Jesus and Victory Essay Example for Free

Jesus and Victory Essay Chapter eleven, pages 510 through 539, in the book Jesus and the Victory of God by N. T. Wright, details Jesus as a messiah, and the meaning of this messiahship. The chapter had several sections, each titled according to the question N. T. Wright was trying to answer at that particular moment. Pages 510 through 539 detailed the Temple being destroyed and Jesus being vindicated, Jesus being put on trial for claiming to be a messiah, â€Å"Caesarea Philippi†, messianic praxis, messianic sayings, and the roots of Jesus ministry. In the first section, it was established that Jesus was a prophet. It was explained that he described warnings against the Temple, and against Jerusalem. Jesus knew that he was the messiah, Mark 13 explained this. Jesus warned of the destruction of the Temple, and was vindicated as both a prophet and a messiah when this did indeed happen. Jesus also warned against false messiahs using apocalyptic language. Because of the claims Jesus made, he was put on trial. The second section of the chapter questions the accuracy of the â€Å"trial narrative† in Mark. The main questions Wrights asks are whether or not the Jewish authorities were legally able to carry out the death penalty and who was responsible for Jesus death. It was found that the Romans had prohibited the Jewish leaders from carrying out the death penalty. This is why the Romans executed Jesus. The official charge against Jesus was that he claimed to be a messiah. In essence, Jesus was thought to be blasphemous. The Romans saw this as a threat to Caesars order, but the Romans would have never found out about it had the Jewish authorities not turned him in. Jesus confessed to the allegations, and was put to death. The next section makes clear that Jesus acted and spoke as a messiah even before he made his final trip to Jerusalem. It was said that Jesus thought himself to be the messiah when he was still in Galilee. He accepted the title of messiah, and tried his best to carry out the mission that went along with that title. Jesus account of the kingdom of god indicates that he believed the kingdom to be where ever he was. Jesus believed that the kingdom was only in operation through him. He was fully aware that he was following a messianic program, even in his sayings. Jesus, for example, likens himself to a shepard; a shepard that goes looking for lost sheep. He was saying that he was the shepard, guiding his flock, the people, to a better life through god. Jesus uses this analogy several times to describe his ministry. The chapter goes on to explain that one can trace the roots of Jesus ministry. It was explained that Jesus was called by god to be a messiah for the people of Israel. For example, Psalm 2.7 and Isaiah 42. 1 indicate that there was a voice at Jesus baptism. This voice was thought to be the call for Jesus to be a messiah. There is no historical proof that Jesus received his call then, but it is possible. God worked through Jesus ministry. The kingdom was present because Jesus was there. Jesus was the reason for the kingdom of god on Earth. One was welcomed into the kingdom by following Jesus. Jesus believed that he was the messiah, that he embodied Israel itself because of the people who followed his ministry. The conclusion of chapter eleven sums up what the chapter was about. It revisited Jesus belief and claim that he was the messiah. Jesus had a â€Å"kingdom-agenda†, and he gained followers for his ministry with this agenda. After he was executed, Jesus followers needed no other confirmation that he was indeed the messiah when Jesus was resurrected. Jesus believed that he was the messiah, and he was prepared to die because of this belief. Wright, N. T. (1996). Jesus and Israel: The Meaning of Messiahship. Jesus and the Victory of God. Minneapolis, MN: Fortress Press. 510-539.

Report on Long-term Financing Policy :: essays research papers

Work Teams: Dispute Resolution Abstract Can conflict among work teams or individual employees be avoided? This and other conflict resolution issues will be addressed in this paper along with a couple of hypothetical workplace disputes and the viable solutions that can be applied to resolve the conflict(s). Work Teams and Conflicts   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"The use of work teams has become a popular strategy for increasing productivity and worker flexibility in the United States. Seventy-eight percent of U.S. organizations report that at least some of their employees are organized into work teams. In those organizations that utilize teams, an average of 61% of all employees is members of teams† (Bishop, Scott, and Burroughs, 2000). â€Å"A team is a group of people who are interdependent with respect to information, resources, and skills and who seek to combine their efforts to achieve a common goal† (Thompson, Aranda, and Robbins 2000, p9).   Ã‚  Ã‚  Ã‚  Ã‚  In most cultures and most global organizations, individuals have been paired or grouped into teams that are required to work together towards the completion of set goals. Today’s employees come from diverse cultural backgrounds with diverse attitudes and values. This can be good in that it can provide an organization with new and innovative ideas for positive and profitable direction in a global economy that is dominated by many of the same types of businesses. However, when employees are placed in groups or work teams, conflict can, sometimes, arise. Types of Hypothetical Workplace Disputes   Ã‚  Ã‚  Ã‚  Ã‚   Conflict can be good or bad for an organization. It is good or functional when it causes a team to perform effectively. However, conflict can be bad for an organization when it causes a group or team to perform inefficient and ineffective work that keeps the team from achieving its desired goals and objectives in the specified timeframe. Some conflicts support the goals of the group and improve its performance; these are functional, constructive forms of conflicts. There are also conflicts that hinder group performance; these are dysfunctional or destructive forms (Robbins 2001, p262-263). What Causes Conflicts   Ã‚  Ã‚  Ã‚  Ã‚  Several factors can lead or contribute to the escalation of conflict among groups or teams in the workplace. Some factors include but are not limited to: communication barriers, lack of good interpersonal skills, and poor ethical behavior. Desired Outcomes   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"Conflict is constructive when it improves the quality of decisions, stimulates creativity and innovation, encourages interest and curiosity among group members, provides the medium through which problems can be aired and tensions released, and fosters an environment of self-evaluation and improvement† (Robbins 2001, p269).

Employee relations Essay

The conviction that there exists a power imbalance in the employment relationship which gives employers a prejudicial benefit over employees takes its existence for several centuries. Karl Marx known for his theories and contributions related to the employment relations field, became famous through his literatures and ever since his popularity remains. Firstly and primarily, the lives of most men and women are subject of work. The large majority of individuals who work are simply employees only few are employers. Therefore, the terms and conditions in which individuals perform this work are crucial for everyone. These agreements are characterized by the relationship between employer and employee. Again, employee relations suggest notion of fairness and equity in the remuneration of labour. At the basic level, employee relations tend to create active group collaboration in the place of work rather than conflicts which give to employees the impression in some way to be separated from employers and organisations for which they work. Employee relations take into account many factors related to a good quality of work such as remuneration of labour, bonuses, promotions as well as the corporate culture and the work environment, training and development programs for employees. Recognizing the achievements and contributions made by the empl oyee, this is an important part of employee relations, as the demands of the employees are more or less respected. Numerous scholars and authors have written lot of theories related to employment relationship field. Edwards defines Employee relation as â€Å"all forms of economic activity in which an employee works under the authority of an employer and receives a wage in return for his or her labour†. (Edwards, 2003) However, new approaches have emerged with the influence and recognition of trade unions in the midst of 60’s and the male breadwinner mainly considered  as industrial relationships. According to Blyton and Turnbull, more factors to be considered; â€Å"wages and profit, authority and compliance† ,the need of â€Å"work being a source of dignity, a ‘living wage'† and â€Å"social cohesion, employee voice and participation in decision making†. (Blyton and Turnbull, 2004, p.7) In this essay, I will briefly talk about the unitary and pluralist perspectives on Employee relations. I will also discuss the applicability of the radical or Marxist perspective to the analysis of employment relations. Early in the twenty century, before the advent of industrialization and globalization, industries and organisations operated in a context in which all the aspects related the work was largely ruled by employers and the employees had no power and no right to express their views, therefore they were submitted and had to comply with the compulsory rules and regulations on them by employers. For a very long time, the interests of employers have overcome the interests of employees. During the period of post-war, the phenomenon called globalization hardly was not existent and technology had not reached its climax, these factors have not play a predominant role in the industrial world. Employees were forced to complete the entire amount of work required which included intellectual and physical effort. In return, they had limited support from employers due to managerial styles set. By comparing the post modernization epoch and the current context of work, there has been a huge progress between relations of employees and employers. Today, a large number of factors have be taken into account, which have an impact on Employee relations such as the politico-economic system, new legislation, globalisation, technological advances, trade union, professional organisations, Training and development. Fox found two basic views expressed about the basis of relationship between management and trade unions in particular or employees in general, the unitary and pluralist. Thereafter, a radical or Marxist view came up as a third perspective, which was totally different and opposed from the others two frames of management. These perspectives are not essentially focused on the nature of the employment relationship but rather by conflict (Fox, 1966). The unitary view on one hand, this theory considered as one of the earliest theories. The unitary perspective takes into account the nature of work of employees as well as the technology. For the unitary, the organisation must be a united group of individuals with single authority, loyalty structure sharing common objectives. The employers have the right to make decisions; those decisions are considered as legitimate, rational and are not opposable. The assumption is within the unitary organisation system, basic harmony and conflict is needless and exceptional. According to Howard, conflict is seen by your boss as both unnatural and unnecessary. (Howard F, 1993) Therefore, many managers see trade unions a disturbance within organisation from external which contests unfair decisions for the loyalty of workers. Therefore, if conflict still pending, the management suggests it should be dealt with by their authority: management coercion. As example, this perspective was the case of many organisations during the 1980 in the UK while Margaret Thatcher was prime minister. This clearly demonstrates that there was a strong inequality and an asymmetry between the workers and the employees and the voice of the workers were not taken into consideration. The pluralist view on the other hand, Pluralist theory is deep-rooted in interests’ conflicts between employers and employees which co-operate in imperfect labour markets. The employment relationship is perceived as a matter of negotiation between stakeholders with opposing interests, the employment outcomes depend primarily on several environmental factors that determine the bargaining power of each party. Pluralist view distinguishes that both employees and employers have divergences in their opinions, and following this, a power struggle or a conflict may rise within the workplace. However, pluralist view claims that it could be better for the sake of the interests of the organisation if the views of all parties in conflict could be taken in consideration and reconciled. Pluralist views was essentially founded on an convenient situation and did not take into account certain factors such as the flexibility or changes taken in the world of the industry, this due to the evolution of the technology, fast expansion of business, environmental issues. Conflict resolution is branded by the necessity to make agreed actions and institutions which attain collaboration via comprehensive, codified negotiated settlement systems. Marxism was established through the observation of Marx recognized as one of the famous scholar who have advanced many theses opposing to capitalism. To Marx employee relations was a significant way to understand the theory of capitalist production. Marx explained how organisations were working, of how and why the history has extended, and particularly an account of the nature of capitalism. Capitalism was seen by Marx as extremely inacceptable and his concern was to end up with this system through violent revolution and shape a communist society. According to Hyman, â€Å"capitalism constitutes a complex of work and social relations of production†. (Hyman, 1975:96-97) The main characteristics of the capitalist structure of employment relations are constituted as follow: private ownership of the workers, the small minority control the ownership, mandatory method for the majority of society to sell their labour power as a product, the dominance of profit as the purpose of the e conomic. Although, the capitalist structure of employment relations reflects an exploitative relationship. For instance, wages remunerated to the employees consists essentially a small part of the collective value produced by them, in other words wages would be minimized to a substantial level. However the rest of the gain from production is allocated to the employer as a benefit. Therefore, the capitalist environment is fundamentally being seen as a conflicting class relation. On the basis of the capitalist perspective on employment relations, Marxists believes that capitalist organisations are gradually dominating as prescribed in their economic status by two main opposed classes, which are the ruling class or capitalist and the workers considered as subject class. The ruling class owns and controls the mean of production, distribution and trade, in certain ways the means of political domination. Contrary to the ruling class, subject class is subordinate; workers have not control on property and are subject of servitude of the bourgeoisie interests. Therefore, workers are exploited and ruled politically and socio-economically. This competition between the ruling class and the subjected class would be in argument to gain ground and impose the persistent challenge, therefore fight will be obvious. The asymmetric distribution of power in the presence of private information and opposing between the ruling class and the workers interests  is obvious. Although, it is possible that private information and opposing interests give rise to opportunism of both parties to the employment contract in most cases, However, The Marxists believe that the negative consequences experienced by the workers are possibly more thoughtful than consequences encountered employers because of the power of the employers based in the ownership of the organisation. The main noticeable risks related to imbalances in bargaining power are paying low wage compared to the output that workers have produced and the risk that could arise in the investment decisions of the organisation. As an example of imbalances in bargaining power to illustrate, we can refer to the case study of Nike firm; Nike has been the subject of many criticisms. It has been shown that the conditions of work were inhuman in many factories of Nike in Asia and a strict requirement of standards level needed to be achieved by all workers. How Nike has exploited its workers for financial gain with low wages. (www.stanford.edu/class/e297c/trade_environment/wheeling/hnike.html, last seen 06/02/14) This unacceptable situation is a good example to illustrates how unfairly the capitalist system operates. Therefore, all these inequalities and all of these issues within organisations have given rise to conflict. For John Kelly, The Marxist approach to industrial relations accepts that conflict exists but that at present there is little balance between organised labour and capital, especially in an era of globalisation. (John Kelly, 1998) A big gap of power between the workers and the Employers within an organisation creates imbalance, the ruling class with more power compared to the workers rarely tend to use it. This is because the use of the excessive power usually turns into a kind of dictatorship in the minds of employers who want to control it. The current situation comes to be genuine, and workers must comply and accept any unfair decisions taken against them. Therefore, for the Marxist perspective, it was crucial to seek the need to settle conflicts of interests via some forms of job regulations. Contrarily to the unitary and pluralist perspectives, the Marxist perspective has go in depth in term of developing a series of elements related to industrial relations such collective bargaining, trade union regulations and workplace legislations. According to Flanders, industrial relations are a study of the  institutions of job regulation. (Flanders, 1974) In order to understand why there is asymmetry of power between employees and employers, it will be relevant to look closer at the three major actors who play a significant role, which are the collective bargaining and trade union, and the state. However, Marxism has given birth to the collective bargaining and trade unions on the basis of anxieties relating to the negotiation between management and the workforce. According to Gunnigle et al, collective bargaining gives redress the imbalance of power between individual workers and employers. ( (Gunnigle, 1995)) It is for the fundamental reason that collective bargaining is implemented in industrial relations, and basically gives an objective purely politic to collective bargaining which is the balance of power. As soon as his purpose is accomplished, collective bargaining is utilized principally for financial reasons. Collective bargaining allows managing in tactical way how to deal with employees fairly. The collective bargaining’s process may also provide legitimacy to trade unions within organisations. Purcell states that this legitimacy can give trade union members a sense of belonging to the organisation. (Purcell, 1979) However, collective bargaining has also its imperfections and disadvantages as far the capitalism is concerned. Collective bargaining may result to irrational and groundless demands which may lead to serious conflicts. Marx has modelled the historical significance of union fight strongly in his book `The Poverty of Philosophy†. Marx was not indifferent to the conditions of workers to make their lives better; they were concerned on how they were struggling to unionize themselves. Marx argues that higher wages simply set up prices and strikes were a dead end. For Marx, the unions could play a political role in the real civil war to pay higher wages to workers. Marx argued that capitalism had operated a physical minimum, which maintained people alive, but that is a social balance of power between capital and labour. Trade unions are naturel response of workers who have been exploited by the capitalist system; it gives to employees a voice. Within the trade union the workers have the role that the management occupies; this role consists to affect the demand of the union service and union memberships.  The establishment of union has been encouraged since the workers are feel frustrate with the style of work or management. When there is a strong presence of union, there is a balance within the employment relations. For instance, the case of John Lewis employees, there is a strong democratic structure where partnership is also encouraged. Workers are less exploited and are less dissatisfy about the style of work. This is a good example to illustrate when we think in term of benefit of the trade unions. Marx argued about the role played by the state, which he thinks is serves only the interests of the dominant class within organisations. The state appears more as the instrument of the ruling class, because it tries to maintaining its control over employees who are already exploited. Marx claimed that the state reacts as dictatorship for proletariat. The executive of the modern state is essentially a committee for managing the common affairs of the whole bourgeoisie.† (Marx and Engels,1948, p.11.) Again in the instant case, we see that the state plays an adverse and inequitable role the balance of power on employers over their employees. Having critically assessed some facet of the Marxist perspective on the asymmetry of power between employees and employers, we can come to the conclusion that this perspective leads a concept of the dictatorship of the proletariat. Marxist perspective focuses more on the structure and nature of the organisation rather than the current workplace in the society and Marxists argue that the conflict in the industrial relations is a reflection on how the society is structured. Marxism puts a particular emphasis on the division of interest between the employers and the employees. The Marxists considered the conflict as unavoidable and trade unions are a seeing as an alternative solution of workers to exploitation by owners. Within the Marxists perspective, employers are continued to exercise their unfair power over employees even thus the presence of trade unions which are powerless. The state is also considered as an instrument of the bourgeoisie. For the Marxist, trade unions and collective bargaining may increase but may not limit of the employers’ power because they are subjected to the persistence of capitalism instead of challenge it. However, The Marxist perspective is seen to be out-of-date as the entire nature of the class conflict has  changed, as a result of modern organisations, ‘as well as its mixed economy and welfare state, which is currently more open and on a social basis mobile. Reference: Blyton, P. &. (2004). _The Dynamics of Employee Relations Basingstoke: Macmillan._ Bukharin. (2003). _Imperialism and World Economy._ London & Sydney: Bookmarks. Engels, M. &. (1948). _The Communist Manifesto, International Publishers._ _Fox, A.(19660. Industrial Sociology And Industrial Relations (Research Paper 3, Royal Commission on Trade Unions and Employers’ Associations), London._ Hyman, R. (1975). _Industrial Relations: A Marxist Introduction._ London: The Macmillan Press Ltd. _http://www.stanford.edu/class/e297c/trade_environment/wheeling/hnike.html_ _Bukharin (2003) Imperialism and World Economy._ (n.d.). London & sydney: Bookmarks. Kelly, J. (1998). _Rethinking Industrial Relations: Mobilization, Collectivism and Long Waves._ London: Routledge. Marx, K. (1964). _Early writings._ New York: McGraw-Hill. P., E. (2003). _The employment relationship and the field of industrial relations._ oxford: Backwell. Palmer, H. F. (1993). _British Industrial Relations._ London: Routledge. Purcell, K. (1979). _Militancy and acquiescence amongst women workers. Burman (ed.), Fit Work for Women, London, Croom Helm._ _Gunnigle, P. (1995). Collectivism and the management of industrial relations in greenfield sites, Human Ressources Journal._

Compare and Cotrast the Characters of Gabriel Conroy and Michael Furey in “The Dead.”

Michal Furey loved Gretta so much that he, a (probably) tubercular worker in a potentially carcinogenic workplace (the gasworks) risked his already fragile health to come stand in her back garden in a cold rain. He is so desperate to see Gretta before she leaves that he says â€Å"†¦ he did not want to live. † Gretta believes that he died for her, and it may well be the case. There is no mention of whether or not he wore galoshes, but if he did it didn't save him. He died a week after that last time he saw Gretta.Gabriel, however, is fond of the newfangled galoshes, and he is careful about his and his wife's health. Unlike Michael Furey, Gabriel seems to relish being alive. He is in love with his wife, but he also does not seem to harbor romantic notions about her. â€Å"He did not like to say even to himself that her face was no longer beautiful but he knew that it was no longer the face for which Michael Furey had braved death. † It's hard to imagine Gabriel Conr oy braving death for anyone, and certainly not for romantic love.He seems too self-satisfied for that, but he also has, as many smug and contented people have, an element of self-loathing â€Å"A shameful consciousness of his own person assailed him. He saw himself as a ludicrous figure, acting as a pennyboy for his aunts, a nervous wellmeaning sentimentalist, orating to vulgarians and idealising his own clownish lusts, the pitiable fatuous fellow he had caught a glimpse of in the mirror. † It is difficult, in this last respect, to compare Michael Furey and Gabriel Conroy.Michael Furey died as a teenager, in all the passion of ill-health coupled with immaturity and intense romanticism. Gabriel is a grown man, a teacher, a father and husband, with all the cares, maturity, satisfactions, and even dashed illusions that that status conveys. Michael, the passionate lover of Gretta who sang, with a beautiful voice, the maudlin tune of â€Å"The Lass of Aughrim† had none of G abriel's life of solid — and, perhaps, stolid — respectability and responsibility. Such circumstances change personalities.But, it is suggested by Joyce's text, Michael and Gabriel shared little except their love for Gretta. Michael is headlong, talented, in ill-health, but also careless of life. Gabriel is, by comparison, careful, steady, respectable, and bent on the enjoyment of his possessions (especially Gretta) and his raised status compared to many people around him. They seem to be of very different dipositions, and, at the end of the story, Gabriel and the reader are left to think whether Gretta would have been happier with Michael Furey, had he lived.

How to Solve Equations With Exponential Decay Functions

How to Solve Equations With Exponential Decay Functions Exponential functions tell the stories of explosive change. The two types of exponential functions are exponential growth and exponential decay. Four variables- percent change, time, the amount at the beginning of the time period, and the amount at the end of the time period- play roles in exponential functions. This article focuses on how to use an exponential decay function to find a, the amount at the beginning of the time period. Exponential Decay Exponential decay: the change that occurs when an original amount is reduced by a consistent rate over a period of time Heres an exponential decay function: y a(1-b)x y: Final amount remaining after the decay over a period of timea: The original amountx: TimeThe decay factor is (1-b).The variable, b, is percent decrease in decimal form. Purpose of Finding the Original Amount If you are reading this article, then you are probably ambitious. Six years from now, perhaps you want to pursue an undergraduate degree at Dream University. With a $120,000 price tag, Dream University evokes financial night terrors. After sleepless nights, you, Mom, and Dad meet with a financial planner. Your parents bloodshot eyes clear up when the planner reveals an investment with an 8% growth rate that can help your family reach the $120,000 target. Study hard. If you and your parents invest $75,620.36 today, then Dream University will become your reality. How to Solve for the Original Amount of an Exponential Function This function describes the exponential growth of the investment: 120,000 a(1 .08)6 120,000: Final amount remaining after 6 years.08: Yearly growth rate6: The number of years for the investment to growa: The initial amount that your family invested Hint: Thanks to the symmetric property of equality, 120,000 a(1 .08)6 is the same as a(1 .08)6 120,000. (Symmetric property of equality: If 10 5 15, then 15 10 5.) If you prefer to rewrite the equation with the constant, 120,000, on the right of the equation, then do so. a(1 .08)6 120,000 Granted, the equation doesnt look like a linear equation (6a $120,000), but its solvable. Stick with it! a(1 .08)6 120,000 Be careful: Do not solve this exponential equation by dividing 120,000 by 6. Its a tempting math no-no. 1. Use order of operations to simplify. a(1 .08)6 120,000a(1.08)6 120,000 (Parenthesis)a(1.586874323) 120,000 (Exponent) 2. Solve by dividing a(1.586874323) 120,000a(1.586874323)/(1.586874323) 120,000/(1.586874323)1a 75,620.35523a 75,620.35523 The original amount to invest is approximately $75,620.36. 3. Freeze -youre not done yet. Use order of operations to check your answer. 120,000 a(1 .08)6120,000 75,620.35523(1 .08)6120,000 75,620.35523(1.08)6 (Parenthesis)120,000 75,620.35523(1.586874323) (Exponent)120,000 120,000 (Multiplication) Answers and Explanations to the Questions Woodforest, Texas, a suburb of Houston, is determined to close the digital divide in its community. A few years ago, community leaders discovered that their citizens were computer illiterate: they did not have access to the Internet and were shut out of the information superhighway. The leaders established the World Wide Web on Wheels, a set of mobile computer stations. World Wide Web on Wheels has achieved its goal of only 100 computer illiterate citizens in Woodforest. Community leaders studied the monthly progress of the World Wide Web on Wheels. According to the data, the decline of computer illiterate citizens can be described by the following function: 100 a(1 - .12)10 1. How many people are computer illiterate 10 months after the inception of the World Wide Web on Wheels? 100 people Compare this function to the original exponential growth function: 100 a(1 - .12)10y a(1 b)x The variable, y, represents the number of computer illiterate people at the end of 10 months, so 100 people are still computer illiterate after the World Wide Web on Wheels began to work in the community. 2. Does this function represent exponential decay or exponential growth? This function represents exponential decay because a negative sign sits in front of the percent change, .12. 3. What is the monthly rate of change? 12% 4. How many people were computer illiterate 10 months ago, at the inception of the World Wide Web on Wheels? 359 people Use ​order of operations to simplify. 100 a(1 - .12)10 100 a(.88)10 (Parenthesis) 100 a(.278500976) (Exponent) Divide to solve. 100(.278500976) a(.278500976)/(.278500976) 359.0651689 1a 359.0651689 a Use order of operations to check your answer. 100 359.0651689(1 - .12)10 100 359.0651689(.88)10 (Parenthesis) 100 359.0651689(.278500976) (Exponent) 100 100 (Okay, 99.9999999†¦Its just a bit of a rounding error.) (Multiply) 5. If these trends continue, how many people will be computer illiterate 15 months after the inception of the World Wide Web on Wheels? 52 people Plug in what you know about the function. y 359.0651689(1 - .12) x y 359.0651689(1 - .12) 15 Use Order of Operations to find y. y 359.0651689(.88)15 (Parenthesis) y 359.0651689(.146973854) (Exponent) y 52.77319167 (Multiply)

The Chemical and Physical Properties of Lithium, or Li

The Chemical and Physical Properties of Lithium, or Li Lithium is the first metal you encounter on the periodic table. Here are important facts about this element. Lithium Basic Facts Atomic Number: 3Symbol: LiAtomic Weight: [6.938; 6.997]Reference: IUPAC 2009Discovery: 1817, Arfvedson (Sweden)Electron Configuration: [He]2s1Word Origin Greek: lithos, stoneElement Classification: Alkali Metal Lithium Properties Lithium has a melting point of 180.54 C, a boiling point of 1342 C, a specific gravity of 0.534 (20 C), and a valence of 1. It is the lightest of the metals, with a density approximately half that of water. Under ordinary conditions, lithium is the least dense of the solid elements. It has the highest specific heat of any solid element. Metallic lithium is silvery in appearance. It reacts with water, but not as vigorously as does sodium. Lithium imparts a crimson color to flame, although the metal itself burns a bright white. Lithium is corrosive and requires special handling. Elemental lithium is extremely flammable. Lithium Uses Lithium is used in heat transfer applications. It is used as an alloying agent, in synthesizing organic compounds, and is added to glasses and ceramics. Its high electrochemical potential makes it useful for battery anodes. Lithium chloride and lithium bromide are highly hygroscopic, so they are used as drying agents. Lithium stearate is used as a high-temperature lubricant. Lithium has medical applications as well. Lithium Sources Lithium does not occur free in nature. It is found in small amounts in practically all igneous rocks and in the waters of mineral springs. The minerals that contain lithium include lepidolite, petalite, amblygonite, and spodumene. Lithium metal is produced electrolytically from the fused chloride. Lithium Physical Data Density (g/cc): 0.534Appearance: soft, silvery-white metalIsotopes: 8 isotopes [Li-4 to Li-11]. Li-6 (7.59% abundance) and Li-7 (92.41% abundance) are both stable.Atomic Radius (pm): 155Atomic Volume (cc/mol): 13.1Covalent Radius (pm): 163Ionic Radius: 68 (1e)Specific Heat (20 °C J/g mol): 3.489Fusion Heat (kJ/mol): 2.89Evaporation Heat (kJ/mol): 148Debye Temperature ( °K): 400.00Pauling Negativity Number: 0.98First Ionizing Energy (kJ/mol): 519.9Oxidation States: 1Lattice Structure: Body-Centered CubicLattice Constant (Ã…): 3.490Magnetic Ordering: paramagneticElectrical Resistivity (20 °C): 92.8 nÃŽ ©Ã‚ ·mThermal Conductivity (300 K): 84.8 W ·m−1 ·K−1Thermal Expansion (25 °C): 46  µm ·m−1 ·K−1Speed of Sound (thin rod) (20 °C): 6000 m/sYoungs Modulus: 4.9 GPaShear Modulus: 4.2 GPaBulk Modulus: 11 GPaMohs Hardness: 0.6CAS Registry Number: 7439-93-2 Lithium Trivia Lithium is used extensively in rechargeable battery technology.Lithium is the only alkali metal that reacts with nitrogen.Lithium burns red in a flame test.Lithium was first discovered in the mineral petalite (LiAlSi4O10).Lithium is used to create the hydrogen isotope tritium through bombardment of neutrons. Sources Los Alamos National Laboratory (2001)IUPAC 2009Crescent Chemical Company (2001)Langes Handbook of Chemistry (1952)

Historical analysis of football contracts Essay

Historical analysis of football contracts - Essay Example The relationship between players and clubs changed fundamentally through the years. Contemporary football is caught between two very powerful concepts: the freedom of movement of players on the one side and contractual stability on the other. The international governing body FIFA attempts to provide a universal guideline on how to deal with contractual stability and international mobility. A it was shown in this research project, freedom of movement is the consequence of many social, cultural and, not at last, political developments which have caused an increase in international mobility of players in the recent past. The focus of this article centered on playing contract conditions, analysis of power determinants in the football labor market. The football labor market, as this paper will demonstrate, is a site for power contestation between football authorities and players and the ‘transformation of circumstances’ with regard to playing contract conditions throughout the history of the game is central to this paper. The paper uses agency-structure as a framework and consequently adopts the view that football players perform their labor in an occupational workplace that is governed by football’s authorities (that is, the game’s rules, governing bodies, regulating authorities and clubs). In this sense, the players are considered to be the individual agents (agency)while the football authorities are the structure whilst the power battle between the players and authorities – as part of agency-structure – regarding playing contract conditions over time is the f ocal point of this paper.