The Impact on the Home Economics Movement Assignment

The Impact on the Home Economics Movement - Assignment Example Beecher wrote one of the first texts in home economics, namely, A Treatise on Domestic Economy (1841) and The Domestic Receipt Book (1846). Her definition of essential household knowledge included maintenance of good health. Booker Taliaferro Washington was an African American educator of the 19th and early 20th centuries. He had a major influence on the black public affairs till his death in 1915. In 1881 he founded Tuskegee Normal and Industrial Institute, making it the best supported black educational institution in the U.S by 1900. He cemented his influence by his famous autobiography, Up From Slavery (1901), his celebrated dinner at Whitehouse, found the National Negro Business League and as the chief black advisor of presidents William Howard Taft and Theodore Roosevelt. Juliet Corson was a pioneer in cookery education. She was born in 1841 and died in 1897. Corson set up the first fully equipped cooking school in the US in 1975. She did this in the belief that every woman should be able to understand how to manage a kitchen whether she did her cooking. She wrote numerous books on cooking. Her first was, The Cooking Manual of Practical Directions for Economical Everyday Cookery. Known as one of the founders of the science of Home Economics, Maria was the founder of Bethel Public Library. She was born in Massachusetts in 1843. She was orphaned early and started cooking in homes and career. She published her first book in 1872, named The Appledore Cook Book. She published camp cookery in 1878. Sarah Rorer, fondly known as Sallie was born in 1849 in Pennsylvania. Over the course of her life, she worked as an editor, magazine columnist, and cookbook author. Her work has a focus on food and the body, especially the malnourished. She is best known for her collections: Mrs. Rorer’s New Cook Book. Isabel Bevier became part of the domestic science  movement but was committed to its goals and philosophy.

Shagri La Advertisement Analysis Essay Example for Free

Shagri La Advertisement Analysis Essay One of the hallmarks of modern capitalism is advertising, helping fuel the economy by motivating buyers and supporting sellers. A prime promotional tool includes television commercials. It has become apparent over the years that television ads heighten peoples interest in products. Taking this into consideration, television advertising today has overwhelming influence on consumer purchases and   attraction to services. The consumer mind frame is largely weighted by what advertisements encourage and coerce people to buy, do and even believe. A television ad concept is not difficult to actualise, but creating an affective one that will excite audiences is. Television is firstly a visual medium and secondly auditory, allowing short stories to be told by advertisers. This medium allows for maximisation of the creative potential. Brand History Shangri-La is a premier hospitality provider founded in 1971 in Singapore. Its name was inspired by James Hiltons legendary novel Lost Horizon, which encapsulates a placid haven in the Himalayas mountains, called Shangri-La, which cast a spell on its residents. Today, Shangri-La composes of over 70 deluxe hotels and resorts in key cities in Asia Pacific, Canada and the Middle East. Apart from providing hotels and resorts, it has also established spas and luxury serviced apartments. Based in Hong Kong, Shangri-La has plans to expand globally with advancements under way throughout Asia, Europe and North America. The vision of Shangri-La is to be the first choice for their guests, colleagues, shareholders and business partners, with its mission to delight their guests every time by creating engaging experiences straight from their hearts. Target Audiences Instead of highlighting the usual comforts and amenities of the hotel, the ad tries to work on the subconscious level of the consumers. The man is neither familiar with nature of wolves nor with the terrain. This means that ad is not designed for regular loyal customer and Shangri-La is confident of retaining them with its service. Furthermore the ad characterizes a man fighting alone in an adverse condition rules out family as target. Its primary aim is to attract new customer especially working class who are rich enough to spend but are skeptical of service provided. This tactic used is to convey quality   which uses a very fine experience from human life. It is safe to consider this ad to be reaching out to the niche market of business men of middle to upper class stature. However, also not to mention anyone who is willing to pay the price for comfort as well. Objectives Of Commercial The advertisement is excellently scripted and shot to keep viewers glued to the screen when watching it   for the first time. Creatively crafted with such brilliant cinematography and accompanied by an empowering original music piece composed by Bruno Coulais. Audiences would not figure out that this would be a commercial for a hotel until the ending of it. The symbolism used in this ad creates a lasting impression on the viewer’s mind. The ad is designed keeping in view the consumer’s perspective and expectation away from the hotel. Depicted in the commercial is a   man with backpack and equipment that symbolizes a career oriented customer. This person is in an unknown place for work related affairs. He is tired in his endeavors and looking for a place to rest and rejuvenate, namely a hotel or a resort. Wolves are generally associated with sinister and wicked activities and here they depict hotels and resort. It is common perception that hotels and resort charge expensively   and have lot of hidden charges but most of them fail to deliver the value for money spent. The customer doesn’t trust the wolves (hotel) and when he finally gives in to his fatigue, he gets unexpected, friendly and customized treatment from the stranger who are the wolves; Shangri-La staffs. Cultural Impacts In recent years, change and adaptation seem to be the norm for society all around the world. Adaptation to sub-cultures is not always the easiest. Habits and culture change are more often than not the hardest to accept. In this case,   the advertisement emcompasses that entirely. With the man lost in a foreign environment, looking desperately for a place to rest. Unable to familiarize himself to his surroundings, he succumbs to settling down in the cold winter snow. Unexpectedly, Shangri-La, depict as the wolves, show up to comfort the stranger. After which, the tagline, â€Å"To embrace a stranger as one’s own, it’s in our nature† is shown. Hence, audiences are able to gather that no matter where you are across the globe, in a foreign environment, Shangri-La will take you in not as a guest but a kin. Creating a ‘home away from home’. Mass Media Theories There are four main theories that are formulated into the advertisement, namely the cumulative effects theory, attitude effects theory, behavioural effects theory. Cumulative Effects Theory It is necessary for an ad to be repeated several times before an individual consumer attends to and processes the message. This need for repetition is the cumulative effect of actual exposure to the message. Message quality is a critical factor in determining whether communication has any effect. The placing of the Shangri-La ad in cinemas before movie screenings and on YouTube allows for this necessary repetitive exposure. The cognitive and affective responses to the ad (e. g, attention, recall, attitude) initially hikes with increasing repetition over time. By placing it in cinemas over a stretched period of time, movie-goers are more exposed to the ads as it is highly unlikely for them to intentionally avoid it. The placement of it on YouTube before certain videos also ensures that viewers are unable to avert the intrusiveness of the ad. With the behavior attitude effects that derive from the Shangri-La ad, the cumulative effects are elevated. Behavior Effects As Shangri-La has already been established as mature in its industry, one of this commercials purpose is to influence its viewers with social appeal. The motivation that leads a consumer towards selecting Shangri-La usually involves actively seeking to satisfy the need of luxurious accommodation. In relation to Maslow’s hierarchy of needs, the ad satisfies the psychological, safety and self-esteem needs of consumers. By reminding travelers that Shangri-La will care for travelers as their own, this ad keeps the consumer feeling a sense of safety, which is an important concern in every traveler’s mind. At the same time, while actively motivating them to pursue luxury accommodation, the ad is feeding their self-esteem need of knowing they are capable of affording premium accommodations while traveling, setting them apart from markets that cannot afford so. It is vital for a ad to communicate possible benefits to a consumer as by doing so, they appear more credible and are more able to influence the consumer’s behaviour and choices. Another factor that affects the consumer behaviour in this ad is the subliminal messages it sends. The subliminal message of this ad was intended to cause viewers to think of Shangri-La as the ideal choice while traveling. After a mind picks up a subliminal message, the subconscious mind will tell a person to obey the message the next time he sees something that relates to it. A consumer that has watched the ad will tend to be reminded of Shangri-La when he travels, creating a lasting retention in their minds. Attitude Effects Attitude is a central focus in the fields of advertising and consumer behaviour. Much of research has shown that consumers brand-related beliefs affect brand attitude formation (e. g. , Mitchell Olson 1981) and change. In addition, recent evidence suggests that consumers brand attitudes may be affected by consumers attitudes towards the advertisement themselves. For ad-evoked feelings to become directly associated with a brand, associative mechanisms have to be present. This result could be an effect on the brand attitude or brand choice or both. The Shangri-La ad is an emotional commercial without much information content but evokes thinking and cognitive activity. The feelings of fear, being taken care of and eventually safety that the audience experiences while being exposed to the Shangri-La ad, over time and with multiple exposures, become associated with the Shangri-La hotel. These associated feelings can also change the symbolic meaning that consumers associate with Shangri-La, as it is now seen as not just a hospitality provider but also a part of travelers’ warm experiences. The association of such feelings with the brand leads to Shangri-Las brand imagery and personality, which leads to consumers developing a more positive attitude towards it. This association also directly affects the attitude and buying behaviour that travelers have toward the brand. Conclusion In a nutshell, the advertisement has proven to be a huge success. Having incorporated the use of mass media theories seamlessly into the ad itself was tantamount to having half the battle won. The final pieces of the jigsaw was fitted when Shangri-La went spot on with their intended target audience as well as excellent placement for their ads. Suffice to say, the burgeoning reputation of Shangri-La has allowed the versatility in their advertisements. It is noticeable that throughout the ad, there is not any one time that Shangri-La had to showcase their facilities or services they provide simply because the masses have already instilled in their minds that the company is in a distinguished class of its own. This unconventional way of driving a particular message across to viewers instead of the typical flaunting and showcasing of products and services brings about something fresh to the advertising scene enables them to take a bigger leap forward in drilling the intended message across to the audience.

Evaluating Compensation Strategy and Incentive Plans

Evaluating Compensation Strategy and Incentive Plans 1.1.0 Introduction It has become more and more important, especially in the current conditions following the credit crunch for organisation to monitor and control labour costs, whilst striving for increased productivity, better quality and good customer service. For this reason; there has been need to review strategies, if not bring in new strategies towards employee compensation and incentive schemes. In this competitive environment, companies are looking to recruit and retain high performing and highly committed employees and taking note that this comes at a cost, but a cost justifiable enough to ensure competitive advantage and success of the organisation. Michael H. Schuster, P.H.D on Aligning Compensation Strategy notes that Companies are examining the method and basis for compensating employees, there has been a growth in the number of companies seeking to develop high performance, high committed work systems, based upon expanded roles for employees, require that employees accept more responsibility and accountability. Therefore employee compensation is an important element to the financial success of the organisation. A strong emphasis is placed on the fact that compensation and reward schemes should transparently reflect the financial potential of the company and align it to the organisation strategy and objectives. In the past, wages and salaries usually grew only by a consistent and constant spinal point. More recently, there has been a growth where the labour market has become more and more aggressive and has brought about the notion that compensation and incentive packages must be competitive enough to attract and retain well skilled workers. 2.1.0 Compensation Strategy As all strategies for any organisation, the ultimate goal and objective is to maximise the wealth for shareholders. The compensation strategy should take into consideration that; They should clearly implement a value based company management system. The long term appreciation and capital value of the company Market conditions and orientation of engaging qualified and skilled workers And important aspect is the cost of the strategy to the organisation. Compensation is one of the main concerns to secure the high performance of the organisation. There is no understatement in saying that organisations perform because of the work being carried out and accomplished by the people it employees, and therefore they make the difference. In saying this, it is important to note that protecting human capital is crucial, and this is done through motivation, recognition, an appropriate reward and compensation scheme. An obvious and important element to consider in the strategy is the possible analysis of the cost of executive and employee compensation will cost the organisation. This will be concentrated on the opportunity cost to the company of the stock and performance based parts. The cost in this case to the company would therefore be the foregone resources on the compensation agreement. It is said that money is a powerful source of motivation. But its also said that salary increase can only motivate until the next pay increase is due. An element of any organisations compensation strategy is to always reflect the strategic business objectives. The objectives and goals should be clearly defined, making them achievable through the compensation structure. As stated earlier and reemphasised now, the compensation plan should be integrated with the performance objectives of the organisation and with the employees individuals goals. 2.1.1 Core Elements of Compensation Strategy An intensive analysis needs to be carried out on the organisation framework, this will be able to establish and reflect the demands of the future business development and which framework conditions will be required to structure an effective compensation strategy. It is even more important to define the management and operative levels taking into account value orientation. As well as the objectives that have been set out for each employee and how their performance is evaluated. Therefore clear roles and responsibilities need to be defined and a strong communication system to be put in place to ensure that all employees are aware and know how their performance is reflected into the incentive scheme. Other elements to consider are should be; Generic They should be a buy in into the incentive plan by the employees. It should be designed in such a way that employees at all levels are participative and have the same gaol and direction. Be of significant and Perceived Value to the employee. Employees should be able to easily recognise the potential reward related to performance. Related to Individual Performance As stated by Bob Normand Institute of Smart Business Management. A factor in the determination of how much an individual employee receives should be their performance rating as determined by their formal job review and appraisal. Employee Loyalty A good incentive plan should be able to retain employees and gain their loyalty. Therefore, an incentive plan should foster employee tenure and performance. There are two main streams of rewards being monetary and non monetary. The monetary being the preferred, and is usually a Pay-For-Performance scheme. Types of performance based pay are; Stock based This will include stock options and grants, equity shares. Cash Compensation These are usually bonuses and are related to the achievement of performance objectives and goals that were set out. Cash incentive is the most common and preferred form of an incentive scheme. An effective compensation strategy if implemented successfully can fulfil other objectives. This has been summarised in the table below; Objective Result Alignment to the strategy of business units. Strong market position. Strengthens the performance and is result oriented. Competitive Advantage Enable organisation change and flexibility to adapt to changed business situation. Success and forward moving organisation. Promotes motivation and loyalty Retaining of highly skilled employees. Controversy Over incentive schemes 1Over the past years, and more recently the past 2 years, where the economy experienced a depression and a down turn in the market for most industries, there have been continued sensitive arguments over corporate executives compensation and how they align to the firms performance. Holmstrom 1979,  [2]  looked at the contribution that made clear the trade off between risk and incentives in the moral hazard problem. This study was partly based on his unpublished dissertation. The media, public, politicians have raised concerns over the current executives compensation packages that seem to drive employees towards taking short term risks, without taking into consideration the long term repercussions and effects on their organisation. As a result of this, there have been regulations being put on the table that look at restricted stock pay options and maximum level cash incentive, or other types of compensation that will focus more on long term performance. This will push executives to always base their investment and finance decisions with the shareholders best interest at hand. There will have to be a strong correlation between long term incentive compensation and the future firm performance. With the emphasis on transparency, CEOs pay is usually publicized in the press in papers and magazines such as Fortune Magazine that has an annual ranking of the highest paid CEOs. It has been observed that the firms that pay their CEOs the highest are organisations that tend to be the ones experiencing high returns, and high operating performance in comparison to others. 4.1.0 Performance Measurement and Incentive Schemes Leonard, 1990 and Hayes and Schaejar 2000, looked at the studies that focussed on the relationship between pay and the future accountancy performance of the organisation. There has been an assumption that in efficient markets, executives and investors will capitalise the present value of future firm performance increase into the stock price. The question is always 2 how do you align strategic performance measures and results to compensation and incentive plans?. The first question to ask when designing a bonus plan that replicates the incentive of an owner is how to measure business performance. The right measure of corporate performance will have strong ties to the amount of additional wealth that a company produces for its shareholders and by extension for society at large. It will guide people to make the decisions that will generate the added value necessary to fund their bonus, to re w a rd the shareholders and to reinvest in business growth. They are several models that organisations can use to measure the performance and determine the level of incentive to be paid out to executives and employees. Strategic Performance Measurement (SPM) System This measurement translates the business strategies and objectives into deliverable results. The advantage of this model is that it combines the financial, strategic and operating measures and compares it against how well an organisation meets its objectives, goals and the targets. Economic Value Added (EVA) / Value Based Management This model emphasises on performance measurement and the cost of capital and measures the value created for shareholders. The main advantage of this measure is that its focus is on wealth creation. Balanced Scorecard System Its core element is its emphasis on the key business drivers such as customer and employee satisfaction, operational excellence and new product development. 4 As strongly supported by Stern and Co. Economic Value Added offers more to an organisation as it focuses on measuring value created for shareholders, which is the essence and objective of any organisation; to create wealth for its shareholders. This measure is also focuses more towards the capital markets and assists in developing organisation strategies at all levels of the organisation. 5 Other advantages of EVA as a measurement tool are; It creates measurable objectives and goals for employees and are specific It can easily align the operations and business units with the overall corporate strategy. EVA can link individual performance and compensation plans to business strategies. 5.1.0 Relationship between Stock Price Performance and Incentive Schemes The hypothesis by a paper written by M. Cooper, H. Gulen and P. Ray Performance for Pay? looked at the relationship between CEO incentive compensation and future stock price performance. They summarised that The efficient market hypothesis suggested that markets capitalise incentive pay grants into the stock price at the announcement day, resulting in no relation between incentive pay and future stock price performance. On the other hand, the optimal incentives hypothesis suggests that whilst compensation and incentive schemes can be aligned to managerial interests with shareholders value wealth creation and maximisation, investors may not necessarily react to the information. This could be as a result of not understanding the incentive strategy, and not having the right measurement model to gauge it against. Therefore investors are not able to observe or attain the value it may have to the organisation future stock price performance.  [6]  7A positive relation may be evaluated between the incentive pay and the future stock price performance. 8Needless to say, based on studies carried out in the past and present on the relationship between Stock Price Performance and Incentive Schemes, there is not much direct evidence that shows that incentive plans do lead to a companys improvement in future stock price performance. One of the challenges of stock returns are they having shareholders expectations imbedded in them. Other challenges are that economic theory would not be able to predict that increase in incentives would lead to increase in profitability. 9 A much earlier study by Masson 1971 linking financial incentive to future performance of the organisation, his findings were that firms and organisation that had attractive financial incentives showed a better stock market performance during the post-war period. Conclusion Due to the increased competition of business, it has subsequently increased the competition for employing skilled workers, and retaining them. A compensation strategy creates and brings about a unified culture, and offers corporation and advances the implementation of the business strategy. This will essentially promote performance and employees will be result oriented. Incentive plans should be reviewed annually to analyse if they are actually effective and increasing the performance of the organisation and meeting the strategic objectives. This involves looking at any accomplishments and the desired outcome. Despite the soaring pay, many experts argue that the system is working better than ever. They see the bull market and healthy corporate sector as proof positive that companies get what they pay for. (Business Week April 21, 1997, p.p 60) Performance based pay is the best incentive strategy for any organisation as it maximises on the strategic plan, as the compensation strategy requires that the plan is set on organisation goals and objectives. This has a major influence on the employees. Pay for performance has been cited to be a more motivating factor, both short term and long term incentives.  [10]  A study carried out established that employees showed a more positive work attitude with a pay for performance incentive. Other benefits of a pay for performance incentive scheme is the pay receives special treatment in some contexts. This is under the Internal Revenue Code (IRC). Essentially, at the end of it all, the compensation strategy and incentive plans main purpose is to: Attract and retain employees. Motivate and establish loyalty towards the company. Making sure the cost of the strategy is line. Encourage peak performance.

Understanding the Holocaust through Art Spiegelmans Maus Essay

The experience of being in the Holocaust is hard to imagine. The physical pain and fear that a survivor of the Holocaust felt could never fully be understood by anyone other than a fellow survivor. The children of survivors may not feel the physical pain and agony as their parents did, but they do feel the psychological effects. For this reason Artie and his father could never connect. The Holocaust built a wall between them that was hard to climb. Artie makes an attempt to overcome the wall between him and his father by writing the comic Maus about his father’s life in hopes to grow closer to him and understand him better, yet he struggles in looking past his father’s picky habits and hypocritical attitude. Artie’s father, Valdek, as he knew him growing up was stingy. He was stingy with money, food, matches, and even toothpicks. All the food on his plate had to be eaten, or it would be served to him the next night and the night after that until it was gone. Valdek’s obsessive behavior about not wasting anything aggravated Artie to no end. "He grabs paper towels from restrooms so he won’t have to buy napkins or tissues," vented Artie to his stepmother. Once Artie used an extra match and Valdek yelled at him for his wastefulness. His life could never compare to how hard Valdek’s was, and this bothered Artie. At the very opening of the story, Artie cries because his friends leave him when he falls off his skates and his father tells him that, "If you lock them together in a room with no food for a week then you could see what it is, friends!" All things relate to the Holocaust for Valdek and this makes Artie feel guilty for not having such a hard life and fo r that feeling of guilt Artie becomes angry and distances himself fr... ...in his life still plagued him. As a result he wrote Maus. It not only allowed him to enter into his father’s world, but also gave him an objective view of his relationship with his father. He spent many afternoons with his father in his pursuit of understanding. He became aware of the events in his father’s past, but still could not comprehend why his father could not put it behind him. He could not understand why other survivors of the Holocaust could move on, but his father could not. Artie is overwhelmed by the events of his life. He is dealing with the death of his mother, and a father who can’t let go of the past. He longs to understand the world of his father and talk to him once without arguing, but the walls have been built up too high that even after his father’s death, although more enlightened, he is just as confused as to who his father was.

Principles Of Personal Development Essay

Social workers follow certain standards that give guidance on ways of working that have been identified as good practice. These standards include: †¢ legal requirements (regulations) †¢ codes of practice †¢ national occupation standards (for training in different job roles) †¢ minimum standards Identify two standards for each of the different aspects of social care work listed below. see more:principles of personal development in adult social care settings Ai – Confidentiality and sharing information: 1. Legal Requirement: Data Protection Act 2. National Occupation Standards: Quality and Safety Aii – Equality and diversity: 1. Code of Practice: Equality Act 2. National Occupation Standards: Quality and Safety Aiii – Health and safety: 1. Legal Requirement: Manual Handling Regulations 2. Legal Requirement: Health and Safety at Work Act Aiv – Personal development: 1. National Occupation Standards: Quality and Safety 2. Codes of Practice: GSCC Av – Safeguarding and protection: 1. Codes of Practice: GSCC 2. National Occupation Standards: Quality and Safety Avi – Explain what a PDP is, and what it should include: A ‘PDP’ is a Personal Development Plan. A PDP is a written document that is agreed upon between you and or employer. A PDP will include information about what qualifications you have, training you have got and what training you still need to do. What goals you have set for yourself, what you feel you can improve on and what your employer thinks you need to improve on.  Avii – Identify three people who might be involved in providing information and feedback for a personal development plan: 1. Matron 2. Senior Staff 3. Service Users Aviii – List three different ways your own learning and development might be supported: 1. Appraisals 2. Encouraging feedback from senior members of staff/service users 3. Courses Aix – List four different ways that a personal development plan may benefit your learning and development: 1. Setting own realistic goals that helps you achieve the best you can 2. Organisation can help improve reaching time limits 3. Improvement can easily be achieved 4. Making sure you are reaching you goals and what you can do to change it Task B Case Study Jenna supports individuals living in their own homes and is having her first appraisal/review with her supervisor, Fatima. Fatima tells her that she can be trusted to use her own initiative, which is important because she works alone for much of the time. She is told that she is very reliable and caring. Feedback from individuals about her work is generally positive, but there has been a complaint from one service user who says he feels rushed and finds her manner rude. Jenna tells Fatima that she disapproves of some of his ways, which are against her beliefs, but had not realised that this showed in her attitude. Bi – Describe how Jenna should ensure that her personal attitudes and beliefs do not affect her work: Jenna needs to make sure that her personal believes are put aside, respecting the service users needs are more important than a personal opinion which may differ. Keeping work and personal life separate is crucial when working with others. Bii – Explain why it is important to reflect on your work activities: Reflecting on work activities is an important way for developing your knowledge and skills. Looking back on what you have done in the day will allow you to pick up on things you thought you could have done differently, find weaknesses and improve. Task C Reflective account Ci – Think of a learning activity you have taken part in that has improved your knowledge, skills and understanding. The activity may have been a training session, a demonstration of practice, learning a new skill or a research activity: Give a description of experience and how did this experience improve your knowledge, skills and understanding? When I first started in the caring industry I was lucky to have training in manual handling quite soon on, I was starting to feel my back hurting and finding it tricky to work together with the other carer when using the hoist/stand aid. After the training session I now know how to save my back from feeling the strain by make sure everything is in a good level reach and that communication when using the hoist and stand aid is important to both members of staff to reach the goal and for the service user to be safe. Cii – Think of an example of a time you have received feedback from others than has improved your knowledge, skills and understanding. This may have been from your assessor, tutor, a supervisor or line manager, or individuals using the service. Give a Description of feedback and how did this experience improve your knowledge, skills and understanding? When starting, feeding was one of my down falls. I used to get frightened I was going to choke someone, or course someone to aspirate. Whenever I could get information on individuals feeding habits I would make a point in asking. I would ask people for advice which really helped and would watch other people give feeding aid at lunch/dinner times. I received the best feedback on another carer when they showed me how they feed one individual, making sure you notice when they swallow. Ever since I have been more confident and I might still need improving in it, I do feel like I can safely feed someone.

Chemistry Atom and High Melting Essay

Chemistry Atom and High Melting Essay Chemistry: Atom and High Melting Essay Gladen T Maswera Chemistry Unit 1: Introduction to Chemistry Section A 1.1a) Gases don’t have fixed shapes because gas particles have little or no attraction to each other, hence they spread everywhere. The particles in a gas are very far apart and the forces between such widely spread particles are extremely weak. This means that gas particles will readily move away from each other. Their particles are not densely compacted. Whereas solids have a fixed shape because the atoms in them are bonded tightly together and there is little space between them. 1.1b) Solids, liquids and gases would not exist at such extreme temperatures because at a very high temperature higher than the maximum boiling point or melting point of either gas solid or liquid will cause a definite change of state, and thus they would not exist in their original form. The solid would melt, the liquid evaporate and the gas turns into plasma. 1.1c An atom is the basic unit of an element. An atom is a form of matter which may not be further broken down using any chemical means. A typical atom consists of protons neutrons and elements. A compound is the result of two or more elements becoming chemically combined together. The elements react chemically causing bonds to be formed between the atoms involved. An element is the simplest form of matter and cannot be decomposed into simpler substances. They are composed of one kind of atom each atom has the same properties and the same atomic number. Molecules are a result of two or more atoms being joined together chemically by a bond. 1.2(i) R would be suitable for filling a thermometer that records temperatures in Britain. (ii) P would be a liquid at room temperature because water boils at 100ââ€" ¦c and freeze at 0ââ€" ¦c and substance P is the one who’s temperatures are within this range. (iii) S and Q are most likely to be strong metals because of the very high melting and boiling points. (iv) Both Q and S would most likely to be ionically bonded because of the extremely high boiling and melting point. Ionic bonds have very high melting and boiling points because they are tighly bonded together. (v) Q and S would be solids at room temperature because of the high boiling and melting points. Solids have high melting and boiling points because the particles in them are highly compacted and are tightly bonded together. 1.3 Aim: To separate and compare a mixture of dyes in three differently coloured inks. Apparatus: Beaker, lid, chromatography paper, solvent, different colour dyes. Method: Pour a small amount of solvent such as ethanol into the beaker. Spot the chromatography paper with the three different colour dyes, about 1.0cm from the base of the paper. Suspend the paper into the beaker, making sure the level of the solvent is lower than that of the dye spots. Also make sure the paper doesn’t slide into the dye. Note the movement of the dye and separation of colours. Conclusion: Separated dyes. 2.1 Chlorine 35 Chlorine 37 2.2 The element Krypton is the one that cannot form a compound, because it has a full outer shell, therefore it does not need to give, take or share electrons. 2.3(a) Isotopes are atoms of the same element that have the same number of protons but different number of neutrons. 2.3(b) The average atomic mass = (64+65+68)à ·3=65.6 3.1(a) Nitrogen (N2) (b) We draw the electrons as dots and crosses to easily represent and differentiate between two valences of two or more elements. Substance under test Effects of gentle heat Soluble in water Solubility in Cyclohexane Conduction on solids Zinc Chloride Melts Yes No No Potassium Iodine Melts Dissolved No No Carbon Graphite Changed colour to red Mixed No Yes Glucose (C6 H12O6) Melted Dissolved No No Copper (Cu) Turned red No No Yes Lead (Pb) Melted & turned red No No Yes Silicon Dioxide (Si02) No change No No No We concluded that ionic bonds conduct electricity and have high melting and