Recruitment process of Google-Free-Samples-Myassignmenthelp.com

Question: Identify the key messages about Google as an Organisation and as an Employer. Answer: Introduction Human Resource management is the management team that is designed to manage organization work like recruitment, training, staffing, employee benefits, employee compensation, etc (Armstrong, Taylor, 2014). Google is a multinational company that provides internet service and search engine to the entire world. The management team of this organization is as active as the other team of Google. In this organization, people are able to explore their ideas and create innovative things. Google management process is so well that every year millions of people want to get joined with them. This paper is about the management process of the organization for recruiting or hiring candidates for their organization. To attract their candidates Google forms a video which provides entire knowledge about the motivational program that they provide to their employees. This paper will discuss in detail the working condition of the firm along with the recruitment process and management team of Google. This paper will provide a view of the challenges that they face for recruiting the best candidates for their organization. Being the world largest employer brand they have to face various types of challenges along with that they have to keep their employees motivated by various motivational programs; all this will be discussed in their paper. Main Context Life at Google Google is the multinational technology company of America that was founded in the year 1998 by Larry Page and Sergey Brin. This company is specialized in their service of internet related and their products, these products include technologies for online advertisement, software, computing, cloud, hardware, and search. They normally served the entire world with their internet service. At present Google have almost 60000 software engineers who are working for them. The mission statement is to organize the entire information provided in a world and make that information universally useful and accessible. This organization has a perfect management process where things happen almost very quickly. As per an engineer in the technical department, it is clear that in Google things happen very quickly. One of their employees said that in her previous job she need to wait for years to get her project assigned but in this organization, all the things happen just in two to three days. According t o that employee, Google is a place which provides diverse and dynamic people to work with. They also provide tech-shop for their employees so that they are able to get all their required stuff (Beardwell, Thompson, 2014). This place is itself the world that has different types of people with varieties of ideas and achievement skills. Google as the organization is best for their employees and also they are considering as the best employer who provide well training and mentoring program to their employees. Life at Google is something more than just works, here in this company it is designed in such a way that the employees are able to get a pleasant atmosphere at the organization place. The mentoring program of Google is a big help for their employees as they are able to learn new things and understand the work process. All their engineers get 20% of their working time for their own project. This is a huge achievement for the organization as they are allowing their employees to generate their own project and work on it. As the management, this is the best part to enhance employee's performance at Google. They have educational talk session also which they consider as the tech-talk where they discuss engineering problems to the latest theory of different universities. They also provide food center along with workout place. They also have playgrounds and cycling space for their engineers to get some relaxes time (Chelladurai, Kerwin, 2017). This company provides equal importance to perso nal life as well as professional life. They have Google child care center where the children of their engineers are able to stay, learn, and play and so on. One of their employees said that she got a special room to keep her new born baby along with the foods and other essential products. This firm provides really startup spirit to their employees as they do not have to wait for a long time for their products to launch. Google provide ambitious ideas, fast responses and big achievements to their employees who make this core reason to work with them (Sparrow, 2016). As the management team they are also searching this type of candidate for their organization. HRM Theory The theory of motivation of human resource management that implies the reason for the motivation of employees in an organization and also it explains the reason for employees to be satisfied with one type of work than other (Marchington, 2016). Google is the motivational company that always tries to motivate their employees in different ways. Motivating people to get attached to the organization is also a process of Human resource management. This process is simply carried out by their Recruitment video. This video provides most of their motivational program in the organization enough to get the right candidate for them. They have mothers room as well as Google childcare center for their parent employees (Reeve, 2016). This is essential for working mothers to know that they are able to take their child to their working place. This is one of the best concepts of the company. This video is able to attract new engineering who want to explore the world because by working with Google they are also getting 20% time for their own development and experiment. Here, employees do not have to wait for a long process to get their project assigned but this all done within a short period of time. The video is very much effective as it shows how employees are motivated at the organization and also they get a mentor who improves their skills (Jackson, 2014). For the right candidate, this is the best thing that they want from any company that is a fast response and big achievement. As Google provides this to their employees they also search for the same thing in their recruitment process, therefore this is one of the best recruitment videos that they could provide to attract right candidates for the company (Weinstein, 2014). From the theory of motivating in HRM, it can be said that this video show all the things which are required to motivate employees and for the right candidate this video is perfect. Though Google has a brand image that does not need any type of endorsement t o get right candidates then also they provided the video of some of their employees and their working as well as Google life situation which is perfect to attract right candidates for their organization. Challenges Google would face in Recruitment process Google is the most popular search engine in the world and people would love to work with them (Shafritz, 2015). But their recruitment process is not as strong as they were simple hiring process like they hire a smart and eligible candidate for their company and get things done. The organization for hiring people use lots of code which may mean different for different types of people with a various type of work experience. Google is one of the most powerful employer brands and in a year they almost received millions of job application (Brewster, 2016). This is the biggest challenge for them to select best candidates from those millions of candidates. They do not only look for academic merits or experience they also look for personality, behavior and other things. The challenges that are faced by Google for recruitment process are: Time is the biggest challenge for Google as they have to select 200 candidates from millions of applications They provide challenging interview process which actually wasting their time to hire good people (Pudelko, 2015) They provide code to the candidate and wished that they are going to solve it as this type of code have different meaning for different types of people (Stone, Deadrick, 2015) Most of the candidates are of poor quality; millions of application but most of them are not suitable for the job Most of them candidates do not want to relocate The recruitment process is lengthy and maximum number of candidates get rejected Conclusion The HR management team of Google is known for their best performance and motivational programs in the organization. This paper concludes that the management team faces challenges for the recruitment process due to many reasons but they eventually look for a candidate who has the ability to provide ambitious ideas. The video for recruitment in the organization provides the best knowledge about the working condition and atmosphere of the company for their employees. This video also generates that they provides an equal balance between life and work by providing Google Childcare center for their working parents. There are more things that they do to motivate their employees and this is the best thing that an employee want to succeed in their life. Here, employees are able to get their personal 20% times to work on their own project and much more. The video is perfect for attracting new, fresh and dynamic candidates for the organization, as it is said that Google is a world of its own. References Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Retrieved from https://books.google.co.in/books?hl=enlr=id=TCwoAwAAQBAJoi=fndpg=PR2dq=Human+Resource+Managementots=wAgiVt_VZusig=9Wa6tgYm74WhkE9J7FWlJwU4ZUw#v=onepageq=Human%20Resource%20Managementf=false Beardwell, J., Thompson, A. (2014).Human resource management: a contemporary approach. Pearson Education. Retrieved from https://www.dora.dmu.ac.uk/handle/2086/10291 Brewster, C., Houldsworth, E., Sparrow, P., Vernon, G. (2016).International human resource management. Kogan Page Publishers. Retrieved from https://books.google.co.in/books?hl=enlr=id=j-zcDgAAQBAJoi=fndpg=PP1dq=human+resource+management+challenges+for+recruitmentots=C89HDm87vXsig=jwHlLfN5wpUzR3wtKEYFY5lBSsk#v=onepageq=human%20resource%20management%20challenges%20for%20recruitmentf=false Chelladurai, P., Kerwin, S. (2017).Human resource management in sport and recreation. Human Kinetics. Retrieved from https://books.google.co.in/books?hl=enlr=id=YrCoDgAAQBAJoi=fndpg=PR1dq=Human+Resource+Managementots=fYWBizsribsig=dcC4Ae5K4X0pCWfWRFZ0EbDUJ48#v=onepageq=Human%20Resource%20Managementf=false Jackson, S. E., Schuler, R. S., Jiang, K. (2014). An aspirational framework for strategic human resource management.Academy of Management Annals,8(1), 1-56. Retrieved from https://annals.aom.org/content/8/1/1 Marchington, M., Wilkinson, A., Donnelly, R., Kynighou, A. (2016).Human resource management at work. Kogan Page Publishers. Retrieved from https://books.google.co.in/books?hl=enlr=id=0QfGDgAAQBAJoi=fndpg=PR1dq=Human+Resource+Managementots=cmqZMGIhSasig=1jjQo3CupNi2KSX54Zkdeu0dID8#v=onepageq=Human%20Resource%20Managementf=false Pudelko, M., Reiche, B. S., Carr, C. (2015). Recent developments and emerging challenges in international human resource management. Retrieved from https://www.tandfonline.com/doi/abs/10.1080/09585192.2015.964928?journalCode=rijh20 Reeve, J. (2016). A grand theory of motivation: Why not?.Motivation and Emotion,40(1), 31-35. Retrieved from https://link.springer.com/article/10.1007/s11031-015-9538-2 Shafritz, J. M., Ott, J. S., Jang, Y. S. (2015).Classics of organization theory. Cengage Learning. Retrieved from https://books.google.co.in/books?hl=enlr=id=lOTrBQAAQBAJoi=fndpg=PR5dq=human+resource+management+theoryots=wRFDjo-GE1sig=YeQEAMi4-TlfwEvW7HECuu2MSdA#v=onepageq=human%20resource%20management%20theoryf=false Sparrow, P., Brewster, C., Chung, C. (2016).Globalizing human resource management. Routledge. Retrieved from https://books.google.co.in/books?hl=enlr=id=8-DLDAAAQBAJoi=fndpg=PP1dq=Human+Resource+Managementots=-PsNAYvcA-sig=d4MC9CclOhHBA65FAJEONvtKF_4#v=onepageq=Human%20Resource%20Managementf=false Stone, D. L., Deadrick, D. L. (2015). Challenges and opportunities affecting the future of human resource management.Human Resource Management Review,25(2), 139-145. Retrieved from https://www.sciencedirect.com/science/article/pii/S1053482215000042 Weinstein, N. (Ed.). (2014).Human motivation and interpersonal relationships: Theory, research, and applications. Springer Science Business Media. Retrieved from https://books.google.co.in/books?hl=enlr=id=0I_FBAAAQBAJoi=fndpg=PR5dq=theory+of+motivationots=x52dUP9Aobsig=ddrlI_SDcUzlf1_o1aFz04PswPs#v=onepageq=theory%20of%20motivationf=false

The War In Vietnam Essays - Vietnam War, , Term Papers

The War in Vietnam The Vietnam War, the nation's longest, cost fifty-eight thousand American lives. Only the Civil War and the two world wars were deadlier for Americans. During the decade of direct U.S. military participation in Vietnam beginning in 1964, the U.S Treasury spent over $140 billion on the war, enough money to fund urban renewal projects in every major American city. Despite these enormous costs and their accompanying public and private trauma for the American people, the United States failed, for the first time in its history, to achieve its stated war aims. The goal was to preserve a separate, independent, noncommunist government in South Vietnam, but after April 1975, the communist Democratic Republic of Vietnam (DRV) ruled the entire nation. The initial reasons for U.S. involvement in Vietnam seemed logical and compelling to American leaders. Following its success in World War II, the United States faced the future with a sense of moral rectitude and material confidence. From Washington's perspective, the principal threat to U.S. security and world peace was monolithic, dictatorial communism emanating from he Soviet Union. Any communist anywhere, at home or abroad, was, by definition, and enemy of the United States. Drawing an analogy with the unsuccessful appeasement of fascist dictators before World War II, the Truman administration believed that any sign of communist aggression must be met quickly and forcefully by the United States and its allies. This reactive policy was known as containment. In Vietnam the target of containment was Ho Chi Minh and the Vietminh front he had created in 1941. Ho and his chief lieutenants were communists with long-standing connections to the Soviet Union. They were also ardent Vietnamese nationalists who fought first to rid their country of the Japanese and then, after 1945, to prevent France from reestablishing its former colonial mastery over Vietnam and the rest of Indochina. Harry S. Truman and other American leaders, having no sympathy for French colonialism, favored Vietnamese independence. But expanding communist control of Eastern Europe and the triumph of the communists in China's civil was made France's war against Ho seem an anticommunist rather than a colonialist effort. When France agreed to a quansi-independent Vietnam under Emperor Bao Dai as an alternative to Ho's DRV, the United States decided to support the French position. The American conception of Vietnam as a cold war battleground largely ignored the struggle for social justice and national sovereignty occurring within the country. American attention focused primarily on Europe and on Asia beyond Vietnam. Aid to France in Indochina was a quid pro quo for French cooperation with America's plans for the defense of Europe through the North Atlantic Treaty Organization. After China became a communist state in 1949, the stability of Japan became of paramount importance to Washington, and Japanese development required access to the markets and raw materials of Southeast Asia. The outbreak of war in Korea in 1950 served primarily to confirm Washington's belief that communist aggression posed a great danger to Asia . Subsequent charges that Truman had "lost" China and had settled for a stalemate in Korea caused succeeding presidents to fear the domestic political consequences if they "lost" Vietnam. This apprehension, an overestimation of American power, an d an underestimation of Vietnamese communist strength locked all administrations from 1950 through the 1960s into a firm anticommunist stand in Vietnam. Because American policy makers failed to appreciate the amount of effort that would be required to exert influence on Vietnam's political and social structure, the course of American policy led to a steady escalation of U.S. involvement. President Dwight D. Eisenhower increased the level of aide to the French but continued to avoid military intervention, even when the French experienced a devastating defeat at Dien Bien Phu in the spring of 1954. Following that battle, an international conference at Geneva, Switzerland, arranged a cease-fire and provided for a North-South partition of Vietnam until elections could be held. The United States was not a party to the Geneva Agreements and began to foster the creation of a Vietnamese regime in South Vietnam's autocratic president Ngo Dinh Diem, who deposed Bao Dai in October 1955, resisted holding an election on the reunification of Vietnam. Despite over $1 billion of U.S. aid

Learn How to Write A Powerful Argument With A Sample Argumentative Essay

Learn How to Write A Powerful Argument With A Sample Argumentative EssaySample argumentative essay Cxc is a persuasive writing tool, which helps you write a convincing and persuasive essay. A Cxc argumentative essay is composed from the points which you have to make about an issue or topic.To make your Cxc essay more effective, you need to learn how to write arguments in order to support your points. The truth is that the author has the whole burden of making up the facts on his own, but if he can write a compelling argument, it will be worth to copy it down in order to use it again for your next essay.You can get samples from several sites, such as AMZE, MSN etc. The writing samples are prepared by expert writers who have done their undergraduate degrees in writing. Some writers even have writing samples on the author's website.Cxc makes use of your own thoughts, emotions and examples which will help you to write a powerful essay. Here are some things that you can do to use Cxc to m ake your work even more efficient.It is not an easy assignment to find effective examples. It requires you to spend some time in looking for information about topics that are similar to yours. For example, if you want to write an essay about what makes up a person's personality, you must know the characteristics of every person, from your relative, to your favorite neighbor to the person you know well.Moreover, Cxc will help you to ask yourself questions and get answers from your friends and relatives. You can also take the help of the internet, which provides you a lot of knowledge and ideas about the same. A writer who has excellent skills in this type of writing will surely be appreciated and not feel incompetent.Since Cxc is persuasive, it helps to make the point on its own. Therefore, you do not need to feel worried on spending extra time in composing your argument. You will be pleased to find that it will be a lot of fun while writing your essay.

Minimum Wage Essay Example

Minimum Wage Essay Example Minimum Wage Essay Minimum Wage Essay Increasing the lower limit pay has been considered to be one factor that consequences in higher unemployment rate. Assorted writers on this capable lineation different positions on the effects of increasing the lower limit pay on unemployment rate. One survey shows that consequence on increasing the lower limit pay varies in different economic systems. Another says increasing pay rates does non impact unemployment rate. And. there are besides surveies which indicate that there is an consequence although non that important in impacting business loss. This paper aims to show issues that will supply clear positions on whether an addition in the minimal pay consequences in higher unemployment rate. Wage rate is the representation of the non-existent to the slightest bargaining power of the work force ( Bernstein and Schmitt. n. d. ) . Increasing the lower limit pay is done to relieve poorness. ( Macpherson. 2005 ; Bernstein and Schmitt. n. d. ) . Its chief end is to assist low-wage workers uplift their income and get by up with the lifting cost of life ( Page. et Al. . 1999 ) . However. it has been criticized because of its sick consequence on employers’ concern. It has been said that an addition in the minimal pay rate would do unemployment. There had been surveies about the effects of the minimal pay rate hiking. but they do non indicate out to one result. Different economic systems have different results when subjected to minimum pay addition ( Fields and Kanbur. 2005 ) . Different states have comparative consequences when an addition in the pay rate is implemented. However. it will surely be effectual for the low-wage earners. An analysis made by Burkhauser and Sabia ( 2005 ) showed that an addition in the minimal pay rate has non been effectual every bit far as poverty relief is concerned because the addition was given merely to low-wage earners. Other workers gaining higher pay but were besides within the poorness degree were non granted similar addition. as such merely those employed in minimal pay rate occupations were able to recognize the benefits. The consequence of the pay rate. in this instance. does non needfully turn to the demands of those with low incomes. Not all people that are in demand of the pay addition are working at a minimum-wage gaining business. Increasing the lower limit pay is besides believed to be favourable for the hapless working work forces and adult females. However. its effects are far from helpful. in fact. increasing the lower limit pay is hurtful to concern and may ensue to unemployment. The pay hiking will do the wage of low-wage occupations to be tantamount to the wages of those in higher occupation degrees. Since these occupations have higher demands in footings of accomplishments. the least skilled are more likely to be laid off from work. A minimal pay rate hiking and its consequence on unemployment were seen in the survey of Brown ( 1988 as cited by Burkhauser and Sabia. 2005 ) . An addition in the pay rate caused a little lessening in the employment of adolescents. The lessening upheld the theorized addition in unemployment rate for an addition in the minimal pay rate. A survey besides showed that it is non a affair of how much the labourer is gaining. the wage that a worker receives. which will better in instance of a minimal pay addition. but the employment position of the worker. These workers are more likely to be dismissed when a company suffers loss. in the signifier of higher operational costs. as a consequence of lower limit pay hiking. ( Deere. 1998 ) . The survey farther showed that non all workers gaining a minimal pay rate are really hapless and may non in demand of the addition ( Burkhauser and Sabia. 2005 ) . Most of the workers that will profit from pay addition are the immature workers. aged 24 or younger ( Macpherson. 2005 ) . The workers that are aged 24 or younger are largely employed in these minimum-wage earning businesss. In add-on. a higher pay would intend more interested workers but due to the excess of workers. a herding out would happen or less hours of work would be allotted per individual. This would ensue to a diminution in the net incomes of each worker ( Page. et Al. . 1999 ) . Macpherson’s survey ( 2005 ) in Pennsylvania indicated that an addition in the minimal pay rate would truly be dearly-won for employers and therefore. lead to mass laying-off of workers. Few houses are able to go on operation given the addition in pay rates. hence merely few workers are needed. The company may retain more workers but may cut down the working hours for each employee. In both instances. the low pay earners are the 1s affected because they may acquire the coveted addition in pay but may stop up passing small clip for work. hence cut downing their income. However. a survey indicated that retail occupations are the lone occupations which prove that higher lower limit pay rates decrease the employment ( Fox. 2006 ) . For other houses. it would be better to prosecute in other plans that may advance addition in work-hours alternatively of increasing the minimal pay rate to actuate employees. One manner to relieve poorness is to see the household income of low-wage earners. Widening non-monetary benefits will somehow better the lives of minimal pay earners and can be given to them in stead of the pay addition. ( Burkhauser and Sabia. 2005 ) . Minimal pay hikings are good to workers and companies likewise. It keeps the workers to remain in the company for a long clip. therefore developing trueness to the occupation. Although allowing an addition in pay to workers may add up to runing disbursals of a company. still it is benefited in the long tally because it will non incur cost on developing new workers. Fox. 2006 ) . Periodic grant of an addition in the minimal pay rate is needed to augment workers’ income. such that they are able to get by up with the lifting cost of life. The slightest addition in their rewards raises the workers’ economic wellbeing since it makes them more capable of financing the most basic demands of the household. This is peculiarly true for workers who are the caputs of the families ( Burkhauser and Sabia. 2005 ; Bernstein. et Al. . 1999 ) . An addition in unemployment is non needfully caused by an addition in the minimal pay rate ( Fox. 2006 ) . A authoritative illustration in this theory was the addition in the minimal pay rate in the old ages 1996 and 1997 that did non take to the dismissal of adolescents. which were believed to be less adept workers ( Bernstein and Schmitt. n. d. ) . If the addition in the pay rate does do a important lessening in employment. there would hold been larger lessenings in the employment over the old ages ( Card. 1992 as cited by Fox. 2006 ; Bernstein and Schmitt. n. d. ) . Wage hiking does hold psychological effects on workers such as: higher productiveness. decreased turnover. lower recruiting and preparation costs. decreased absenteeism and higher morale. which are believed to countervail the costs of increasing the pay ( Bernstein and Schmitt. n. d. ; Card and Krueger. 1995 as cited by Fox. 2006 ; Bernstein. et Al. . 1999 ; ) . Increasing minimal pay rate even attracts employment ( Clinton. 1995 as cited by Burkhauser and Sabia. 2005 ) . The consequence of increasing the minimal pay rate on the rise in unemployment rate is by and large little and statistically insignificant ( Bernstein and Schmitt. 1998 as cited by Fox. 2006 ) . Decreases in the unemployment rate may besides be caused by the pay hiking. but merely to a little extent. A more likely cause of unemployment is the public presentation of the economic system ( Chipman. 2006 as cited by Fox. 2006 ; Costales. et Al. 2000 ) . one of which is the being of a deflationary spread. It is a state of affairs wherein the aggregative outgo of the economic system is less than the full employment degree of income or end product. hence proposing the being of unemployment ( Costales. et Al. . 2000 ) . In fact. empirical surveies show that the employment on houses which implemented the higher minimal pay rates are higher than those without the rise. which both have positive and negative effects ( Burton and Hanauer. 2006 as cited by Fox. 2006 ) . The negative effects of more employment were stated in predating pages of this study. The overall positive effects of the addition in the pay rate set a sense of value for low-wage workers’ employment and elate their life criterions. ( Fox. 2006 ) . It serves as one of the tools in poorness decrease because the primary end of the minimal pay policy is to increase income of the low-wage earners ( Burkhauser and Sabia. 2005 ) . Raising the minimal pay rate affects employment chances. It makes occupation searchers less probably to acquire a occupation while those who are already employed are expected to retain the employment. ( Deere. 1998 ) . Firms who do non hold the money to shoulder extra rewards for an addition in the minimal pay rate are normally the 1s who are against the execution of pay hikings. This is the primary cause of puting off of workers and the addition in the unemployment rate. This besides is the cause of firing less skilled workers because houses opt to retain the workers who are more adept. However. if the houses are able to prolong the costs. the addition will be both good to employers ( moral uplifting and better public presentation of the employees ) and to the workers ( higher income for basic demands ) . Increasing the lower limit pay of low-salaried workers is portion of the bargaining understanding between the workers’ brotherhood and the company. It is given in the hope of relieving poorness. However. survey shows that it may non be true in all instances because some companies may choose to follow work allotment among workers which could intend limited clip for work significance limited income on the portion of the affected workers. Though increasing minimal pay may ensue in higher operating costs. the addition is non the lone factor that affects the employment position of workers. Effectss of addition in the lower limit pay vary in different economic systems. hence the country’s economic public presentation straight affects unemployment rate due to the presence of deflationary spread. Addition in the minimal pay rate does non straight affect the unemployment rate. but instead. it affects the costs of the houses. In bend. these houses which can non run at a higher cost screen their current workers and cut those who have small experience to maximise their returns. However. there are houses which value the public assistance of the workers and handle it as portion of the working costs included in the production. Therefore. they consider extra costs. ensuing from pay hikings. negligible. Therefore. increasing the lower limit pay does non ensue in higher unemployment rate.

Chemical Composition of the Human Body

Chemical Composition of the Human Body Many of the elements found throughout nature are also found within the body. This is the chemical composition of the average adult human body in terms of elements and also compounds. Major Classes of Compounds in the Human Body Most of the elements are found within compounds. Water and minerals are inorganic compounds. Organic compounds include fat, protein, carbohydrates, and nucleic acids. Water:  Water is the most abundant chemical compound in living human cells, accounting for 65 percent to 90 percent  of each cell. Its also present between cells. For example, blood and cerebrospinal fluid are mostly water.Fat: The percentage of fat varies from person to person, but even an obese person has more water than fat.Protein: In a lean male, the percentages of protein and water are comparable. Its about 16 percent  by mass. Muscles, including the heart, contain a lot of muscle. Hair and fingernails are protein. Skin contains a large amount of protein, too.Minerals: Minerals account for about 6 percent  of the body. They include salts and metals. Common minerals include sodium, chlorine, calcium, potassium, and iron.Carbohydrates: Although humans use the sugar glucose as an energy source, there isnt that much of it free in the bloodstream at any given time. Sugar and other carbohydrates only account for about 1% of body mass. Elements in the Human Body Six elements  account for 99%  of the mass of the human body. The acronym CHNOPS may be used to help remember the six key chemical elements that are used in biological molecules. C is carbon, H is hydrogen, N is nitrogen, O is oxygen, P is phosphorus, and S is sulfur. While the acronym is  a good way to remember the identities of the elements, it doesnt reflect their abundance. Oxygen is the most abundant element in the human body accounting for approximately 65% of a persons mass. Each water molecule consists of two hydrogen atoms bonded to one oxygen atom, but the mass of each oxygen atom is much higher than the combined mass of the hydrogen. In addition to being a component of water, oxygen is essential for cellular respiration.Carbon is contained in all organic compounds, which is why carbon is the second most abundant element in the body, accounting for about 18% of body mass. Carbon is found in proteins, carbohydrates, lipids, and nucleic acids. Its also found in carbon dioxide.Hydrogen atoms are the most numerous type of atom in a human, but because they are so light, they only make up around 10% of the  mass. Hydrogen is in water, plus its an important electron carrier.Nitrogen is about 3.3% of body mass. Its found in proteins and nucleic acids.Calcium accounts for 1.5% of body mass. Its used to build bones and teeth, plus its important for muscle contraction. Phosphorus is about 1% of body mass. This element is found in nucleic acids. Breaking bonds connecting phosphate molecules is a major component of energy transfer.Potassium is around 0.2-0.4% of the mass of a person. Its used in nerve conduction. Potassium is a key cation or positively-charged ion in the body.Sulfur is found in some amino acids and proteins. Its about 0.2-0.3% of body mass.Sodium, like potassium, is a positively-charged ion. Its about 0.1-0.2% of body mass. Sodium helps regulate the electrolyte balance in the body and maintain homeostasis with respect to the volume of water in the blood and cells.Although aluminum and silicon are abundant in the earths crust, they are found in trace amounts in the human body.Other trace elements include metals, which are often cofactors for enzymes. Trace elements include iron, cobalt, zinc, iodine, selenium, and flourine. Element Percent by Mass Oxygen 65 Carbon 18 Hydrogen 10 Nitrogen 3 Calcium 1.5 Phosphorus 1.2 Potassium 0.2 Sulfur 0.2 Chlorine 0.2 Sodium 0.1 Magnesium 0.05 Iron, Cobalt, Copper, Zinc, Iodine trace Selenium, Fluorine minute amounts Sources Anke M. (1986). Arsenic. In: Mertz W. ed., Trace elements in human and Animal Nutrition, 5th ed. Orlando, FL: Academic Press. pp. 347-372.Chang, Raymond (2007). Chemistry, Ninth Edition. McGraw-Hill. pp. 52.Emsley, John (2011). Natures Building Blocks: An A-Z Guide to the Elements. OUP Oxford. p. 83. ISBN 978-0-19-960563-7.Subcommittee on the Tenth Edition of the Recommended Dietary Allowances, Food and Nutrition Board; Commission on Life Sciences, National Research Council (February 1989). Recommended Dietary Allowances: 10th Edition. National Academies Press. ISBN 978-0-309-04633-6.Zumdahl, Steven S. and Susan A. (2000). Chemistry, Fifth Edition. Houghton Mifflin Company. p. 894. ISBN 0-395-98581-1.

Question answering Essay Example | Topics and Well Written Essays - 750 words

Question answering - Essay Example However, at one point, all lies come to light and for Enron that moment was when they filed for bankruptcy. The aspect of the company filing for bankruptcy was one of the worst happenings in the history of the United States. Before the company filed for bankruptcy, the last bankruptcy case reported, which was known as the largest in the history of the United States was the 1987 Texaco Bankruptcy case. Texaco filed for bankruptcy with an asset level that was as high as $35.9 billion. There were several causes that were assumed to have caused this shift. Primarily, one of the key issues identified by the case as the cause of the flaws was the inappropriate accounting principles. Primarily, the accounting principles the company used were either flawed or / and unethically done. Some of the issues encountered in the handling of the case are the fact that they went unnoticed for a number of years. One would ask, how can these happen and go undetected for years. Well, in most cases, such issues can easily be identified by anyone who analyzes the various financial reports. However, this was not the case for Enron Corporation. One of the key reasons that these mistakes went unnoticed by the management was the financial structuring of the organization. Enron had a risk management platform which they used a third party to insure themselves from loss. However, the downside is that Enron owned the largest shares in these third party institutions (LJM1 and LJM2). As such, by the time the organization was going broke, their insurer was also going broke. However, this was not an accident. The structuring of the organization was purposely created this way, by a former executive vice president and financial and a few interested stakeholders. This way, the few interested stakeholders would financially benefit themselves at the risk of the shareholders of Enron. Any financial issue that counters an organization somehow roots itself

Case Study Based On Arab Culture Example | Topics and Well Written Essays - 500 words

Based On Arab Culture - Case Study Example Nasser into accepting the vaginal examination for Samia. Negotiation, according to Schim and Doorenbos (2011, p. 1), is a suitable approach in cases where cultural appreciation and cultural accommodation alone cannot permit care objectives. An understanding of cultural orientations that establish a barrier is necessary, a factor that is consistent with the fourth standard of the Expert Panel on Global Nursing & Health (2010, p. 7). With background knowledge of reasons for the barrier to vaginal examination, the nurse can engage Mrs. Nasser, focus her attention on the issue, and help her understand that the examination will not compromise the girl’s virginity and that the girl’s health, which could extend to her reproductive health, is far more important than the value of virginity. This would allow for consent and preventive care that Mrs. Nasser, as an Arab, values (Purnell, 2014, p. 172).   Accommodation and negotiation are the suitable culturally congruent strategi es that may be effective in addressing Mrs. Nasser’s needs. Accommodation involves accepting a client’s need because the performance of the need is possible and the need offers no harm. In the case, Mrs. Nasser’s concern is a direct examination of her daughter’s genitals and if an alternative test criterion exists, such as analysis of urine or blood sample, then the nurse should accommodate the client’s demand and use the alternative measures. Negotiation would, however, be suitable if alternative tests are either ineffective or not applicable to the case. It would then require a tactical approach, which demonstrates cultural competence, to convince Mrs. Nasser against her position. The understanding value on virginity as the barrier, convincing Mrs. Nasser that the virginity would not be compromised or convincing her that the traditional value for virginity is not as important as the real value for the girl’s reproductive health would help.