How to Separate Salt and Sand †3 Methods

One practical application of chemistry is that it can be used to help separate one substance from another. The reasons materials may be separated from each other is because there is some difference between them, such as size (separating rocks from sand), state of matter (separating water from ice), solubility, electrical charge, or melting point. Separating Sand and Salt Students are often asked to separate salt and sand to learn about mixtures and to explore the differences between forms of matter that can be used to separate mixture components.Three methods used to separate salt and sand are physical separation (picking out pieces or using density to shake sand to the top), dissolving the salt in water, or melting the salt.Probably the easiest method to separate the two substances is to dissolve salt in water, pour the liquid away from the sand, and then evaporate the water to recover the salt. Physical Separation of Salt and Sand Since both salt and sand are solids, you could get a magnifying glass and tweezers and eventually pick out particles of salt and sand. Another physical separation method is based on the different densities of salt and sand. The density of salt is  2.16  g/cm ³ while the density of sand is 2.65  g/cm ³. In other words, sand is slightly heavier than salt. If you shake a pan of salt and sand, the sand will eventually rise to the top. A similar method is used to pan for gold, since gold has a higher density than most other substances and sinks in a mixture. Separating Salt and Sand Using Solubility One method of separating salt and sand is based on solubility. If a substance is soluble, it means it dissolves in a solvent.  Salt  (sodium chloride or NaCl) is an ionic compound that is soluble in water. Sand (mostly silicon dioxide) is not. Pour the salt and sand mixture into a pan.Add water. You dont need to add a lot of water. Solubility is a property that is affected by temperature, so more salt dissolves in hot water than cold water. Its okay if the salt doesnt dissolve at this point.Heat the water until the salt dissolves. If you get to where the water is boiling and there is still solid salt, you can add a bit more water.Remove the pan from heat and allow it to cool until its safe to handle.Pour the salt water into a separate container.Now collect the sand.Pour the salt water back into the empty pan.Heat the salt water until the water boils. Continue boiling it until the water is gone and youre left with the salt. Another way you can separate the salt water and sand is to stir up the sand/salt water and pour it through a coffee filter to capture the sand. Separating Mixture Components Using Melting Point Another method to separate components of a mixture is based on melting point. The melting point of salt is 1474 °F (801 °C), while that of sand is  3110 °F (1710 °C). Salt becomes molten at a lower temperature than sand. To separate the components, a mixture of salt and sand is heated above  801 °C, yet below  1710 °C. The molten salt may be poured off, leaving the sand.  Usually, this is not the most practical method of separation because both temperatures are very high. While the collected salt would be pure, some liquid salt would contaminate the sand, like trying to separate sand from water by pouring off water. Notes and Questions Note, you could have simply let the water evaporate from the pan until you were left with the salt. If you had chosen to evaporate the water, one way you could have sped up the process would have been to pour the salt water into a large, shallow container. The increased surface area would have exchanged the rate at which water vapor could have entered air. The salt did not boil away with the water. This is because the boiling point of salt is much higher than that of water. The difference between boiling points can be used to purify water via distillation. In distillation, the water is boiled, but is then cooled so it will condense from vapor back into water and can be collected. Boiling water separates it from salt and other compounds, like sugar, but it has to be carefully controlled to separate it from chemicals that have lower or similar boiling points. While this technique can be used to separate salt and water or sugar and water, it would not separate the salt and sugar from a mixture of salt, sugar, and water. Can you think of a way to separate sugar and salt? Ready for something more challenging? Try purifying salt from rock salt.

Thomas Aquinas Creator Of The Five Ways - 1230 Words

Thomas Aquinas: Creator of the Five Ways A revolutionary name in philosophy, Thomas Aquinas began his career as a Benadictine monk, following his father’s wishes. However, Aquinas would not be long in this profession, as the Dominican Order would snatch him from his studies. Besides this, Aquinas would be deeply impacted by his mentor, Albertus Magnus. Aquinas would become a forefather of Scholasticism, an idea that through intense, careful study, he could start from the truth and find support in Christian values, rather than being â€Å"free† to discover truth, as many philosophers of the time did (Soccio 228). As he developed his ties with the Orthodox church, Aquinas would be given a tall order. He would be asked to knit together the philosophy of Aristotle and the Catholic church’s idea of God into one, new, Orthodox approved philosophy (Soccio 227). In time, Aquinas would develop five ways to explain God, each linked to the teachings of Aristotle. Out of Aquinas’s five Ways, the most convincing is his final argument, the teleological argument, though his other Ways are not without their own merit. At a young age, Thomas Aquinas was sent to the Benedictine abbey school at Montecassino (Soccio 225). There, he learned how to carry on a modest life, and to study scripture, in the manner of the Benedictine doctrine. In 1239, Aquinas was sent to the Imperial University of Naples, where he crossed paths with some Dominican monks (Soccio 225). Enthralled by the DominicanShow MoreRelatedA Brief Analysis of Saint Thomas Aquinas Essay example1285 Words   |  6 PagesSaint Thomas was born in 1225 and he came from a noble family from Naples, Italy. His work caused extreme controversially in his time. He is known for his greatest work Summa Theologiae. Saint Thomas Aquinas used scientific reasoning and logic to explain the concept of God. Thomas Aquinas setup the framework of this discussion as a question of whether or not God exi sts. Saint Thomas Aquinas theorized that the five different arguments could be used to prove the existence of God. Saint Thomas AquinasRead MoreMontaigne and Augustine1359 Words   |  6 Pagesthe metaphor of nature and natural tendencies in opposition to man s vain, self-seeking faà §ade that displaces God the creator. Montaigne s statement appears to (on the surface at least) value mans naturalistic tendencies and graces in a much better light than our own vain-striving presumptions that claim that our competent utterances hold the very answers to the right way in which to conduct oneself. Montaigne constantly uses the contrast of animals and humans with the former representingRead MoreThe Cosmological Argument for the Existence of God1416 Words   |  6 Pagesonly adequate explanation of its existence is that it was created by God. In simple words, cosmological argument for exsitence of god is this argument was argue that the cause of those things existence had be a â€Å"god-typed† thing, argument go all the way back to Plato and have been used by notable philosophers and thelogia ns ever since. Besides being philosophically evident, science finally caught up with theologians in the 20th centry when it was confirmed that universe had to have had a beginningRead MoreWhen Diving Into Sacred Doctrina1243 Words   |  5 Pagesdoctrina, Aquinas explains sacred doctrina as the science of God and how His creation related back to him. In order to study sacred doctrina, one can either look at the causes first and make sense of what follows or he can look to the effects in order to draw conclusions about the cause. The latter is the method of St. Thomas Aquinas in explaining sacred doctrine in his Summa Theologiae. Aquinas looks to creation in order to make conclusions about the Creator. In order to discus what God is, Aquinas looksRead MoreAnalysis Of Paley And Aquinas1823 Words   |  8 PagesAnalysis of â€Å"Paley† and â€Å"Aquinas† Readings in Topic 4 Introduction In the argument, â€Å"The Argument From Design† from Natural Theology, William Paley argues that living things are like watches in one crucial respect: both exhibit design, the universe with everything in it. Paley thinks that people assume that the universe works for a purpose like the watch does. So, people would reasonably conclude that the universe has a designer or creator, like the watch does, God. Although, atheists deny that theRead MoreThe Relationship Between Philosophy And Theology1433 Words   |  6 Pagesthough, see the two subjects of study as collaborative instead. And just as intellectuals of our Church today support the relationship which is otherwise seen as faith and reason, so too did the intellectuals Thomas Aquinas and Bonaventure reinforce it in the thirteenth century. However, both Aquinas and Bonaventure have their own different opinions on what the true relationship between philosophy and theology is. I believe that Aquinas’s understanding of the relationship between philosophy and theologyRead More The Strengths and Weaknesses of the Cosmological Argument for the Existence of God804 Words   |  4 Pagesthe observation of the world not logic so the outcome is probable or possible not definite. The argument is in three forms; motion, causation and being. These are also the first three ways in the five ways presented by Aquinas through which he believed the existence of God could be shown. Aquinas regarded Aristotle as the principal philosopher so many of these concepts originate in the thinking of Aristotle. One example of the cosmological argument is the argument of causationRead MoreGreat Philosophers and Lives Well Lived1238 Words   |  5 PagesThere have been many great philosophers throughout time. Socrates, Thomas Aquinas and Rene Descartes all lived during different times. This gave each of them different insights, which helped to create their philosophies and principles of their philosophies. Each philosopher also had a different means as to how they delivered their ideas and teachings. With so many differences the three had one thing in common: A love for wisdom, and the need to share it with others. Socrates was a great philosopherRead MoreThe Five Ways Of The Existence Of God1557 Words   |  7 PagesThis short paper will analyze â€Å"The Five Ways†, from Summa Theologica, by Thomas Aquinas (1225-1274). We cannot prove that God exists, merely by considering the word God, for that strategy work, we would have to presume to know God s essence. According to Aquinas, the existence of God can be proved. This paper will discuss what each of the five ways are that Thomas Aquinas introduced to show the existence of God. The Argument from Change: To begin with, one way to prove that God exists is to contemplateRead MoreThe s Ontological Proof For The Existence Of God Essay1134 Words   |  5 Pagesformulation of his ontological proof for the existence of God. In an effort to gain a deeper knowledge and acquaintance with his creator, Anselm set out to logically deduce God’s existence from the very definition of God. In the Proslogion he writes, â€Å"God is that which a greater cannot be thought. Whoever understands this properly, understands that this being exists in such a way that he cannot, even in thought, fail to exist† (Anselm, 101). Anselm uses this definition as the fundamental argument for

Managing Human Resources Of Samsung - Myassignmenthelp.Com

Question: Discuss about the Managing Human Resources Of Samsung. Answer: Introduction Background to the report The following report is based on the unfair reward policies observed in the human resource practice of Samsung. Reward management system consists of firms policies, processes as well as practices for rewarding the workers based on their contribution and abilities. As put forward by Doenovi? Dragana (2016) reward management is mainly concerned with the development and implementation of strategies as well as policies that are determined to reward properly, fairly, equitably as well as consistently with the value of the organization. Major objective of the reward management is to support the strategy of the organization, recruit and retain the key employees of the firm and motivate employees. However, the case study provided on Samsung, indicates that organization did not proper and fair policies in its reward management system as there is of disparity with respect to amount of bonus. Scope of the report The report has been conducted on Samsung considering the scenario provided in the case study about the inequality in the reward system. Samsung is certainly a large electronic giant providing electronic goods such as Samsung Mobile, Television, refrigerator, Air Conditioner, etc. The vision of the firm is, Vision 2020, Inspire the world and Create the Future. Samsungs vision is at the cored of its commitment to develop a better world, which would be full of richer digital experience through enhanced technology and products. Figure 1: Samsung (Source: Samsung au, 2018) Aim Primary aim of the report is to identify the issues existing in the reward management system of Samsung and develop suitable reward management strategies. Issues with current practices Fairness Even though Samsung acquires a large share of global electronic market, fairness in the internal structure of the firm requires more attention. Each division of Samsung including Samsung Mobile and battery division is established setting individual targets and goals, which the divisions are supposed to achieve or meet. However, the given case study indicates that employees of Mobile Division of Samsung are provided with 50% bonus of the gross salary, while the battery division received bonus at 3%, consumer electronic division received the bonus of 10% and some other divisions received poor percentage of bonus. This scenario appears to be a significant internal organizational issue. Any additional benefits such as bonus fall under the category of employee rewards, which should be equal to all major production divisions of the firm. Prioritizing any particular department in terms of rewards create the issue of fairness, which should be avoided. Moreover, such issue could be the source of other significant related issues such as lack of employee motivation, lack of organizational coordination (Parvin Kabir, 2011).When particular department is prioritized in terms of benefits, and the employees of other division might feel their efforts will remain unrecognized (Todorova, Mills Welschen, 2012). They might not take additional initiative for the betterment of the organization, as they are highly unmotivated. Similarly, the managers could observe a lack of coordination among the divisions. For example, the employees of Battery division might not interact with the employees Mobile Division, which certainly implies poor organizational integration. Equity theory exemplifies the inequalities affect employee motivation. This means the employees who observe that they are receiving inequitable treatment would be motivated by emotion to obtain equity (DeNisi, Murphy Chen, 2017). As per the case study given, besides Samsun Mobile and profitable semi-conductor division, other major division do not receive equal bonus. This unfairness could decrease inputs, which they might put less effort to do less work and push for the output from Samsung. In addition, they could become resistant to organizational strategies or objectives. Such outcome could harm an organizations bottom line and when firms turnover comes in place, the loss remains two-fold. When the workers believe that the workplace is unfair towards them, they tend to distrust firms leadership. Likewise, when the employer avoids this distrust, workers morale as well as motivation could suffer. In this context, Le Roy, Bastounis and Minibas-Poussard (2012) commented that as the mo st leaders are operating in good faith based, the treatment just requires better communication. Thereby, the leaders should manage the unrealistic expectation with more open as well as active communication. The case study indicates that there is a state of inequality in the reward system of Samsung, where the employees of some divisions did not receive adequate bonus despite the achievement of divisional goals. Employee retention is directly related to fairness in the reward system as employees who are happy and satisfied with jobs show more dedication towards their work and they put more effort to enhance organizational productivity. However, here employees satisfaction is again dependent on how their employers are rewarding employees effort. When the organizations positively meet the needs of the employees and pay the rewards for their effort in a fair manner- such as providing them a stipulated amount of monetary reward equally throughput the divisions of the organization (Parvin Kabir, 2011). However, in the case of Samsung, it is worth mentioning that the employer did not develop a fair reward system because prioritizing Mobile Division in terms of bonuses would have been effective, had other divisions provided with significant benefits such as extended career development and growth opportunities, if not monetary rewards, along with existing percentage of bonus paid. Bonuses As put forward by Doenovi? Dragana (2016) neither total pay nor hike in salary has any significant impact on employees concern regarding fairness. Apart from these two elements, employees satisfaction also depends on other monetary benefit such as bonus. When it comes to bonus, employees major concern is internal equity, in which employees perceived fairness emerging from fair treatment compared to their fellow workers. On the other side, the concern about external equity comes from the fact of fair treatment compared with the employees of other firms in the sector. Nonetheless, Samsun did not maintain the equity in its bonus policies because compare to other divisions, Mobile and semi-conductor divisions are provided with extended amount of bonuses. Other issues Apart from the above-mentioned issues, some significant related issues such as employee retention practices can be affected if one of the elements such as bonus is not implemented fairly. As discussed above, long-term success of the organization depend upon the retention of key employees and to some extent, satisfaction of customers, increased sales and organizational productivity depends on organizations ability to retain the key employees in the organization. Now, the satisfaction of such key employees is further dependent on fulfillment of the basic needs such as fair amount of bonus and other monetary and non-monetary benefits. Thus, given unfair policies of bonus at Samsung could affect the retention strategies of the organization. An employee could dismiss the contact of employment or leave the job, when his/her good work or effort is not rewarded with bonus. Unfair reward could encourage employee to opt out better opportunity in other organization. Likewise, in the e-commerce industry, due to lack of benefits and poor attention to human resource development, employee turnover is rapidly growing. For example, Amazon.com observed an unexpected employee turnover of 21% from in the last year from 17% in the previous year (Danescu-Niculescu-Mizil et al., 2009). Similarly, Samsung could face same fate if fairness is not maintained in its human resource management policies- reward system. Suitable recommendation to resolve the issues- Fair reward system- Perceived fairness in employee rewards remains as the root or source of why employees leave organizations. As put forward by Younos Vakil Alroaia, and Zahra Najafi (2012), the idea of fairness could determine if a worker makes an additional effort to achieve organizational goals. For this particular reason, it is significant for the firms to ensure that their employee reward system is based on the ground of fairness. Employees perception of fairness as well as equitable treatment remains as the fundamental driver of retention, engagement and performance. Here, Karasz, Bogan and Bosslet (2014) also mentioned that unfair treatment could be corrosive. Therefore, following steps can be followed to develop fair employee reward system. Thus, to resolve the issue, the following strategies have been provided. As put forward by Doenovi? Dragana (2016), every organization needs a strategic reward system for employee that must include the four elements such as compensation, recognition, benefit and appreciation. This system must recognize and reward two different sort of employee activity such as behavior and performance. Here, performance is an easiest process to address, as the direct link between initial goals Samsung sets for its employees and the outcome. For instance, Samsun could implement an incentive plan or recognize its top productive employee for achieving periodic goals. However, rewarding a particular behavior making difference to the organization could be more difficult but it could overcome the challenge by setting some questions. The questions for example, What am I compensating my employees for?, What is the significant difference that I want to reward for?. In other way, for example, Samsung could compensate an employee for developing new ideas and innovative ways for comp leting the task more efficiently. Feedback system In order to maintain fairness in the performance management system, Samsung could implement employee feedback system. The organizations need a more enhancing idea of determining how happy and dedicated the employees are. The system should enable the employees to understand the health of their organizational culture. To resolve employee individual issues related to performance and reward, Samsung needs a system for eliciting feedback and tracking satisfaction. This means if an employee perform well and achieves the target within the given deadline, he/she should be appreciated for the performance (Roseman et al., 2011). This feedback system also increases the frequency of interaction between the employees and the leaders. With such feedback system, the leaders can address the issue, implement change and enhance firms employee involvement. In addition to this, Boerner and Catherine (2011) mentioned that on the completion of each project, if the employees are praised for the accomplishm ent, and they feel motivated and observe the fairness in the system. Moreover, if an employee is praised throughout the year for the performance, at the time of review, the leader cannot deny bonus. For example, to identify the issues, as the activity of proposed system feedback system, the following steps have been provided. The manager creates an Employee Assistance Request System (EARS) form. A particular action should be assigned to the system. The action leader should contract the manager on a daily basis. Together, they would fill out the issue form. The team leader and the manager should regularly give the updates to the coordinator, who has the responsibility of updating the EARS log. Likewise, when the issue is resolved, the coordinator must put it a holding file and wait for the follow-up. At the time of follow-up, the coordinator cross check to ensure the problem is resolved and the coordinator signs off the form. However, if the form is not resolved, EARS form should be sent back to the system for resolving it further. After a particular period of time when EARS form is closed, the coordinator should convey the issues to the top executives about how things have been resolved. Learning and development Even though, there is a state of inequality in the bonus system affecting employee motivation, the firm could resolve the issue by providing intangible benefits. The organization could provide proper training and skills develop program for the employees, which must include the element of communication and technological skills. The training program should be provided on a monthly basis. Such program would enhance employees skills, which eventually increase their market value. Here, providing learning and development program is not the only task that Samsung would do for its employees. The firm also needs to provide flexible learning option, where the firm should ask their employees to engage in more learning and development activities (Hollenbeck Jamieson, 2015). However, the employees must be overburdened with work and they do not have time. Hence, HR department of Samsung should respond by implementing an on-demand and mobile solution that makes learning opportunities smoothly acce ssible for the employees. In such process, employees can regularly go through new items such as the corporate and technological skills whenever they check the screen of their mobile. The information comes with a notification. Eventually, skills learning test should be taken in every 3 months to ensure employees enhance their skills through the programs. Conclusion In conclusion, it can be mentioned that even though Samsung developed the reward system to motivate their employees by providing them with annual bonus, but the organization did not pay adequate attention to all its divisions. As the consequence, some divisions have received high amount of rewards, while the employees of some divisions have to walk away with limited amount of benefits, which is not theoretically and morally fair. The issues related to fairness in the reward system have intensively discussed above in the report. Considering the findings, suitable suggestions have been provided that could help Samsung to motivate its employees and increase their dedication towards the organization. Reference list: Boerner Catherine M. (2011). Employee compliance program surveys can be helpful on many fronts: Getting employee feedback is an effective way to find and fix problems.(Electronic Resources)(Survey).Journal of Health Care Compliance,13(2), 29-30. DeNisi, A., Murphy, K., Chen, Gilad. (2017). Performance Appraisal and Performance Management: 100 Years of Progress?Journal of Applied Psychology,102(3), 421-433. Danescu-Niculescu-Mizil, C., Kossinets, G., Kleinberg, J., Lee, L. (2009, April). How opinions are received by online communities: a case study on amazon. com helpfulness votes. InProceedings of the 18th international conference on World wide web(pp. 141-150). ACM. Djurdjevic, E., Rosen, Christopher C., Delery, John, Gupta, Nina. (2013).The Effects of Social Contextual Factors on Rater Motivation and Performance Ratings,ProQuest Dissertations and Theses. Doenovi? Dragana. (2016). Employee Reward Systems in Organizations.Economics (Bijeljina),4(1), 107-118. Estes, B., Polnick, B. (2012). Examining motivation theory in higher education: An expectancy theory analysis of tenured faculty productivity. International Journal of Management, Business, and Administration, 15(1), 1-7.. Fikret Ate?, Cenk Szen, Okan Yelo?lu. (2014). A Comperative Study on Perceptions and Reactions of Workers: A Resear ch on Blue and White Collar Workers.letme Ara?t?rmalar? Dergisi,6(2), 106-124. Hollenbeck, J., Jamieson, B. (2015). Human capital, social capital, and social network analysis: Implications for strategic human resource management.29(3), 370-385 Karasz, H., Bogan, S., Bosslet, L. (2014). Communicating with the Workforce during Emergencies: Developing an Employee Text Messaging Program in a Local Public Health Setting.Public Health Reports,129(6_suppl4), 61-66. Le Roy, J., Bastounis, M., Minibas-Poussard, J. (2012). INTERACTIONAL JUSTICE AND COUNTERPRODUCTIVE WORK BEHAVIORS: THE MEDIATING ROLE OF NEGATIVE EMOTIONS.Social Behavior and Personality,40(8), 1341-1355. Ojha, Acharya, Cooper. (2018). Transformational leadership and supply chain ambidexterity: Mediating role of supply chain organizational learning and moderating role of uncertainty.International Journal of Production Economics,197, 215-231. Parvin, M. M., Kabir, M. N. (2011). Factors affecting employee job satisfaction of pharmaceutical sector.Australian journal of business and management research,1(9), 113. Roseman, M.G., Roseman, M., Patrick, J., Valliant, M. (2011). Utilizing Employee Feedback in the Development of a Corporate Wellness Initiative Results in a Customized Program.Journal of the American Dietetic Association,111(9), A86. San Ong, T., Teh, B. H. (2012). Reward system and performance within Malaysian manufacturing companies.World Applied Sciences Journal,19(7), 1009-1017. Samsung au. (2018). Samsung Australia. Retrieved 6 February 2018, from https://www.samsung.com/au/ Todorova, N., Mills, A., Welschen, J. (2012). An Investigation of the Impact of Intrinsic Motivation on Organizational Knowledge Sharing.International Journal of Knowledge Management (IJKM),8(2), 23-42 Wei, Y., Frankwick, G., Nguyen, B. (2012). Should Firms Consider Employee Input in Reward System Design? The Effect of Participation on Market Orientation and New Product Performance.Journal of Product Innovation Management,29(4), 546-558. Younos Vakil Alroaia, Zahra Najafi. (2012). Performance measurement of employee using an integrated 360 feedback system and AHP method: A case study of municipality.Management Science Letters,2(5), 1655-1660.