The Hippopotamus

The Hippopotamus† Eliot uses the comparison of the hippo and The Church to make a mocking to en against religion. There are two main symbols in this poem, the hippo and The Church. Through hoot the poem, the stanzas are broken up between the two symbols, describing the hi pop in the beginning of the stanza and The Church in the end.In the third stanza it says, â€Å"the hippo's feeble steps may err', meaning the hippo can walk astray (9). This shows how the hippo is a symbol that represents the weakness of the flesh, even in the strongest of Cree tauter. Even though the hippo may seem to be strong and thick skinned animal, the com orison to The Church proves it to be weak against the â€Å"power of religion. The Church represents two different things in this poem, depending on the interpretation.In the beginning Of the poem, it represents the strength and et renal life of God in comparison to the weakness of the flesh, as it reads in the 7th line in the SE condo stanza, †Å"while the True Church can never fail For it is based upon a rock. † (7). But as t he poem reads on, the comparison between the hippo and The Church merge, causing a mock king tone to arise. The hippo dies and is carried up to heaven with angels signing and â€Å"hard as of gold† playing, leaving the church â€Å"below Wrap in the old miasmal mist' (32, 36) In r eating this, TheChurch morphs from a strong symbol of God, into a weak and hypocritical ins tuition that is wasting its strength to save on saving an animal. The two tones then combine in the end to Courtney make Elite's opinion on The Church and religion known; hypocritical, inflated, and egotistical. Knowing that Elite's work in his early years was that of a cynical tone, and know Wing that this poem was one of the first he wrote, we can assume that this is a Poe m of mocking tone.

Critical Analysis of Sherwood Anderson’s Sopohistication

In the story of â€Å"Sophistication† by Sherwood Anderson there is one character that sticks out as what one would consider a foil, and he is know in this short story as the College Instructor. He is described as dry and a gold digger going after the banker’s daughter. Helen does not really enjoy his company â€Å"she wanted to drive the instructor away† (Anderson 169). She loathed how her mother thought that no man from the town would be worthy of her, or the fortune that would come along with her marriage. Furthermore, she did understand why she could not go after love, but has to go after prestige for her family. He knew that the life of a college instructor could not make him a large amount of money, but he needed a way to fund his studies as a college professor. Also, he never sees himself falling in love with Helen, he even says â€Å"I should marry women with money†, ultimately he is only in it for the money (169). He sees this as an opportunity when he found Helen’s mother wanted her daughter to marry. He thought he has a great opportunity to marry into money. Nevertheless, he never accounted for the wants or feeling of Helen, her wants conflicted with convictions of the college instructor. It could be argued throughout the book that â€Å"He wanted to appear cosmopolitan† (171). Although, this sounded appealing to Helen’s mother, it does not appeal to Helen. She despised the thought of ever being with him, she considered herself a free spirit, not wanting to be held back or told what to do. Proving this, she runs out of her house yelling for George. In her heart she knows that they are the only ones who truly understood each other. Thus, the college instructor is effectively run out of her life after Helen and George go on their silent walk.

Central African Republic

Central African Republic is the landlocked country located in the center of Africa. The country lies largely in the savanna zone of Africa. The north part is treeless, whereas the southern portion of the country contains dense tropical rainforests. The climate is too bad and moist because it covered with waterways and mountains. The population of the country is moderately populated. Agriculture is the largest sector and basis of Central African Republic because it situated on a fertile pleatue and abundant in water resources. So, in upcoming paragraph I will explain the population growth, components of population growth, total fertility rate, life expectancy and population pyramid of the Central African Republic in the year 1997, 2017 and 2037. In 2017 the population of the Central African Republic is increasing because the death rate is low constant and low during this year. On the other hand the birth rate is also decreasing but still higher than the death rate. According to, demographic transition theory the country is in phase 3 which is called transitional stage. Demographic transition is a model of population change in which high birth and death rates are replaced by low birth and death rates (Knox, Marston and imort .p.g.90). This happens due to improvements in hygiene (e.g. Availability of clean water and basic sanitation), nutrition and health services. Besides the decreasing birth rate; the population is still high due to the change in family pattern and also government spend less money on child benefits and maternal grants. The most common way for demographers to graphically represent the composition of the population is an age-sex pyramid, which is a representation of the population based on its composition according to age and sex. In an age-sex pyramid of Central African Republic there is baby boom appears in all the three years. Moreover, there is high fertility rate and low mortality rate in all three years. The average life expectancy (average no.of years a member can expect to live at current death rates.) of the people is 70 years and the death rate is approximately same in all the three years.in 2037 there is high dependency rate as compared to other years because there is more people in the youth charot than the people in the working class.(census, bureau). As according to population pyramid graph of the Central African Republic they predict that In 2037, there will be high population in the age group of 0-14 as compared to the other age group because birth rate seems to be increasing in the years 2017and 2037 and due to this there is more people in younger age group as compared to working class.Similarly,in 2037 this younger age group grow up and join the workforce but still there is high population in younger age group and consistency appears in the people of old age group. And due to this there is high dependency rate in the year 2037(census bureau). A demographic transition is a â€Å"model of population change in which high birth and death rates are replaced by low birth rate and death rates† (Knox, Marston & Imort pg.90). According to demographic transition theory in 2017, Population of Central African Republic lies in transitional phase (phase 3). Population trend increase in the year 2017 whereas birth rate and death rate decrease. Total population of demographic republic was 5,625,118 and its birth rate was 34.3 and death rate 13.2 this is because of industrialization. Most people focus on their carrier and they believe in family planning because due to industrialization life become more expensive.(census, bureau) Economic: Subsistence agriculture, together with forestry and mining, remains the backbone of the economy of the Central African Republic (CAR), with about 60% of the population living in outlying areas. The agricultural sector generates more than half of GDP. Timber and diamonds account for most export earnings, followed by cotton. Important constraints to economic development include the CAR's landlocked geography, poor transportation system, largely unskilled work force, and legacy of misdirected macroeconomic policies. Factional fighting between the government and its opponents remains a drag on economic revitalization. Distribution of income is extraordinarily unequal. Grants from France and the international community can only partially meet humanitarian needs (2018, economy and trade). Due to the poor facilities people are not able to survive longer and the population seems to be less in the old age group. Social: Gender equality is only a dream for women in the Central African Republic, although, in comparison to other countries in the sub-region, the country has made a lot of progress. Women are treated as inferior to men both economically and socially, and women in rural areas suffer more discrimination than their urban counterparts. About 60 to 70 percent of urban women attend primary school as opposed to 10 to 20 percent of their rural counterparts. As the CFR is the developing country there is equal participation of the male and females in workforce appears in the year 2017 and 2037 as compared to 1997( 2018,women in business). On the home front, the entire family is involved in infant care. Infants are traditionally weaned only when they are about two years. There are only a few childcare units, and Christian missionary schools typically operate them. Due to these facilities available to them they are able to have more child. In its survey of 191 countries, the World Health Organization ranked the Central African Republic's health care system second from the bottom in overall performance. Medical facilities are extremely limited in the Central African Republic, and the quality of care is unreliable.  Sanitation levels are low, and drinking unfiltered tap water is inadvisable.  About 25 percent of funding for health care in the country comes from outside aid (2018, health care). Due to this people are unable to survive longer and their average life expectancy is less in all the three years. Environmental: Central African Republic is a landlocked country located north of the equator, in almost the precise center of Africa. The climate is largely tropical, however, there are differences between regions in the north and south of the country. In general the climate is hot with an average monthly temperature recorded in the capital, Bangui, of 25 °C (77 °F) or more all year-round(2018,climate). Due to bad climate condition there is less population in the tropical area. Over the next 15-20 years the biggest demographic challenge for this country is to increase the average life expectancy of the people so that the population growth is equal in all age groups. This is the biggest challenge because of poor health conditions and services and inadequate food distribution in society and as well as there is lower life expectancy, higher infant mortality rate ,high death rates and lower population growth going on currently in CFR. In the end, Central African Republic is progressing country and the government is working on providing better health and food facilities to the people and the population get balanced in all age groups in upcoming years. Due to this population will able to survive longer and more and more start joining the workforce. WORK CITEDCentral African Republic. (2018). In Encyclopedia Britannica. Retrieved from https://academic.eb.com/levels/collegiate/article/Central-African-Republic/108327#40682.tocKnox, P. I., Marston, S. A., ; Imort, M. (2015). Human geography: Places and regions in global context.Global Road Warriorâ„ ¢. (2018, October) Central African Republic: Economy and Trade. World Trade Press. Retrieved from www.globalroadwarrior.com/#mode=country;regionId=28;uri=country-content;nid=1.04;key=facts-economyGlobal Road Warriorâ„ ¢. (2018, October) Central African Republic: Women in Business. World Trade Press. Retrieved from www.globalroadwarrior.com/#mode=country;regionId=28;uri=country-content;nid=20.33;key=women-businessGlobal Road Warriorâ„ ¢. (2018, October) Central African Republic: Climate. World Trade Press. Retrieved from www.globalroadwarrior.com/#mode=country;regionId=28;uri=country-content;nid=63;key=climate-overviewU.S. Census Bureau.(2018). International Programs: Internatio nal Data Base. Retrieved from https://www.census.gov/datatools

Philosophy 100 (2) Essay Example | Topics and Well Written Essays - 1000 words

Philosophy 100 (2) - Essay Example There is no way to gain knowledge without something actually being believed, in other words. However, obviously there is not any way to gain knowledge by merely believing something. A viable explanation has to be provided for these beliefs. As an example, if a person who is sick believes that they will get better, this will simply not do a single thing to help the person get better. The person might get better, or the person might not get better. Simply believing something obviously has no real effect in the tangible world. A person who is sick and taking antibiotics to get better has a justifiable reason to believe that they will get better. First, the person has taken antibiotics before, and they got better after taking the antibiotics. Second, the person feels exactly lie the last time that they were sick, and they are being prescribed the same exact dosage of antibiotic. Since the conditions are identical to the last time, the person has a justifiable reason to believe the use of the antibiotics will make them better. Plato’s theory of reality serves to inform and compliment his theory of knowledge. Plato believed in Truth; he believed that it existed somewhere in the universe regardless of whether or not we are able to ever achieve it. Plato held a dualistic view of reality. First, there is the visual, that which is experienced through a posteriori, which is merely just a reflection of Truth. Second, there are the eternal Forms, which is knowledge that is gained a priori. Consider an example of a tree. Somewhere in the universe there exists in some form the Form of Tree, and it is because that we have knowledge of this form that we are able to recognize a tree when we see one, despite the fact that no two trees look alike. When we see trees, they are merely reflections of the Form of Tree. This can be seen in Plato’s allegory of the cave. The prisoners in the cave are merely viewing shadows of objects and naming them.

Unionized organization Essay Example | Topics and Well Written Essays - 500 words

Unionized organization - Essay Example The benefits of the union because of having a union are that the organization does not have to face unnecessary threats from the employees in cases of termination of services. This is because of the presence of a written agreement between the organization and the union declaring and clearly stating the terms of service. As a result, in cases of violation of the terms of service by the employee, the postal organization has every right to terminate the individual without fear of rebuttal by the union. In addition, the postal corporation stands to gain by setting the standards of work that the employees have to follow failure to which the employee can be terminated without threats and repercussions for the organization. The union also sets a clear guideline for the postal corporation on what is expected of it under any situation relating to its employees starting from the medical benefits to the leave that employees are entitled. With this is in mind the post corporation has improved pl anning strategies in that nothing catches it off guard. This is as see in cases of covering retirement benefits and disciplinary issues. The post office also gains substantially by having disciplinary issues handled by the workers’ union in that their agreement stipulates disciplinary measures. In such cases, the organization is free from liability as it only follows the terms of the agreement by applying corrective measures and not punitive; punitive measures are left for severe cases (APWU 107). The union bargains in a number of ways to ensure that the needs of the members are met at all times, which include dialogue and other drastic means. One such means is through strikes, which is a right of every worker should the organization fail to meet the terms that are agreed on in the union contract (APWU).However, this means is a drastic one and only applies in cases where contract negotiations do end in an agreement.

LifeStyle Lift Company Essay Example | Topics and Well Written Essays - 250 words

LifeStyle Lift Company - Essay Example LifeStyle Lift Company operates in an industry characterized powerful buyers. The company’s target market is mainly women aged between 50 and 70 years. LifeStyle Lift’s buyers are highly responsive to product price, credibility, quality as well as accessibility. High insurance cost in the industry makes it difficult for buyers to switch from one firm to another. In order to minimize the threat of high bargaining power of buyers, the company can offer excellent customer service and ensure high transparency in its operations. LifeStyle Lift Company needs to establish competitive advantage over its rivals in order to do business successfully. It needs operation precision machinery and operation tools that can ensure efficient and effective service delivery to customers. There are few medical companies supplying LifeStyle Lift with the resources it needs to serve its target market effectively. Few suppliers in the industry mean high supplier bargaining power and hence high product prices. Currently, the company is more focused on the prices of its products rather than quality. However, it is difficult for companies in the industry to change suppliers because the business is more specialized. Some of the barriers to entry in LifeStyle Lift’s market segment include insurance and legal requirements, which are both financial and regulatory. However, the barriers to market entry are not meant to discourage foreign firms from invading the local markets and hamper global growth of the

Paper Essay Example | Topics and Well Written Essays - 250 words - 16

Paper - Essay Example Other established businesses have sufficient capital for investment and offer substitute products for students who arrive in college late at nights (Bradford, n.p). This is because the students cannot afford taxis to access the other outlets that sell healthy foods at high prices so their only option is to visit the nearby restaurants. Indirect competitors would be those restaurants offering a substitute for our product. Apart from offering pizzas and barbeques, the indirect competitors also provide substitute products such as soft and energy drinks (Bradford, n.p). This is in relation to the use of similar marketing mix that targets the same customer bases. As a result, it is essential to adopt a strategic option that attempts to counter the emerging competition. For instance, in order for our company to attract more clients and beat competition, it is vital to offer healthier foods that do not contain many calories. The market opportunity exposed in the dining industry is that the direct competitors cannot provide healthy foods at cheaper prices and so it is our intention to improve on this service by supplying clean and nutritious foodstuffs at reasonable

The Causes of Suicide in the Military Research Paper

The Causes of Suicide in the Military - Research Paper Example (Alvarez) It is evident from the graph that the suicide rate has been almost doubled in 2008 compared to the 2003 statistics. In any case, one thing is for sure; suicide rates among American military personnel are growing rapidly in recent times because of various reasons. Even though military authorities are trying hard to reduce the suicide rates among soldiers, so far they failed to do so because of the complex reasons associated with suicides in military. This paper analyses the causes and effects of suicides in American military. Suicide rates among American military personnel have been more than that among American civilians in recent times. The above fact clearly suggests that there should be some specific reasons to the increased suicide rates among soldiers. The interpersonal-psychological theory of suicide proposes that three necessary factors are needed to die by suicide: feelings that one does not belong with other people, feelings that one is a burden on others or societ y, and an acquired capability to overcome the fear and pain associated with suicide (Bryan, et al. p.1044). Feelings that one does not belong with other people seems to be the major reason for increasing suicide rates among soldiers. ... Socializing is an essential activity required for each human being to maintain a stable mental health. Military life provides less diversity for socializing activities. It should be noted that in normal life a person’s socializing habits takes place in a diverse environment; socializing with family members, socializing with relatives, socializing with peers, socializing with opposite sex, socializing with friends etc. On the other hand, in military life, socializing is only a one way traffic; socializing between the soldiers and that also only on specific occasions. Thus feelings of loneliness or feelings that one does not belong with other people may increase among soldiers, which may finally develop frustrations and subsequent suicide attempts. Feeling of unworthiness or feeling that one is a burden on others or society is another reason for suicide tendency among soldiers. As mentioned earlier, military life provides only limited opportunities for family life as far as a so ldier is concerned. A soldier may not be able to fulfill his family and social commitments while working in the military. The failure to fulfill these commitments may generate feeling of unworthiness among soldiers. Such feelings can also cause the development of suicide tendency. Acquired capability to overcome the fear and pain associated with suicide is the third major reason for increased suicide rates among military personnel. It should be noted that soldiers are brave people and they are engaged in acts like killing of enemies. In other words, killing or dying is not a fearful act for them. Thus when the feeling of unworthiness develops, soldiers are not hesitant in committing suicide. Army

Discussion paper Statistical Analysis Essay Example | Topics and Well Written Essays - 500 words

Discussion paper Statistical Analysis - Essay Example (Gibson, W., 1997). There are several data collection techniques, and the most commonly used data collection techniques are use of available information, observation, interviews, use of written questionnaires, and focus group discussions. There is a large amount of useful data that has already been collected by others, and this makes a useful starting point in the collection of data. It requires locating where the data is available, and identifying data that is useful and relevant to the current exercise, and retrieving it. Using such available data is an inexpensive means to collection of data, and still it may be difficult to get access to the relevant record and reports, and there is the added disadvantage that the data may not be accurate, and complete. Observation calls for the systematic selection, watching, and recording of the behavior and characteristics of living beings, objects or phenomena. It is a commonly used data collection technique in the study of human behavior. There are two ways in which observation can be done. In the first called participant observation, the observer is involved in the situation that is being observed. In the second called non-participant observation, the observer watches the situation either in an open manner, or in a concealed manner, and is not a participant in the situation. The advantage with observation is that it provides more accurate and substantial information, especially where studies of human behavior is concerned. This data collection technique makes use of oral interviews either with a target group or individuals. The responses to the questions posed are recorded in writing, or by recording on a machine, or a combination of both methods may be used. Flexibility is a determining factor in interviews. High flexibility is used, when the researcher is unsure of the subject, or if the subject is sensitive. Low flexibility is used, when the researcher is well informed on the subject, or if the sample group is

Service Project for Diabetes Essay Example | Topics and Well Written Essays - 750 words

Service Project for Diabetes - Essay Example (CDC's Diabetes Program). Diabetes normally strikes persons above forty when the body system begins to slow down and physical activities decrease. A careless, sedentary lifestyle further aggravates the risks and complications arising out of this ailment. Lack of control and medication adversely affects the eyes, kidneys, heart, the nervous system and blood vessels. Diabetes can also be hereditary. The best way to prevent or control the disease is through a regimen of regular physical activities, diet and maintenance of normal blood sugar level and medical care. For type-2 diabetes, there are chances to delay or even prevent the development of the disease through modest lifestyle, regular routine of physical exercise and improved nutrition. (Nancy Jane Heilman, p.9). Economically backward and illiterate groups such as aborigines and tribes are more vulnerable to the ravages of the disease, since there is little to serve as inducements to incorporate changes to control and treat diabetes for healthier standard of living. The target Hispanic group in the South Valley District urgently need counseling and care in organized, time-bound manner so that they not only get access to medical care but also the opportunity to suitably modify their lifestyle necessary in controlling the disease. This is easier said than done among communities strongly rooted in age-old, traditional way of living However, it is very important to educate the community to alter their life style. A consistent schedule intertwining diet, physical activities and check up, daily follow up and feedback is bound to produce results. Initially, all activities must be geared to building relationship and winning the confidence of the community and learning their way of life. The cost factor The annual cost of treatment per patient works out to approximately US$3500 in tribal areas. Since the community is backward and poor, the cost must be borne by the health department through government and other donor grants. (The Provincial Diabetes Plan, p.8). Create awareness The purpose of the project is to reach diabetic patients within the Hispanic community and provide them with medical care and instructions on dietary intake and physical activities that help sustain a healthy lifestyle. It is critically important to educate them about the risk factors in the absence or avoidance of dietary controls and medical support. Further, inform them about the modifiable and non-modifiable aspects of diabetes, that is, certain factors like eating habits, stress, smoking and consumption of alcohol are modifiable, but hereditary, family history, gender and age are non-modifiable. To begin with, shortlist the names and other data of individuals displaying symptoms of diabetes from medical records available with primary health care centers and other health care agencies. Educating the community about diabetes is just as important as educating the individual patient. Besides, there are others who may not be diabetic but benefit from timely intervention to prevent the disease. Hospitals, dispensaries and other health care units' involvement is mandatory in order to successfully organize a 12-weeks'

Developing a question and identifying a problem Essay

Developing a question and identifying a problem - Essay Example Therefore, nurses would need some form of training. Critically thinking, they would need an advanced training aside from their formal training on basic nursing. In retrospect, does this form of advanced training in prevention of patient falls impact on patient outcomes compared to no training? Patient falls present a significant physical health risk to the patient. Additionally, the complications that arise from patient falls incur significant hospital costs to both the patient and the hospital. The patient would have to incur extra costs for the management of the complications of the falls, whereas the hospital would put forth extra resources necessary for the management of potential complications of the fall. Besides, health care institutions could face a lawsuit with concomitant legal implications. Patient falls within health care institution in an occurrence that needs to be considered with utmost concern. Therefore, this paper will explore falls among elderly patients, its impact on the work environment, and quality of care, patient outcomes, and its significance to nursing and proposed solution. Falls in long-term care institutions and health care facilities are common. Tack, Ulrich and Kehr (2010), observe that approximately 25.5% of patients who experienced a fall had a neurological condition. Additionally, they opine that neurological patients are considered as among the high risk population. Elderly patients present with a number of neurological conditions attributed to age and lifestyle. For instance, Snijders , Van de Warrenburg , Giladi and Bloem (2010), observe that gait disorders are prevalent among the elderly can present devastating health outcomes such as reduced quality of life, increased incidence of falls and increase in mortality. Neurological diseases diagnosed in elderly patients exist with other clinical conditions. Lauretani, et al. (2014) posits that Alzheimer’s disease in the elderly could present with extrapyramidal signs

Transformational Leadership Plan Essay Example for Free

Transformational Leadership Plan Essay ABSTRACT Innovation and Transformational Leadership with respect to modern organizational hierarchies. The paper goes on to synthesize aspects of transformational leadership into an individual leadership plan, summarize outcomes of transformational leadership and innovation and present varied views stemming from empirical data on organizational philosophies. Several scholarly journals and industry papers were gleaned, they are listed in the annotated bibliography. Results and Outcomes of Innovation and Transformational Leadership Transformational leaders motivate others to do more than they originally intended and often even more than they thought possible. Such leaders set more challenging expectations and typically achieve higher performances. Transformational leadership is an expansion of transactional leadership. Transactional leadership emphasizes the transaction or exchange that takes place among leaders, colleagues, and followers. This exchange is based on the leader discussing with others what is required and specifying the conditions and rewards these others will receive if they fulfill the requirements. True transformational leaders raise the level of moral maturity of those whom they lead. They convert their followers into leaders. They broaden and enlarge the interests of those whom they lead. They motivate their associates, colleagues, followers, clients, and even their bosses to go beyond their individual self-interests for the good of the group, organization, or society. Transformational leaders address each followers sense of self-worth in order to engage the follower in true commitment and involvement in the effort at hand. This is one of the things that transformational leadership adds to the transactional exchange. Transformational leadership adds to transactional leadership in its effects on follower satisfaction and performance. Transformational leadership does not replace transactional leadership. That is, constructive and especially corrective transactions may have only marginal impact on followers unless accompanied by one or more components of transformational leadership for getting the most out of transactions: The follower needs to feel valued by the leader, the follower needs to find meaning in what he or she is doing, and the follower needs a sense of ownership in whats being done. Transactional leadership, particularly contingent reward, provides a broad basis for effective leadership, but a greater amount of effort, effectiveness, innovation, risk taking, and satisfaction can be achieved by transactional leadership if it is augmented by transformational leadership. When peers of military cadet leaders were asked what characterized the important traits of a good leader, they tended to describe such traits of inspiration, intellectual stimulation, and individualized consideration as self-confidence, persuasiveness, concern for the well-being of others, the ability to articulate ones ideas and thoughts, providing models to be emulated by others, holding high expectations for him—or herself and others, keeping others well-informed, and maintaining high self-motivation. Given a team task, the innovation process begins with the creativity of individuals. The generation of a new idea is a cognitive process, located within individuals, albeit fostered by interaction processes in teams. Thus, first and foremost, innovative individuals are both creative and innovative (i.e., they dont just have creative ideas; they also try to implement them). They are people who have a preference for thinking in novel ways, who think globally instead of locally (distinguishing the forest from the trees). They have appropriate intellectual abilities, including synthetic abilities (to see problems in new ways and escape the bounds of conventional thinking), analytic abilities to recognize which ideas are worth pursuing, and the practical contextual abilities to persuade others of the value of their ideas. Having a good idea about whether the Earth revolves around the sun or vice versa is not enough. Galileo, if he were alive today, might note that Richard Branson and Bill Gates did not succeed by simply being mavericks; they were also able to charm, persuade, and inspire people. To be innovative and creative we also require sufficient knowledge of the field to be able to move it forward, while not being so conceptually trapped in it that we are unable to conceive of alternative courses. People who are confident of their abilities are more likely to innovate in the workplace. In a study of role innovation among more than 2,000 UK managers, it was found that confidence and motivation to develop knowledge and skills predicted innovation following job change. Tolerance of ambiguity, widely associated with creativity, enables individuals to avoid the problems of following mental ruts and increases the chances of unusual responses and the discovery of novelty (Burpitt Bigoness, 2002). Innovative people also tend to be self-disciplined, with a high degree of drive and motivation and a concern with achieving excellence. This perseverance against social pressures presumably reduces the dangers of premature abandonment. Minority influence theory in social psychology suggests that perseverance acts to bring about change in the views of majorities and is a necessary behavioral style among innovators. An employee of 3M discovered Post-it notes because he sang in the church choir and needed some effective way of marking the place of hymns between services. Knowing of an adhesive with poor properties (it didnt stick well) being explored at 3M, he had the idea of using it on small strips of paper to mark the hymnal. But the real innovation came in his persistence in selling the idea to secretaries, chief executives, the marketing department, and the sales department in the organization. It became an annual $200 million business for 3M. Innovative people tend to be self-directed, enjoying and requiring freedom in their work. They have a high need for freedom, control, and discretion in the workplace and appear to find bureaucratic limitations or the exercise of control by managers frustrating. Such people need clear work objectives along with high autonomy to perform well. Indeed, in a study of 13 oil company teams, Jerry et. Al. found that the innovativeness of individuals in teams was superior as a predictor of team innovation to measures of group climate and process. In a more sophisticated longitudinal study of 27 top management teams in hospitals, it was found that the proportion of innovative individuals within the team did not predict the overall level of innovation but did predict the radical ness (changes to the status quo) of the innovations implemented by teams. Another influence on team innovation is the extent to which team members have the relevant knowledge, skills, and abilities to work effectively in groups. Some researchers believe that team members require appropriate team knowledge, skills, and abilities (KSAs), or â€Å"team integration skills†. These are distinct from the technical KSAs that are relevant to task performance (such as medical skills for a physician on a breast cancer care team). They include conflict resolution skills, collaborative problem-solving skills, and communication skills such as the skill to utilize decentralized communication networks to enhance communication. Other key integration skills, they argue, include goal setting and performance management and the skill to coordinate and synchronize activities, information, and tasks among members. The more of these integration skills team members have, the more likely it is that the benefits of team working and team diversity will manifest, not just in terms of team performance, but also in innovation proposals and their successful implementation. Leadership processes in teams will moderate the relationship among team member characteristics, team processes, and innovation. Leadership processes will either encourage or block the expression of behaviors and skills supportive of team innovation. A dominant, directive leader may prevent attempts by team members to bring about change and steadily reduce their confidence and perseverance in initiating innovation implementation. Moreover, such a leader might inhibit the expression of team KSAs by repeatedly dominating decision making or discussion. A more transformational leadership style is likely to enhance the impact of individual characteristics such as confidence, innovativeness, and tolerance of ambiguity on group processes (such as support for innovation) and thereby innovation implementation. Synthesize aspects of transformational leadership into an individual leadership plan It has been discovered that most of the large global companies studied operate, to one degree or another, under a traditional model of strong individual leadership at the top. Moreover, the quality of that leadership bears on the overall performance of those companies. A few of the companies studied—and some business units within others—are characterized by a different pattern of leadership. Instead of leadership being a solo act, an aria sung by the CEO, in these organizations it is a shared responsibility, more like a chorus of diverse voices singing in unison. Significantly, this characteristic is more than the frequently observed phenomenon of â€Å"cascading† leadership (in which a strong leader at the top empowers other leaders down the line). Although cascading is often a part of what is observed, more to the point in these organizations many of the key tasks and responsibilities of leadership are institutionalized in the systems, practices, and cultures of the organization. Typically, cascading leadership depends on the continuing support of whoever is the leader of an organization at any given time; behavior that is not personality dependent. Eventually, it has been realized that this form of leadership is rooted in systems, processes, and culture. Without the presence of a high-profile leader (or â€Å"superior† goading or exhorting them on) that people at all levels in these organizations †¦ Act more like owners and entrepreneurs than employees or hired hands (that is, they assume owner like responsibility for financial performance and managing risk). Take the initiative to solve problems and to act, in general, with a sense of urgency. Willingly accept accountability for meeting commitments, and for living the values of the organization. Share a common philosophy and language of leadership that paradoxically includes tolerance for contrary views and a willingness to experiment. Create, maintain, and adhere to systems and procedures designed to measure and reward these distributed leadership behaviors. Obviously, this is not a new model of leadership. Doubtless, it has been around a long time and we, missed it because we were blinded by the powerful light that emanates from high-profile leaders. We were also prisoners of the current wisdom about the necessity for personalized, take-charge leadership—particularly in times of rapid change. Moreover, it is important to stress that the organization based model identified was not the only one observed, nor was it necessarily always the most effective. In fact, the two most successful companies in an empirical sample operate, on two different models, Oracle being headed by a single strong leader, and Enron with widely diffused and systematized leadership responsibilities. Thus we are not advocating a newly discovered â€Å"best way to lead†; instead, calling attention to a previously unnoticed— but equally viable—alternative to the traditional leadership model. Among other things, this discovery helps to explain some persistent contradictions to the dominant model of leadership. If leadership were solely an individual trait †¦ Why is it that some companies continually demonstrate the capacity to innovate, renew strategies and products, and outperform competition in their industries over the tenures of several different chief executives? Intel, for instance, has been a rip-roaring success under the leadership of, in sequence, Gordon Moore, Andrew Grove, and now, Craig Barrett. Why is it that some CEOs who have succeeded in one organization often turn in so-so performances in the next? Consider George Fisher, who was a star at Motorola, but far less effective at Kodak. (Conversely, why is it that some companies headed by singularly unimpressive CEOs nonetheless rack up good performance records?) Why is that academics are unable to quantify the relationship between CEO style on one hand and organizational performance on the other? (In fact, they have found no objective correlation between those two factors—concluding, unhelpfully, that â€Å"it all depends.†) Moreover, as history shows, businesses that become dependent on a single leader run a considerable risk. If that individual retires or leaves (or dies in office), the organization may well lose its continuing capacity to succeed—witness the performance of General Motors after Alfred Sloan, ITT after Harold Geneen, Polaroid after Edwin Land, and Coca-Cola after Roberto Goizueta. More frequently, organizations learn the hard way that no one individual can save a company from mediocre performance—and no one individual, no matter how gifted a leader, can be â€Å"right† all the time. As one CEO said, â€Å"None of us is as smart as all of us.† Since leadership is, by definition, doing things through the efforts of others, it is obvious that there is little that a business leader—acting alone—can do to affect company performance (other than try to â€Å"look good† to investors) (Howell    Avoiio, 2003). In light of these observations, it should not have been so surprising that our research revealed that, in many successful companies, leadership is treated as an institutional capacity and not solely as an individual trait. It turns out that many corporations whose familiar names perennially appear on â€Å"most respected† lists are ones with the highest institutionalized leadership capacities. Like individual IQs, companies have collective LQs—leadership quotients— that can be measured and compared. (Moreover, unlike individual IQ an organizations leadership capacity can be bolstered through appropriately directed effort.) Hence, we now are better able to explain why companies like Intel, ABB, GE, Enron, BP, Ford, Nestlà ©, and Motorola continue to renew themselves year after year, and over the tenures of many different leaders: Such companies are not only chock-full of leaders from the executive suite to the shop floor, they make conscious efforts to build their LQs, that is, their overall organizational leadership capacities. That last point requires an important clarification. Some companies with continuing records of success do not pay much, or any, attention to traditional—that is, individual—leadership development. Instead of asking â€Å"What qualities do we need to develop in our leader?† these companies continually ask â€Å"What qualities do we need to develop in our organization?† And, though this may seem to defy the current wisdom about the importance of leadership, on reflection it squares with experience. At Motorola, for example, there has been a decades long pattern of self-renewal that has continually belied the predictions of Wall Street analysts who, on at least four occasions, have written the company off for dead. When it has suffered one of its periodic setbacks, how could Motorola reasonably be expected to turn itself around without a take-charge leader like Jack Welch at its helm? But it has done so repeatedly, and under the collective leadership of several different individuals. In light of what we have learned from our study, we posit that the secret sauce at Motorola is the companys strong, institutionalized leadership capacity— systems consciously created by former-CEO Bob Galvins leadership teams over a period of thirty years (Dong et. Al. 2001). And the effectiveness of the organizational leadership model should not come as a surprise to those who have tried to change the behavior of a CEO—or of any executive whose career has been validated by rising to the top. Powerful executives tend to see leadership as positional. To them, by definition, the CEO is the leader of the corporation. For example, a couple of years ago we suggested to the CEO of a Fortune 500 company that he (and his executive team) might benefit from a leadership development program. He looked at us as if we were space aliens and testily replied, â€Å"If the board thought there was someone who was more qualified to lead this company, they would have named him and not me.† Given that such ego-driven denial is fairly common in executive suites, it makes practical sense that the high-LQ companies in our study focus on identifying business-related activities as the source of leadership development—that is, they stress improving the ability of their leaders collectively to do their central tasks, rather than on trying to fix them as individuals. The lesson we take from this is not that individual leadership behaviors are unimportant, but that in some cases, at least, it may be more effective to treat them as secondary to organizational issues. Moreover, it is far easier for leaders to learn to do things differently in terms of business processes than it is for them to change who they are. III. Summarize the outcomes of transformational leadership and innovation Among the components of transformational leadership, idealized influence and inspirational leadership are most effective and satisfying; individualized consideration is a bit less so. But in turn, all four 1s of transformational leadership are more effective than is constructive transaction. However, constructive transactions remain reasonably effective and satisfying in most situations, except where a leader has no control of the ways a follower may be rewarded for good performance. Actively taking corrective action—that is, managing by exception by arranging to monitor the performance of followers—is somewhat less effective and satisfying, but passively waiting for problems to arise or remaining oblivious until a mishap occurs is seen as poor, ineffective leadership and is dissatisfying. The most ineffective and dissatisfying style is laissez-faire leadership avoiding leadership and abdicating responsibilities. Analyses of over 5,000 cases have affirmed these findings. Transformational leadership adds to transactional leadership in its effects on follower satisfaction and performance. Transformational leadership does not replace transactional leadership. That is, constructive and especially corrective transactions may have only marginal impact on followers unless accompanied by one or more components of transformational leadership for getting the most out of transactions: The follower needs to feel valued by the leader, the follower needs to find meaning in what he or she is doing, and the follower needs a sense of ownership in whats being done. Transactional leadership, particularly contingent reward, provides a broad basis for effective leadership, but a greater amount of effort, effectiveness, innovation, risk taking, and satisfaction can be achieved by transactional leadership if it is augmented by transformational leadership. Transformational leadership can be directive or participative, as well as democratic or authoritarian, elitist or leveling. Sometimes, transformational leadership is misunderstood as elitist and antidemocratic. Since the 1930s, the praises of democratic, participative leadership have been sung. Most managers have at least learned that before making a decision it pays to consult with those who will implement the decision, although fewer managers pursue a democratic vote or strive for consensus in a participative discussion with ail those involved. There are many good reasons for encouraging shared decision making, empowering followers, and self-managing. Nonetheless, many circumstances call for a leader to be authoritative, decisive and directive. Democratic decisions can become a pooling of ignorance among a group of novices. Novices may wish direction and advice on what to do and how to do it. Even when no leader is appointed, someone must begin to take initiatives and soon comes to be seen as a leader. Many confuse transformational leadership with democratic, participative leadership. It often may be so, but at times it can also be directive, decisive, and authoritative. Idealized leaders can direct followers who are counting on them to help get the team out of a crisis by employing radical solutions to deal with the problems. Again, inspirational leaders can be highly directive in their appeals. Intellectually stimulating leaders may challenge their followers. Individually considerate leaders could rise above the demands for equality from their followers to treat them differently according to their different needs for growth. At the same time, transformational leaders can share vision building and Idea generation that could be a democratic and collective enterprise. Such leaders can encourage follower participation in the change processes involved. In the same way, transactional leadership can be either directive or participative. Most leaders profiles include both transformational and transactional leadership. The attitudes and behavior of Otto Von Bismarck, whose efforts led to the unification of Germany in 1871, illustrate how transformational and transactional leadership can be directive or participative, democratic or authoritative (Deborah, 1999). Interviews with executives about the leadership they had seen produced numerous behavioral examples of transformational leadership. Idealized influence or charismatic leadership was attributed to the interviewees leaders for demonstrating such traits as setting examples, showing determination, possessing extraordinary talents, taking risks, creating in followers a sense of empowerment, showing dedication to â€Å"the cause, † creating a sense of a joint mission, dealing with crises using radical solutions, and engendering in their followers faith in the leadership. Inspirational leadership included providing meaning and challenge, painting an optimistic future, molding expectations, creating self-fulfilling prophesies, and thinking ahead. Intellectual stimulation was judged to be present when leaders questioned assumptions, encouraged followers to employ intuition, entertained ideas that may have seemed silly at first, created imaginative visions, asked subordinates to rework problems they thought had already been solved, and saw unusual patterns. Individualized consideration was apparent to interviewees when their leaders answered them with minimum delay, showed that they were concerned for their followers well-being, assigned tasks based on needs and abilities, encouraged two-way exchanges of ideas, were available when needed, encouraged self-development, practiced walk around management, and effectively mentored, counseled, and coached. When peers of military cadet leaders were asked what characterized the important traits of a good leader, they tended to describe such traits of inspiration, intellectual stimulation, and individualized consideration as self-confidence, persuasiveness, concern for the well-being of others, the ability to articulate ones ideas and thoughts, providing models to be emulated by others, holding high expectations for him—or herself and others, keeping others well-informed, and maintaining high self-motivation (Atwater, Lau, Bass, Avolio, Camobreco, Whitmore, 1994). COMPONENTS OF TRANSFORMATIONAL LEADERSHIP Transformational leaders do more with colleagues and followers than set up simple exchanges or agreements. They behave in ways to achieve superior results by employing one or more of the four components of transformational leadership. First, leadership is idealized when followers seek to identify with their leaders and emulate them. Second, the leadership inspires the followers with challenge and persuasion that provide meaning and understanding. Third, the leadership is intellectually stimulating, expanding the followers use of their abilities. Finally, the leadership is individually considerate, providing the followers with support, mentoring, and coaching. Each of these components can be assessed with the Multifactor Leadership Questionnaire (MLQ). In the questionnaire, you can describe yourself as a leader. Those who work for you, with you, and for whom you work can do the same assessment of you. Idealized Leadership. Transformational leaders behave in ways that make them role models for their followers. Such leaders are admired, respected, and trusted. Followers identify with these leaders and want to emulate them. Among the things the leader does to earn this credit is consider the needs of others over his or her own personal needs. The leader shares risks with followers and is consistent rather than arbitrary. He or she can be counted on to do the right thing, demonstrating high standards of ethical and moral conduct. He or she avoids using power for personal gain and in fact uses his or her power only when needed. Inspirational Motivation. Transformational leaders behave in ways that motivate and inspire those around them by providing meaning and challenge to their followers work Team spirit is aroused. Enthusiasm and optimism are displayed. The leader gets followers involved in envisioning attractive future states. The leader clearly communicates expectations that followers want to meet, and demonstrates commitment to goals and the shared vision. Intellectual Stimulation. Transformational leaders stimulate their followers efforts to be innovative and creative by questioning assumptions, reframing problems, and approaching old situations in new ways. Creativity is encouraged. There is no public criticism of individual members mistakes. New ideas and creative problem solutions are solicited from followers, who are included in the process of addressing problems and finding solutions. Followers are encouraged to try new approaches, and their ideas are not criticized if they differ from the leaders ideas. Individualized Consideration. Transformational leaders pay special attention to each individuals needs for achievement and growth by acting as a coach or mentor. Followers and colleagues are developed to successively higher levels of potential. Individualized consideration is practiced as follows: New learning opportunities are created along with a supportive climate. Individual differences in terms of needs and desires are recognized. The leaders behavior demonstrates acceptance of individual differences (e.g. some employees receive more encouragement, some more autonomy, others firmer standards, and still others more task structure). A two-way exchange in communication is encouraged, and â€Å"management by walking around† is practiced. Interactions with followers are personalized (e.g., the leader remembers previous conversations, is aware of individual concerns, and sees the individual as a whole person rather than as just an employee). The individually considerate leader listens effectively. The leader delegates tasks as a means of developing followers. Delegated tasks are monitored to see if the followers need additional direction or support and to assess progress; ideally, followers do not feel they are being checked up on. Bibliography Follower Motive Patterns as Situational Moderators for Transformational Leadership Effectiveness. Journal article by Jerry C. Wofford, J. Lee Whittington, Vicki L. Goodwin; Journal of Managerial Issues, Vol. 13, 2004 In this article, two important leadership questions are addressed. Is transformational leadership universally effective or are there situational moderators which augment or limit its effectiveness? Is transformational leadership more appropriately viewed in terms of individual-level analyses or of multi-level analyses? First, we examine the literature on the potential moderators within the transformational leadership paradigm and on the appropriate level of analysis for transformational leadership. The present research examines the potential moderator effects of the need for autonomy and of growth need strength. In addition, we examine whether transformational leaders adapt their behaviors to different subordinates or behave the same way with all of them. Perceptions of Transformational Leadership among Asian Americans and Caucasian Americans: A Level of Analysis Perspective Journal article by Dong I. Jung, Francis J. Yammarino; Journal of Leadership Studies, Vol. 8, 2001 This study asserted a theoretical framework of transformational leadership and its effects on several process and outcome variables among Asian Americans and Caucasian Americans from levels of analysis perspective. Nomological relationships among the constructs of interest also were tested. Results indicated that effects of transformational leadership were positive, but generally stronger among Asian Americans than among Caucasian Americans. Results from Within and Between Analysis indicated that variation in perceptions of transformational leadership and other measured variables in the two ethnic groups was mainly due to individual differences. Based on these results, we offer several theoretical and practical implications. Transformational Leadership and Urban Renewal Journal article by Deborah R. Rada; Journal of Leadership Studies, 1999 Despite Burnss contention that transformational leadership can occur at all levels of organization and society, most of the discussion of transformational leadership has centered on persons in traditional, hierarchical power positions. This paper focuses on a social movement, urban renewal, which involves volunteer activity and persons not in hierarchical power positions. The urban renewal efforts of two southern California towns are highlighted, with examples from other towns renewal efforts also cited. It is demonstrated that many renewal efforts utilize a transformational leadership approach. It is further shown that those efforts which employ a transformational leadership approach are often more successful than those that do not. It is concluded that transformational leadership does occur in voluntary, nonhierarchical groups and leads to substantive change. Further study is recommended to confirm these conclusions and advocate for broader recognition and encouragement of transfor mational leadership in various organizations. Howell. J. M. Avoiio, B. J. (2003). Transformational leadership, transactional leadership, locus of control. and support for innovation: Key predictors of consolidated business-unit performance. Journal Applied Psychology, 78, 89142   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚      Notes Portions of this paper were presented at the Academy of Management National Conference in Seattle, Washington, August 2003. Thanks to Major David Pursley, Dr. Orly Nobel, and several anonymous reviewers for their helpful comments and suggestions on earlier drafts of the manuscript. Dr. Dardis recently retired from active duty and is currently the Chief Learning Officer at Freddie Mac Corporation in McClean, Virginia. Burpitt, W. J., Bigoness, W. J. (1997). Leadership and innovation among teams: The impact of empowerment. Small Group Research, 28 (3), 414–423.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Most research and writing on creativity has focused on individual creativity, the â€Å"lone genius,† with little recognition of the social and group factors that influence the creative process. Research on creativity has sought to understand the factors responsible for creative people and activities. Personality, developmental experiences, culture, motivation, and cognitive skills are just a few of the factors that appear to underlie creative behavior

What Are The Concepts Of Thermochemistry Environmental Sciences Essay

What Are The Concepts Of Thermochemistry Environmental Sciences Essay The beginnings of modern thermochemistry, though made independently of the doctrine of the conservation of energy, are practically contemporaneous with the recognition of that law, and without it the science could scarcely have reached the degree of development which it rapidly attained. Thomas Andrew and, especially Hess were the first who systematically investigated thermochemical effects in solution, and arrived at conclusions from their experimental data which still possess validity. Andrews, for example, found that when a series of acids were under similar conditions used to neutralize a given amount of a base, the quantity of heat evolved on the neutralization was the same in all cases. Hess, from his work, arrived at the converse conclusion, that when a series of bases were used to neutralize a given amount of an acid, the heat of neutralization was always the same. Both of these statements are correct when the powerful mineral acid and bases are considered, exceptions only ar ising when weak acids and bases are employed. Again, Andrews discovered that when one metal displaces another from solution of its salts (e.g. zinc with solutions of copper salts), the thermal effect is practically independent of the nature of the acid radical in the salt employed. Andrews likewise found that when the heat evolved on. the displacement from its salts of a metal M by a metal M is added to the heat of displacement of another metal M by M, the sum is equal to the heat which is evolved on the direct displacement of M from its salts by M. This affords an example of a principle which had been stated by Hess in a very general form under the name of the Law of Constant Heat Sums namely, that the thermal effect of a given chemical action is the same, independently of the character and number of the stages in which it takes place. Thus, in the above example, it is immaterial whether M displaces M from its salt directly, or whether M first displaces M, which is then used to di splace M. This important principle is a direct consequence of the law of the conservation of energy, but was discovered independently by Hess from accurate experiment. Oxidation of Zn to ZnO . . 5291 units à ¢Ã¢â€š ¬Ã… ¾ S to SO 3 . 6384 à ¢Ã¢â€š ¬Ã… ¾ Dissolution of SO 3 in much water. .. . . 2566 à ¢Ã¢â€š ¬Ã… ¾ ZnO in the resulting aqueous H2S04. 1609 à ¢Ã¢â€š ¬Ã… ¾ 1585 o à ¢Ã¢â€š ¬Ã… ¾ Deduct heat of dissolution of anhydrous ZnSO 4 . . 11 93 à ¢Ã¢â€š ¬Ã… ¾ Heat of formation of ZnSO 4 from Zn, S, and 40 = 14657 à ¢Ã¢â€š ¬Ã… ¾ Hess employed this principle to determine indirectly the heat of formation of compounds from their elements, when this magnitude, as is generally the case, was inaccessible to direct measurement. Thus the heat of formation of anhydrous zinc sulphate, ZnSO 4j which cannot be determined directly, may be arrived at by summation (in Hesss units) as follows: Heats of formation are still determined for the most part in a precisely similar manner. Hess also stated another principle on empirical grounds, which, although admitting of many exceptions, is of considerable utility and significance. It had been known long before his time that when solutions of neutral salts were mixed, and no precipitate resulted, the mixed solution was also neutral. Hess now observed that in the process of mixing such neutral solutions no thermal effect was produced that is, neutral salts in aqueous solution could apparently interchange their radicals without evolution or absorption of heat. These experimental results were generalized by him under the title of the Law of Thermoneutrality. After the investigations of Hess and Andrews, a great deal of excellent experimental work was performed by P. A. Favre and J. T. Silbermann, whose chief theoretical achievement was the recognition that the heat of neutralization of acids and bases was additively composed of two constants, one determined by the acid and the other by the base. This dedction harmoniz ed the observations of Andrews and of Hess previously alluded to, and also accounted satisfactorily for the Law of Thermoneutrality. Julius Thomson was the first investigator who deliberately adopted the principle of the conservation of energy as the basis of a thermochemical system. His thermochemical work was begun in 1853, but most of his experiments were performed in the years 1869-82, the whole being published collectively, under the title Thermochemische Untersuchungen, in four volumes. Somewhat later than Thomson, Marcellin P. E. Berthelot began (in 1873) a long series of thermochemical determinations. It is to these two investigators and their pupils that most of our exact thermochemical data are due. Thomsen and Berthelot independently enunciated a generalization (commonly known as Berthelots Third Principle, or Principle of Maximum Work), which may be stated in brief as follows: Every pure chemical reaction is accompanied by evolution of heat. Whilst this principle is undoubtedly applicable to the great majority of chemical actions under ordinary conditions, it is subject to numerous exceptions, and cannot therefore be taken (as its authors originally intended) as a secure basis for theoretical reasoning on the connexion between thermal effect and chemical affinity HEAT IN THERMOCHEMISTRY . The existence of reactions which are reversible on slight alteration of conditions at once invalidates the principle, for if the action proceeding in one direction evolves heat, it must absorb heat when proceeding in the reverse direction. As the principle was abandoned even by its authors, it is now only of historical importance, although for many years it exerted considerable influence on thermochemical research. 2. From the standpoint of the law of conservation of energy, the relation between chemical and thermochemical action bears the following aspect: A given amount of any substance under given conditions possesses a perfectly definite amount of intrinsic energy, and, no matter what chemical and physical transformations the substance may undergo, it will, when it returns to its original state, possess the original amount of intrinsic energy. If we consider now the transformation of one system of chemical substances into another system under specified conditions, we shall find that in general the intrinsic energy of the second system is different from the intrinsic energy of the first. Let us assume, as is commonly the case, that the intrinsic energy of the initial system is greater than that of the final system. When the first system then is transformed into the second, the excess of energy which the former possesses must appear in the shape of heat, light, electrical energy, mechanical energy, c. It is for the most part a simple matter to obtain the excess of energy entirely in the form of heat, the amount of which is easily susceptible of measurement, and thus the existence of thermochemistry as a practical science is rendered possible. Since the intrinsic energies of the two systems under given conditions are invariable, the difference between them is constant, so that the heat evolved when the first system is converted into the second is equal to that absorbed when the second system is re-transformed into the first (cf. Lavoisier and Laplace, ante, 1). The total thermal effect, too, which is associated with the transformation, must be the same, whether the transformation is conducted directly or indirectly (Hesss Law of Constant Heat Sums), since the thermal effect depends only on the intrinsic energies of the initial and final systems. Since the intrinsic energy of a substance varies with the conditions under which the substance exists, it is necessary, before proceeding to the practical application of any of the laws mentioned above, accurately to specify the conditions of the initial and final systems, or at least to secure that they shall not vary in the operations considered. It is also a necessary condition for the application of the preceding laws that no form of energy except heat and the intrinsic energy of the substances should be ultimately involved. For example, when metallic zinc is dissolved in dilute sulphuric acid with production of zinc sulphate (in solution) and hydrogen gas, a definite quantity of heat is produced for a given amount of zinc dissolved, provided that the excess of energy in the initial system appears entirely as heat. This provision may not always be fulfilled, since by placing the zinc in electrical contact with a piece of platinum, likewise immersed in the sulphuric acid, we can g enerate a current of electricity through the solution and the metallic part of the circuit. The reaction as before is completely expressed by the chemical equation Zn+H2S04 =ZnSO 4 H+ 2, the initial and final systems being exactly the same as in the first case; yet the amount of heat generated by the action is much smaller, a quantity of the intrinsic energy having been converted into electrical energy. This electrical energy, however, is equivalent to the heat which has disappeared, for it has been shown experimentally that if it is converted into heat and added to the heat actually evolved, the total quantity of heat obtained is exactly equal to that produced by the direct dissolution of the zinc in the absence of platinum. 3. The following conditions have to be considered as affecting in a greater or less degree the intrinsic energy of the initial and final systems: (1) Dilution of solutions. (2) Physical state. (3) Change of volume. (4) Allotropic modifications. (5) Temperature. (i) Generally speaking, there is a considerable thermal effect when a substance is dissolved in water, and this effect varies in magnitude according to the amount of water employed. It is only, however, when we deal with comparatively concentrated solutions that the heat-effect of diluting the solutions is at all great, the heat-change on diluting an already dilute solution being for most practical purposes negligible. In dealing, therefore, with dilute solutions, it is only necessary to state that the solutions are dilute, the exact degree of dilution being unimportant. It occasionally happens that a change in dilution affects the chemical action that occurs. Thus if concentrated instead of dilute sulphuric acid acts upon zinc, the action takes place to a great extent not according to the equation given above, but according to the equation Zn +2H 2 SO 4 = ZnS04+S02+2 H20, sulphur dioxide and water being produced instead of hydrogen. Here we have a different final system with a diffe rent amount of intrinsic energy, so that the thermal effect of the action is altogether different. (2) The physical state of the reacting substances must be considered, since comparatively large amounts of heat are absorbed on fusion and on vaporization . Thus the heat of fusion of ice(for H 2 O=18 g) is 1440 cal., and the heat of vaporization of water at 100 °, for the same quantity, 9670 cal. (3) The effect of change of volume against external pressure (due to production or consumpion of mechanical energy) may be neglected in the case of solids, liquids or solutions, but must usually be taken into account when gases are dealt with. Each grammemolecule of a gas which appears under constant pressure during a chemical action (e.g. hydrogen during the action of zinc on dilute sulphuric acid) performs work equivalent to 580 cal. at the ordinary temperature, which must be allowed for in the thermochemical calculation. A similar correction, of opposite sign, must be made when a gramme-molecule of gas disappears during the chemical action. (4) When a substance e.g. carbon, phosphorus , sulphur exists in allotropic forms, the particular variety employed should always be stated, as the conversion of one modification into another is frequently attended by a considerable thermal effect. Thus the conversion of yellow into red phosphorus evolves about one-sixth of the heat of combustion of the latter in oxygen, and so the knowledge of which variety of phosphorus has been employed is of essential importance in the thermochemistry of that element. (5) The influence of temperature on the thermal effect of a chemical action is sometimes considerable, but. since the initial and final temperatures, which alone determine the variation in the thermal effect, are in almost all cases within the ordinary laboratory range of a few degrees, this influence may in general be neglected without serious error. 4. Methods. In order to estimate the thermal effect of any chemical process, use is made of the ordinary methods of calorimetry, the particular method being selected according to the nature of the chemical action involved. In almost every case the method of mixture (see Calomitry) is employed, the method of fusion with Bunsens ice-calorimeter being only used in special and rarely occurring circumstances. As a very great number of important chemical actions take place on mixing solutions, the method for such cases has been thoroughly studied. When the solutions employed are dilute, no water is placed in the calorimeter, the temperature-change of the solutions themselves being used to estimate the thermal effect brought about by mixing them. Known quantities of the solutions are taken, and the temperature of each is accurately measured before mixing, the solutions having been allowed as far as possible to adjust themselves to the same temperature. The change of temperature of the solutions after the mixing has taken place is then observed with the usual precautions. It is of course in such a case necessary to know the specific heat of the liquid in the calorimeter. Thomsen by direct experiment found that the heat-capacity of a dilute aqueous solution diverged in general less than i per cent. from the heat-capacity of the water contained in it, the divergence being sometimes in one sens e, sometimes in the other. He therefore abstained from determining for each case the specific heats of the solutions he employed, and contented himself with the above approximation. Berthelot, on the other hand, assumed that the heat-capacity of an aqueous solution is equal to that of an equal volume of water, and calculated his results on this assumption, which involves much the same uncertainty as that of Thomsen. Since thermochemical measurements of this type may be frequently performed with an error due to other causes of much less than i per cent., the error introduced by either of these assumptions is the chief cause of uncertainty in the method. The calorimeter used for solutions is usually cylindrical, and made of glass or a metal which is not, attacked by the reacting substances. The total quantity of liquid employed need not in general exceed half a litre if a sufficiently delicate thermometer is available. The same type of calorimeter is used in determining the heat of solution of a solid or liquid in water. Combustion calorimeters are employed for observing the heat generated by the brisk interaction of substances, one of which at least is gaseous. They are of two kinds. In the older type the combustion chamber (of metal or glass) is sunk in the calorimeter proper, tubes being provided for the entrance and exit of the gaseous substances involved in the action. These tubes are generally in the form of immersed in the water of the calorimeter. In the newer type (which was first proposed by Andrews for the combustion of gases) the chemical action takes place in a completely closed combustion chamber of sufficient strength to resist the pressure generated by the sudden action, which is often of explosive violence. The steel combustion chamber is of about 250 c.c. capacity, and is wholly immersed in the calorimeter. To withstand the chemical action of the gases, the calorimetric bomb is lined either with platinum, as in Berthelots apparatus, or with porcelation, as in Mahlers. For ordinary combustions compressed oxygen is used, so that the combustible substance burns almost instantaneously, the action being induced by means of some electrical device which can be controlled from without the calorimeter. The accuracy of heats of combustion determined in the closed calorimeter is in favourable cases about one-half per cent. of the quantity estimated. 5. Units and Notation in thermochemistry The heat-units employed in thermochemistry have varied from time to time. The following are those which have been in most general use: Small calorie or gramme calorie. cal. Large or kilogramme calorie. Cal. Centuple or rational calorie. K. The centuple calorie is the amount of heat required to raise 1 g. of water from o ° C. to C., and is approximately equal to ioo cal. The large calorie is equal to 1000 cal. In view of the not very great accuracy of thermochemical measurements, the precise definition of the heat-unit employed is not a matter of special importance. It has been proposed to adopt the joule, with the symbol j, as thermochemical unit for small quantities of heat, large amounts being expressed in terms of the kilojoule, Kj =100o j. (For the exact relation between these heat-units, see Calorimetry.) For ordinary thermochemical work we may adopt the relation 1 cal. = 4.18 j, or 1 Cal. = 4.18 Kj. Except for technological purposes, thermochemical data are not referred to unit quantity of matter, but to chemical quantities i.e. to the gramme-equivalents or gramme-molecules of the reacting substances, or to some multiples of them. The notation which Julius Thomsen employed to express his thermochemical measurements is still extensively used, and is as follows: The chemical symbols of the reacting substances are written in juxtaposition and separated by commas; the whole is then enclosed in brackets and connected by the sign of equality to the number expressing the thermal effect of the action. The chemical symbols stand for quantities measured in grammes, and heat-evolution is reckoned as positive, heat-absorption as negative. Thus [S, 20] =71100 cal. indicates that 71100 calories are evolved when 32 grammes of sulphur react with 2 X 16 grammes of free oxygen to form sulphur dioxide. It is of course necessary in accurate work to state the conditions of the reaction. In the above instance the sulphur is supposed to be in the solid rhombic modification, the oxygen and sulphur dioxide being in the gaseous state, and the initial and final systems being at the ordinary temperature. Again, the equation [2N, 0] =-18500 cal. indicates that if 28 grammes of nitrogen could be made to unite directly with 16 grammes of oxygen to form nitrous oxide, the union would cause the absorption of 18500 calories. When substances in solution are dealt with, Thomsen indicates their state by affixing Aq to their symbols. Thus [NaOH Aq, HNO 3 Aq] =13680 cal. represents the heat of neutralization of one gramme-equivalent of caustic soda with nitric acid, each in dilute aqueous solution before being brought into contact. One draw back of Thomsens notation is that the nature of the final system is not indicated, although this defect in general causes no ambiguity. Berthelots notation defines both initial and final systems by giving the chemical equation for the reaction considered, the thermal effect being appended, and the state of the various substances being affixed to their formulae after brackets. W. Ostwald has proposed a modification of Berthelots method which has many advantages, and is now commonly in use. Like Berthelot, he writes the chemical equation of the reaction, but in addition he considers the chemical formula of each substance to express not only its material composition, but also the (unknown) value of its intrinsic energy. To the right-hand member of the equation he then adds the number expressing the thermal effect of the reaction, heat-evolution being as before counted positive, and heat-absorption negative. The mass-equation then becomes an energy-equation. He thus writes S+02=S02+7110o cal., which expresses the fact that the intrinsic energy of the quantities of sulphur and oxygen considered exceeds that of the sulphur dioxide derived from them by 71100 cal. when thermal units are employed. The equation H2+12=2HI-12200 cal. expresses that under certain conditions the intrinsic energy of hydriodic acid is greater than the intrinsic energy of its component elements by 12200 cal., i.e. that hydriodic acid is formed from its elements with absorption of this amount of heat. Energyequations, such as the above, may be operated with precisely as if they were algebraic equations, a property which is of great advantage in calculation. Thus by transposition we may write the last equation as follows 2HI =H2+12+12200 cal., and thus express that hydriodic acid when decomposed into its elements evolves 12200 cal. for the quantity indicated by the equation. Ostwald has made the further proposal that the formulae of solids should be printed in heavy type (or within square brackets), of liquids (solutions, c.) in ordinary type, and of gases in italics (or within curved brackets), so that the physical state the substances might be indicated by the equation itself. Thus the equation Cl 2 -1-2KI, Aq=2KC1, Aq+12+52400 cal., or (C12) +2KI, Aq =2KC1, Aq+[12]-I-52400 cal., would express that when gaseous chlorine acts on a solution of potassium iodide, with separation of solid iodine, 52400 calories are evolved. 6. Heat of Formation. For thermochemical calculations it is of great importance to know the heat of formation of compounds from their elements, even when the combination cannot be brought about directly. As an example of the use of Ostwalds energy-equations for the indirect determination we may take the case of carbon monoxide. The following equations give the result of direct experiment  :- C +20 = CO 2+943 oo cal. CO+ O=CO 2 +68000 cal. If now it is required to find the heat of formation of the compound CO, which cannot be directly ascertained, we have merely to subtract the second equation from the first, each symbol representing constant intrinsic energy, and thus we obtain C+0 00= 26300 cal., or C+0=C0+26300 cal., that is, the heat of formation of a gramme-molecule of carbon monoxide is 26300 cal. As has already been stated, the heat of formation of a compound is the amount (expressed in thermal units) by which its intrinsic energy exceeds or falls short of that of the elements which enter into its composition. Now of the absolute values of intrinsic energy we know nothing; we can only estimate differences of intrinsic energy when one system is compared with another into which it may be directly or indirectly converted. But since the elements cannot be converted one into the other, we are absolutely without knowledge of the relative values of their intrinsic energy. This being the case, we are at liberty to make the assumption that the intrinsic energy of each element (under specified conditions) is zero, without thereby introducing any risk of self-contradiction in thermochemical calculations. This assumption has the great advantage, that the intrinsic energy of a compound relatively to its elements now appears as the heat of formation of the compound with its sign reversed. Thus if we consider the energyequation C +02 = CO 2+943 00 cal., and replace the symbols by the values of the intrinsic energy, viz. zero for carbon and oxygen, and x for carbon dioxide, we obtain the equation o+o=x+94300 cal. or x = 94300 cal. With knowledge then of the heats of formation of the substances involved in any chemical action, we can at once calculate the thermal effect of the action, by placing for each compound in the energy-equation its heat of formation with the sign reversed, i.e. its heat of decomposition into its elements. Thus if we wish to ascertain the thermal effect of the action Mg+CaO =MgO+Ca, we may write, knowing the heats of formation of CaO and Mg0 to be 131000 and 146000 respectively, 0-131000 = 0-146000+x x =15000 cal. Since heats of formation afford such convenient data for calculation on the above method, they have been ascertained for as many compounds as possible. Substances with positive heats of formation are termed exothermic; those with negative heats of formation are termed endothermic. The latter, which are not very numerous, give out heat on decomposition into their elements, and are more or less unstable. Amongst endothermic compounds may be noted hydriodic acid, HI, acetylene, C 2 H 2, nitrous oxide, N 2 O, nitric oxide, NO, azoimide, N 3 H, nitrogen trichloride, NC1 3. Some of these pass into their elements with explosive violence, owing to the heat generated by their decomposition and the gaseous nature of the products. 7. Heat of Combustion The thermochemical magnitude which is universally determined for organic compounds is the heat of combustion, usually by means of the calorimetric bomb. The relation between the heat of combustion of a hydrocarbon and its heat of formation may be readily seen from the following example. The hydrocarbon methane, CH 4, when completely burned to carbon dioxide and water, generates 213800 cal. We may therefore write CH 4 +40 = C02+2H20+213800. Now we know the heats of formation of carbon dioxide (from diamond) and of liquid water to be 94300 cal. and 68300 cal. respectively. The above equation may consequently be written, if x is the heat of formation of methane, -x+0 = -94300-(2 X 68300) +213800 x =17000 cal. This heat of formation, like that of most hydrocarbons, is comparatively small: the heat of formation of saturated hydrocarbons is always positive, but the heat of formation of unsaturated hydrocarbons is frequently negative. or example, ethylene, C2H4 j is formed with absorption of 16200 cal., acetylene, C 2 H 2, with absorption of 59100 cal., and liquid benzene, C 6 H 6, with absorption of 9100 cal. Since the heat of combustion of a hydrocarbon is equal to the heat of combustion of the carbon and hydrogen it contains minus its heat of formation, those hydrocarbons with positive heat of formation generate less heat on burning than the elements from which they were formed, whilst those with a negative heat of formation generate more. Thus the heat generated by the combustion of acetylene, C 2 H 2, is 316000 cal., whereas the heat of combustion of the carbon and hydrogen composing it is only 256900 cal., the difference being equal to the negative heat of formation of the acetylene. For substances consisting of carbon, hydrogen and oxygen, a rule was early devised for the purpose of roughly calculating their heat of combustion (J. J. Welters rule). The oxygen contained in the compound was deducted, together with the equivalent amount of hydrogen, and the heat of combustion of the compound was then taken to be equal to the heats of combustion of the elements in the residue. That the rule is not very accurate may be seen from the following example. Cane-sugar has the formula C12H22011. According to Welters rule, we deduct II 0 with the equivalent amount of hydrogen, namely, 22 H, and are left with the residue 12 C, the heat of combustion of which is 1131600 cal. The observed heat of combustion of sugar is, however, 1354000, so that the error of the rule is here 20 per cent. A much better approximation to the heat of combustion of such substances is obtained by deducting the oxygen together with the amount of carbon necessary to form C02, and then ascertaining the amount of heat produced by the residual carbon and hydrogen. In the above case we should deduct with II 0 the equivalent amount of carbon 5.5 C, thus obtaining the residue 6.5 C and 22 H. These when burnt would yield (6.5 X9430o)+(II X68300) =1364250 cal., an amount which is less than 1 per cent. different from the observed heat of combustion of sugar. Neither of the above rules can be applied to carbon compounds containing nitrogen 8. Heat of Neutralization It has already been stated that the heats of neutralization of acids and bases in aqueous solution are additively composed of two terms, one being constant for a given base, the other constant for a given acid. In addition to this, the further regularity has been observed that when the powerful monobasic acids are neutralized by the powerful monacid bases, the heat of neutralization is in all cases the same. The following table gives the heats of neutralization of the commoner strong monobasic acids with soda: Hydrobromic acid Hydriodic acid Nitric acid Chloric acid Bromic acid Within the error of experiment these numbers are identical. It was at one time thought that the greater the heat of neutralization of an acid with a given base, the greater was the strength of the acid. It is now known, however, that when weak acids or bases are used, the heat of neutralization may be either greater or less than the normal value for powerful acids and bases, so that there is no proportionality, or even parallelism, between the strengths of acids and their heats of neutralization . sodium carbonate- Na 2 CO 3.. . Na 2 CO 3, H 2 O . Heat of Solution. +5640 cal. +2250 à ¢Ã¢â€š ¬Ã… ¾ Heat of Hydration. +339 0 cal. Na 2 CO 3, 2H 2 0 . +20 à ¢Ã¢â€š ¬Ã… ¾ +5620 à ¢Ã¢â€š ¬Ã… ¾ Na 2 CO 3, IoH 2 O . 16160 à ¢Ã¢â€š ¬Ã… ¾ +21800 à ¢Ã¢â€š ¬Ã… ¾ II. Sodium sulphate- Na 2 SO 4 +460 cal. Na 2 SO 4, H 2 O . 1900 à ¢Ã¢â€š ¬Ã… ¾ +2360 cal. Na2S04, IoH 2 O . 18760 à ¢Ã¢â€š ¬Ã… ¾ +19200 à ¢Ã¢â€š ¬Ã… ¾ 9. Heat of Solution When substances readily combine with water to form hydrates, the heat of solution in water is usually positive; when, on the other hand, they do not readily form hydrates, or when they are already hydrated, the heat of solution is usually negative. The following examples show the effect of hydration on heat of solution in a large quantity of water: io. Application of the Second Law thermodynamics to Thermochemistry. What is commonly understood by thermochemistry is based entirely on the first law of thermodynamics, but of recent years great progress has been made in the study of chemical equillibrium by the application of the second law. For an account of work in this direction see Chemical action. BIBLIOGRAPHY. Julius Thomsen, Thermochemische Untersuchungen (Leipzig, 1882-86); M. Berthelot, Essai de Mecanique Chimique fondee sur la Thermochimie (Paris, 1879); Thermochimie, donnees et lois numeriques (Paris, 1897); W. Ostwald, Lehrbuch der allgemeinen Chemie, 2nd ed., vol. ii. part I, pp. 1-517 (Leipzig, 1893); M. M. P. Muir and D. M. Wilson, Elements of Thechemistry (London, 1885); P. Duhem, Traite de Mecanique Chimique (Paris, 18 97-99); J. J. van Laar, Lehrbuch der mathematischen Chemie (Leipzig, 1901). (J. WAL.)

Evolution Of Quantity Surveying And Its Effects Construction Essay

Evolution Of Quantity Surveying And Its Effects Construction Essay Quantity implies amount, number, measure, extent, size, magnitude and mass. Surveyor denotes inspector, assessor, examiner, reviewer and evaluator. The name Quantity Surveyor was originally derived from the initial need for the profession; which is to prepare the Bill of Quantities from plans, describing the material, items of work and the quantities required. Builders also use the Bill of Quantities when submitting tenders in order to secure work. Currently, Quantity Surveyors functions involve numerous activities. It is these activities that far remove the profession from that of simple bean brick counting. With the changing environment, the quantity surveyor has evolved to satisfy the marketplace by filling the gaps across diverse industries, as is reflected in industry changes, title changes and education. Suitable titles have now become necessary, namely those of Construction Cost Consultants, Building or Construction Economists, Cost Engineers and Commercial Managers. The cluster sampling survey method was used, which involved pilot interviews and structured questionnaire surveys. Investigations were limited to the views expressed by both students of Quantity Surveying and professionals employed outside the traditional construction industry who were members of the South African Council of Quantity Surveyors, although the views of practitioners with no professional affiliations were also sought. Content analysis, descriptive statistics, multi-attribute techniques and rank correlation tests were used in the analysis of the research data. The Potential Outputs of my research this work in progress could include Changes in courses at tertiary institutions or the introduction of new courses, a name change for Quantity Surveying as a Profession. Keywords: Changing, Effects, Evolution, Quantity Surveying 1 Introduction Historically, the three major employers of Quantity Surveyors were; professional Quantity Surveying firms (PQS), municipalities and government departments, as well as construction and civil engineering companies . companies. Quantity surveyors are increasingly employed across several industries. Industries rang, ranginge from chemical e.g. Fluor, communications e.g. Telkom, electrical e.g. Eskom, Oil oil refineries e.g. Sapref. What does this mean regarding the demand for the profession? This report will also strive to ascertain what they are doing there, how they are valued and so forth. The option of working in an industry of your choosing elevates the status of quantity surveying as a profession. This should be tantamount to greater job opportunities and employment security, further enhancing quantity surveying as a target profession. How does this impact on students career choice? Due to the range of services currently provided, the profession is becoming less reliant on construction, as it places more emphasis on finance, which enables greater involvement in other industries such as insurance, banking, law, and property management. If in fact there are many other industries employing quantity surveyors, this spells good news for the profession. A knock on effect would be an increase in the number of students applying to study Quantity Surveying as a career, as it moves away from the traditional construction approach. Throughput rates will also be affected, as a greater number of students could havecould have access to in-service training earlier. For the long term, course material/notes might change/adapt to suit the various sectors, as each, having subtle differences in approaches would need the necessary Curriculum curriculum and syllabus changes. The Quantity Surveying profession is at an interesting stage, where opportunities and rewards will be high for those who are innovative, keen on research and willing to embrace the hallengeschallenges of the future and emerging technology. 2 Literature Review 2.1 The Establishment of Quantity Surveying There is a shortage of qualified Quantity Surveyors with good employment opportunities in various industries the (AIQS, 2010). Demand for qualified and experienced Quantity Surveyors has been high in recent years. Historically, this demand follows the fortunes of the building, construction and engineering industries. When industry booms, so does the need for Quantity Surveyors. By the middle of the 20th century Quantity surveying had evolved to a recognised profession in the construction industry (Ashworth and Willis, 1995). Quantity Surveying had developed into the traditional role of keeping accounts and controlling of construction costs for both the client and the builder. The prime role of the quantity surveyor pivots around the aspect of cost control of projects (Willis and Trench, 1999). From inception to completion necessitates a detailed knowledge of contractor s prices, experience of the construction process and an ability to foresee the likely effect of economic trends. Quantity surveyors are construction economists who fulfil varied and comprehensive duties to support cost-effective construction and property development projects (Ilias et al., 2010). The core competencies of quantity surveyors include determining project budgets, measuring project quantities, preparing contract documentation such as Bills of Quantities and cost control documents, administering contracts, and preparing final accounts. Despite being recognised as a professional discipline distinct from architecture and civil engineering since 1836, quantity surveyors are not immune to the threats and changes in their operating environment. Some parties in the construction industry have been critical about the quality of works and services provided by quantity surveyors. Some even question the importance of appointing quantity surveyors as project consultants. Because of these challenges, the profession needs to regroup and take stock of the whole situation so that they will not become extinct in the future, this includes all parties who have vested interest in the development of the profession, be it the students, educators and professionals. Every profession evolves in response to the ever-increasing changes in the global business environment (Marcel and Jasper, 2009). In order to remain relevant, globally competitive and successful, New Zealand Quantity Surveyors need to constantly scan their business landscape to discern new directions and to adapt to imminent changes in their professional practice. This study aims to investigate the current areas of, and future directions in, quantity surveying practice in the New Zealand construction industry; imminent opportunities and threats; and ways to proactively maximise the opportunities and minimise the threats. The results of a survey, based on a structured questionnaire reflecting 23 defined competencies, which were derived from the literature and from in-depth interviews with selected practitioners, indicated that technically orientated competencies were rated of highest importance for current services, while management orientated competencies were rated of higher importance for future services (Nkado and Meyer, 2001). Quantity surveying firms that offer services overseas have more staff than non-exporters .exporters. They also handle larger projects and offer a wider range of services (Florence Yean and Chan, 2008). Recent practice, however, has gone back to the original intent of value engineering, i.e., to improve the value of the end product or service (McDuff, 2001). This typically means that the client is going to receive more for their money because of the practice of value engineering. 2.2 Current and Future Trends of Quantity Surveying Quantity surveyors are also employed by large engineering companies as well as and housing agencies (AGCAS, 1994). Specialist home builders seek the expertise of quantity surveyors, as do some trading agencies, including any public committees who control extensive property investments. Multinational mechanical contractors and energy conglomerates regularly employ quantity surveyors under the unconventional title of Cost Engineer. The University of Salford is offering post graduate Electrical Quantity Surveying courses, Mechanical Quantity Surveying courses and Electrical Mechanical Quantity Surveying courses (Salford, 2011). These courses are accredited by the Royal Institute of Chartered Surveyors. The MSc Quantity Surveying in Mechanical Electrical programme is aimed at the mechanical and electrical sectors. Due to the increased importance on low carbon emissions and sustainability in the modern built environment, new roles are emerging for the Mechanical Electrical Quantity Surveyor in the areas of renewable energy, sustainability, low carbon technologies and energy management involved in the provision of careers and employability. With buildings accounting for around 50% of all carbon emissions, the quantity surveyor plays a significant role in combating climate change. The need for Quantity Surveyors is relatively consistent (AIQS, 2010). The range of services provided by the profession has become less dependent on the level of construction but more on finance and property management. Quantity surveyors are known by various names, as they are also called Construction Cost Consultants, Building / Construction Economists, Cost Engineers and Estimators. The Quantity Surveying profession is at an interesting stage, where opportunities and rewards will be high for those who are innovative, keen on research and willing to embrace the challenges of the future and emerging technology. A description of the quantity surveying profession states that, Quantity Surveyors get a lot more involved in all aspects of construction as well as other industries such as insurance, banking, law etc. (University, 2010). An article in a career recruitment company further speaks of a Chartered Quantity Surveyor working as a Commercial Manager (Kempthorne, 2010). As a job description for a Quantity Surveying role, it was stipulated that market need creates evolved Quantity Surveyors (Construction, 2011). Quantity Surveyors meet the ever evolving needs of their clients, offering a vast range of services as depicted in the following website article (Brown, 2010). Today several Quantity Surveyors have explored opportunities out of the boundaries of construction industry, examples being the financial industry, insurance industry, manufacturing industry and real estate sector. (NISA et al., 2006). As emphasised, being one of the key professional experts in the construction sector, Quantity Surveyors have the utmost responsibility to address the key cost, financial and contractual issues of the construction process, which is always highly influenced by the environmental parameters, which are very sensitive to changes and are unique for every project (Senaratne and Sabesan, 2008). The new approaches in construction culture, procurement strategies, changing markets, delivering added value and supply chain management, partnering, private finance initiatives have directed the construction industry towards a new route of evolvement (Cartlidge, 2002). The importance of this is further emphasised due to the declining role of manufacturing and increasing growth in the service sector of the economy .economy. In order to subsist and grow in the future, quantity surveying profession has the utmost necessity to respond to the accelerating social, technological, economical and environmental changes quickly as well as productively (Surveyors, 1992). Since the needs and expectations of the clients are ever changing facts, in order to compete and to excel in the profession, quantity surveyors have to acquire and operate wide range of diverse skills outside the normal traditional Quantity Surveying role (Pathirage and Amaratunga, 2006). The changing nature of the construction and development industry such as the adoption of innovative technological processes and development, the emergence of highly focused professionals and the full range of advanced technologies will necessitate a much stronger emphasis on job competencies than ever before (Lenard, 2000). The findings are important given the increasing globalization of construction services, especially given the international ties between designers, quantity surveyors and other built environment professionals (Bowen et al., 2010) .