The Octet Rule Explanation in Chemistry

The octet rule states that elements gain or lose electrons to attain an electron configuration of the nearest noble gas. Here is an explanation of how this works and why elements follow the octet rule. The Octet Rule Noble gases have complete outer electron shells, which make them very stable. Other elements also seek stability, which governs their reactivity and bonding behavior. Halogens are one electron away from filled energy levels, so they are very reactive. Chlorine, for example, has seven electrons in its outer electron shell. Chlorine readily bonds with other elements so that it can have a filled energy level, like argon; 328.8 kJ per mole of chlorine atoms are released when chlorine acquires a single electron. In contrast, energy would be required to add a second electron to a chlorine atom. From a thermodynamic standpoint, chlorine is most likely to participate in reactions where each atom gains a single electron. The other reactions are possible but less favorable. The octet rule is an informal measure of how favorable a chemical bond is between atoms. Why Elements Follow the Octet Rule Atoms follow the octet rule because they always seek the most stable electron configuration. Following the octet rule results in completely filled s- and p- orbitals in an atoms outermost energy level. Low atomic weight elements (the first 20 elements) are most likely to adhere to the octet rule. Lewis Electron Dot Diagrams Lewis electron dot diagrams may be drawn to help account for the electrons participating in a chemical bond between elements. A Lewis diagram counts the valence electrons. Electrons shared in a covalent bond are counted twice. For the octet rule, there should be eight electrons accounted for around each atom.

The First Case Of Hiv ( Human Immunodeficiency Virus )

Scientific advances have progressed dramatically over the last century, many of which have led to global health being improved, life expectancy increasing in many countries around the world and the quality of people’s lives being enhanced. Various disease, which were once seen as life threating, now can be easily diagnosed and simply treated due to advances in medicines and technology. In the past twenty years, there have been a few scientific advances, which have stood out among the rest. The first case of HIV (Human immunodeficiency virus) was detected in the United States in 1981, and by 1983, it had been documented in South Africa. Starting with only a few cases here and there, it eventually became the largest epidemic of modern†¦show more content†¦Improving gender equality in these areas and reducing drug use and needle swapping are also seen as preventions. Treatment for HIV has improved drastically over the last 20 years. Antiretroviral drugs are medication that attack and destroy the retrovirus. In 1995, the FDA approved antiretroviral therapy (ART). This is where the patient takes two to three types of medication, as single therapy is not advised, this improves treatment as the different drugs work together to combat the virus. Haart is an antitrtrovirus therapy, which was introduced in 1996. It has shown to reduce death rate and hospital admission; it has also shown to decrease transmission of the disease. The use of haart in developing countries has shown a huge reduction in mortality and morbidity, associated with HIV, also seen to slow progression of AIDS. This is due to is lowering viral load in the patients’ blood and sexual fluids. In Antiretroviral dug used in these therapies are very important, the combination of drugs work by stopping the virus from replicating. Also the anti-retroviral medicine used, in many cases c an increase their CD4 and their T cell counts. This will leading to patients quality of life improving and allowing longevity of life. This has shown to be a huge advance help improve patients’ lives and the life expectancy of people who live with HIV/AIDS. Cancer effects millions of people around the world, it is said that 1 in 2 of people in the UK

Logic in the East and the West Free Essays

The article written by Nisbett in Chapter 7 of the book (please indicate the title of the whole book here) presents a clear idea of how logic exists differently in the East and the West. The discussion of the author presented various studies and various terms that have been used to support and weave together the different ideas. The author’s terms are worth defining for these will clarify some portions of the study. We will write a custom essay sample on Logic in the East and the West or any similar topic only for you Order Now First, there are French words included in the title and one should translate this into English terms to get a better picture of the article. Ce n’est pas logique translated to English would be â€Å"it is not logical.† Weaving it back to the title, it would then be â€Å"’It is not logical’ or ‘You’ve got a point there’?† It is quite unsaid as to why the author used the language of French for the title. Second, the Latin phrase modus ponens also deserves some attention. In English, the term modes ponens is the method of affirming (â€Å"modus ponens and modus tollens†). Third, the word atypical would also be encountered and this is defined as â€Å"not conforming to the usual type or expected pattern† (â€Å"atypical†). It means the opposite of the typical argument. Going back to the topic of logic in the east and the west, the author posed several studies conducted before to support the current hypothesis that there is a difference in the existence of logic in the two regions. A study that was cited by the author was that of Ara Norenzayan, Edward E. Smith, Beom Jun Kim, and Nisbett, the author himself, showed that the insignificant interest for the study of logic in the East may be attributed to the â€Å"distrust of decontextualization†¦as well as a distaste for making inferences on the basis of underlying abstract propositions alone† (Nisbett 168). This was not proven by only one study made by the same authors but actually two studies they did. To further support the results of the study, the authors administered survey methods to respondents who are Korean, European American, and Asian American.   In addition to this, Ara Norenzayan and Beom Jun Kim made a presumption â€Å"that East Asians would be less likely to have their beliefs moved in an unpleasant direction by pondering information that implied some desired outcomes† (Nisbett 172). To do this, they administered questionnaires to Korean and American respondents containing propositions. The result was that the Americans continued towards the negative ones and the Koreans avoided this (Nisbett 173). The author used propositions and discussed it according to the logic that may be applied to it. For example, the deductive arguments â€Å"All birds have ulnar arteries, therefore all eagles have ulnar arteries† and â€Å"All birds have ulnar arteries, therefore all penguins have ulnar arteries† which the author used to show the persuasiveness of typical and atypical arguments for the different respondents (Nisbett 168-9). It was stated by the author that there is a difference on how convinced the Koreans are to typical arguments than atypical arguments compared to the European American and Asian American. The atypical argument for the previous deductive argument is the latter for penguins are not typically seen as birds. Works Cited â€Å"atypical.† Encarta Dictionaries. DVD. Redmond, WA: Microsoft, 2006. â€Å"modus ponens and modus tollens.† Encyclopà ¦dia Britannica. 2008. Encyclopà ¦dia Britannica Online. 23 Mar. 2008   http://www.britannica.com/eb/article-9372374. Nisbett, Richard. The Geography of Thought: How Asians and Westerners Think Differently†¦and Why. New York: The Free Press, 2003. How to cite Logic in the East and the West, Essay examples

Organizational Behavior Theories and Principles

Question: Discuss about the Organizational Behavior for Theories and Principles. Answer: Introduction Organization Behavior is a very vast topic and basically comprising of the study of the behavior of the people in any organization. As it is already known that that the most important asset for any organization are their employees. It is very important for the organization to keep their employees happy and satisfied so that they can deliver as per their maximum potential. To ensure this happens, it is necessary to understand their behavior and act accordingly. It is not an easy task as there are many challenges that are associated with this. Every individual in an organization is different from each other and to manage all of them at once with same rules and guidelines is taxing for the management of any organization. It is very important for any organization that their employees work as a team and deliver (Arvey, 2016). Organization Behavior deals with the study and analysis of behavior of the employees in any organizational environment. It is basically the study of the linkage betw een the organizational setup and related human behavior. The employees send most of their time in the organization, hence they need to have a friendly and vibrant environment for work otherwise it will be a very monotonous and boring schedule. For this, every organization should take steps and help the employees to always remain motivated. Background of the Organization The organization selected for this assignment is Barclays Shared Services which is located in Noida, India. It is ones of the subsidiaries of the Barclays bank PLC which is headquartered in UK. It is considered as one of the largest firm in UK comprising of more than 12k employees in various sectors like technology, banking, and shared services operations. BSS is basically responsible for providing support to the operations throughout Barclays. The main services of BSS consists of providing and ensuring seamless, sustainable and scalable operations. They also ensure that the services are delivered in a controlled environment (Langeberg, 2015). This is done by maintaining proper governance and complying the rules and policies of the company. They also facilitate process design and re-engineering services. BSS has its centers in various cities in India like Chennai, Noida, Mumbai, etc. It is also located in South Africa. BSS was born in India in the year 2007. From the beginning, the c ompany has evolved and have grown to a large extent. It now have more than 9K employees. In South Africa as well, it has grown enormously since 2012 and it already have around 4k employees. Problems faced in Organizations One such problem that Barclays have been experiencing from over decades now and have never been able to overcome with numerous efforts is motivation about employees which is leading to fear of failure and lack of trust in management. This is extremely affecting on Emotions and Moods and satisfaction on job. There are many problems that are being faced by the employers in any organization. These problems comprise of employees leaving the organization, low motivation for work, dissatisfied with the working environment, disputes with the managers and the co-workers, customer dissatisfaction, etc. There problems which are being faced by the organization has to be handled with proper care and there has to be proper setup to deal with such problems (Coghlan, 2014). The most prominent issues out of the ones mentioned earlier is lack of motivation to perform better. Motivation issues can occur at any level of the organization whether it is shop floor labors or the line managers. These issues of motivation occur due to many reasons like lack of adequate tools to achieve the goals, lack of proper support from the team members, lack of employees recognition for good work, no perks for the employees, etc. All these issues require utmost attention and has to be dealt with proper care (Schunk, 2012). Reasons behind these issues in any organization There are many root cause behind such issues. Some of them comprises of mainly not providing the employees with what they expect from the organization and their managers. In BSS also, it is often found that the employees are not satisfied with the hike they are offered or they are not properly recognized for their good work in the organization (Robbins, 2015). Different reasons for such dissatisfaction can be classified in different categories. Some of them can be discussed as below: Expectation not correctly setup: The employers do not setup the right expectation to the employees and then there is a gap between what is expected and what is delivered. Its very important for any manager to first setup defined goals, guidelines and tasks for the employees so that they should have proper knowledge as to what is expected out of them. In Barclays, this is one problem which is faced by some of the employees. Lack of proper Rewards, Recognition, and Bonus to the employees: This is one of the most important factor for the employees where they are not provided with proper recognition for the work they have done. Recognition has many forms ranging from verbal recognition in front of the co-workers or a certificate for the same (Scandura, 2016). This is also reflect somewhere as a financial gain for the employees for their better services. No proper groups, circle: It is very important for the people in any team to gel among themselves and create a friendly working environment. This can be done by ensuring they the company have proper team building activities, they should provide a setup where team members can easily approach each other and create a healthy working environment. Places where such setup is missing create problems and people do not work properly in teams. This is also a problem in BSS at times. Impact on the organization Many factors like capital, human resources and environmental facte capital, human resource and environmental factors influence performance of ors influence performance of organizations. The absence of the solution to the above problem has always been a matter of concern for the management. Due to low motivation there is hardly any interdependency between members of the same team. As a result, a conflict of interests rises between different team members which regarding multiple aspects, which eventually hurts the team as a whole (Czaplewski, 2016). The company has to suffer client dissatisfaction, work not getting competed within deadlines, low energy among employees and a dull working environment in the organization. There have been times when multiple members of the same team takes a leave which further affects the abandon rate of the calls coming in, thus, resulting in loss for the company. With a high attrition rate, there has always been a shortage of head count for occupying the available seats. This forces the organization to offer over time to existing employees to meet the business requirement (Benesch, 2014). Challenges to management The work force management has to be on the toes to ensure every minute and seconds are utilized appropriately, which leads to extra pressure for everyone, from the call center executive to the process manager as they have to be accountable for any type of delay. To add cherry to the ice cake, since employees are hardly motivated, they develop a lax attitude and act unprofessionally while dealing with the clients, internally and externally, thus resulting in low quality of service. This increases workload for the quality department and extra cost on new projects (Weick, 2016). One of the challenge that favors against the organizations strategy in terms of motivation is output. The success for any organization is measures by the output is it producing within specified timelines. It is a big challenge for them to increase productivity as this will affect the motivation and expectations from the employees. Proposed Solution and theories Motivation to Employees: There are different theories for keeping the employees motivated and what are the factors on which the motivation for any individual depends. These different theories are Maslows hierarchy theory for needs, Vroom expectancy theory, McGregors theory X and Y (Beck, 2003). These theories are helping in providing insight to the employees as to how they can keep their employees motivated for BSS. Let us understand each of the theories as below: Maslows hierarchy of needs: Maslow has very well explained how employees have different needs and how these needs can be classified in the form of a hierarchy. These needs are divided into different levels of this hierarchy. Same applies to BSS, different employees of BSS have different needs. These needs are: Psychological needs: These are the first level of needs where the employees are having the basic need of food, water, sanity, etc. Then when these needs are satisfied, next level of needs are the safety needs (Locke, 1986). These needs comprise of the need where employees demand their security after their psychological needs are satisfied. Especially for women, company provide special security facilities. Then next we have the esteem needs, like when the employees need recognition for the work they do. After the psychological and safety needs are fulfilled, they have the need to satisfy the esteem needs. As shown in the figure the next level of needs are the cognitive needs as to understand and explore in the organization. Next level of needs are the aesthetic needs where they have needs to look beautiful, order, symmetry, etc. The last one is the self-actualization needs where the employees do not care anymore about money, safety, etc. As these needs are already fulfilled, now the n eeds of the employees are self-fulfilment and realize ones potential. Vroom expectance theory: This theory is defined as the motivation theory where behaviour of the employee is based on their motivation levels. This model is basically comprising of Valence, expectancy and instrumentality. Valence is the recognition and reward which is provided to the employees in return of the work they have done. Expectancy is basically defined as the efforts any employee put in in return to the expectation that they will get in return for the work they do. Instrumentally on the other hand, employees confidence to get any reward. These theories can be used to keep the employees motivated based on Maslows hierarchy needs and Vrooms expectancy theory. Strong leadership and following Supportive model. This means providing employees freedom to work according to their comfort till the time the deliverables of the company are not affected. They should have a proper guidance and strong leadership. This is what is expected as BSS as well where the leaders should always motivate the employees to perform better and work according to their preferences. Their consent should be taken while making any decisions of the organization and they should feel that they are an important asset to the organization. There are different aspects where freedom can be given to the employees like Job rotation, flexible working hours, and work from home facility, etc. Implementation Programs: There are different processes which can be used for implementation of the recommendations: Training of the employees: it is very important to provide training to the employees on different new technologies so that the employees always get to learn new things and be competitive. Job Design: every job should be properly described and the expectation from the employees should be properly set. Rewards/recognition: Timely and periodically proper rewards should be provided to the employees which will require a robust performance management system. BSS has a proper performance management system and this should also result in providing bonuses, perks, hikes when the employees perform well. Conclusion BSS is performing well till time but the employees somehow can be dealt with more care. It is very important for any company to help their employees to grow and keep them motivated to give their 100 percent efforts for achieving the goals of the organization. This can be done by following the recommendation provided in the paper. References Arvey, R. D., Li, W., Wang, N. (2016). Genetics of Attitudes and Behavior at Work. Annual Review of Organizational Psychology and Organizational Behavior, 3(1). Beck, R. C. (2003). Motivation: Theories And Principles, 4/e. Pearson Education India. Benesch, M. G., Mannock, D. A., Lewis, R. N., McElhaney, R. N. (2014). A DSC and FTIR spectroscopic study of the effects of the epimeric 4-cholesten-3-ols and 4-cholesten-3-one on the thermotropic phase behaviour and organization of dipalmitoylphosphatidylcholine bilayer membranes: Comparison with their 5-cholesten analogues.Chemistry and physics of lipids,177, 71-90 Czaplewski, A. J., Key, T. M., Van Scotter II, J. R. (2016). The Role of Positive Organizational Behavior in Building a WorldClass Service Organization. Leading The Positive Organization: Actions, Tools, and Processes, 58. Langeberg, L. K., Scott, J. D. (2015). Signalling scaffolds and local organization of cellular behaviour.Nature Reviews Molecular Cell Biology,16(4), 232-244. Coghlan, D., Brannick, T. (2014).Doing action research in your own organization. Sage. Locke, E. A., Henne, D. (1986). Work motivation theories. International review of industrial and organizational psychology, 1, 1-35. Robbins, S. P., Judge, T. A. (2015). Perilaku Organisasi Edisi 16. Schunk, D. H., Meece, J. R., Pintrich, P. R. (2012). Motivation in education: Theory, research, and applications. Pearson Higher Ed. Scandura, T. A. (2016). Essentials of organizational behavior: An evidence-based approach. SAGE Publications. Weick, K. E. (2016). Perspective Construction in Organizational Behavior. Annual Review of Organizational Psychology and Organizational Behavior, 4(1).