Quantum Number Definition (Chemistry and Physics)

A  quantum number is a value that is used when describing the energy levels available to atoms and molecules. An electron in an atom or ion has four quantum numbers to describe its state and yield solutions to the Schrà ¶dinger wave equation for the hydrogen atom. There are four quantum numbers: n - principal quantum number: describes the energy levelâ„“ - azimuthal or angular momentum quantum number: describes the subshellmâ„“Â  or m - magnetic quantum number: describes the orbital of the subshellms or s - spin quantum number: describes the spin Quantum Number Values According to the Pauli exclusion principle, no two electrons in an atom can have the same set of quantum numbers. Each quantum number is represented by either a half-integer or integer value. The principal quantum number is an integer that is the number of the electrons shell. The value is 1 or higher (never 0 or negative).The angular momentum quantum number is an integer that is the value of the electrons orbital (for example, s0, p1).  Ã¢â€žâ€œ is greater than or equal to zero and less than or equal to n-1.The magnetic quantum number is the orientation of the orbital with integer values ranging from -â„“ to  Ã¢â€žâ€œ. So, for the p orbital, where  Ã¢â€žâ€œ1, m could have values of -1, 0, 1.The spin quantum number is a half-integer value that is either -1/2 (called spin down) or 1/2 (called spin up). Quantum Number Example For the outer valence electrons of a carbon atom, the electrons are found in the 2p orbital. The four quantum numbers used to describe the electrons are n2,  Ã¢â€žâ€œ1, m1, 0, or -1, and s1/2 (the electrons have parallel spins). Not Just for Electrons While quantum numbers are commonly used to describe electrons, they may be used to describe the nucleons (protons and neutrons) of an atom or elementary particles.

“Discuss the relationship between stress, anxiety,...

Title: â€Å"Discuss the relationship between stress, anxiety, habits and phobias and describe how you would treat these issues with hypnotherapy†. Module Five: Hypnotherapy and Counselling Skills Date: 27th April 2013 2000 words INTRODUCTION This essay will briefly research evidence on the four conditions and demonstrate the impact that stress has on our everyday lives whilst showing how it is linked to the other conditions of anxiety, phobias and habits. It will then explore how hypnotherapy can be an effective treatment for anxiety, taking into account current ethical issues involved in treatment. MAIN BODY Title: â€Å"Discuss the relationship between stress, anxiety, habits†¦show more content†¦Alternatively Hadley (1995) puts forward the view that contrary to popular belief, anxiety actually arises out of thoughts of potential danger and not the actual danger that produces the symptoms of anxiety. In support of this view the document by Chrysalis states that â€Å"feelings of anxiety come from apprehension or fear, the source of which is not always recognisable†. Feeling anxious at certain times in our life is a normal instinctual response that serves as a protection to aid survival. It teaches us to avoid dangerous situations and in this way is a learning process however the subconscious can sometimes work overtime resulting in response to all situations that feel remotely similar to the one that has made us feel anxious in the first instance (Chrysalis 2010 1-5 pp7). This document describes how anxiety will affect our whole being, our emotions, our behaviour and o ur physical health. Anxiety becomes a problem when its level rises above normal and interfere with a person’s life, associated physical symptoms include, trembling, tense muscles, churning stomach, nausea, diarrhoea, headache, heart palpitations, pins and needles, sweating or flushing (Chrysalis 2010 1-5 pp7). These feelings coupled with the physical symptoms experienced make a person wantShow MoreRelatedDiscuss the Relationship Between Stress, Anxiety, Habits and Describe How You Would Treat These Issues with Hypnotherapy2311 Words   |  10 Pagesâ€Å"Discuss the relationship between stress, anxiety, habits and describe how you would treat these issues with hypnotherapy†. Introduction Common requests for hypnotherapy treatment are those related to stress, anxiety, habits and phobias. An understanding of the relationship between these disorders, examining the similarities and the differences between each, provides the therapist with information useful in deciding how and if to treat these disorders. It could also be argued that the uniquenessRead MoreRelationship Between Stress, Anxiety and Phobias1999 Words   |  8 Pages Discuss the relationship between stress, anxiety, habits and phobias and describe how you would treat these issues with hypnotherapy In order to understand the relationship between stress, anxiety, habits and phobias, it is necessary to first define what each one is and how it might affect individuals. Stress could be defined as a normal physiological response by the body to situations or stimuli which the brain perceives as dangerous or threatening to the body. The body is a complex system

The movie industry Free Essays

The movie industry has already established its roots in this lifetime, and probably even in the next. Hollywood itself is a historical entity; it has its own life, its own people, and its own followers and worshippers. It is like a cult that creates a huge amount of money every single day. We will write a custom essay sample on The movie industry or any similar topic only for you Order Now It has invaded not only the big screen, but our televisions and music players as well. In fact, the three categories of entertainment have often intertwined and exchanged characters. We obsess over the movies that we feel like we can relate to. Maybe it’s because of the theme, or the ending of the story that has really touched our lives. Or it was a favorite book that we have read a million times that can now live outside our imaginations and can visually please us on the big screen. Or we watch a movie simply because we adore the actors in it, so much so that we know what they ate for breakfast for the whole week. We have been following the movie industry for a long time now. We praise and worship those who make the biggest money on its opening week and almost not mention those who do not even make it to the big screen and directly to DVDs. Money is the ultimate cause and end of this industry. And it is said that money is also the reason why the ratings exist. Almost all movies have a rating by the MPAA. However, the accuracy and the legitimacy of these ratings are being questioned not only by the film industry players, but mostly by the people the MPAA swore to exist for, the American parents and their innocent children. The issue that exists now is not whether or not parents should allow their children to watch movies that have been labeled as restricted for them, but the integrity of the ratings itself is questionable. The controversies surrounding the ratings of Hollywood movies cloud over the fact that the principal reason for the existence of the ratings is responsibility and sensibility. Their goal as an association is to be of assistance to the American parents to help them guide their children in restricting and choosing which movies to watch. As it was stated by Jack Valenti, former MPAA president, in an article that he wrote, â€Å"To offer to parents some advance information about movies so that parents can decide what movies they want their children to see or not to see (Valenti). † But several critiques and hullabaloos have been shed in lieu of the existence of this ratings organization. Some say that the board members are biased towards the producers and directors that they have come to love. Some say that the members of this board abhor movies that targets issues that they are sensitive about. It seems that the existence of such an organization cannot really protect anybody, if that is what they are really for. If I was a parent, and I was asked if I should allow my children to watch movies that were labeled unsuitable for them by a group of people that have questionable goals and motives, I would say yes, I will definitely allow them. I would advocate allowing children to watch restricted stamped movies because I know that even if the ratings do not exist, the parents will be responsible enough to discuss issues with their children firsthand. The parents have the discretion when it comes to watching these movies with their children. Parents exist for guidance and support, for explanation and for realization. Some parents are willing to be open and discuss important life changing issue with their children and do not encounter any problems with it. Some parents shy away from the issue because they think their children would not understand. But this is not true. School-aged children are old and mature enough to try to understand issues. According to Erik Erikson’s theory of developmental tasks, school-aged children are already curious as to how and why things operate the way they do. Their intense curiosities may be able to teach them a lot already, especially if someone they trust, like their parents, will be delivering the information to them firsthand (Kaplan). There is nothing wrong with a child knowing some sensitive topics at such a young age. In fact, children today are very aware of global issues and how these things affect them. The MPAA can stamp their ratings on movies as long as they want and they could, but they really could not stop any parent from allowing their children to watch movies. Secondly, I deem it unnecessary for a ratings board such as the MPAA to exist. Ratings are arbitrary and subjective; the people who stamp these ratings on movies are people just like us, human beings that can be subjected to persuasions and influences. Some filmmakers are making their case against the MPAA heard. According to Scoot Bowles of USA Today, Harvey Weinstein’s movie Grindhouse was in the brink of being rated NC-17, a rating that cannot only lower your sales, but can totally cross out your movie from existence. So Weinstein’s game plan was to make Quentin Tarantino, infamous creator the Kill Bill series, which also happens to be the director of Grindhouse, face the debate with the MPAA (Bowles). Apparently, the board loves Tarantino, and instead of giving the Grindhouse an NC-17 rating, they got an R with little trimming in the horror exploitation film. Also, rating is even voluntary (The Classification and Rating Administration). Film makers can opt not to get their movies rated, this is a freedom of choice. However if this is the case, why is it that almost all films are getting ratings when it isn’t really a requirement? There are issues surrounding this statement. Some are saying that it is a taboo when a film is not rated, or unrated, mostly because unrated films are foreign films, obscure independent films, direct-to-video films, pornographic films, made-for-TV films, large format (IMAX) films, or documentaries that are not expected to play outside the art house market, films that are not going to hit the top ten box office sales any time soon (Medved). In addition to that, when a film is unrated, some cinemas of DVD stores do not sell them anymore, which is equal to lesser revenues (Bowles). Films rated NC-17 are also almost unable to sell, hence when a film gets this rating, the makers usually plea for a change in rating. The film makers and the MPAA members agree on a new rating, with a compromise. There would be more cuts and whatever else the MPAA board decides to do. This in itself is questionable. When a rating is made, the rating should stick. How can the organization prove to the parents their worthy is they accept negotiations? Ratings should be given and they should be final. The NC-17 rating is most dreaded because not only will this cut your market in half, but will also make an impression already before it can be given the chance to be seen and heard. There are currently five categories of MPAA ratings. First is the G rating, which means General Audiences-All Ages Admitted, the PG rating, Parental Guidance Suggested. Some Material May Not Be Suitable For Children, PG-13 is Parents Strongly Cautioned. Some Material May Be Inappropriate For Children Under 13, next is the R rating, or Restricted, Under 17 Requires Accompanying Parent Or Adult Guardian and finally the NC-17 or No One 17 And Under Admitted rating (Valenti). Regardless of rating, children should be allowed to see works of art. Movie making is creativity at its best, for a targeted audience. I believe that movie makers should be given this freedom to express their art and their visions, how they see the world. And as their audience, people should be given the chance to see it and appreciate it, give the applause it deserves. Unfortunately, movie making has become a money making industry. Some independent films are really worthy of the exposure, but because they are being crushed by the bigger movie moguls, they cannot compete with it. The MPAA is even said to be biased towards the movie moguls in the industry (Medved). Eventually it will all boil down to choice. It is the movie maker’s choice to heed the advice of the MPAA and accept their ratings. It is the MPAA board’s choice to give a rating to the movie. Most importantly, it is the audience’s choice whether or not to see the film, whether or not to allow their children to watch it. Restrictions are just guidance, a reminder that there may be some issue or graphic scenes that the MPAA deem not suitable for such an audience, but it is still up to the parents to assert their final decision. Responsible parenthood can immediately and automatically turn down the tables for the MPAA or the movie industry itself. Nobody really has to be told about their morals, for it is subjective, it depends on the individual. The system at how movies are rated is questionable, no doubt, but the way parents discipline their children is not. They can opt to allow their child to see R rated movies, and the consequences of such an act, may it be good or bad, is theirs for the taking. Works Cited: Kaplan. The Basics. New York: Kaplan Publishing, 2007. Medved, Michael. â€Å"R-Rated Movies Not A Good Investment For Hollywood. † 2000. Texas AM University. 10 December 2008 http://www. tamu. edu/univrel/aggiedaily/news/stories/00/071100-5. html. â€Å"Questions Answers: Everything You Always Wanted To Know About The Movie Rating System. † 2000. The Classification and Rating Administration. 10 December 2008 http://www. filmratings. com/about/content. htm. Bowles, Scott. â€Å"Debating the MPAA’s mission. † 2007. USA Today. 10 December 2008 http://asp. usatoday. com/registration/newsletterCenterLite/newsLetterAbridged. aspx? page=BooksLoc=NTC004email=. Valenti, Jack. â€Å"How it all began. † 2000. MPA. 10 December 2008 http://www. filmratings. com/about/content. htm#1. How to cite The movie industry, Essays

Australia Industrial Relations The Enactment of Fair Work Act

Question: Discuss about theAustralia Industrial Relations for the Enactment of Fair Work Act . Answer: Introduction: The Fair Work Act was introduced in the year 2009 to replace the Workplace Relations Act 1996 (Cth) that started its effects on 1st of July, 2009. There have been several historical events that surrounded the enactment of the Fair Works Act. It can be seen that amendments were made to the Workplace Relations Act 1996 by adding the Work Choices in the year 2005 (Alrc.gov.au, 2016). After the Federal Election of 2007, the government of Australia decided to introduce fairness in the Act by replacing Workplace Relations Act with the Fair Work Act. The primary purpose of the study is to analyse the changes made by the Commonwealth government to improve employment relations in the nation. The changes will be evaluated using the Neo-Institutionalism Approaches to know how the Australian Government has worked in favour of the employers and employees to maintain peace in the nation. Furthermore, the study emphasises on the enactment of Fair Work Act 2009 to analyse its objectives and post-implementation reviews. Hence, the primary purpose of the study is to analyse the enactment of Fair Work Act 2009 (Cth) and observe the effectiveness of the legislation to improve employment relations in the Australian economy. Objects of the Fair Work Act The objects of the Fair Work Act 2009 have been presented in section 3 of the legislation (Legislation.gov.au, 2016). The objects of the Act set out the ways in which the legislation will achieve its particular objectives. The main objective of the Act is to provide stable framework for productive and cooperative workplace relations that will promote social inclusion and national economic prosperity for all Australian citizens (Gollan, 2009). The Act aims to provide a workplace relation law that will promote a fair working environment in the nation. It will provide the employees with flexible work arrangements and promote economic growth through increased productivity. The Fair Work Act also considers the international labour obligations to improve the working conditions for the employees (Legislation.gov.au, 2016). Furthermore, the legislation ensures a guaranteed safety for the employees and employers through relevant, fair and enforceable terms and conditions. The Fair Work Act as sists the employees to stabilise their family and work responsibilities by improvising a flexible working arrangement. Evolution of the Fair Work Act 2009 using Neo-Institutionalism Approach In the recent enactment of the Fair Work Act 2009, collective bargaining and good-faith barning have been included to develop significant negotiation terms with the employee- employers treatment (Bukarica, Dallas and Bukarica, 2012). In the enactment of the Act, by removing the individual Australian Workplace Agreements, new regulations has considered playing a major role in promoting enterprise bargaining (Creighton, 2011). Herein, considering the six elements of Neo-institutionalism such as philosophy, nature of employment relation, role of state, management, unions and industrial conflict, the evolution of the Fair Work Act 2009 Amendments has been discussed (Alrc.gov.au, 2016). Evidently, the enactment of the Fair Work Act 2009 has identified some of the mandatory terms such as time flexibility on agreement purpose to protect the rights of the employees in the workplaces. Furthermore, the options of equality bargaining have been included in the amendment of the Fair Work Act 2009 so that the employees interest can be protected. Philosophy The Fair Work Act makes the organisations comprise of different interest and aims for the welfare of the employees and employers. The changes made in the Act makes the management maintain a good relationship with the employees by working for their interest. It helps to maintain unity among the employees and employers to work with a common aim to sustainable growth of business. The Act presents the modern awards, the National Employment Standards and minimum wage rates that are applicable in the nation. Along with that, the Act also provides the employees to present their voice regarding any decision of the employers (Forsyth and Stewart, 2009). It protects the employees from any unfair treatment, discrimination, dispute and compliance mechanisms. Furthermore, the Act also works on behalf of the employers by reducing chances of dispute at the workplace (McCrystal, 2010). Hence, it can be seen that the power is diffused and no party dominates the other. The legislation aims to establis h a mutual understanding among the employers and employees to improve working conditions and performance of the organisations. Nature of Employment Relation Through the classification of cooperative workplace relations, the Fair Work Act 2009 has significantly contributed to strengthening the employee- employers relationship providing terms and conditions supportive for both the parties (O'Neill, 2012). By following the National Employment Standards, enactment of the Fair Work Act 2009 has included certain labour obligations to be removed to protect the employee rights for benefits of the same (Wheelwright, 2013). As a result of the scenario, the positions of the human resources as well as the unions have been strengthened to increase bargaining power on any given agenda. Understandably, the effective procedure of the Fair Work Act 2009 has contributed to the fair workplace relation arrangements protecting the rights of the human resources. The Fair Work Act was introduced to develop a new national industrial relations system (Legislation.gov.au, 2016). The government believed that the new legislation would be effective in solving employ ment relationship issues and improvised a better trade system in the nation. Role of State The amendments of the Act has been significantly utilised to guide the public interests so that employees can be protected from any distress during any misconduct. The Fair Work Act Regulations have set standards to be maintained at the state level operations so that laws of Australian federal government can be administrated at the individual state platform. The role of the state in the Amendments is implacable as the state improves their administrative relation power over the private as well as local government employees. Management The application of the Fair Work Act 2009 (Cth) has been taken into consideration in significant aspects to deal with significant issues associated with workplace and discrimination. By considering issues in the workplace such as occupational health and safety, compensation of the workforce, child labour issues, training arrangements, emergency service regarding issues, long service leave, any declaration of a public holiday and workplace surveillance can be controlled in an effective way. In the case of any agreements that do not follow the regulations must be prosecuted under the sections of the Fair Work Act 2009 (Nadasen, 2012). Unions The union membership standards and position of the unions have been lifted in the Fair Work Act Amendments. Under the legal framework, an organisation cannot force employees adding pressure to the situation or cannot pressure a self-governing contractor to work only with a single enterprise. In such illegal scenario, the role of the unions has been evident to solve issues. By changing the terms and conditions, the unions power has been strengthened to increase bargaining power on any given agenda. Such unanimous enforcement of the fair work policy and terms has provided significant sustainability and fairness to be maintained at the workplace culture (Andrades, 2009). On the other side, the Fair Work Act 2009 has provided effective proposals so that the bargaining representatives can get reasonable time and relevant resources to get meet the agreements (Creighton and Forsyth, 2012). Industrial Conflicts Apart from that, in the case of any agreements with the employee as well as employers association, there are significant regulations to be followed by the sections. Also, rights of remedies have been mentioned in the Fair Work Act to be utilised in case of any workplace issues regarding employee rights and safety. In the case of amendments to the Act, certain provisions must be taken into identification to achieve the fair workplace objectives (O'Neill, 2012). In case of any adverse action on the employees and significant employer-employee conflict circumstances, rights for both the parties have been protected under the legislation. Post-Implementation Review In January 2012, the government of Australia commenced a Post-implementation Review to observe and analyse the impact of the Fair Work Act 2009 (Alrc.gov.au, 2016). The review was conducted to analyse the progress and performance of the legislation to meet the desired objectives. It was found through the review that the Act missed out the issues of family violence that negatively impacted the work performance of the employees. Furthermore, the Act was merely a legislation that needs to be enforced by some legal bodies (Wheelwright, 2013). There is a need of government authority that will check and monitor the implementation of the policies in national businesses. After the post-implementation review, the government of Australia introduce various changes in the Fair Work Act that are related to family violence to improve the performance of the employees and provide them with better working arrangements (Wheelwright, 2013). Along with that, the government introduced new policies in the Fair Work Act to improve its performance in regards to maintaining better employment relations in the nation. For example, the employees were entitled to unpaid parental leave, protection from unlawful termination of employment and new labour standards. Conclusion Justifiably, the role of enactment of the Fair Work Act 2009 has balanced the flexible working arrangements promoting instrumental practices and fair policies within the workplace management. Both the government and private employees have been covered under the sections of the Fair Work Act 2009. The standard procedure of the Act has contributed towards the sustainability of laws at the corporate level. On the other hand, the unions, business management groups and human resources attached to the modern corporations have been connected in a planned procedure through the implementation of the Fair Work Act 2009. The regulatory system of the Act has improved the industrial relations to say the providing fewer complications and issues at the organisational level. Moreover, the explanatory memorandum of the Act has linked business sustainability with the safety and security of the employees. Such instrumental changes have improved the position of the human resources so that employers cann ot use the corporate powers in an illegal way. References Alrc.gov.au. (2016).Fair Work Act 2009 (Cth) | ALRC. [online] Available at: https://www.alrc.gov.au/publications/16-fair-work-act-2009-cth/fair-work-act-2009-cth [Accessed Aug. 2016]. Andrades, C. (2009).Intersections between "General protections" under the Fair Work Act 2009 (CTH) and anti-discrimination law. [Melbourne]: Centre for Employment and Labour Relations Law, The University of Melbourne. Bukarica, A., Dallas, A. and Bukarica, A. (2012).Good faith bargaining under the Fair Work Act 2009. Annandale, N.S.W.: Federation Press. Creighton, B. (2011). A Retreat from Individualism? The Fair Work Act 2009 and the Re-collectivisation of Australian Labour Law.Industrial Law Journal, 40(2), pp.116-145. Creighton, W. and Forsyth, A. (2012).Rediscovering collective bargaining. New York, NY: Routledge. Forsyth, A. and Stewart, A. (2009).Fair Work. Annandale, N.S.W.: Federation Press. Gollan, P. (2009). Australian industrial relations reform in perspective: Beyond Work Choices and future prospects under the Fair Work Act 2009.Asia Pacific Journal of Human Resources, 47(3), pp.260-269. Legislation.gov.au. (2016).Fair Work Act 2009. [online] Available at: https://www.legislation.gov.au/Details/C2014C00031 [Accessed Aug. 2016]. McCrystal, S. (2010). Protected Industrial Action and Voluntary Collective Bargaining under the Fair Work Act 2009.The Economic and Labour Relations Review, 21(1), pp.37-52. Nadasen, P. (2012). Citizenship Rights, Domestic Work, and the Fair Labor Standards Act.J. Policy Hist., 24(01), pp.74-94. O'Neill, B. (2012).General Manager's Report into Enterprise Agreement-Making in Australia Under the Fair Work Act 2009 (Cth) 2009-2012. Melbourne: Australian Government - Fair Work Australia. Wheelwright, K. (2013). Bearing the Economic Loss of Industrial Action: The Payment of Striking Employees under the Fair Work Act 2009 (Cth).Deakin Law Review, 18(2), p.292.