Physics And Physics Atomic Theory - 2392 Words

In chemistry and physics, atomic theory is a scientific theory of the nature of matter, which states that matter is composed of discrete units called atoms. It began as a philosophical concept in ancient Greece and entered the scientific mainstream in the early 19th century when discoveries in the field of chemistry showed that matter did indeed behave as if it were made up of atoms. The word atom comes from the Ancient Greek adjective atomos, meaning uncuttable. 19th century chemists began using the term in connection with the growing number of irreducible chemical elements. While seemingly apropos, around the turn of the 20th century, through various experiments with electromagnetism and radioactivity, physicists discovered that the†¦show more content†¦However, these ideas were founded in philosophical and theological reasoning rather than evidence and experimentation. Because of this, they could not convince everybody, so atomism was but one of a number of competing theories on the nature of matter. It was not until the 19th century that the idea was embraced and refined by scientists, as the blossoming science of chemistry produced discoveries that could easily be explained using the concept of atoms. Dalton Near the end of the 18th century, two laws about chemical reactions emerged without referring to the notion of an atomic theory. The first was the law of conservation of mass, formulated by Antoine Lavoisier in 1789, which states that the total mass in a chemical reaction remains constant . The second was the law of definite proportions. First proven by the French chemist Joseph Louis Proust in 1799, this law states that if a compound is broken down into its constituent elements, then the masses of the constituents will always have the same proportions, regardless of the quantity or source of the original substance. John Dalton studied and expanded upon this previous work and developed the law of multiple proportions: if two elements can be combined to form a number of possible compounds, then the ratios of the masses of the second element which combine with a fixed mass of the first element will be ratios of small whole numbers. For example: Proust had studied tin oxides and found that

European Imperialism in Africa Essay - 1405 Words

Europe, in the late 1800’s, was starting for a land grab in the African continent. Around 1878, most of Africa was unexplored, but by 1914, most of Africa, with the lucky exception of Liberia and Ethiopia, was carved up between European powers. There were countless motivations that spurred the European powers to carve Africa, like economical, political, and socio–cultural, and there were countless attitudes towards this expansion into Africa, some of approval and some of condemnation. Europe in this period was a world of competing countries. Britain had a global empire to lead, France had competition with Britain for wealth and so did other nations like Germany and Russia. Expansion was a goal that all nations wanted to achieve. Prince†¦show more content†¦The resolution of the German Social Democratic Party Congress also furthers the anti imperialist sentiment that existed during this time, by explaining that â€Å"Capitalist exploitation†¦ corresponds first and foremost to the greedy desire of the bourgeoisie for new opportunities to invest in its ever–increasing capital which is no longer content with exploiting the home market, and to the desire for new markets which each country tries to usurp for itself.† Being a socialist organization, this account would be biased against capitalism and thus imperialism. The quote also explains why resources were another factor in the economic expansion into Africa; the empires needed raw materia ls and resources to keep their empires going and what they didn’t find in Europe, they’d find in Africa. These economic reasons further lead the European powers to carve out pieces of Africa for themselves in search of resources this would lead to new businesses being set up in Africa, leading to a thriving economy and quick advancement of the great powers of Europe. The economic reasons were also accompanied be political reasons. Imperialism was also accompanied by jingoism. Prince Leopold urged in his conversation â€Å"to see where there are unoccupied lands†¦ where†¦ [there is] the opportunity to prove to the world that Belgians also are an imperial people capable ofShow MoreRelatedEuropean Imperialism in Africa Essays1457 Words   |  6 PagesImperialism By the late 19th and early 20th century, Europe was expanding its borders. In an attempt to grow its economy and culture, Europe’s superpowers began to search for new soil. Africa was an easy target; it wasn’t politically secure and it wasn’t modernized. In addition, it had reliable soil which would enable Europe to produce cash crops. European nations began to pour into Africa, called the Scramble for Africa. Soon, Europe took control of Africa, taking raw materials and destroyed AfricanRead MoreEuropean Imperialism in Africa Essays1518 Words   |  7 Pagescontrol of regions in Africa and set up colonies there. In the beginning, colonization caused the Africans little harm, but before long, the Europeans started to take complete control of wherever they went. The Europeans used their advanced knowledge and technology to easily maneuver through the vast African landscape and used advanced weapons to take control of the African people and their land. 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Shakur A Leader, Activist, Survivor, And A Black Woman

Assata Shakur A leader, activist, survivor, â€Å"rebel†, mother and a black woman, Assata Shakur is a woman who many may have heard about but not too many know her story or what she accomplished. In her autobiography, Shakur really gives a very descriptive perspective about what she has experienced in her life being apart of the civil rights and Black Panther movements. Throughout the Shakur’s story, she first talks about her experience after being beaten and then being transported to the hospital where New Jersey State Troopers tormented her each day she was there. Her accounts of her visit at the hospital showed that even the black woman could be treated with the same harsh treatment like the black man in society. Assata Shakur was treated like an animal; she was beaten, cuffed, spat on, and along with physical abuse she was verbally abused by law enforcement. She describes how she was manhandled at the turnpike all the way up to her days in the hospital and still treated like an animal by the police. She mentions a time that she went to jail in New Jersey and how it wasn’t anything new to see women beat up and dragged to the jailhouse, especially women of color: In that jail it was nothing to see a woman brought in all beat up. In some cases, the only charge was â€Å"resisting arrest†. A Puerto Rican sister was brought in one night. She had been so badly beaten by the police that the matron on duty didn’t want to admit her. â€Å"I don’t want her dying on my shift,† she kept

Sample Assignment on Organizational Changes written by expert

Introduction Organization works in a dynamic environment and therefore it is necessary that the anticipation of changes is done in a manner that is beneficial for the company (Beer, 1997). The case of Lion Nathan, Alcoholic Beverage Company has been discussed that has applied the measures to sustain the business growth and become competitive in the markets. The company employs a total of 7500 employees. The case study will be discussed in line to the relevant organizational strategies and the nature in which they have been implemented in Lion Nathan case. Key Forces of Organizational Change External Forces External forces are referred to as the forces that are outside the purview of the organization. These forces are demographics, changes in technology, changes in the markets, and political and social forces (Burnes, 2004). Lion Nathan employs 7500 people, in which 7000 people are across Australia and New Zealand. The company is the largest purchaser of agricultural products. The company employs more than 1800 Australians and 1400 New Zealanders. Internal Forces The work force in case of Lion Nathan showed aggressive defensive style of leaderships. The desire to avoid failures is higher in the managers and they drove the employees harder to work. In order to manage talent in a proper manner, Lion Nathan developed its talent management application. Before 2001, the company was not using any such method. Kotters Eight Step Plan Creation of Sense of Urgency For creation of the sense of Urgency there should be commitment from all ends of the spectrum. This particularly happened in Lion Nathan where the leadership in order to create a change that will have lasting impact involved each and every person in the organization to commit for the change (Stout, 2007). The core values of the company that were derived by the integrity and passion of the company were inclined with the behaviour of the individuals. Forming a Coalition The initiatives for the change were done by Bob Barbour that adopted plans and design to implement the SHRM initiatives in the organization. HR function was kept in the core and he created a formation that would add value by ensuring that people work in teams. He helped in the HR functional implementation and aligning the work of the people with the agenda of the organization. Creation of Vision for Change For the creation of the change in the organization the focus was built on the cultures and behaviour dynamic in nature. The company pin pointed the culture and behaviour through the past workshops held on the development of leaders. There was a need for the company to adopt the leadership styles that were constructive in nature (Lion Wine, n d). Communication of the Vision The next step was to create a constructive management style. The communication in regards to the leaders accountability was communicated. Leaders were made to understand the model and to adopt the same for the benefits of the company. Assessments of their leadership styles were done by the Life Styles Inventory and Organizational Cultural Inventory. Removing the Barriers The adoption of the right leadership approach and moulding the leaders through workshops was the next logical step by the organization. This was done by assessment of self reported thinking styles and perception by other people. Creation of Quick Wins The transformation in the working of the company that was achieved by talent management and transformation in leadership styles and 360 degree feedback resulted in steady growth of more than 6 percent. The expansion was also made possible into fine wines and RTD. Build on Change Realignments were made and the accountability increased. The company in order to build on the changes brought the 10 core behaviours that were imbibed in the performance management processes. Changes in Corporate Culture The company remains committed and invests in the core strategic facilities, people, and assets. Cultural Learning New leadership regime was developed by the adoption of constructive leadership styles by the leaders. The changes in the accountability and the responsibility were created. The new culture of Lion Nathan has evolved after the OCI system. This system includes the behaviour that the people feel is essential for the organization. New model includes coaching to the employees and making them more accountable. The key strengths of the company is to provide the employee chances to grow, this is done by training the employees, and identification of the talent. Another advantage of the company is the engagement of the employees and supportive behaviour of the company that ensures that the company meets the needs of the customers (Fox, 2008). The company uses technology and keeps evolving it for the betterment of the HR system. The HR systems are evaluated on the basis of metrics. This includes the cost of hiring, and tools like the customer and engagement of the employees. The edge for the company is its ability to engage the people and the customers (Lawrence, 2011). Leadership Theory Behaviourism theory gets its relevance in case of the organization under study. The behavioural theory states that the leaders are made and not born. On the basis of the practices of the company some key attributes are demonstrated. The company believes that the work of the leaders influences the motivation levels and the style of working of the employees. The company has grown in terms of the planning and implementation of the three pillar strategy created by Bob Barbour, which includes the creation of the objectives, and management of people and the processes. The company policies have been effective due to the fact that the strategies made were all for the long term business perspectives of the company. The development of the constructive style leadership has been made in Lion Nathan. The changes in the company have been effective through a series of the behaviour and cultural changing measures (Lion Sustainability Report, 2013). The challenges were given to the leaders of Lion Na than so that they develop their own constructive styles. The company believes that the leaders are important part for the culture, and therefore the HR strategies were realigned. The leaders were given coaching and lessons so that they were able to create their own styles. The approach of the company has been Behaviour * Results model. The model is pretty clear not only are the results the behaviours also accessed by the company. The rewards to the people are given not only the basis of the performances but also on the basis of the constructive approach that is required in the approach. The new culture is valuable in the sense that the people are heard in the organization that creates the viability in the organizational working (Cooke Lafferty, 2008). There has been significant impact of the leadership efforts of the company and that has been a significant experience on the company. The company is always engaging the clients and the people together and that has been the biggest adv antage of the company. The company manages the stakeholders and there interest. The success of the company can be seen from the people engagement survey. The company achieved the responses of 85% of the respondents who mentioned that the company is the global high performance company. This survey was done in the year 2013, and that made the improvement of 2% from the year 2012. The company through its leadership measures uses effective tools to engage the employees and well being of the people are ensured. This brings the group in the highly ethical company. The advantage of the company lies in the fact that they work on the basis of the authenticity and increasing authenticity in the organization. Employee Strategies to Motivate the Employees Expectancy Theory Expectancy theory measures that motivational factor of the person and the acts are determined by that motivation factor. In case of Lion Nathan, the community platform is built on the three pillars that is sociability, passions and integration of the people. The culture of the company motivates the employees to work in a better and constructive manner. The culture is measured by the honest opinions and the people communication. The more blue the company is the better it is for the culture as it supports constructive atmosphere among people. The internal and external communication channels help the people to remain engaged in the company. This motivates them to work harder and in a innovative manner. There is the policy of engagement of the employees and the stakeholders with the organization core values. This creates the bonding between the employees that creates the motivation of the employees. The company makes efforts to invest among employees. These programmes also called the lea rning spaces are beneficial for the motivation of the employees. Conclusion Lion Nathan has been innovative and engaging for the stakeholders. The plans of the company have always focused on the performance and the leadership qualities in the people. The constructive values in the people and the effective communication are beneficial for the companys growth. Both external and internal processes are catered by the company. This results in the bonding between the employees and the company that has been noted in various surveys. The company therefore has been successful in the approach of leaderships and creating leaders that are long lasting and make decision that have long lasting benefits for the company. References Cooke, R A Lafferty 2008, Culture Transformation Achievement Awards [Online] Human Synergistics International, Available from: www.hsnz.co.nz, Accessed 23 August 2014. Fox, C 2008, Chasing the froth: Lion Nathan CEO Rob Murray, Australian Financial Review Boss, pp 3841. Lawrence, A 2011, Chapter 7. In Graetz, F., Rimmer, M., Lawrence, A. Smith, A., Managing Organizational Change, Australia: John Wiley. Lion Sustainability Report 2013, Sustainability Report [Online], Available from: lionco., Accessed on 23 August 2014. Lion Wine n d, About us [Online], Available from: , Accessed on 22 August 2014. Stout, B 2007, Leadership Development Restores Lion Nathans Roar, in T+D Magazine, 61(12), pp 6870.