A Practical Criticism Essay Example for Free

A Practical Criticism Essay This paragraph is a descriptive one. It sets the tone for the attitude of Dickens towards the workers, and the factories, which they inhabit. He describes Coketown as a shockingly realistic one and so in doing so further terrifies the reader into forcing them to open their eyes to the devastating world in which they inhabit. This is strange, as although Dickens is seemingly writing proletariat propaganda, his audience is in-fact the nobler classes. Therefore we could be jousted into believing that Dickens is fronting a more revolutionary and extremist movement, as this novel, ad the time of its publication is closely linked to the French revolution- which Dickens confronts in A Tale Of Two Cities- and Britains own industrial revolution. The emphasis hanging greatly on the latter. However here Dickens uses a masterful array of techniques in which to produce, if anything but concise, a well structured and detailed report upon the aesthetical roles of the workers. Dickens, by starting aesthetically, allows the reader to transform the basic principles in a manner in which to interpret the foundations of his novel. He uses much imagery to entice the reader into the story, and so allows the reader to get involved, which runs very consistently and conveniently with the origins of the story, as the story-line is one developed from his experiences and observations, of the lack of morality, ethics, and equality not just for a human but, cruelty suspended only for even animal like tendencies. Here he addresses the monotonous and repetitive life of the worker, which is reminiscent of a factory assembly line. Dickens here seems to be a firm believer of the notion that we are just all bit parts in the machine called life. He represents this through the fact that the workers will allow their work and their greed and will to progress to occupy their life to such an extent that it engulfs them. And destroys their very life turning it into a robotic nightmare, as they are too transfixed with a detached goal that they themselves become detached from life. The first three lines are descriptive ones, which describe the setting for which the description of the workers is to follow. This is a very distinct, technique, but one that is very Dickensian as it layers the detail until a complete picture of a vast magnitude of separate and individual objects, which are all commingled so to produce a comprehensive guise of the effigy that Dickens is trying to manifest. Here Dickens uses a contrast of adjectives so to not only add light to the picture but to also add colour, as Dickens presentations are so grand and meticulous that they allow you to revoke an exact image on which you can add or finish in accordance to your adoption of the subjects that Dickens so mildly scathes. Earlier on in the Chapter it is suggested that it is not often cheerful in Coketown; A SUNNY midsummer day. There was such a thing sometimes, even in Coketown. However Dickens having already affronted the situation of the weather, reengages in the daily pleasantries of setting and discussing the weather once more. This is used as an example of repetition whereby Dickens is trying to show that it is even a remarkably cheerful day among the factories. We can infer from this that Coketown has two separate breeds of weather, one for the town and another for the factory. This, therefore ray of sunshine is therefore repeated as it is a bout of astonishment, the astonishment being that not only is the sun shinning upon the factory, but that it is able to; as we are told that a heavy vapour droops over the town. This vapour is caused by the soot and smog produced by the factory. This is a primary reason why we are presented with a town, quite adequately named COKETOWN; this being so due to the manufacture of coke (A primary fuel made by heating coal until it is vaporised and evaporates to form a gas) heralding such a high standing in the usage and manufacture of fuels (Through the 1800-1920 coal was the major source of power and was used, as the only alternative to drive much of the machinery being produced in the industrial revolution). Dickens acknowledges that the pollution produced as a consequence would create a thick black smog that hung over the town, as if always having miserable weather, hence the use of light in the novel is very important as it is in scarce amounts, and so most of it is artificially generated, which continues the connection of the workers to the machinery that they slave upon. Yet Dickens pays much attention to the lighting and, so uses it in a strongly Biblical manner, where he illuminates- as if a ray of God or Hope- a character or object when it is of importance. He uses the light, as a spotlight so to beam down and allow that thing to stand out and be noticed. Much of this is subconscious techniques that inevitably draw our attention, so to coincide with that of Dickens, and so lead us along his chosen path and ideas. He therefore is dictating the course of events and the path in which we value, and follow them. He puts this to practise here where he parts the heavens so that the sun was so bright and so illuminated the factory. Here Dickens seems to freeze the course of action, so to explain to his audience the significance of this by describing the factory, and the procedures, which occur inside. It is here that Dickens begins to really piece together the puzzle that he has created by edifying the gravity of the factory combined with the impact and dictating role that it has upon its workers lives. Dickens adds a final note that it could not be looked at steadily. He does this so to relate to us just how intense the light is, so that we can digest the information and understand the deeper more into place and constructed motives behind the description. The Stokers whom he refers to, are the people that burned the coal, it is strange yet justified that he introduces them by surfacing them above ground, from their underground home. Here Dickens is condemning people. He is using the darkness and filth, to show that the job is unsanitary. He describes them as rising from underground, which shows me that this is ambiguous, as it primarily, suggests a rising of the dead. This connotation can be used if he means that the men in mind are dead, and only resurface in body from their telling and taxing work. However it could also mean the underground, which would connote to Hell and the Underworld, showing a somewhat style of imprisonment. The black soot that dresses the workers could be a means of describing the workers as second-class citizens, as during this time Slavery (Which Charles Dickens did not condemn) was common place, and the slaves were of African origins, and so the soot may be a symbolic reference. The next sentence shows the lack of care or of standard of life for the workers as they all piled out into factory yards and had to make makeshift seats etc There were no benefits, or luxuries for doing such a dangerous job, and all they had during their break was a yard, which they could sit. This shows the greed, and immorality of the factory owners, as they had no consideration for the workers; all they saw them as was workers, and a means to progress under the workers strains. Dickens in the meanwhile, although documenting on such an atrocious act of humanity, makes it somewhat poetic, by his short spells of alliteration: sat on steps posts, and palings contemplating coals. It is the final piece that intrigues me the most. Here, in his abrupt, inventory-like ramblings, we see a great collage of punctuation; he uses the repetition of and in a child-like manner, which only adds to the satire of the paragraph, as he constructs the sentence with a plethora of suspense, which builds an ascendancy of dismay. He also makes use of the comma to break up the sentence, where the final moiety seems to belong to a separate sentence. He creates a rambling through this technique of issuing objects, as if he was checking them, in a Gradgrind, utilitarian-like roster.

HRM Department of British Airways (BA)

HRM Department of British Airways (BA) The following paper seeks to identify the human resource management department of the British Air ways. It shows the key HR activities of the British airways with reference to the two models of human resource. Moreover, it also evaluates and analyses the various HR planning and development programs implemented by the British airways. Finally the paper concludes by highlighting how the human resource is indicated and monitored. The report based on a case study and the majority of the information is taken from the case study. SUMMARY In 19th century British Airways is the worlds largest international airline and one of the most successful organizations in the airline business. British Airways (BA) was created by the merger between BOAC and BEA in 1974. BA was not always been quite much successful. The company was going in loss and BA had serious difficulties retaining customers in a competitive international airline industry. In 1980 BA recorded significant losses and there was not much profit to meet the running expenses of the organization. As a matter of fact British Airways delayered their bureaucratic management staffs that were mostly Air force retired officers and replaced them by managers having experience in the service industry. For the achievement of success BA launched many programmes to come out of the organisations loss which changes the culture and environment of the company. These programmes were successful and many customers were attracted towards the airline, which resulted British Airways one o f the worlds leading airline. HRM ACTIVITIES Although the British airways are seen to have implemented numerous strategies to allow human resource development the following are the three key areas where development is most significantly seen. Training and development Reward management Performance appraisal TRAINING AND DEVELOPMENT British Airways has decided a significant investment in training and development that would improve the organization image of Helpfulness. On the basis of research BA found out that customer are satisfied and dissatisfied with friendly and unfriendly, caring and uncaring behavior of staff. As a result of these research findings, BA faced the task of designing and facilitating a training programme that would enable a total change in values and attitudes across the organization, particularly for staff that were exposed to customer contact. BA arranges several training and development programme for both new and old staff. These programme made much change in the behavior of the staff and due to which many customers were attracted towards this airline. British Airline recruited more staff, provide training to the new and developed the old staff for their excellent customer service. it can be clearly identifies that implementing these training programs prove to be highly essential for the organization to attain this objective of increasing the goodwill that the British airways had from the side of the customers. These programs also prove important to improve the revenue and sought to reduce the overall cost that the organization had. (Dessler, 2008) However, at the same time it is also important to note the fact that the success that British airline was not only and solely due to an increasing employee training but there were several other factors which were also important and contributed to the increasing revenue levels. One of the factors included improved legal and government conditions along with technological changes.BA has encouraged individual learning by providing wide employee access to two major learning programs. The first program is based upon principles of open learning; it can finally lead to an MBA and provides a number of progressive stages and qualifications. The completion of each stage gives access to the next qualification. The MBA awarded by the University of Bath. The second program Top Flight provides a series of Academies which are a number of development steps, designed to allow an individual to progress to an executive position. REWARD MANAGEMENT British Airline was motivating people with good remuneration package and rewards. They moving towards individually determined remuneration as well as both intrinsic and extrinsic benefits. They were giving standardized pay and also individual performance pay. The main proportion of salaried staff earnings is based upon pay rates which are governed by a job evaluation grading system. There is also a company -wide performance related bonus scheme paid to all employees and there have been offers of free and discounted shares. BA has also introduced an opportunity for all employees to purchase tax free shares through a trust using their company performance bonus. BA pays standardized salary as well as individual performance pay. They know that if employees are satisfied they will give the best effort for the company success; employees are start thinking that they are the part of company. So, it is clear that through the training Development programme and good remuneration packages staffs provide the high quality customer services and would be more committed to the company. Employees are more committed toward company for their remuneration package and rewards. And they go ahead to achieve the organization goal. PERFORMANCE APPARASIAL Performance appraisal measures the qualitative and quantitative aspects of job performance. An appraisal evaluates not only the employees performance but also his potential for development. The primary objectives of an appraisal are to assess past performance, to identify training needs, to set and agree on future objectives and standards, and to facilitate the achievement of these goals. Individual employee development is a part of a broader concern that BA has developed for the individual employee .As a part of the overall concern with organization culture, BAs philosophy has focused much more attention upon individual performance and this has led to the induction of a companywide -appraisal scheme. The main purpose of this scheme was to improve the relationship between reward and performance and this has reflected in a linked element of performance related pay. British airway has introduced performance related payments. Thus the more efficiently each of the employees works, the more likely it is for the organization to pay the individual worker a certain amount of payments. Moreover, there have been numerous and increasing companywide appraisal schemes introduced by the organization. Thus the harder and more the employee works, the more likely is it for the employee to earn a greater reward in the organization. Moreover, the amount of employees receiving remunerations on an individual basis is increasing at a radical rate at the organization. For instance the administrative staff at the British airways has also started being paid on the basis of their performance. (Armstrong, 2007) HRM MODELS MACTHING MODEL HARVARD MODEL MATCHING MODEL This model states that the HR systems and the organisation structure should be managed in such a way that is similar with the organisational strategy. This is the hard HRM which is interested only in making money or profit. It focussed on individual and organisational performance and concentrates on managing human assets to achieve strategic goals. It explained that there is human resource cycle that consists of generic processes like organisational structure, mission and strategy, human resource management, selection, performance, appraisal, rewards and development. It is based upon strategic control, organisational structure systems for managing people. It requires that human resource strategies have a tight fit to overall of the business. Mission and strategy Economic forces Cultural forces Organizational structure Human resource management MISSION AND STRATEGY: Mission means the specific target that the company wants to reach and strategy is the way through the company can reach their target. The mission of British Airways is to be the best and most successful airline in the world and the strategy is by providing high quality of customer service through resource planning which could not be easily duplicated. ORGANISATIONAL STRUCTURE: This means all the required things that needed to achieve the target. BA launched some programmes for their staff like putting people first, customer first campaign, managing people first, etc. They gave more powers to the line managers to take quick decisions and also break down bureaucracy. They also provide some learning programmes like MBA and series of academies for their staff. HUMAN RESOURCE MANAGEMENT SYSTEM: This is related to the recruitment of new staff. BA replaced some managers which were Air Force retired persons with the staff with analytical skills or the intellectual capacity rather than management experience in the service industries. HARVARD MODEL This model was developed by Beer et al in 1984. This is the soft model which aims at enhancing the commitment, quality and flexibility of employees. Soft model is also known as high commitment management. Here more responsibilities are given to the line managers for ensuring the alignment of competitive strategy and HR policies. This model is based upon individual influence, work systems, rewards and human resource flow; and concentrate upon outcomes for people. Its main components are work system, human resources flow, rewards, stakeholder interests, situational factors, HRM policies choices, HR outcomes, long term consequences. Stakeholder interests Shareholders Management Employee groups Government community unions HRM policy choices Employee influence Human resource flow Reward system Work system HR outcomes Commitment Competence cost-effectiveness Long-term consequences Individual well-being Organizational effectiveness Societal well-being Situational factors Workforce characteristics Business strategy and conditions Management philosophy Labor market Unions Task technology laws and societal values In Harvard model, extra powers and authorities are given to the line managers to fulfill organisations objective. This incorporate recruitment, selection, development and redundancy for the people in the organisation. Managers have to ensure putting right employee at right place and in right time. To motivate productivity, Harvard Model suggested some rewards system to the employees, which include pay, bonus, free and discounted share, holidays, health insurance, empowerment, etc. This model includes long term consequences which refer to individual well beings. These incorporate individual interest, organisational competencies, and the need of the society and community as a whole. In this model, stakeholders are those persons who have interest or shares in the organisation. Situational factor includes workforce, labour markets, union representation, laws, business environment, technology and work system; these issues lead to the HRM policy choices of employee influence. Work system r efers to the efficiency and productivity of work force to meet the organisational goal. For work to be done effectively, efficient communication channels and correct technology are needed. For this purpose, British Airways gave more powers and authorities to the line managers, so that there should not be any kind of delay and they can take quick decisions. HR Planning and Development Methods Firstly British Airline tends to recruit on the basis of analytical skill and intellectual capacity rather than management experience in a service industry. They are always tried to ensure that staff would provide a consistent high quality service to customers an achieving efficient flight operations. Many managers had also joined the company from Royal Air Force. They recruit the perfect person and place them on exact position. Secondly, British Airline setup several training programs for both new and old staff. Such as Customer First Campaign to meet the customer needs. Putting People First which was two day programme aimed at almost 20000 staff that had significant customer contact. This program was designed to persuade participants to examine their own existing values towards their passengers and where necessary to replace them with more helpful and supportive ones. Managing People first a one week residential training course. The programme was specifically designed to breakdown the bureaucracy. The bureaucracy had developed underlying values of order, rationality, dependability and system control. Finally British Airline pays good remuneration to employees and also gives both intrinsic and extrinsic rewards. They plan to motivate people as well as make their assets. BA offers free and discounted shares. BA has also introduced a novel scheme which gives an opportunity for all employees to purchase tax-free shares through a trust using their company performance bonus. BA has encouraged individual learning by providing wide employee access to two major learning programs. The first program is based upon principles of open learning; it can finally lead to an MBA and provides a number of progressive stages and qualifications. The completion of each stage gives access to the next qualification. The MBA awarded by the University of Bath. The second program Top Flight provides a series of Academies which are a number of development steps, designed to allow an individual to progress to an executive position. Evaluation: British Airlines corporative objective is To be the best and most successful airline in the world. So to achieve this objective it makes huge investment on human resources. It recruits highly skill and intellectual people. BA replaces them with more helpful and supportive ones. It provides training on the basis of different skills. It developed employees as more customer friendly, knowledgeable and efficient. They form trade union for welfare or participation of line staff on strategic plan of the company. BA pays standardized salary as well as individual performance pay. They know that if employees are satisfied they will give the best effort for the company success; employees are start thinking that they are the part of company. So, it is clear that through the training Development programme and good remuneration packages staffs provide the high quality customer services and would be more committed to the company. And they go ahead to achieve the organization goal. HR Performances of British Airways In seventies BA performances were disappointing, When BA had serious difficulties retaining customer in competitive international airline industry. In 1980 BA recorded significant losses. Before 1990 BA found negative attitude from passengers in a research. Customers were dissatisfied with customer BAs customer services. For this reason BA redesign and restructure its Human Resources. BA makes huge investment on HR planning and HR performances. It setup many training and development program for line staffs and managers. It is hard to say how much impact the programme has had; it is commonly understood in training circles it is difficult to measure the value of training. However, British Airline believes that this programme has been successful, that a significant cultural change has been achieved at all levels of the organization, and that this cultural change has made a significant contribution to the steady improvement in the business performance. An extensive market research shown that customer have developed more positive attitudes towards service that they now receive as compared with the predominance of negative attitudes that were recorded in similar surveys conducted earlier in the 1990s. These satisfied customers must have an important factor in supporting BAs performance improve improvement. So its easily identified that with this HR planning and development, BA increases their HR performance that lead to the improvement of the organizations performance. On the other hand BA employees now more happy with remuneration and rewards. They are getting opportunities to learn through different training and qualification of MBA degree awarded by the University of Bath after competition of management training. They are getting basic pay as well as individual performance pay and scheme that benefited them more than the before. Through the trade union employees can participate on organization strategic decision. They can raise their voice against any critical issue of the company. That makes the employees happier. Employee turnover are less now than before .Employees are satisfied with their job description, responsibilities and working environment. Employees absenteeism is reduced significantly. They are now highly committed to the company success. Ways to improve HR performances It is very difficult to suggest BA. Because they are the worlds largest passenger airlines company in the world and they have many intellectual people for hunting innovation idea and planning every moment. In spite of this practical situation some ways of improvement are described below: British airlines significant development is that they made a small HR strategy and planning department with some specialist people in the UK. It can be suggesting that if they integrated more people with this department and also spread not only in Europe, but also other continents where they are earning more. As a result same cultural people will provide customer service to their own customers. They can easily share their feeling and fulfill the needs of customer. Employee would be happy to serve same people as like they are. British airline can run different talent hunt programme for recruit their best fitted people. They can go to the college and university and pick up the best student; those are very keen to learn and have creative ideas for the future excellent service both customer service and flight operation. BA can launch more training and development programme after certain time to compete with the competitors and updated technological knowledge. They have to push their employee towards extrinsic rewards to see happier. CONCLUSION Thus as highlighted by this paper, the British airways successfully manages the human resources department by an increasing amount of planning and organization. They also launched some learning programmes for the employees to do MBA and to reach at executive position. They mainly concentrated upon the improvement of delivering good customer service so that they can attract more customers and gain more profit; with this they want to become the worlds most successful airline. At the end, I can say that it is crucial to use both soft and hard HRM in order to meet the organisational business requirement and to remain worlds most successful airline.

The Internet Essay example -- essays research papers

The Internet Imagine a place where people interact in business situations, shop, play video games, do research, or study and get tutoring. Now imagine that there are no office buildings, no shopping centers, no arcades, no libraries, and no schools. These places all exist in a location called the Internet - "an anarchic eyetem (to use an oxymoron) of public and private computer networks that span the globe." (Clark 3). This technological advance not only benefits people of the present, but also brings forth future innovations. People use the Internet for many purposes, yet there are three popular reasons. First, there is the sending and receiving of messages through the electronic mail. Second, there are discussion groups with a wide range of topics in which people can join. Finally, people are free to browse into vast collection of resources (or databases) of the World Wide Web. Electronic mail (e-mail) brings a unique perception into the way of communication. Although, it did not replace the traditional means of communication such as letters and telephone calls, it has created a new method of transmitting information in a more efficient way. E-mail saves time between the interval of sending and receiving a message. Sending an e-mail message halfway around the world can arrive at its destination within a minute or two. In comparison, a letter can take from a few days to a couple of weeks, according to ...

History of the Theater Industry :: essays research papers

The theater industry has been around since the beginning of time, when "one or more human beings, isolated in time and/or space, presented themselves to another or others." And when people started to realize that they could make a profit from doing this, they decided that, that was the best thing to do. The earliest recorded plays that still survive to this day are those of Ancient Greece. Between c. 550 and c. 220 BC, in Athens, the theater industry began to grow into an entertainment business that people would pay to see its happenings. It was more than just amusement for friends and family. It had become and art, and sometimes a competition to win a wreath and respect. Amphitheaters were being made just for performance venues, and they were usually always full for every show. Because of the shape of the amphitheaters the acoustics were far better and even people in the 100th row could hear what was happening on the stage. People loved the idea of being able to watch actors act out a story right in front of them. The Greek way of theater influenced the Romans, and of course like they had been doing all through history, they stole the idea of theater and made it their own. They made it less religious and because the audiences were usually rude and loud during performances, they made up a code by wearing certain outfits to show who they were in the story. When the fall of the Roman Empire happened, the idea of true theater sort of got lost among the rubble. Most plays didn?t survive, and smaller professions such jesters and mimes, began to take the scene, by providing entertainment solely to royalty. Then religious plays began to come back. This was the beginning of the era of Medieval European Theater. Only men were allowed to act on stage. Even girl parts were played by men. Some boys were castrated to prevent their voices from becoming lower just to make sure that they could play a female role. It seemed like it would?ve been easier to just have woman in shows, but women still didn?t have a lot of rights, and many people thought that it was unladylike to act and have a woman in a man?s occupation. Finally, in the late 1500?s, a man named Shakespeare came into popularity with his famous plays, the very plays that are still being performed to this very day.

Death in Auden’s Funeral Blues, Forche’s Memory of Elena, and Dickinson

Death Reflected in Auden’s Funeral Blues, Forche’s Memory of Elena, and Dickinson’s Last Night that She lived Death is a natural and inevitable part of life. Everyone will experience death, whether it is of a loved one or oneself. In W.H. Auden’s poem â€Å"Funeral Blues† (1003), he describes such a catastrophic event and the drastic effect that it has on his life. It is interesting how people choose to accept this permanent and expected event, death. Similarly, Emily Dickinson has written many poems about death, such as â€Å"The last Night that She lived† (843), which describes a family waiting for a woman or girl to die and the dreary and depressed mood that exists within the household. Mourning is considered a perfectly healthy reaction when someone who is deeply loved and cared about passes on, and this is illustrated in â€Å"The Memory of Elena† (1070-71) by Carolyn Forche. She writes about the events following a funeral and also flashes back to the actual moment that a wife has watched her husband die. W.H Auden’s â€Å"Funeral Blues,â⠂¬  Carolyn Forche’s â€Å"The Memory of Elena,† and Emily Dickinson’s â€Å"The last Night that She lived† are all poems which share death as their subject matter, but differ in the fact that they discuss death in a unique style with a variety of literary devices to make them more effective. Upon reading these poems, I could relate to each strongly on a personal level. Each poem expresses a different view of death and the different stages of acceptance and grieving. When I was younger, my grandmother passed away. I was quite fond of my grandmother and she and I had a close relationship. When she passed away, I was devastated and went through a series of phases and emotions, much like those descr... ...otions are expressed in the poems â€Å"Funeral Blues† by W.H. Auden, â€Å"The Memory of Elena† by Carolyn Forche, and â€Å"The last Night that She lived† by Emily Dickenson. Although each poet writes with his or her own literary techniques, such as rhyme scheme and hyperbole, symbolism and repetition, and dramatic pauses, they all have made the experience of death seem real and personal to the reader, and that is why their works are considered great works of modern, contemporary, and classical poetry. Works Cited Auden, W.H. â€Å"Funeral Blues.† Literature. 5th ed. Ed. Robert DiYanni. New York: McGraw-Hill, 2002. 1003. Dickinson, Emily. â€Å"The last Night that She lived.† Literature. 5th ed. Ed. Robert DiYanni. New York: McGraw-Hill, 2002. 843. Forche, Carolyn. â€Å"The Memory of Elena.† Literature. 5th ed. Ed. Robert DiYanni. New York: McGraw-Hill, 2002. 1070-71.

Half-Life of M&Ms Essay

Introduction Half-life is the time required for something to fall to half its initial value. The half-life of a radioactive element is the time it takes for half of its atoms to decay into something else. M&Ms were chosen because they all have the same m mark on the on one side. In this lab you will go through predicting and counting the number of remaining â€Å"mark-side up† candies that should help understand that rates of decay of unstable nuclei and how it can be measured; that the exact time that a certain nucleus will decay cannot be predicted; and that it takes a very large number of nuclei to find the rate of decay. Purpose To stimulate the transformation of a radioactive isotope with M&Ms over time and to graph the data and relate it to radioactive decay and half-lives. Materials and Safety Materials * 200 pieces of M&Ms (trademark only) * Shoe Box * Pen/Pencil * Paper Towel Safety- No safety precautions needed Procedure 1. Count out 200 M&Ms. Place all 200 candies in the shoe box with the letter facing up 2. Cover the box and shake it vigorously for 3 sec. This is 1 time interval. 3. Remove the lid and take out any atoms (candies) that have â€Å"decayed†, that is, that are now showing lettered sides down. Record on the data table the numbers of decayed and remaining atoms. 4. Replace the cover on the box, and shake for another 3-sec time interval. Record the number of â€Å"radioactive’ atoms remaining. 5. Keep repeating time interval trials until all atoms have decayed or you have reached 30 sec on the data table 6. Repeat the whole experiment a second time, and record all data. 7. Average the number of atoms left at each time interval from both trial. Make a graph of your data showing the average number of atoms remaining versus time Conclusion: 1. After how many time intervals (shakes) did one-half life of your atoms (candies) decay? Trial 1- 1 interval Trial 2- 1 interval 2. What is the half-life of your candies? 3 secs 3. If the half-life model decayed perfectly, how many atoms would be left after 12 sec? 12.5 4. If you increased the amount of atoms (candies), would the overall shape of the graph be altered? Maybe, the amount of M&Ms that are flipped over after shaking is always a gamble and you never know what you’re going to get Graph of the average number of atoms remaining versus time. Conclusion 8. After one shake, which is one time interval, almost half ouf our atoms decayed. 9. The half life of the cadies is three seconds. 10. If this experiment had been conducted perfectly, 12.5 atoms would be left. 11. No, overall the shape wouldn’t change it would may become a slight rounder or steeper but the dominate shape of the line would not change 12. The experiment did not work perfectly. The percentages came pretty close to 50%. Some were way off, but for the most part they were close to 50%. From 3 to 12 secs was the closet to 50% than the other time intervals. From 18 to 30 secs the percentage started to steer father from 50%. I believe this happened because the less amount of candies or atoms the less chance the atoms will decay.

Whether the Burgess land use model is still relevant in the modern day

Urban land use models are designed to help us understand how towns develop. Although towns and cities have no exact match, the models are designed to show that every urban area has its similarities. Since models rarely take into account things like hills and rivers, there are no guarantees that the model will be completely accurate. I am using the Burgess model because it was one of the most successful land use models- it may well be similarly successful in the modern town. A man called E.W Burgess designed an Urban Land use model, naming it after himself. It was designed in his home country of America, in the city of Chicago. This is what he designed: Burgess' theory was that people competed for limited amounts of space. Only people who that the zones were arranged concentrically, different in age and character. Burgess believed that the housing became newer, and the residents became wealthier, the further they got from the CBD. The people who could afford the best land got it, people like businessmen. The poorest groups were left with the worst locations. Burgess believed that different zones of the city had different functions. These are the sections of the city that he identified: * Central business district – contains the major shops and offices, and is the centre for commerce, entertainment and transport. * Wholesale light industry- This is where the oldest housing in the city is. Such housing is usually deteriorating into slum property. Some areas are also being taken over by light industry. The locals tend to be immigrants or poorer social groups. * Low class residential- Inhabited by people who have managed to escape from the previous zone. They work in nearby factories, and have no choice but to live there so they can get to work quickly and cheaply. * Medium class residential- The housing is of a better quality, and is mostly semi detached and council estates. * High class residential- Occupied by people who can afford the most expensive properties and the high cost of properties, and the high cost of commuting. This zone also includes the commuter villages beyond the edge of the city, although there were few in Burgess' time. The Burgess model is also linked to the bid-rent model. The amount of money different land users are willing to pay for the land depends on their location- the CBD has the most expensive rents. It is the most accessible area as most transport services are focused on the city centre, and main roads meet here. The more accessible a location, then the easier it is to get there. Therefore, people prefer to have work locations that people can access easily, and are also prepared to pay more for them. The Burgess Model also ignores the fact that nearly all towns are affected by physical features such as rivers, lakes and hills. It also ignores heavy industries, and housing redevelopment. Also, in 1924, there was not so much dependence on transport as there is today. Other weaknesses in the model include the criticism that in reality, zones do not just end, and the next one begins. Zones overflow, and the model is designed for highly developed cities such as Chicago, and not 3rd world cities that you might find in Ethiopia and Sudan. Therefore, the model is not universally correct. Hypothesis 1. Land use changes with increasing distance from the centre of Blaydon. This statement fits in with the Burgess model, as Burgess claimed that the land near the CBD will be densely populated and tightly fitted, whilst the land further out of town will have more room for things like gardens. Houses will be terraced near the town centre, and semi detatched on the outskirts. This statement fits in with Burgess' Bid Rent Model, as he claimed that land in the centre of the town was more useful and therefore expensive, so less people would be able to afford big gardens. This hypothesis should be true, because in reality most towns grow from the centre, and will therefore have many buildings squashed into a small section of land near the middle, but towards the countryside there is more free space Hypothesis 2. Housing age will become younger with increasing distance from the centre of Blaydon. This theory fits into the burgess model because the further you are from the city centre the younger the houses will be because the growth of cities are from the CBD so the houses on the outskirts will be the youngest. The CBD was built first in the beginning of the development of Blaydon. This means that houses will be built after the early developments. This process will continue until there is no land to build on. This theory means that houses will be younger as you progress further form the CBD. The hypothesis should be true because the Burgess model claims city growth occurred in the CBD first then grew outwards form there. Hypothesis 3 The quality of life will improve with increasing distance from the CBD of Blaydon. This theory also fits into the burgess model because as you get further away from the CBD the environment qualities should increase and also better housing materials will be available. Hypothesis 2 links with this hypothesis because as the houses become younger, they will become more modern and better building methods will be being used. Quality of life will increase due to the steady increase of size in houses as you progress further from the CBD. Bigger houses mean more money and better quality of life. For example, big gardens and garages accompanied with driveways. In my view this is a better quality of life compared to terraced houses with no gardens. This hypothesis should be true because the house age will decrease and quality of life will increase as you move further form the CBD. Also the environment won't be as bad because the roads and air will be less congested.