Transition Metals †Properties of the Element Group

The largest group of elements is the transition metals. Here is a look at the location of these elements and their shared properties. What Is a Transition Metal? Of all the groups of elements, the transition metals can be the most confusing to identify because there are different definitions of which elements should be included. According to the IUPAC, a transition metal is any element with a partially filled d electron sub-shell. This describes groups 3 through 12 on the periodic table, although the f-block elements (lanthanides and actinides, below the main body of the periodic table) are also transition metals. The d-block elements are called transition metals, while the lanthanides and actinides are called inner transition metals. The elements are called transition metals because the English chemistry Charles Bury used the term in 1921 to describe the transition series of elements, which referred to the transition from an inner electron layer with a stable group of 8 electrons to one with 18 electrons or the transition from 18 electrons to 32. Location of the Transition Metals  on the Periodic Table The transition elements are located in groups IB to VIIIB of the periodic table. In other words, the transition metals are elements: 21 (scandium) through 29 (copper)39 (yttrium) through 47 (silver)57 (lanthanum) through 79 (gold)89 (actinium) through 112 (copernicium) - which includes the lanthanides and actinides Another way to view it is that the transition metals include the d-block elements, plus many people consider the f-block elements to be a special subset of transition metals. While aluminum, gallium, indium, tin, thallium, lead, bismuth, nihonium, flerovium, moscovium, and livermorium are metals, these basic metals have less metallic character than other metals on the periodic table and tend not to be considered as transition metals. Overview of Transition Metal Properties Because they possess the properties of metals, the transition elements are also known as the transition metals. These elements are very hard, with high melting points and boiling points. Moving from left to right across the periodic table, the five d orbitals become more filled. The d electrons are loosely bound, which contributes to the high electrical conductivity and malleability of the transition elements. The transition elements have low ionization energies. They exhibit a wide range of oxidation states or positively charged forms. The positive oxidation states allow transition elements to form many different ionic and partially ionic compounds. The formation of complexes causes the d orbitals to split into two energy sublevels, which enables many of the complexes to absorb specific frequencies of light. Thus, the complexes form characteristic colored solutions and compounds. Complexation reactions sometimes enhance the relatively low solubility of some compounds. Quick Summary of the Transition Metal  Properties Low ionization energiesPositive oxidation statesMultiple oxidation states, since there is a low energy gap between themVery hardExhibit metallic lusterHigh melting pointsHigh boiling pointsHigh electrical conductivityHigh thermal conductivityMalleableForm colored compounds, due to d-d electronic transitionsFive d orbitals become more filled, from left to right on the periodic tableTypically form paramagnetic compounds because of the unpaired d electronsTypically exhibit high catalytic activity

Adult Criminal Justice System Of North Carolina - 1110 Words

Under North Carolina’s General Statute 7B 1604a, any juvenile who commits a criminal offense on or after the juvenile s sixteenth birthday is subject to prosecution as an adult (â€Å"Limitations†). North Carolina remains one of only two states in America that automatically prosecutes all 16- and 17-year-olds in the adult criminal justice system regardless of the severity of the crime they commit; punishments served to students involved in something as trivial as fist-fight in a local high school cafeteria can prove alarmingly consequential. Charges of assault and battery pressed against any juvenile involved could stick with the adolescent and leave him with permanent criminal record without recourse for the charge to be sent back down to juvenile court. Treating adolescents and adults as one entity creates issues because adolescents differ significantly from adults in their capacity to make sound decisions. Studies clearly illustrate the brain is still constructing pieces of decision-making and behavior throughout adolescent years and lack the ability to fixate on the consequences of their behavior. These vulnerabilities cultivate impulsive reactions and cloud judgment choices. Because of this, teens benefit more from the juvenile system which focuses on punishment and treatment, unlike adult court which concentrates on punishment and incarceration (Toshumba). As a result of incomplete brain development, characteristics including personality, temperament, mentality, andShow MoreRelatedJuvenile Crime And The Juvenile Justice System1278 Words   |  6 PagesJuvenile Crime and the Juvenile Justice System in North Carolina: Informative Speech Specific Purpose Statement To inform my audience about the seriousness of juvenile crime and the problems that North Carolina faces when dealing with underage offenders. Introduction I. According to the Annual Summary Report done by the North Carolina Department of Justice and the State Bureau of Investigation, in 2012, approximately 36,000 juveniles were arrested in the state of North Carolina. i. Over 11,000 of theseRead MoreCriminal Justice : Should All Criminals Be Treated The Same?1472 Words   |  6 PagesCriminal Justice: Should All Criminals be Treated the Same In 2009, the FBI states that 11 percent of all violent crime clearances and seventeen percent property crime clearances involved only youth (qtd. in Campaign for Youth Justice). Meaning that a little over eighty percent of all crime was done by adults. The FBI also notes that the rate of adult crime has only gone down one percent over the past decade, as where juvenile crime has gone down more than twenty percent (qtd. in CampaignRead MoreComputer Technology And The Field Of Criminal Justice Professionals Essay1747 Words   |  7 Pagesfield of Criminal Justice is no exception. The usage of computer technology and other devices is pivotal and can assist Criminal Justice professionals with the tasks they face on a daily basis. Prior to enrolling in this course, I have had extensive knowledge in computer technology as well as computer applications used in the field of criminal justice. Computer applications used by criminal justice professionals such as NCAWARE (North Carolina Warrant Repository). NCAWARE is a web-based system that retainsRead MoreJuvenile Justice And Delinquency Prevention Act Of 19741625 Words   |  7 Pagesof eighteen who is under adult-court supervision and incarcerated or detained in a prison or jail. While PREA defines a juvenile as under the age of eighteen the Juvenile Justice and Delinquency Prevention Act of 1974 (JJDPA) allows the states to set their own definition of a juvenile (Lahey). This discrepancy in the definition of a juvenile has caused problems and slow progress with states coming towards compliance with PREA. 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I have observed in a court arraignment how a judge briefed everyone in the court about proper protocols during the hearings .The judge said he could not start court hearings unless a prosecutor was present, and that he cautions the inmate th e right to remain silent, and also discussed to the inmate his rights. Community-basedRead MoreThe Issue of Cyberbullying1694 Words   |  7 Pagesï » ¿ Cyber bullying A Criminal Offense Introduction Should cyberbullying be considered a crime? What are the punishments for cyberbullying? What kinds of behaviors are categorized as cyberbullying? This paper reviews those issues and provides supporting literature. Thesis: Cyberbullying has become far more than a nuisance and a distraction in public schools and hence strict rules should be enacted to deter cyberbullying. 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The Mobilising Creativity and Innovation

Question: What is the Mobilising Creativity and Innovation ? Answer : Introduction: The current report aims to demonstrate the various alternative approaches and perspectives through which firm creativity and innovation could be promoted across various levels. These levels include individuals, group and organisation. Therefore, Oman Telecommunications Company (Omantel) has been selected as the organisation in order to promote innovation within the organisation. This is because with the rising growth of Ooredoo Oman in the telecommunications industry of the nation, Omantel has no longer been able to maintain its monopoly in the market. As a result, it has necessitated the need for Omantel to design creative and innovative services for maintaining its competitive edge in the market (Omantel.om 2017). In the words of Albonaiemi and Ghahremani (2016), innovation is the technique of obtaining valuable ideas and converting the same into beneficial products, services and operational methods. However, these ideas are generated through creativity and it comes before innovation. Thus, with the help of creativity, an organisation could gather new ideas for quality enhancement and innovation places these ideas into action. However, certain factors affect the creative thinking of an individual. These factors comprise of lack of direction, fear of failure, fear of criticism, striving for constancy along with rationalisation and justification (Bateson, Bateson and Martin 2013). Analysis: It has been observed that the rapid growth of Ooredoo Oman in the Oman telecommunications industry has necessitated the need for Omantel to come up with creative and innovative services. However, the major individual blocks to creativity and innovation that have been identified in the context of Oman are briefly discussed as follows: Perceptual block: It is the situation, in which a problem solver does not possess a fair knowledge or perception related to problem and the information required to develop effective solutions to the problem (Cropley 2015). Due to the lack of direction, the individuals working in Omantel make incorrect assumptions, as they foresee the problems from various viewpoints. Hence, the core elements of the problem could not be identified. As a result, the staffs of Omantel are not in a position to think creatively for solving the problem at hand. Emotional block: As commented by Helfat and Martin (2015), the emotional block to creativity takes into account risk-taking, inability to maintain ambiguity and fear of conducting mistakes. The staffs of Omantel encounter this block, as they judge ideas, instead of generating them. In addition, the staffs of the organisation do not find adequate time to relax due to stressful working conditions. As a result, they do not pay adequate attention to the immediate problems, as they intend for quick success. Such quality has restricted the capability of the staffs to think in a creative way and it would also lead to lack of control over the imagination of an individual (Khalili and Khalili 2016). Intellectual and expressive block: This type of block happens at the time the problem solver does not possess adequate knowledge of the subject required to solve the same. There is absence of adequate training in Omantel due to which the staffs of the organisation do not have a fair idea of the strategies and techniques required for problem solving. In addition, another constituent of this block is the complexity of the problem solver in expressing ideas to the customers (Litchfield, Ford and Gentry 2014). Due to the language issues of the staffs of Omantel, the organisation is finding it difficult to expand its business in the global market. As a result, it has hindered the process of creativity and innovation within the organisation. In order to overcome the above-stated blocks, the following theory or approach of creativity related to innovation could be used to improve the operational methods of Omantel: Wallas model: This model consists of five phases for creative thinking, which include preparation, incubation, intimation, illumination and verification. In the first phase, the focus is on the problem, as it explores the dimensions of the problem (Perry-Smith and Mannucci 2017). In case of Omantel, the main problem is associated with the expansion of the business in the global market. The major dimensions of the problem could be identified as stressful working hours, incorrect assumptions and language barriers. In the second phase, the problem has been internalised into unconscious mind; however, nothing occurs in the external world. Therefore, the managers of Omantelk could present different problematic situations to the team members. Adequate time would be provided to the staffs to come up with creative ideas that provide solutions to the provided problems. As a result, it would help in promoting creativity within the organisation. The third phase is intimation, in which the staffs have the feelings that a solution is on its way (Ramalingam et al. 2015). In case of Omantel, considering the above instance, as soon as the situation is provided to the staffs, they begin thinking of possible ways that could be used to resolve the specific problem. Finally, they would arrive at a specific solution and the manager of Omantel could accumulate all ideas designed to solve the particular problem. However, in order to increase the level of creativity and innovation, Omantel needs to motivate its staffs in each department through monthly appraisals. As a result, it would help in generating more creative and innovative ideas (Tutt and Duncan 2013). The fourth phase is illumination, in which the creative idea is presented from preconscious processing into conscious awareness (Schaarschmidt and Kilian 2014). In case of Omantel, with the initiation of performance appraisals, the staffs begin to put forward their creative and innovative ideas that would help in expanding the business operations. The final phase is verification, in which the ideas put forward are verified and evaluated effectively and accordingly, application is made (Somech and Drach-Zahavy 2013). In case of Omantel, the ideas accumulated from the staffs of Omantel need to be evaluated and the most creative idea needs to be rewarded for increasing the motivation level of the staffs. As a result, it would help in encouraging the process of creativity and innovation within Omantel. Conclusion: From the above discussion, it has been found that creativity and innovation are the major aspects of an organisation in order to maintain its competitiveness along with expanding its business operations. However, creativity backs innovation, as a bundle of creative ideas result in an innovative product or service that intends to deliver maximum value to the customers. There are certain factors that hinder the process of creativity and innovation of an organisation. In order to evaluate the importance of creativity and innovation, the leading telecommunication company of Oman, which is Omantel, has been chosen to find the major blocks affecting the organisational progress. The major blocks related to the process of creativity and innovation includes lack of direction, fear of failure, fear of criticism, striving for constancy along with rationalisation and justification. The major blocks identified in case of Omantel include perpetual block, emotional block, intellectual and expressive block. The first block appears due to judgement of ideas rather than generating the same. The second block occurs due to fear of doing mistakes and inability to maintain ambiguity. The final block happens because of the lack of knowledge in solving a specific issue and communication barrier. Hence, for overcoming these three blocks, the management of Omantel could apply Wallas model of creativity and innovation. This is because with the help of this model, the organisation would be able to involve the staffs in coming up with new and creative ideas through improved motivational techniques. Recommendations: The following recommendations would be beneficial for Omantel in order to promote and sustain creativity and innovation within the organisation: Omantel could think of providing monthly bonuses to the staffs for coming with creative ideas to expand the business operations further. In addition, the management needs to take the suggestions on serious note to increase the willingness of the staffs in designing new and creative ideas. For instance, Omantel could ask each employee to offer one suggestion each week and after thorough assessment of all the ideas gathered, the best oe would be selected along with implementation. Omantel could provide a suggestion box to maintain confidentiality of the employees for inspiring the creative spirit to instil as portion of the organisational culture. In addition, brainstorming sessions could be conducted as well to reach at a particular solution for any problem. Omantel could set up innovation teams to design new ideas regarding diversifying its business operations. However, the management needs to set deadlines to present the ideas of the innovation teams and the best idea could be rewarded, which would indicate that the firm values work-related creativity. As most of the staffs in Omantel have language issues, it could recruit staffs from cross-border countries for diversifying its business operations in the global market. Hence, there would a diversity amongst the staffs, as this would lead to emergence of mixed culture and shared ideas to benefit the organisation. References: Albonaiemi, E. and Ghahremani, L., 2016. Examining the relation between knowledge management and employees' creativity (Case study: employees of telecommunications companies inGolestan Province).International Journal of Humanities and Cultural Studies (IJHCS)? ISSN 2356-5926,1(1), pp.1984-1993. Bateson, P., Bateson, P.P.G. and Martin, P., 2013.Play, playfulness, creativity and innovation. Cambridge University Press. Cropley, D.H., 2015. Promoting creativity and innovation in engineering education.Psychology of Aesthetics, Creativity, and the Arts,9(2), p.161. Helfat, C.E. and Martin, J.A., 2015. Dynamic Managerial Capabilities: A Perspective on the Relationship Between Managers, Creativity, and Innovation in.The Oxford Handbook of Creativity, Innovation, and Entrepreneurship, p.421. Khalili, A. and Khalili, A., 2016. Linking transformational leadership, creativity, innovation, and innovation-supportive climate.Management Decision,54(9), pp.2277-2293. Litchfield, R.C., Ford, C.M. and Gentry, R.J., 2014. Linking individual creativity to organizational innovation.The Journal of Creative Behavior. Omantel.om. (2017).Personal. [online] Available at: https://www.omantel.om/wps/portal/ [Accessed 15 Mar. 2017]. Perry-Smith, J.E. and Mannucci, P.V., 2017. From creativity to innovation: The social network drivers of the four phases of the idea journey.Academy of Management Review,42(1), pp.53-79. Ramalingam, T., Karim, J.A., Piaralal, S. and Singh, B., 2015. Creativity and innovation (organizational factor) influence on firm performance: An empirical study on Malaysian telecommunication mobile network operators.American Journal of Economics,5(2), pp.194-199. Schaarschmidt, M. and Kilian, T., 2014. Impediments to customer integration into the innovation process: A case study in the telecommunications industry.European Management Journal,32(2), pp.350-361. Somech, A. and Drach-Zahavy, A., 2013. Translating team creativity to innovation implementation: The role of team composition and climate for innovation.Journal of Management,39(3), pp.684-708. Tutt, K. and Duncan, C., 2013. Creativity and innovation.Independence,38(1), p.10.

Community Building with Suicidal Behavior Essay Example For Students

Community Building with Suicidal Behavior Essay MBA Organizational Behaviour and Design Paper on:Human beings have psychological, ethical, and spiritualneedsthattranscend the normal liberal agenda. Liberals have tended tofocusexclusively on economic entitlements and political rights. But most peopleneed something more: We need to be part of loving families and ethicallyand spiritually grounded communities that provide a meaning for our livesthat transcends the individualism and me-firstism of the competitivesociety. People constantly experience emotions, yet in organizational theory, as inorganizational life, the exploration of emotionshasbeenlargelydeemphasized, marginalized, or ignored. Impersonal criteria for makingdecisions and restraints on emotional expression at work have long been thehallmarks of bureaucracy (e.g., Weber, 1946, 1981). Recent work has brokenthis emotional taboo, exploring how certain organizations require theexpression of particular emotions at work to maximize organizationalproductivity, an aspect of job performance that has been labeled emotionallabor (Hochschild, 1983). The process of organizing requires the coordination of employees behavior. Because coordination may be imperfect:(1) Direct and fully obtrusive:such as giving orders, surveillance, and rules. (2) Bureaucratic and somewhat less obtrusive: such as division of labor andhierarchy; and(3) Fully unobtrusive control of the cognitive premises underlying action:in which the employee voluntarily restricts the range ofbehaviorsconsidered appropriate. Focus on EmotionsTraditional bureaucratic, normative, and feminist organizations differregarding theirorientationstowardemotionalissues.Traditionalbureaucratic organizations echo Weber in emphasizing control by impartialand impersonal rules that eschew the personal favoritism that can come withindividuating solutions to problems (e.g., Hellriegel and Slocum, 1979). Traditional bureaucracies also attempt to keep the public domain of workand the private domain of personal and family life separate, so that if anemployee experiences difficulties balancing work and familydemands,responsibility for the problem and the solution lies with the individualemployee, not the employing firm. Robert Weisberg, 2003) offered a modification of the feminist position onthese emotional issues. They introduced bounded emotionality as a limitedand pragmatic approach totheproblemofemotionalcontrolinorganizations, for a different formulation of bounded emotionality. asfeelings,sensations,andaffectiveresponsestoorganizationalsituations, although the acknowledged that such work feelings stem fromand affect emotions arising from ones personal history and home life. Bounded emotionality encourages the expression of a wider range of emotionsthan is usually condoned in traditional and normative organizations, whilestressing the importance of maintaining interpersonally sensitive, variableboundaries between what is felt and what is expressed. Bounded emotionalityhas six defining characteristics: inter-subjective limitations, emergent(rather than organizationally ascribed) feelings, tolerance of ambiguity,heterarchy of goals and values, integrated self-identity, and communitybuilding. Empowerment has emerged as a conceptual paradigm to guide theory, old andcurrent research, and practice in community psychology (Rappaport, 1981;Swift Levin, 1987). Community psychologists have been in the forefront inarticulating and evaluating collaborative processes designed tohelphistorically disenfranchised groups access health, mental health, and otherresources. The intent of these interventions is to create a psychologicalsense of community that can break the cycle of oppression. Lesbians and gaymen are a substantial population which has been historically marginalizedby law, social policies, and social custom. However, the concerns oflesbians and gay men have remained largely invisibleincommunitypsychology. For instance, a review of community psychology journals between1965 and 1985 revealed four papers on lesbian and gay topics. These studiesfound that lesbians and gay men are underserved in mental health, socialservice, and health care settings. More recent reports describe socialsupport systems in university communities (DAugelli, 1989a; Edelman, 1986)and rural settings (DAugelli, Collins Hart, 1987; DAugelli ; Hart,1987), and the impact of the HIV epidemic on gay male communities (Martin,Dean, Garcia ; Hall, 1989). The career counseling needs of battered women vary across settings, overtime, and with their individual experiences of domestic abuse, challengingcounselors to accurately assess their needs and to balance immediate andshort-term safety needs with longer term career and educational pursuits. cave of stars Essay . Caring for the Community: Mental Health and Health Enhancement:Building and establishing lesbian and gays professional health-related organization to provide supporttolesbianandgaypractitioners (youth and older). . Confronting the HIV/AIDS Crisis: confrontattitudes,developprograms, and challenge political roadblocks, prevention of furtherHIV infections, development and expansion of AIDS prevention models,and research and education to address AIDS-related stigma and anti-gayattitudes. . Promotion of Civil Rights: further researchdocumentingtheinequities in civil rights experienced by lesbians and gay men;promotion of public and organizational policies that provide legalprotection and nondiscrimination and fosterlegalrecognition;research focused on the impact of social, legal and politicalinfluences on lesbian and gay lives (e.g., effectsofanti-discrimination legislation or the restrictiveness of child custodylegislation); and development of information programs onanti-discrimination policies and on legal rights for dissemination to thelesbian and gay communities on both local and national levels. . Gay Bar Scene gay bars have functioned as a haven for them to meetnew friends and sex partners. . Homophobia Homophobia is defined as the irrational fear of people andthings related to lesbians and gay men (Weinberg, 1972), and it havetwo kinds:1. Externalized homophobia: comes from the heterosexual communitywho dislikes or fear homosexuals. Conversely,2. Internalized homophobia comes from within the lesbian or gayman. . Childhood Sexual Abuse (CSA): Sexual abuse is defined as any unwanted sexual experience , and substance abuse may become a strategy used by childhood sexual victims to cope with their pain. . HIV/AIDS and Alcohol Effects: The experience of losing friends to AIDS leads many lesbians and gay men to worry constantly about their own health and the health of their friends and their lovers, and thus, Because alcohol and drugs may suppress the immune system, the relationship between drinking, substance abuse, and AIDS has received great attention in the gay community. . Coming-Out Process: many gay people demonstrate fears and anxieties about rejection from friends, families, and society. For many these fears and anxieties are born of actual, devastating experiences. Federal Laws:Devolp new acts aware of LGB as: . Comprehensive Alcohol Abuse and Alcoholism Prevention, Treatmentand Rehabilitation Act. . Human Health and Human Services Act. Confidentiality: . In order to ensure that people with substance abuse problems activelyseek mental health services without worrying about being stigmatizedor criminalized. . A clients sexual orientation, especially if a client is a gay orlesbian. Which means, keep in mind that disclosing a clients sexualorientation without the clients consent can result in devastatingconsequences. Community psychologists can fulfill that promise through applied researchand action to continue the tradition of empowerment started by members oflesbian and gay communities. The complex influences of history, law, andsocial policy on the psychological adjustment and community life oflesbians and gay men in different communities provide rich opportunitiesfor community psychologists. Graduate training in community psychology mustincorporate a focus on lesbian and gay communities to take advantage ofthese opportunities. Training a new generation of community psychologistsby involving them in the pressing problems of lesbian and gay life is thebest approach to ending the invisibility of lesbians and gay men incommunity psychology. Community psychologists have much to give to lesbianand gay communities in their continuing struggle to create a place forthemselves in the whole world society. Community Building with Suicidal BehaviourIntroduction:CONTROL IN THREE IDEAL TYPES OF ORGANIZATIONSBounded EmotionalityEmpowering lesbian and gay communities (Historical Background):EMPOWERMENI AND Social Cognitive Carrier Theory SCCT (Krista M. Chronister,Ellen Hawley Mcwhirter, 2003):Empowerment is defined as the process by which people, organizations, orgroups who is powerless or marginalized:ONGOING BARRIERS TO PERSONAL, FAMILY AND COMMUNITY DEVELOPMENT:FACTORS CONTRIBUTING TO LESBIANS AND GAY MENS SUBSTANCE ABUSE PROBLEMS:(Zhankun Cheng, 2003):STANDARDS AND IMPLICATIONS FOR COUNSELING PRACTICES (Riggar, 2003):Conclusion: