€Å"The Absence of a Benefit Package† or the existence of a weak one can be demotivating for employees when they compare themselves to what other employees are being offered in different companies.slide 6 of 13 1111111slide 8 of 13 Finally, â€Å"Violence and Harassment† can demotivate employees at work. There are different types of harassments at the workplace: sexual, racial,  personal, bullying, age harassment and disabled harassment. Issues like these can threaten the safe working environment that companies strive to insure. When employees don’t feel safe, they will not perform and they will start absenting, docking the job, etc†¦ which will affect the overall organizational performance. Adding to that the fact that such issues can lead the organization to court shall any of the employees decide to file a lawsuit case? What a bad toll that would have on the organization’s reputation and rank in the society and marketplace? Motivators at Work Employee motivation is a continuing challenge at work. It doesn’t only guarantee that work is done in time but it also ensures that quality of work is not compromised. Employees want to earn reasonable salary to support themselves and their families. Money is the only inducement as for nobody works for free; no other incentive or motivational technique comes even close to it with respect to its influential value (Sara et al, 2004). It has been known as a chief source of satisfying people’s needs. It has the power to attract and retain individuals. However, it doesn’t motivate; it only activates employees to do the minimum that is required in their job descriptions. Frederick Herzberg, the Behavioral theorist who conducted studies on worker motivation in the 1950’s and developed the Motivation-Hygiene theory of worker satisfaction and dissatisfaction, concluded that hygiene factors such as salary or pay can prevent dissatisfaction, but they do not motivate employees. According to Herzberg, hygiene factors work primarily as demotivators if they are not sufficient. As for the motivators, he believed that responsibility, recognition, achievement and advancement increase satisfaction and motivate people towards a greater effort and performance. Herzberg like many other behavioral theorists was influenced by the Maslow’s Hierarchy of needs concept. The theory of Herzberg has shed the light on the importance of the intrinsic aspects of a job and their ability to motivate employees. It also generated the concept of job enrichment. He believed that removing some of the control over employees, giving them additional authority, increasing their personal responsibility and freedom in their own work and encouraging  them to take on new and more difficult tasks would enrich their job and positively motivate them. In addition, studies have shown that giving employees more responsibility and letting them feel a greater ownership in the business make th em more motivated to work harder and make the business succeed. Non-monetary incentives such as recognition can be as successful, and sometimes more successful, than monetary based plans. According to Maurer (2001) recognition is an essential factor in enhancing employee job satisfaction and work motivation which is directly associated to organizational achievement (Jun et al., 2006). This type of incentive works well with people who are intrinsically motivated. It can be achieved by simply asking employees for their opinions on specific issues or ideas. Such a criterion makes them feel that their opinion matters and is valued thus giving them an important role within the company. Recognition also includes acknowledging employees performance which in fact is really high on the list of employee needs for motivation. Managers should associate recognition in return with monetary gifts. Although employees would prefer money, but sometimes they might also appreciate praise, a verbal or a written â€Å"Thank you†. Appreciation is another form of non-monetary incentive. Even though its effectiveness isn’t stressed enough however it has a significant impact on e mployees. Employees would appreciate being involved directly with their immediate supervisors. The daily interaction builds good relationships. Discussing and sharing different points of view and ideas assist employees in getting involved thus motivated. And in return involved employees will start working beyond what is required from them in their job description and go the extra mile for the business. Furthermore the quality time spent with employees can be a huge enabler for understanding their current motivators. This relationship is the only and the most important factor in employees’ retention. Recent surveys have also found that flexible work arrangements improve employees’ motivation and retain them. In addition, having a clear staffing structure in the business with a scope for career development can expand both engagement and motivation. Likewise having a bonus or commission structure and creating a â€Å"Familial† atmosphere, in which everybody is treated fairly, can also maximize employees’ motivation and productivity. Similarly, as the p roverb says â€Å"With great power comes more responsibility†, empowering employees to take responsibility for their own  job and distributing leadership across all the levels in an organization can encourage, motivate and engage them with their tasks, especially if they can be left to work autonomously. David McClelland, like Maslow, also believed that people develop various needs throughout their life experiences. However, the only difference between McClelland’s theory and Maslow’s is that it assumed that different people have different patterns of needs. McClelland’s theory focused on the need for achievement which is the desire to do something better than it has been done before, the need for power which is the desire to control, influence, or be responsible for other people and the need for affiliation, which is the desire to maintain close and friendly personal relationships. According to McClelland, employees have all these needs to some extent but with different intensities. The relative strength of each need affects what will motivate each person. Managers through their daily interaction with employees can understand their behavior and the kind of motivation that best works. For example, employees with a strong need for achievement are more motivated by success than by money while employees with a strong need for power seek out advancement and responsibility whereas employees with a strong need for affiliation give ambition a back seat in exchange for approval and acceptance. Similarly, Vroom’s â€Å"Expectancyâ €“Valence† theory suggested that people are most motivated to seek achievable and worthy results. Meaning that, the strength of motivation is a function of the perceived value of the outcome and the perceived probability that the behavior will result in the outcome. Moreover studies have shown that making work more interesting to employees will make them give it their full attention and enthusiasm. This can be achieved by job rotation, enlargement, and enrichment. Job rotation gives employees more variety by moving from job to job and giving them the opportunity to learn new skills through cross-training. Job enlargement also assumes job variety by adding more duties to the job which in return makes it more satisfying and motivating. Job enrichment as explained by Herzberg gives employees more responsibility to make decisions and more recognition for good performance. Most of these motivation theories have one thing in common: Managers must consider individual differences while designing rewards. They should always keep in mind that what motivates one person may not motivate anot her. So they need to offer a variety of rewards and fairly distribute them to avoid  discrimination. Linking Motivation to Performance In order for us to study the implications of employees’ motivation on the organizational performance, it would be essential for us to start by defining the organizational performance and effectiveness terminology. Researchers do not agree on a specific definition for organizational performance. In fact, they look to it from different perspectives and they might adopt divergent views in defining it. Moreover, some of them have already created business models in an effort from them to explain and highlight this broad pillar concept in today’s business World. However, the grounds for defining the organizational performance and effectiveness are common among the majority of researchers. According to Mary et al, (1996), organizational performance is the ability of a company to attain its goals and objectives by the use of its resources. It is the maximum utility and efforts of the essential constituents of an organization in achieving the organizational goals and it reflects these constituents’ satisfaction in the input-output transformation process, as seen by Matthew et al, (2005). Finally, organizational performance is deemed to be â€Å"the process of locating targets and attaining them proficiently in spirited and energetic surroundings† (Constant.D, 2001). But, the breakneck challenge remains in creating such â€Å"energetic† surroundings in nowadays business environment in an attempt to reach the highest levels of motivation. Several studies conducted around the World and in different organizations assert that a positive relationship exists between the organizational performance and employees’ motivation. Thus, it becomes incontestable that when an organization tries to increase its employees’ satisfaction by motivating them, it will be increasing their performance and their effectiveness in achieving the organizational objectives set by the corporate level of management. And this is again verified by Matthew.J. et al, (2009), who consider the maximization of profits to be the fruit of a higher level of effectiveness and efficie ncy among workers in the business set, generated by satisfaction, delight and internal motivation. Many organizations, even unintentionally, found themselves enjoying a higher performance and effectiveness by increasing their employees’ degree of motivation. Many  researches were conducted in an attempt to explain the nature of the relationship between the Human Resources Management (HRM) practices and the organizational performance. In a study realized by Paul, A.K., & Anantharaman, R.N. (2003) and titled â€Å"Impact of people management practices on organizational performance†, the authors see that it is crucial for employees to be motivated, satisfied and committed in order for them to bring value and significantly contribute in the success of their organizations. Therefore, this reflects the indirect link between HRM policies and organizational performance through HRM output. On the other hand, controls (size, capital intensity, union intensity) which are all subtitles under the HRM policies section, may influence directly the organizational performance according to another study conducted by Huselid (1995). Thus, taking into consideration these studies, it is now clear that the HRM policies enjoy a duplicate relationship w ith the organizational performance (direct and indirect relationship), as they include motivation. And here, we should not forget to underline the importance of employees’ retention, one of the major Key Performance Indicators (KPIs) in the HR of every organization, in establishing the coherence of this relationship. If a company is unable to retain its internal customers (employees), then it will encounter difficulties in capitalizing on its human asset. Thus, it is important to set employees’ retention as an indispensable condition to be satisfied before discussing the implications of motivation on performance. In addition to that, it is important to shed light on the fact that organizational performance is a function of a multitude of variables that must be taken into consideration when measuring overall performance. A. Katou (2008) suggests that the performance is the big framework under which concepts such as effectiveness, efficiency, development, satisfaction, innovation and quality fall. And since these concepts are the basic components of organizational performance, thus it becomes steady that each one of them is directly related to performance. Therefore, anything that might positively affect any of these concepts might also be positively reflected on performance itself. Thus, when measuring the increase in organizational performance due to motivation, it becomes vital to take in consideration positive implication of motivation on each of these concepts. A high organizational performance might result due to a higher level of  effectiveness achieved in top management positions when setting the appropriate goals and objectives and communicating these objectives to all levels and departments within the organization. And motivation, once found among top managers, it will play a major role in increasing the effectiveness of these managers in setting the appropriate goals to reach. A motivated manager will put the interest of the whole organization as a priority and will work hard with his subordinates to achieve them. In a similar context, the Behavioral School of Management suggests that employees are more likely to express a high sense of motivation when they work with a motivated manager (Hawthorne studies). Staying within Katou’s study (2008) frame, motivation is directly related to efficiency, which constitutes the ability of firm to meet its objectives using the least amount of resources. Motivated employees are more likely to consider the costs that their organization incurs to achieve the expected goals and objectives. So, they think about squeezing the costs as a way to increase their revenues and profits, leading to a maximum efficiency and performance. Moving to the development, it is essential to say that an organization must always conduct a SWOT analysis, watching both its internal and external environment. Consequently, it must analyze any opportunity looming and try its best to make out of it the most profit it could. Thus, motivation here is essential key to performance since it leads to a proactive workforce that constantly analyzes the external environment for any opportunity, and that permanently trying to predict the future. Hence, motivation turned out to be res ponsible of the subsequent future of an organization in addition to its ulterior prosperity. Finally, adhering to Katou’s research (2008), motivation is at the root of every step forward in the innovation concept. Definitely, a demotivated workforce will soon suffer from the routine of the daily work and will never think of finding new ways in achieving the organizational objectives or manufacturing a product and so on and so forth. Thus, a huge role is attributed to motivation in this direction. And once motivation and innovation meet, a positive synergy is created among workers at all levels of management, driving the whole organization to realize and achieve high quality and standards in serving its customers, either by providing high quality products or offering high quality services in the business environment. This would definitely drive us to talk about the competitive  advantage that high quality and innovation would both create within the organization itself, leading to outperforming competitors and to the generation of core competencies that provide the organization with the power to overcome any threat imposed by the presence of any competitor. Thus, the outcome is a higher performance due essentially to motivation. In a recent study by Nicu Ioana Elena (2011), a motivated workforce will also ensure, in addition to all of the previous consequences discussed above, a better assumption of responsibilities in the organization leading to higher levels of performance. She also affirms in her study that organizations in which employees are motivated are more likely to witness small absenteeism rates, very low personnel fluctuations, a negligible Procrastination rate (Fatigue, Stress), and frivolous percentages of Sabotage and Docking among its employees, all of them associated with burnout that leads to modest levels of organizational performance. Finally, motivating employees might show to be of a certain intrinsic value to the organization itself. In fact, when an organization takes care of its employees, constantly trains and develops them and motivates them to work harder and achieve organizational goals in the most effective and efficient way, they would feel that they are treated as valuable assets in the company and they would feel the importance accorded to them by their supervisors. Thus, they will adopt a positive attitude towards the organization they work at, and this will be reflected by a better organizational reputation which may in a way or another have its own indirect implications on the organizational performance and on the way the organization is seen by competitors or other factors or players in the business environment. This point should be definitely treated in the light of the close working relationships that might unite employees from different organizations. A final point we would like to consider is the equity v/s inequity perception among employees. Usually, in the business framework, employees tend permanently to compare themselves to other employees in the same organization (Internal Equity), or in other organizations (External Equity). An employee who intuits a perception of inequity compared to one of his colleagues might face the situation with a fight, fright or flight reaction. And these reactions may increase the employees’ turn over rate, hence reducing the organizational performance. However, motivation is the only remedy in this case, reducing inequity perceptions (Internal &  External) among employees, contributing in employees’ retention and therefore increasing the overall organizational performance. Conclusion and Recommendations After we have discussed all of the factors affecting the employees’ performance in the work environment, either positively or negatively, and after having already examined the positive correlation between employees’ motivation and employee’s performance at work by showing the positive results and outcomes that may procure a motivated workforce to the organization, it becomes inarguable that focusing on employees’ motivation as a way to increase organizational behavior is vital in insuring the organization success and continuity. In fact, a lot of organizations nowadays consider enhancing the HR practices and orienting all of their HR efforts towards achieving a higher level of motivation among employees as important as any other financial or strategic business planning. Actually, employees represent the internal customers of the organizations and their importance to the organization is as equal as the importance of normal customers. Thus, they should be ta ken care of and they should be treated the same way an organization treats its customers. This issue has become a very hot topic in recent business and research studies as a considerable number of companies went out of business because of lack of motivation among employees in certain industries where motivation does really count. In addition to that, business planning has noticed a new trend, including a major consideration of employees’ motivation as a key factor leading to success. For instance, entrepreneurs are becoming more and more aware of employees’ motivation and they are including in their plans effective steps to implement in order to increase the level of motivation, even before starting the business. And this shows the relevance of such an issue in nowadays business world. Moreover, since reaching a high level of  performance in the organization is the common primary goal of the different functional departments, starting with the finance department and not ending with the marketing and sales departments, it becomes wiser to think of centering all the efforts towards increasing motivation as a way to achieve a higher level of performance, or even making it the common primary goal to reach among all of these functional departments. However, many questions can be addressed in this regard as motivation is relative to each employee and is a function of a multitude of cultural and societal variables. Therefore, it is not easy to achieve motivation among every individual element of the workforce and it is also not easy to reach perfection in realizing that task. Eventhough high motivational levels among employees might be reachable, it is almost impossible for executives in an organization to reach a level at which they can say: â€Å"Thank God our organization is blessed with a perfectly motivated workforce†. This may be witnessed due to the different human, psychological, social and cultural backgrounds of employees. Finally, another factor that may pose a challenge is the ability of the HR personnel to manage the issue between theoretical and practical discrepancies regarding motivation as nothing can be perfectly applied, and everything is subject to change due to an infinite number of reasons that deserv e further research and study. References Ali, R., & Ahmad, M. S., (2009). The Impact of Reward and Recognition Programs on Employee’s Motivation and Satisfaction: An Empirical Study. Baldoni, J., (2005). Motivation Secrets. Great Motivation Secrets of Great Leaders. http://govleaders.org/motivation_secrets.htm Beugrà ©, Constant, D., & Offodile, O. F., (2001). Managing for organizational effectiveness in sub-Saharan Africa: a culture-fit model. The International Journal of Human Resource Management, 12 (4), 535-550. Danish, R. Q., & Usman, A., (2010). Impact of Reward and Recognition on job Satisfaction and Motivation. Honold, L., (1997). A Review of the Literature on Employee Empowerment. Huselid, M.A. (1995). The impact of human resource management practices on turnover, productivity and corporate financial performance. Academy of Management Journal, 38, 635-670. Katou, A.A., & Budhwar, P.S. (2008). Human resource management systems and organisational performance: A test of a mediating model in the Greek manufacturing context. International Journal of Human Resource Management, 17, 1223-1253. Mary James, University of Cambridge. Dr Gordon Stobart †¦ 1.5 Relationship between assessment and aspects of motivation†¦ 14. 1.6 Differential †¦.. review findings and reference to current practice in the UK at the consultation †¦.. et al. ( 1996) Maslow, A. (1954) Impact of Motivation on Leadership Personality, a Journal of Socia Sciences, vol 9, pg 23-43, New York Publication Limited. Matthew, J., Grawhich, & Barber, L. K., (2009). Are you Focusing both Employees and Organizational Outcomes. Organizational Health Initiative at Saint Louis University (ohi.slu@edu), 1-5. Paul, A.K., & Anantharaman, R.N. (2003). Impact of people management practices on organisational performance. International Journal of Human Resource Management, 14, 1246-1266 Rynes, S. L., Gerhart, B., & Minette, K. A., (2004). The Importance of Pay in employee Motivation: Discrepancies between What People say and what they do.

Importance of Becoming a Learning Organisation Essay

Importance of Becoming a Learning Organisation - Essay Example â€Å"A learning company is an organization that facilitates the learning of all its members and consciously transforms itself and its context†. (Pedler et al., 1991, cited in Pedler, 1995: 21) One of the implications of his statement is that a learning organization should focus on the â€Å"continuous learning and the development of potential† (Pedler, 1995: 21) not limited in just senior management but also in all employees within the company, and in the business partners of the company such to satisfy stakeholders’ needs. Senge (1990: 3) has the similar viewpoints on the continuous process of organizational transformation, which he defines learning organization as: â€Å"where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning how to learn together.† Braham (1995) also has a similar view which organizations are responsible for ensuring that learning is not hindered and to promote lifelong learning to everyone in the organizations. Such standpoints are also supported by Dixon (1994), cited in Pedler and Aspinwall (1998: 16), that she comments a learning organization makes â€Å"Intentional use of learning processes at the individual, group and system level to continuously transform the organization in a direction that is increasingly satisfying to stakeholders.†

Orientation to Biblcal Studies Literature review

Orientation to Biblcal Studies - Literature review Example There is a sense of joy and effort hidden in finding something for ourselves. Thereby the modern academic study of scripture allows an individual a chance to engage with a religious text in a such way that one tends to develop a personal appropriation of the scripture. A systematic modern study of the scripture is pivotal because it happens to be the word of God and contains no fallacy or errors. An academic study of scripture is necessary to quintessentially realize the fact that God is there to take care of this universe and miracles can happen even today as they happened about 2000 years ago in Israel. It is really feasible to go through the scripture without understanding much of it. Even more easy it is to misinterpret the message inherent in the scripture or to interpret a word totally out of context. An academic study of the scripture helps one arrive at the actual and correct understanding of the text in it and places one’s decision to live by the word and to devote on e’s life to the study of scripture on a sound footing. A religious attending of the mass is not a sure way to receive the innate message of the scripture as there happens to be no preacher incapable of fallacy or not liable to make mistakes. Thereby a modern academic study of the scripture is a more eager and sincere way to receive the message in the scripture. ... However, to be able to accrue a firm judgment in these matters, it is imperative for a believer to personally engage in a systematic study of the scripture and to thoroughly imbibe its content. And when it comes to preachers and teachers who intend to disseminate the good news implicit in the scripture, it is a must for them to have a thorough grounding in the text, so that what they preach to others is immaculately faultless and in consonance with the true message in the scripture. Hence, the study of the scripture is an integral aspect of a believer’s life, and more so for the believers who intend to spread and convey the good news to others. In the contemporary times when it is feasible to engage in an academically sound study of the scripture, and considering the abundance of sources available on the scripture, it behoves any believer to engage in an academically systematic study of the scripture, even if it happens to be of the most basic or simple scope. A modern academi c study of the scripture helps one understand its importance and thereby encourages and motivates one to work hard in construing the message given in it. However, it goes without saying that there are also many pitfalls associated with an academic study of the scripture. One of the essential pitfalls in this context is that a scholar with ample erudition in the academic study of the scripture may lose contact with the actual spirit of the text and in self-conceitedness based on personal scholarship may end up believing the scripture to be a historical or literary text (Gooder 56). It is important to know the scripture, yet, it is even more important for a believer to know the Lord. Hence, while engaged in a systematic study of the scripture it is important for a student not

Sampling Research Paper Example | Topics and Well Written Essays - 250 words

Sampling - Research Paper Example The records from the university showed that there was a sample of 1000 alumni. The survey design will utilize control categories to obtain a representative sample from the main list. The research will list the following control categories. The sex category has a larger percentage for males. The decision was arrived at because women are fewer than men. The slightly higher percentage increased their likelihood of selection. Age categories relied on recent alumni of the university. The larger percentage of 31-35 was necessary to share experiences of those who have been in the job market based on the old training program. Other categories would include; income levels based on employment or unemployment. The last category would be educational levels assessed based on secondary, tertiary or college levels.Alumni Quota sample for alumni on new training on development program Kuwaiti bank survey aims at evaluating how banking habits differ from different ethnic groups. The researcher utilizes the systematic sampling technique in which a sample is chosen by selecting a random starting point and then picking every 5th household. The sample interval is determined from the universe that totals 200000 people. Nassipur (2004) argues that when a sample is too small, the generalizability of the findings becomes difficult. When it is too small it becomes meaningless when analyzed. Besides, when the resources and time are limited a smaller sample becomes justified. The desired sample is 1500. The sample interval shall be 133. That means every 133th household has a likelihood of selection. The population resides in a geographically ordered area where tribes live alongside each other. The sample shall be distributed according to population size per region. A triangulation of sampling quota and systematic techniques will be utilized as follows. The orderly nature of geographical distribution will increase

The firsts in your life Essay Example | Topics and Well Written Essays - 750 words

The firsts in your life - Essay Example There were a total of nine participants including me in the course. As far as the theoretical parts go they were easy. A total of seven hours of theoretical teaching lead in the culmination of an exam in which the minimum pass percentage was cent percent. That means anyone wishing to pursue skydiving further than theory was supposed to obtain a score of 100 out 100. Eventually the day arrived. In the dressing room we put on our diving overalls, parachutes, altimeters (gadget that keeps track of the altitude), helmets, gloves and goggles. Last minute reminders, tips, tricks, prayers in short there was a general buzz of excitement around; an excitement that reverberated with a tingling sensation in my spine. All the divers queued up and boarded a twin otter double engine aircraft. The aircraft taxi, takeoff, and eventual ascension to nearly 12,000 feet seemed something irrelevant compared what was coming. "Of course who can force me to jump if I don't want to" that was the thought running in mind during the time of the flight. It's odd how some silly reasoning like not wanting to disappoint your instructor could be a factor in one's resolve when death seems more than just a possibility, but it did. Finally when the plane reached approximately 12,500 feet the rear ramp was opened. In an instant my goggles smoked up, after the smoke cleared I was shocked to see the plane empty of the sky-divers. The only ones left behind were instructors and jump facilitators, all with a brooding grin on their faces. It was my moment of truth, no excuses. Those few seconds, my toes peeping over the edge of the plane, all I heard was my instructors command, "Now!", and I jumped. With the earth nearly twelv e thousand five hundred feet below, those few seconds became the defining moment of my life. (Skydiving.com) The first few seconds, I had a sense of falling, and falling fast. Those initial few seconds nearly took the life right out of me quite literally as during the first few seconds (till one is stabilized) breathing is strained. Suddenly everything became peaceful, calm, as if one was falling through emptiness into oblivion. The speed and that sense of falling were gone; replaced by what some would call weightlessness; I was floating for all I could say. Keeping an eye on the altimeter which showed nearly 6,000 feet (meaning I had dived nearly half the distance) I braced for opening the parachute. At soon as the altimeter crossed the 5,500 mark I pulled the ripcord. The parachute ballooned without any problems. The great anti-force slowed me with a jolt. The canopy flight, of course, was to take more time than the free fall. This was when I began getting a good look at my surroundings; the view was simply breath-taking. (Skydiving.com) Ever heard the word "On top of the world" I'm sure it refers to the sky-diving experience and nothing else. After taking in the scenery for a while it was time to get the bearings right for the landing. The tension mounted again as I neared the landing area, piercing the clouds. But maneuvering the chute proved to be easier than I considered it to be. Eventually I landed,

Lesson Plan Analysis Essay Example | Topics and Well Written Essays - 500 words - 1

Lesson Plan Analysis - Essay Example Instances of such instructional strategy could be further gleaned from the lesson plan because it contains actions where readings and discussions are to be made regarding feelings, which afterwards will have to be drawn by the students to make the connection with what they felt on four pieces of small paper plates. On the other hand, the instructional strategy of prime background knowledge which is likewise gleaned on the current lesson plan on feelings is a method where new information or ability is associated with what the students already have learned or have experienced. A perfect example of this is when the students will be asked to name occasions on where they have portrayed and reacted to various feelings related to a particular type of situation – like when they met somebody new or when a favorite toy was broken. By asking students relevant questions regarding prior knowledge, they will be able to relate the current topic to past circumstances that are familiar to them (Effective Instructional Strategies 2004). Last but not the least is the review for fluency and generalization instructional strategy. This technique is also present within the lesson plan since it provides students other chances to put in actual practice what they have learned. In so doing this the students are able to retain the knowledge after sometime and will be able to relate it in various circumstances (Effective Instructional Strategies 2004). To make this quite effective, the students must be required to have an intensive discussion of the subject matter, which is feelings, and should be guided appropriately on situations where such feelings apply (Effective Instructional Strategies 2004). Content specific strategies in general are detailed plans or actions on how to go about a certain lesson to enhance the learning abilities of the students and instructional techniques of the teacher. Some content specific strategies are: cognitive strategies, affective

Pre-modern and Modern Political Philosophy Essay

Pre-modern and Modern Political Philosophy - Essay Example Pre-Modern period: Locke and Hobbes Locke and Hobbes are representatives of â€Å"state of nature† political philosophy. On the one hand, â€Å"state of nature† is rather dangerous for the society. There is a lack of security for the society and in spite of the fact that people honor each other and keep their promises and the atmosphere is friendly and pleasant, violent conflicts may occur. Hobbes underlines an obligatory subjection of people to ever existent hazards and violence and no society may exist on the background of unsafe conditions for individual’s existence. Both, Locke and Hobbes underline that the evolution from the state of nature to the civil society does not disturb human nature. Moreover, they claim that when an individual transits from the nature of state to civil society he is improved for sure. Basically, their views of state of nature were different: for Locke state of nature is a peaceful place and for Hobbes it implies brutality, a place f or violence. Therefore, these phlosophers use theoretical tool of â€Å"state of nature† in two different ways: for Hobbes, â€Å"a common Power† is required for people to provide them with safety conditions for existence and avoid conditions of â€Å"Warre† (Hobbes, p. 75). ... Thus, further ideas of Hobbes about a sovereign imply that the latter is the protector of people, the supreme authority. For Locke, sovereign power should be in hands of citizens. In other words, position of Hobbes may be interpreted as relevant to the development of the States with authoritarian regime and Locke’s views are relevant to the States with democracies. Modern Period: Hegel and Marx For Hegel, history’s progression is the realization of absolute mind. In spite of the fact that this concise definition of concept of â€Å"history† was mainly criticized, it should be viewed as an objectification and abstraction of a more multifaceted definition. The main critic of Hegel’s history conceptualization was Marx. Hegel’s philosophy was considered by the latter as an â€Å"inapplicable† philosophy. Hegel’s valuable idea was about history’s progression as the progression of the Spirit from a state of a lesser to a greater freed om. Of course, materialist philosophy developed by Karl Marx contradicts with Hegel’s historical developments. While contrasting spiritual and materialistic philosophies of Marx and Hegel, it can be seen that the moving force for historical development for Marx is material production, not an individual. For Hegel, an important motive forces is mind. The main goal of the State for Hegel is its serving for the needs of people and protection of the private property. For him, the government represents the highest form of ethical life or, in other words, it regulates and corrects internal conflicts of the civil society. For Marx, the civil society is the â€Å"base† for mutual co-existence of productive

Kateryna by Taras Shevchenko Essay Example | Topics and Well Written Essays - 750 words

Kateryna by Taras Shevchenko - Essay Example The essay "Kateryna by Taras Shevchenko" explores the painting by Ukrainian artist Taras Shevchenko, Katerina. Shevchenko painted this painting during Austria, Hungary, and Russia. Austria and Hungary took over the Polish regions, Romania, and other Western territories of the Ukraine. Tsarist Russia occupied the Eastern Ukraine. Kateryna is set in a time where Ukrainians were forbidden to explore their culture through language or art. Several of Shevchenko’s paintings were done in exile. The cultural aspect of the Ukrainian dress on the woman to the peasant sitting on the ground shows the plight of the Ukrainian nature at the time. The Ukrainians were poor and conquered, but never defeated. The Russian riding a horse shows the powerfulness of the Russian soldiers and symbolizes the mighty country. This style is romanticism. The idea of throwing off aristocratic views with paintings depicting strong emotion is exemplified in Kateryna. The strong emotions of a seduced or raped w oman carrying an illegitimate child tug at most individuals’ emotions. Shevchenko wanted to cause outrage and anger against the occupying soldiers of Russia and the Tsarist government in general. The light colors also are considered a trait of the Romanticism era. Kateryna has a barefooted peasant girl in the forefront with a beggar at her feet. A dark animal jumps a little to her left. In the background is a large tree to the right. A windmill was placed in the top left corner. Between the windmill and girl is a Russian soldier.

Analysis of Interpersonal Relationship Development Essay

Analysis of Interpersonal Relationship Development - Essay Example to know each other, through first â€Å"forming an impression of each other, based on the outward look or perceived character†, and gaining interest in them (Beebe, Susan and Mark, 292) Acquaintance: It was the next stage after the pre-interaction, where we â€Å"began to form a connection.† It entailed approaching my partner, passing greetings and enquiring basic information like names (292). Exploration: This is the next stage we went through, where we started â€Å"disclosing self information and taking more interests in engaging each other, at a more personal level† (Beebe, Susan and Mark, 292). Intimacy: The state at which the relationship â€Å"blossomed to intimacy and communication became more personalized, where we talked about anything and everything.† It was marked by indulgence in intimate activities (Beebe, Susan and Mark, 293). Turning point: The relationship then reached a casual turning point, which is â€Å"the event that moves the partners apart† (293), when I realized that my partner had lied to me about status, claiming to have been single, yet there already was a previous engagement. The relationship started at the awareness stage where we noticed each other and formed an impression based on the physical outlook. This was followed by the acquaintance stage where we embarked on knowing each other more personally. Then followed the exploration stage, where we self-disclosed information to each other, and then jumped to the intensification and intimacy stages, both of which occurred simultaneously and the intimacy stage overshadowed the intensification stage through personalized communication and discussing anything and everything. The relationship then entered the stagnation stage, after realizing that my partner had lied to me, and eventually separation occurred, where the personal interaction was terminated completely. Interpersonal relationships are formed through a process that entails different stages, where one stage leads to the other.

Reason People Attend College or University Essay Example for Free

Reason People Attend College or University Essay Why do you think people attend college or university? Use specific reasons examples People attend college or University to become skilled or educated person. College/ university is a platform where we can learn anything effectively such as we can improve our knowledge, we can know about different career lines and we can get knowledge about any career line and college or university provide very friendly environment through which we experience How to behave with friends and How to do team work? First reason: People attend college or university to improve their knowledge. They can get knowledge about particular subject from their skilled teachers. During class /lecture session, their knowledge is increased because everyone has its own way of perception, if someone have doubt on any topic, then teacher will provide solution for that problem. In this way, rest of students get chance to think about topic in different ways. They can share their knowledge with their friends and they can also do group discussion about difficult topics with their friends. Second reason: They can opt different profession according to their wish and then they can join particular course which is relevant to their career. So that they can become efficient in their career line because they have sufficient time to do practical and to improve their skills effectively. Or they can learn from their mistakes while studying. So that they would never repeat mistakes in their professional life. Third reason: During college or University , Students experience many different phases of life. During studying, Students make project with 4 or 5 team members and they play games or sports in team, in this way, they learn How to do work in team ? and How to co-operate with team members. This thing helps them when they are in profession life. Students also learn to work in different situation for example sometime Students do work with their teachers, while working with teachers they learn to behave with seniors. At last, I want to say that everyone must attend college/ university because college/university is a heaven for students or you can say that this is a place which make their life great. Reasons for Attending College or University Summary: People attend college or university for many different reasons, such as new experiences, career preparation, and increased knowledge. Many people attend colleges and universities all over the world to study and conduct research. What are their expectations of the academic experience? In my opinion, people involved in collegiate programs have two main purposes: to gain the experiences and certificates that prepare them for future careers and to increase their knowledge about different aspects of life. Many people desire stable careers that deeply affect their lives. Therefore, good preparation for a future career is a necessity. To maintain and promote your position at a company, especially in certain kinds of jobs, you must have the knowledge and experiences that come from attending a college or university. The skills, spirit, and confidence you gain from studying help equip you for your work. Moreover, it is easier to find a good job when you have qualified certificates. Many well-educated people can carry out their tasks smoothly and methodically with more economization of time and strength than people who manage their work by learning from their failures. Another advantage of attending a college or university is the relationships you build with other people. These relationships help you improve yourself. In a collegiate environment, you learn how to work in groups and how to cooperate with your partners. You also learn to achieve mutual understanding, an essential and useful skill in your future work. The second reason for attending a college or university, increasing knowledge about many aspects of life, might seem a little impractical, but it is, in fact, very practical. Some people have the misconception that studying in college provides them only with knowledge relating directly to their major and that getting certificates is the most important purpose of attending college. With those goals in mind, they often neglect subjects that dont seem to be applicable to their work. However, knowledge from college is not just useful for your job; it also is useful for many other things in life. For example, people with basic knowledge about literature, history, art, psychology, etc. might enjoy their lives more than unlearned people. They also might overcome difficulties and stress more easily, as well as have an acceptable and   optimistic attitude toward obstacles and failures in their lives. Furthermore, cultivated people might treat others in their communities with more regard. Nothing you study in college is useless, and increasing knowledge is as important as getting certificates. The more knowledge you have, the more poetic your life is. Generally speaking, its always necessary to have a good education. In addition to obtaining the appropriate certificates, attending a college or university gives you a great opportunity to learn about many different things on both macroscopic and microscopic levels. While the specific reasons people attend colleges and universities might differ, the fundamental purposes are the same: they want to obtain the necessary training and education for their future careers and they want to learn about a variety of different subjects that will apply to their lives outside their future careers. Therefore, everyone who chooses to attend a college or university should always strive to reach their goals and aspirations. People attend college or university for many different reasons (for example, new experiences, career preparation, and increased knowledge). Why do you think people attend college or university? Use specific reasons and examples to support your answer. Essay: Some people say attending college is an indispensable way to find a job. Actually, I think most of people going to college are not just for a future job. First of all, I think everyone who attends a college will make some good friends. In fact, some people claim the best friends of their entire life are met in the college. Friends in college have more opportunities to spend time together finishing their paper in the library, doing sports, having classes, etc. Consequently, they will get a deep understanding with each other and last a long-term relationship. My dads several close friends are all met in college. Secondly, I think some people attend college because their curiosity for knowledge or the keen to know the truth about this world. During the studying life in college, people can learn a lot not only about those courses , but also the spirit of science , the great of humanity and the basic of this world .Colleges are the center of scholar and research , there are numerous scientists, writers, physicians, historians benefit form colleges studying. Thirdly, we are always trying to find ourselves a life-long purpose but have no idea what we really want or who we really want to be. In college , those books, lectures and courses can give us an answer. It is not just about jobs ,but peoples dream. It may encourage you to become a writer after a plenty of reading or you dream of becoming a philosopher after get familiar with Aristoteles. You may find yourself interested in chemical change or principle of universe. It is never as simple as finding a job. In college, you learn what you are really into and that will enlighten your future and life .One who knows nothing about himself will never walk out of the confusion or begin to chase his own dream. NO.2 Nowadays, education no doubt plays an important role in professional and social life. Many students attend college or university for many reasons. Although people think that universities are available for career preparation and increasing knowledge, in my opinion it is correct to say this aloud, that colleges represent a new experience on life  personally speaking, education is about learning to think, learning different ways to analyze a problem and to find a solution to resolve it. Participating in colleges and universities would be a great opportunity to have a general formation in order to be able to think clearly, critically, to have broad range of knowledge. When people at times could confront debates or situations, they would be able to know where to start to analyze and to have a solution for that. Moreover people want to attend college because they want to achieve great success in life .Pursuing a college they would be able to gain more good skills that will be helpful for their future  careers. Professionally, the conventional view is that education increases one earning potential, so college is one ticket to a high-paying job. Actuality people who want to go to a college and university often thinks about the job and the high salary they can earn in order to have a comfortable lifestyle and to provide themselves Similarly since the competition of jobs is higher and the number of job applicants are getting increased everyone should be well educated and to have e degree in order to get a good professional job. So in one way or another a college education is a requirement of many professional jobs In a social perspective , going to college and university is e new experience in life and through such live experience people become more wiser, mature and responsible . Student that attend colleges are separated from their parents and their homes Now they are forced to face another reality but this time at different rules, being alone and not having the support of their families. Through that they use to be more mature and to handle the world by themselves. Similarly, participating a college could be very useful for people because only in this way they can come across to diverse social, cultural and multi language groups. By meeting new people that are not from their hometown and further that they do not speak the same language could be e new experience that each one of them can have.

Building Services Engineering Science Construction Essay

Building Services Engineering Science Construction Essay This essay will discuss the available green and advanced renewable technology systems to be used in new built extension, the impact on Carbon footprint and effects on the thermal comfort for end users and discuses the building regulations apply. Building services system Building services engineers provide the internal environmental conditions that enable business processes to function at an optimum level while providing comfort conditions for occupants to achieve their maximum performance potential. (CIBSE, Choosing Building services). Designing a building services system is typically a great challenge for designer and the first element to consider is the client needs; this is the key to provide satisfaction and value. However clients relay on advisers to avoid spending great deal of time and effort, and its vary from client to another and use of building therefore each and every client needs should be studied carefully, clients should provide all necessary information in depth to the advisor to help him gain full understanding of what is the client business about and how the proposed project will enhance the business. Many researchers identified environmental factors provided to work force are fundamental to achieve good productivities specially in commercial or service environment, they have reported relationships between air quality and factors such as; speed and accuracy of work, sick leave, accidents and injuries and cost of product or service. Carbon footprint has become a popular name in political meetings, media and almost in all commercials advertising for heating products and services, but what is carbon footprint. A good understanding of the carbon footprint and its effect on the environment should enable designers to understand the importance of selecting the most suitable system to fit the purpose of proposed building, a definition for carbon footprint according to British Petroleum (BP/2007) the carbon footprint is the amount of carbon dioxide emitted due to your daily activities. How the selection of building system will have effect on carbon footprint? The UK has passed legislation  that introduces the worlds first long-term legally binding framework to tackle the dangers of climate change. The Climate Change Bill was introduced into Parliament on 14 November 2007 and became law on 26 November 2008. The  Carbon Plan  published in December 2011, sets out the Governments plans for achieving the emissions reductions committed to in the first four  carbon budgets,  on a pathway consistent with meeting the 2050 target. This publication brings together the Governments strategy to curb greenhouse gas emissions and deliver our climate change targets, as well as the updated version of our actions and milestones for the next five years; replacing the draft Carbon Plan published in March 2011. Buildings are responsible of using nearly 40 percent of global energy and therefore they are major emitters of Co2 and other gases, the main common types of end use in buildings are: Heating (Ventilation and air conditioning systems). Water heaters. Lighting Computers (data centres and electronic appliances). Refrigerators and all white goods. Research by Centre for Research in the Built Environment has revealed a significant amount of over- estimating in the amount of internal heat gain in UK office design. The over design in building services system can lead to over sizing plant, maintenance cost and surely increase in operating cost which leads to emitting extra carbon in to the environment, as well as the under sizing could have same if not larger effect on carbon footprint as the demand for the source (heat, lightingà ¢Ã¢â€š ¬Ã‚ ¦etc) will continue the satisfaction for the comfort not met will result in continues use of energy. Ground source heat pumps The ground source heat pump system extracts heat from the ground, where temperature will be warmer than the air in winter and cooler than the air in summer. For this reason they are more efficient than air source heat pumps, especially in the coldest weather when they are most needed. They last for many years some manufacturing companies generate for minimum of 25 years, the noise from operating very little, and minimal servicing. The most practical way of extracting this energy is through water circulating through pipes in the ground. The pipes for the ground loop are usually laid in horizontal trenches at two metres deep, but vertical boreholes are an alternative, if more expensive, way of achieving similar results where there is not enough land to lay pipes horizontally. At depths below six metres, the ground temperature does not vary much from the Mean Annual Air Temperature (around 9 °C -11 °C in the UK depending on location). At a depth below two metres, there is a large store of warmth that can be tapped for heating in the winter. However, this temperature will drop quickly where a heat pump is extracting a lot of heat from a small ground loop it is therefore very important that the size of the ground loop matches the heating load of the building. Advantages of Ground Source Heat Pumps Heat pumps save money. Heat pumps are much cheaper to run than direct electric heating. They are cheaper to run than oil boilers and can be cheaper than running gas boilers. Because heat pumps can be fully automated they demand much less work than biomass boilers. Heat pumps save carbon emissions. Unlike burning oil, gas, LPG or biomass, a heat pump produces no carbon emissions on site (and no carbon emissions at all, if a renewable source of electricity is used to power them). Heat pumps save space. There are no fuel storage requirements. Heat pumps are safe. There is no combustion involved and no emission of potentially dangerous gases. No flues are required. Heat pumps require less maintenance than combustion based heating systems. Heat pumps can provide cooling in summer, as well as heating in winter. Disadvantages of Ground Source Heat Pumps GSHPs are more expensive to install than air source heat pumps because of the need to install a ground heat exchanger. However, this connection to the ground is what enables a GSHP to perform much more efficiently than an ASHP particularly when the external air temperature is low in winter and you most need heating. Problems arise with ground source heat pumps if the installation is poorly designed or not matched to the heating needs of the building. 1-s2.0-S0378778811004385-gr1.jpg Interseasonal Heat Transfer (IHT) The Interseasonal Heat Transfer offers sustainable energy source by using new technology observed from the site where installed, by storing the direct heat from the sun to the ground in summer and back the building in winter without using any other source of heat or burning fuel. By integrating solar thermal collected in summer to heat storage in Thermal Banks to increase the efficiency and coefficient of performance of ground source heat pumps in cold days. It works also in reverse by transferring captured cold in winter stored in Thermal Banks in the ground to the building to cool down in summer. (IHT) advantages and disadvantages Advantages Could save up to 50% of carbon emission in compare to other heat source such as gas boilers for heating. Could save up to 80% of carbon emission in compare to the use of standard air condition for cooling. Could save up to 100% of the cost in running heating system when claiming for producing renewable energy. Low maintenance. Disadvantages Cost of installation Poor installation will reduce the efficiency of the system. Solar Panels The sun provides a rich, free source of clean energy in the form of natural light and heat. It is likely to capture some of this free energy directly to exchange sunlight into electricity using solar photovoltaic (PV) panels. Solar PV systems convert light into electrical power using a thin layer of semi-conducting material, typically silicon, enclosed between a sheet of glass and a polymer resin. The variety in size from a not many square centimetres, for instance on calculators and watches to systems of hundreds of square metres made from interconnected modules that form any range. When exposed to daylight electrons in the semi-conducting material turn into energised, these electrons are then able to flow through the material producing a direct current (DC), the DC is carried through wiring to an inverter which converts the current to 240V alternating current (AC) so it can be associated to the building electricity supply. http://www.which-solar.co.uk/wp-content/themes/victoria/images/howimage.jpg Summery The new technology, the fast developing to the technology and the responsibilities on the building owners and designers encourages the use of green technology and reduce carbon footprint emitted from buildings. In the proposed office extension that faces southwest it would be recommended to use combined of two systems for electricity and heat of solar panels and Interseasonal heat transfer (IHT) to achieve a maximum reduction of carbon footprint and maintain the comfort for staff and end user. Task 2 Class room 309 according to readings on dry and wet bulb readings were as follow 17 wet 21 dry Using the Psychrometric chart the wet and dry readings met to 66% Humidity According to CIBSE (Health Issue in Building Services, TM40, 2006) publication there are no regulations on moisture however its recommendations for normal building are set to be 40% to 70% and the target for design to be 60%.