Complexes Of Cobalt In Different Metal Oxidation State Biology Essay

Complexes Of Cobalt In Different Metal Oxidation State Biology Essay Cobalt forms a complex since it has an empty valence shell orbital thus it is an electron pair acceptor. It can donate electrons from the ligands thus forming a coordination compound. Cobalt usually exists in two oxidation stable states usually the +2 and +3 and can also be in the form of a tetrahedral arragement and octahedral in the case of the Cobalt(II) oxidation state . Co(III) oxidation state can only form an octahedral arragement. Co(II) is one of the transition metals which can form tetrahedral complexes more easily . The energy levels of octahedral and tetrahedral of Co(II) have the least difference in energy.The magnetic moments of tetrahedral ranges from 3.89 to 4.7BM and that of octahedral complexes ranges from 4.7 to 5.2BM Co(III) oxidation state is not very favourable, this is because when it reacts with water it would quickly go back to the +2 oxidation state. When reacting with ammonia, cobalt(III) is more stable. The Co(III) can show also isomerism. Co(III) is expected to be paramagnetic but the cross over from high spin to low spin takes place at very long ligand field strengths and therefore it is more likely to be diamagnetic. Cobalt(III) complexes are described as kinetically inert and undergo ligand exchange very slowly. On the other hand cobalt(II) undergoes ligand exchange faster since it is liable.1 In this experiment ligand exchange is going to take place such that the ammonia molecule which is a stronger ligand replaces the water molecules in the cobalt(II) chloride hexahydrate. In the second experiment the coordination around cobalt is changing from an octahedral to a tetrahedral complex. The different colours of these transition metals are caused by the excitation of the d electron to another d subshell. The 3d orbitals split in eg and t2g. This splitting enables the electron to excite from ground state to excited state. The size of energy gap of the excitation corresponds to the wavelength of the absorbance in the visible region of the spectra. Apparatus: Pasteur pipette, weighing boat, spatula, watch glass, measuring cyclinder, stirring rod, buchner funnel, stopper, heating mantle, weighing balance, beakers, thermometer, filter paper, ice-salt bath, flasks Chemicals Chemical Grade Brand Cobalt(II) chloride hexahydrate GPR N/A Ammonium chloride GPR BDH Hydrogen peroxide GPR BDH Ammonia GPR Timstor Hydrochloric acid GPR BDH Charcoal GPR N/A Acetone GPR BDH Pyridine GPR N/A Ethanol GPR BDH Method: Experiment A: Preparation of Hexamminecobalt(III) Chloride 6g of ammonium chlorideand 9g of cobalt(II) chloride hexahydrate were dissolved in 13cm3 boiling water and 0.5g of decolourising charcoal was added carefully. The mixture was cooled to 0OC in an ice-bath and 20cm3 of ammonia was added, while keeping the temperature below 10OC. 18cm3 of hydrogen peroxide was added while the solution was being stirred rapidly and the temperature was kept below 20OC. When all the hydrogen peroxide was added, the mixture was heated to 60 OC until the pink colour disappeared. The mixture was cooled in ice and the precipitate was collected by filtration on a Buchner funnel. The precipitate was dissolved in a boiling mixture of 80cm3 of water and 3cm3 of concentrated hydrochloric acid. The charcoal was removed by filtration while it was still hot. 10cm3 of concentrated hydrochloric acid was added to the filtrate and the mixture was cooled in ice when crystals of hexamminecobalt(II) chloride were deposited. The crystalline product was collected on a Buchner funnel, then it was washed with acetone and dried in a vacuum dessicator. The yield was measured and the product was kept for inspection. Experiment B: Preparation of dichlorodipyridinocobalt 1.2g of cobalt(II) chloride was dissolved in 6cm3 of hot absolute ethanol. 1cm3 of hot solution of pyridine in 3cm3 of absolute alcohol was added slowly to the solution.This was carried in a fume cupboard. The solution was allowed to stand at room temperature for 15minutes and the product was collected by filtration on a Buchner funnel. The crystals were washed quickly with ice-cold absolute ethanol and the product was dried in a vacuum dessicator. The yield was recorded and the product was kept for inspection. Results: Experiment A: Mass of ammonium chloride=5.850g Mass of cobalt chloride=8.960g Mass of crystals of hexamminecobalt chloride=4.787g Experiment B: Mass of cobalt(II) chloride=1.204g Mass of crystals of dichlorodipyridinocobalt=0.000g Calculation: Moles of NH4Cl= 5.985 =0.112moles 53.49 (RMM) Moles of cobalt chloride= 8.960g= 0.038moles 237.9(RMM) Moles of Hydrogen peroxide= 6% of Hydrogen peroxide=20volumes 6 x 18= 1.08g 100 1.08g= 0.032moles 34(RMM) 1 CoCl2.6H2O:2H2O2 0.038 : 0.076 Therefore: CoCl2.6H2O is the limiting reagent 1:1 CoCl2.6H2O:[Co(H2O)6]Cl3 1 mole=267.3g 0.038 moles=? 10.16g % yield= actual yield x100% Theoritical yield 4.787gx100%=47.27% (percentage yield of hexamminecobalt(III) chloride) 10.16g Precautions: The vacuum at the flask was disconnected before turning off the water aspirator. This prevents water from being sucked into the vacuum flask. The suction of the vacuum filtration was checked so that filtration would be a success. It was made sure that the crystals would not remain on the sides of the funnel since a low result would be obtained. Prevention of excessive cooling during filtration was by suction through a flat piece of filter paper properly fitting a Buchner funnel. The solution was cooled to room temperature and sometimes even colder with the aid of an ice-water bath. Filtration was done using the Buchner funnel to increase the speed of filtration A heating mantle was used instead of a bunsen burner because ethanol is flammable. The hydrogen peroxide,ammonia, pyridine and absolute ethanol were quite dangerous and so they were performed in the fumehood. The crystals that remained in the beaker were not rinsed by distilled water since some of the product would dissolve. The solvent had to be cooled before washing the crystals since crystals could dissolve. Sources of error: Transfer errors when collecting the crystals formed by suction filtraton, since some of them would remain with the filter paper. Some of the substance was left with the glass rod during stirring which would cause loss of the product. The mixture was contaminated and so the yields were not sufficiently pure. Side reactions could have occurred beside the actual reaction which can lead to the generation of other products. Error in the apparatus especially the weighing balance. Discussion: Experiment A: Preparation of Hexamminecobalt(III) chloride When ammonium chloride is added to the cobalt(II) hexahydrate, it has a function to stabilize the ion.2 When dissolved in water the cobalt(II) chloride salt decomposes, resulting in the formation of the Co(H2O)62+ ion. Cobalt(II) can be oxidized by air oxidation to cobalt(III).5 When adding the ammonia solution the hexaammine complex is formed: [Co(H2O)6]2+ +NH3 → [Co(NH3)6]2+ + 6 H2O Ammonia is added to the solution to aid in this oxidation process. When adding ammonia the reaction would be exothermic and so the mixture is placed in a salt-bath to keep the mixture cooled. Hydrogen peroxide is used as an oxidizing agent thus oxidizing the Cobalt(II) to Cobalt(III). The decolourising charcoal is used as the catalyst of the reaction to give high yields in a relatively short time. The activated charcoal increases the speed of the reaction by helping in the formation of the bonds between NH3 and conveniently, it also catalyzes the transformation of Co2+ into Co3+ by the hydrogen peroxide. Thus it is used to increase the reaction of the ligand exchange. 2 The charcoal is made from finely divided carbon sheets which provide a large surface area. The holes on the surface of the charcoal are used to allow the reaction of the ligand exchange to take place. 2 The process for collecting the product involves the dissolving of the precipitate in the boiling water and adding concentrated hydrochloric acid to the precipitate, the hexamminecobalt(III) chloride. When heating the mixture directly on the hot plate while stirring, helps to dissolve the crystals. The filtrate should be orange, and it contains the dissolved product. 4 CoCl2Â ·6H2O + 4 NH4Cl + 20 NH3 + O2 → 4 [Co(NH3)6]Cl3 + 26 H2O 2 CoCl2Â ·6H2O + Â ½H2O2 + NH4Cl + 5 NH3 → [Co(NH3)6]Cl3 + 7 H2O 3 Acetone was used as the solvent so that impurities are removed from the crystals. When the solution was cooled, crystals of pure product were formed and the impurities remained dissolved in the solution. If the solvent was not cooled, the crystals may dissolve and result in a decrease of the percent yield. The solvent that is chosen has to have low solubility at low temperatures and high solubility at high temperatures. 4 Hexammincobalt(III) chloride is an ionic compound having three chloride ions with a charge of -1 and the cation having a charge of 3+ . Some years ago it was questioned whether the chlorine atoms in hexaamminecobalt(III) chloride were part of the complex or ionic thus they were free. Chlorine in this complex was indeed determined to be ionic. To verify this theory one can complex the cobalt iodometrically and so titrating the liberated iodine with sodium thiosulfate solution.5 The Co3+ is an electron deficient cation and so ammonia is capable of donating an electron pair to the metal ion in a coordinate covalent bond. NH3 is a strong field ligand thus there would be more splitting, ie. it is a low-spin complex. The yield of Hexamminecobalt(III) chloride was 4.787g which is a rather high yield if one is assuming that all of the cobalt(II) chloride hexahydrate turned into the hexamminecobalt(III)chloride. The yield could have been better if there were no losses during the synthesis and also during the recrystallisation process. Hexamminecobalt(III) chloride absorbs light in the violet-blue-green region but reflects the orange wavelengths thus appearing orange. The ground state 5D would split into 5T2g and a 5Eg. 5 The ligand NH3 would have a weak field since it has four unpaired electrons. From the Tanabe sugano diagram one can verify that the ligand NH3 is of intermediate field strength having a Dq/B of 1.8.5 Experiment B: Preparation of Dichlorodipyridinocobalt In the second experiment the octahedral complex of cobalt(II) chloride hexaydrate is going to take a tetrahedral form.6 This complex is found to exist in two forms: a monomer with a formula of [CoCl2(py)2] consisting of a tetrahedral with cobalt 2+ as the central metal ion and the other one is an octahedral polymer [CoCl2(py)2]n.6 Polymerizes on standing CoCl2+ 2py→[CoCl2(py)2] ↔ [CoCl2(py)2]n 6 Blue violet Diagram of structure of dichlorodipyridinocobalt 6 Pyridine has an equatorial lone pair of electrons at the nitrogen atom in the benzene ring 7 and so it is able to donate the lone pairs to the metal ion cobalt(II). Pyridine and chlorine are monodentate ligands since they donate only one lone pair to the metal. When adding the hot absolute ethanol the cobalt(II) chloride would dissolve and pyridine would exchange with water ligands since it is a stronger ligand. Because a tetrahedral complex has fewer ligands and there are no ligands at the axis, the magnitude of the splitting is smaller when compared to the octahedral. Octahedral complexes would have large splitting because of higher repulsion.8 The difference between the energies of the t2g and eg orbitals in a tetrahedral complex is slightly less than half as large as the splitting in octahedral complexes. 8 From the results one can observe that the yield of the dichlorodipyridinocobalt resulted in 0g. This could be the cause of heating the alcohol and pyridine at high temperature thus evaporating some of them and so the synthesis would not occur as desired. The absolute ethanol could have melted the crystals so resulting in low yield of product. One source of error is that normal balances would not detect such low yields. Conclusion One can conclude that the aim of this experiment: To prepare two complexes of cobalt in different metal oxidation state was reached, such that relatively good yields were obtained for the hexamminecobalt(III) complex and dichlorodipyridinocobalt crystals were also obtained by in such a low yield that could not be measured.

Archetypal Themes Present in Shakespeare’s “Romeo and Juliet” Essay

The origins of Shakespeare’s play â€Å"Romeo and Juliet† are relatively unknown. It’s hard to believe, but this archetypal theme of ill-fated love predates Shakespeare by more than a thousand years. The Merriam-Webster dictionary defines â€Å"archetype† as: the original pattern or model of which all things of the same type are representations or copies. One of the first pieces of written work to include this common archetype of ill-fated love was Ovid’s â€Å"Pyramus and Thisbe.† Written around A.D eight, and published in Ovid’s Metamorphoses, this poem recounts the story of two forbidden lovers who come to a tragic end, a theme recurring in literature. Shakespeare and Ovid both employ similar and different archetypal symbols within their work. One common archetypal symbol in both Ovid and Shakespeare’s work is the wall, symbolizing forbidden love. Ovid gives life to the wall by describing it as â€Å"hateful,† thus personifying the wall. Another example of how Ovid makes the wall more than just a inanimate barrier between the two lovers is when the lovers speak to wall. A most memorable line was when Pyramus and Thisbe declared, â€Å"But for you we could touch, kiss,† addressing the wall as a person. In comparison, in â€Å"Romeo and Juliet† the â€Å"wall† was the Montagues and Capulets fierce hatred for one another. In â€Å"A Midsummer’s Night Dream†, Shakespeare further develops this symbol of forbidden love by casting the wall as a character played by a person. This transforms the wall into more than just an inanimate object, but as an actual living thing that is separating the two lovers. Shakespeare and Ovid employ different means of personifying the wall, but in both, the wall is represented as a symbol of forbidden love. Another powerful archetypal symbol in â€Å"Pyramus and Thisbe† is the mulberry tree. Ovid uses the mulberry tree as a symbol of death and the ill-fated love of Pyramus and Thisbe. Ovid’s poem starts out with a description of the mulberry tree, informing the reader that once upon a time the red berries of the mulberry tree were actually as white as snow. Like all of the other  tales in Ovid’s Metamorphoses, this poem is focused around change, in this particular case, the change in color of the berries of the mulberry tree. Ovid tells us that the berries were stained red by the blood of Pyramus as he committed suicide upon finding Thisbe’s blood-stained cloak. Another archetypal symbol of death, similar to the mulberry tree, is the lion used by Ovid, the harbinger of death. In fact one can view death itself as another â€Å"wall† that separates Pyramus from Thisbe, until she joins him in death. Archetypal symbols of death, such as the mulberry tree and the lion, appear in numerous works of literature, and can be identified in Shakespeare’s plays. Up until this point, I have been analyzing Ovid’s and Shakespeare’s use of archetypal symbols, but it is also important to point out some similarities and differences between both authors. â€Å"Romeo and Juliet† and â€Å"A Midsummer’s Night Dream† both incorporate elements from â€Å"Pyramus and Thisbe†. However, the parallels between†Romeo and Juliet† and â€Å"Pyramus and Thisbe† are more authentic, given that â€Å"A Midsummer’s Night Dream† is Shakespeare’s satire of â€Å"Romeo and Juliet†and â€Å"Pyramus and Thisbe.† Both â€Å"Romeo and Juliet† â€Å"Pyramus and Thisbe† have parallel plots, common symbols, and archetypal characters. On the other hand, the original â€Å"Pyramus and Thisbe† is somewhat similar to the amusing rendition that the characters of â€Å"Pyramus and Thisbe† that Bottom and his friends from â€Å"A Midsummer’s Night Dream† perform. However, there are some differences. In â€Å"A Midsummer’s Night Dream† Ovid’s work is performed crudely and absurdly, meaning that Shakespeare was well aware of these oft-repeated symbols and themes and wished to parody them. Next time I read a piece of literature, I will have my eyes open for some of the archetypal symbols the Ovid and Shakespeare use in their work. Being able to recognize archetypal themes and symbols gives the reader a profound and more meaningful understanding of the text. Both Ovid, in â€Å"Pyramus and Thisbe†, and Shakespeare, in â€Å"Romeo and Juliet† and â€Å"A Midsummer’s Night Dream,† employ common archetypal symbols as a way to enhance the story that they are telling. Works Consulted: Hosley, Richard (1965). Romeo and Juliet. New Haven: Yale University Press. Roberts, Arthur J. (1902). â€Å"The Sources of Romeo and Juliet†. Modern Language Notes

Employment

In legal terms, during the later portion of the nineteenth century, â€Å"at will† termination, whether initiated by employer or employee, came into focus in the United States. Simply because a person desires to disassociate oneself with the business, whatever it is, for whatever reason, whenever one chooses, is fine and acceptable. This doctrine exists because it is presumed to exhibit and respect freedom from contract. It applies to the all of â€Å"U. S† except the state of Montana primarily because of the belief that employee and employer prefers employment relationship to be â€Å"At Will† instead of Job security (NCSC, 2014).In the following pages I offer nothing more than simple facts, plain arguments and common sense; and have no other preliminaries to settle with the reader, other than that he will divest himself of prejudice and prepossession, and suffer his reason and his feelings to determine for themselves; that he will put on, or rather that he will not put off, the true character of a man, and generously enlarge his views beyond the present day-? Thomas Paine, Common Sense† (Paine, 1779), (Grotto, 1995).In other words we can debate claims and notions that employment-at-will is all about exacting a contract of redeem and respect, but, wholeheartedly agree, truthfully, that the optimistic picture of equality and freedom is tainted by the continuing subordination and discrimination imposed primarily by employers. Summarization: Employment – At – Will Doctrine The employment-at-will doctrine avows that, when an employee does not have a written employment contract and the term of employment is of indefinite duration, the employer can terminate the employee for good cause, bad cause, or no cause at all (Mull, 2001).The genesis of this ill-fated relationship began to taking shape when employees started to unionize work efforts and initiatives, albeit for a good cause; employees were at the mercy of employer discr etion. The sass gave employees a voice to dispel wrongful actions perpetrated against them, whether it was wrongful discharge based on race, religion, sex, age, and national origin, certain Federal legislative protections, and Title VII of the 1964 Civil Rights Act was available to defend. (Mull, 2001). Allowable Exceptions to Legally Fire. The recognition of employment as being central to a person's livelihood and well-being, coupled with the fear of being unable to rotate a person's livelihood from unjust termination, led to the development of common-law, or Judicial, exceptions to the employment-at-will doctrine beginning in the late sass. † (Mull, 2001) Much of what was contained in the original employment-at-will doctrine developed exceptions that did not fully materialize until the sass. However, have since become subject to erosive statutory and common-law protections all levied against wrongful discharge actions taken by an employer.In certain instances, the â€Å"at- will† dismissal of an employee by his or her employer is halted. There are three established exceptions widely upheld. The first of these is public- policy exception, under which, wrongful discharge is factual if an employee is terminated because he or she files a workers' compensation claim following a Job related injury, or say the employee is expected to break the law based on an employer's request. These acts infringe upon adopted public policy of the particular state.The first case was held in 1959, in California, involving the International Brotherhood of Teamsters and an employee fired because he refused to perjure testimony under oath, as requested. Courts struggled then and continue so, with the meaning of public policy. Some courts in various states found the term â€Å"public policy' vague. The definition differs; limits may include exclusion to clearly defined statements in the constitution or statues, or â€Å"public policy is defined to allow Judges rights to d etermine it a state's public policy locally or beyond.Secondly, when terms agreeable to an employer and an employee exchange verbal or written in some form to express terms of security or other procedures, it constitutes an implied contract exception. The employer through conversation and planning implied that if certain actions are carried out then you will remain here or etc. A common occurrence in the recent past was courts finding that the contents and representations made in employee handbooks could create an implied contract, absent a clear and express waiver that the guidelines and policies in such did not create contract rights. Mull, 2001) â€Å"The third exception is titled covenant-of-good- and-fair-dealing exception. Rather than narrowly prohibiting terminations based on public policy or an implied contract, this exception-?at its broadest-?reads a event of good faith and fair dealing into every employment relationship. â€Å"(Mull, 2001). A termination may become subj ect to interpretations. An employer's decisions motivated by malice are not permissible; done so in bad faith, and thus subject to answering a charge to show â€Å"Just cause†.By 2001, this exception was only recognized by eleven states. Decision and Reasoning to Limit Liability and Impact Operations. Granted when an employee is â€Å"off duty', on his own time, the doctrine offers protection that disallows termination, for what is perceived as unlawful engagement into activities. But, there is an exception to this ruling as well. It states that an employer can basically dictate what activity lawful is and what is not, when it is reasonable related to employment and responsibilities (NCSC, 2014).Therefore, both John and Ellen committed acts worthy of termination when they violated the statue as defined, John, by posting a rant against an important company customer, and Ellen, when she began a blob that protested the Coo's bonus. Retaliation provides that employees may engage in proper, legal, necessary, or desirable activity without being fired in retaliation by their employer (NCSC, 2014). Neither Jim in his email soliciting support of others to protest a situation involving a perceived injustice, nor the accounting department secretaries physical stance in protest against a perceived injustice have legal grounding for terminations.In defense of the employer, Employment-At-Will Doctrine holds no exception that can prevent the company employing Bill from effecting his termination. Joe, having threatened the company with suit for invasion of his privacy is not protected against wrongful discharge under the common law exception of public-policy. The exception allows effusing to break the law at the request of the employer, Joe instead was disciplined for use of company property, to discredit a customer, albeit from his personal account, he also used company time.Joe received the lesser of what could have resulted in Justifiable termination. On the other hand, the department supervisor is covered under this common law exception of public-policy. To terminate this person the company is poised for legal liability actions. Anna did not choose to participate on a Jury team, she was appointed to do so by the courts. The common law exception f public policy offers Anna protection against termination from employment during her absence for Jury duty; her boss has no choice in the matter except to comply.Position Recommendation; Pros and Cons of Whistle Blower Policy â€Å"Whistle blowing is the terminology that defines the actions of organization employees to bring attention to the wrongdoings happening in the organization. A whistle blowing policy by an organization is a step by the higher level management to keep account of all the happenings in its organization which can possibly cause harm to the organizations. It has become extremely important for large-scale organization to have a whistle blowing policy because it is almost impossibl e for them to be aware of the complete happening at all levels of their organization. (Dolomite, 2012) In any organization it is imperative to have in place a mechanism by which all know negative matters can and will be resolved. The basic mechanics are already established; the organization is Just fine tuning it for ownership. It should be simple, easy to follow, and ably proven highly effective. Ethical Theory supports willingness to get involved or the greater good of the largest population (Halberd & Inguinal, 2012).Based on that greater good recommendation is that: the Chief Executive Officer (CEO) form a roundtable steering group comprised of level one, two, and three management and leadership staff to draft a whistle blower policy that, is concise with clear written instructions easily understood, and ensures not a lengthy process (Halberd & Inguinal, 2012) will develop a training program; help employees accept the process and understand it is not about tattling, but more so, building an organizational inundation where each is holding the other accountable (Halberd & Inguinal, 2012) defines the procedures through which an individual will report; develop strict response times for investigation and resolution (Halberd & Inguinal, 2012) The CEO has the burden to set an environment that invites a high level of integrity, accountability, and transparency. When the drafts have gone through legal for lawful compliance review, the CEO and the steering group should hold information sitting for all employees to introduce the new Whistle Blower Policy as a fresh start for all toward ethical, relational, and success values. Further recommend considerations to create a position that oversees training, compliance, reporting, and resolution.Finally, recommend the CEO become visible and canvas the different areas, inquire to come to know the people, to invite genuine feedback, find out what is going on, where are issues of concerns. The CEO will do well to focus attent ion to follow-through on any issues shared while out among workers, and to stay abreast of actions pursued by the steering group; make certain they are addressed as the policy is developed. Fundamentals and Rationale of a Whistle Blower Policy. There are critical elements that ensure proper follow-through of any claim from a whistler's. Integrity is the key of what is disclosed, to who disclosed, and the method that address the issue presented. This policy is instituted to assist those who choose to question what does not appear correct and in accordance with known practice.The first of three fundamental elements critical to assurance of a Whistle Blower Policy effectiveness provides that, where an individual discloses in good faith, not for malicious or for personal gain, some indiscretion of public interest, they are retorted from factorization, harassment or disciplinary action. Secondly, the issue disclosed will be thoroughly investigated to include interviews of all persons inv olved. Third, every effort is made to protect the identity of the individual making the disclosure. Employment In legal terms, during the later portion of the nineteenth century, â€Å"at will† termination, whether initiated by employer or employee, came into focus in the United States. Simply because a person desires to disassociate oneself with the business, whatever it is, for whatever reason, whenever one chooses, is fine and acceptable. This doctrine exists because it is presumed to exhibit and respect freedom from contract. It applies to the all of â€Å"U. S† except the state of Montana primarily because of the belief that employee and employer prefers employment relationship to be â€Å"At Will† instead of Job security (NCSC, 2014).In the following pages I offer nothing more than simple facts, plain arguments and common sense; and have no other preliminaries to settle with the reader, other than that he will divest himself of prejudice and prepossession, and suffer his reason and his feelings to determine for themselves; that he will put on, or rather that he will not put off, the true character of a man, and generously enlarge his views beyond the present day-? Thomas Paine, Common Sense† (Paine, 1779), (Grotto, 1995).In other words we can debate claims and notions that employment-at-will is all about exacting a contract of redeem and respect, but, wholeheartedly agree, truthfully, that the optimistic picture of equality and freedom is tainted by the continuing subordination and discrimination imposed primarily by employers. Summarization: Employment – At – Will Doctrine The employment-at-will doctrine avows that, when an employee does not have a written employment contract and the term of employment is of indefinite duration, the employer can terminate the employee for good cause, bad cause, or no cause at all (Mull, 2001).The genesis of this ill-fated relationship began to taking shape when employees started to unionize work efforts and initiatives, albeit for a good cause; employees were at the mercy of employer discr etion. The sass gave employees a voice to dispel wrongful actions perpetrated against them, whether it was wrongful discharge based on race, religion, sex, age, and national origin, certain Federal legislative protections, and Title VII of the 1964 Civil Rights Act was available to defend. (Mull, 2001). Allowable Exceptions to Legally Fire. The recognition of employment as being central to a person's livelihood and well-being, coupled with the fear of being unable to rotate a person's livelihood from unjust termination, led to the development of common-law, or Judicial, exceptions to the employment-at-will doctrine beginning in the late sass. † (Mull, 2001) Much of what was contained in the original employment-at-will doctrine developed exceptions that did not fully materialize until the sass. However, have since become subject to erosive statutory and common-law protections all levied against wrongful discharge actions taken by an employer.In certain instances, the â€Å"at- will† dismissal of an employee by his or her employer is halted. There are three established exceptions widely upheld. The first of these is public- policy exception, under which, wrongful discharge is factual if an employee is terminated because he or she files a workers' compensation claim following a Job related injury, or say the employee is expected to break the law based on an employer's request. These acts infringe upon adopted public policy of the particular state.The first case was held in 1959, in California, involving the International Brotherhood of Teamsters and an employee fired because he refused to perjure testimony under oath, as requested. Courts struggled then and continue so, with the meaning of public policy. Some courts in various states found the term â€Å"public policy' vague. The definition differs; limits may include exclusion to clearly defined statements in the constitution or statues, or â€Å"public policy is defined to allow Judges rights to d etermine it a state's public policy locally or beyond.Secondly, when terms agreeable to an employer and an employee exchange verbal or written in some form to express terms of security or other procedures, it constitutes an implied contract exception. The employer through conversation and planning implied that if certain actions are carried out then you will remain here or etc. A common occurrence in the recent past was courts finding that the contents and representations made in employee handbooks could create an implied contract, absent a clear and express waiver that the guidelines and policies in such did not create contract rights. Mull, 2001) â€Å"The third exception is titled covenant-of-good- and-fair-dealing exception. Rather than narrowly prohibiting terminations based on public policy or an implied contract, this exception-?at its broadest-?reads a event of good faith and fair dealing into every employment relationship. â€Å"(Mull, 2001). A termination may become subj ect to interpretations. An employer's decisions motivated by malice are not permissible; done so in bad faith, and thus subject to answering a charge to show â€Å"Just cause†.By 2001, this exception was only recognized by eleven states. Decision and Reasoning to Limit Liability and Impact Operations. Granted when an employee is â€Å"off duty', on his own time, the doctrine offers protection that disallows termination, for what is perceived as unlawful engagement into activities. But, there is an exception to this ruling as well. It states that an employer can basically dictate what activity lawful is and what is not, when it is reasonable related to employment and responsibilities (NCSC, 2014).Therefore, both John and Ellen committed acts worthy of termination when they violated the statue as defined, John, by posting a rant against an important company customer, and Ellen, when she began a blob that protested the Coo's bonus. Retaliation provides that employees may engage in proper, legal, necessary, or desirable activity without being fired in retaliation by their employer (NCSC, 2014). Neither Jim in his email soliciting support of others to protest a situation involving a perceived injustice, nor the accounting department secretaries physical stance in protest against a perceived injustice have legal grounding for terminations.In defense of the employer, Employment-At-Will Doctrine holds no exception that can prevent the company employing Bill from effecting his termination. Joe, having threatened the company with suit for invasion of his privacy is not protected against wrongful discharge under the common law exception of public-policy. The exception allows effusing to break the law at the request of the employer, Joe instead was disciplined for use of company property, to discredit a customer, albeit from his personal account, he also used company time.Joe received the lesser of what could have resulted in Justifiable termination. On the other hand, the department supervisor is covered under this common law exception of public-policy. To terminate this person the company is poised for legal liability actions. Anna did not choose to participate on a Jury team, she was appointed to do so by the courts. The common law exception f public policy offers Anna protection against termination from employment during her absence for Jury duty; her boss has no choice in the matter except to comply.Position Recommendation; Pros and Cons of Whistle Blower Policy â€Å"Whistle blowing is the terminology that defines the actions of organization employees to bring attention to the wrongdoings happening in the organization. A whistle blowing policy by an organization is a step by the higher level management to keep account of all the happenings in its organization which can possibly cause harm to the organizations. It has become extremely important for large-scale organization to have a whistle blowing policy because it is almost impossibl e for them to be aware of the complete happening at all levels of their organization. (Dolomite, 2012) In any organization it is imperative to have in place a mechanism by which all know negative matters can and will be resolved. The basic mechanics are already established; the organization is Just fine tuning it for ownership. It should be simple, easy to follow, and ably proven highly effective. Ethical Theory supports willingness to get involved or the greater good of the largest population (Halberd & Inguinal, 2012).Based on that greater good recommendation is that: the Chief Executive Officer (CEO) form a roundtable steering group comprised of level one, two, and three management and leadership staff to draft a whistle blower policy that, is concise with clear written instructions easily understood, and ensures not a lengthy process (Halberd & Inguinal, 2012) will develop a training program; help employees accept the process and understand it is not about tattling, but more so, building an organizational inundation where each is holding the other accountable (Halberd & Inguinal, 2012) defines the procedures through which an individual will report; develop strict response times for investigation and resolution (Halberd & Inguinal, 2012) The CEO has the burden to set an environment that invites a high level of integrity, accountability, and transparency. When the drafts have gone through legal for lawful compliance review, the CEO and the steering group should hold information sitting for all employees to introduce the new Whistle Blower Policy as a fresh start for all toward ethical, relational, and success values. Further recommend considerations to create a position that oversees training, compliance, reporting, and resolution.Finally, recommend the CEO become visible and canvas the different areas, inquire to come to know the people, to invite genuine feedback, find out what is going on, where are issues of concerns. The CEO will do well to focus attent ion to follow-through on any issues shared while out among workers, and to stay abreast of actions pursued by the steering group; make certain they are addressed as the policy is developed. Fundamentals and Rationale of a Whistle Blower Policy. There are critical elements that ensure proper follow-through of any claim from a whistler's. Integrity is the key of what is disclosed, to who disclosed, and the method that address the issue presented. This policy is instituted to assist those who choose to question what does not appear correct and in accordance with known practice.The first of three fundamental elements critical to assurance of a Whistle Blower Policy effectiveness provides that, where an individual discloses in good faith, not for malicious or for personal gain, some indiscretion of public interest, they are retorted from factorization, harassment or disciplinary action. Secondly, the issue disclosed will be thoroughly investigated to include interviews of all persons inv olved. Third, every effort is made to protect the identity of the individual making the disclosure.

Interpersonal Communications Essay - 1036 Words

Abstract The object of this paper is to examine the effectiveness of interpersonal communication. The paper will discuss how human service professionals can help by learning the standards of clients of a different culture. This paper will demonstrate some barriers that counselors may endure when assisting clients. Emotions can influence whether a client discuss circumstances to the interviewer and recognizing nonverbal and verbal cues. The authors have established the importance of counselors and their ability to communicate in their daily and professional lives. Many problems can happen when there is a lack of communication but knowing oneself is necessary to support others. Interpersonal Communication Human service†¦show more content†¦Even people that have a culture different than the professional have emotions like madness (MHF, Empathy: An MHF Feeling). A person culture is always important for human service professionals to understand in order to show empathy. Emotional factors People should feel comfortable when expressing their feelings to the interviewer, for a decent relationship to begin. The human service professional do not have to agree with the client, in order to show empathy but understanding. Counselors must recognize important nonverbal clues when speaking with clients. According to the â€Å"Mental Health Facilitator† people should start with self-alertness and advancement of empathetic abilities (MHF, Empathy: An MHF Feeling). Clients’ emotions have a large impact on services rendered. There are factors; such as, different cultures, protecting others, or just scared; which can keep a client from disclosing emotions. A person culture has an impact on their reaction to the helper because they may view situations differently. If the counselor do not have a clear concept of oneself, it can have a negative impact on the delivery services for people of another background. We must not be too talkative, avoidant, or anxious when talking with clients. These actions can help or harm the client success of treatment if the interviewer do not know how to correspond properly.Show MoreRelatedInterpersonal Communication753 Words   |  4 PagesTitle Student’s Name COM200: Interpersonal Communication Instructor’s Name Date (Sample March 19, 2014) Introduction- Thesis Statement * If you’re having difficulties writing a thesis, use the thesis generator in the Ashford Writing Center - https://awc.ashford.edu/writing-tools-thesis-generator.html. Remember, a thesis should make a claim – a definitive statement – about some issue. Here is an example: Effective communication is the most important factor in a successful relationshipRead MoreInterpersonal Communication Essay952 Words   |  4 PagesI. Introduction AND Thesis Statement Interpersonal communication is key to the life of a healthy relationship or marriage. 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