Self Study Essay Example | Topics and Well Written Essays - 1000 words

Self Study - Essay Example The importance of self-study cannot be undermined as Shakespeare said† to thine own self be true†. There is a gem of wisdom behind that line since self-study reveals the foundations of a person’s character, values as well as environmental factors that have greatly influenced her perspectives in life. The following is an excerpt of an interview of myself done by my colleague. Mass media often plays a significant role in disseminating information to society. When asked about my favorite TV shows, books, and characters I replied that I loved watching TV shows like â€Å" Sesame Street, Mister Rogers Neighborhood Wonder Woman, Incredible Hulk and the Jefferson’s† as a child. Of course, there were many wholesome shows then but the aforementioned really suited my taste. The books I have read were â€Å"Mice and Men† George Orville, 1984, and Aesop’s fables. I loved these stories since they were filled with Fairy Tales, morals, and mythology. In fact, my favorite characters were the Tortoise and the Hare. I realized a valuable lesson from the slow tortoise: plodding along with determination will get me to where I want to be if I never give up. Until today, I kept that lesson in mind and use it whenever situations are difficult, I persevere until the end. Another character I liked was Elmo. Until today, I am not certain whether Elmo is male or female, but I do think he is male. The lessons I learned from Elmo were creativity, tolerance, optimism, and the opportunity for simple pleasures. Although the media influences children’s minds, it cannot be denied that parent’s are the primary role models for a growing child. According to Santrock (1994) : †The information that surrounds the child and which is internalized comes to the child within the family arena through parent-child interactions, role modeling,

Crystal Field Theory Versus Valence Bond Theory Engineering Essay

Crystal Field Theory Versus Valence Bond Theory Engineering Essay Crystal field theory is a model that describes the electronic structure of transition metal compounds, all of which can be considered coordination complexes. CFT successfully accounts for some magnetic properties, colours, hydration enthalpies, and spinel structures of transition metal complexes, but it does not attempt to describe bonding. CFT was developed by physicists Hans Bethe and John Hasbrouck van VlecK in the 1930s. CFT was subsequently combined with molecular orbital theory to form the more realistic and complex ligand field theory (LFT), which delivers insight into the process of chemical bonding in transition metal complexes. In the ionic CFT, it is assumed that the ions are simple point charges. When applied to alkali metal ions containing a symmetric sphere of charge, calculations of energies are generally quite successful. The approach taken uses classical potential energy equations that take into account the attractive and repulsive interactions between charged particles (that is, Coulombs Law interactions). Electrostatic Potential is proportional to q1 * q2/r where q1 and q2 are the charges of the interacting ions and r is the distance separating them. This leads to the correct prediction that large cations of low charge, such as K+ and Na+, should form few coordination compounds. For transition metal cations that contain varying numbers of d electrons in orbitals that are NOT spherically symmetric, however, the situation is quite different. The shape and occupation of these d-orbitals then becomes important in an accurate description of the bond energy and properties of the transition metal compound According to CFT, the interaction between a transition metal and ligands arises from the attraction between the positively charged metal cation and negative charge on the non-bonding electrons of the ligand. The theory is developed by considering energy changes of the five degenerate d-orbitals upon being surrounded by an array of point charges consisting of the ligands. As a ligand approaches the metal ion, the electrons from the ligand will be closer to some of the d-orbitals and farther away from others causing a loss of degeneracy. The electrons in the d-orbitals and those in the ligand repel each other due to repulsion between like charges. Thus the d-electrons closer to the ligands will have a higher energy than those further away which results in the d-orbitals splitting in energy. This splitting is affected by the following factors:- 1. The nature of the metal ion. 2. The metals oxidation state. A higher oxidation state leads to a larger splitting. 3. The arrangement of the ligands around the metal ion. 4. The nature of the ligands surrounding the metal ion. The stronger the effect of the ligands then the greater the difference between the high and low energy 3d groups. The most common type of complex is octahedral; here six ligands form an octahedron around the metal ion. In octahedral symmetry the d-orbitals split into two sets with an energy difference, Άoct (the crystal-field splitting parameter) where the dxy, dxz and dyz orbitals will be lower in energy than the dz2 and dx2-y2, which will have higher energy, because the former group are farther from the ligands than the latter and therefore experience less repulsion. The three lower-energy orbitals are collectively referred to as t2g, and the two higher-energy orbitals as eg. (These labels are based on the theory of molecular symmetry). Typical orbital energy diagrams are given below in the section High-spin and low-spin. Tetrahedral complexes are the second most common type; here four ligands form a tetrahedron around the metal ion. In a tetrahedral crystal field splitting the d-orbitals again split into two groups, with an energy difference of Άtet where the lower energy orbitals will be dz2 and dx2-y2, and the higher energy orbitals will be dxy, dxz and dyz opposite to the octahedral case. Furthermore, since the ligand electrons in tetrahedral symmetry are not oriented directly towards the d-orbitals, the energy splitting will be lower than in the octahedral case. Square planar and other complex geometries can also be described by CFT. The size of the gap Ά between the two or more sets of orbitals depends on several factors, including the ligands and geometry of the complex. Some ligands always produce a small value of Ά, while others always give a large splitting. The reasons behind this can be explained by ligand field theory. The spectrochemical series is an empirically-derived list of ligands ordered by the size of the splitting Ά that they produce (small Ά to large Ά; see also this table): Ià ¢Ã‹â€ Ã¢â‚¬â„¢ The oxidation state of the metal also contributes to the size of Ά between the high and low energy levels. As the oxidation state increases for a given metal, the magnitude of Ά increases. A V3+ complex will have a larger Ά than a V2+ complex for a given set of ligands, as the difference in charge density allows the ligands to be closer to a V3+ ion than to a V2+ ion. The smaller distance between the ligand and the metal ion results in a larger Ά, because the ligand and metal electrons are closer together and therefore repel more. High-spin and low-spin [Fe(NO2)6]3à ¢Ã‹â€ Ã¢â‚¬â„¢ crystal field diagram Ligands which cause a large splitting Ά of the d- orbitals are referred to as strong-field ligands, such as CNà ¢Ã‹â€ Ã¢â‚¬â„¢ and CO from the spectrochemical series. In complexes with these ligands, it is unfavourable to put electrons into the high energy orbitals. Therefore, the lower energy orbitals are completely filled before population of the upper sets starts according to the Aufbau principle. Complexes such as this are called low spin. For example, NO2à ¢Ã‹â€ Ã¢â‚¬â„¢ is a strong-field ligand and produces a large Ά. The octahedral ion [Fe(NO2)6]3à ¢Ã‹â€ Ã¢â‚¬â„¢, which has 5 d-electrons, would have the octahedral splitting diagram shown at right with all five electrons in the t2g level. [FeBr6]3à ¢Ã‹â€ Ã¢â‚¬â„¢ crystal field diagram Conversely, ligands (like Ià ¢Ã‹â€ Ã¢â‚¬â„¢ and Brà ¢Ã‹â€ Ã¢â‚¬â„¢) which cause a small splitting Ά of the d-orbitals are referred to as weak-field ligands. In this case, it is easier to put electrons into the higher energy set of orbitals than it is to put two into the same low-energy orbital, because two electrons in the same orbital repel each other. So, one electron is put into each of the five d-orbitals before any pairing occurs in accord with Hunds rule and high spin complexes are formed. For example, Brà ¢Ã‹â€ Ã¢â‚¬â„¢ is a weak-field ligand and produces a small Άoct. So, the ion [FeBr6]3à ¢Ã‹â€ Ã¢â‚¬â„¢, again with five d-electrons, would have an octahedral splitting diagram where all five orbitals are singly occupied. In order for low spin splitting to occur, the energy cost of placing an electron into an already singly occupied orbital must be less than the cost of placing the additional electron into an eg orbital at an energy cost of Ά. As noted above, eg refers to the dz2 and dx2-y2 which are higher in energy than the t2g in octahedral complexes. If the energy required to pair two electrons is greater than the energy cost of placing an electron in an eg, Ά, high spin splitting occurs. The crystal field splitting energy for tetrahedral metal complexes (four ligands) is referred to as Άtet, and is roughly equal to 4/9Άoct (for the same metal and same ligands). Therefore, the energy required to pair two electrons is typically higher than the energy required for placing electrons in the higher energy orbitals. Thus, tetrahedral complexes are usually high-spin. The use of these splitting diagrams can aid in the prediction of the magnetic properties of coordination compounds. A compound that has unpaired electrons in its splitting diagram will be paramagnetic and will be attracted by magnetic fields, while a compound that lacks unpaired electrons in its splitting diagram will be diamagnetic and will be weakly repelled by a magnetic field. Crystal field stabilization energy The crystal field stabilization energy (CFSE) is the stability that results from placing a transition metal ion in the crystal field generated by a set of ligands. It arises due to the fact that when the d-orbitals are split in a ligand field (as described above), some of them become lower in energy than before with respect to a spherical field known as the barycenter in which all five d-orbitals are degenerate. For example, in an octahedral case, the t2g set becomes lower in energy than the orbitals in the barycenter. As a result of this, if there are any electrons occupying these orbitals, the metal ion is more stable in the ligand field relative to the barycenter by an amount known as the CFSE. Conversely, the eg orbitals (in the octahedral case) are higher in energy than in the barycenter, so putting electrons in these reduces the amount of CFSE. Octahedral crystal field stabilization energyIf the splitting of the d-orbitals in an octahedral field is Άoct, the three t2g orbitals are stabilized relative to the barycenter by 2/5 Άoct, and the eg orbitals are destabilized by 3/5 Άoct. As examples, consider the two d5 configurations shown further up the page. The low-spin (top) example has five electrons in the t2g orbitals, so the total CFSE is 5 x 2/5 Άoct = 2Άoct. In the high-spin (lower) example, the CFSE is (3 x 2/5 Άoct) (2 x 3/5 Άoct) = 0 in this case, the stabilization generated by the electrons in the lower orbitals is canceled out by the destabilizing effect of the electrons in the upper orbitals. Crystal Field stabilization is applicable to transition-metal complexes of all geometries. Indeed, the reason that many d8 complexes are square-planar is the very large amount of crystal field stabilization that this geometry produces with this number of electrons. Explaining the colours of transition metal complexes The bright colours exhibited by many coordination compounds can be explained by Crystal Field Theory. If the d-orbitals of such a complex have been split into two sets as described above, when the molecule absorbs a photon of visible light one or more electrons may momentarily jump from the lower energy d-orbitals to the higher energy ones to transiently create an excited state atom. The difference in energy between the atom in the ground state and in the excited state is equal to the energy of the absorbed photon, and related inversely to the wavelength of the light. Because only certain wavelengths (ÃŽÂ ») of light are absorbed those matching exactly the energy difference the compounds appears the appropriate complementary colour. As explained above, because different ligands generate crystal fields of different strengths, different colours can be seen. For a given metal ion, weaker field ligands create a complex with a smaller Ά, which will absorb light of longer ÃŽÂ » and thus lower frequency ÃŽÂ ½. Conversely, stronger field ligands create a larger Ά, absorb light of shorter ÃŽÂ », and thus higher ÃŽÂ ½. It is, though, rarely the case that the energy of the photon absorbed corresponds exactly to the size of the gap Ά; there are other things (such as electron-electron repulsion and Jahn-Teller effects) that also affect the energy difference between the ground and excited states Crystal field splitting diagrams Crystal field splitting diagrams Octahedral Pentagonal bipyramidal Square antiprismatic Square planar Square pyramidal Tetrahedral Trigonal bipyramidal LIMITATIONS(CFT):- CFT ignores the attractive forces the d-electrons of the metal ion and neuclear charge on the ligand atom. Therefore all the properties are dependent upon the ligand orbitals and their interaction with metal orbitals are not explained. In CFT model partial covalency of metal -ligand bond is not taken into consideration According to CFT metal-ligand bonding is purely electrostatic. In CFT only d-electrons of the metal ion are considered .the other metal orbitals such as s,Px,Py,Pz are taken into considerations. In CFT à Ã¢â€š ¬-orbitals of ligand are not considered The theory cant explain the relative strength of the ligands i.e. it cannot explain that why water is stronger than OH according to spectrochemical series . It does not explain the charge transfer spectra on the intensities of the absorption bands. VALENCE BOND THEORY(VBT) In chemistry, valence bond theory is one of two basic theories, along with molecular orbital theory, that developed to use the methods of quantum mechanics to explain chemical bonding. It focuses on how the atomic orbitals of the dissociated atoms combine on molecular formation to give individual chemical bonds. In contrast, molecular orbital theory has orbitals that cover the whole molecule According to this theory a covalent bond is formed between the two atoms by the overlap of half filled valence atomic orbitals of each atom containing one unpaired electron. A valence bond structure is similar to a Lewis structure, but where a single Lewis structure cannot be written, several valence bond structures are used. Each of these VB structures represents a specific Lewis structure. This combination of valence bond structures is the main point of resonance theory. Valence bond theory considers that the overlapping atomic orbitals of the participating atoms form a chemical bond. Because of the overlapping, it is most probable that electrons should be in the bond region. Valence bond theory views bonds as weakly coupled orbitals (small overlap). Valence bond theory is typically easier to employ in ground state molecules. v The overlapping atomic orbitals can differ. The two types of overlapping orbitals are sigma and pi. Sigma bonds occur when the orbitals of two shared electrons overlap head-to-head. Pi bonds occur when two orbitals overlap when they are parallel. For example, a bond between two s-orbital electrons is a sigma bond, because two spheres are always coaxial. In terms of bond order, single bonds have one sigma bond, double bonds consist of one sigma bond and one pi bond, and triple bonds contain one sigma bond and two pi bonds. However, the atomic orbitals for bonding may be hybrids. Often, the bonding atomic orbitals have a character of several possible types of orbitals. The methods to get an atomic orbital with the proper character for the bonding is called hybridization VB THEORY IN TODAYS DATE:- Valence bond theory now complements Molecular Orbital Theory (MO theory), which does not adhere to the VB idea that electron pairs are localized between two specific atoms in a molecule but that they are distributed in sets of molecular orbitals which can extend over the entire molecule. MO theory can predict magnetic properties in a straightforward manner, while valence bond theory gives similar results but is more complicated. Valence bond theory views aromatic properties of molecules as due to resonance between Kekule, Dewar and possibly ionic structures, while molecular orbital theory views it as delocalization of the à Ã¢â€š ¬-electrons. The underlying mathematics are also more complicated limiting VB treatment to relatively small molecules. On the other hand, VB theory provides a much more accurate picture of the reorganization of electronic charge that takes place when bonds are broken and formed during the course of a chemical reaction. In particular, valence bond theory co rrectly predicts the dissociation of homonuclear diatomic molecules into separate atoms, while simple molecular orbital theory predicts dissociation into a mixture of atoms and ions. More recently, several groups have developed what is often called modern valence bond theory. This replaces the overlapping atomic orbitals by overlapping valence bond orbitals that are expanded over a large number of basis functions, either centered each on one atom to give a classical valence bond picture, or centered on all atoms in the molecule. The resulting energies are more competitive with energies from calculations where electron correlation is introduced based on a Hartree-Fock reference wavefunction. Applications of VB theory An important aspect of the VB theory is the condition of maximum overlap which leads to the formation of the strongest possible bonds. This theory is used to explain the covalent bond formation in many molecules. For Example in the case of F2 molecule the F F bond is formed by the overlap of pz orbitals of the two F atoms each containing an unpaired electron. Since the nature of the overlapping orbitals are different in H2 and F2 molecules, the bond strength and bond lengths differ between H 2 and F2 molecules. In a HF molecule the covalent bond is formed by the overlap of 1s orbital of H and 2pz orbital of F each containing an unpaired electron. Mutual sharing of electrons between H and F results in a covalent bond between HF COMPARISON OF CFT AND VBT Some of the properties of complexes which could not be explained on the basis of valence bond theory are satisfactorily explained by crystal field theory.CFT is thus definitely an improvement over vbt these are the following merits of cft over vbt will prove that statement: CFT predicts a gradual change in magnetic properties of complexes rather than the abrupt change predicted by VBT . In some complexes ,when Ά is very close to P, simple temperature changes may affect the magnetic properties of complexes .Thus the CFT provides theoretical basis for understanding and predicting the variations of magnetic moments with temperature as well as detailed magnetic properties of complexes ,this is just in contrast of VBT which can not predict or explain magnetic behaviour beyond the level of specifying the number of unpaired electrons. Though the assumptions inherent in VBT and CFT are vastly different , the main difference lies in their description of the orbitals not occupied in the low spin states .VBT forbids their use as they are involved in forming hybrid orbitals, while they are involved in forming hybrid orbitals, while CFT strongly discourages their use as they are repelled by the ligands. According to VBT, the bond between the metal and the ligand is covalent,,while according to CFT it is purely ionic. The bond is now considered to have both ionic and covalent charachter .Unlike valence bond theory CFT provides a framework for the ready interpretation of such phenomenon as tretagonal distortions. CFT provides satisfactory explanation for the colour of transition metal complexes , i.e. spectral properties ofcomplexes, i.e. spectral properties of complexes. CFT can semiquantitatevily explain certain thermodynamic and kinetic properties. CFT makes possible a clear understanding of stereochemical properties of complexes. REFRENCES J. H. Van Vleck, Theory of the Variations in Paramagnetic Anisotropy Among Different Salts of the Iron Group, Phys. Rev. 41, 208 215 (1932)[1] Zumdahl, Steven S. Chemical Principles Fifth Edition. Boston: Houghton Mifflin Company, 2005. 550-551,957-964. 3) Silberberg, Martin S. Chemistry: The Molecular Nature of Matter and Change, Fourth Edition. New York: McGraw Hill Company, 2006. 1028 -1034. 4 )D. F. Shriver and P. W. Atkins Inorganic Chemistry 3rd edition, Oxford University Press, 2001. Pages: 227-236. 5) http://wwwchem.uwimona.edu.jm:1104/courses/CFT.html Murrel, J. N.; S. F. Tedder (1985). The Chemical Bond. John Wiley Sons. ISBN 0-471-90759-6 6) I. Hargittai, When Resonance Made Waves, The Chemical Intelligencer 1, 34 (1995)) 7) Shaik, Sason S.; Phillipe C. Hiberty (2008). A Chemists Guide to Valence Bond Theory. New Jersey: Wiley-Interscience. 8)text book of cordination chemistry by dr.R.K. sharma pg 61,62 9)engineering chemistry by A.K.pahari,B.S.chauhan.

Ethnic Mexicans in the 20th Century Essays -- Social Movements, United

Given the social struggle of ethnic Mexicans in the United States, the 20th century turned to be pivotal in the social movements that would not only create opportunities but mobilize the ethnic Mexicans to push forward and make sure their voices where heard all throughout the century. They have used these means to incorporate into everyday life in the United States. Despite this they have struggled to achieve what in politics of the United States considers to be a ‘full citizenship’. Even though the US has dehumanized, criminalized, and subjugated ethnic-Mexicans, Social and Cultural Citizenships have changed the way of understanding politics of ethnic-Mexicans social movements because ethnic-Mexicans have countered all levels of government to achieve a form of belonging in the United States and have heavily contributed to the United States despite being discriminated. Social Citizenship is defined by â€Å"T.H. Marshall conceptualized as evolving from a combination of civil, political, and social elements in the eighteenth, nineteenth, and twentieth centuries† (Del Castillo, 95). The three keys to social citizen as defined above are civil, political and social. All these keys as fundamentals for immigrants to live in the United States while having freedoms such as, speech, religion and fundamental civil right liberties. The other two comprise of political and social, the political is the right the full right for immigrants to participate or exercise political power and finally the third is the social component that ensures that immigrants are given rights entitled to American citizens. Social citizenship is crucial in understanding because it gives the ethnic-migrants a sense of belonging in the community. These ethnic-Mexicans ar... ...becoming U.S. Citizens, something that they have been doing with other Works Cited Chavez, Alex â€Å"Labor Revolution and the Great Migration† Mexican-American History. University of Illinois at Chicago. 3. Oct. 2013. Lecture. Chavez, Alex â€Å"The Chicano/a Generation† Mexican-American History. University of Illinois at Chicago. 29. Oct. 2013. Lecture. Chavez, Alex â€Å"Constructing Illegality† Mexican-American History. University of Illinois at Chicago. 12. Nov. 2013. Lecture. Del Castillo, Adelaida R. 2007. â€Å"Illegal Status and Social Citizenship: Thoughts on Mexican Immigrants in a Postnational World† In Women and Migration in the U.S.-Mexico Borderlands: A Reader. Garcà ­a, Igancio M. 1997. â€Å"Strategies for Aztlà ¡n: Creating a Cultural Polity.† Rosaldo, Renato. 1994. â€Å"Cultural Citizenship and Educational Democracy.† Cultural Anthropology 9(3):402-411.

Law Assignment Essay

Q1- Shambu Dayal started ‘self service’ system in his shop. Smt. Prakash entered the shop took a basket and after taking articles of her choice into the basket reached the cashier for payments. The cashier refuses to accept the price. Can Shambu Dayal be compelled to sell the articles to Smt. Prakash? Decide. Answer Invitation to offer The offer should be distinguished from an invitation to offer. An offer is the final expression of willingness by the offeror to be bound by his offer should the party chooses to accept it. Where a party, without expressing his final willingness, proposes certain terms on which he is willing to negotiate, he does not make an offer, but invites only the other party to make an offer on those terms. This is the basic distinction between offer and invitation to offer. The display of articles with a price in it in a self-service shop is merely an invitation to offer. It is in no sense an offer for sale, the acceptance of which constitutes a contract. In this case, Smt. Prakash in selecting some articles and approaching the cashier for payment simply made an offer to buy the articles selected by her. If the cashier does not accept the price, the interested buyer cannot compel him to sell. Q2- Ramaswami proposed to sell his house to Rajiv who sent his acceptance by post. Next day, Rajiv sends a telegram withdrawing his acceptance. Examine the validity of the acceptance in the light of the following:- Answer The problem is related with the communication and time of acceptance and its revocation. As per Section 4 of the Indian Contract Act, 1872, the communication of an acceptance is a complete as against the acceptor when it comes to the knowledge of the proposer. An acceptance may be revoked at any time before the communication of the acceptance is complete as against the acceptor, but not afterwards. a) The telegram of revocation of acceptance was received by Ramaswami before the letter of acceptance Ans- Yes, the revocation of acceptance by Ramanathan (the acceptor) is valid. b) The telegram of revocation and letter of acceptance both received together Ans- If Ramaswami opens the telegram first (and this would be normally so in case of a rational person) and reads it, the acceptance stands revoked. If he opens the letter first and reads it, revocation of acceptance is not possible as the contract has already been concluded Q3- X’ agreed to become an assistant for 5 years to ‘Y’, who was a Doctor practicing at Ludhiana. It was also agreed that during the term of agreement ‘X’ will not practice on his own account in Ludhiana. At the end of one year, ‘X’ left the assistantship of ‘Y’ and began to practice on his own account. Referring to the provisions of The Indian Contract Act, 1872, decide whether ‘X’ could be restrained from doing so Answer An agreement in restraint of trade / business / professional is void undersection 27 of the Indian contract act, 1872. But an agreement of service by which a person binds himself during the term of the agreement not to take service with anyone else directly or indirectly to promote any business in direct competition with that of his employer is not in restraint of trade. Therefore X can b restrained by an injuction from practicing on his own account in Ludhiana. Agreement expressly declared as void. Q4- Akhilesh entered into an agreement with Shekhar to deliver him (Shekhar) 5,000 bags to be manufactured in his factory. The bags could not be manufactured because of strike by the workers and Akhilesh failed to supply the said bags to Shekhar. Decide whether Akhilesh can be exempted from liability under the provisions of The Indian Contract Act, 1872. Answer Delivery of Bags According to Section 56 of Indian Contract Act, 1872 when the performance of a Contract becomes impossible or unlawful subsequent to its formation, the contract becomes Void, this is termed as ‘supervening impossibility’ (i.e. impossibility which does not exist at the time of making the contract, but which arises subsequently). But impossibility of performance is, as a rule, not an excuse from performance. It means that When a person has promised to do something, he must perform his promise unless the Performance becomes absolutely impossible. Whether a promise becomes absolutely Impossible depends upon the facts of each case. The performance does not become absolutely impossible on account of strikes, lockout and civil disturbances and the contract in such a case is not discharged unless otherwise agreed by the parties to the contract.. In this case Mr. Akhilesh could not deliver the bags as promised because of strike by the workers. This difficulty in performance cannot be considered as impossible of performance attracting Section 56 and hence Mr. Akhilesh is liable to Mr. Shekhar for nonperformance of contract. Q5-Miss X, a film actress agreed to work exclusively for a period of 2 years, for a film production company. However during the said period she enters into a contract for another film producer. Discuss the rights of the aggrieved film production company under The Indian Contract Act, 1872. Answer Where a party comments a breach of negative term of a contract i.e., where he  does something which he promised not to do, the aggrieved party can go to court which may be issue an order restraining him from doing what he promised not to do. Such an order of the court is known as injunction. Since Miss X has agreed to work exclusively for the film production company for a period of two years, the aggrieved film production company can go to court and get injunction order restraining Miss X working for another film production company.

Employer branding

Footings of mentionsThis study highlights the lifting consciousness for the development of Employer Branding construct and its benefits for the administrations in present competitory labor market. The struggle between effectual employer stigmatization and employees ‘ rights and satisfaction toward organisation has been examined in this study with specific focal point on the unethical and commanding consequence.Introduction:Employer stigmatization is the perceptual experience of employees ‘ about an organisation as a topographic point to work. It ‘s designed for motivation and procuring employee ‘s alliance with the vision and values of the organisations. From the HR perspective the construct was subsumed the older term INTERNAL BRANDING that was basically the procedure of pass oning an organisation ‘s trade name value to its employee.Employer stigmatizationThe construct of EMPLOYER BRANDING was created in the 1990s by Simon Barrow, who founded People in Business ( now portion of TMP Worldwide ) and was the co-author of The Employer Brand. 1 In the yesteryear, Barrow had been a consumer goods trade name director and headed up an advertisement bureau in London, but subsequently became the main executive of a enlisting bureau. He was instantly struck by the similarities between the challenges faced in advancing consumer goods and in advertising the strengths of an administration ‘s employee proposition. Both, he recognised, required a strong trade name, and so the construct of employer stigmatization was conceived. He defined employer branding as a set of properties which make the employees feel more close to the company and take pride of being associated with the company they work for. Employer stigmatization is in kernel the mental apparatus of an employee where he or she receives mental satisfaction in the same mode as when he or she uses a merchandise of a preferable trade name. Employer stigmatization is hence a set of attitudes, every bit good as an array of activities and characteristics enabling the procedure of branding to be more effectual. They could be psychological ( behavior of higher-ups ) , economic ( compensation bundle, benefits ) or functional ( possible to turn, occupation assigned harmonizing to capableness ) . These definitions indicate that employer branding agencies advancing and constructing an individuality and a clear position of what makes an organisation different and desirable as an employer. It has similarities with merchandise and corporate stigmatization but the cardinal difference is its ‘ more employment particular.Recruitment and employer stigmatizationDeveloping an employer trade name is a combination of following vision, values, and behaviors, and presenting a service that shows committedness to outdo pattern and service excellence. It begins with the enlisting procedure that offers figure of tools that can be used to make perceptual experiences of an using organisation, these tools are:Job advertizement and descriptionInterview procedureOffer lettersInformation battalion for new recruitersEmployee enchiridionsInitiation and preparation.The enlisting procedure is an of import manner to construct a positive relationship between the organisation and employee. Throughout the process, the organisation can make a strong and positive position about them ; even it can be extended to unsuccessful campaigners as good.When employees have accepted the earnestness and truth of the employer trade name, they will transport it frontward, actively advancing the trade name to co-workers and clients. However, employer stigmatization which is fundamentally untruthful will non work and is likely to be counter-productive.Benefits of Employer BrandingLong-run impact: Successful employer trade name can hold a positive impact on enrolling for a considerable sum of clip while sing any Major PR issues.Increased volume of self-generated campaigners: The figure of appliers tends to increase each twelvemonth as the employer branding gets stronger. Cases of a 500 % addition of applications have besides been observed.Addition in quality of the appliers: The quality of campaigners will besides better dramatically ; persons who ne'er would hold considered in the yesteryear will get down applying.Higher offer-acceptance rates: The rate of credence addition proportionally with the addition of image and good will of the company.Higher Employee Motivation: Employees can be easy motivated, or will remain motivated longer in the company because of the sensed pride in working for the company, and better direction patterns ( by and large ) that is tied-in with the company ‘s trade name image, therefore doing it a company people work for because they chose.A stronger corporate civilization: Employment stigmatization can assist beef up house ‘s corporate civilization because of the inactiveness it additions from the really kernel of employer stigmatization ; doing a company desirable to work for.Diminished negative promotion and image: Effective stigmatization can nail jobs by covering with negative remarks and fixing effectual counter measurers.Increased director satisfaction: As a direct consequence of increased involvement from more able and adept ap pliers, the directors will hold more clip for managerial maps as the demand to give more clip to recruitment procedure will diminish with the quality of the applicant group.Healthy competition: Employer stigmatization is similar to merchandise stigmatization. Hence to maintain a company desirable, it has to update its UPS and maintain up with its promise of bringing. This increases healthy competition and besides makes the companies better by the minute.Increased stockholder value: The ripple consequence of the company ‘s good will via employer stigmatization can besides positively impact a house ‘s stock monetary value.Support for the merchandise trade name: If a company has a superb trade name image, it is more likely that its merchandise will harvest the benefits of it and be branded automatically. This helps particularly when the company launches a new merchandise.The trade name kernel should sum up what the trade name stands for, going the karyon for merchandise dev elopment, all communications and even HR enterprises for employees. Its definition should besides be consistent with the corporate vision/mission and values. For illustration, Volvo is a good illustration of a trade name description is Volvo – â€Å"Style, driving pleasance and superior ownership experience while observing human values and esteeming the environment.† Volvo ‘s values and associations reflecting this trade name individuality are what are considered to be typically Norse – e.g. â€Å"nature, security and wellness, human values, elegant simpleness, originative technologyand the spirit of stylish/innovative functionality† . For Volvo, this description non merely mirrors the psycho-graphic profile of the ideal client for their autos, but besides summarizes what Volvo as a company means to all its workers — its employer trade name. These are intrinsic values that Volvo workers can associate to, what they believe in and why they feel comfy doing a committedness to their occupations. One can easy visualise the types of HR plans that would animate a sense of pride and re-enforce these intangibles – e.g. nature, wellness, security and other meaningful human values.‘Living the trade name ‘Life THE BRAND is placing with an organisations trade name value to such an extent that employees ‘ behaviors fit precisely to the image that the concern is seeking to portray to its clients ( Alan Price 2007 ) . The alliance between employees ‘ behavior and value of organisation ‘s trade name image is really of import. It is suggested that administrations need to guarantee that the re is no spread between what the administration is stating in the outside universe and what people believe inside the concern. The employees should be perceived as Brand embassador and trade name selling would merely be successful if they LIVE THE BRAND. From this position:Organizations have encouraged employees to â€Å"buy in† to the concern vision and values.They have to guarantee that everyone in the organisation clearly understand the intent of the common set of values.Harmonizing to Ind ( 2004 ) , the subjects discussed are likely to be of involvement to HR and selling practicians every bit good as those involved in internal communications within administrations. Employees themselves are expected to internalize characteristics and facets of the administration ‘s trade name to guarantee that they become trade name title-holders, therefore assisting to stand for to administration ‘s trade name to the outside clients. Such an attack instantly raises some interesting jobs associating to equality and diverseness as it expects each employee to portion a peculiar set of values and act in conformity with these values. The employee branding attack being recommended by Ind raises a figure of challenges for those interested in an equality and diverseness docket. An administration that aims to guarantee that employees are populating the trade name will specifically take to pull and enroll employees who already portion the values of the corporate trade name. Furthermore, those already employed within the administration will be encouraged to internalize the values of the administration. Clearly, there are jobs for promoting diverseness here, with one of the rules of diverseness direction being an credence and acknowledgment that people are different and single differences ( particularly of values ) should be welcomed. Inherently, a populating the trade name focal point is likely to travel against such a rule. Ind makes the point that promoting employee designation and committedness to the administration ‘s trade name values might deny an look of individualism. However, Ind suggests that internal s tigmatization combined with leting employees to be empowered will enable freedom with order.Denial of individualism ( dress codification policy )When it comes to â€Å" professional image † , many employers are gaining that Standards of frock and personal presentation are indispensable therefore holding a policy on frock codification can be of import. Where the employees meet clients, they act as the store window for the company and the benefits of presentable visual aspect are obvious. However, even where the employee ‘s work is internal, there are less touchable benefits such as:Making a squad atmosphere,Engendering criterions of professionalism, andMaking a corporate image.As employers are gaining this, they are paying more attending to the visual aspect of their employees and the image and perceptual experience of the concern – frock, training and personal hygiene are all portion and package of this. However, the issue of work topographic point frock codifications can be extremely controversial. It is critical that employers are cognizant of the favoritism issues that dress codifications can make.Issues with work topographic point frock codificationsIn administrations with uniforms, the issues can be more broad ranging. For case, at the Greater Manchester Police Force, bureaucratism and involuntariness to accept alteration has hampered the debut of hijabs for Muslim adult females. At Inchcape Fleet Solutions – where all 140 non-senior staffs are provided with polo shirts or blouses branded with the company logo – the manner of the uniform does non accommodate all staff and most â€Å" do non like have oning it † . This would impact their tempers at work and accordingly affect their public presentation.Ailments of favoritismFurthermore, a ailment was raised informally by the staff forum of kid trust fund supplier Family Investments and relates to the fact that adult females can have on pants that are non full length, while work forces can non. Employees have requested that the company allows trunkss to be worn, every bit long as they are below the articulatio genus Besides, in September 2006, a British Airways worker has been suspended and attended an entreaty over have oning a cross at work at Heathrow Airport. She claims the suspension is prejudiced, particularly since the air hose allows Sikh employees to have on traditional Fe bracelets and Muslim workers to have on headscarves.BA has said it will reexamine its unvarying policy in visible radiation of the media storm the narrative has provoked.Employer stigmatization and favoritism jurisprudence There are three countries of favoritism relevant to dress codification policy:Sex Discrimination Act 1975Religious or Belief Regulations 2003Disability Discrimination Act 1995.Sexual activity favoritism and frock codificationsThere is the obvious potency for sex favoritism in any frock codification, which sets different demands for work forces and adult females. Past claims have challenged policies that:adult females must have on skirtswork forces should non hold long hairWork force must have on a neckband and tie.The instance of Matthew Thompson who objected to the frock codification imposed by the Department for Work & A ; Pensions at his topographic point of work, a occupation Centre in Stockport, can besides be a good illustration. Mr Thompson claimed that the frock codification discriminated against male employees as they were forced to have on a neckband and tie whereas female employees could have on Jerseies to work. The Employment Tribunal found in favor of Mr Thompson saying that the frock codification was prejudiced as the demand to have on a neckband and tie was gender based and there were no points of vesture that were imposed on adult females in the same office. From the Thompson instance, it became clear that employers should be careful in the manner that they draft their frock codifications. Employers are non prevented from enforcing frock codifications that require employees to have on specified points of vesture every bit long as the codification is drafted in such a manner as to be even-handed between work forces and adult females. For illustration, occupations in the City, the current convention is for both work forces and adult females to have on suits. The convention is that a adult male should have on a tie with a suit but the same does non use to a adult female. A frock codification necessitating a â€Å" smart suit † could use to both sexes but be enforced in a non-discriminatory mode appropriate for each sex.Religion/belief favoritism and frock codificationsA frock codification that requires employees to move in a manner contrary to their spiritual beliefs, hazards being indirectly prejudiced. Therefore, a frock codification prohibiting headdress will be prejudiced to male Sikhs, who must have on a turban. The best manner to avoid these jobs is to be every bit non-specific as possible. A widely worded frock codification necessitating smart visual aspect, with non-binding illustrations of suited frock, can non fall foul of specific clothing-related beliefs. To cross-check your frock codification against the chief faiths ‘ vesture beliefs, refer to Acas ‘ Guide on Religion and Belief which has a utile chart at Appendix 2 ( pages 40-50 ) . It may be possible for employers to objectively warrant a frock codification contrary to any of these beliefs, if it can be done so objectively. For illustration, employees at a cocoa mill were successfully prohibited from holding face funguss for wellness and safety grounds. However, employers should be really wary of trusting on nonsubjective justification as the tribunals are loath to accept it. There may be a inquiry grade in some instances whether a individual ‘s positions are beliefs. Harmonizing to Acas, Rastafarianism ( which requires the erosion of a chapeau ) is a belief system. Certain political beliefs or powerful sentiments such as nationalism ( the erosion of an American flag badge ) may or may non be regarded as beliefs. Employers should esteem beliefs that are strongly held whether or non they are spiritual in nature.Disability favoritism and frock codificationsDisabled employees may non be able to follow with a frock codification, for illustration, an employee with a neck hurt unable to have on a tie. However, by and big, this demand non impact the manner the codification is drafted ; alternatively, employers should be sensitive in the enforcement of the frock codification. In drumhead, employers should be rather a spot flexible when composing a policy on employee frock or visual aspect. Reasonable flexibleness and sensitiveness to the employees ‘ racial differences should be allowed in the frock codification to do employees comfy and any struggle and jurisprudence suits, while run intoing the Trust criterion of Dress codification. This position is echoed by administrations such as Broker Network, which believes that employees should be able to do their ain judgements on what is best to have on. Many companies are now turning their dorsums on the construct of ‘dress-down Fridays ‘ , choosing alternatively to ditch smart business-wear every twenty-four hours of the hebdomad. A study of 560 administrations has found that four out of five employers believe a more relaxed frock codification leads to greater productiveness. Nine out of 10 administrations that replied to the canvass by the Peninsula employment jurisprudence consultancy had declared ties an unneeded portion of their frock codification.DecisionThe issues discussed above create a challenge for HR professionals involved in employee focused branding undertakings, particularly those where employees are expected to portion a specific set of values. That is that such enterprises will doubtless make a tenseness and potentially conflict with rules underlying an equality and diverseness docket. Ind ‘s suggestion that inside-out stigmatization allows freedom and order remains unconvincing even when the emplo yees are involved in building the trade name values. An administration that dictates a set of values for employees to internalize is still a homogenising force. Administration ‘s that truly take diverseness programmes earnestly will hold to undertake this tenseness. One possible manner out of this riddle is to include equality and diverseness consciousness as a cardinal value included in the internal trade name proposition.RecommendationsAny guidelines should be carefully drafted, and employers are advised to handle any petitions to dress contrary to the company codification for spiritual or racial grounds with regard. Employers should confer with the employee in inquiry and discourse how to suit sensible petitions, and seek to happen a favorable solution. A court will be more likely to be sympathetic to the employer where a policy is required for wellness and safety intents, instead than merely to keep a corporate image. Decide what limitations on employees ‘ visual aspect are necessary and why. For illustration, instructors are expected to have on reasonable footwear, suited for the activities their occupation involves. Restrictions should non be inordinate or unreasonable, for case take a firm standing on suits or ties in the office when employees are non customer-facing. Set out the guidelines clearly, and include the principle behind any limitations. Explain why limitations may be placed on some employees but non others ( for illustration, no organic structure piercing for those runing heavy machinery for wellness and safety intents, and those working within a cafe of a supermarket may hold stricter codifications enforced on them than those who work in the same shop, but do n't come into direct contact with nutrient ) . Give employees notice of when the policy will come into force. Allow employees a grace period before training for non-compliance. Explain what will go on if employees are found to be in relentless breach of the policy ( disciplinary action and, potentially, dismissal ) . Give the name of an person that employees can speak to if they feel they can non follow with the policy. Current statute law on issues that could take to favoritism should be reviewed from clip to clip, and staff enchiridion should be read by employment attorneies to guarantee conformity. Guidelines should besides be updated to suit the statute law. Base the policy on business-related grounds. Explain your grounds in the policy so employees understand the principle behind the limitations. Common business-related grounds include keeping the organisation ‘s public image, advancing a productive work environment, or following with wellness and safety criterions. Require employees to hold an appropriate, well-dressed visual aspect. Even insouciant frock policies should stipulate what vesture is inappropriate ( such as perspiration suits, trunkss, and denims ) and any particular demands for employees who deal with the populace. Communicate the policy. Use employee enchiridions or memos to alarm employees to the new policy, any alterations, and the punishments for disobedience. In add-on, explicate the policy to occupation campaigners.Use the frock codification policy uniformly to all employees. This can forestall claims that the policy adversely affects adult females or minorities. However, you may hold to do exclusions if required by jurisprudence. ( See following suggestion. ) Make sensible adjustment when the state of affairs requires an exclusion. Be prepared to suit petitions for spiritual patterns and disablements, such as caput coverings and facial hair.Apply consistent subject for frock codification misdemeanors. When training lawbreakers, point out why their garb does non follow with the codification and what they can make to followMentions:Edwards, M. R. ( 2008 ) Employees as a Focus of Branding Activities: A Review of Recent Contributions to the Literature and the Implications for Workplace Diversity, Equal opportunities international. 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