Abortion, An Act Of Killing - 1815 Words

Abortion has been a topic of ethics for as long as time can remember. Abortion is a difficult and controversial moral issue that most have dealt with or heard about. Most would argue that no one has the right to demand large sacrifices from another simply to sustain their own lives, while others see abortion as an act of killing, which is clearly wrong. Both sides have important moral insights, even if ultimately these insights are outweighed by the insights of the other side. Each and every person has their own viewpoint that is biased simply because of their religion or how they were raised. Opinions are passed on generation to generation and each generation with a more developed educated view attempts to change these views. The goal of this ethical argument is not to convince to accept one position or the other, but to help to understand both sides. Without knowledge of both sides, the argument continues. Beware of the labels â€Å"Pro-life† and â€Å"Pro-choice.† They imply that the other side is against â€Å"life† or against â€Å"choice.† They ignore the nuances in a person’s position. There are two principal moral considerations. People consider the moral status of the fetus and on the other hand the rights of the pregnant woman. There are distinctions to whether it is immorally wrong or if it should be illegal. These are distinct issues. Not everything that is immoral is necessarily illegal. We may, for example, want to say that being unfaithful in one’s marriage is immoral, but weShow MoreRelatedAbortion : An Illegal Act Of Killing A Fetus943 Words   |  4 PagesAbortion is one of many key issues that women are faced with in today’s world, to not have a child or conceiving a child through conception. What is abortion these days? To many, abortion is considered an illega l act of killing a fetus, while others believe abortion to be legal by law and punishable for it. 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Many Americans believe that life begins when a child is conceived while others insist that a child is not alive until a few months into the pregnancy. Although supporters for abortion agree that life begins during a few months into the pregnancy, they support abortion until around twenty-two weeks. This contradiction of beliefs among abortion supporters sparks anger with those who are

Chemistry Titration Lab Free Essays

Table 1: Data Collection Table – Contains all of the primary data directly obtained from the lab. Indicator | Initial volume of NaOH in burette (ml)  ±0. 05| Final Volume of NaOH in burette (ml)  ±0. We will write a custom essay sample on Chemistry Titration Lab or any similar topic only for you Order Now 05| Final – initial Burette Reading (Volume of NaOH used) (ml)  ±0. 1| Qualitative Observations | Phenolphthalein | 0. 00 | 0. 90| 0. 9| At first when the base was being dropped into the vinegar there wasn’t a color change, however when the solutions came close to full titration, the solution would turn pink and once mixed would turn clear again| | 0. 90| 2. 30| 1. 4| | | 2. 30| 3. 20| 0. 9| | | 3. 20| 4. 0| 0. 9| | Bromothymol Blue | 8. 00| 9. 50| 1. 5| Solution turned from yellow to light green | | 9. 50| 11. 10| 1. 6| Solution turned from a bright yellow to bright blue rather than a light green indicating over-titration had occurred| | 11. 10| 12. 90| 1. 8| | | 12. 90| 14. 40| 1. 5| | | 14. 40| 15. 90| 1. 5| | Methyl Orange | 15. 90| 16. 90| 1. 0| Reaction occurred quick, over-titration occurred and solution turned from red to orange | | 16. 90| 17. 20| 0. 3| | | 17. 20| 17. 40| 0. 2| | | 17. 40| 17. 60| 0. 2| | | 17. 60| 17. 80| 0. 2| | Methyl Red | 0. 00| 5. 00| 5. 0| | | 5. 00| 7. 80| 2. | Solution turned from red to a light orange/yellow color| | 7. 80| 10. 70| 2. 9| | | 10. 70| 13. 60| 2. 9| | | 13. 60| 16. 50| 2. 9| | Bromocresol Green| 20. 80| 21. 20| 0. 4| Solution turned from yellow to light green | | 21. 20| 21. 60| 0. 4| | | 21. 60| 22. 00| 0. 4| | Table 2: Data Processing Table displaying the volume of NaOH required to titrate 10ml of vinegar and their corresponding concentration of acetic acid Indicator | Volume of NaOH required to titrate 10mL of Vinegar (ml) ( ±0. 1)| Concentration of Acetic Acid  ±0. 5 (mol/l) | Percent Uncertainty (%)| Percent Error (%) | Phenolphthalein| 0. | 0. 9mol/dm3| 11. 1| 3. 4| Bromothymol Blue | 1. 5 | 1. 5mol/dm3| 6. 7| 72. 0| Methyl Orange| 0. 2| 0. 2mol/dm3| 50. 0| -77. 0| Methyl Red | 2. 9| 2. 9mol/dm3| 3. 5| 233. 0| Bromocresol Green| 0. 4| 0. 4mol/dm3| 25. 0| -54. 0| Sample Calculations: Ex. The calculation of the concentration of acetic acid for phenolphthalein NaOH Volume: 0. 9ml NaOH Co ncentration: 1. 00mol/dm3 1. Convert Volume to Litres 0. 9 = 0. 0009L 1000 1. Calculate the moles of NaOH (n=CV) n= (1. 00mol/dm3) (0. 0009L) = 0. 0009mol 2. Calculate the concentration of the diluted acetic acid. Because acetic acid and sodium hydroxide have a 1:1 ratio, they have the same number of moles. C = 0. 0009mol = 0. 09 0. 01L 3. Calculate the initial concentration of acetic acid pre-dilution C1V1 = C2V2 C1(0. 01L) = (0. 09mol/L)(0. 1) Concentration of Acetic Acid = 0. 9mol/L Sample Calculations Continued 4. Calculating percent uncertainty = absolute uncertainty x 100 Measurement 1 Example: Calculating the percent uncertainty for the volume of NaOH required when methyl red is used = 0. 1 x 100 2. 9 1 = 3. 5% Therefore, the volume of NaOH required when methyl red is used as the indicator is 2. 9ml  ± 3. % 5. Uncertainty propagation for the volume of NaOH required for each indicator (0. 9  ± 0. 1) + (1. 5  ± 0. 1) + (0. 2  ± 0. 1) + (2. 9  ± 0. 1) + (0. 4  ± 0. 1) = 5. 9ml  ± 0. 5 6. Calculating percent error Percent error = Actual – accepted x 100 accepted Example: Calculating percent error for phenolphthalein Percent error = 0. 9 – 0. 87 x 100 0. 87 = 3. 4 % Methyl Red Methyl Red Bromothymol Blue Bromothymol Blue Bromocresol Green Bromocresol Green Methyl Orange Methyl Orange Phenolphthalein Phenolphthalein Graph 1: Titration curve representing the effect of the volume of NaOH on the pH of the titration solution at end point Conclusion This lab tested the effect of the use of different indicators on the volume of NaOH required to reach the end point of the titration with acetic acid in vinegar. The equation for this reaction is: CH3COOH(aq) + NaOH(aq) NaCH3COO(aq) + H2O(l) The As one can see from graph 1 the results of this lab demonstrated that the indicators that required different volumes of sodium hydroxide to reach end point from least amount of volume required to most was with the use of; methyl orange, bromocresol green, phenolphthalein, bromothymol blue and lastly methyl red. Therefore, the highest volume of NaOH that was required to change the color of the vinegar occurred when using methyl red, and the smallest volume of NaOH that was required to change the color of the vinegar occurred when using methyl orange. Different indicators were tested as if the indicator is chosen well, then the endpoint will represent the equivalence point of the titration reaction; the point when the volume of titrant is equal to the amount of analyte (the acetic acid in the vinegar). An important factor to consider is hat indicators don’t change color at a specific pH. However, they do change color over a narrow range of pH values. Because vinegar has a pH of around 2. 4 the equilibrium was firmly to the left before the sodium hydroxide was added. Adding the sodium hydroxide will begin to shift the equilibrium to the right. As more and more base was added, for example with phenolphthalein, the pink eventually became so dominant that it could no longer be turned clear by swirling the beaker. If the light pink was achieved, then end point was perfectly reached and if the solution became bright pink then over-titration occurred. Although the majority of this lab occurred according to plan, there were a few minor anomalous results that occurred. For instance, the amount of NaOH used in the titration when the methyl red indicator was used was 2. 9ml. However, for one of these tests when using methyl red, the volume of NaOH required to reach the end point of the reaction was 5. 0ml. This was a clear anomalous result as it was very different from the consistent 2. 9ml of NaOH from the other trials. This anomalous result can be explained due to several systematic and/or random that will be discussed further on with their potential improvements. There were no error bars included in this lab. This is due to the fact that they would be non-existent as each titration was repeated until the exact same volume of NaOH was required to reach the end point for each different indicator at least 3 times. Figure 1: Representation of the various indicators used throughout the conduction of this lab and their pH levels. It also demonstrates their colors in acids and colors in bases as well as the color when end point is reached. This lab evidently demonstrated that phenolphthalein would be the best indicator to use. The justification for this is that every indicator has their own individual range of pH for the end points. When the end point occurs, it means there is slightly excess base. For phenolphthalein, the end point would be when the color of the solution changed into a very light pink color. As one can see from figure 2 the indicator phenolphthalein only changes color in basic solutions. This is a reason why it would be considered the best indicator for this experiment. This is because the end point for this experiment ranges in between a pH of 8. 2 and 10. , which as one can see is very similar to the pH ranges of phenolphthalein. This would cause the phenolphthalein to give the most accurate reading of the volume of NaOH required to reach the end point of its reaction with acetic acid. The reason the other indicators may not give the most accurate readings can be seen from the diagram below: Graph 2: This graph represents a simple visual of the effect of different indicators on the volu me of base required to reach end point with an acid. The green block above represents the phenolphthalein in this lab as it has its pH ranges on the break of the curve. This means that the color change will be accurate in terms of changing color at the break point of the reaction Evaluation There are a variety of ways this lab could be furthered. This lab was done using a strong base (NaOH) and a weak acid (acetic acid). A way that this lab could be furthered would be to do the exact same lab using a weak base and a strong acid such as NH4OH (ammonium hydroxide which is a weak base) the same weak acid (acetic acid). This would skew the results in that a much higher volume of base would be required to reach end point with the acid. This is because it would be much more difficult to shift equilibrium o the right. For example, the phenolphthalein indicator only turns the solution pink in basic solutions. Because a weak base is what will be used, it would take much more base in order to reach end point of the reaction. There were a few errors that could have been improved throughout the conduction of this lab. One of the major errors occurred prior to t he actual titration itself. This error occurred when the sodium hydroxide solution was being created. When the sodium hydroxide was being created, 1g of solid sodium hydroxide pellets had to be weighed using an electronic balance and then put in a volumetric flask. After this water was added to the sodium hydroxide pellets and diluted to the 150ml mark. The pellets were left in a dish in the open while we were getting other materials set up. This was definitely an error as the sodium hydroxide pellets absorb moisture from the air. This means that the sodium hydroxide was actually becoming heavier than 1g as it began absorbing his moisture. This affected results as there was a higher concentration of sodium hydroxide in the water than recorded. This could have affected the results in that less sodium hydroxide would have been required to reach the end point of the reaction. This would be considered a systematic error as the slightly increased mass of the NaOH would have been used for every trial as the same source of NaOH was used throughout. An improvement to this error would be to not put the sodium hydroxide pellets into the volumetric flask until the very last second. Also, the sodium hydroxide was put into the volumetric flask and then the water was added, however adding the water first could minimize the time that the solid sodium hydroxide is left in the air. This step in the procedure could also be improved if it were possible to purchase this solid sodium hydroxide already measured out in grams so that they would only be in the open for a matter of seconds as they were being transferred into the volumetric flask. A systematic error that occurred throughout the process of this lab was over-titration. Over titration is when too much of the base is added to the solution and the reaction passes end point. For example, the color that one would attempt to achieve when perfectly titrating using phenolphthalein is a light pink color. However, for all of our trials the solution turned a bright fuchsia color when using phenolphthalein implying it had over-titrated. This error could definitely have been improved. The improvement for this error would be to use a burette with a smaller opening. This would allow decreased room for the error of over-titration. This is because one would have more control over the volume of base released by the burette allowing for more control. Another systematic error that occurred repeatedly throughout the conduction of this lab was that the temperature of the room did not stay constant. Therefore, the temperature of the solutions including the indicators was not constant. Temperature changes could have occurred in the lab without being noted. This is a problem as it slightly changes the color change pH range of indicators. As one can see below, these are the effects on various common indicators’ color change ranges with an increase in temperature: Table 3: Table representing common indicators and the effect of changing temperature drastically on the color change range. Although the temperature would not have fluctuated drastically in the classroom there were still potential fluctuations that were not accounted for. This would have caused the end point to appear to be occurring at different times than expected for that indicator. The way this error could be improved would be to conduct the lab in an area where the temperature is closely and easily monitored. Conducting this lab in a classroom with the door frequently opening and shutting let in a draft therefore this lab should be conducted in an area with no interruptions that may effect temperature. Also, temperature can be monitored so that it can be at least accounted for in one’s results and the changes in temperature can be used as an explanation for the behaviour of the indicators in each test. Another section of the procedure of this lab that requires improvement relates to the indicators used. The indicators used throughout the process of this lab had pH ranges of around 2-3 increments. For example, phenolphthalein changes color over a pH range of around 8-10. This means that one would not be able to tell exactly what pH the final solution was when it reached end point from the indicator. This could be improved if indicators were produced that did not have a range of pH values in which they change color but one specific pH range where it changes the color of the solution. This would improve the lab as it would allow scientists to know exactly at which pH the end point of the reaction was reached exactly when it happens. For example, this specific experiment is supposed to reach end point between pH values 8-10, however having an indicator that changes color at pH 8, one that changes color at pH 9 and one at 10 would allow for a more accurate result. An additional random error that occurred throughout the process of this lab was that rarely a drop of NaOH wouldn’t come out of the burette completely straight and would end up getting stuck to the side of the beaker. This would have caused the volume of NaOH required to reach end point of the reaction to appear greater than it actually was. This is because NaOH was leaving the burette but not going into the beaker containing the vinegar and indicator. Although one cannot control the behaviour of the burette with the NaOH other than potentially using a burette with a thinner opening allowing for less room for the NaOH to fall from obscure angles, one can control beaker size. By increasing the size of the beaker containing the vinegar and the indicator, one is able to reduce the likelihood of the NaOH not going directly into that beaker. This would mean that there wouldn’t be as much NaOH lost from the burette that isn’t accounted for. Often in the real world, titration experiments are performed regularly. This is because titration is a process of determining the concentration of a substance in an unknown solution, in which a known reagent is added to that unknown solution in order to produce a known reaction such as a color change. A real world example of this is biodiesel production. Acid-base titrations are used in the production of biodiesel in order to determine the acidity of waste vegetable oil (one of the main ingredients in biodiesel production). pH paper is used to test a small sample in order to represent the pH of the entire batch. This allows one to determine how much base is required to achieve the desired pH. Bibliography Websites: â€Å"Chemical Analysis by Acid-Base Titration. †Ã‚  AcidBaseTitration. N. p. , n. d. Web. 12 Nov. 2012. http://chem. lapeer. org/Chem2Docs/AcidBaseTitration. html. â€Å"ChemTeacher.   ChemTeacher. N. p. , n. d. Web. 12 Nov. 2012. http://chemteacher. chemeddl. org/services/chemteacher/index. php? option =com_content. â€Å"Sample Lab Report. †Ã‚  Sample Lab Report. N. p. , n. d. Web. 12 Nov. 2012. http://www. chem. purdue. edu/courses/chm115/Laboratory/Records___Reports/Sample_Lab_Report/sample_lab_report. html. â€Å"Titration Lab Report. †Ã‚   Titration Lab Report. N. p. , n. d. Web. 12 Nov. 2012. http://www. slideshare. net/AuburnFeather/cfakepathtitration-of-7. Books: Textbook: Talbot, Chris. Chemistry for the IB Diploma. London: Hodder Murray, 2009. Print. How to cite Chemistry Titration Lab, Essay examples

Fundamentals of Quality Control and Improvement †Free Samples

Question: Discuss about the Fundamentals of Quality Control and Improvement. Answer: Introduction In the current case study, No Name Aircraft operating out of Australia and operation across Singapore, Vietnam and China is dealing with overwhelming issues that could lead to its acquisition. The CEO Adam OMeara concerns are high for the organization profit, which could result in its takeover. Also, the shareholder's trust seems to be wavering and the company is likely to lose its existence without their support. To upkeep the stance the report is been set up stating the key issues and as International Human Resource Management consultant recommendations are sought. The report makes a detailed study on recommending possible solutions and an action plan to resort in the case to overcome the specified issues. Issues at No Name Aircraft There are multiple issues in No Name Aircraft that have to lead to an increasing concern for the CEO Adam OMeara. The company is in a perplexed state and recognizes its major deficiencies that have affected the reputation, profits and smooth operations of the business. Having its business operations diversified across three countries i.e. China, Singapore and Vietnam, it has resulted in poor management and affected its efficiencies. The shareholders of the company are apprehensive towards the companys existence, which has resulted in OMeara suspicions onto company takeover imminence. There are mainly three issues that haunt the companys persistence: Cultural issues: Australia is the home country of No Name herein the team are not working well enough as they are facing communication breakdown between the integrated teams and across team and management. The culture at No Name has turned into a nasty and negative one as the workers are thereof adopting the mantra of near enough is good enough. The staffs at No Name also gives an impression that they are resistant to any sort of change which makes it even more complicated to sought the issue. Such a cultural issues extend to communication hindrances between its headquarter as well as subsidiaries. The lateral, as well as horizontal communication, also suffers which leads to resentment from staff about inadequate instructions. Diversity issues: the diversity management at No Name is limited to only a simple notion that proclaims that everyone in an organization is required to respect each others race-ethnicity, age, sexual preference, gender, religious preference, physical abilities another philosophy. The next issue that has been predominantly highlighted in No Name is associated with embracing the rich value of working with diverse people. At first, it has been noticed that at headquarters there is intolerance noticed upon working with employees from a different generation. The senior staffs resist working with apprentices and thus the healthy working relationship is strained. Furthermore, in China, there is a lack of effective recruitment of people who possess disabilities. Managers at this place actively ignore the job application of people possessing any disabilities even if the skills held by them are above or beyond other applicants. This form of wholeheartedly non-acceptance to the diversity of one another has created a situation of worry for OMeara to resort to ASAP. Product Quality issues: Also, one of the management teams has been recognizing the quality flaws as the prime cause of all such problems at No Name and indeed this is totally associated with the parts gathered from Vietnam and China. An aircraft seeks for both small to large modification even after its delivery made to the final customers. No Name customers comprising of both government, as well as non-government, are complaining regarding the lacking of quality, which was one of the core objective of the company once. Not just the customers but also a lot of stakeholders of No Name have sent warning letters to OMeara to make substantial quality improvements within six months. There are in total 50 teams that make up to the overall assembling of an aircraft. The major flaw noticed in such teamwork is that they are a focus upon their own specification area only. As such the working relationship within as well as across the team is extremely suffering. Recommendation Almost uniquely its is believed that to improve and enhance the conditions steps are required to be taken to bring in the much-needed difference. As an international HR consultant, it is important to actively involve in enhancement work and bring the change in behaviour and practices to improve the quality (Prajogo and McDermott, 2011). Despite the approach to success, the teams are frequently encountering obstacles in terms of cultural, diversity and product quality issues that obstruct it in achieving their original goals. The recommendations put forth are important contribution to make improvement in quality and value of No Name aircraft. According to Fullan (2014), Culture is shared values, beliefs and practices of people working in an organization. Culture endures on a deeper context and is embedded on the basis of peoples actions, what it expects of each other and how it makes sense to each others actions. Facilitating, an organizational culture is one of the most challenging tasks for a leader. This is because the culture of an organization comprises of interconnected goal sets, process, values, roles, communication, attitudes and practices. In the current situation, OMeara has shared its responsibility with the Line managers in Australia who are mainly responsible for effective communication between the headquarter and its subsidiaries. Changing the culture of an organization is a large-scale undertaking and requires an effective tool to change the minds in order to deploy a critical impact on their success. Organization culture is not homogenous and thus comprises of subcultures, which might be different from the organization on a whole. It is important to get acquainted with espoused philosophies, values and mission to understand the culture (Keyton, 2011). There are mainly three dimensions to the corporate culture that affect its alignment within organization i.e., symbolic reminders (artefacts which are mainly visible), mindsets (beliefs and attitude of employees which are shared commonly) and keystone behaviour (concurring acts that instigate behaviours of others). These behaviours mainly overrule organization and OMeara is required to bring positive influences from cultural situations to alter the behaviour patterns and habits to produce effective results. The key reason of cultural failure at the organization is the difference in sharing of knowledge. Communication being the most powerful tool of organizational culture is extremely lacking at No Name aircraft. It is important to f acilitate communication by sharing knowledge and integrating the same into everyday business (Alvesson and Sveningsson, 2015). It should not only be line manager at Australias responsibility to upkeep and devote them to facilitate communication rather the senior head of each department in different countries also need to be appointed to share their status with one another. This will help in leveraging internal knowledge around core competencies by providing knowledge, building capacity and forging a partnership between the headquarters and their subsidiaries (Schein, 2010). The next issue was to overcome the diversity management issues, which had increasingly been a concern for the organization. The heterogeneous groups are better in delivering effective solutions and making critical analysis so it is important to encourage diversity at No Name aircraft. Diversity refers to the differences in culture as well as belief systems. OMeara is required to address employees relations spurred with differences. The varying attitude needs to accepted and also respected at the workplace to function well. Sensitivity training can be used as an on-going program to help in individual understanding the differences (Patrick and Kumar, 2012). The training shall help in understanding and reconsider others concerns and acknowledge them about the companionship and desire for accomplishing work with accuracy and pride. The feel of being valued and appreciated is a must thus; the personal biases of senior management of China do not consider applicants with disabilities must b e overcome. The barriers to understanding should be removed and fostering each other competencies should be encouraged. Also, interactions are an important facet to encourage working relationships among employees. Communication is a prime factor that can effectively help in facilitating relationships and dealing with cultural as well as diversity issues (McMahon, 2010). OMeara is suggested to address employees to function as a team by transmitting information in common language. The software can also be installed for interpretations wherein information is not easily understood. The last issue that has affected the organization is the quality of the product, which has disturbed the company profits. Enhancing quality is intrinsically a good approach and requires commendable efforts. The reports showcase that coordination is patchy and inconsistent with customer requirements. There has been warning signals from stakeholders to improve the quality of product within a set period of six months (Mooney, n.d.,). Quality is built in and in order to enhance the same, it requires the organization to understand the complexities associated with it. Poor quality is a costly proposition for the company both internally as well as externally. As it can be seen from the case study active involvement of team is important to bring the change and improve product quality. There needs to be a wholesome process to ensure an overall product quality management at No Name Aircraft. Excellent quality inspections are required for addressing the quality issues in the most effectual mann er. The designing and conduct of inspection must be in tune with the specification and assembling procedure of the product. It is important that Team Quality services are encouraged to understand with non-conforming or any susceptible material. To solve the product quality issues it is important to sort and rework the networks within teams to provide them with the right direction. this will indeed help in resorting to internal costs of rework, redesigning, delays, shortages, failures, lack of adaptability and flexibility. To meet the external cost of bad product quality i.e., customer complaints, lost goodwill, chances of company restructuring, extra setup costs, sales reductions etc. it is important the stakeholder needs and requirements are fulfilled. Action plan It is important to note that it is complex to make structured improvement and it takes considerable time also. The findings made emphasize the importance of leading improvement in work by taking out to reflect the improvement program (An, Yom and Ruggiero, 2011). It is important to carefully plan and recognize the approaches that could help in establishing the favourable changes and allowing improvements. Thus, herein to face the major challenges at No Name Aircraft action plan is prepared which is as follows: Action Description Person responsible for action Required Resources Proposed time period for completion Using social intranet It will help encourage employee interaction and knowledge sharing (Liu, Wu and Chen, 2010). The head of the department at host as well as each subsidiary Active website and access made available to all employees Within 15 days of action plan Sensitive training Training helps in overcoming the issues and improving the interaction among team members Senior Management of Host Country Courses to enhance communication skills and addressing them towards the sensitive consideration of each others diversities. Every week training program, Product Quality Management To specifically target on fundamental elements affecting product quality issues Senior Management at each subsidiary. Analytical method and testing models to refine the quality of the product (Montgomery, 2007). Within six months from the stakeholder's ultimatum With the major challenges currently haunting the company, improving key aspects is important than ever. However, it can be seen that few changes could be made immediately while some issues will require time for effective implementation (Armstrong et al., 2010). Staff may not understand the complete demand for improvement but their participation is a must for a profound impact on improvement efforts. The team instability can be very disruptive and this requires aligning their personal goals with wider goals to pull them towards a common direction. Sharing of knowledge can help enhancing organizational cultural support. The activeness of staff at social intranet will help it in engaging them towards a common perspective. It will help in providing staff with the clarity of problems and solution, agreement towards roles and responsibilities, working in commitment towards the common goals and use-shared language (Ivanov, 2010). Appreciation at the social intranet will also help in intrins ic motivation of staff and act as a boost towards encouraging change (Barak, 2016). The staff involvement can be encouraged and the requisite culture can be developed which is more friendly and promising. Communication one of the major issues at No Name Aircraft can be resolved. Coordination can be encouraged at multiple levels and consensus can be build to alienate the risk persisting in the organization. The product quality management process shall require the participation of all teams. As active involvement of team is important to bring the change and improve product quality. Urge towards taming actions that ensure time is dedicated towards planning and designing of the overall program. The process shall begin with identifying the product complaints and then assessing the attributes resulting in such complaints (Goetsch and Davis, 2014). The product complaints will help in giving early warning signals and assessment shall help in checking the quality across the entire manufacturing process. Then further quality stewards will be set to make product control plans. Moreover, quality check and testing networks will be done on the routinely basis to critically assess the plan. Lastly, analytical methods will be placed to seamlessly transfer products and assess their consistency. The improvement through such initiative and the program can help in deal-breaker and bring the positive chang e wished in No Name Aircraft. After the program is conducted evaluation is a must as this will help in realising the outcomes sought validity. The overall quality program will lead to enhancement of combined and unceasing efforts of staff (Mitra, 2016). For this sensitive training will lead the marks. The programs taken on round will lead to interventions at many points as the organization already suffers from cultural, diversity and quality issues. Synthesising of the efforts is important and sensitive training shall help in linking the dots together. The sensitive training will help in enhancing functioning, as respect and acceptance shall be a common parlance taught at the workplace. It should be as an on-going program (Kirton and Greene, 2015). At sensitivity training program the personal problems can be discussed and realising each others habits and attitudes can provide solutions to such problems. The convincing of the overall situation can help in dealing with the fundamental and improving problems. Moreover, the negativity can be removed and fresh learning and development can lead to acceptance of each other diversity (Gorla, Somers and Wong, 2010). The action plan set will indeed help No Name aircraft in delivering positive results, which will ultimately help in regaining the confidence of stakeholders in the company. Conclusion No Name Aircraft need to enhance its product quality, cultural and diversity issues to re-win the faith of its stakeholders. In order to negotiate with the complex challenges deep-set and structural programs are identified which will help in gaining employees generous support and overcoming the previous obstructions (Westcott, 2013). Many of the factors so recognized in this report involve a wider yet complex consideration of systems. Encouraging participation of all staff and its head may help it in meeting the ambitions, averting disappointments and maximise participation for optimum gains. All the recommendations are testaments on how the company could improve upon its financial statements through right training and active involvement of all. References Alvesson, M. and Sveningsson, S., 2015.Changing organizational culture: Cultural change work in progress. Routledge. An, J.Y., Yom, Y.H. and Ruggiero, J.S., 2011. Organizational culture, quality of work life, and organizational effectiveness in Korean university hospitals.Journal of Transcultural Nursing,22(1), pp.22-30. Armstrong, C., Flood, P.C., Guthrie, J.P., Liu, W., MacCurtain, S. and Mkamwa, T., 2010. The impact of diversity and equality management on firm performance: Beyond high performance work systems.Human Resource Management,49(6), pp.977-998. Barak, M.E.M., 2016.Managing diversity: Toward a globally inclusive workplace. Sage Publications. Fullan, M., 2014.Leading in a culture of change personal action guide and workbook. John Wiley Sons. Goetsch, D.L. and Davis, S.B., 2014.Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Gorla, N., Somers, T.M. and Wong, B., 2010. Organizational impact of system quality, information quality, and service quality.The Journal of Strategic Information Systems,19(3), pp.207-228. Harvey, C.P. and Allard, M., 2015.Understanding and managing diversity: Readings, cases, and exercises. Pearson. Ivanov, M., 2010. Informational control and organizational design.Journal of Economic Theory,145(2), pp.721-751. Keyton, J., 2011.Communication and organizational culture: A key to understanding work experiences. Sage. Kirton, G. and Greene, A.M., 2015.The dynamics of managing diversity: A critical approach. Routledge. Liu, S.C., Wu, H.H. and Chen, H.K., 2010. Improving organizational performance by a quality control circle: A case of medication improvement team at a hospital in Taiwan.Information Technology Journal,9(4), pp.692-697. McMahon, A.M., 2010. Does workplace diversity matter? A survey of empirical studies on diversity and firm performance, 2000-09.Journal of Diversity Management,5(2), p.37. Mitra, A., 2016.Fundamentals of quality control and improvement. John Wiley Sons. Montgomery, D.C., 2007.Introduction to statistical quality control. John Wiley Sons. Patrick, H.A. and Kumar, V.R., 2012. Managing workplace diversity: Issues and challenges.Sage Open,2(2), p.2158244012444615. Prajogo, D.I. and McDermott, C.M., 2011. The relationship between multidimensional organizational culture and performance.International Journal of Operations Production Management,31(7), pp.712-735. Schein, E.H., 2010.Organizational culture and leadership(Vol. 2). John Wiley Sons. Westcott, R.T. ed., 2013.The certified manager of quality/organizational excellence handbook. ASQ Quality Press. Mooney, L., n.d., Overcoming Diversity Issues. [Online]. Available from https://yourbusiness.azcentral.com/overcoming-diversity-issues-8134.html. [Accessed on 9th October 2017].

The Misinformation Effect Essay Example

The Misinformation Effect Paper The misinformation effect is a memory bias that occurs when misinformation influences peoples reports of their own memory; this reveals the pliability of memory. There is a general acceptance, supported by research, for the misinformation effect: The introduction of misleading post event information will impair the memory of an original event (Toland, Hoffman Loftus, 1991). In exploring the factors that enhance susceptibility to misinformation, it was discovered that allowing time to pass after the event, so that the original memory can fade, makes a person particularly vulnerable to suggestion ( Loftus, Miller, Burns, 1978 ). People are particularly prone to misinformation when the passage of time allows the original memory to fade. This finding leads to the discrepancy detection principle, which states that recollections are more likely to change if a person does not immediately detect discrepancies between post event information and memory for the original event. The Human memory process involves acquisition, retention and retrieval. During the acquisition stage event variables [like exposure time, frequency, detail salience, violence of the event] and witness variables [like stress, expectancies, and perceptual activity] affect the witness’s ability to perceive an event. There have also been studies that show how an individual’s personality could affect the occurrence of false memory or misinformation. Porter, Birt, Yuille, and Lehman (2000) found that subjects scoring low on extraversion were more susceptible to creating false childhood memories. Liebman et al. We will write a custom essay sample on The Misinformation Effect specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The Misinformation Effect specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The Misinformation Effect specifically for you FOR ONLY $16.38 $13.9/page Hire Writer (2002) found that false memory from misinformation/suggestibility was positively associated with three subscales of the NEO Personality Inventory; values of the Openness dimension, and modesty and altruism of the Agreeableness dimension. Two systems which have been presented to elucidate the misinformation effect are: the alteration hypothesis and the coexistence hypothesis (Toland et al. , 1991). Both theories concur that the presentation of misinformation interferes with the original memory, creating the incorrect accounts of events. The Alteration Hypothesis This hypothesis takes the view that the misleading information really changes the original memory traces. Support for this hypothesis comes from the inability to recover original memories after being presented with misleading post event information. Not only is it possible to change details of memories for previously experienced events, but one can sometimes also plant entirely false memories into the minds of unsuspecting individuals, even if the events would be highly implausible or even impossible. False memories might differ statistically from true ones, in terms of certain characteristics such as confidence or vividness, but some false memories are held with a great degree of confidence and expressed with much emotion (Loftus, 2004). The misleading information destroys and substitutes the original information. This makes the suggested information become an element of the original event memory. The Coexistence Hypothesis This hypothesis proposes that the original and suggested information coexist in memory The original information is still stored but has become inaccessible. Support for this hypothesis comes from successful attempts to recover the original information after exposure to misinformation have presumably altered that information in memory (Toland et al. , 1991). References: Liebman, J. I. et al. (2002). Cognitive and psychosocial correlates of adults’ eyewitness accuracy and suggestibility. Personality and Individual Differences, 33, 49–66. Loftus, Elizabeth F. (2004), Memories of Things Unseen Current Directions in Psychological Science. Volume 13 Issue 4, Pages 145 – 147. University of California, Irvine. Loftus, E. F. , Miller, D. G. Burns, H. J. (1978). Semantic integration of verbal information into a visual memory. Human Learning and Memory, 4, 19-31. Porter, S. , Birt, A. R. , Yuille, J. C. , Lehman, D. (2000). Negotiating of false memories: Interviewer and remember characteristics relate to memory distortion. Psychological Science, 11, 513–516. Toland, K. , Hoffman, H. , Loftus, E. F. (1991). How suggestion plays tricks with memory. In J. F. Schumaker (Ed. ), Human suggestibility. Advances in theory, research, and application (pp. 235-252). New York: Routledge.