Why Does Radioactive Decay Occur

Radioactive decay a the spontaneous process through which an unstable atomic nucleus breaks into smaller, more stable fragments. Have you ever wondered why some nuclei decay while others dont? Its basically a matter of thermodynamics. Every atom seeks to be as stable as possible. In the case of radioactive decay, instability occurs when there is an imbalance in the number of protons and neutrons in the atomic nucleus. Basically, there is too much energy inside the nucleus to hold all the nucleons together. The status of the electrons of an atom doesnt matter for decay, although they, too, have their own way of finding stability. If the nucleus of an atom is unstable, eventually it will break apart to lose at least some of the particles that make it unstable. The original nucleus is called the parent, while the resulting nucleus or nuclei are called the daughter or daughters. The daughters might still be radioactive, eventually breaking into more parts, or they might be stable. Three Types of Radioactive Decay There are three forms of radioactive decay: which of these an atomic nucleus undergoes depends on the nature of the internal instability. Some isotopes can decay via more than one pathway. Alpha Decay In alpha decay, the nucleus ejects an alpha particle, which is essentially a helium nucleus (two protons and two neutrons), decreasing the atomic number of the parent by two and the mass number by four. Beta Decay In beta decay, a stream of electrons, called beta particles, are ejected from the parent, and a neutron in the nucleus is converted into a proton. The mass number of the new nucleus is the same, but the atomic number increases by one. Gamma Decay In gamma decay, the atomic nucleus releases excess energy in the form of high-energy photons (electromagnetic radiation). The atomic number and mass number remain the same, but the resulting nucleus assumes a more stable energy state. Radioactive vs. Stable A radioactive isotope is one that undergoes radioactive decay. The term stable is more ambiguous, as it applies to elements that dont break apart, for practical purposes, over a long span of time. This means stable isotopes include those that never break, like protium (consists of one proton, so theres nothing left to lose), and radioactive isotopes, like tellurium -128, which has a half-life of 7.7 x 1024 years. Radioisotopes with a short half-life are called unstable radioisotopes. Some Stable Isotopes Have More Neutrons Than Protons You might assume that a nucleus in stable configuration would have the same number of protons as neutrons. For many lighter elements, this is true. For example, carbon is commonly found with three configurations of protons and neutrons, called isotopes. The number of protons does not change, as this determines the element, but the number of neutrons does: Carbon-12 has six protons and six neutrons and is stable; carbon-13 also has six protons, but it has seven neutrons; carbon-13 is also stable. However, carbon-14, with six protons and eight neutrons, is unstable or radioactive. The number of neutrons for a carbon-14 nucleus is too high for the strong attractive force to hold it together indefinitely. But, as you move to atoms that contain more protons, isotopes are increasingly stable with an excess of neutrons. This is because the nucleons (protons and neutrons) arent fixed in place in the nucleus, but move around, and the protons repel each other because they all carry a positive electrical charge. The neutrons of this larger nucleus act to insulate the protons from the effects of each other. The N:Z Ratio and Magic Numbers The ratio of neutrons to protons, or N:Z ratio, is the primary factor that determines whether or not an atomic nucleus is stable. Lighter elements (Z 20) prefer to have the same number of protons and neutrons or N:Z 1. Heavier elements (Z 20 to 83) prefer an N:Z ratio of 1.5 because more neutrons are needed to insulate against the repulsive force between the protons. There are also what are called magic numbers, which are numbers of nucleons (either protons or neutrons) that are especially stable. If both the number of protons and neutrons have these values, the situation is termed double magic numbers. You can think of this as being the nucleus equivalent to the octet rule governing electron shell stability. The magic numbers are slightly different for protons and neutrons: Protons: 2, 8, 20, 28, 50, 82, 114Neutrons: 2, 8, 20, 28, 50, 82, 126, 184 To further complicate stability, there are more stable isotopes with even-to-even Z:N (162 isotopes) than even-to-odd (53 isotopes), than odd-to-even (50) than odd-to-odd values (4). Randomness and Radioactive Decay One final note: Whether any one nucleus undergoes decay or not is a completely random event. The half-life of an isotope is the best prediction for a sufficiently large sample of the elements. It cant be used to make any sort of prediction on the behavior of one nucleus or a few nuclei. Can you pass a quiz about radioactivity?

The Phillips Curve The Epitome Of Antiquity Essay

Michael Liotti and Brian Levine Professor Predescu MA 235-H01 Final Project The Phillips Curve: The Epitome of Antiquity Abstract In this paper, we will present a model discussed at length in Todorova (2012) representing the Phillips curve, the textbook macroeconomic relationship posting a negative relationship between unemployment and inflation. Specifically, the model posits that when unemployed workers are scarce, employers must compete with one another for the remaining, qualified workers by bidding wages upward, which translates into higher costs, which combined with stronger consumption by a more employed population, generates higher prices. To the contrary, when unemployment is high, perhaps a result of an adverse shock to the economy, demand for labor falls, as does consumption and investment spending, which reduces overall economic activity and tends to reduce prices. The Phillips curve recently has come under scrutiny in the literature and among Federal Reserve policymakers. Many current members of the Federal Open Market Committee (FOMC) cite the Phillips curve as their justification for continuing to raise interest rates, but there are valid questions as to whether this relationship fits the data. Using Todorova’s model, we find via computations and numerical simulations that the behavior of the inflation rate is in all cases oscillatory in nature – calling into question both the wisdom of the textbook Phillips curve proposed by Olivier Blanchard and the

Influence of Culture Versus Communication Free Essays

First of all, defining â€Å"organizational culture is what employees perceive and how this perception creates a pattern of beliefs, values, and expectation (Matteson, 2002)†.Of course, any group or organization or human beings which gets together for a purpose has a kind of assumption invented, discovered or developed to learn and cope any issues/problems of external adaptation and internal integration that has a valuable to be thought to new members as a correct way to perceive, to think and to feel in relation to those issues/problems. At the other hand, communication is glue that holds organization together. We will write a custom essay sample on Influence of Culture Versus Communication or any similar topic only for you Order Now Without this valuable interaction, nothing can be perceived, created and everyone in the organization would act as differently with no control for an unsustainable result. The two have a relationship because, for the organization to be effective, it has to have an effective communicator in the group who must understand not only general interpretation communication concepts, but also the characteristic of interpersonal communication within the organization or organizational communication. Since influencing is the process of guiding the activities of the organization members in the right and appropriate directions with effectiveness, there is ample coloration between both, the organizational culture and communication. Without the communication, nothing can be considered, encouraged, motivated, leaded, thought, understood and leaded. For and an appropriate organization. For a formal or informal culture within an organization, the input portions are: people, money, raw materials, and machines. The process seems to be the influence process where the consideration of the group, the motivation of the group, leading as managers to supervision, encouraging the group who after all understood through the communication. How to cite Influence of Culture Versus Communication, Essay examples

Strategic Human Resource Management Gamifying Recruitment

Question: Describe about the Report for Strategic Human Resource Management of Gamifying Recruitment. Answer: 1. Introduction While considering the functions of the human resource management, the recruitment is one among its primary role. Recruitment involves attracting the potential candidates from the market or population appropriate to the specific job description, making them apply for the job vacancies and selecting the best out of them through a series of selection techniques or interviews. The selection process is a part of recruitment through which candidates who is eligible for the prescribe job is identified and appointed. The induction program comes after the recruitment and selection process which can also be considered as the final stage of the recruitment process. The primary purpose of this program is to make the new joined to get introduced with the procedure, organizational structure, operations, culture, etc of the organization (Cook, 2016). A policy can be considered as a principle of action which are proposed and adopted by the organizations so as to perform its operations and to reach its goals. The procedures can be considered as the formal ways through which the operations are performed by an organization. The procedures taken by an organization adhere to the policies proposed by it. The implement of specific policies and procedures in recruitment, selection and induction activities can induce professionalism in it and the HRM can perform these activities in more organized manner. Through formulating policies and procedures, the HRM can take these as the guidelines while formulating strategies for recruitment and selection. The recruitment and selection policies will make it clear which path and how should it be taken so as to identify appropriate candidates for the organization (Nabi, Wei and Ghous, 2016). Being the HRM of the transportation organization with more than 700 employees I take this opportunity to prepare a manual which covers the policies and procedures of the recruitment, selection and induction programs. Policies, procedures and time scale to be covered to the following activities: Identification of a vacancy The managers of each department are responsible for identifying and highlighting the need of the employees. The managers should complete a recruitment requisition form and should get the approval of the Director and forward it to the HR so as to initiate the recruitment process formally. Preparing position statement and advertisement Here the HR officials can start preparing the position statement to highlight the recruitment goal and proceed with advertisements. Initially the advertisements should be circulated internally to make the employees aware about the vacancies and then go for external advertisements. Determine recruitment strategy The recruitment strategy adopted should provide equity and fairness to all candidates. The interview panel should contain minimum 3 interviewers. The CV selection should be performed without the interference of any racial, sexual discrimination (Rahim, 2016). Establish selection procedures Ensuring the availability of the interview panel during the scheduled date, time and venue is important. Single sex panel should be avoided for the selection process. A formal document has to be prepared for communicating the interview details to the shortlisted candidates. Short Listing Person specification has to be considered while short listing the candidates. Line manager verification is essential for short listing. Any sort of discrimination has not to be practiced. Selection methodology Technical and non-technical tests have to be arranged as per the job description. Psychometric tests and reference checks has to be performed for the credibility. The selection should be made as per the fair recruitment laws of the authority (Armstrong, Landers and Collmus, 2016). Reference check The reference check has to be strictly performed so as to identify the credibility of the applicant. Selection decision The section decision has to be performed based on the interview and psychometric outcomes. The panel should not consider any discrimination here. The reason for the selection and the rejection of a candidate should be mentioned clearly. Make offer The HRM should formally provide the offer letter to the candidates. The candidates should be asked to submit all relevant documents like certificates. The offer and appointment letter should be provided which includes all terms and conditions (Landers and Schmidt, 2016). Induction All new staff members will undergo induction program or an orientation program which makes them merge with the company rules and regulations. Time Scale for the recruitment and Selection Activities Recruitment and Selection Activities Time Scale Identification of a vacancy Week 1 Preparing position statement and advertisement Week 2 Determine recruitment strategy Week 2 Establish selection procedures week 3 Short Listing week 4 Selection methodology Week 5 Reference check Week 6 Selection decision Week 6 Make offer Week 7 Induction Week 8-9 Communication The recruitment and selection manual has to be prepared as a written document. The HRM can arrange a meeting on behalf of the same and can announce the policies and procedures. The copies of the manual can be given to the managers of each department so that they could get the awareness about the policies. Then the managers can be allowed to suggest their opinions. Relevant changes can be made if necessary. Through this the policies and procedures can be communicated and implemented effectively. 2. The recruitment and selection strategy The future HR needs of the transportation organization can be identified for each department through developing a strategic HR staffing plan based on the strategic business plans of the organization. For example if the organization is focusing on enhancing its transportation service to new location then additional staff members will be required in the operations department. The job description should be developed which includes the roles and responsibilities that the candidate should perform while at work. This should be developed through a thorough job analysis. This should highlight what the organization expects from an individual while at work. External and internal advertisement should be done so as to gather the attention of the potential candidates. The advertisement should include the job specification, job description, personal specification, salary details and some other benefits, interview date, time, venue etc (Rivas, 2016). While advertising for the vacant position the HRM should consider the policies like equal opportunity, making use of the common language, etc. The advertisement should also be confined with the legal requirements like the prohibition of sexual, racial discriminations, employment rights, etc. The selection of the candidates from the list of the application can be performed through following a series of selection procedures which includes: Preliminary CV screening, sending interview call letter, written test, psychometric test, Personal interview, technical test, final round, offering the offer letter. Some of the recruitment specialists which can enhance the efficiency of recruitment are the professionals to whom the recruitment can be outsourced and the job portals. Through the recruitment professionals the CVs which are appropriate to the job vacancy can be obtained easily. Job portals can provide a large pool of candidates which makes the recruitment process easier. Finally comes the provision of the contract letter to the selected candidates which includes the job position or designation, nature of job (permanent or temporary), job description, salary and other compensation details, benefits, details regarding leave and holidays, terms and conditions, policies and procedures etc. 3. Induction Program An induction program is the orientation program or a training program. Here an accounting assistant has been recruited and an induction program is given to him. The primary objective of this program is to make the accounting assistant introduced with the transport organization and his roles and responsibilities. Through this he can better understand what the organization expects from him and the management can understand what type of training shall be given to him so as to shape his skills. The induction program for the accounting assistant can be scheduled for two weeks so that he can get a clear understanding about the operations of the organization. Some of the contents which can be enclosed in the induction program can be the exposure to the organizational goals and objective, mission, vision, policies and procedures, organizational structure, organizational culture, etc. This can be done within a week time. The remaining one week can be scheduled for his department oriented training program (Gabel, 2016). The method which can be adopted for training can be coaching through which the contents can be described easily. The senior management can be allowed to take part in the induction program so as to provide lecture. He can also be taken to the organizational visit for understanding the organizational structure better. The resources which can be utilized for training can be the annual reports, policy and procedure guidelines, PowerPoint presentations highlighting the history and development of the organization etc. Finally the induction program can be evaluated through allowing the trainee to fill the feedback form. This will enable the management to identify the effectiveness of the program (Liang and Shaw, 2016). References Armstrong, M.B., Landers, R.N. and Collmus, A.B., 2016. Gamifying Recruitment, Selection, Training, and Performance Management Cook, M., 2016. Personnel Selection: Adding Value Through People-A Changing Picture. John Wiley Sons. Gabel, J.A., 2016. Induction program design as it relates to school setting (Doctoral dissertation, UNIVERSITY OF WEST GEORGIA). Landers, R.N. and Schmidt, G.B., 2016. Social media in employee selection and recruitment: An overview. In Social Media in Employee Selection and Recruitment (pp. 3-11). Springer International Publishing Liang, J. and Augustine-Shaw, D., 2016. Mentoring and induction for new assistant principals: The Kansas Educational Leadership Institute. International Journal of Mentoring and Coaching in Education, 5(3). Nabi, G., Wei, S. and Ghous, G., 2016. Do we have proportionate gender in policy making? a study based on key government institutions of saarc region. Interdisciplinary Description of Complex Systems, 14(1), pp.39-51. Rahim, S.A., 2016. Measurement of levels of satisfaction of staff about the recruitment and selection process of Mutual Trust Bank Limited: an exploratory study. The Business Management Review, 7(3), p.282. Rivas, R., 2016. International Recruitment and SelectionMore than a Simple Extension of Policies and Practices Across National Borders. Available at SSRN 2795580.