Seven Steps to Health Essay Example | Topics and Well Written Essays - 250 words

MGT paper Essay Example | Topics and Well Written Essays - 1000 words

MGT paper - Essay Example Desk occupations accentuates polished methodology in that, an individual work in the field where the person in question has the information, aptitudes and experience. In a cubicle work setting, it is feasible for laborers to work in any territory they like, however work is directed by a person’s preparing in a specific profession field (Hoop and Wolzansky 64). Since salaried laborers carry out their responsibility in an office setting, their efficiency can be estimated in various manners. In the first place, the profitability of office laborers can be estimated by surveying specialist commitment. Specialist commitment alludes to the intrigue that laborers have in the different errand that they are designated in the workplace. Where the laborers are disappointed with their workplace, they will in general avoid subsequently influencing the efficiency of the organization as far as arriving at the set up objectives. Laborer inclusion can be utilized to gauge efficiency in that, where laborers are content with their workplace, their association increments and this thus, expands execution and profitability of the organization. Then again, inventiveness and imagination can likewise be utilized to gauge the profitability of salaried specialists. An inventive pool of laborers implies that an organization can improve its efficiency and increase a se rious edge over comparable organizations with respect to the piece of the pie. In any case, an absence of ingenuity or imagination among laborers implies that the profitability of the organization is likewise influenced (Hoop and Wolzansky 68). Collaboration is additionally a device to quantify the profitability of professional laborers. This is on the grounds that, in a gathering, it is simpler to see the contribution of each part as far as commitments made by every part. This encourages the group chief to survey the ability or capacity of each gathering part in improving a company’s profitability. Representative turnover is additionally a method of estimating the profitability

How Long Should My Novel Be

How Long Should My Novel Be This question is often asked by first-time novelists, but before we delve into suggested word counts for novels and other genres, take a minute to consider these facts:Victor Hugos beloved classic, Les Misérables, was 420,000 words long, while Ernest Hemingways The Old Man and the Sea had just 26,000 words. Ray Bradburys Fahrenheit 451 contained 46,118 words, while John Steinbecks The Grapes of Wrath had 169,481 words. What do these numbers tell you?Word count expectations can varyAs you can see, the word count of great literature from the past is widely different, depending on the novel. And even today, there are outliers to the word count average or norm that is expected (J.K. Rowlings books, for example).There are, however, some general rules and expectations that are put out by various organizations or publishers. For example, The Science Fiction and Fantasy Writers of America offers these suggested lengths for its Nebula award categories:Novelâ€"40,000 words or overNovellaâ€"17 ,500 to 39,999 wordsNoveletteâ€"7,500 to 17,499 wordsShort storyâ€"under 7,500 wordsAuthor Chuck Sambuchino says between 80,000 and 89,999 words is a good range for literary, mainstream, womens, romance, mystery, suspense, thriller and horror. He writes, Anything in this word count wont scare off any agent anywhere.Jane Smiley, author of 13 Ways of Looking at the Novel suggests that the sweet spot of novel length is between 100,000 and 175,000 words.Word counts broken down by genreAnne R. Allens blog, voted as one of the 101 Best Websites for Writers by Writers Digest, suggests the following word counts based on debut fiction. She breaks it down by genre to create even more specific guidelines.Picture Booksâ€"text: 500-1000 words (32 pages is ideal.)Middle Grade fictionâ€"20,000 to 40,000. Upper Middle Grade can be a bit longer.Young Adult fictionâ€"25,000 to 80,000.Chick Litâ€"60,000-75,000.Cozy Mysteriesâ€"55,000-70,000. *The author notes that Agatha Christies mysteries tend to be around 40,000.Fantasyâ€"90,000-110,000.Historical fictionâ€"80,000 to 110,000+.Literary fictionâ€"65,000 to 100,000,*The author notes that publishers are trending away from the higher numbers, preferring Spare and elegant.Standard Mysteries and Crime Fictionâ€"70,000 to 100,000.Romanceâ€"55,000 to 75,000.Science Fictionâ€"75,000 to 100,000.Thrillersâ€"80,0000 to 100,000.Urban Fantasy / Paranormal Romanceâ€"70,000 to 90,000.Westernsâ€"50,000 to 80,000.Womens Fictionâ€"70,000 to 100,000.A final wordAs you can see, word count averages and expectations will vary, depending on the type of novel you are writing and the genre into which it fits. These guidelines suggested by online resources will certainly have outliers and are by no means set in stone. However, if your debut novel veers outside of them, it might be a good idea to hire an editor to see if there are sections that could be cut to bring word count back into normal paremeters.

Preventing Fraud at Mogels Inc. - 1040 Words

1) The Committee of Sponsoring Organizations of the Treadway Commissions (COSO) declared in 2011 that keeping a moral tone is an effective way for organizations to prevent fraud. The values, integrity and competence of the company’s leaders and the presence of a positive management philosophy encourage low-level employees to be honest and morally upright (COSO, 2011). When employees observe that executives behave unethically, they become more likely to engage in fraudulent behavior because they see that it is tolerated. Mogel’s Inc. could establish control through a code of conduct covering all employees. The presence of formal policies can only be effective when it is properly and consistently enforced and when competent and trustworthy individuals are rewarded (McNeal, 2011) 2) Mogel’s Inc. can also benefit from an organizational structure that clearly denotes company hierarchy. Employees should pass reports to their supervisors or give formal updates of the company’s processes. For instance, it would be ideal for an internal auditor to regularly report to an audit committee. Relevant information would freely flow from employees to the company’s management and this raised level of awareness is a deterrent for fraudulent activities which flourish when supervision is low (McNeal, 2011). A clear organizational structure encourages transparency in a company. It also informs employees of the people they can report to if they suspect that anything is amiss. (McNeal, 2011).

Art History 3.6 Examine Values Placed On Artworks Essay

ART HISTORY 3.6, EXAMINE VALUES PLACED ON ARTWORKS Introduction Leonardo da Vinci, Mona Lisa Leonardo da Vinci’s masterpiece the Mona Lisa established a new type of portraiture; da Vinci painted the Mona Lisa over the time period of 1503-1507, during the height of the Renaissance. The Mona Lisa is thought to be a portrait depicted of Lisa Gherardini, the wife of Francesco del Giocondo. The work itself is s a half-length portrait of a woman, which has been acclaimed to be the best known and the most visited, work of art in the world. It was acquired by King Francis I of France and is now the property of the French Republic, on permanent display at the Louvre Museum in Paris since 1797. Prior to painting the Mona Lisa da Vinci also painted Ginevra de Benci, the first painting in Italy to portray a sense of unique personality and Lady with Ervine, a portrait of Cecelia Gallerani, all of which were front on portraits as opposed to profile. Artistic Value In the Trecento (1300’s) artworks were typically seen as part of a religious story. The donor (person who paid for the artwork) was usually depicted within the work, for example, Enrique Scrovegni in Giotto’s Arena Chappell. In the Quattrocento we see a more individual approach to portraiture, the standard was profile with a decorative background and the exclusion of hands, an example of this is Pisanello’s Portrait of a Princess. Traditionally Italian art was painted using tempera paint, in the 1300’s the use of oilShow MoreRelatedExploring The Different Values Placed On Art Works Essay9463 Words   |  38 PagesAS91487 3.6 Examine the different values placed on art works Mona Lisa – Leonardo Da Vinci 1506 - The Mona Lisa, 1503 - 1506, painted on poplar wood (77 x 53cm) with oil paint. This composition was created by Leonardo Da Vinci, a Quattrocento artist of the Italian Renaissance between the years of 1503 - 1506. 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Managing Diversity and Equal Opportunity

Question: Identify and evaluate the behavioural context of inequality and discrimination, device organisational policies to promote equality of opportunity amongst different groups of workers and analise and evaluate the role and limits of keys aspects of legislation as they relate to the management of diversity? Answer: Introduction Workplace diversity and equal opportunities have become the most frequently discussed topics in management circles. According to Mackie et al. (2014), differentiation in gender, race, ethnicity, disability, religion, sexuality, class and age ensures workplace diversity. Implementing diversity through change management is always a critical decision for any organization. According to Oswick and Noon (2014), diversity helps an organization to create better ideas through unique experiences. It provides an enriching experience to the employees and always allows them to press hard to achieve their goals. However, according to Janssens and Zanoni (2014), workplace diversity has several disadvantages such as creating uncomfortable workplace and increased hostility. On the other hand, equal opportunity is an idea that is used to remove workplace discrimination based on race, gender, religion, nationality and other individual characteristics. Several programs are used in an organization to inf luence equal opportunity atworkplace (Gedalof 2013). Techniques such as identifying barriers to discrimination, increasing workplace diversity by allowing factors like ethnicity, race and gender, finding out hidden biases in organizational processes such recruitment, hiring, promotion, increments and compensation practices. These techniques are solely responsible for ensuring equal opportunity in an organization. Diversity and equal opportunities Workplace Diversity is known to provide value to the different employees. According to Rhode (2014), diversity includes not only race but also personality, age, edification, background, gender and ethnicity. Equal opportunity in the workplace provides equal treatment to all employees in an organization. This means that job or promotion will be offered to an employee who is eligible regarding qualification, experience and knowledge (van et al. 2012). Both diversity and equal opportunity are important for any organization as it assists in attracting qualified applicants via recruitment methods. Some companies are commonly implementing EEO policies to provide training for both staff and leadership on equal employment, diversity in workplace and respect for cultural differences (Jonsen et al. 2013). This can effectively reduce any internal conflicts among the employees. Effect of discrimination against female workers and managers Gender discrimination is known as the most crucial factor that affects several aspects such as job satisfaction, job involvement and organizational commitment. Especially, if women employees are committed towards the organization but are restricted by their family circumstances, the organization will not promote those employees to a higher rank (Bloomfield and Vurdubakis 2014). However, in the same case, male employees do not get affected. As a result of gender discrimination; organizational commitment, job satisfaction and organizational citizenship is affected. However, the most important factor that gets affected by gender discrimination is employee performance. For example, Wal-Mart is the leading retailer giant in the world but because of their gender discrimination problems, the organization is slowly losing the loyalty of their customers. In 2015, the profitability of the company went down to 7.9% than the last year (Wood 2015). It is assumed that because of their gender discr imination problems the customers are shifting from Wal-Mart to any other retailer brand such as K-Mart of Target (Koca 2015). Employee performance: It is expected if women employees encounter gender discrimination in their workplace, they will lose their motivation and loyalty towards their company. Therefore, according to Jindra (2014), gender discrimination leads to a loss of productivity in an organization. It is obvious that when an employee experiences avoidance because of her gender or cast or ethnicity, she loses motivation and willingness to perform well. This not only harms that employee but also harms that organization. Creates uncomfortable work environment: Workplace becomes uncomfortable if a woman worker doing the same job like her male counterpart but not compensated equally like. (Raynor 2015). The woman employee feels uncomfortable for not being paid equally and on the other hand, the male employee will feel uncomfortable for this unequal treatment. This will hamper the workplace environment in the organization. Approaches of organizations to increase the number of women in senior position Organizations across the world have focused on enhancing the productivity of the women employees and trying to facilitate their advancement into managerial roles. Most of the companies are implementing "work-life or "family-friendly" programs to encounter gender discrimination problems at workplace (Stonehouse 2015). Some of those programs are, Programs based on attachment: Rules and regulations under this program allow female employees to take maternity and childbirth leave, early child-care leave, sick leave and family and medical leave (Oswick and Noon 2014). In some cases, companies also offer a safeguard to the female employees so that they can keep their position and level of seniority after taking a long leave because of any family problems or maternity problems. Some organizations offer programs such as telecommunication and other new technologies only for women employees to enable employees to work from home for at least some part of their working week. Organizations also provide development opportunities for visible cross-divisional roles to their female employees so that they can have equal opportunity to reach senior management levels (Hussain and Ishaq 2016). Visible cross-divisional roles help an organization to find out potential future leaders from the female employees. Some organizations are using women-specific elements in their succession planning process to ensure that high-potential female employees are getting perfect and proper chances alongside their male counterparts to increase their position in the organization (Coleman 2012). Programs based on time: Female employees are allowed to choose flexible work schedules, job sharing, compressed work weeks and reduced duties while managing their productivity levels. Programs based on Child-care: This program includes both on and off corporate site childcare. Some organizations help their women employees to find reliable childcare and corporate subsidies for childcare services. Some other organizations have included special childcare services in their workplace so that women employees can get whenever they need while working. Key principles of business case The business case for equality and diversity has a strong impact on an organization. It helps to acquire talented recruits, committed workers and provides a creative and innovative development of services. According to Giordano and Fulli (2012), by 2016, only 18 percent of the UK workforce will be white, male, not disables, under 35 and heterosexual (Jones et al. 2013). Therefore, most of the companies are trying to establish a workforce culture that includes diverse and equal employeesThe employees will be asked to maintain four key motivations which are reputation, recruitment and retention and productivity. Some key principles of business case related to diversity and equality are mentioned below. Organizations must ensure that employees from different background and culture have an equal and positive experience while working in a company. Authorities must make sure that individual skills are not wasted. Besides, facilitating diversity will help the organizations to access to a wider pool of talents and improve their staff recruitment (Poulis et al. 2013). Adaptation of flexible approaches in the workplace so that an organization can retain old employees which will reduce the recruitment cost. Last but not the least; business organizations are trying to reduce the potential cost of legal services and awards related to compensation in the cases of discrimination. As discrimination also creates a negative impact on the morale and efficiency of the employees who are directly or indirectly involved, organizations are also trying to reduce discrimination in their workplace. Recently, some successful organizations are promoting more female employees to the senior position than any other company. For example, Germanys industrial conglomerate Siemens, pharmaceutical organization Bayer, Nestle from Switzerland and French oil group Total are leading in promoting their female employees. The share of women in leadership positions in Siemens has increased from 14 percent to 16 percent. On the other hand, at Nestle, some women have in leadership positions have increased from 28.5 percent to 32.6 percent in recent years (Bennett, 2015). Strengths and limitations of business plan Organizations face some advantages and limitations in their business plan while bringing changes in diversity and equality procedures. Changes in an organization to implement diversity and equality are very important. However, the method of implication is not an easy task to do. This method has several strengths and weaknesses which are, Productivity Productivity increases rapidly in any organization where diversity and equality are successfully implemented. For example, if in an organization, productivity of female workers is going down because of workplace gender discrimination, the organization must bring changes in the organizational structure to provide equality to each employee (Bloomfield and Vurdubakis 2014). As a result of organizational change, it is possible that for sometimes productivity will go down but it will improve once the female employees regain their productivity after a successful organizational change. Workforce attitude In some organizations, gender discrimination is so high that female employees regularly quit their jobs. For example, in Wal-Mart, it is almost impossible for the female employees to adapt the organizational culture as even pregnant women are forced to work overtime and in an unsafe workplace environment (Pope and Pope 2015). This gender discrimination not only creates conflicts and chaos in an organization but also creates a negative workforce attitude. Bring a change can effectively divert the situation. When both the male and female employees get an equal chance to climb the organizational ladder, based on their qualification and quality, an environment of positivity will appear in the organization. Relationship Organizations where gender discrimination and inequality is massive, the employees and higher authority of that company carry a damaged relationship which affects the reputation of the organization (Janssens and Zanoni 2014). Workplace equality and diversity can solve this problem as it will allow the organizations to recruit fresh talents disregarding their cast, ethnicity, culture and gender. Success or failure One and only limitation of organizational change related to diversity and equality is the risk of failure. It is obvious that any change in the organization will either bring success or bring failure. However, in most of the organizations, gender discrimination is at large and to reduce this problem a restructuring process in very important. Now, if an organization restores its organizational culture, the chances are high that old employees will not accept the changes. This will damage the productivity of that organization. Legal and regulatory issues Organizations are facing several issues while implementing diversity and quality in their workplace. Among those issues, legal issues are considered as the primary issues. Legal Acts such as Equality Act 2010, Equality scheme and Position action provision describes the rules and regulations related to diversity and equality (Lockwood 2012). For example, Equality Act 2010 serves to reduce discrimination related to age, being pregnant or having a child, disability, sex, sexual orientation, religion, belief or lack of religion and belief. However, while implementing diversity or equality through organizational change, most of the organizations cannot maintain all the rules and regulations because of resistance from existing employees. On the other hand, Equality Scheme such as Disability Equality Scheme explains that equality must be promoted for the disabled people and any discrimination against them will be challenged (Beauchamp 2012). The challenges faced by organizations while implementing such policy is a lack of communication, opposition to change, wrong processes to manage diversity and implementation problems. Organization policies to promote diversity and equality Some rules and regulations are followed by various organizations to promote diversity and equality in t heir workplace. Some of those policies are, Associative discrimination: Direct discrimination is considered as unlawful, whatever the reason is. This occurs when a person is discriminated directly and harassed in an organization (Bloomfiel and Vurdubakis 2014). Discrimination by perception: This policy is applicable when an employee or a person in an organization is discriminated against or harassed based on a perception that the person has (Jones et al. 2013). Indirect discrimination: This policy is applicable when a criteria or practice in an organization affects everyone equally but also puts people with a protected characteristic at a disadvantage (Janssens and Zanoni 2014). Victimization: This policy is applicable when a person experiences problems because he has supported someone in making a complaint against discrimination (Hussain and Ishaq 2016). Conclusion and Recommendation In the end, it can be concluded that diversity and equality are the most important factors in an organization. If there is no diversity and equality in the workplace, an organization will face hundreds of issues even if they have a leading market position. Organizations that have problems related to discrimination must immediately take positive steps to minimize the effects of it. Some recommendations are mentioned below that can help an organization to deal with their discrimination problems. An organization must involve all employees to share their ideas before implementing diversity initiatives in the workplace. Organizations must promote diversity in leadership positions which will encourage other employees to realize the benefits of the idea. Diversity training can be used as an important tool to shape the diversity policies. A customizable employee satisfaction survey can be conducted to gain comprehensive reporting. References Beauchamp-Pryor, K., 2012. From absent to active voices: securing disability equality within higher education.International Journal of Inclusive Education,16(3), pp.283-295. Bennett, K., 2015. Women and economy: complex inequality in a post-industrial landscape.Gender, Place Culture,22(9), pp.1287-1304. Bloomfield, B.P. and Vurdubakis, T., 2014. On the naming of monsters: Organization,(in) equality and diversity in the age of technological reproduction.Equality, Diversity and Inclusion: An International Journal,33(7), pp.575-594. Coleman, M., 2012. Leadership and diversity.Educational management administration leadership,40(5), pp.592-609. Gedalof, I., 2013. Sameness and difference in government equality talk.Ethnic and Racial Studies,36(1), pp.117-135. Giordano, V. and Fulli, G., 2012. A business case for Smart Grid technologies: A systemic perspective.Energy Policy,40, pp.252-259. Hussain, A.M. and Ishaq, M., 2016. Equality and diversity in the British armed forces: progress, challenges and prospects.Defense Security Analysis, pp.1-15. Janssens, M. and Zanoni, P., 2014. Alternative diversity management: Organizational practices fostering ethnic equality at work.Scandinavian Journal of Management,30(3), pp.317-331. Jindra, M., 2014. The Dilemma of Equality and Diversity.Current Anthropology,55(3), pp.316-334. Jones, K.P., King, E.B., Nelson, J., Geller, D.S. and Bowesà ¢Ã¢â€š ¬Ã‚ Sperry, L., 2013. Beyond the business case: An ethical perspective of diversity training.Human resource management,52(1), pp.55-74. Jonsen, K., Tatli, A., zbilgin, M.F. and Bell, M.P., 2013. The tragedy of the uncommons: Reframing workforce diversity.human relations,66(2), pp.271-294. Koca-Helvaci, Z.C., 2015. Walmart and its employee relations: organizational stance-taking and legitimacy.On the Horizon,23(4), pp.374-386. Lockwood, G., Henderson, C. and Thornicroft, G., 2012. The Equality Act 2010 and mental health.The British Journal of Psychiatry,200(3), pp.182-183. Mackie, V., Okano, K. and Rawstron, K., 2014. Japan: progress towards diversity and equality in employment.9.78 E+ 12: Country Perspectives on Diversity and Equal Treatment, p.137. Oswick, C. and Noon, M., 2014. Discourses of diversity, equality and inclusion: trenchant formulations or transient fashions?.British Journal of Management,25(1), pp.23-39. Pope, D.G. and Pope, J.C., 2015. When Walmart comes to town: Always low housing prices? Always?.Journal of Urban Economics,87, pp.1-13. Poulis, K., Poulis, E. and Plakoyiannaki, E., 2013. The role of context in case study selection: An international business perspective.International Business Review,22(1), pp.304-314. Raynor, P.K., 2015. Championing diversity: A commitment to equality and diversity is linked to good patient care, so organisations must make it a priority. Petra Kendall Raynor reports.Nursing Standard,29(27), pp.63-63. Rhode, D.L., 2014. Foreword: Diversity in the Legal Profession: A Comparative Perspective.Fordham L. Rev.,83, p.2241. Stonehouse, D., 2015. The support workers role in equality, diversity and inclusion.British Journal of Healthcare Assistants December,9(12), p.619. van Dijk, H., van Engen, M. and Paauwe, J., 2012. Reframing the business case for diversity: A values and virtues perspective.Journal of Business Ethics,111(1), pp.73-84. Wood, A.J., 2015. Networks of injustice and worker mobilisation at Walmart.Industrial Relations Journal,46(4), pp.259-274.

Synthesis of Aspirin Lab Report Essay Example

Synthesis of Aspirin Lab Report Paper After the reaction was complete some unrelated acetic anhydride and salicylic acid was still be present in the solution as well as some sulfuric acid, aspirin, and acetic acid. Crystallization, which Uses the principle of solubility, was then used to remove most of the impurities and caused the ecstatically acid to precipitate out of the solution. Next, the crude product was then purified by adding water which further lowered the solubility of ecstatically acid and dissolved some impurities from the crystal of aspirin. The aspirin was then isolated from the solution using a vacuum filtration apparatus. The percent yield of crude aspirin product was 91. 89%. To purify the crude aspirin product a rationalizations procedure was performed. The percent yield of the purified aspirin product was 5. 77%. Next a phenol test was performed on the crude aspirin product, the purified aspirin product, and salicylic acid as a control. The phenol test was to test the purity of the aspirin product that was created during the experiment. The crude aspirin product and the purified aspirin product had no color changes and remained orange when mixed with the iron (Ill) chloride solution, which means that there were no phenol groups in both the crude aspirin product and the purified aspirin product. The lack of action with the iron (Ill) chloride revealed that both the crude aspirin product and the purified aspirin product were pure aspirin. The salicylic acid turned into a dark purple color when mixed with the iron (Ill) chloride solution, which was expected since salicylic acid has phenol groups. We will write a custom essay sample on Synthesis of Aspirin Lab Report specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Synthesis of Aspirin Lab Report specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Synthesis of Aspirin Lab Report specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Next a melting point test was performed on the purified aspirin product. The purified product started to melt at 86 degrees Celsius and finished completely melting at 102 degrees Celsius. The melting point of the purified product was lower than the expected 135 degree Celsius melting point of aspirin, which revealed to us that the purified aspirin reduce still contained some impurities. Introduction: As early as 3000 BC ancient cultures such as Greek, Roman, Egyptian, and Chinese found that extracts from plants such as willow bark, meadowsweet, and myrtle possessed the ability to alleviate fever, pain, and inflammation. These plants contain a compound called silicates, which creates these curative attributes. Several of years later the folk remedy of plants containing silicates transformed into the cure-all medication known as aspirin. Today aspirin, also known as ecstatically acid, is an over the counter medication that is extremely popular and is used for relieving pain, reducing fever, reducing swelling, and slowing blood clotting. The history of aspirin began in 1763 when Edward Stone wrote a paper to the Royal Society of London that claimed that willow bark could cure ague, which is now known as malaria. Later it was found that the treatment did not actually cure malaria, but instead just reduced the fever of those with the disease. Nearly a century later, a Scottish physician found that Edward Stones extract could also be used to relieve the symptoms of acute rheumatism. Organic chemists began working with willow bark and many other plants to try and extract and isolate the active ingredients from them, in doing so it was found that the active ingredient was salicylic acid. Salicylic acid was then industrialized for medicinal use, but soon after industrialization it was found that salicylic acid was extremely limited as a treatment because of the acidic properties that cause severe irritation in the digestive tract. In 1 893, Felix Hofmann synthesized ecstatically acid, which has all of the same medicinal benefits as salicylic acid but it did not have the side effect of irritating the digestive tract. Hofmann worked for Brayer, which then named ecstatically acid compound aspirin. Aspirin became commercially available in 1899 and today it is estimated that over a trillion aspirin tablets have been consumed by those in need of its curative effects. In this experiment aspirin was synthesized from salicylic acid and acetic anhydride. Salicylic acid was justified using acetic acid and sulfuric acid acting as a catalyst to produce ecstatically acid and acetic acid. The phenol group that will attack the carbonyl carbon of the acetic anhydride is the -OH group that is directly attached to the benzene since it is more basic than the -OH group attached to the carbonyl group. This method of forming ecstatically acid is n sterilization reaction. Since this sterilization reaction is not spontaneous, sulfuric acid was used as a catalyst to initiate the reaction. Sulfuric acid serves as the acid catalyst since its conjugate base is a strong deportation group that is necessary in order for this reaction to be reversible. The need for the strong conjugate base is the reason why other strong acids such as HCI is not used since its conjugate base CLC- is very weak compared to HASH-. After the reaction was complete some unrelated acetic anhydride and salicylic acid was still be present in the solution as well as some sulfuric acid, aspirin, and acetic acid. Crystallization, which uses the principle of solubility, was then used to remove most of the impurities and caused the ecstatically acid to precipitate out of the solution. This precipitation happens because the solvent can no longer hold all of the solute molecules, and the molecules begin to leave the solution and form solid crystals. During this cooling, each solute molecule in turn approaches a growing crystal and rests on the crystal surface. If the geometry of the molecule fits that of the crystal, it will be more likely to remain on the crystal than it is to go back into the solution. Therefore, each growing crystal consists of only one type of molecule, the solute. The ecstatically acids solubility decreased and caused it to gradually precipitate out of the solution while the other compounds were left in solution because they were either a liquid at room temperature or have higher solubility and would not completely crystallize out of the solution. After the solution had come to room temperature, it was carefully submerged in an ice bath to complete the crystallization process. To purify the crude product, water was added to solution to further lower the solubility of ecstatically acid and to solve some of the impurities from the crystal. The chilled solution was then filtered through vacuum filtration to isolate the pure crystals. Vacuum filtration was the technique used for separating the solid aspirin product from the solvent or liquid reaction mixture. The mixture of solid and liquid was poured through a filter paper in a Boucher funnel. The solid aspirin product was trapped by the filter and the liquid was drawn through the funnel into the flask below it by a vacuum. The aspirin product that was collected still contained some impurities. The general reaction equation and the reaction mechanism are as follows: To purify the crude aspirin product a rationalizations procedure needed to be performed to remove impurities and to further purify it. Rationalizations utilizes the different solubility of the desired product and impurities included in the reaction mixture. So, when the solvent cools, only the impurities will remain dissolved and the pure product will crystallize out of the solution. The information we gather will allow us to determine the percent yield of the crude aspirin product and of the purified aspirin product. The percent yield is a way of measuring how successful a reaction has been. Percent yield problems allow us to calculate what percent of the expected product we are able to account for by the end of our experiment. Actual amount of product x 100 Percent yield amount of product Expected Next, a phenol test must be performed to determine the purity of the aspirin product. The impurities that could be in the purified aspirin product could be salicylic acid and other compounds that contain a hydroxyl group on a benzene ring and are known as phenols. Phenols form a highly colored complex with iron (Ill) chloride that can range from a pale to dark purple depending on the incineration of the phenol group present in the solution. Pure aspirin does not contain any phenol groups and should be enervative when mixed with the iron (Ill) chloride solution and should remain orange in color. Another way the purity of the sample is tested is through a melting point test on the purified aspirin product. A pure compound has a specific range in which it melts and it is normally a fairly small range. If the melting point of the purified aspirin sample is lower than the expected or if it has a very broad range compared to the actual range, then the sample still contains some impurities. Experimental: In a 125 ml Erlenmeyer flask add 5 ml of acetic anhydride, 1. Egg of salicylic acid, and 5 drops of sulfuric acid. Swirl the mixture in the Erlenmeyer flask for approximately one minute so that all of its contents have completely dissolved. Heat the mixture using a water bath for 10 minutes. The water bath temperature should not exceed 50 degrees Celsius. While heating the mixture, measure out 70 ml of ODL water and then put it in a 100 ml beaker. Also, set up an ice bath for the mixture in the Erlenmeyer flask as well as a second ice bath for the 100 ml beaker while waiting for the mixture in the Erlenmeyer flask to heat. After he mixture has heated for 10 minutes, remove it from the water bath and allow it to cool to room temperature. Crystallization should begin once the solution reaches room temperature. If crystallization does not occur use a glass stirring rod and with strong force scratch the bottom of the Erlenmeyer flask. Cool the Erlenmeyer flask containing the mixture in the ice bath set up previously for 20 minutes. At the same time place the 100 ml beaker containing 70 ml ODL water in the second ice bath set up previously for 20 minutes. While waiting for those items to cool, set up the vacuum filtration apparatus. After 20 minutes of lolling, take 50 ml of the 70 ml now cooled ODL water from the 100 ml beaker and add it to the 125 ml Erlenmeyer flask that contains the mixture. Leave the 125 ml Erlenmeyer flask that contains the mixture in its ice bath and allow it to cool for an extra 5 minutes. Also leave the remaining 20 ml of DID water in the 100 ml beaker in its ice bath. After cooling for an additional 5 minutes, pour the contents in the ml Erlenmeyer flask into a Boucher funnel attached to the vacuum filtration apparatus. Make sure to get as much of the product into the Boucher funnel as possible. Use the remaining 20 ml of ODL water in the 100 ml shaker to rinse out the 125 ml Erlenmeyer flask and wash the product in the Boucher funnel. Allow the sample to vacuum dry for 5 minutes. While waiting for the sample to vacuum dry weigh a weigh boat. After the sample has dried for 5 minutes, turn off the vacuum filtration apparatus and retrieve the crude product from the Boucher funnel and place it in the previously weighed weigh boat. Weigh the weigh boat with sample inside and record the mass of the crude product formed. Calculate the percent yield of the product formed. Next, place a few crystals of the crude product in a test tube labeled A and put to the side for later use. Reweigh your sample and record the new mass sample. Now place the crude product from the weigh boat in a 25 ml Erlenmeyer flask and add 3 ml of ethyl acetate. Heat the 25 ml Erlenmeyer flask in a water bath (not to exceed 50 degrees Celsius) until all of the product has dissolved. After 5 minutes if the product has not completely dissolved, add ml more of ethyl acetate. Place the 25 ml Erlenmeyer flask containing the product and ethyl acetate directly on the hot plate at 50 degrees Celsius. Raise the temperature of the hot plate to 125 degrees Celsius so that the solution boils. Keep a close eye on the Erlenmeyer flask. Heat the mixture for 5 minutes. After heating the mixture for 5 minutes, gravity filter what is in the 25 ml Erlenmeyer flask through filter paper. Put what goes through the filter paper back in the 25 ml Erlenmeyer flask and add petroleum ether drop by drop until crystals begin to form. If crystals do not form, place the 25 ml Erlenmeyer flask on a hot plate at 125 degrees Celsius with a boiling stone in the mixture. Wait for the mixture to boil and then let it boil for 5 minutes. After boiling for 5 minutes remove the 25 ml Erlenmeyer flask and remove the boiling stone. Allow the mixture to cool to room temperature. Scratch the bottom of the Erlenmeyer flask with a glass stirring rod with strong force. Place the Erlenmeyer flask in an ice bath for 30 minutes. Pour the contents in the 25 ml Erlenmeyer flask into a Boucher funnel attached to a vacuum filtration apparatus. Allow the product to vacuum dry for 5 minutes. While waiting for the sample to vacuum dry weigh a weigh boat. After the sample has dried for 5 minutes, turn off the vacuum filtration apparatus and retrieve the purified product from the Boucher funnel and place it in the previously weighed weigh boat. Weigh the weigh boat with sample inside and record the mass of the reified product formed. Calculate the percent yield of the product formed. Next, place a few crystals of the purified product in a test tube labeled B. Next perform the phenol test. You must have three test tubes, one labeled A with the crude aspirin product in it, one labeled B with the purified aspirin product in it, and one labeled C with salicylic acid in it. The third test tube labeled C is a control. Add 10 drops of iron (Ill) chloride to each test tube. Record the color observations. After recording the color of each test tube dispose of the waste into the appropriate waste container. Next, obtain a capillary tube. Fill the capillary tube with dry purified product. Invert the capillary tube and stick the open end of the capillary tube in the densest part of the crystal sample. Turn the capillary tube back to the upright position. The crystal product will be stuck at the top of the capillary tube. Tap the crystal product down to the bottom of the capillary tube. Load the capillary tube into the melting point apparatus and begin heating. Record the temperature range that the sample melts within. Once the melting point has been determined turn off the apparatus so it may cool and dispose of your capillary tube in the appropriate waste bin. Clean and dry any glassware used and return it to the appropriate location. Results: Conclusion: The mass of the crude aspirin product was 4. 791 g. Due to apparent wetness of the product it is estimated that half of the mass is due to moisture. Taking this into account, the actual mass of the crude aspirin product is reduced to 2. Egg. The theoretical yield of crude aspirin product is 2. Egg. This information gave us a percent yield of 91. 89%. The mass of the purified aspirin product was 0. 301 g. Due to apparent wetness of the product it is estimated that half of the mass is uh to moisture. Taking this into account, the actual mass of the purified aspirin product is reduced to O. Egg. The percent yield of purified aspirin product was 5. 77%. This low percent yield of purified aspirin product was due to a few different factors. The first factor that caused a low percent yield was caused because we lost some crude product when we were moving our crude product from the weigh boat to the 25 ml Erlenmeyer flask. Another factor that could have caused a low percent yield was that when no crystals formed after adding drops of petroleum ether we placed our 25 ml Erlenmeyer flask back on the to plate at 125 degrees Celsius. We could have accidentally boiled off some of our product. The third factor that caused a low percent yield of our purified product was that when we vacuum filtered our purified product, some of our purified product fell through the filter and into the side arm flask. Maybe if we hadnt turned the water on so high it might not have fell through the filter. The results of the phenol test were that test tube A, which contained crude aspirin product, had no change in color and remained orange upon adding iron (Ill) chloride. This led us to believe that our crude aspirin product did not contain NY phenol groups and was pure aspirin. Test tube B, which contained purified aspirin product also had no change in color and remained orange upon adding iron (Ill) chloride. This led us to believe that our purified aspirin product did not contain any phenol group and was pure aspirin. Test tube C, which contained salicylic acid, had an extreme change in color and turned dark purple. This was an expected result because salicylic acid has phenol groups and when iron (Ill) chloride is added it turned dark purple due to the concentration of the phenol groups present in the solution. Test tube C was our control.