What Is a Chemical Indicator

A chemical indicator is a substance that undergoes a distinct observable change when conditions in its solution change. This could be a color change, precipitate formation, bubble formation, temperature change, or other measurable  quality. Another type of indicator that may be encountered in chemistry and other sciences is a pointer or light on a device or instrument, which may show pressure, volume, temperature, etc. or the condition of a piece of equipment (e.g., power on/off, available memory space). The term indicator comes from the Medieval Latin words indicare  (to indicate) with the suffix -tor. Examples of Indicators A pH indicator changes color over a narrow range of pH values in solution. There are many different pH indicators, which display different colors and act between certain pH limits. A classic example is litmus paper. Blue litmus paper turns red when its exposed to acidic conditions, while red litmus paper turns blue under basic conditions.Fluorescein is a type of adsorption indicator. The dye is used to detect the completed reaction of the silver ion with chloride. Once sufficient silver is added to precipitate chloride as silver chloride, excess silver is adsorbed onto the surface. Fluorescein combines with adsorbed silver to produce a color change from greenish-yellow to red.Other types of fluorescent indicators are designed to bond to selected molecules. The fluorescence signals the presence of the target species. A similar technique is used to label molecules with radioisotopes.An indicator may be used to identify the endpoint of a titration. This may involve the appearance or dis appearance of a color.Indicators may indicate the presence or absence of a molecule of interest. For example, lead tests, pregnancy tests, and nitrate tests all employ indicators. Desirable Qualities of a Chemical Indicator To be useful, chemical indicators must be both sensitive and easily detectable. It need not, however, show a visible change. The type of indicator depends on how its being used. For example, a sample analyzed with spectroscopy may employ an indicator that wouldnt be visible to the naked eye, while a test for calcium in an aquarium would need to produce an obvious color change. Another important quality is that the indicator doesnt change the conditions of the sample. For example, methyl yellow adds a yellow color to an alkaline solution, but if acid is added to the solution, the color remains yellow until the pH is neutral. At this point, the color changes from yellow to red. At low levels, methyl yellow does not, itself, change the acidity of a sample. Typically, methyl yellow is used at extremely low concentrations, in the parts per million range. This small amount is sufficient to see a visible change in color, but not enough to change the sample itself. But what If an enormous amount of methyl yellow were added to a specimen? Not only might any color change be invisible, but the addition of so much methyl yellow would change the chemical composition of the sample itself. In some cases, small samples are separated from larger volumes so that they can be tested using indicators that produce significant chemical changes.

Intrinsic Motivation is Ideal - 1880 Words

Inquisitive and self-directed learning is a natural behavior for young children. They marvel at each new discovery and strive to understand the meaning behind every question in their world. However, older children seem to be resistant to learning unless directed by teachers or parents with various forms of external recognition (Deci and Ryan, 1981). Their enthusiasm and inner desire for understanding has diminished. Learning, to older children has become directly connected to demands, controls, and rewards. In order to understand why this attitude toward learning develops, the concept of motivation in education must be defined and examined in a theoretical sense. Motivation is an essential condition of learning (Ray, 1992, p.3). A†¦show more content†¦Cognitive theories, on the other hand, emphasize the point that our behavior is not determined by discriminative or reinforcing stimuli in and of themselves but by our perceptions or interpretations of those stimuli (Kolesnik, 1978, p.109). This implies that in a classroom situation, learning depends not only on external stimuli such as the explanations, demands, and expectations of teachers but more so on what those stimuli mean to us. Kolesnik states that cognitive psychology places a greater stress on the process of learning than it does on the outcomes and tends to rely more heavily on intrinsic rather than extrinsic forms of motivation. William Glasser played an essential role in intrinsic motivation of learning through the development of the control theory. The control theory emphasizes the idea that everything people think, do, and feel is generated by what happens inside of them (Banks and Thompson, 1995). Ideally, motivation should be intrinsic. Students should want to study the subject for its own sake or for the sense of accomplishment in learning something new. Since many students are not intrinsically motivated, however, extrinsic rewards can sometimes offer a first step toward increased motivation (Practitioner,1987, p.3). Human beings experience all three of these motivational states at one time or another. Teachers must acknowledge the experiences of these motivational sets in the classroom and implementShow MoreRelatedThe Theory Of Self Determination1245 Words   |  5 Pagesprovided. 1. Autonomy is one important factor of Motivation 3.0. Unlike Motivation 2.0, the leaders of a company or organization do not need to supervise employees or holding a stick to punish any bad staff. On the contrary, motivation-3.0 encourages the managers of business to rid of traditional measures and endow more autonomy to employees and give them more freedom.2. Mastery is the second factor for the Motivation 3.0. The people motivated by intrinsic factors are more desired to obtain more advancedRead MoreMotivating Employees Case Study705 Words   |  3 Pagestask. There are two main forms of motivation, intrinsic and extrinsic. Intrinsic motivation is the desire to do the task right out of the satisfaction of a job we ll done without any ‘rewards’. Extrinsic motivation comes from external sources such as incentives programs. Both can be equally effective in the right situation. SAS Institute has gained a high reputation for their ability to motivate its employees with a balance of intrinsic and extrinsic motivation. How Does SAS motivate its employeesRead MorePerformance Avoidance Within The 2x2 Model767 Words   |  4 Pagesbasic needs (CET), can be seen to have a negative impact on his intrinsic motivation, which can lead to feelings of helplessness and desperation (Moller Elliot, 2006). This coincides with his ‘win at all costs truly’ attitude, through which he lost the intrinsic motivation to put in the effort, and ultimately turn to PED’s to succeed. The neglect of the 3 basic needs (Deci Ryan, 1985) also leads to the loss of intrinsic motivation and the decrease in psychological wellbeing and emotional managementRead MoreEarly Humanistic Psychologist Used An Organismic Meta Theory849 Words   |  4 Pagestypes of autonomously motivational functions. The first is intrinsic, which is a characteristic that manifests itself within natural ability. When the basic levels of psychological needs are being satisfied intrinsic motivation is enhanced. On the contrary when ther e is a form of punishment or incentive, it undermines the intrinsic motivation. The second type of autonomously motivational functions is extrinsic motivation. Extrinsic motivation is made up of four parts that are external, introjectedRead MoreEmotional Intelligence ( Ei )1676 Words   |  7 Pagesme on from a young age. I have come to understand that if I perform to the best of my abilities I can easily achieve a comfortable life. Social recognition was instilled in me by my parents from a very young age and has always motivated me as an intrinsic value more then extrinsic values. My top instrumental values seem to be closely connected and shaped by my ENTJ personality type and interests. The importance of responsibility gives me a low tolerance for personal mistakes, and the value of beingRead MoreThe Challenges Of Managers Face Today1274 Words   |  6 PagesThere are many different challenges that managers face today that they did not face 50 years ago. Motivation as described by Maccoby consists of 4 R s. Those 4 R s include responsibilities, relationsh ips, reward and reasons. These 4 R s were prevalent in motivation 50 years ago and are the reason why it is harder for companies to keep motivating today. Responsibilities in the workplace 50 years ago were simple, the men would go to work, at jobs that usually involved physical labor, and provideRead MoreMotivation Among Boys And Girls Reading Achievement Essay1618 Words   |  7 Pages Motivation Among Boys’ and Girls’ Reading Achievement Megan Kalina ED 611 Western Oregon University 12/04/2016 Abstract In addition to phonemic awareness, phonics, vocabulary, fluency, and comprehension, motivation can be considered the sixth component to becoming a proficient reader. A student’s motivation in reading is a predictor for long term reading success. This review examined gender differences in regards to reading motivation based on gender, age, teacher’s perspectivesRead MoreQuestions On The Industrial Revolution1668 Words   |  7 Pages RAFAEL Z. I/O PSYCHOLOGY FINAL PAPER 1 More Bang For Your Buck? Pay vs. Motivation Rafael Zavala Fall 2015 RAFAEL Z. I/O PSYCHOLOGY FINAL PAPER 2 Table of Contents Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦3 Review of Major Theory†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.4 Review of Chosen studies†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.4-7 Rà ©fà ©rences†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..8 Author’s Reflection†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦9 RAFAEL Z. I/O PSYCHOLOGY FINAL PAPER 3 Ever since the marking of the Industrial Revolution (1760-1840)Read MoreEssay on Different Theories Of Motivation1724 Words   |  7 PagesIntroduction Motivation is a reason or set or reasons for engaging in a particular behavior, especially human behavior as studied in psychology and neuropsychology. The reasons may include basic needs (e.g., food, water, shelter) or an object, goal, state of being, or ideal that is desirable, which may or may not be viewed as positive, such as seeking a state of being in which pain is absent. The motivation for a behavior may also be attributed to less-apparent reasons such as altruism or moralityRead MoreDifferent Theories of Motivation1736 Words   |  7 PagesIntroduction Motivation is a reason or set or reasons for engaging in a particular behavior, especially human behavior as studied in psychology and neuropsychology. The reasons may include basic needs (e.g., food, water, shelter) or an object, goal, state of being, or ideal that is desirable, which may or may not be viewed as positive, such as seeking a state of being in which pain is absent. The motivation for a behavior may also be attributed to less-apparent reasons such as altruism or morality

Human Resource Policies

Question: Explainhuman resource policies adopted by Steel Company. Answer: The following report evaluated the case study provide. The issues addressed here mainly relates to the human resource policies adopted by Steel Company. There are sixty employees working here. These workers can be classified as semi-skilled as well as unskilled. A pay freeze has been implemented in the organization, which has led to a discontent among the employees. Thus a part of the primary responsibility of the business adviser is to provide identify the organizational issues and provide solutions. Defining Individual Performance Targets There was a substantial effort on the part of the divisional manager of the organization to address the work place issues that has been negatively affecting the employees. Issues like the pay freeze have negatively affected the morale of the employees. The divisional manger of the Steel believes that each members contribution to the productivity is essential for the attainment of the long term goal and the objectives of the business enterprise. As such, the divisional manger believes it is necessary that the workforce is divided into specific teams that would run every aspect of the operational strategies of the business enterprise. Thus, the job responsibilities can be divided to assist the entity in achieving further growth. However, the job roles are not well defined, which has led to uncertainty among the employees (Bratton and Gold 2012). To rectify this issue the divisional manager of the company has implemented measures so that each individual and team role becomes clear. It is expected that this would assist the business entity in enhancing the productivity rate. The global economy has exerted enormous pressure on the operational policies of the business enterprise, to enhance the operational policies of the business enterprise. According to Armstrong and Taylor (2014), there has been emphasis on the performance of the business entity, in order to assist the business entity to survive the pressure of the global market. There has been a lack of training in the company to assist the new joinees in their job roles. Thus, an extensive skill development programme has been implemented to enhance the current skill levels of the employee. This would assist the employees to contribute substantially towards attaining the long-term goals and the objectives of the business enterprise. Bratton and Gold (2012) mentioned that the behavioral attributes of the organization relates to the cultural backgrounds as well as the preferences of the consumers. In addition, the performance appraisal procedures shall include attractive bonuses as well as the incentive offered to employees that are exceeding their target. As such, the daily business functionalities of the organization shall be aligned with the long-term goals and the objectives of the business entity. Special emphasis would be laid on the KPIs pre-determined at the beginning of the year. Purce (2014) mentioned that the KPIs should reflect the essential attributes of the business enterprise that would assist the business entity in achieving the long-term goals and the objectives of the entity. Thus, the existing performance of the business entity shall be assessed as per the yardsticks set at the beginning of the year. This would assist the business enterprise to take effective measures to rectify the existing discrepancies in the operational policies of the business entity. This would assist the business Evaluation of Performance Management Performance management is the procedure to assess the existing performances of the employees, to assist the employees to assist the employees to take appropriate measures. The primary purpose of the performance management processes is to ensure that all the employees are executing their job role as per the goals and the objectives of the business enterprise/. According to Bratton and Gold (2012), the performance management processes shall assist the each team to execute their job roles as per their targets. As per the given case study, the director has to adopt the participative style of management to develop well defined roles for each employee working in the business enterprise. Armstrong and Taylor (2014) mentioned that the participative style of management shall assist the employees to enhance their skill and aptitude. Besides this, the company can manage the performance of the employees by adopting the following methods adopting a positive method and approach towards daily business functionalities. adapting to the changing marketing conditions by bringing in alterations to the business operational strategies . c, gathering feedback from the workforce to address relevant workplace issues. Implementing training schemes to enhance the skill of the employees. The management and the employees working together to positively contribute towards the goals and the objectives of the business entity pre-determined at the outset . To enhance the performance management processes the business entity can adopt the below mentioned methods. Constant collaboration Purce (2014) stated that to facilitate employee engagement, collaboration as well as cooperation shall be required between the management or the leadership group and the lower ranked employees. This would assist the business enterprise to correctly asses the existing performance of the employees and take necessary measures to rectify the situation. Considering feedback Employee feedback shall be considered seriously to enable the business entity to identify the discrepancies in the operational procedures. This would assist Steel Limited to take corrective action to assist the business enterprise in achieving further growth. This shall also would bring about a level of transparency, and enhance the employer- employee relationship. The management of the business enterprise along with the human resource department has the responsibility to identify employee issues and assist employees in delivering superior productivity. Empowering employees Employees should be made accountable and responsible to their respective job functions. This would entail empowering employees to help them to execute their job role as per the needs of the organization. Thus, employees shall have the required freedom to perform their functions as per the needs of the business organization. Communication There should be clear flow of communication from the top management of the organization to the lesser ranked employees. This shall help the management of the organization to bring about cooperation among the entire department, thereby, working towards a common goal. Armstrong and Taylor (2014) mentioned that the performance management process shall be of immense benefit to the business entity if there is continuous exchange of data and information between the various aspects in a business entity. Integration of Performance Management System The process of performance management in the organization offers a proper link between the strategies adopted in the organization and the inherent financial as well as the operational competencies in the business organization. In addition, the needs of the business organization have to be kept in mind in implementing the performance management processes in the organization. According to Purce (2014), the process of performance management in the business organization aims to constantly monitor the performance of the organization to facilitate the growth of the business organization. In this context, it can be said that the human resource department has a vital role to implement processes that would assist the workforce in enhancing their skill. Each employee must have an individual target set that would be required to achieve in a particular month. In addition, incentives, bonuses as well as reward systems have to be established to provide encouragement as well as motivation to exceed the individual targets. Besides this, it would help the employees to contribute towards the growth of the business organization. Bratton and Gold (2012) mentioned that relevant training as well as skill development programs shall enable the business enterprise to achieve greater productivity due to the advanced skill level of the employees. In this regard, it can be said that knowledge , level of skill, ability as well as competencies are the relevant attributes that would be of enough significance to achieve the long term goals and the objectives of the business entity. Therefore, an integrated performance management system shall be implemented to constantly monitor employee performance, thereby, leading the e business organization to achieve further growth. Associate Performance to Financial Benefits Armstrong and Taylor (2014) mentioned that reducing employee attrition rate is the most challenging aspect for any business entity operating in a intensively competitive market environment. To facilitate employee satisfaction, it is essential that employee performance is acknowledged through providing financial benefits. There has been discontent among the employees, due to the imposition of the freeze payment structure. To rectify the situation, the divisional director of Steel Limited has adopted bonus schemes for the employees for performance has exceeded the individual targets set by the business entity. Implementing a strong performance appraisal system has been of assistance to the business organization to identify the areas of improvement in the performance of its employees. Besides this, assessing employee performance in a quantative manner shall entail having productivity tests for the performance appraisal of the employees. As such, financial as well as non-financial rewards have to be presented as per the data maintained by the manager of Steel Company. As such, it is expected that this would offer job satisfaction as well as motivation to the employees who have been a part of the organization for a considerable amount of time. References Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan. Purce, J., 2014. The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals