How To Make Red Cabbage pH Paper Test Strips

How To Make Red Cabbage pH Paper Test Strips Its easy, safe, and fun to make your own pH paper test strips. This is a project that kids can do and that can be done from home, though calibrated test strips would work in a lab, too. Difficulty: Easy Time Required: 15 minutes plus drying time Heres How Cut a red cabbage (or purple) into pieces such that it will fit into a blender. Chop the cabbage, adding the minimum amount of water needed to blend it (because you want the juice as concentrated as possible). If you dont have a blender, then use a vegetable grater or chop your cabbage using a knife.Microwave the cabbage until its at the boiling point. Youll see the liquid boil or else steam rising from the cabbage. If you dont have a microwave, soak the cabbage in a small volume of boiling water or else heat the cabbage using another method.Allow the cabbage to cool (about 10 minutes).Filter the liquid from the cabbage through a filter paper or coffee filter. It should be deeply colored.Soak a filter paper or coffee filter in this liquid. Allow it to dry. Cut the dry colored paper into test strips.Use a dropper or toothpick to apply a little liquid to a test strip. The color range for acids and bases will depend on the particular plant. If you like, you can construct a chart of pH a nd colors using liquids with a known pH so that you can then test unknowns. Examples of acids include hydrochloric acid (HCl), vinegar, and lemon juice. Examples of bases include sodium or potassium hydroxide (NaOH or KOH) and baking soda solution. Another way to use your pH paper is as a color-change paper. You can draw on pH paper using a toothpick or cotton swab that has been dipped in an acid or base. Tips If you dont want colored fingers, soak only half of the filter paper with the cabbage juice, leaving the other side uncolored. Youll get less usable paper, but you will have a place to grab it.Many plants produce pigments that can be used as pH indicators. Try this project with some of the other common home and garden indicators. What You Need Red CabbageFilter Paper or Coffee FiltersBlender - optionalMicrowave - optionalDropper or Toothpicks - optional

Marketing Case Study Essay Example | Topics and Well Written Essays - 500 words - 1

Marketing Case Study - Essay Example The push strategy involves manufacturers selling to the customers directly rather than through retailers. For the guard strategy, the product categories should have a loyalty that is low towards the brand. The substitutes in the market should be acceptable by the customers. This is a strategy by Keyman’s and Guard. Launching of new products is efficient using the push strategy. The plan is essential where there is no planning of the product to purchase. The customer needs to be knowledgeable about the product. There is consideration of the current situation of the business in terms of working and business scenario. There is also consideration of the sales figure of past periods, where more money is given for promotion for projects that show high sales figure from the past so as to increase sales. Department that build many products should be given more promotion money than small product departments to enable them tab the whole market. Promotion money is given depending on the level of competition the product in question is facing. Thus, the more the competition, the more the money given to ensure the product competes favorably. In the introduction of new products, there is allocating promotion money on the bases of all it can afford. This is to avoid losses that arise due the product, not picking up in the market. In case of short term sales, there is less promotion money to that product. To increase distribution, more promotion money should be given to ensure that the product is able to get customers and maintain the current customers. In giving cash for promotion, there is a reduction in the budget of other products so as to favor other products, which require promotion. To stimulate trial, money should be given. This is because the product requires money for promotion because it is already in the market. It is essential to first test the market before introducing a

E-Business Essay Example | Topics and Well Written Essays - 2000 words - 2

E-Business - Essay Example rmediaries (Sarkar et al, 1996.) They are an electronic-commerce only intermediary; business and customer relationship management (CRM) is conducted purely via their website; a virtual marketplace with no direct contact between buyers and sellers. Amazon have created a virtualized value system through their accelerated ordering, delivery and payment of goods and services, while reducing operating and inventory costs associated with traditional bricks and mortar stores. They have access to global markets, economies of scale and the ability to personalize. As a virtual merchant, their products are suited to the Internet, their business models remain a source of differentiation. Amazon is a seller-controlled site whose commercial mechanism is fixed price sales. Timmers (1998) classifies Amazons business model as a virtual community, which "helps build customer loyalty and trust through an interplay of virtual and physical realities." (Hagel and Armstrong, 1997.) Amazon strengthens their association as a virtual store with "shopping trolley technology" (Cooke, 1997.) Shopping carts and checkouts act as reminders of physical environments. (Weick, 1995.) Amazons effectiveness as a virtual community is evident with their customer co-presence. "Amazon has made customer relations the centerpiece of its strategy." (Hagel and Armstrong, 1997.) Collaborative filtering helps them achieve personalization and mass customization. Customer extension is offered via their site and e-mails. Amazons business model is now considerably more flexible as it has diversified from books and CDs to a range of products more typical of a department store. (Chaffey, 2004.) Amazon has warehouses to support their technical innovations. They are dependent on the publisher-to-wholesaler supply chain. Their distribution centers are placed near distribution warehouses to allow quick turn around on deliveries. (Bayers, 1999.) Amazons brand has enabled them to pursue differentiation strategy

Keats’ Love for Fanny Brawne in The Eve of St. Agnes Essay -- Essays P

Keats’ Love for Fanny Brawne in The Eve of St. Agnes â€Å"For myself I know not how to express my devotion to so fair a form: I want a brighter word than bright, a fairer word than fair. I almost wish we were butterflies and liv’d but three summer days—three such days with you I could fill with more delight than fifty common years could ever contain† –John Keats to Fanny Brawne (Bate 538). As the colloquial phrase goes†¦behind every great man, lies a great woman, but in John Keats’ case, the woman is neither great nor his superior but inspires greatness in the Romantic poet. This woman calls herself Fanny Brawne. She was intellectually inferior to Keats, but her sprightly character added rich, sensuosity to his writing. John Keats always had a fondness for folklore and medieval tales. He dreamt of being a chivalric knight, riding on a white steed to rescue his damsel. In early childhood Keats would go to a rustic arbor, find his niche, and read Edmund Spenser’s â€Å"Faery Queen†: it â€Å"awakened his genius,† and â€Å"he was enchanted, breathed in a new world, and became another being† (Bate 75). Fanny Brawne is Keats’ â€Å"Faery Queen,† and her spirit inspires the sensuous, rife, and feminine qualities of â€Å"The Eve of St. Agnes.† Fanny Brawne and John Keats first interacted in November 1818 at Wentworth Place. He first became infatuated and entranced in her differences from himself. While distinguishing her uniqueness, John says she â€Å"liked me for my own sake and for nothing else—I have met with women whom I really think would like to be married to a Poem (Bate 428). She enjoyed literature, art, and music, but her special interest was fashion—all the sumptuous textures, colors, and styles. Joanna Richardson describes Fan... .... He has wooed with tender, sweet kisses of poetry. Keats does likewise. Since he cannot physically show Fanny her value, he arouses her with images of â€Å"lavendered† linens, â€Å"candied† confections, and â€Å"cinnamon† succulence. The verdant, active language Keats utilizes in â€Å"The Eve of St. Agnes† adumbrates his ardent love for Fanny Brawne and proves the power of poetry. Works Cited - Bate, Walter Jackson. John Keats. Cambridge, MA: Harvard UP, 1963. - Keats, John. â€Å"The Eve of St. Agnes.† The Oxford Anthology of English Literature, Romantic Poetry and Prose. New York: Oxford UP, 1973. 524-35. - Richardson, Joanna. Fanny Brawne, A Biography. Great Britain: Vanguard Press, 1952. - Wordsworth, William. â€Å"The Tables Turned.† The Oxford Anthology of English Literature, Romantic Poetry and Prose. New York: Oxford UP, 1973. 128-29.

Final Exam Guide Essay

Question 1: How would you define successful leadership? What standard do you apply when evaluating leadership success? Is it possible to predict success based on organizational cultures or other factors? Provide examples to support your answer. Solution: Successful leadership is the ability to channel and coordinate the energy of the group to attain the desired goals of the business. It is the capacity to motivate and inspire followers to go beyond the distance of their perceived limitations, to rise to the challenges of the task at hand, and to seek out innovative and novel solutions. In a word, success leadership is empowering. As Eleanor Roosevelt once said, â€Å"A good leader inspires people to have confidence in the leader; a great leader inspires people to have confidence in themselves.† A successful leadership can be evaluated by the following standards: a) Example – A successful leader leads by example, which is the key to authentic leadership. This is demonstrated by working hard, making difficult decisions, taking risks, and personal sacrifices. b) Integrity – There are no shortcuts to success. A successful leader is honest, dependable and uncompromising on his or her work and business ethics. c) Solid goals – A successful leader has solid goals and direction, which are communicated to the team. The leader makes the team identify and take ownership of the business’s goals in order to motivate them to achieve these goals. d) Knowledge – A leader is equipped with knowledge and skills necessary for the enterprise. The leader leverages the team’s best chance of success by knowing and understanding the obstacles, competition and risks present in an endeavor. e) Autonomous – A successful leader provides for autonomy by empowering the members to think, innovate and own the solution to a problem. f) High Expectations – A successful leader expects a high level of excellence from the team. Expectations create results; people want to proud of their work. However, high expectation does not mean perfection. Rather, it is learning through experience and errors, and being accountable for one’s mistakes. g) Humility – A successful leader knows the value of  teamwork and gives credit where it is due. Leadership is not about personalities; it is about directing the group’s efforts toward the completion of an endeavor. h) Execution – A successful leader has the discipline to get things done. He or she can bridge the gap between theory and actual execution of a plan. Nagavara Ramarao Narayana Murthy is an Indian businessman and co-founder of Infosys, which was founded in 1981. Mr. Murthy served as CEO of Infosys from 1982 to 2002, and as chairman from 2002 to 2011. He stepped down from the board in 2011, and became Chairman Emeritus. Mr. Murthy embodies the ideals of a successful leadership. He is a top leader, an institution builder, and an IT legend. He empowered his executives, management team and workers. He encouraged and nurtured leadership qualities in the organization through mentoring and training. He institutionalized ethical values of honesty and integrity throughout the organization. Question 2: What methods exist to develop leaders in an organization? What methods does your organization use? Why? Have any methods been counterproductive? In what ways? Solution: There are various approaches to leadership development in an organization that will be briefly describes as follows: 1) Formal Development Programs – In its basic format, a formal program consists of a classroom seminar covering basic theories and principles of leadership. It can be in the form of a tailored development program fitted to serve the needs of the specific organization. It can also be open-enrollment programs offered by private and academic institutions. 2) 3600 Feedback – This is also known as a multi-source feedback, and a multi-rater feedback. This method involves systematically collecting assessments of a person’s performance from different sources, which typically consists of supervisors, peers, subordinates, customers, and other stakeholders. 3) Executive Coaching – This method is defined as a practical, goal-oriented form of personal and one-on-one learning. Coaching is usually used to improve individual performance, enhance a career, o r work through organizational issues. 4) Job Assignments – This method works under the assumption that experience is the best teacher. This method trains would-be leaders in an organization by giving them a variety of job assignments that will expose them to different work environments; hence, it allows them to adapt, and become better  strategic thinkers. 5) Mentoring – Mentoring programs typically pair a senior and a junior manager, but pairing can also occur between peers. Mentoring involves advising and passing on lessons learned from the senior to the junior partner. 6) Networking – Some organizations include development activities designed to foster broader individual networks for better connection with partners in a global community. Leaders are expected to know not only the in and out of the organization, but also know who in terms of problem-solving resources. 7) Reflection – Introspection and reflection can foster self-understanding and understanding from lessons learned from exper ience. In leadership development, reflection can be used to uncover a person’s hidden goals, talents, and values, as well as their impact on a person’s work. 8) Action Learning – This is a project-based learning method characterized by a continuous process of learning and reflection, aided by colleagues, and with an emphasis on getting things done. This method connects individual development to the process of helping organizations respond to major business problems. 9) Outdoor Challenges – This is a team-building experience in an outdoor or wilderness setting, designed to overcome risk-taking fears, and to promote teamwork and leadership skills. Our organization uses formal programs to develop leaders. Recognizing that a classroom-based learning, while easy and flexible, is limited in the actual transfer of competencies, the formal program serves as a shell under which various development methods are incorporated. Hence, the formal program is structured by combining theoretical learning and problem-based learning. Then, a 360-degree feedback is given to each participant, which serves as a basis for an in-depth reflection. For most people, the 360-degree feedback is difficult to handle for several reasons. The primary reason is an inherent resistance to change. Another reason is the overwhelming amount of data, which can be complex, inconsistent, and difficult to interpret and translate into an action or behavior that can correct a given problem. Mere knowledge and acceptance of one’s developmental needs are not enough to bring about change. There is a need for follow-up guidance and support. That is why participants are also given short-term coaching to identify specific areas of concern and how to resolve these concerns. Question 3: In The Art and Science of Leadership, Nahavandi writes about the dark side of power. Provide an example. What organizational factors contributed to the leader’s behavior? What were consequences of the behavior? Solution: Nahavandi cites corruption as the dark side of power. An example of a scandal that shocked the corporate world was the case of the German engineering giant Siemens in 2006. A regulatory investigation revealed that hundreds of employees, spearheaded by Siemens’ top executives, had been siphoning millions of Euros into bogus deals to pay massive bribes to government officials and business contacts to win contracts in Russia and Nigeria. A trial judge described the scandal as a blatant disregard of business ethics and a systematic practice of organized irresponsibility that was implicitly condoned by management. The scandal resulted to the departure of Siemens top executives, including then CEO Klaus Kleinfield, who was later convicted of corruption, placed on probation for 2 years, and fined 160,000 Euro for his complicity. Hans-Werner Hartmann, who was the accounting head in the company’s telecommunications arm, was also placed on probation for 18 months and fined 40,000 Euro. The scandal cost Siemens around 2.5 billion Euro to pay for fines, reparations and damages. The firm was also barred from dealings with certain clients. The cost to Siemens’ employees, who had to endure intense public scrutiny and shame, is difficult to quantify. Organizational factors that contributed to a culture of bribery within Siemens were identified as follows: an aggressive growth strategy that compelled managers to resort to bribes in order to meet performance targets; a complex and matrix-like organizational structure that allowed divisions to operate independently, with no established checks and balances; poor accounting processes; a corporate culture openly tolerant of bribes. It should be noted that bribes were tax-deductible, and were the norms, not the exceptions, in German business practice at that time. Question 4: What obstacles exist for leaders involved in participatory management? What methods may a leader employ to overcome these obstacles? Solution: Participative management, also known as employee involvement and empowerment, encourages the participation of all the organization’s stakeholders in the analysis of problems, development of strategies, and implementation of solutions. While participative management seems like a utopian ideal, leaders face many obstacles in its effective implementation. One obstacle is encouraging the participation of employees in the managerial process of planning and making decisions. Employees may not fully participate due to lack of competencies, lack of confidence, and fear of rejection. Another reason is the employee’s lack of trust that his or her contributions will be valued. The presence of tension and rivalry among employees are also barriers to effective communication, and ability to work together. Leaders can address these issues by being sincere in their desire to implement participative management. Leaders should strengthen communication within the workplace, and initiate team-building activities to strengthen bonds between peers, and between employees and management. Training programs should also be initiated to develop employees’ competencies, leadership skills and self-confidence. Once employees are fully committed to engage in participative management, other obstacles arise, which includes the amplification of the complexity of the organization’s activities and the growing volume of information that managerial decisions are based on. These can lead to difficulty in getting things done, and slow response time to issues that need fast reactions and actions. Leaders cannot solve these obstacles alone; these require the concerted effort of the entire organization. However, leaders can take the lead in delegating responsibilities to reduce the hierarchic levels in the organization, and to decentralized authority so that the organization can respond to issues quickly and efficiently. Leaders can also establish quality circles, which are composed of around 8 to 10 employees along with the supervisor who share areas of responsibility among themselves. These circles can meet regularly to discuss problems in their respective areas and  brainstorm for solutions, which they can later present to the entire organization as a fully developed action plan. In this way, the complexity of participative management is simplified. Another obstacle to participative management concerns security issues. It is harder to ensure confidential information stays within the organization when more people are involved in managerial decisions. This confidential information can include patents, and product research and development. Leaders can address this obstacle by motivating employees to be accountable for their actions and to stay committed to the company by valuing their contributions. Question 5: What are some reasons employees and managers resist change? As a leader, what methods would you use to help employees and managers adapt to change? Solution: Adaptability to change is a prerequisite to become successful in the modern world characterized by increasing global awareness and fast turnover of technology. Organizations must respond to change and be willing to change to retain their competitive edge and relevance. However, implementing organizational changes are daunting for leaders, not least because most employees and managers resist change. The common reasons why employees resist change are the following: change promotes fear, insecurity and uncertainty, difference in perception and lack of understanding, reaction against the way change is presented, cynicism and lack of trust, and threats to vested interest. In order to overcome resistance to change, leaders can involve workers in the change process by openly communicating about the need for change, providing consultation to alleviate employees’ fears, and being sensitive to employees’ concerns. In order to implement change, leaders must decide on the method they will use to overcome resistance to change, and modify behavior. The three-step approach is an example of such a method; it is characterized by three basic stages: unfreezing, changing, and refreezing. 1) Unfreezing: Most people prefer to maintain the status quo, which is  associated with stability, rather than confronting the need for change. The starting stage, therefore, of a change process must involve unfreezing old behaviors, processes, and structures. This stage develops an awareness of the need for change, and the forces that supports and resists change. Awareness is facilitated with one-on-one discussions, presentations to groups, memos, reports, company newsletter, seminars, and demonstrations. These activities are designed to educate employees about the deficiencies of the current set-up and the benefits of the replacement. 2) Changing: This stage focuses on learning new behaviors, and implementing the change. Change is facilitated when employees become uncomfortable with the identified deficiencies of the old system, and are presented with new behaviors, role models, and support structures. 3) Refreezing: This stage focuses on reinforcing new behaviors, usually done by positive results, public recognition, and rewards.

Zaras success for fast fashion Free Essay Example, 1750 words

It is basically labor intensive which is the reason that with increased competition most apparel manufacturers source their manufacturing from low-wage countries, which means they are distant from the consumer market (Diaz, 2005). Fresh fabrics introduced every season, new and original designs created every now and then, mark the fashion and clothing industry today. Their product life cycles are three weeks, twelve times faster than industry average (Diaz, 2005). Zara maintains 80% of its production processes in Europe, 50% in Spain, which is very close to its headquarters (Slashdoc, 2005). While its competitors outsource manufacturing, Zara keeps almost half of its production in-house. It does not push its factories in maximizing output but intentionally leaves extra capacity. It does not choose economies of scale but produces in small batches. It is thus able to manage the designing, warehousing, distribution and logistics function itself. Zara has an unorthodox and cutting edge approach and applies the sense and respond business model. This helps the company to respond to the rapidly changing markets. They have a super responsive supply chain in which they control everything what happens to products till the customer buys them (Ferdows, Lewis & Machuca, 2004). We will write a custom essay sample on Zara's success for fast fashion or any topic specifically for you Only $17.96 $11.86/pageorder now Usually companies collect data but analyze it monthly or fortnightly while Zara responds to the changing needs on a weekly are daily basis. They sense the need and respond to the changing consumer demands. To respond is to take action whether it is changing product mix or capacity allocation which is essential in the fast changing fashion industry (Clifford, 2005). Zara produces 300,000 stock keeping units, or SKUs and the garments come in garments come in five to six colors and five to seven sizes (Ferdows, Lewis & Machuca, 2005). Their designing and production areas are combined where the designers sit amidst the production process. Against an industry average of 20 designers, Zara has about 200 designers sitting right in the midst of the production process. The designers work in close connection with market planners. They have the latest fashion magazines around and a small prototype shop in each hall so that everyone is free to comment as soon as one design is ready. This enhances the speed and quality of the design process. Thus they involve everyone is their designing and manufacturing process which is not possible if the manufacturing is outsourced. Zara uses the latest information technology to facilitate informational exchanges.

Realism Vs. Realism Of The United States - 889 Words

Realism versus Idealism. This argument is almost as old as the world we live in. The Unites States has gone through a lot of stages in its history. The United States was sometimes realist and sometimes idealist and that led to different presidents, governments and polices. A Realist is a person who believes that the word and the people of the word can’t change. They believe that we can make the world a better but the people will still be the same no matter what you do to them. For example Mahan was a realist who believed that a man’s role in the world is to clime with his country to the top knowing that some one will claim that spot from you in the future. In the history of the united states there were a lot of examples or realist politicians. One of the first and most important realists is Alexander Hamilton. An Idealist is a person who believes that the people can be changed by education and time. An idealist is a peaceful person who believes that we can solve our conflicts without wars. They believe that war is the failure in human evolution and that we should not turn to it to solve our problems because â€Å"all war is a symptom of man’s failure as a thinking animal† (John Steinbeck). Woodrow Wilson is an example of an idealist presedent Afred Thayer Mahana was a great realist, a U.S naval officer and a historian. Mahan was also a professor in the Naval War College and lectured on naval history and naval strategy. Out of his lectures grew his two major works on historicalShow MoreRelatedLiberalism and Realism Essay1249 Words   |  5 PagesRealism and Liberalism are two extremely prominent theories of international relations. These doctrines exhibit sagacious perceptions about war, foreign affairs and domestic relations. The fundamental principles of protocol in which we rely upon aren’t always apprehensive (Karle, Warren, 2003). 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