Hysteria by Def Leppard free essay sample

Def Leppard is an English rock band that started in 1977 and is still producing music and touring up to the present day! In their 37 years of being a successful band they have sold 100 million records worldwide. So far they have released 22 albums but one of their most popular is Hysteria. This particular album was produced in 1987 and seven out of the twelve songs were produced as singles. When this album was realease it ended to sell 16 million albums, 12 million of which were just in the united states. This past 37 years have been full of changes for Def Leppard, they have had a total of 4 band member additions and other changes. Not only have they changed band members, they have also had injuries in band. When 15 year old Rick Allen joined the band he was there drummer for six years until he was involved in a car accident that had severed his left arm. We will write a custom essay sample on Hysteria by Def Leppard or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Despite all the hard time this band has gone through they still proved themselves worthy of the title of a legendary rock band. Def Leppard has had 13 nominations and won two awards, one for favorite heavy metal/hard rock artist and another for favorite heavy metal/hard rock album. Def Leppard is one out of only five bands with two original albums selling over 10 million copies just in the US, along with some of the world most known bands, The Beatles, Led Zepplin, Pink Floyd and Van Halen. Not to mention both of their albums paranoia and Hysteria featured in the rolling stones top 500 albums ever made. Their album Hysteria is an amazing album with many single hits. I myself have listed to this album a few times over and i must agree with fans that this is a truly incredible album. Not only is it clean cut Heavy Rock its also fun to listen to. Their Music style and song have followed rock through the years while also staying a true beginning of rock and roll band. They have amazing sound that isnt just to todays years, their rock is old school, new and every year in between and they have beautifully found a way to keep with the times. I strongly reccomend this album and this band to any heavy metal, hard rock or rock and roll fan that is looking for a good original band.

Personality and Job Performance

Question: Discuss bout the Personality and Job Performance. Answer: Introduction Modern workplaces have experienced extensive changes in all aspects of the organization running including workforce diversity that brings in different personalities. An individual personality encompasses a pattern of attitudes, thoughts, and behaviors towards a certain situation, hence, act as a key determinant of how people respond to different circumstances. Job performance refers to the ability of an employee to handle the assigned duties successfully at work. The modern leaders must be aware of different personality and how they impact on the job performance to help them develop ways to capitalize on the diversity. Various scholars have emphasized of on the big five personalities as the acceptable personality structure that encompasses interrelated traits and captures different personalities. The dimensions of the big five personalities include Conscientiousness, Openness, Agreeableness, Extraversion, and Neuroticism. Hence, the study aims at evaluating the relationship between p ersonality and job performance and give recommendations to organization behavior scholars and leaders on how to utilize the knowledge for efficient organization performance. Conscientiousness Personality According to Barrick Mount (1991), Conscientiousness is the individuals ability to exercise self-control and organizing oneself to execute the assigned tasks. A conscientious person is punctual, determined and guided by the need to achieve. Individuals who are result-orientated will engage in organizational duties willingly and pursue the set goals for personal fulfillment. Ahmad, Ather Hussain (2014) note that people with conscientiousness personality traits are hard workers and responsible and can be relied upon to deliver good quality results. Taking responsibility for ones action is a critical drive to commitment and the desire to perform fulfilling duties. Being responsible translates to hard work and commitment to achieve the desired results and grow as an individual and the organization. Thus, employees who are conscientious will work hard and give the best to attain the set objectives; this translates to effective individual job performance and organizational growth. Accord ing to Mkoji Sikalieh (2012), Individuals who display characters of purpose and obligation in workplaces perform better. Moreover, conscientious people are persistent. The ability to push more for results irrespective of the challenges enables such employees to achieve the set targets. The workers are motivated by the need of fulfilling end results, and this means they will commit and have good performance at work. However, Bakker, Demerouti Lieke (2012) argues that conscientious people tend to be workaholic, and this can affect their performance on the jobs. Conscientious personalities may suffer from fatigue and reduce the quality of their work. Additionally, concentrating more on results may make conscientious people miss out on other aspects such a teamwork which is critical for personal and organizational growth. Open to Experience personality Rothmann Coetzer (2003) note that open to experience characters are highly creative, have intellectual curiosity and are receptive to new ideas. People who display openness traits have a preference for variety and need for independent judgment. Workplaces are full of challenging situations that require creative ways of solving the hurdles and, employees with the ability to think out of the box yield excellent performance though creatively thinking out of challenges that would have negatively impacted on the individual and organizational performance. Moreover, people who can learn new ways of doing things and successfully and adapt them boost their performance. Open personalities have the curiosity to learn new skills and competencies useful to compete ably and gain a competitive edge. According to Bakker, Demerouti Lieke (2012), People who are open to experience are open-minded and social and, this helps them to question the procedures of doing things knowledgeably, give suggestion s and create a cordial working relationship with other workers. Job performance for new employees is highly influenced by how fast and knowledgeable the recruit adapt to the workplace. The open-minded trait in openness personality enables employee to quickly adapt in the workplaces through questions, training and get the know-how ability to give the best performance of the assigned duties. Additionally, teamwork is a crucial aspect of improved performance. People with openness personality relate well with others, learn from each other and boost the individual performance. Agreeableness According to Hurtz Donovan (2000), agreeable personality is likable and relates well with people; they are tolerant and ready to help irrespective of their moods. An individual who has agreeable personality traits is sympathetic, kind and trusting and perceives every person to be helpful in the running of an organization. A relationship built on trust and willingness to help a healthy working environment for fellow staffs and eventually improved performance in everyone. The ability to tolerate the cultural behavior of every person and assist the fellow employees to learn new ways and organizational culture positively impacts on the performance of the organization. The traits of cooperativeness displayed by agreeable personalities translate to success in teamwork (LePine 2003). Members of teams have different capabilities and friendly people help create a cohesive relationship and bridge the skills gap in every member necessary for high-quality individual and team performance. Additi onally, job performance directly relates to the ability to train and acquire significant skills to match the job descriptions. The interactive nature of agreeable people helps them teach and learn critical skills for effective performance. However, Guay et al. (2013) note that agreeable people can compromise performance due to their charming personality. The people who are warm and kind may evade conflict scenarios that are necessary for adequate performance. Individual high on agreeableness will avoid change-oriented discussions such as organizational change resistance from employees that brings conflict, hence, not implement necessary requirements for organization good. Extraversion Job performance is related to the positive feelings of the employees towards the assigned task. Extroverts are outgoing and very optimistic in whatever activity they do. Judge Ilies (2002) claim that extraversion personality displays character traits such as sociable, talkative, assertiveness and indulges in a lot of activities. When people like their jobs, they commit to the realization of the objectives. Optimism displayed by extroverts prompts them to go to an extra mile to realize their ambitions and, this enhances their job performance. According to Wanberg Kammeyer-Mueller (2000), employees with extraversion traits are effective in jobs that require social interactions such as sales and customer services. Extraverts enjoy socializing which serves as an added advantage to occupations that require constant interactions with people and ultimately high performance. Additionally, extraverts adjust quickly to new environments and new jobs. Flexibility and adaptability are critical aspects that enhance job satisfaction and individual performance in a new working environment (Bakker, Demerouti Lieke 2012).The ability to adjust to new jobs without significant challenges creates room for success. They have an easy time that boosts the love for the job and dedication and, this translates to practical performance. The talkative nature of extroverts enables them to seek for clarity and feedback which is crucial for quality job performance. When one knows the duty expectations and the previous personal performance, they develop the urge to carry out the necessary task and improve their results. Extraversion traits such as friendliness play a crucial role in establishing an exciting environment for people to work peacefully and serve as a recipe for good performance at work. A happy and co-existing diverse workforce is very the key to organizational growth (Wanberg Kammeyer-Mueller 2000). The ability of extroverts to derive pleasure and happiness from the social wor king relationship will enhance their performance and entire organization growth. Neuroticism Neurotic employees can experience constant conflicts with co-workers and negatively affect their job performance. According to Barrick, Mount Judge (2001), Neuroticism personalities display negative affect such as being extremely temperamental, moody and irritable. People with Neuroticism traits experience, uncontrollable anger, have emotional adjustment problems and are vulnerable to stress and depression. Individuals who are temperamental and moody are weak team workers and will have a poor relationship with fellow employees and affect the performance of the group. Seibert Kraimer (2001) notes that people that score highly on neuroticism are habitually unhappy at their workplace. Happiness and job performance are related and, one derives the motivation to get positive results due to fulfilling workplaces as a result of a good working relationship with the management and fellow employees. Furthermore, Neuroticism personalities are affected by stress and are unable to handle depres sion, thus, affect their productivity. Stress hinders effective employees production and keeps them worrying about the stressors. The Neuroticism traits lead people to hate their job and constantly think about quitting their career due to lack of a fulfilling environment and irritating co-workers. On the contrary, people with a low score on Neuroticism experiences job fulfillment and are more committed to their task. Barrick Mount (1991) claims that people with fewer Neuroticism traits control their emotions and experiences positive moods at work. The ability to manage ones stress and disposition allow workers to focus on their assigned task and give the best results irrespective of the situations. Such characteristics enable employees to develop a good relationship at work with the supervisor and fellow workers and enhance their individual performance as well as organizational performance. Recommendations to OB Scholars and Leaders Corporate leaders should embrace the ideas of duty delegation and give employees with conscientiousness personality traits the autonomy to make organizational decisions. People with conscientious character are responsible and have a high tendency to set high goals for themselves. According to Abdullah, Omar Rashid (2013), allowing people with conscientious personality take the responsibility to make critical organizations decisions will elicit commitment and hard work to achieve their set goals. The Conscientiousness personalities are driven by results; they are optimistic on the venture and give their best for individual fulfillment (Colquitt, Lepine Wesson 2011). The employees will drive more pleasure from being involved in determining the organizational policy and practices and commit to the realization of the objectives. The organizational leadership should engage people with open to experience personalities in developing and implementing regulatory changes in term of policies and procedures. Individuals with openness to experience personality are receptive to new ideas and very creative. According to Huang, Ryan, Zabel Palmer (2014), to counter resistance to change from staffs, the management should engage in a consultative meeting with people with openness personality who will be willing to listen and adapt to changes. Additionally, these employees will be creatively come up with ways that will be acceptable to other employees as a result of knowing what other staffs like. Organizational management should appoint people displaying agreeableness personality to be team leaders and other leadership positions within the organization. Agreeable people will create a healthy working environment for every employee in the team and nurture the skills gaps to help them give the best in their tasks. Neuman, Wagner Christiansen (1999) notes that tolerance and friendliness creates a peaceful work environment. The ability to foster an environment where everyone feels valued and appreciated will give more positive results. According to LePine (2003), being cooperative is an aspect of a good leader. People with agreeable personality traits are very supportive and compassionate willingly to listen and help others for the good of the team. Leaders should strive to break the bureaucratic relationship between management and the staffs and create a sociable environment that people will enjoy working in to capitalize on the capabilities of extroverts. Additionally, they should create teams to encourage people working together to develop both personal and working relationship. Ghani, Yunus Bahry (2016) argue that creating an environment where extroverts talk and socialize in the course of their duties will yield maximum performance. People with extraversion personality traits draw the energy and the motivation to work from interacting with people. Moreover, the leaders should cultivate the culture of respect to privacy and personal decisions to give room for introverts to enjoy working in their preferred way. Introverts like working alone or in a group of few people (Awadh Ismail 2012).Thus, for organizations to fully capitalize on the introverts personality abilities they should create opportunities to choose the mode of working and type of duties. Organizational leadership should develop corporate social responsibility activities that actively engage employees displaying neuroticism personality traits. Highly neurotic individual are highly irritable, emotionally unstable and susceptible to stress and participating in social activities will enable them to cope with the work stressors. According to Awadh Ismail (2012), people improve their social skills through practice and interacting with others to relieve anxiety. Providing a chance for neurotic people to mingle freely and start conversations with new people will make it easy for them to develop the social skills. Moreover, leaders should start counseling centers at workplaces to help such personalities to handle on and off stressors. Conclusion Consequently, employees personalities influence their perceptions on the job, commitment to their duties, development of necessary skills and motivation to work and eventual individual and organizational performance. The popular Big Five model encompasses different facets of personalities in the dimensions of conscientiousness, Open to experience, Agreeableness, Extraversion, and Neuroticism. An individual character is related to job performance. Conscientiousness traits are driven by the need for achievement and commit themselves to set goals while openness personalities are creative and receptive to training and new skills to enhance their performance. Agreeableness personality traits are team workers and help others willingly to boost the performance of the team while Extraverts draws energy from socializing while working and, this makes them happy which is crucial for good performance. Neurotic personalities are very irritable and vulnerable to depression that deprives them the c apabilities to give their best in workplaces. Organizational leaders should launch initiatives such as duty delegation, employees consultation in organization change introduction, appointing others as leaders in different capacities, breaking the inflexible relationships at work and involving employees actively in corporate social responsibilities to tap the energies of all the personalities and help other develop to give their best. References Abdullah, I., Omar, R. and Rashid, Y., 2013. Effect of Personality on Organizational Commitment and Employees Performance: Empirical Evidence from Banking Sector of Pakistan. Middle-East Journal of Scientific Research, 17(6), pp.761-768. Ahmad, J., Ather, M.R. and Hussain, M., 2014. Impact of Big Five personality traits on job performance (Organizational commitment as a mediator). In Management, knowledge and learning international conference (pp. 25-27). Awadh, A.M. and Ismail, W.K.W., 2012. The impact of personality traits and employee work-related attitudes on employee performance with the moderating effect of organizational culture: the case of Saudi Arabia. Asian Journal of Business and Management Sciences, 1(10), pp.108-127. Bakker, A.B., Demerouti, E. and Lieke, L., 2012. Work engagement, performance, and active learning: The role of conscientiousness. Journal of Vocational Behavior, 80(2), pp.555-564. Barrick, M.R., Mount, M.K. and Judge, T.A., 2001. Personality and performance at the beginning of the new millennium: What do we know and where do we go next?. International Journal of Selection and assessment, 9(1à ¢Ã¢â€š ¬Ã‚ 2), pp.9-30. Barrick, M.R. and Mount, M.K., 1991. The big five personality dimensions and job performance: a metaà ¢Ã¢â€š ¬Ã‚ analysis. Personnel psychology, 44(1), pp.1-26. Colquitt, J., Lepine, J.A. and Wesson, M.J., 2011. Organizational behavior: Improving performance and commitment in the workplace. McGraw-Hill Irwin. Ghani, N.M., Yunus, N.M. and Bahry, N.S., 2016. Leader's Personality Traits and Employees Job Performance in Public Sector, Putrajaya. Procedia Economics and Finance, 37, pp.46-51. Guay et al. 2013. The interactive effect of conscientiousness and agreeableness on job performance dimensions in South Korea. International Journal of Selection and Assessment, 21(2), pp.233-238. Huang, J.L., Ryan, A.M., Zabel, K.L. and Palmer, A., 2014. Personality and adaptive performance at work: A meta-analytic investigation. Journal of Applied Psychology, 99(1), p.162. Hurtz, G.M. and Donovan, J.J., 2000. Personality and job performance: the Big Five revisited. Journal of applied psychology, 85(6), p.869. Judge, T.A. and Ilies, R., 2002. Relationship of personality to performance motivation: a meta-analytic review. Journal of applied psychology, 87(4), p.797. LePine, J.A., 2003. Team adaptation and postchange performance: effects of team composition in terms of members' cognitive ability and personality. Journal of Applied Psychology, 88(1), p.27. Mkoji, D. and Sikalieh, D., 2012. The Influence of Personality Dimensions on Organizational Performance. International Journal of Humanities and Social Science, 2(17), pp.184-194. Neuman, G.A., Wagner, S.H. and Christiansen, N.D., 1999. The relationship between work-team personality composition and the job performance of teams. Group Organization Management, 24(1), pp.28-45. Rothmann, S. and Coetzer, E.P., 2003. The big five personality dimensions and job performance. SA Journal of Industrial Psychology, 29(1). pp. 69-72 Seibert, S.E. and Kraimer, M.L., 2001. The five-factor model of personality and career success. Journal of vocational behavior, 58(1), pp.1-21. Wanberg, C.R. and Kammeyer-Mueller, J.D., 2000. Predictors and outcomes of proactivity in the socialization process. Journal of applied psychology, 85(3), p.373.

Personal Narrative Example Essay Sample free essay sample

It was a chilly. fall forenoon in 2011. My household and I were merely get downing to pack up our material and carry the bags to the new wave. Since we were traveling to Hawaii. on history of my stepdad being in the ground forces. we had to travel rapidly so that we’d make our 10 am flight on clip. As I walked back into the hotel room I made certain to catch my bag and notebook to set in the new wave. while my ma got herself and my siblings ready to travel. Very easy I opened the door to go forth the room and trudged down the hallway. towards the issue door off the edifice. while my brown ponytail bouncinesss with every measure. Once outside I began to set my properties in the vehicle when something traveling in the murky. swamp H2O caught my attending and pulled at my wonder until I stood in forepart of the fencing. We will write a custom essay sample on Personal Narrative Example Essay Sample or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page When I leaned my face on the cold metal of the barbed wire fencing I saw four eyes looking at me. Those eyes belonged to two alligators that were get downing to swim towards me. This had me so petrified that I ran like a human detesting cat to the new wave. Immediately I jumped into the driver place. slammed the door. and locked up the auto until my parents and siblings walked out of the hotel. Quickly. I coolly unlocked the door and waited for our going towards the airdrome. which felt like forever. â€Å"We’re here! † shouts my female parent as we pull up to the forepart of the air hoses. It was really a small exciting. but when we went through all of the security cheques I began to acquire really nervous and disquieted. I will acknowledge that it was really nerve fazing with all of those cheques because cipher would desire to happen out that a individual nearby has bombs and arms on manus. This though is worried me profoundly until we came across the bird train. Once on the train my female parent and four siblings sat on a place while my pa and I stood up and held on to a metal saloon. The saloon was connected from the floor to the ceiling to forestall falling. Sadly. I repeatedly lost my balance and tumbled down on my twelve-year-old sister. Melena. and swatted her in the face with my hair. She was really thankful when the train had stopped and I couldn’t say that I blamed her. Anyways. shortly after we got off the train we all headed to the nutrient tribunal draging behind one another. When we got there we went directly to McDonalds. ordered our nutrient. and ate for approximately 15 proceedingss. Then after we finished we went upstairs to travel delay for the plane in the waiting Lodge. I remember looking at such cunning small pictures lined up on the walls. one after the other. outside of the public toilets. They had painted by simple childs from different schools on the mainland. Soon after the bathroom interruption we walked down the hall to the waiting Lodge. I ended up falling asleep in the maroon colored chair.â€Å"Come on. Sierra. † . Melena said as she shook me and pulled out my earphones. Since I hated when she pulled out my earphones I was approximately to talk her. which was until she told me the plane had arrived and that we had to acquire up. As I put the iPod in my pocket and replaced it with my ticket I all of a sudden became more frightened to go forth the province of Georgia than a Canis familiaris is of electrical storms. Mutely. I gave the adult females outside the entryway my ticket and felt my spinal column making dance moves under my tegument. The feeling was really confounding. about like a mix of sad. scared nervous. excited. and hesitating. As I climbed on board of the plane my fortune and exhilaration flew out the window existent quick. For starting motors alternatively of sitting with my household I was stuck being seated following to random cat who appeared to be in his early twenty’s. This cat was genuinely unusual and annoyed me before the plane even took off by gazing at me. giving off fun facts about travel. and saw wooding truly loud following to my face. It was at those minutes when I thought to myself â€Å"This is traveling to be a long flight! † Then without vacillation the plane took away and we were airborne. Once we were in the air my ears began to do a ‘Ringing’ sound so I grabbed a piece of gum from my pa and allow the minty spirit devour my oral cavity while it drowned out the pealing with its loud ‘Pop’ sounds. All was good until I realized how high up we were a nd so my panic onslaught began. For about the first 25 proceedingss of the flight I was hyperventilating. but so I calmed down. When I was eventually chilled I put on the film Rio and listened to a vocal by JustinBieber on the iPod. In all honesty the fright I had all of a sudden seemed to melt off into the ‘Whoosh’ sound of the plane picking up velocity in the windy conditions. I guess it can be said that I adapted to the flight at a slow. but nice rate ( though it was largely because the annoying cat next to me eventually managed to kip in silence for a few hours ) . Although. I had a panic onslaught like a brainsick psycopath the plane trip didn’t seem so bad and in fact I ended up basking myself. Even though the flight took around 16 hours I managed to remain occupied. I did so by watching films. choping into the planes Wi-Fi. playing on the iPod. and playing games I downloaded to my laptop. My biggest enjoyment of the flight was the alleviation I felt when I realized that the plane was traveling to drop out of the sky like the Titanic in the ocean. After the full 16 hours on the plane ended we eventually arrived at the Hawaiian airdrome. Immediately I leaped out of my place and hurried to acquire my material and acquire off. Amusing thing about planes. though. is how the riders must be seated the full clip so when I hastily got up my legs felt asleep and I kept faltering like a rummy down the aisle. It was rather humourous. As petrified. as I was the feeling in my tummy had settled I was left want that the trip wasn’t over. Now. one time I had my material tightly gripped in my manus and managed to stabilise my walking I walked towards the issue. As I was go outing I took my clip mounting down the stairss and took one last expression at my yesteryear and so into my hereafter. Not merely to travel to the Ohana Airport Hotel with my household until we moved into military lodging. but to my personal hereafter and what would go of it. That. my friend. is how my first trip to Hawaii went and I discovered true panic and a sense of pleasant security.

buy custom Linear and Mathematical Programming Use in the Petroleum Refineries essay

buy custom Linear and Mathematical Programming Use in the Petroleum Refineries essay Mathematical programming was used in the petroleum industry for the first time 40 years ago to manage various tasks and processes; moreover, it was actively used in management of such tasks in the 1990s. However, before the invention of computers its use was limited and it could only be used when there was the need to solve a few problems that involved hand applications (Prn, Harjunkoski Westerlund, 1999). The major events that culminated in the use of mathematical programming include the introduction of the simplex algorithm by Dantzig in the 20th century and the invention of electronic computers. As a result of introduction of the simplex algorithm in 1947, an area of programming called linear programming was created and it was used in a number of mathematical applications such as operations research. In 1949, other applications were developed and started to be used in management of tasks related to the petroleum industry. Mixed-Integer Linear Programming Model for Gasoline Blending and Distribution scheduling During mixed integer programming, it is assumed that perfect mixing can be achieved at the blend header and that the changeover time between various products can be neglected. The scheduling model involves the use of a number of constraints such as material balance constraint (Prn, Harjunkoski Westerlund, 1999). This constraint states that the amount of product s in tank j at the previous event should not be higher than the amount of products stored in tank j. The following formula is used to obtain material balance:Pst(s,j,+1) = Pst(s,j,n) + Blnd(s,j,n) -lift(I,j,n) Another constraint used is the allocation constraint which states that when the amount of product j is not zero at point n, that is lift (I,j,n) =0 otherwise (Quesada Grossmann, 1995). To ensure task splitting is not experienced, the constraint above is processed only once when the case of a small order is involved. In some cases, it can be processed three times. Another constraint used is the demand constraint which is used to determine the amount of processed materials that can be contained in a particular tank at a particular time when the products are lifted from stock tanks (Ramage, 1998). In order to understand this constraint, the formula used is:uv(I,j,n)=Prod-ord(I,s) In addition, the sequence constraint is used. This constraint enables understanding of the sequences in which orders should be processed and the time at which processing should start and end. Viscosity in the tanks can be understood by applying the viscosity constraint which can be represented by the following formula:VISCt= (MIUV XQC) It should be understood that this equation is non-linear and thus hard to solve. However, when suitable mathematical treatments are provided to the equation, it is possible to derive an exact linear program model. Application of Mathematical Programming Language during Supply of Oil, Blending, Product Distribution and Refinery Planning An example of mathematical programming language that can be used to describe the process of supply, blending and distribution of oil is the matrix method (Rigby, Lasdon Waren, 1995). This is where matrices that represent supply and those that represent constraints are used so that an optimized problem solution can be obtained. For instance, in the equation below, B1, B2 and B3 represent supply, blending and distribution constraints in the order in which they appear while A1, A2 and A3 represent the associated constraints of supply, blending and distribution in the order in which they are listed. As a result of the use of this mathematical program, it is possible to understand the dimensions of the resulting optimizations. Z*= min c1X1 + C2X2 + c3X3So that B1X1 b1B2X2b2A1x1 + A2x2 + A3x3 0X1. x2 . x3 0 The above equation can be used during Liquid Petroleum gas (LPG) processing in a refinery when the raw material is fed into the heating tower so that the capacity of the heating tower can be understood and also during operation of the column such as during separation of the raw material into sub-components of petroleum such as butane and other byproducts of petroleum refinery. Improving Oil Refinery Productivity Through Enhanced Crude Blending Using LP Model In order to improve refinery productivity, it is important to ensure that optimum requirements during blending stage are established and the right mathematical and programming techniques are used to understand these requirements. For instance, programming languages such as Matlab can contribute towards understanding of the required resources so that there is no resource wastage (Shah, 1996). In addition, understanding of constraints such as the amount of a product to be stored in a tank can facilitate establishment of the right tank sizes to be used. It is recommended that linear programming tools are used in both long-term planning and daily scheduling of petroleum refining operations. However, there has been lack of consistency between the LP models and actual operations (Steinschorn Hofferl, 1997). This is due to the effects of market forces and constraints in the internal environment. However, if linear programming tools are used it is possible to identify and quantify these variations. The use of LP tool ensures that optimum objectives are achieved in the refinery scheme and costs of production are reduced. However, other planning techniques can contribute to the efficiency of oil refining activities such as planning and scheduling, receiving of products and finished products, designing processes aimed at controlling bottlenecks, coming up with optimum methods of operation that result into generation of optimum profits and coming up with a method of production that results into minimal operating costs. Buy custom Linear and Mathematical Programming Use in the Petroleum Refineries essay

Psychology of Diversity Essay Example | Topics and Well Written Essays - 500 words

Psychology of Diversity - Essay Example Illinois law severely restricted African-Americans rights and liberties. This law demanded that all African-Americans settling in the state to produce a certificate of freedom. Blacks found without certificates were to be advertised in newspapers and hired out for a year. Free blacks could not testify against whites in court. Amidst of all such human right violations, some of the blacks found ways to make their marks in Illinois by acquiring land. The life of black women was doubly burdened by their race and their sex. Free blacks, who purchased their freedom from their masters, began to found new organizations and they joined hands with white abolitionists in the fight against slavery. But even those white abolitionists discriminated them from such activities. The blacks were tortured not only physically but mentally as well by publishing cruel cartoons describing the physical features of the blacks. Despite these considerable handicaps, African-Americans became the most significant Americans by the 1850s. The white American political system, that had so effectively marginalized them found itself quite unable to resolve the question of blacks political, social, and economic standing. The result was Civil War. The actions of President James Buchanan and Chief Justice of the Supreme Court Roger Taney to establish white supremacy and were brought immense protests from the blacks, and brought leaders like Abraham Lincoln into action. Lincoln, despite his reservations about the workings of immediate black social equality and other concessions to American societys prevailing racial prejudice, boldly argued that blacks, as much as whites, deserved the Declaration of Independences fundamental freedoms of "life, liberty, and the pursuit of happiness†, which led to the Civil War and catapulted Abraham Lincoln from relative obscurity to the Presidents chair in 1861. (Drew E. VandeCre ek, Ph.D) In this article the author has concentrated more on the slavery existed

The Apportionment Problem Essay Example | Topics and Well Written Essays - 250 words

The Apportionment Problem - Essay Example This is so that they could have more than one representative, as Five would technically have .07! Changes in population would cause this apportionment to be revisited occasionally and again, the US method of a census every decade determining representation would be the best bet. The biggest problem with this is the method is absolutely unfair in that four states (3, 4, 6 and 8) will control 65% of the votes. However the method seems to work quite well in the US where states like California and New York likewise have a large representation. Yet the country’s multiple party method seems to work quite well, for Congressional votes are generally along party lines and seldom do all members from one particular state band together (Theriault). Of course appeasing State Five by adding seats so that it could have equality in Congress could very well result in what is known as an Alabama Paradox. This occurred for that state in 1880, whereby adding seats to Congress so that Alabama could gain actually caused it to actually lose a seat, due to the mathematical statistics (Janson). Another methodology would be the Huntington-Hill, a more complex formula that utilizes square roots but which is also more equitable (See Table 2) (US Census). Based upon the calculations I have listed, apportionment is the best answer for fair and equal representation of each state. No matter how else it is drawn smaller states such as Five will always face having less representation (Much as Montana and Wyoming only also have one vote whereas minute Rhode Island has 2). The only other way would be to divide the 100 seats by the number of states (10 each), just like the US Senate has a standard of two per state, no matter the

WGS 2 Assignment Example | Topics and Well Written Essays - 250 words

WGS 2 - Assignment Example It is quite pivotal to understand that American political movements were key catalyst to channel social reform as well1. In the modern day, women are independent and have the liberty to work in corporate American. Additionally, the website discusses the intricacies of social issues that plague women. Equal pay is one of the major focal points that was heavily discussed. One of the key things that worries me is domestic violence is another issue that is depicted as a challenge for women who are seeking to have a better life. The website discusses many challenges that women face of domestic violence in their respective home, which does draw a paradigm. The idea of gender disparity in school, government and overall progression of women is clearly hindered in these cultures. . Cultures adhere to gender roles because they assign responsibilities to each gender based on family needs. For example, women in eastern cultures have to follow the cult of domesticity. I think this is a major issue as assimilation of women migration is an interesting point to