Do You Add Sulfuric Acid to Water or Vice Versa

When you mix concentrated sulfuric acid and water, you pour the acid into a larger volume of water. Mixing the chemicals the other way can present a lab safety hazard. Whether you add acid to the water or water to the acid is one of those things thats important to remember, but you may need to figure out. Sulfuric acid (H2SO4) reacts very vigorously with water in a highly exothermic reaction. If you add water to concentrated sulfuric acid, it can boil and spit and you may get a nasty acid burn. If youre wondering about the temperature change, mixing 100 ml of concentrated sulfuric acid and 100 ml of water initially at 19 degrees C reaches a temperature over 131 degrees C within a minute. The spitting or splashing of acid that results from mixing them in the incorrect order is from the intense heat produced by delayed boiling. Sulfuric Acid and Water Safety If you spill some sulfuric acid on your skin, you want to wash it off with copious amounts of running, cold water as soon as possible. Water is less dense than sulfuric acid, so if you pour water on the acid, the reaction occurs on top of the liquid. If you add the acid to the water, it sinks. Any wild and crazy reactions have to get through the water or beaker to get to you. How do you remember this? Here are some mnemonics: AA: Add AcidAcid to Water, like AW Root BeerDrop acid, not waterIf you think your lifes too placid, add the water to the acidFirst the water, then the acid, otherwise it wont be placid Personally, I dont find any of those mnemonics easy to remember. I get it right because I figure if I get it wrong, Id rather have a whole container of water splash on me than a whole container of sulfuric acid, so I take my chances with the small volume of acid and the large volume of water. Sulfuric Acid and Water Reaction When you mix sulfuric acid and water, sulfuric acid donates a hydrogen ion, producing the hydronium ion. Sulfuric acid becomes its conjugate base, HSO4-. The equation for the reaction is: H2SO4 H2O → H3O HSO4-

Gender Stereotypes Of World War II - 1180 Words

September. 1945. World War II has just ended and the men are coming back from overseas. The influx of soldiers, sailors, and airmen cause most of the women to leave their jobs because the men are back. Husbands and boyfriends are returning to their women, thus prompting the start of the â€Å"Baby Boomers† generation. Seeing as many of the women no longer need to hold up jobs, some quit to raise children and care for their husbands. Before the war, there was an image in the United States of a Nuclear Family; a husband, a wife, and a couple of children. The war had caused an interruption of this seemingly perfect picture, but with the end of conflict, Nuclear Families were able to sprout up and continue growing. Men were once again the†¦show more content†¦Tara Culp-Ressler claims that raising children to adhere to strict gender roles is harmful to their health. In her article, she refers to a three month long study that was conducted on a group of young teenagers. The study observed their behaviors based on gender and the findings concluded that both genders exhibited potentially harmful behavior patterns; a large number of the boys in this experiment were violent with one another in an attempt to demonstrate their masculinity and they would often bury their emotional struggles. The girls felt pressure to live up to standards that had been set for them to be feminine, some even taking to restricting calories to stay thin because â€Å"real women are skinny.† Adding onto the stress already felt by adolescence, the teenagers in this study denied themselves of simple rights and pleasures; the girls didn’t want to participate in sports they liked because they were afraid of looking unattractive, and the boys refused to acknowledge most emotions if not seen as â€Å"manly,† also turning down any psychological help or a shoulder to lean on. Once the study ended, the teenagers were mostly on the same page when some said that they t hought sticking to these gender roles was what they were supposed to do, even if they weren’t happy about it. To some, it doesn’t matter if people are unhappy about gender roles. The men at the Fatherhood Foundation believe that gender roles are necessary, and they explore

Eyes Wide Open By Richard Powers - 1272 Words

â€Å"Eyes Wide Open† by Richard Powers discusses ways of education in the past one thousand years and strives to find the necessary things needed to improve it in the next thousand years. Three assertions he closed the piece with are â€Å"asking not how things ought to be but how things are,† â€Å"finding out not what we should do with the world, but what we can make the world do,† and â€Å"the next thousand years must make up the difference, returning subtlety and richness and morals and lightness of spirit to the long human experiment, if any part of it is to survive.† Plato, Pierce, Whitehead, Bloom and many others have commented on this idea of how knowledge and education were and/or how it should continue to be. In my opinion, the idea of science behind everything is necessary and most likely enough to lead us toward the best form of education for the next millennium. The importance of looking at the world of â€Å"how things are, not how things ought to be,† is an controversial part of taking the step toward the ideal future of education that I and many writers would agree with. â€Å"†¦if the time required for readjustment was not short wouldn’t he provoke ridicule? Wouldn’t it be said of him that he had returned form his upward journey with his eyes ruined, and that it is not worthwhile even to try to travel upward?† (Plato 2). By asking these obvious questions throughout â€Å"The Allegory of the Cave,† Plato shows that the ideal situation is not always the outcome. In this case, after theShow MoreRelatedGlobal Warming And Climate Change1332 Words   |  6 Pagestwentieth century. Human pollution and consumption began in the eighteenth century due to the industrial revolution (Richard Smith). There is a huge difference in what scientists have studied and what is out in pop culture. 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Gladwell points out that people are shapedRead MoreEssay about Digital Democracy1436 Words   |  6 PagesDigital Democracy Over the years the media has made citizens major role players in politics. Ross Perot opened eyes by putting the 1992 Election in the media and thereby allowing voters to become directly involved in politics. The Internet, the new form of mass media â€Å"has turned into a major political and media industry† (Grossman 16). Because of the rise the Internet has taken, the idea of direct democracy has risen. The foundation of direct democracy is in self-government. The claim isRead MoreAnalysis Of The Novel Dracula 1452 Words   |  6 Pagesbeing vampires. However, the modern vampire did not begin to develop until the early 18th century. Characteristics of the romantic vampire first came from the short story, â€Å"The Vampyre† by John Polidori, written in 1819. 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Importance of Organizational Change Samples †MyAssignmenthelp.com

Question: Discuss about the Importance of Organizational Change. Answer: Concept of organizational change Organizational change refers to the modification of the existing structure in an organization. However, incorporation of the new features or developments of the new infrastructure in an organization is also associated with the organization change. In order to gain competitive advantages it is crucial for an organization to carry out their business operation efficiently and effectively (Morin et al., 2016). Any business should embrace change in their organization to achieve the success. Change allows the business to alter their working environment. On the other hand, some internal and external forces are associated with the organizational change as these make an easy way through which the change can occur frequently. Political, social, economic and technological factors involved in the change management. However, change can be positive or negative. It may lead the organization towards success or affect its continuity (Benzer et al., 2017). In the contemporary organization, change can improve the efficiency of the staffs as well as the organizational performance. On the other hand, it can be said that individuals are accustomed to a specific lifestyle and any variation in this life can be termed as change. In an organization, change may bring positive culture in the workplace that will lead the organization to meet the goals. Importance of organizational change for the contemporary organization Fast moving environment is crucial for any business in the recent years to gain the competitive advantage in the global market. However, without incorporating a change in the system the business will lose their competitive edge (Burke, 2017). Without a change, the business cannot be able to meet the demand of the customers and to build the base of the customer loyalty. Implementation of the change in the contemporary organization makes the organization dynamic. On the other hand, organizational change enables the business owner to address the issues in their system and develop a necessary solution to mitigate such changes. When an organization face changes then they need to identify the scope of the changes from which they get benefits. Change focuses on the adoption of new technology that is crucial for every organization (Doppelt, 2017). Through the implementation of the changes in an organization, the contemporary organization can increase their productivity. Customer needs change over the time, as a result, it is important for the organization to embrace change and meet the growing demand of the customers. Therefore, change gives an opportunity to the employees to learn more and develop their skills, which makes them creative and allows them to share new ideas regarding the organizational success. Training is a crucial part of the organizational change to develop the skill of the employees. Discussion of the reason for which the change management fails in an organization Poorplanning of the change management is a big reason for the failure of new changes in an organization (McLean, Antony Dahlgaard, 2017). However, often the leaders in an organization focus on the implementation of a new system in a business without preparing a proper planning. This affects the success of a changemanagement in an organization. Lack of resources is another barrier to the successful change management. Due to lack of financial and human resources change management fails. On the other hand, inadequate support from the leaders is another big reason for the failure of change management as if the stakeholders are not involved properly then it is hard for the organization to facilitate change. As for example, Nokia has introduced an open source strategy and created a hybrid model in their business to gain competitive advantages. However, the stakeholders engagement in this process was very poor as there was a communication gap (Ciesielska, 2017). Hence, the stakeholders wer e unable to share their vision with the leader. It is important for an organization to engage their stakeholders while transferring their business from one-step to another (Eberhart et al., 2017). Due to the poor collaboration of stakeholders implementation of the hybrid model in Nokia failed and the position of Nokia in the mobile technology market becomes affected. Discussion of the further reason for the failure of change management in an organization Leaders often focus more on the system rather than the people of an organization while implementing a change in the organization (McLean, Antony Dahlgaard, 2017). This is a big factor for, which the organizational change fails. On the other hand, a mismatch between the organizational culture and the new system is another big reason that affects the success of the organizational change. As for example, Avinor is the Norwegian airport management and air navigation service provider faced challenges during their change management. However, there was a mismatch between the implemented change and the type of the organizational culture (Lofquist, 2011). They have implemented a new operation system in their business. During this process, the authority of the organization did not follow the organization culture, which led the organization to face issues during their change management. However, it is important for the organization to implement change that should fit with organizational cultur e to gain success. Hence, in the context of Avinor, the change management failed due to the dissimilarities between the implemented change and the organizational culture. References Benzer, J. K., Charns, M. P., Hamdan, S., Afable, M. (2017). The role of organizational structure in readiness for change: A conceptual integration.Health Services Management Research,30(1), 34-46. https://doi.org/10.1177/0951484816682396 Burke, W. W. (2017).Organization change: Theory and practice. Sage Publications. Ciesielska, M. (2017). Nokia on the slope: The failure of a hybrid open/closed source model.The International Journal of Entrepreneurship and Innovation, 1465750317742843. https://doi.org/10.1177/1465750317742843 Doppelt, B. (2017).Leading change toward sustainability: A change-management guide for business, government and civil society. Routledge. Eberhart, R. N., Eesley, C. E., Eisenhardt, K. M. (2017). Failure is an option: Institutional change, entrepreneurial risk, and new firm growth.Organization Science,28(1), 93-112. https://doi.org/10.1287/orsc.2017.1110 Lofquist, E. A. (2011). Doomed to fail: A case study of change implementation collapse in the Norwegian civil aviation industry.Journal of Change Management,11(2), 223-243. https://doi.org/10.1108/JSMA-06-2014-0041 McLean, R. S., Antony, J., Dahlgaard, J. J. (2017). Failure of Continuous Improvement initiatives in manufacturing environments: a systematic review of the evidence.Total Quality Management Business Excellence,28(3-4), 219-237. https://doi.org/10.1080/14783363.2015.1063414 Morin, A. J., Meyer, J. P., Blanger, ., Boudrias, J. S., Gagn, M., Parker, P. D. (2016). Longitudinal associations between employees beliefs about the quality of the change management process, affective commitment to change and psychological empowerment.human relations,69(3), 839-867. https://doi.org/10.1177/0018726715602046