Modern Music :: essays research papers

Music has been around for a large number of years. The stone age man had initially begun some sort of sounds in which fan out into the music that we tune in to today. This ancient music was begun by the mountain men with the end goal for them to communicate, and the other people who listened were influenced similarly that individuals are influenced by music today. For instance, on the off chance that somebody is vexed they will tune in to something that will show signs of improvement state of mind, maybe something smooth or delicate. On the off chance that they are upbeat, they will tune in to something that is increasingly vivacious, etc. After I talked with four individuals - loved ones - I discovered what kind of music they tuned in to when they are vexed, irate, or quiet. Music contacts people’s spirits, and gets the best or most noticeably terrible out of them. My companion Kyle stated, â€Å"When I am feeling awful I tune in to fundamentally rap since it gets me advertised up to where I need to move. Rap lets me show signs of improvement mind-set where I can overlook the issue or what I was frantic at before.† He proceeds, â€Å"No other music influences me as much as rap does in light of the fact that rappers put all that they have into their tunes, however that is just my opinion.† Kyle has tuned in to rap since he was 13, and he really got me intrigued into it. I never loved rap until I began to spend time with him, and I am presently beginning to appreciate it as a result of its’ decent variety that is associated with making the music. Every rapper has their own rendition of the world, and they express it through their music. - 2- Not all rap music is acceptable as per a Texas widow, who documented a claim against Tupac Shakur. Her significant other, a Texas state trooper, was supposedly shot to death by a man who took a vehicle. In the man’s vehicle a Tupac tape was found in the tape player, and Tupac’s music was supposedly to fault (Damean). A few people will in general pay attention to music as well, and wind up committing errors, and they need to endure the results like that Texas man. Those individuals, who pay attention to the music as well, are not steady, and the music draws out the most exceedingly awful of them. Then again, individuals like Kyle have no issue with a portion of the verses that a few rappers consolidate into their music, and end living joyfully with society.

Duty of care Essay

1.1+1.2 Now and then people might need to accomplish something which could be a hazard to their wellbeing and security. Being a staff part implies having an obligation of care to that individual, it incorporates doing everything conceivable to protect them, yet additionally having an obligation to regard the people rights and decision, along these lines there is an issue. It may be the case that the individual no longer wishes to utilize their strolling outline, however their consideration plan expresses that they need it to move here and there and as an individual from staff, their duty is to guarantee and support the utilization of the strolling outline for the person. In this situation a hazard appraisal could be done to guarantee that it is overseen as securely as could reasonably be expected. The dangers would should be disclosed that are included to the individual and ensure they comprehend. The staff could go to a trade off, to utilize a stick for some time rather, to perceive how the y oversaw, at that point screen the circumstance. This ought to be reported including any hazard evaluation did. On the off chance that the individual despite everything demands strolling independent they should sign to state they know about the dangers in question. Another situation could be that an individual will not take their drug. Help them to remember why they take the prescription and its advantages and again educate them concerning the dangers associated with not taking their medicine. On the off chance that they despite everything reject, guarantee this is noted on their medicine record and revealed so others know whether an issue happens. In the event that the individual demands accomplishing something which is hazardous or unsafe that is their decision it must be regarded as its their right, however there is an obligation of care to maintain and everything must be done to protect them for their people rights. Clashes could emerge between staff to staff. One staff part may feel that there is an issue. A case of this is an individual from staff may think a kid is a moderate designer, and may require extra help to support them, for example, with their relational abilities. Another staff part may feel that there is no issue the kid is simply creating at their own pace and that it is ordinary. Everyone has singular rights, they have rights against the obligation of care in this manner kids and guardians reserve the option to protection, yet it is the staffs obligation of care to shield, subsequently any worries that may emerge about maltreatment would supersede their security, as the obligation of care is a lot more grounded. This has the predicament of making guardian feel that the staff has taken the obligation of care excessively far, as the obligation of care has been abrogated their entitlement to security, their correct despite everything exists to just realizes that need to no. It is significant that issues are brought up in such manner that shows worry for a youngster, and not censuring a parent/carer. In the event that a conversation needs to occur, it should be the place the staff and parent are separated from everyone else to remain privacy with an unmistakable spotlight on the childs eventual benefits. 2.3 There are numerous associations that are set up to get extra help and exhortation about clashes and problems. Learning support is one of these, having learning support in the setting for youngsters with learning troubles can be an extraordinary assistance, be that as it may if the kid wouldn't like to look for the assistance, the staff can just prompt them, not drive them, anyway having them in the setting the kid would then realize they can look for help from them when required. Discourse and social specialists are another extra help for those with discourse debilitations and conduct issues, these can come in the assist kids with imparting and feel a piece of the setting, and not feel Ëœdifferent from others around them. The setting can look for exhortation from kid assurance, as though there is a stress over a kid, the chief can get in touch with them for guidance on what to do and if the worry is a genuine issue that should be dealt with quickly or not. 3.1+3.2 On the off chance that a parent/watchman has an issue to bring up that includes their kid or any angle inside the nursery, they should report this to the director of their childs room when the issue happens. All exertion is put it to understand issues that are brought up in the setting, protests can be composed or verbal, composed objections are typically answered inside a quarter of a year. There is a structure which the issues will be managed inside. An issue identifying with a kid might be talked about between the parent and childs key individual or their room administrator. On the off chance that a grumbling is stayed unsolved, the issue will be brought up by the childcare administrations director with the suitable power and the parent will be kept educated on the advancement at each phase of the system. In the event that a parent shows up in the setting with an objection the professional ought to set up if this is something they can manage actually. On the off chance that it is, they can manage it there and afterward or make an arrangement to see the parent on the off chance that they are at present in any case involved. In the event that it is an issue that should be managed by a progressively senior individual from staff then the parent can be alluded toward that path. At the point when an objection emerges, the setting should figure out how to keep this from happening again and discover answers for beat the circumstance. When managing grumblings the staff part ought to consistently stay courteous and see the guardians perspective. They should assume liability for what has happened by understanding and assuming responsibility for the circumstance. Notes could be brought down for updates what grievances have been gotten previously and these documentations be kept in a safe spot, the protests that are produced using a parent ought to be kept private in regards to in the event that it is to do with their youngster or the setting itself.

How To Master The Emotional Change Curve

How To Master The Emotional Change Curve THE CHANGE CURVEThe Emotional Change Curve, or simply known as the Change Curve, is a model that is employed in business and change management, primarily as a tool to understand the various stages of organizational change and personal transition of individuals that are affected by change.It did not start out that way, though. When Elizabeth Kubler-Ross, a psychiatrist, first developed the Change Curve in 1969, its purpose was to understand what people go through when dealing with grief and bereavement. More specifically, it was originally used to find out how people handle the news that they have a terminal illness.Over the years, the Change Curve has evolved and undergone many variations, until it now became one of the most powerful models used in business management. It is now seen as an effective tool in accelerating change and increasing the rate of success of these changes.Business owners see the advantages of being able to predict how their people, or the members of the organiz ation, react to changes as they take place. This will then enable them to implement measures that will help them through their respective personal transitions, providing them the aid and support that they require during the transition period and even beyond that.It is a fact that one of the biggest assets of every business is its manpower. Productivity, efficiency, and effectiveness start from the workforce; without them, any business’ goal of growth and profitability will not be achieved.Let us take a brief look at the Change Curve by listing down the 4 stages that people go through while they are adjusting to change.Stage 1: Status QuoThis is when the change is first introduced, and the people express their initial reactions. Usually, they will be in a state of shock or even denial. They just found out about the change, and the impact has not yet fully sank in. Once it does, the tendency is for them to react negatively, resisting to the change.Stage 2: Disruption“The change is real.” It is, indeed, going to happen. Fear will start crowding in, along with anger. ‘What ifs’ will start flooding the minds of the members of the organization. They will also start becoming vocal or demonstrative in showing their anger and their fear, and this is often in the form of protests, which are disruptive and can potentially cause more harm to the company.Stage 3: ExplorationIf the people want to move on, instead of remaining stuck in stage 2, some open-mindedness is called for. All the negative feelings and thoughts in stage 2 will have to be transformed into optimism, which will then make way for acceptance of the changes. This means that they are more open to testing and exploring the implications of those changes, so they will be able to figure out how to adapt to them.Stage 4: RebuildingThe people will now embrace the changes, fully imbibing them and applying them in their functions.When the workforce has reached the last stage, the organization will then be able to start reaping the benefits of the changes it has implemented.HOW TO MASTER THE EMOTIONAL CHANGE CURVE Change is constant; it is something that cannot be avoided or even prevented. What can be done, however, is to manage it or, better yet, to master it. In business, organizations have to deal with different types of changes all the time. It is already inherent in the business process that things are not going to stay the same. Both internal and external factors will be at work to bring about these changes, which the organization has to adapt to.When we speak of change taking place in an organization, we are likely to think about changes in the organizational structure, the systems and process, as well as in the external forces that the company deals with on a regular basis. What many tend to overlook, though, is how the members of the organization deal with such changes. How do they go about the transition? Do they accept the changes willingly, or are they resistant to it? There is a need to answer these questions, and we can find those answers by using the Change Curve. © 1969 by Elisabeth Kubler-Ross; copyright renewed © 1997 by Elisabeth Kubler-RossIn this article, I will explore 1) the change curve and 2) how to master the emotional change curve.THE CHANGE CURVEThe Emotional Change Curve, or simply known as the Change Curve, is a model that is employed in business and change management, primarily as a tool to understand the various stages of organizational change and personal transition of individuals that are affected by change.It did not start out that way, though. When Elizabeth Kubler-Ross, a psychiatrist, first developed the Change Curve in 1969, its purpose was to understand what people go through when dealing with grief and bereavement. More specifically, it was originally used to find out how people handle the news that they have a terminal illness.Over the years, the Change Curve has evolved and undergone many variations, until it now became one of the most powerful models used in business management. It is now seen as an effective too l in accelerating change and increasing the rate of success of these changes.Business owners see the advantages of being able to predict how their people, or the members of the organization, react to changes as they take place. This will then enable them to implement measures that will help them through their respective personal transitions, providing them the aid and support that they require during the transition period and even beyond that.It is a fact that one of the biggest assets of every business is its manpower. Productivity, efficiency, and effectiveness start from the workforce; without them, any business’ goal of growth and profitability will not be achieved.Let us take a brief look at the Change Curve by listing down the 4 stages that people go through while they are adjusting to change.Stage 1: Status QuoThis is when the change is first introduced, and the people express their initial reactions. Usually, they will be in a state of shock or even denial. They just found out about the change, and the impact has not yet fully sank in. Once it does, the tendency is for them to react negatively, resisting to the change.Stage 2: Disruption“The change is real.” It is, indeed, going to happen. Fear will start crowding in, along with anger. ‘What ifs’ will start flooding the minds of the members of the organization. They will also start becoming vocal or demonstrative in showing their anger and their fear, and this is often in the form of protests, which are disruptive and can potentially cause more harm to the company.Stage 3: ExplorationIf the people want to move on, instead of remaining stuck in stage 2, some open-mindedness is called for. All the negative feelings and thoughts in stage 2 will have to be transformed into optimism, which will then make way for acceptance of the changes. This means that they are more open to testing and exploring the implications of those changes, so they will be able to figure out how to adapt to them.Stage 4: R ebuildingThe people will now embrace the changes, fully imbibing them and applying them in their functions.When the workforce has reached the last stage, the organization will then be able to start reaping the benefits of the changes it has implemented.HOW TO MASTER THE EMOTIONAL CHANGE CURVEMany business owners are likely to say that understanding their people and their reactions toward change is easier said than done. Yes, it is tough, but it is not impossible. You can manage the Change Curve and eventually master it. Here are some ways to accomplish that.The first and very important step in mastering the Change Curve, is to understand it, especially the stages. You, as the business owner or project manager, must be aware of the typical reactions and responses during the different stages of the curve so you will know how to react to them accordingly.Managing Stage 1In this stage, the key word is communication. More often than not, the state of shock and denial that they are experi encing are caused by:Lack of information about the changes;A general fear of the unknown;An accompanying fear of appearing inept, stupid or uninformed.These can be mitigated through proper communication. The fear of the unknown is an almost natural reaction, and can be alleviated when they are able to communicate or interact with the proponents of that “unknown”.Acknowledge the fact that people resist change for a reason.When faced with resistance or refusal to accept changes from your people, it would be wrong to easily dismiss their opinions as brought on by awkwardness or bull-headedness. Put yourself in their position. It is possible that you can only see the positive benefits of those changes to the organization, but not the effects on your people personally.Your people are bound to ask you the “what’s in it for me?” question, and rightly so. This is the primary issue that you will have to contend with. Delve deeper into their thoughts. Why are they afraid? Why do the y feel threatened?Conduct information dissemination activities.Assuming that the organization already has platforms for sharing information, such as bulletin boards, company newsletters and publications, and documentation mechanism that goes all the way to the lower levels. Many organizations now also utilize the internet, especially if they have a working intranet in place.What information should you offer or communicate? Start with that the change is and what its potential effects are â€" to the organization as a whole and to the individual members. Provide as much details as you have to, focusing on the key points. Do not forget to include the reasons for the change. What are your objectives in enforcing the change, and what are you hoping to achieve with them?Communicate with members of the organization.This is actually the best thing that you can do in order to manage the Curve, particularly during the first stage.Top management, or whoever is proposing the change, should prese nt itself as accessible to everyone. They must be a source of reassurance and a ready and steady source of support. When there are questions, they must be on hand with ready answers. In fact, it would be best to maximize face-to-face communication.Pace your communication.If you are not careful, you might overwhelm your employees with too much information in a short amount of time. Communicate with them regularly, but pace it well, so that they will not feel like they are being bombarded with information. Being overwhelmed will only confuse them and make them react even more negatively.Managing Stage 2This stage is deemed to be the most critical stage. This is where anxieties, doubts, anger and even depression surface. Morale is going to be low, and you can expect a dip in the performance and productivity of the organization.Organizations often expend the most effort and energy in keeping things under control during stage 2. Failure to handle this stage properly pretty much means fai lure of the entire implementation of change.Plan and be prepared. From what you have gleaned during stage 1, you should now start making plans accordingly. Adopt an anticipative attitude, preparing answers and proposing actions that can be done once your people present their objections and the reason behind them.Come up with alternatives and present them. Seeing things from the point of view of the employees will then prompt you to come up with possible alternative solutions. You must be able to present solutions that will mitigate or solve the problems that they are likely to encounter due to the changes you are putting into place.Again, maintain open lines of communication at all times. Employees should always feel that they can reach the top management at all times. This will give them a boost of confidence and will also pave the way towards convincing them to accept the changes.Be observant.  As stage 2 is the most dangerous stage, it might not be a good idea to be very proactiv e. Most organizations take to simply sitting back, listening, and watching, instead of actively going out there to persuade their team to cooperate. Playing the part of the observer will make them more prepared to respond to any unexpected event or circumstance.Do not be averse to employees seeking the companionship of their colleagues. Do not immediately assume that they are banding together to launch a protest. It is also highly possible that they are simply seeking reassurance that they are not the only ones going through the same feelings or emotions. Connecting with their peers is probably one of their best sources of support, thanks mainly to their shared experiences.Managing Stage 3Just because they are beginning to come around does not mean that your work is done. They are still getting used to the idea of the change taking place, so you’ll have to prod them along.Give them time.Do not rush them into accepting the changes. Change is not something that is easily accepted, s o it is a given that they will need some time to get used to it. But what if you are time-bound, or you only have limited line?One thing you can do is to communicate a timeline so your employees will be guided, and they will also have a sense of urgency without feeling too rushed or pressured.Be patient.This is a particularly turbulent stage, especially for your people, so you should not expect them to turn in 100% productivity. Your operations are likely to still suffer during this stage, so you just have to be patient and let the stage pass, knowing that, soon, the recovery period will begin.Again, always be on hand to provide support and assistance.They would now start to explore the possibilities, and even test the potential effects that the changes may bring to them. These support and assistance could come in the form of the following:Training and workshops. You will be hitting two birds with one stone through this method. First, you will have well-trained people, and second, t hey will be trained so as to be equipped and prepared to deal with the changes you will be implementing.Simulations. Give them a taste or a peek at the changes and what they could bring. This is a good way to allow them to learn and, eventually, grow to accept the changes.Communication is always integral in any stage of the curve.This time around, as they are becoming more enthusiastic, and optimism is on the rise, continue communicating with them in order to encourage them to embrace those changes instead of resisting them. To do this, you may present them with exciting new opportunities that may arise from the change. Think of it as that final push towards full acceptance.Provide regular progress reports and offer praise and recognition when they are called for.You do not want to lose the momentum you are gaining, so you have to keep the mood high. There is always that possibility that a buoyant mood may arise, but it will drop once again, reverting to stage 2. By ensuring that th e mood stays high, reverting to earlier stages will not happen.Managing Stage 4You’ve reached the final stage. Is your work done? Of course not.The changes have been implemented, and the people have accepted them. In fact, they have become second nature to them already. You may already have been starting to reap the benefits, watching your profits skyrocket and your business expand.But do not rest on your laurels. The Change Curve is not yet over.Monitor. Of course, you want to see whether the effects of the changes that you have foreseen are actually happening. The best way to do this is to establish a good feedback mechanism â€" possibly even more than one â€" to know the thoughts of your employees after embracing the change and executing them.Conduct activities that are aimed to repeat and reinforce the objectives and strategies you have put in place. Make sure that the employees will clearly see that the changes are still aligned with the vision of the business.Give credit whe re it is due. You are more profitable. Productivity is up, employee morale is as high as ever, and the future looks positively brilliant. It is time to celebrate and acknowledge the vital role that your people played in the success of the changes.Always maintain open lines of communication. Communication is vital in all stages. Even when you are now riding on the success of the changes, you still have to remain connected to your people.There is another thing that you have to keep in mind when dealing with change or trying to manage the emotional change curve: each person is unique, so it also follows that they will have unique reactions to change. In a group of people, you will find mixed reactions to change. Some will accept it right off the bat; others will turn it down flat at the first mention. Some will display some apprehension and will ask a lot of questions, while others will keep their doubts to themselves, stewing in silence.Your choice of activities in your effort to mana ge and master the curve will depend on the personality of these individuals and how they react to change. Do not be surprised when one method will work on one group or team, but not on the others.This is why it is important to be familiar with the members of your organization or their personalities in order for you to master the Change Curve more effectively. It will help you understand your people better, interpret their reactions more accurately, and figure out what barriers are preventing them from accepting change. It will also help you come up with solutions and recommendations on how to overcome this resistance, make them embrace the change, and start reaping the benefits of the change.

The Uprising Of Robotic Surgery Essay - 1162 Words

The Uprising of Robotic Surgery The newest surgical procedure As the years pass, technology is advancing rapidly in many different areas, particularly in medicine. Just 15 years ago, people did not have access to the medical technology available today. Patients are operated on differently and the medical field is continuously advancing to ensure the safest and fasted way to perform a surgery and decrease the recovery time that follows. In recent years, the use of robotics in surgery has grown extensively. The implementation of robotic surgery has impacted the technological advancements in medicine by providing surgery in a more advanced way such as being more accurate and precise, providing less visual cosmetic scars on the body, and being cost effective. Background Information â€Å"Robotic surgery is the use of a mechanical device to assist surgery in place of a human-being or in a human-like way† (Tang). The origin of robotic surgery has been documented back to 1985 when a robotic surgical arm called PUMA 560 was used in a neurosurgical biopsy (â€Å"History†). The surgery was successful and was minimally invasive; this leads to further advancements and replications of the surgical system. In 2000, the first robotic surgery system was approved by the FDA for general laparoscopic surgery – it was named the da Vinci surgery system (â€Å"History†). The da Vinci is used in both adult and pediatrics it the following areas for surgery: urological, general laparoscopic, GeneralShow MoreRelatedI Robot1671 Words   |  7 Pagesever-progressing. Robotics and are already infiltrating a slew of professions as computers get better at solving problems, decoding, data analysis and even driving these are jobs that on ce used to be tackled by only highly trained workers. Machines now diagnose diseases, carry out surgery, and handle lawsuits (Monaghan). Despite this, one must keep in mind that the field of robotics still has difficulty fulfilling certain functions such as pattern recognition or human reasoning. 　　　　Otherwise, robotics offersRead MoreVideo Game Industry : The Revolution1117 Words   |  5 PagesAdonis Linares-Velasquez 10/06/16 Video Game Industry: The Uprising Video games are luxury items owned by consumers of all ages. A worldwide phenomenon, video games delivered an impact towards social and technological society. The industry is flourishing, and will continue to flourish for the upcoming years. The expansion of such said luxury items comes with its set of pros and cons. Video games are an example of controversy and benefits. As many as ninety-seven percent of US kids age 12-17Read MoreHistory of Video Games Essay2103 Words   |  9 Pagescould display 128 colors. In 1978 Taito released the Space Invaders arcade game. It was so successful that the Japanese mint had to triple production of the 100 yen piece due to the amount of money being spent in the arcades. The 80’s brought the uprising of Nintendo, now the leading video game maker. Before their first major product was released, Midway Manufacturing brought about the well known arcade game Pac-man. When it was introduced, it sparked an industry of products such as Pac-man cerealRead MorePsychobiography on Nelson Mandela2020 Words   |  9 Pagesmade an order to his troops to enter Lesotho in September 1998, a move to protect the problematic government of the Prime Minister of Lesotho. This is a situation that arose after a disputed election had been conducted in the country that prompted uprisings of the opposition. He was appointed the Secretary- General of the famous Non-aligned movement in September 1998. This movement held their annual general conference in Durban. He took advantage of these events to strengthen international connections

What set the Cistercian order apart from other monastic...

The speed, extent and tenacity of Cistercian expansion was by all accounts extraordinary, and one that seemed to differ greatly from the other monastic movements of the twelfth century. Their growth from one to seven foundations, to more than three hundred in the space of fifty years was almost entirely unexpected by contemporary standards. However, when one delves into the history of the order and looks at the factors that differentiated it from other similar monastic institutions of the same period one begins to see a number of portentous factors that undoubtedly contributed to such explosive growth. Perhaps one reason for Cistercian expansion was the â€Å"Social Catholicity† of it’s appeal. This was something that differed greatly from†¦show more content†¦Benedict, and in this emphasis the Franciscans are seen as their spiritual heirs. â€Å"The severity of their internal discipline, the discouragement of learning, the plainness of ritual, the absence of relics, were all calculated to discourage visitors and..gifts of benefactors† - and it is a description such as this, that I feel best describes the intentions of the early Cistercians. It was the aim of the Cistercians to run counter to the established habits and intellectual developments of western Christendom. Another feature of the Cistercians that was certainly different to other twelfth century monastic movements was in it’s organisation and structure. In Western Society and the Church in the middle ages, Southern comments that Cistercian organisation was â€Å"one of the masterpieces of medieval planning†. He also goes on to write that the â€Å"Cistercians achieved iin one stroke the kind of organisation that every ruler would wish to have† . Essentially, in structure the Cistercian model was a sigle strong chain of authority from top to bottom. One could even comment that it was more effective than papal organisation in this period and beyond . Another interesting, and entirely unique, feature of it’s organisation was the independence and freedom of operation it was afforded. However, it was also something that garnered much jealousy from other monastic institutions of the twelfth century, in particular Cluny. Unlike the Cluniacs, the Cistercians wanted no t to be

Executive Summary for Cookie Business Free Essays

No. 06 Determining water potential of potato tuber cells: the weighing method If a plant cell is in equilibrium with an external solution of such a concentration that there is not net loss or gain of water, the water potential of the external solution will be equal to the water potential of the cell. Use of this fact can be made in estimating the water potential of a plant tissue. We will write a custom essay sample on Executive Summary for Cookie Business or any similar topic only for you Order Now Samples of tissue are immersed in a range of external solutions of different strengths. The solution that induces neither an increase nor a decrease in the volume or mass of the tissue has the same water potential as that of the cells in the tissue. The cells to be investigated in this experiment are those of the potato tuber. Changes in mass will be used as an indication of whether the cells are taking up or losing water. Procedure 1. Label six specimen tubes: distilled water, 0. 1, 0. 2, 0. 3, 0. 4, 0. 5 mol dm-3. Place approximately one third of a tube of distilled water in the first, and an equal volume of each of a series of sucrose solutions of different strengths and (molarities) in the remainder. Each tube should be firmly stoppered. 2. Using a cork borer and a razor blade, prepare six solid cylinders of potato. Each cylinder should be approximately 10mm in diameter and 12mm long. Slice up each cylinder into six discs of approximately equal thickness. Place each group of discs on a separate piece of filter paper. 3. Weigh each group of discs. (In each case weigh them on the piece of filter paper alone, and subtract the one from the other to get the mass of the discs). Record the mass of each group. 4. Put one group of discs into each of the labelled tubes and as you add each group, record its mass. Stopper the latter firmly and leave for not less than 24 hours. 5. After about 24 hours remove the discs from each tube. Remove any surplus fluid from them quickly and gently with filter paper, using the standardised procedure for all of them. Then re-weigh them. Record the new mass of each group of discs. 6. Graph you r results by plotting the percentage change in mass (change in mass multiplied by 100 divided by original mass) against the molarity of the sucrose solutions. The latter, being the independent variable, should be on the horizontal axis; the former on the vertical axis. 7. Calculate the water potential of the potato cells as follows. Find the point on your graph corresponding to a percentage mass change of zero. The molarity of sucrose corresponding to this zero mass change can now be read from the horizontal axis. From table 4. 1 find the water potential of a sucrose solution of that molarity. That is the water potential of your sample of potato cells. Express your result in a kPa. For consideration 1. Criticise this method of finding the water potential of plant cells. How might it be improved? 2. What was the reason for dividing each cylinder into six discs, and why was it necessary to standardise the procedure for drying the discs? . With what kind of plant tissue might it be possible to use a change in volume rather than mass for estimating the water potential? 4. How does the value of the water potential differ from the osmotic potential of the solution in the vacuole? 5. In constructing your graph did you join up the points with straight lines or just a smooth curve? Justify whichever technique you used. | Molarity (mol dm) |Osmotic potential kPa | |0. 5 |-130 | |0. 10 |-260 | |0. 15 |-410 | |0. 20 |-540 | |0. 5 |-680 | |0. 30 |-860 | |0. 35 |-970 | |0. 40 |-1120 | |0. 45 |-1280 | |0. 0 |-1450 | |0. 55 |-1620 | |0. 60 |-1800 | |0. 65 |-1980 | |0. 0 |-2180 | |0. 75 |-2370 | |0. 80 |-2580 | |0. 85 |-2790 | |0. 0 |-3000 | |0. 95 |-3250 | |1. 00 |-3500 | Table4. 1 Relationship between molarity and osmotic potential of sucrose solutions How to cite Executive Summary for Cookie Business, Essay examples

Kentucky and Virginia Resolutions Essay Example

Kentucky and Virginia Resolutions Paper TWO major political parties formed the Federalists and the Republicans. These two parties were always at great competition with each Other to gain public popularity. At the same time tension started between the United States and France and an undeclared war was ensuing with France. These were the two causes that led to the administration of John Adams passing out the Alien and Sedition Acts of 1978. There were four acts in total, the first three were regarding the rights of immigrant. The Sedition Act however, was perhaps the most controversial. It was deemed unconstitutional because it violated the right of speech and allowed the prosecution of anyone who voiced or printed heir opinions if it went against the government or the president of the united States. In response to the Sedition Act Thomas Jefferson dratted the Kentucky Resolutions of 1798 and James Madison drafted the Virginia Resolutions of 1798 with the help of Thomas Jefferson. The Kentucky and Virginia Resolutions were written by Thomas Jefferson and James Madison. They declared the Sedition Act to be in violation of the First and Tenth Amendments. These resolutions stated that the states had the right to deem any lava passed by congress unconstitutional if it violated the Bill of Rights. They argued that the Constitution was an agreement between the states so the government had no right to exercise powers not delegated to it and if they did then the states had the right to void them. We will write a custom essay sample on Kentucky and Virginia Resolutions specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Kentucky and Virginia Resolutions specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Kentucky and Virginia Resolutions specifically for you FOR ONLY $16.38 $13.9/page Hire Writer In other words, the states could decide when Congress was passing unconstitutional laws. The Kentucky Resolution declared in part, The several States Who formed that instrument [the Constitution], being sovereign and independent, have the unquestionable right to judge of its infraction; and that a nullification, by those States, Of all unauthorized acts.. is the rightful remedy. (Bill of rights, 2010). The Virginia Resolution, authored by Madison, said that by enacting the Alien and Sedition Acts, Congress was exercising a power not delegated by the Constitution, but on the contrary, expressly and positively forbidden by one of the amendments thereto; a power, which more than any other, ought to produce universal alarm, because it is leveled against that right of freely examining public characters and measures, and of free communication among the people thereon, which has ever been justly deemed, the only effectual guardian of every other right. (Bill of rights, 2010). The Kentucky Resolutions wanted to nullify any unconstitutional federal laws whereas the Virginia Resolution wanted the opposition to the Alien and Sedition Acts. In conclusion, the Sedition Act of 1798 is what led to Jefferson and Madison Kentucky and Virginia Resolutions. These were submitted to all the states but were only adopted in Kentucky and Virginia. Although the resolutions produced no significant result from other states it did have an impact on the future of America, they were the first statements of the states rights theory of government..