Career Planning in Human Resource Management

Career Planning in Human Resource Management Untill recently talents or employees can join an organization with the expectation of staying there for their entire career, now life long careers are a thing of the past. Employees lacking worldly experience and understanding still believe that they are immune to the ongoing reductions because they are doing a good work and adding value to the organization. However rapid technological change, increasing completion, relentless restructuring and downsizing mean that high performance no longer protects the employees form the termination or dismissal. People increasingly will move from one opportunity to another opportunity without regard to the traditional job boundaries. Realistic career planning forces employees to foresee problems and opportunity and to be proactive. Career planning and development involves two process of career planning and career management. Career management is integral to Human Resources planning. But Human Resources planning and career management do not exist or are not integrated in some organization. Career planning and development should be seen as a process that aligns the skills and interets of the employees with the need of the organization. This means that career must be strategically managed so the skills that are demanded by the organization strategic business objectives are understood and a workforce with a matching profile of skills is developed. Career planning and development play an important role in ensuring that the organization has a knowledgeable workforce together with a competitive advantage. Human Resources planning and career planning and development The important reasons why organisation and employees are paying more attention to career planning is because there are EEO legislation and AA pressures,employees educational level and aspirations are rising, employees are more concern about their quality of life, employees are transiting from vertical careers to lateral careers and a global talent war is created by the shortage of skilled workers. Components of Career planning http://www.docstoc.com/docs/8714685/Career-Planning-1 The Goal: Matching individual and Organization needs A career development program should be viewed as a dynamic process that matches the needs of the needs of the orgazation with needs of employees. Employees responsibility Each and every employee should be concerned about his her own career planning and development, but many employees ignore this , preferring it to leave it to the organisation.By adopting such a passive stance employees give up their future career by limiting their future employability.This reduces the employees chances of achieving their career goals.Therefore employees has to take initiate in finding such oppurtunities and ways for career planning and development. Though some of the organisation provide in house traning and develop, this is often provided for the purpose of the organisations needs and not for the needs of the individual employees.Individula career planning menas that employee him/herself should find his/her own vocational interests,weakness present skills, ability levels and finally the career goal. The Organizational role http://www.authorstream.com/Presentation/shengvn-65920-session-8-career-development-education-ppt VERY IMPORTANT Effective and proactive HR manger will recognize the importance of the career planning and development and will satisfy the organizational and employees needs.If the HR department is fully awrae of the organisation HR needs,career chances and traning and development oppurtunities than the HR department is well placed to promote career planning amoung employees ORGANIZATIONS NEEDS Strategic Operational Current competencies Employee turnover Future competencies Absenteeism Market changes Talent pool Mergers, etc Outsourcing Joint ventures Productivity Innovation Growth Downsizing Restructuring INDIVIDUAL NEEDS Personal Professional Age/tenure Career stage Family concerns Education and training Spouse employment   Promotion aspirations Mobility Performance Outside interest Potential Current career path CAREER MANAGEMENT What is career development? Career development is which an individual takes personal improvements which he/she undertakes to achieve a personal career plan.Career development is also important for the organisation to create and maintain a continuos learning environment. Factors in career development For a successful career development and growth include the following important factors. Exposure: if the employee wants to succed, the employee has to become known to the top or the senior management.Employees can be known to the senior management through performing superior work performance, giving presentations, report writing, taking initiate in and involveing organizations special events in organisng and arranging them in addition individually involveling company training and development programmes and social events. Performance: Employees who perform the job up to the management expectation will be well recognized by the department heads and the senior management, but employees who performa badly will also be rescognised but for the career development oppurtunities are less likely to be offred to them. Qualification: Strong correlation exsists between graduate earnings and the experience and the konledge that they have. Employer reputation: Some organisation have an strong reputation that is well known around the globe as breeding ground for high potential employees.Therefore employees getting a job in these companies will be an important factor for a successful career and for a long term employability. Mentor: Successful managers will have a mentor or a sponsor who helps advance their career by offering advice, providing instructions and opening career oppurtunities. Benefits of Menotoring Mentoring provides the structure for the groeth and development of all employees within an organisation. Mentoring plays an important role in motivating the employees and improves the employees job satisfaction. Mentoring also helps to impress the corporate values of the organisation. Mentoring also helps to avoid discrimination over women by helping them to overcome the gender related barriers to advancement. Helps companies and organisation to encourage and capitalize on diversity by identifying talents. Women sometimes find them excluded from mentoring, this is because mentoring is repetadly or frequently based on personal relationships that is built outside the working hours. Development: Rapid expansion of skills and knowledge makes the employee more valuable, where the employee will be more attracted and appreciated by the management. Language skills: The internationalization of business and the development of global business, business organisations seeks employees that not only speak English fluently but competency in a second language, and the more languge the employee know the more the better. Networking: It is extremely important for the employee to maintain or build a network of contacts with the people who are likely to be useful for the his/her career devellopement. Goal setting: A succeseeful career planners are extremely self motivated.The have pre identified what goels they need to achieve and what they have to do to reach and achieve it. Computer skills: Computer literacy is an important skill, having that far better than other l is a competitive advantage amoung other employees.Intodays world high skilled employees must be technology capable. Fainacial planning skills: To savvy employees understand that there is no life long employement gurantees. Apperance: Apperaence plays an important role in compensation and career success. Factors involved in career development system Needs In this step it defines the present system.It involves conducting a needs assessment as in a training programmes. It estabilhes roles and responsibilities of all employees and the organization.By identifying the needs it helps to establish, the target groups,mission or philosophy of the programe,cultural parameters, determine organisation receptivity and commitment and support for the career development. Vision The career system need to have a relation with the intervention. The vision creates a longterm philosophy. Design intervention for the organization, its employees and managers. Organize and make nessecary career information that is required to support the programme. Establish the objectives of the programme. Action plan To achieve the vision an action plan must be developed.And also the top management support is nessecarily important. Create a survey programme Establish a consultancy or advisory group. Asses resources and competencies. Involving the advisory group in the programme design, implementation, and for the evaluation and monitoring. Results Identifying Career Opportunities and Requirements Begin with competency analysis It is important for any organisation to learn its jobs carefully in order to identify and assign weights to the knowledge and skills each one requires.This can be achived with job analysis and evaluation systems such as those used in compensation programs.The system used at sears measures three basic competencies for each job, such as the know-how, problem solving and accountability.Know how is divided in to three respective categories of knowledge: technical, managerial and human relations.Problem solving and accountability also have different types of dimensions.The scores of each of the above competencies are assigned to each job and total value is accumulated for each job. Identifying Job Progressions Once the skill demands of jobs are identified and weighted according to their improvement , it than possible to to plan job progressions. Employees without any experience (new employees) will typicall assign a starting job. When the employee get experience from the current job, than the new employee can be promoted to a post that requires more knowledge and skill. most organization concentrate on developing job progression for managerial, professional and technical jobs.But these organizations also can develop job progression to types of jobs.When job progressions are develop it serve as a baisi for developing the career paths of the individual employees. Organisation can also make informative and attractive brouchers providing information in regarding the career paths that are available in the organisation for the employees. Recognize lots of possibilities Career development and planning systems were once primaly focused on promotions and advancement. However in todyas ever changing business ennviroment and the flatter o organizations and employees career development can occur in several different ways, which includes transfer to a from one place to another, demotion due to lack of competence and experience and job promotion to a better position or to a senior position within the organization. To provide the above possibilities HR policies have to be flexible enough to adapt and willing to help to support the career change. Promotion Promotion is the change from the current position to a position that is high level within the organisation assigned with more responsibilities. The position that was promoted provides the employee lots of benefits based on the responsibilities; it increases the pay, RR etc.The three principal criteria for determimg promotions are merit, seniority and potential. Transfer A transfer is the placement of an employement of an employee in another job for which the duties,responsibilities, status and renumerations are approximately equal to those of the previous job.A transfer can provide an individual to prepre for an eventual promotion.Trasfers make the path way for the employees to aquire more knowledge by tranfering from one organisation to another, to a different group, transferring to aboard or work shift.A transfer can also be a demotion, which the employee moves to a low level postion from the current position that can provide development oppurtunities. Relocation Services Relocation services include a range of internal business process that the HR department engage to transfer the employee, employees famility or the entire department to new work location.Relocation also include help in moving, selling a home, learning a new culture etc. Outplacement Outplacement is type counseling that is given help the employees that are terminated to locate or find a new career.The consultation provided by the consultant vary but it includes, career evaluation, termination procedures , phycological appraisals, interview traning preparing resumes, certain techniques to search for jobs etc. Dual Careers As more women are entering the workforce HR managers has to develop specific policies and programmes for accomodationg the dual career aspirations of employees and their spouces.HR mangers has to particularly pay attention to the implications of an employed spouse when providing career counseling to an employee.Dual career couples need to be flexible , to be mutually committed to both careers to adopt coping mechanisums to develop the skills of career planning.Therefore inturn organisation can provide flexible work schedules, effective career management, counseling, child care support etc. Career plateau Career plateau menas that high points in ones career where the probability and the motivation is minimal.When this happens the employees finds it difficult or trapped which it unables to achieve further advancement.If an employee is avoide plateauing it is difficult for the employee to get adapated and develop in the face of change or transition. Intodays business environment employees are now reaching pletaues earlier than before, it is extremely important for the organizations and individuals today to prepare to cope with the phenomenon successfully.and most importantly when there is sign of impending plateuea are observed. Significant decline in the competiveness is less if the organisation accept responsibility for employee development and if the employees are willing to invest time for their development. Work family conflict Work family conflict is commonly exsisting isn dual-income family and single parent family.People today are facing problem in identifying the deffrence or what is meant bu success and how to balance work and family.Specially for women it is difficult to balance the work and family responsibilities because the job demand competes with the traditional family demand being the mother, wife etc.Other than women, men also face the same problem if they place the family first, therefore they have to face lots of problem with their co-workers and with the company. http://www.scribd.com/doc/18002097/Career-Planning-and-Development What is career management? Career management is the process of designing and implementing goals, plans and strategies to enable the organization to fulfill the employee needs which this allows the individual employees to achieve their career goals. It is also the process whereby the employee indentify their own interest values and their own weakness and strengths And also the individuals establish action plans to achieve their career goals. .In todays global world each and every organization felt the need of career planning and development. The reason why career management is important because if the organization fails to motivate their employees to plan their career, the organization will face the following issues, such as loss or shortage of employees to fill the vacant positions, commitment by the employees become lower and high training cost. The career management process includes: Self assesement: employees determine the values, interests,aptitudes and dehaviroual tendencies.The self assessment is uaully involves phsycological tests. Reality check: Using the available information employees identify how the organisation or the company evaluate their skills and knowledge and where they fit in the companys plan. Goal setting: in this process employees establish and develope longterm and short term onjectives. Action plan: After the individual establish his/her goal, the individual developes an actional plan determimg how they will achieve their short and long term career goals. Employee role in career mangement The employees individually has to initiative to ask for feedback from managers and peers in regarding their skill in the work place and their strengths and weaknesses. This will help the individual employees to further improve their performance where improvements is needed. The employees have to seek challenges by gaining exposure to a range of learning opportunities. The employee has to Interact with employees from different work groups and organizations inside and outside the company environment. The employees has to create visibility through good performance skills HR managers role in career management The HR manager to provide relevant information to the employees in regarding the training and development opportunities that are available in the organization. The HR manager has to help the employees for to search for jobs. The HR manger is responsible to provide counseling services to the employees who have career related problems. Organization role in Career mangement Oraganizations or companies are responsible to provide nessecary resources needed by the employees for their career planning. Career planning workshops Workshops offer similar experiences that are provided in the workbooks.Comparing to workbooks, workshop has several advantages to employees, such as the employees has the chance to dicuss their ideas, concerns, attitudes and plans with others in similar situations.Diffrent workshops has different focus. Some workshops focus on the employees current job performance and development plans.And some focus on broader life and career plans and values.Career workshops assit the employees to learn how to make decisions, find career planning information, set career goals and bbuild confidence and self esteem within the employees. Career planning workbooks These workbooks are prepared by the organization to guide their employees through systematic self estemm of values,abilities, personal development plans and interests. Career couselling Career counseling is usually done by HR department. Career counseling involves talking with employees with their personal interests and goals, about their current job activities, their personal skills and career development objectives.In some organization career conselling is done annually and partially.Career counseling is usually  voluntary.

Liquid Permeability of Porous Media

1. 0Summary This experiment is conducted to determine the liquid permeability of porous media. The apparatus used in the experiment is the liquid permeameter. The liquid used in this experiment is water. Three membrane samples of different thickness (0. 1, 0. 2, 0. 3 cm) are used as the porous media. The determination of the permeability is carried out using elevated pressure test. Each sample is tested for 5 times at different values of pressure gradient which are 5, 10, 15, 20 and 30 psi.In order to obtain more accurate data, ensure that the membrane samples to be test is fixed tightly and covers the o-ring of the sample chamber completely. Values of volumetric flow rates are obtained from the apparatus itself. For pressure gradient of 5 psi and 30 psi, the average permeability for PP1 membrane sample are 0. 23993 cm2 @ 2. 33993? 10-5 m2 and 0. 096196 cm2 @ 9. 6196? 10-6 m2 respectively. For PP3 membrane sample, the average permeability are 0. 52692 cm2 and 0. 19841 cm2 for pressur e gradient of 5 psi and 30 psi.For PP5 membrane sample, the average permeability are 1. 0541 cm2 and 0. 29489 cm2 for pressure gradient of 5 psi and 30 psi. The values of permeability obtained are then compared by plotting graphs of volumetric flow rate over cross sectional (q/A) against pressure gradient over thickness (? P/L). The gradient of the straight line from the graph is  µ/k. For PP1 sample membrane, the permeability obtained from the graph is k= 0. 000148 m2 for ? P=5psi and k= 0. 000062 m2 for ? P= 30 psi.Permeability obtained from the graph is compared with ones obtained from the liquid permeameter apparatus. Reynolds number for the tests at ? P=5psi is 5. 3913? 10-5 and for ? P= 30 psi is 1. 1147? 10-4. Laminar flow conditions exist so that Darcy’s equation is applicable. 2. 0 Introduction When fluid flows through a medium, the flow is affected by the property of the medium that allows the flow of the fluid through it. The property of the medium is called perm eability. Permeability which is symbolized as k is the measure of the ability of a medium to transfer fluids.Permeability affects flow processes of fluids. An effective flow process can occur if the permeability of the medium where the fluids pass through is high. Concept of permeability is important in the oil and gas industry in which the permeability characteristic of rocks are determined in order to extract oil and gas from the subsurface reservoir. For example, sandstones are permeable and can transmit fluid effectively. This types of stones possessed large and many connected pores. They may content high quantity of oil.Shales and siltstones composed of fine grains and have less connected pores causing them to be less permeable or impermeable. Permeability of a medium can be easily determined from equipment with high technology. It is important to know the factors or component which may affect permeability in order to prove or increase the permeability. This might benefits the industry which involves extraction processes. Experimental results are important because to increase the efficiency of processes involving permeability it is dependent on the data or results. 3. 0 Aims/ObjectivesThe experiment is conducted to objective of this experiment is to determine the permeability of the porous media, to create conditions so that Darcy’s equation can be used and to compare the average permeability for different pressure gradient and types of tested samples as well as to relate permeability with various components of Darcy’s equation. 4. 0 Theory Permeability is property of the porous medium and is a measure of the ability of the medium to allow fluids to pass through it. Permeability concept is widely used to determine the flow characteristics of hydrocarbons  in  oil  and  gas  reservoirs.Medium or rocks that possess high permeability can allow fluids to pass through it in large quantity over time. This is indicated form high volumetri c flow rate. To quantify permeability, assume that there is a medium with cross-sectional area (A) and thickness (L). A fluid of dynamic viscosity ( µ) is allowed to flow through the medium. The change in pressure that occurs during the flow is ? P and the volumetric flow rate (q) is the amount of fluid that can flow through the medium over a period of time with respect to the ? P. Permeability (k) is related to all the components by the Darcy’s equation. Darcy’s equation: q=kA?P µL †¦.. (1) The SI unit for permeability, k is m2. Permeability is also measured in Darcy, D. 1 D is approximately 10-12m2. Factors affecting permeability are membrane solubility, pressure, concentration and temperature of the molecules or solutes. Permeability is also affected by size of the molecules of the fluids that passing through the medium. Darcy’s equation is valid for any Newtonian fluids and is only applicable for laminar flow. The laminar flow is always achieved by groundwater but not always achieved by gas flows. Laminar flow can be determined by computing the Reynolds number of the flow. Re= ? vD µ 5. 0 Apparatus i.Liquid permeameter apparatus ii. Liquid hose iii. Yellow chip pullers iv. Membranes of different thickness, 0. 1, 0. 2 and 0. 3 cm v. Water 6. 0 Procedures i. 3 membrane samples of different thickness (0. 1, 0. 2, 0. 3cm) are prepared. The samples are cut bigger than the o-ring so that they will cover the ring completely and to ensure perfect sealing. ii. The liquid hose attached to the sample chamber lid is disconnected. The lid is unscrewed and removed. The chamber insert and adapter plates are taken out. The o-rings is checked for dryness. iii. Under Group on the main CapWin menu, a new group is created by clicking on New Group. iv.Under Execute on the main CapWin menu, Autotest F2 is selected. Autotest settings screen is opened. Test Type is clicked and Liquid Permeametry is selected from the Test Selection box. Then, Elevat ed Pressure Test option is selected. v. At the Autotest screen, several information are keyed in. The fields are as below. Output File Name-user designated End User-user designated Test Reference-Liquid Permeametry; Elevated Pressure Test Sample ID-user designated Lot Number-user designated Operator-user designated Fluid-Water Surface Tension Diameter-3cm for all 3 samples Thickness-0. 1, 0. 2, 0. 3 cm vi. Done on the Autotest screen is clicked. ii. The screened adapter plate is placed in the bottom of the sample chamber. The plate is aligned on three chamber pins. The sample is placed on the top of the screened plate. The o-ring of the screened plate is checked so that it seals against the sample. Top adapter plate is place on the sample chamber. viii. The chamber insert is placed into the chamber. The insert should not be lower than the sample chamber height. ix. Start Test button is clicked. Starting pressure, maximum pressure, point step pressure, maximum wait between points and maximum number of points are keyed in. Continue button is clicked after each value has been entered. . Sample chamber is filled with water. The lid is screwed and hand-tightened. Liquid fill hose with quick connect fitting is attached to the sample chamber lid. xi. Click Ok on the Autotest screen and the test is started. xii. When the test has ended, a Test Done dialogue box appeared and clicked Ok. xiii. Test results may be viewed and analyzed using CapRep. Select Report from the main CapWin menu and clicked on Execute Report to access the data from the test. xiv. Steps (iii) to (xiii) are repeated for different pressure gradient (10, 15, 20, and 30) and two other samples with thickness 0. 2 cm and 0. 3 cm. 7. 0 ResultFor PP1 sample with diameter, d= 3cm and thickness, L= 0. 1cm. Differential Pressure (psi)| Average Permeability| 5| 0. 23993| 10| 0. 17461| 15| 0. 13315| 20| 0. 11792| 30| 0. 096196| For PP3 sample with diameter, d= 3cm and thickness, L= 0. 2cm. Differential Pressur e (psi)| Average Permeability| 5| 0. 52692| 10| 0. 36709| 15| 0. 33807| 20| 0. 26133| 30| 0. 19841| For PP5 sample with diameter, d= 3cm and thickness, L= 0. 3 cm. Differential Pressure (psi)| Average Permeability| 5| 1. 0541| 10| 0. 70806| 15| 0. 50627| 20| 0. 37001| 30| 0. 29489| 8. 0 Calculations i) PP1 sample with diameter, d= 3cm and thickness, L=0. cm at ? P= 5psi. From the plotted graph, q/A against ? P/L, a straight line obtained gives a gradient of 0. 148. From the gradient of graph, we can compute the permeability, k. Gradient = y2-y1x2-x1 = 4-127-6. 9 = 0. 148 Gradient = k µ 0. 148 = k0. 001 Pa. s , k = 0. 000148 m2 @ 1. 48? 10-4 m2 The permeability, k obtained from the CapWin software is 0. 23993 cm2 @ 2. 33993? 10-5 m2. ii) PP1 sample with diameter, d= 3cm and thickness, L=0. 1cm at ? P= 30psi. From the plotted graph, q/A against ? P/L, a straight line obtained gives a gradient of 0. 148. From the gradient of graph, we can compute the permeability, k.Gradient = y2-y1x 2-x1 = 12-6195-98 Gradient = k µ 0. 062 = k0. 001 Pa. s , k = 0. 000062 m2 @ 6. 2? 10-5 m2 The permeability, k obtained from the CapWin software is 0. 096196 cm2 @ 9. 6196? 10-6 m2. iii) Calculations of Reynolds number At ? P= 5 psi, q= 2. 5424? 10-6 m3/s, V= 1. 7971? 10-9m/s, ? =1000kg/m3 Re= ? VD µ=10001. 7971? 10-9(0. 03)0. 001= 5. 3913? 10-5 (laminar flow) At ? P= 30 psi, q= 5. 2564? 10-6 m3/s, V= 3. 7155? 10-9m/s, ? =1000kg/m3 Re= ? VD µ=10003. 7155? 10-9(0. 03)0. 001= 1. 1147? 10-4 (laminar flow) 9. 0 Discussion Permeability of PP1 sample membrane at ? P = 5 psi and ?P = 30 psi are k = 0. 23993 cm2 @ 2. 33993? 10-5 m2 and k = 0. 096196 cm2 @ 9. 6196? 10-6 m2 respectively. By plotting graphs of q/A against ? P/L, the compute permeability is 1. 48? 10-4 m2 at ? P = 5 psi and 6. 2? 10-5 m2 at ? P = 30 psi. The values are different as being compared. This might due to the different techniques involved in computing the values of permeability. The values from the liquid permea meter are more accurate as the values are computed as the test runs. Compared to the ones computed by plotting the graph, there might be some minor errors that make the values to be different from each other.Apart from that, the apparatus might not function effectively or might be having some problems. Besides that, the sample membranes used are the old ones. As they are often used for testing, this might change or alter their permeability values as they oftenly pass through by fluids. For the tests, laminar flows did occur. Laminar flow occurs at the region in which the points from the graph intersect the straight line plotted. For both ? P = 5 psi and ? P = 30 psi, laminar flow did occur. For ? P = 5 psi, the Reynolds number is 5. 3913? 10-5 which is representative for laminar flow. For ?P = 30 psi, the Reynolds number is 1. 1147? 10-4 which is also representative for laminar flow. For graph at ? P = 5 psi, there is only one point that intersects the straight line (best line of fi t) plotted. This is because the pressure gradient is low so there is not much data for permeability is acquired as the test runs. It is different for graph at ? P = 30 psi, there are several points that are intersect or join by the straight line plotted. As the pressure is elevated to 30 psi, there are many data obtained for permeability at different pressures as the pressure increasing to 30 psi.As laminar flow is proven to occur in the test, so Darcy’s equation can be used. From the Darcy’s equation, we can relate that permeability of a medium is directly proportional to volumetric flow rate, dynamic viscosity of fluid and thickness of medium and is inversely proportional to pressure gradient. For membrane sample PP1 with thickness of 0. 1 cm, we can see that the average permeability of the membrane is decreasing with increasing pressure gradient. This case occurs for other two membrane samples, PP3; thickness of 0. 2 cm and PP5; thickness of 0. 3 cm.Permeability dec rease as pressure gradient increase because the fluid, in this case water have to overcome certain pressure as they flow through the membrane samples. The pressure gradient acts as resistance to the flow. The higher the resistance, little or less fluid can flow through the medium over a given time. It is also shown that for the same pressure gradient by using membranes with different thickness, the average permeability is higher for sample which is thicker. The different between the three membrane samples is only the thickness. They are of same cross-sectional area.As fluid flow they overcoming the same pressure gradient, same cross-sectional area, the amount of fluid that can be passed through is much dependent on the thickness. When the fluid passes through membranes with large thickness, they are experiencing much effect through the membranes causing the permeability to be higher than the ones obtained with small thickness. 10. 0 Conclusions The objectives of this experiment are achieved. The permeability of three membrane samples are obtained from the liquid permeameter-elevated pressure tests. The permeability of the PP1 sample at ? P = 5 psi and ? P = 30 psi are k = 0. 3993 cm2 @ 2. 33993? 10-5 m2 and k = 0. 096196 cm2 @ 9. 6196? 10-6 m2 respectively. Laminar flow conditions are also created where Darcy’s equation can be used. From the data obtained from the tests, we are able to deduce relationship between permeability and other components of Darcy’s equation. Although the compared values are differing from the each other, we can say that the experiment is still a success as we are able to achieve the main objectives. 11. 0 Recommendations In order to get more accurate results, ensure that the apparatus used (liquid permeameter) is in good condition and is maintained regularly.Besides that, using new or fresh membrane samples can improve the results. Not necessarily that for every test to use new ones but replacing old ones with new ones a s when they are in bad condition would help. The average permeability value would be more accurate and the values obtained from the graph would be of not much difference. 12. 0 References i) Brown, G. (n. d. ). Darcy's Law. Retrieved October 03, 2012, from Darcy's Law Basics and More: http://biosystems. okstate. edu/darcy/LaLoi/basics. htm ii) Darcy's Law. (n. d. ). Retrieved October 03, 2012, from Darcy's Law: http://www. ldeo. columbia. du/~martins/hydro/lectures/darcy. html iii) Laminar Flow. (n. d. ). Retrieved October 03, 2012, from Hyper Physics: http://hyperphysics. phy-astr. gsu. edu/hbase/pfric. html iv) Laminar, Transitional or Turbulent Flow. (n. d. ). Retrieved October 03, 2012, from The Engineering ToolBox: http://www. engineeringtoolbox. com/laminar-transitional-turbulent-flow-d_577. html v) Oilfield Glossary. (2012). Retrieved October 03, 2012, from Schlumberger: http://www. glossary. oilfield. slb. com/Display. cfm? Term=permeability vi) Permeability. (n. d. ). Retri eved October 03, 2012, from NDT Resource Center: http://www. ndt-ed. rg/EducationResources/CommunityCollege/MagParticle/Physics/Permeability. htm 13. 0 Appendices Graph1: q/A against ? P/L at ? P=5psi Graph 2: q/A against ? P/L at ? P= 30 psi Figure 1: Liquid permeameter Figure 2: Sample chamber Figure 3: Pressure cylinder Figure 4: Fluid bin Figure 5: The discharge port of water Figure 6: Yellow chip pullers For ? P = 5psi, ?P/L| q/A| 0| 0| 15. 919| 3. 1536| 19. 185| 3. 4128| 22. 623| 3. 6631| 26. 519| 3. 9394| 29. 866| 4. 1191| 32. 784| 4. 1995| For ? P = 30 psi, ?P/L| q/A| ? P/L| q/A| ? P/L| q/A| 0| 0| 74. 1191| 6. 529| 142. 874| 8. 724| 5. 4528| 2. 274| 77. 339| 6. 8886| 146. 066| 8. 948| 12. 8498| 2. 9474| 81. 186| 6. 7182| 150. 051| 9. 209| 15. 9759| 3. 1624| 84. 434| 7. 2454| 153. 216| 9. 497| 19. 0896| 3. 4502| 88. 364| 7. 1371| 156. 263| 9. 495| 22. 5177| 3. 7128| 91. 687| 7. 0481| 159. 821| 9. 957| 26. 6236| 4. 057| 94. 541| 6. 9633| 163. 875| 9. 468| 29. 9179| 4. 1482| 97 . 858| 7. 126| 167. 619| 9. 357| 32. 471| 4. 2458| 98. 775| 8. 4774| 170. 453| 9. 444| 35. 9619| 4. 449| 100. 678| 7. 2947| 173. 287| 9. 683| 39. 2052| 4. 7036| 104. 677| 7. 94| 176. 741| 9. 692| 44. 044| 5. 186| 107. 986| 7. 9996| 180. 85| 10| 47. 068| 5. 1119| 116. 322| 8. 1839| 184. 373| 10. 5| 49. 7694| 5. 697| 118. 307| 8. 042| 187. 213| 10| 53. 2892| 5. 3991| 122. 31| 8. 399| 190. 655| 11. 1| 56. 6594| 5. 51| 125. 161| 8. 437| 193. 936| 10. 19| 59. 9503| 5. 8797| 128. 615| 8. 379| 198. 032| 10. 3| 63. 3005| 6. 0421| 132. 325| 8. 492| 201. 679| 10| 66. 792| 6. 2865| 135. 517| 8. 692| 205. 078| 10| 69. 7064| 6. 1141| 138. 523| 8. 76| | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | |

Emma Goldman Essay

In January 1886 a 16YOA Jewish girl- Emma Goldman arrived to in New York City from St. Petersburg, Russia, where her parents ran a grocery store. As soon as immigration officials had examined her and approved her entry into the US, she hurried to Rochester, New York, where her half-sister lived. Emma was extremely independent-minded. Her father had tried to force her to marry when she was 15, saying when she protested that â€Å"all Jewish daughter needs to know is how to prepare gefulte fish, cut noodles fine, and give man plenty of children† Defying her father, Emma had flatly refused to marry. â€Å"I wanted to study, to know life, travel,† she explained years later. She had also found the harsh government of Russia Czar unbearable. Like most immigrants she expected the United States â€Å"the land of opportunity,† to be a kind of paradise on earth. Moving in with her stepsister’s family, Emma got a job in a factory sewing coats and earning $2.50 a week. She paid her sister $1.50 for room and board and spent 60 cents a week on carfare to get to and from her job, leaving her only with 40 cents for all her other needs. But when she asked her employer for more money he simply told her to â€Å"look for work elsewhere.† This she did, finding a job at another factory that paid $4.00 a week. In 1887 she married Jacob Kirshnern, another Russian Immigrant, but they did not get along and soon divorced. She moved to new Haven, Connecticut, where she worked in a corset factory. In 1889 she moved to NYC. There she took up with a group of radicals most of them either socialists or anarchists. She herself was by this time an ardent anarchist, convinced by her experiences with all with the darker aspects of American Capitalism that all governments repressed individual freedom and should simply be abolished. In New York, Emma fell in love with another Russia-Born radical, Alexander Berkman. They started a kind of commune with another couple, sharing everything equally. Emma worked at home sewing shirts. Alexander found a job making cigars. They never married. Next, the couple moved back to New Haven, where Emma started a cooperative dressmaking shop. Then they moved to Springfield, Massachusetts, where, with Berkman’s Cousin an artist, they opened a photography studio. When this business failed, they borrowed $150. And opened an ice-cream parlor. Nearly all immigrants of that period retained their faith in the promise of America life even after they discovered that the streets were not paved with gold and that the people and the government were not as perfect as they had expected. But Emma was so disappointed that she became even more radical. The harsh punishment meted out the anarchists who were accused of Haymarket bombing of 1886 shocked her deeply. In 1892, when she and Berkman learned of the bloody battle of Pinkertons and striker during the Homestead steel strikes, they closed the ice-cream parlor and went back to New York. They formed a plan to assassinate Henry Clay Frick, the arch villain of the Homestead Drama. First they tried to manufacture a bomb, but that proved to be beyond their powers. Berkman then went to Pittsburg, where, posing as a representative of an agency that provided strikebreakers, he got into Frick’s office. Pulling a pistol, Berkman aimed for Frick in the shoulder. Berkman then stabbed Frick, but still homestead boss survived. Convicted of the attempt on Frick’s life, Berkman was imprisoned for fourteen years. The next year Goldman was herself arrested and sentenced to a year in jail for making an â€Å"incendiary† speech urging unemployed workers to distrust politicians and demand government relief. Upon her release, she was taken up by leading native-born radicals. She got to know Lillian Wald and other New York settlement workers, but while she respected their motives, she disparaged their methods. It did little good to teach good table manners to people who had no food, she believed. Leaving the US, Goldman went to Vienna, where she was trained as a nurse. When she was returned to America, she worked as a mid-wife among the New York poor, an experienced that made her an outspoken advocate of birth control. She also helped organize a theatrical group, managed a touring group of Russian Actors, and lectured on theatrical topics. In 1901, Goldman was arrested on charges of inspiring Leon Czolgosz to assassinate President McKinley, Czolgosz had attended one of Goldman’s lectures, but there was no direct connection between the two, and the charges against her were dropped. In 1906, Goldman founded Mother Earth, an anarchist Journal. When Alexander Berkman was released from prison later that year, she made him it editor. Mother Earth denounced governments, organized religion, and private property. Goldman believed in primitive form of communism in which all would share equally and no one would have power over anyone else. By this time Goldman had become a celebrity. â€Å"Her name in those days was enough to produce a shudder,† recalled Margaret Anderson, editor of a literary magazine. â€Å"She was considered a monster, an exponent of free love and bombs.† During the next decade Goldman campaigned for freedom of speech all over the US and in Canada and lectured in support of Birth Control. She even developed a plan so that subscribers to Mother Earth could also get the American Journal of Eugenics, a Magazine that advocated contraception. In 1915, after Margaret Sanger was arrested for seminating information on birth control, Goldman did the same in public speeches. She was arrested and spent two weeks in jail. Goldman regarded the Great War- and Especially American entry in it- as a calamity beyond measure. When congress passed a conscription act, she Berkman, and a few other radicals organized the No-Conscription League, not so much to persuade men to resist the draft as to provide and and comfort to anyone who did so. In 1917, Goldman and Berkman were convicted of conspiring to persuade men not to register for the draft. They served two years in federal prison. In 1919, they were deported to Russia. Two years later, disillusioned with the Bolsheviks, she left the Soviet Union. â€Å"Red Emma† Goldman was not a typical American, but she was in many ways a typical immigrant. She held on to the culture of the old country; most of her close friends in the United States were Russians. But at the same time she learned English and quickly became familiar with American ways. She worked hard and developed valuable skills. Gradually moved up the economic ladder: from sweatshop laborer, to factory worker, to running a shop, to nursing, to lecturing, and editing magazine. And while she was critical of the government and economic system of the United States, she was a typical immigrant also in insisting that she was an American patriot. â€Å"The kind of Patriotism which loves American with open eyes.†

Philip Anderson - 885 Words

In this case, we have really two different points of view: in one side, there is Philip Anderson, the Phoenix branch manager of Stuart Co., who manages a team with his ways, his idea, his experience but the results do not reach the targets fixed by the firm. In the other side, there is the direction of Stuart Co., which has opposite ideas to Philip Anderson. I will try to analyze the challenges Philip Anderson faces from the point of view of costs of control and considering ethical concerns. Reading this text, we could easily feel that Philip Anderson’s work way is totally opposite to the firm way. The sentence â€Å"how far he [Philip Anderson] could bend without breaking† shows the challenge of the alone man is important for him.†¦show more content†¦This last characteristic is one of the reason for which he is in a delicate situation with the branch. In fact, Philip Anderson and his team do not reach the targets in term of budget but develop a lot of relationships based on â€Å"ethical dilemmas†. When he sells the products or the services, he tries to satisfy both the highest profit for Stuart Co. and the highest returns to the client. There is a famous proverb which says â€Å"the costumer is king† that implies, the firm must be attentive to the customer’s expectations. Philip tries to find a compromise between both but the firm prefers establish long-term relationship just in the company’s interest even if it acts unethically. Moreover, this kind of conflict between Philip Anderson and Stuart Co. is a proof that it is difficult to establish a cost control respecting ethical concerns. Indeed, to realize a cost control management, a firm has to fixed budget targets but these objectives have to be possible and controllable. Perhaps in this case, the objectives fixed for Philip are too difficult if the manager want to respect some virtues during the selling. For its success, an enterprise has to realize a good turnover but this turnover is good only if there are some customers that is why cost control is as important as ethical issues. With its thinking way, the branch of this firm does not keep the focus on its manager (Philip Anderson) and on its customers. If I were PhilipShow MoreRelatedBayard Rustin And The Civil Rights Movement1338 Words   |  6 Pagessister. His mother later got married to a Jamaican man, but Rustin remained under the care of his grandparents. He was raised in a family that followed the Quaker traditions which has a rich history of resistance and non-violence. 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