A Child Called It Essay -- Dave Pelzer

A Child Called ‘It’   Ã‚  Ã‚  Ã‚  Ã‚  A Child Called ‘It’ is the story of a young boy who, in order to survive, must triumph over the physical, emotional, and medical abuse created by his mother. The exploitation of alcohol plays an important role in the abuse by the mother and the neglect to see and the courage to intervene the problems by Dave’s father. Dave considered the abuse he endured by his mother, ‘games’. But he always tried to be one small step ahead of her.   Ã‚  Ã‚  Ã‚  Ã‚  Like Death From Child Abuse . . . And No One Heard, the outside world does nothing to help out a small child suffering from various forms of abuse. The few people who took notice were David’s teachers and the school nurse. Yet it took them a considerable amount of time to finally build up suspicion and finally report Dave’s problems to the proper authorities. I find the unreported instances observed by the public to be just as substantial a crime as the child abusers themselves.   Ã‚  Ã‚  Ã‚  Ã‚  One of the things I enjoyed and always found myself grinning about was the spunk that Dave had. He was crafty enough to stall his mother’s efforts of physical and emotional cruelty just long enough for his dad to arrive, and he would not receive the most severe option of the abuse. When his mother attempted to make him eat his brother’s stool, he held his head away just long enough to get it taken away at the last second as his father drove up from work.   Ã‚  Ã‚  Ã‚  Ã‚  The games that his mother would make him play would turn deadly. He ha...

The Impact of NAFTA on the U.S. Textile Industry Essay -- Essays Paper

The Impact of NAFTA on the U.S. Textile Industry When the North American Free Trade Agreement went into effect in 1994, many expressed fears that one consequence would be large job losses in the US textile industry as companies moved production from the United States to Mexico. Opponents of NAFTA argued passionately, but unsuccessfully, that the treaty should not be adopted because of the negative impact it would have on employment in the United States, particularly in industries such as textiles. A glance at the data four years after the passage of NAFTA suggests the critics had a point. Between 1994 and mid-1997, about 149,000 US apparel workers lost their jobs, over 15 percent of all employment in the industry. Much of this job loss has occurred because producers have moved production to Mexico. Between 1994 and 1997, Mexico's apparel exports to the United States trebled to $3.3 billion. In 1993, the US jeans maker, Guess?, sourced 95 percent of its product domestically. Now it gets about 60 percent of its clothing from o utside the United States, with Mexico as one of the biggest suppliers. Similarly, in 1995, Fruit of the Loom Inc., the largest manufacturer of underwear in the United States, said it would close six of its domestic plants and cut back operations at two others, laying off about 3,200 workers, or 12 percent of its US work force. The company announced the closures were part of its drive to move its operations to cheaper plants abroad, particu...

The Servant Leader Essay -- Isaiah, Jesus Christ

Leadership! What is it that truly distinguishes one as a leader? Is it leadership style or possessing certain skills and abilities to lead? Is it one’s character or is it one’s ability to develop and resolve complex strategies? Are leaders born or are they made? Warren G. Bennis, an American scholar, Distinguished Professor of Business Administration, and Founding Chairman of The Leadership Institute at the University of Southern California once said: The most dangerous leadership myth is that leaders are born -- that there is a genetic factor to leadership. This myth asserts that people simply either have certain charismatic qualities or not. That's nonsense; in fact, the opposite is true. Leaders are made rather than born. (ThinkExist.com, â€Å"Quotes by Warren G. Bennis on Leadership.† http://thinkexist.com/quotes/warren_g._bennis/. Here in America our entire Armed Forces is built on the premise that leaders are made. As well, many of America’s Fortune 500 corporations believe that leaders are made as evidenced by their annual expenditures on countless resources developing leadership training materials and holding training and development seminars, all in hope of creating the â€Å"à ¼ber† leader. Notwithstanding the quest, what the past two years have confirmed for us, as history has repeatedly revealed to us, man’s understanding of leadership and God’s design of leadership vastly differ. At the heart of man’s leadership and at the head of man’s leadership is himself and as a result man’s leadership ultimately leads to failure. This failure in human leadership is not without consequences and humankind, in her despair and hopelessness, rebels against God. In direct contrast, God’s design for leadership begins and ends wit... ...ity,† http://www.merriam-webster.com/dictionary/person-personality. The Greek Bible Study Online: Read, Word Study, Translate, â€Å"Paraklete,† http://www.greekbiblestudy.org/gnt/main.do. NOTES Burrell, Dan, Dr. DSMN 605 Class Notes, Lesson 4. Lynchburg, VA: Liberty University. (APA Style - Merriam-Webster's collegiate dictionary (11th ed.). (2005). Springfield, MA: Merriam-Webster. Song of Roland. Ann Arbor: University of Michigan Press, [1959]. 9. Tim Lynch, DS9 Trials and Tribble-ations Review, 1996, [online], available from http://www.bradley.edu/campusorg/psiphi/DS9/ep/503r.html, 8 October 1997. B Lynch, Tim. DS9 Trials and Tribble-ations Review. 1996. [Online]. Available from http://www.bradley.edu/campusorg/psiphi/DS9/EP/503r.html. 8 October 1997.

Managing Individual Performance

It’s crucial for the manager to make right decisions about the members of his team. The organization can be very successful only in the case of well-balanced personnel, and it’s the manager’s responsibility to employ the right people for the positions. Even when all the technical resources in the company are at the highest level, the skills of employees appear to be the most important key to the organization’s success. It’s a well-known fact that â€Å"†¦everyone wants to feel that they are on a winning team, that the company is moving ahead, and that they are an integral part of the group.† (3)Therefore, it’s necessary for the manager to take employment of personnel very seriously. First of all, the manager needs to make sure he knows all the major objectives which the company sets in front of itself. Without the deep understanding of the organization’s goals, it’s impossible to employ people to achieve those goals. As soon as the goals are determined, it’s necessary for the manager to do his best to find people whose education, general background, and personality will fit the best into the positions available. There is no general criterion for choosing the members of the team because the decision of the manager depends on the goals which he sets for his team.The manager has to analyze the profiles of the potential employees very carefully in order to get a full idea about them. The major criterion is ensuring that every employee in the team will have a position which answers both his expectations and expectations of the company. The goals of the organization will be achieved only in the case when the manager makes right decisions about the choice of employees and the responsibilities which each of them can fulfill the best. However, the task gets more complicated because â€Å"building the winning team requires more than just hiring a bunch of talented people.It means hiring people wh o will work well together. It means developing a shared vision and commitment. It means physically bringing people together in formal group meetings for open discussion of broad-based issues. It means encouraging positive, informal interactions between group members. It means instilling a â€Å"winning† attitude throughout the organization. It means watching for and quickly trying to reverse team-building problems such as jealousy, cynicism, and defensive behavior.† (3)In the simulation I chose the following employees into the team: Tony Wu for the position of building case files; Lisa Stafford to moderate self-help groups, Nicola Minelli for performing follow-ups, and finally Daniel Nichols to supervise confrontation sessions. Out of all the employees whom I selected Daniel Nichols has the most experience, he also has an MBA which puts him one step ahead of everybody else who only have bachelor’s degrees.That is why he gets a very complicated task of supervising confrontation sessions. In order to keep Daniel Nichols motivated, he needs to have an important position, so I chose one for him with the most responsibility. Tony Wu is a good professional, and he cannot fulfill the functions on a very important position just yet because he has never worked as a manager. He is not very ambitious as the profile shows, so he is much better on the position when he has to exercise duties like building case files. Tony Wu has a very important feature of character- accuracy, and this feature is very useful in the position which I have offered to him. For Tony Wu, it’s better to work with documents and build case files because when he has to make important decisions, he might fail them due to his mild character.Lisa Stafford necessarily has to be on my team due to her success-orientation. She is not the type of employee who will sit in the shadow of somebody else during her whole life. She wants to fight for success, and she is very ambitious. He r future is pre-destined by her character, and she will be in the manager’s chair shortly. For the moment, she doesn’t have enough experience to be a manager or supervisor, so the best suitable position for her is moderating self-help groups.However, I as a manager realize that it’s very important to motivate Liza in every possible way because she expects to have the most important chores, and wants to show herself from the best possible side. Out of the last 3 potential employees I have chosen Nichola Minelli. She had almost equal chances with other 2 candidates but I preferred her to them for a couple of reasons. The position which remains vacant is performing follow-ups. I had 3 alternatives for the position: Nicola Minelli, John Connor, and Michelle Levy.The negative side of Michelle Levy is that she is a pessimist. This quality is absolutely inapplicable for the team which we are forming, considering the goals of our organization. John Connor is a very expe rienced worker but I prefer to include younger members in the team who have a high potential. They have a much better performance due to their expectations of future promotion. Nicola Minelli possesses a very important quality which makes her a perfect candidate for the position is that she has good analytical skills.In order to manage the created team effectively, I had to consider many factors. First of all, the ways to motivate every one in the team. Every employee has his own interests and needs, and in order to choose the right strategy of motivation, I needed to study their profiles carefully. Whenever I felt that one member of the team was growing uninterested towards the functions which he was fulfilling, I had to apply different forms of motivation for him. I also needed to check all the time what new responsibilities I can give to the members of the team if I saw they were ready for that.I as well had to consider the way the members of the team interact with each other bec ause a team works successfully only in case when the communication among members is on the highest level. An individual’s personality plays a crucial role in the success of my team as I have discovered. Every person in the team is a part of it. The system can work efficiently only in the case when every part of it works efficiently. If I employ a person for some position whose personality doesn’t answer the responsibilities which he will have to bear, he will not be able to fulfill his duties at the required level.If one of the members stops performing at his required level, it immediately has a deep effect on the work of the whole system because every member is dependent on each other. Another influence on the member’s personality is communication with other members of the team. Individuals employed in one team need to be as compatible as possible by their characters in order to bring success to the organization.â€Å"The 126 item Myers-Briggs Type Indicator ( MBTI), Form G, provides data on four sets of preferences. These preferences result in 16 learning styles, or types. A type is the combination of the four preferences.† (8) E (extroversion) versus I (introversion) tells about how people â€Å"change their batteries†. Extroverts find all of the support in the outside world, as well as see the outside world as the reason of their failures, if they occur. Such employees are better on important positions because they are very action-oriented.Introverts are more concerned about their inner world of ideas, so they are better at exercising tasks given to them by other people. N (intuition) versus S (sensing) tells about a person’s preference in relying on and making decisions. Some people prefer to rely on their intuition, others on sensing. For my team, I chose 2 members who have intuition preference (men) and 2 members who have sensing preference (women). This creates a good balance. T (thinking) versus F (feeling) tel ls whether a person trusts to his mind more, or to his feelings. People who prefer feeling make decisions according to what their heart says to them.Others are guided by their rational mind. I have also used the same proportion of team members with this preference because this proportion can help employees have right decisions. P (perception) versus J (judgement) describes the way people act in their lives. Perceptive people make spontaneous decisions, and can do things at once when they think of them. Judging people weight their actions first, and provide the analysis of the situation. Perceptive people are more preferable for positions in teams because they make decisions very quickly.Maslow’s hierarchy of needs can be described as the following:1) Physiological: hunger, thirst, bodily comforts, etc.;2) Safety/security: out of danger;3) Belonginess and Love: affiliate with others, be accepted; and4) Esteem: to achieve, be competent, gain approval and recognition. (7)The hie rarchy of needs effects motivation in such a way that every employee has his needs. One employee only needs his 2 basic needs to be satisfied (psychological and safety). Others will not be satisfied unless they are accepted by others and gain recognition. In order to motivate every employee, you need to know about his needs.You as a manger need to focus on his need satisfaction as the key to motivating him. It’s important to select such team members whose needs are relatively high because they will perform at a very high level in order to achieve the goals which they set for themselves. In the team which I selected, Lisa Stafford and Daniel Nichols are the most competitive, and their needs are definitely on the highest level- of esteem.In order to motivate them, I have to give them the most challenging tasks which will let them show how smart they are and be recognized by everybody. Tony Wu and Nicola Minelli don’t have such high ambitions, and their needs stop at the level of belonginess and love. In order to motivate them, I don’t need to give them high responsibilities for them to be recognized by management. They need to have tasks which from their point of view will bring use to the society and the company.My team selections worked perfectly, exactly like I expected. At the end, I got 100% of performance which is the highest result. I chose all the members of the team in the most efficient way, and placed them on the right positions, and motivated their activity during years in such a way that they performed at their maximum of abilities. The factors which I selected for motivating my team include:reminding them about the importance of the mission for which they are working. Whenever employees felt pessimistic about their work (for example Tony Wu and Nicola Minelli), I made sure he realized how important his work was for the society.giving them an opportunity to show their skills. It was important for Daniel Nichols and Lisa Stafford to show their intellect through difficult assignments they had.giving high responsibilities to the team members who are very ambitious. I needed to motivate Daniel Nichols and Lisa Stafford to keep high interest in the work they were doing.giving recognition to the members who are performing the best. Every member of the team needed recognition for the important work he was doing.promising possibilities of promotion to members who work the hardest. Lisa Stafford and Daniel Nichols need to be promoted soon in order to keep the level of their performance equally high, so I needed to talk about future opportunities with them.Since I chose the best possible team during the first run of the simulation and got 100% performance at the end, all of my later runs of the program didn’t make the result better because my first choice was completely accurate. This lesson learned in the workplace is very useful because it helps us to develop our skills as future managers. When managing rea l teams at companies, we’ll be able to apply everything learned in practice and achieve equally high results which will lead to the success in the organization.Bibliography. Franken, R. (2001). Human motivation (5th ed.).. Pacific Grove, CA: Brooks/Cole. Managing People: Motivation Building the Winning Team // www.businesstown.com Maslow, A. (1943). A theory of human motivation. Psychological Review, 50, 370-396. Maslow, A. (1954). Motivation and personality. New York: Harper Nohria, N., Lawrence, P., & Wilson, E. (2001). Driven: How human nature shapes our choices. San Francisco: Jossey-Bass. William G. Huitt. Maslow’s Hierarchy of Needs. February 2004. www.gsu.edu

Kant and Euthanasia Essay

According to the Human Society of the United States, 2. 7 million animals are euthanized each year, yet human assisted euthanasia is not even legal in 46 states. Not only do animals not have to give consent to their deaths but it is legal in every single state. Even though the basis of Kantian ethics and Catholicism lie hundreds of years apart, they are almost identical when it comes to their views on some moral issues. In regards to euthanasia, Kant and Catholicism have different reasons, yet their views are the same in that they say euthanasia is wrong. To find whether or not Kant and Catholics agree or disagree, there must first be a consensus on whether euthanasia is the same as killing someone. As defined by Webster’s dictionary, to kill is to cause the death. Voluntary euthanasia, which is the only type that is present in the United States, must fit five characteristics in order for it to be legal. First, the patient must be suffering from a deadly illness. Second, the disease must be so developed that a cure for the said disease would not increase the chance of life. Furthermore, if the deathly ill person has unparalleled pain and even if saved, he or she would need life support for the remaining time. Moreover, and probably most importantly the person must wish and want to die. Finally, the person must not have the strength to kill themselves on their own. When these questions are cleared, the doctor may then give a series of drugs that first but the patient in a coma and then a painless death. The doctor is clearly causing the death of the patient; therefore, no matter how society looks at it, by definition, euthanasia is indeed an act of killing. No matter the circumstances surrounding the action, in the eyes of the Catholic Church, killing is always wrong. This matter can be settled with a literal translation and reading of the Bible. In Exodus Chapter 21 verse 23 it states, â€Å"You are to take life for life, eye for eye, tooth for tooth, hand for hand, foot for foot. † As anyone can see, the Catholics during the time that the bible was written agree that killing is wrong and has the gravest of consequences. Still today, Catholics share the same beliefs as it states in the Catechism â€Å"Whatever its motives and means, direct euthanasia consists in putting an end to the lives of handicapped, sick, or dying persons. It is morally unacceptable. † This is morally unacceptable because an act such as this goes against, â€Å"the dignity of the human person and to the respect due to the living God, his Creator† (CCC 2277). From these citations of the Catechism, Catholics can see that God does not give permission to use euthanasia not only because human dignity is lost, but also because it is a vice against the being who created the life itself. Kant, like Catholics would agree that no one should ever be killed strictly because killing is wrong. Kant would refer to the categorical imperatives when making his decision. â€Å"His first formulation of categorical imperative talks about man being a rational being; since he is a rational being, he has no right to formulate such a maxim like â€Å"if I am in a terrible condition, I have the right to take my life or reserve the right to the doctor or my family members†Ã¢â‚¬  (Odianosen 9). When talking about Kant, Odianosen clearly agrees and supports that the categorical imperatives point in the direction away from any sort of euthanasia. In this quote that Odianosen uses, he is stating that the rational part of humans shall not call for something as ridicules as euthanasia. Of course Catholics and Kant believe in stopping human euthanasia, but Kant’s peculiar reasoning behind this is quite different from a Catholic’s thought of not disrespecting God’s holy creations. In An Introduction to Catholic Ethics by Longtin and Peach, thoroughly explain that in Kantian ethics, one must follow the moral law for the sake of the moral law itself. This means that one must not use euthanasia not because it may be considered murder and not because it might disrespect God, but because euthanasia in itself is unethical. Since murder is also a universal law, people cannot simply use someone as a means to an end meaning that is euthanasia is wanted mainly because insurance money is given out more quickly. Indeed, although their reasoning may be different, overall Catholics and Kant would agree. During the Age of Enlightenment, Kant walked the earth and thought of what is right, and what is truly wrong. The first Catholics were born over one thousand years prior, and they created a doctrine of ethics in which some are still agreed upon today. Both agree, no matter how different their backgrounds were, that taking a life even if that life is suffering is never okay; however between the categorical imperative and God’s will, their reasons for doing so are worlds apart. In extensively researching this topic, and having my own opinions, I would have to disagree with both of them. I think that taking a life in these situations is the humane option for several reasons. Firstly, if a human being is undergoing large amounts of pain and will clearly end in imminent death, there is no use for him or her to go through such a stressful time if there is a quick and painless option. In addition, euthanasia may be the more economically sound option. Often, medical bill can be extremely expensive if great medical insurance is not possessed, and keeping that person alive for a small amount of time would put the entire family in a deep and maybe never ending economic plunder. Finally, and usually most importantly, it gives the family a sense of closer. No one wants to worry if their best friend, or favorite family will die today, tomorrow, next Friday, or in two months from now. Euthanasia provides the entire family to list all of their final goodbyes, stories, and regrets. Without a doubt, euthanasia is a clearly morally right in my mind even though many such as Kant and Catholics would argue otherwise. Works Cited â€Å"Common Questions about Animal Shelters : The Humane Society of the United States. † RSS. Humane Society of the United States, 3 May 2013. Web. 03 Dec. 2013. Longtin, Lucien F. , and Andrew J. Peach. An Introduction to Catholic Ethics. Washington, D. C.: National Catholic Educational Association, 2003. Print. New American Bible. New York: American Bible Society, 2010. Print. Odianosen, Peter. Immanuel Kant’s Moral Theory as a Response to Euthanasia. N. p. : University of Ibadan, n. d. Academia. edu. Web. 1 Dec. 2013. Patterson, R. F. New Webster’s Dictionary. Plantation, FL: Paradise, 1997. Print. Paul II, Pope John. Catechism of the Catholic Church. Vatican City: Libreria Editrice Vaticana, 2000. United States Conference of Catholic Bishops. Web. 2 Dec. 2013. Young, Robert. â€Å"Voluntary Euthanasia. † Stanford University. Stanford University, 18 Apr. 1996. Web. 03 Dec. 2013.

Dell Company Background Essay

DELL is a multinational information technology corporation based in Round Rock, Texas, United States, that develops, sells and supports computers and related products and services. Bearing the name of its founder, Michael Dell, the company is one of the largest technological corporations in the world, employing more than 96,000 people worldwide. Dell had 46,000 employees as of Jan. 30. About 22,200 of those, or 48.3 percent, were in the United States, while 23,800 people, or 51.7 percent, worked in other countries, according to a filing with the Securities and Exchange Commission.[citation needed] Dell is listed on the Fortune 500 (2010). Fortune also lists Dell as the most admired company in its industry. Dell has grown by both organic and inorganic means since its inception—notable mergers and acquisitions including Alienware (2006) and Perot Systems (2009). As of 2009, the company sold personal computers, servers, data storage devices, network switches, software, and computer peripherals. Dell also sells HDTVs, cameras, printers, MP3 players and other electronics built by other manufacturers. The company is well known for its innovations in supply chain management and electronic commerce. On May 3, 2010, Fortune Magazine listed Dell as the 38th largest company in the United States and the 5th largest company in Texas by total revenue. It is the 2nd largest non-oil company in Texas (behind AT&T) and the largest company in the Austin area. DELL SWOT Analysis Strength †¢ Customer oriented marketing strategies. †¢ Well-Known for online selling of Computers. †¢ Listed in the fortune 500 companies as the 25th largest company. †¢ Dell Company employs more than 76000 thousand people. †¢ Provide quality PCs, Laptops and computer peripherals at low price. †¢ Low manufacturing cost. †¢ Dell offer computers with AMD and Dell processor. †¢ Dell has nine of manufacturing plants. †¢ Offer wide range of PC, Server, Laptops, Monitors and LCDs, Data storage devices, network switches and software. †¢ Dell built computer on customer provided specifications. †¢ Dell always keen to embed latest technology in its products. †¢ It has a reliable support and service. †¢ The company website at least receives 25 million visits. †¢ Efficient Inventory management. †¢ Dell became the first company in the information technology industry to establish a product-recycling goal. Weaknesses †¢Elimination of bonuses in 2006 to increase the company financial performance. †¢ Closure of Dell’s biggest call center in April, 2003 terminating 1100 employees. †¢ On January 8, 2009 Dell announced the closing of its manufacturing plant in Limerick, Ireland with the loss of 1,900 jobs and the shift of production to its plant in Poland. †¢ Dell not able to attract the students of schools and colleges, this segment earn only 5% of total revenues. †¢ Lot of criticism against the Dell’s claim of world’s most secured notebooks. †¢ Dell willingly discontinued the â€Å"world’s most secure laptops† advertisement after the declaration of the NAD investigation. †¢ Dell have no proprietary technology, the currently used technology by dell are shared by the other major competitors. †¢ Dell is dependent on its suppliers Opportunities †¢ India, Pakistan and Bangladesh are the untapped markets. †¢ Market penetration in education and Government markets. †¢ Cost reduction in latest technology. †¢ Partnership or acquiring of suppliers. †¢ Dell has opportunity to sell computer directly to retailers. Threats †¢ Fluctuation in currency outside US. †¢ Major competitors in the market. †¢ Most of the countries are hit by recession which may result in the reduction of revenues. †¢ Government Policies. †¢ Bargaining of Suppliers. †¢ Rapid change in technology obsoletes the product in small span of time. †¢ Aggressive marketing by competitors.

Stoichiometry Questions and Answers

Concordant titer values would allow for precise results. Repeat the experiment with fresh/new equipment so identify whether there are any inherent faults in the equipment. D) Water, to ensure all of the Noah is sitting at the bottom of the conical flask. Water itself does not affect the number of moles of acetic acid in the flask, which is what reacts with the acetic acid in the vinegar. 4. A) Burette b) – rinsed with distilled water first to remove any impurities. Passed water through the tap as well. – then rinsed with solution to be transferred I. E. Acetic acid solution.Again, rinsed through the tap as well. – filled up the burette (with a funnel at the top) to the appropriate volume. Measured the volume at which the bottom of the meniscus was and recorded this as the initial value. C) Concordant titer values are 22. 30 and 22. 40 ml Average titer d) Mann_ + 0. 0750 M = 22. 35 ml UH+ fee+ Mrs.+ +UH 25. 0 ml = 0. 0250 L V = 22. 35 ml = 0. 02235 L Inman- = C. V = 0. 0750 x 0. 0250 = 0. 00188 mol Neff+,t-lemon- = 5/1 5 x nerving- = 5 x 0. 00188 mol = 0. 00938 mol 0. 00938/0. 02235 = 0. 419 M (3 SF) 5. NO + UH -+ NH (a) ann. M = 1. 0 / 28. 02 = 0. 036 mol (2 s. ) CUFF+ NH M = 1. 0 / 2. 016 = 0. 50 mol ann. : NH mixed = 1 : 14 = 0. 036 : 0. 50 Given reacting ann. : NH NO is the limiting reagent H2O is the excess reactant (b) Using ann. = 0. 036 mol ann. / ann.=2/1 ann. = 2/1 x ann. = 2 x 0. 036 = 0. 071 mol Therefore, ranch = 0. 071 x 17. 034 = 1. 2 gees. F. ) 6. 4 AAA + 302 (a) anal = m/ M = 20. 0 / 26. 98 = 0. 741 mol (3 s. F. ) 2 AWAY non = 20. 0 / 32. 00 = 0. 625 mol = 0. 741 : 0. 625 = 1. 2 : 1 = 3. 6 : 3 Given reacting anal : non =4:3 AAA is the limiting reagent 02 is the excess reactant (b) Using anal = 0. 741 mol Manama / anal = 2/4 Manama = 2/Exxon 0. X 0. 741 = 0. 371 mol Manama = n x M = 0. 071 x . 96 = 37. 8 g (3 s. F. ) 7. 2 AAA + CUSCUS = 8. 09 / 26. 98 = 0. 300 mol (3 s. F. ) incurs = c. V = 2. 00 x 0. 0750 = 0. 150 mol anal : incurs mixed = 0. 300 : 0. 150 Given reacting anal : incurs Cuscus is the limiting reagent AAA is the excess reactant = 0. 300-0. 100 3 cue Determine the number of moles of AAA reacted by using mole ratios I. E. anal anal = 2/xx incurs = 2/3 x 0. 150 = 0. 100 mol Therefore anal (excess) : incurs = 0. 200 mol (b) using incurs UNC / incurs = 3/3 UNC = incurs Mac = n x M = 0. 150X63. 55 = 9. 53 g (2 s. F. )