Please Reply to at least 4 student with no more that 60 words plus 2 Coursework - 1

It would be ideal if you Reply to in any event 4 understudy without any that 60 words in addition to 2 references - Coursework Example expounds the general yield that are seen from the elements of supposed casual pioneers and their proper pioneers partners (Herda-Rapp, 1998). Through the speculation of yields, it was understood that pioneers, be they formal or casual all are relied upon to come out with specific outcomes and this is the place their evaluation should originate from (Fawoud, 2009). The essayist has a significant quality in his introduction and this quality is decided from the measure of detail given out of sight of the term casual initiative. Such point by point foundation made it simpler to have a more extensive viewpoint of how casual initiative has influenced public activity (Fawoud, 2009). The wrier at that point based on the foundation to reach a resolution that casual administration and followship has all being about the need to accomplish a shared objective; and that this procedure should be administered by one of the individuals from the gathering, who is the pioneer (Gardener, 2008). The essayist utilized a significant part of composing abilities to make the differentiation between casual initiative and followership obviously known. This part was the need to thoroughly analyze explicit situations, where two distinct associations were make the core interest. Through the conversation, it was understood that everybody is a devotee at one point in time or the other (Fawoud, 2009) and that pioneers even become adherents at a point in view of the need to adhere to their own guidelines (Gardener,

Interview Research Paper Example | Topics and Well Written Essays - 7250 words

Meeting - Research Paper Example Also, the meetings directed have been planned for deciding the assessments held by the referenced authorities with respect to the investment of their separate organizations towards the promotion of the endeavors to change the city of Abu Dhabi into a global field. Likewise, the directed meetings looked to pick up the perspective on said authorities on work, preparing and improvement, job of the private area and Abu Dhabi’s nearby foundations. These then are accepted to give appropriate and complete data with respect to the monetary broadening of Abu Dhabi from the vantage purpose of Mudabala and Siemen’s as key players in the said endeavor. The reason for this investigation is to comprehend the pretended by Mudabala and Siemen’s in the financial broadening of Abu Dhabi. Mudabala Development Company (Mudabala) is a speculation vehicle entirely claimed by the Government Abu Dhabi. Mudabala intends to facilitate the financial of Abu Dhabi through expansion. The essential endeavor of the organization is to go into long haul capital-serious speculations in order to furnish Abu Dhabi with solid budgetary returns and forceful upgrades in the city. Then again, Siemen’s, as a significant individual from the Masdar Institute has been instrumental in the process involved by change. Subsequently, this paper attempted to look for the assessment of the leading figures of the two organizations assuming control of the monetary broadening of Abu Dhabi. The perspectives communicated by the Chief Operating Officers of Mudabala and Siemen’s has been instrumental in setting up an unmistakable and top to bottom view conc erning the means required by the â€Å"Plan Abu Dhabi 2030: Urban Structure Framework Plan.† The meetings directed will give the perusers an exhaustive investigate the financial dynamic course that Abu Dhabi is as of now embraced. Setting has been characterized as the way individuals credit certain significance to the

I GOT TWENTY DOLLARS IN MY POCKET

I GOT TWENTY DOLLARS IN MY POCKET As Matt wrote earlier, today was SpringFest 2013!  Or, to put it in technical terms, a really dope* concert with Macklemore and Ra Ra Riot. *note that the MIT Admissions Office does not endorse the use of dope.  Unless were talking semiconductors.   Ra Ra Riot opened: they had an awesome violinist (Rebecca Zeller) who had to switch bows after each song: I very much liked how they integrated string instruments into their sound. and tambourines, of course. Next up was Macklemore and Ryan Lewis!  The star showing of the night, and the reason why this SpringFest sold more tickets than any in recent memory.  And by recent memory, I mean the memories of the seniors I was talking to.  Since Im a freshman.  And dont got no memories. Funniest moment of the night?  When Macklemore borrowed a girls leopard coat jacket thing. This smells like a grandmas house.  A grandma who smokes a lotta weed*. *note that the MIT Admissions Office does not endorse the use of weed. Unless were talking about genetically modified weed-resistant plants. He also did some crowdsurfing!  Probably to the chagrin of the cops in charge of security.  But they didnt mind too much the concert was dedicated to the memory of Officer Sean Collier, after all.. Thats it for this post!  Keep poppin those tags, people.

Case Study Analysis of Casual Togs Free Essays

string(42) " and was also of a different nationality\." Introduction The present-day business environment is characterized by increasing competitiveness in different industries. In this regard, it is vital for organizations to ensure that all their functions or departments are aligned towards being ahead of their competitors (Rugman et al., 2012). We will write a custom essay sample on Case Study Analysis of Casual Togs or any similar topic only for you Order Now There is a wide range of problems that may adversely affect the progress and competitiveness of organizations. These include structural problems, communication, management issues and failure to embrace change. Given that there is no fixed approach to management that is ideal for all organizations, each company has to ensure that it adopts the most ideal approach, which can be determined by several factors in the internal and external factors that are specific to the company (Hill et al., 2014). Businesses also need to ensure that they are flexible enough to promptly change in response to the adjustments that might be taking place in the tastes and preferences of their clients or even the tactics that their competitors in the industry are using. Companies that are not flexible enough might fail to maintain their relevance towards their target market segments and lose their competitive edge (Carter et al., 2013). This report presents a case analysis of Casual Togs, a women’s apparel company that is known for its moderately priced products. Most of the company’s products are blouses, shorts and knit dresses. In the analysis, the report highlights the problems that are being faced by the company and the factors that might have contributed to these issues. The importance of addressing these issues in a business is that it provides a guidance or basis for formulating strategies that will help to improve the company’s performance. The report also provides recommendations for Cy, Casual Togs’ principal stockholder, on the changes that he needs to make in the company. It also provides recommendations on how the company should change its management practice, structure and response to change, so as to avoid a recurrence or the problems it faces. The major problems facing the firm With reference to the case study of Casual Togs, there are a number of problems that are currently being faced by the company. One of these is that many of its products are being returned by consumers because of their low quality. For any business, the quality of products that are offered to clients is among the key attributes that determine its performance in the market (Bhardwaj Fairhurst, 2010). For Casual Togs, this also led to the loss of a major portion of its old loyal consumers. It also posed a challenge to the company in attracting new clients. Consequences of this issue include a drop in the company’s revenue and its overall brand position in the industry. It has also been outlined in the case study that the company also faces stiff competition from companies that have long been in the apparels industry as well as new upcoming ones. Another issue that faces Casual Togs lies in the human resource department. The company has failed to attract the necessary skills for it to run successfully. This is evidenced by the halt in the construction of the company’s distribution centre in the middle of the construction, which was attributed to the fact that the company did not get a qualified person who could supervise the construction project. In addition to this, two of the company’s designers resigned. This contributed to a drop in the company’s overall production in its nine centres by approximately 15%. The fact that Andy Johnson, the company’s budget manager and Sol Green, the market analyst could not speak to one another also clearly depicts a communication flaw among the employees in the firm. Judy, who was the company’s vice president, is also depicted in the case study as being aggressive in her communication with other employees. There are several incidents mentioned in the case study that highlight the failure by a section of the company’s executives and employees to embrace change. For instance, Judy objected most of the proposed changes, arguing that they were either too expensive or that they had been suggested by incompetent individuals. Another incident was when Andy rejected suggestions that were made by Bill Smith, his assistant, on new approaches that could be used in the collation and analysis of daily sales printouts so as to make better sales forecasts. Even though there are several other issues that are faced by Casual Togs in its operations, three main issues have been outlined in this section. These include the decline in the company’s competitiveness, human resource issues and the resistance to change among a section of the company’s staff. Causes of the Problems The first problem about the company is the fact that it is losing its old customers, and more of its products are being returned as a result of either poor quality or late delivery to customers. For any business to effectively win over the loyalty of its target customers, it has to be dependable in terms of the products and services it delivers (Dervitsiotis, 2011). Prolonged incidences of poor quality products and services or inconsistencies tend to repel customers. As earlier mentioned, there is high competition on the apparel and fashion industry, which also increases the purchasing power of buyers. Failure of one company meet consumer expectations, regardless of how slightly the gap may be, will make even the loyal customers to switch brands (Talib et al., 2011). Late delivery of products to customers also denotes the incompetence of the department that is concerned with the delivery of the company’s products. Another issue that is affecting Casual Togs lies in the human resource management approaches. With reference to the case study presented, there is evidence of a lack of equal of opportunities for career advancement in the company. An example is Andy, who had worked with the company for 15 years without any promotion because was not related with the other managers and was also of a different nationality. You read "Case Study Analysis of Casual Togs" in category "Essay examples" According to Choi et al. (2012), one of the causes of employee turnover is the failure of organizations to provide all the employees with a chance to attain their ultimate career goals. The aggressive nature with which Judy addresses employees in the organization also intimidates the employees and lowers their self esteem. This has an adverse effect on the organizational commitment of employees and has and ultimately, affects their levels of productivity (Adler, 2013; Lutgen-Sandvik Tracy, 2012). The issue of rigidity and failure to embrace change has also contributed to the problems being faced by Casual Togs. One of the organizational aspects that have led to this is the fact that Cy, the company’s president gave all the departmental heads the freedom to make decisions that they considered to be fit for the organization. Whereas it can be argued as an approach that is relevant to the present-day business environment, it poses a challenge to decision making when rapid change are to be made because the opinions of every departmental supervisor have to be considered (Myers et al., 2012). These factors have affected the effectiveness with which Casual Togs adjusts in response to the changes in the market, leading to its dwindling performance. This shows the need for organizations to be flexible enough to maintain its relevance to the target markets (Dervitsiotis, 2011). This section has presented some of the main factors that have led to the existence of the issues that faced by Casual Togs. These include the failure of the company to adhere to quality in the design of its products and the failure to motivate employees, which adversely affects their levels of commitment. Several measures have to be put in place to ensure that the earlier mentioned issues have been overcome. Suggestions for changes to be implemented by Cy, Casual Togs’ President In regard to the issues that have been earlier identified, there are different approaches that ought to be used to change the current situation of the organization. With regard to the quality issues that have led to a loss of clients by the company and increased returns of goods, the direct measure that has to be taken is to ensure that the designers of the company’s apparel products pay attention to detail so as to enhance the quality of the products (Bhardwaj Fairhurst, 2010). There is also a need to intensify the quality management process to ensure that defective products are minimized (Rosenfeld, 2012). As presented in the case study, market research that is carried out mainly focuses in the levels of sales that should be expected in certain seasons. However, it is also vital for the organization to incorporate the on-going trends in fashion so as to effectively address customer needs (Witell et al., 2011). Human resources in any organization are among the most valuable assets, and have a key contribution towards its overall success. However, it is vital for organizations to motivate them so as to increase their productivity and organizational commitment (Bratton Gold, 2012). One of issues that are evident at Casual Togs is that employees from a certain nationality are more likely to be promoted than the other employees. In this regard, Cy, the company’s president, needs to ensure that an equality policy is implemented to provide all employees with an equal chance of promotion within the organizational ranks (Giuliano et al., 2011). This will not only motivate employees to work more, but will also attract talented job seekers. The management meetings that were held between managers and other departmental leaders within the organization were informal, marred with emotionally charged arguments, shouting and door slamming. This is a clear indication of the failure to recognize authority an order during these meetings. It is also quite unlikely that such meetings met the intended objectives. To avoid recurrence of such scenarios, the company’s president needs to change the way board meetings are held from informal to formal (Diefenbach Todnem, 2012). This will instil a sense of order, and will increase the possibilities of attaining the goals set to be met in the meetings. In the presented case, there is evidence of interference of departmental operations by managers or vice presidents of different departments. An individual from a different department could question an action carried out in another department that has no connection to his. Whereas there is need for cross-functional communication and cooperation within an organization (Hongjun Yajia, 2012), such interferences as those depicted at Casual Togs are destructive. To limit this, the company’s president needs to change the structure of the organization (Deb, 2009). Suggestions to prevent future issues at Casual Togs To prevent future problems from occurring at the organization, it is necessary for Casual Togs to ensure that it makes the necessary adjustments. These include structural changes, management practices and their response to changes taking place in the competitive environment. Suggestions for change are provided in further detail below. Management Practice There are a number of changes that ought to be made in the management practices of Casual Togs. The individual in management that raises concern in the case study is Judy, the vice president. Her aggression towards employees, as well as her interference with operations across all departments within the organization, has to be addressed. Given that she is among the majority shareholders in the company and related to the president, there is no possibility of sacking her from the position she holds. Instead, she needs to be encouraged to attend management seminars so as to improve her employee management approach (Bratton Gold, 2012). Rather than being autocratic in her management and aggressive in communicating with other employees in the organization, she needs to change and become a persuasive or democratic in her management and assertive in communication (Adler, 2013). In persuasive management, managers provide a clear explanation to their employees as to why they have made a certa in decision. In democratic management, employees are allowed to make suggestions in the decision making process, and the opinion with the highest votes is selected (Hill et al., 2014). By being assertive in communication, points or arguments are firmly put across to other employees, but respect is still maintained (Adler, 2013). Cy’s approach of management is too lenient to departmental heads within the organizations. This has also affected the way in which he handles suppliers, who often take advantage of his leniency to secure tenders even though they are supplying products at a higher price. Even though his consultative approach to management allows departmental heads to take part in decision making, there is still a need for him to exercise authority, especially when holding meetings with them (Diefenbach Sillince, 2012). Structural Change Before making a suggestion on the structural changes that ought to be implemented in the organization, it is vital to describe the organizational structure of Casual Togs as depicted in the case study. Based on the informal nature of meetings between departmental heads and the company’s president and the lack of a clear hierarchy of authority in the firm, it can be argued that the organizational structure of the company is adhocratic (Deb, 2009). Even though such a structure is ideal in encouraging creativity and innovation among employees and effectively adjusting with the changes in the market, it also has several demerits. These include a difficulty to solve routine problems that may arise in the organization, an unclear line of authority and high exposure of the organization to risk (Diefenbach Todnem, 2012). With reference to the case study, even though Judy is the vice president, she seems to have more authority that the company’s president, Cy. In this regard, the company needs to consider changing its structure to a more formal and well structured bureaucratic structure (Dervitsiotis, 2011). Even though such structures are known to limit innovation and creativity within the organization, it may be ideal for Casual Togs for a number of reasons. These include easing the decision making process, reduction of the exposure to risk and the acknowledgement of a certain structure of authority that has to be adhered to (Bratton Gold, 2012). Implementing such a structure is likely to eliminate the emotionally charged informal meetings’ scenarios and also the interference of individuals like Judy in all organizational departments. Responding to Changes in the Competitive Environment Based on the fact that the apparels industry is highly competitive and dynamic, it is also necessary for the company to be flexible enough and ready to implement changes that will maintain its relevance to the target markets (Rugman et al., 2012). One of the measures that have to be undertaken to attain this objective is to intensify market research and carry it out on a regular basis. This could be through seeking customer feedback or studying the changing trends through observation. Market research also involves studying the tactics or strategies that are being used by competing companies in the industry (Witell et al., 2011). It is through these market research efforts that the Casual Togs will be able to adjust its product designs and marketing strategies to fit the market preferences while at the same time ensuring that it effectively competes with other players in the market. Maintaining a competitive edge in the industry also depends on the skills that the company has in its human resource force (Dervitsiotis, 2011). It is important for Casual Togs to hire employees that are not only qualified, but also innovative enough to come up with designs that will be well accepted by the target markets. Innovation can also be nurtured among employees in the organization by utilizing appropriate motivational and reward strategies (Wright et al., 2012). Workers at Casual Togs also need to be informed on the inevitability of change in organizations, and why they should always be ready for it. By so doing, resistance to change among employees will be reduced. Some of the changes that may need to be implemented at Casual Togs include technological advancements in the production of its apparel and alteration of product designs to reflect the needs in the market (Myers et al., 2012). Conclusion and Recommendations Conclusion This report has presented a case study analysis of Casual Togs, a fashion business that mainly deals in the manufacture and distribution of women’s apparels. After two decades of operation, the company’s performance in the market dropped due because of a number of reasons, which have been highlighted in the report. One of these is the poor quality of products, which led to an increase in the volume of returned products. It also led to the withdrawal of many old customers. Another issue that has been identified is the failure to keep employees motivated enough to increase their organizational commitment. The causes of these issues at Casual Togs have also been presented in the paper, as well as some suggestions on how the president of the company can make the necessary changes to improve the situation at the company. Suggestions that have been provides comprise of management changes, structural changes and how the company can respond faster to changes and competition in the market. Further recommendations that can improve the company’s brand position are presented hereunder. Recommendations In order for the company to appeal to a wider market and increase its returns, it needs to consider expanding its product line. As opposed to the current products that only target ladies, Casual Togs can also consider introducing men’s and children’s clothes. As presented in the case, the products that the company distributes are mainly shorts, blouses and some knit dresses. Introduction of other female apparel like skirts, trench coats and pants can also be advantageous for the company. The case has also highlighted the high costs of production that the company incurs. Though some of these costs are inevitable, the company can reduce the overall costs by using appropriate lean production strategies, which are aimed to minimize the cost and maximize production. Some of the approaches that can be used include minimization or even elimination of errors in the design and production of products and standardization of work processes. In terms of human resource management, the company needs to ensure that it hires and strives to maintain talented and innovative employees that will contribute towards its progress in the market. Some of the approaches to motivation include offering them a reasonable remuneration and rewarding them for unique contribution. Given that the fashion industry is quite competitive, failure to motivate and retain skilled employees may tempt them to cross over and work for competitor companies, which may be detrimental for Casual Togs. References Adler, G., 2013. Management Communication. New Jersey: Prentice Hall. Bhardwaj, V. Fairhurst, A., 2010. Fast fashion: response to changes in the fashion industry. The International Review of Retail, Distribution and Consumer Research, 20(1), pp.165-73. Bratton, J. Gold, J., 2012. Human Resource Management: Theory and Practice (5th edition). London: Palgrave. Carter, M.Z., Armenakis, A.A., Feild, H.S. Mossholder, K.W., 2013. Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change. Journal of Organizational Behavior, 34(7), pp.942-58. Choi, S., Cheong, K.K. Feinberg, R.A., 2012. Moderating effects of supervisor support, monetary rewards, and career paths on the relationship between job burnout and turnover intentions in the context of call centers. Managing Service Quality, 22(5), pp.492-516. Deb, T., 2009. Managing Human Resource And Industrial Relations. Excel Books. Dervitsiotis, K.N., 2011. The challenge of adaptation through innovation based on the quality of the innovation process. Total Quality Management Business Excellence, 22(5), pp.553-66. Diefenbach, T. Sillince, J.A., 2012. Crossing of Boundaries–Subordinates’ Challenges to Organisational Hierarchy. Research in the Sociology of Organizations, 35, pp.171-201. Diefenbach, T. Todnem, R., 2012. Reinventing Hierarchy and Bureaucracy: From the Bureau to Network Organizations. Bingley: Emerald Group Publishing. Giuliano, L., Levine, D.I. Leonard, J., 2011. Racial Bias in the Manager-Employee Relationship An Analysis of Quits, Dismissals, and Promotions at a Large Retail Firm. Journal of Human Resources, 46(1), pp.26-52. Hill, C., Jones, G?. Schilling, ?M., 2014. Strategic Management: Theory: An Integrated Approach. Mason: Cengage Learning. Hongjun, L. Yajia, G., 2012. Study on Chain Companies Human Resources Management. Information and Business Intelligence, 267, pp.227-32. Lutgen-Sandvik, P. Tracy, S.J., 2012. Answering Five Key Questions About Workplace Bullying How Communication Scholarship Provides Thought Leadership for Transforming Abuse at Work. Management Communication Quarterly, 26(1), pp.3-47. Myers, P., Hulks, S. Wiggins, L., 2012. Organizational Change: Perspectives on Theory and Practice. Oxford: Oxford University Press. Rosenfeld, S.A., 2012. Competitive Manufacturing: New Strategies for Regional Development. New Jersey: Transaction Publishers. Rugman, A.M., Oh, C.H. Lim, D.S., 2012. The regional and global competitiveness of multinational firms. Journal of the Academy of Marketing Science, 40(2), pp.218-35. Talib, F., Rahman, Z. Qureshi, M., 2011. A study of total quality management and supply chain management practices. International Journal of Productivity and Performance Management, 60(3), pp.268-88. Witell, L., Kristensson, P., Gustafsson, A. Lofgren, M., 2011. Idea generation: customer co-creation versus traditional market research techniques. Journal of Service Management, 22(2), pp.140-59. Wright, B.E., Moynihan, D.P. Pandey, S.K., 2012. Pulling the Levers: Transformational Leadership, Public Service, Motivation, and Mission Valence. Public Administration Review, 72(2), p.206–215. How to cite Case Study Analysis of Casual Togs, Free Case study samples

Roman Soldier Essays - Military Of Ancient Rome, Centurion

Roman Soldier A. Joining the Army - Qualifications if any - Pay or benefits received - Initial training no boot camp in those days - Soldiers oath (page 6 Legionary book) B. Life at the Fort - Accommodations - Food - Showers bathrooms -Free time - No weekends off but had all religious holidays off - Religion - Temple of Mithras, he was most of the soldiers god, You had to pass 7 tests of skill to become of full Mithras brotherhood C. Duties - Sentry duty - Cooking / Cleaning - Working (pg. 16 Legionary book) - Built roads\bridges - Made tiles for public buildings - Built aqueducts - Drained marshes to build new forts on - Quarry, stones for buildings etc. - Polished iron armor and weaponry - Sweeping - Only a select few got out of bad jobs and they were clerks, cobblers, smiths D. The Centurion - Was the boss of all the soldiers who worked - Dress was much more elaborate - Carried a vine wood stick - was a badge of honor also used as a whip for disobedient soldiers - Professional\Officers -Were harsh taskmasters - Punishments - petty such as being late would be to make the soldier look like a fool and make them stand outside w/o weapons or armor to show he is not worthy to be a soldier - serious crime such as sleeping on guard or deserting resulted in flogging, rank lowered. At the time of war the penalty was death - If a unit disgraced itself in battle it might be "decimated" - 1 in 10 selected to be clubbed or stoned to death by the rest of the army - Decimation was stopped after Emperor Trajan ruled E. Family Life - Forbidden to marry - That was not strictly enforced - Was not unusual to keep wife and children in nearby homes F. Pay - Pay was low - Deductions were taken out for worn out gear, bedding food, boots, clothes etc. - Often got a bonus in pay to celebrate an important event (annual) I wanted to join the Roman Army ever since I was a young boy playing in the fields of my home in (NAME A TOWN OR CITY RELATED TO ROME HERE). My father was a legionaire in the Roman Army for 25 years. It was my goal in life to follow in his footsteps. The hard part of being a Legionaire in the Roman Army was not becoming a soldier. To become a soldier you jsut had to be somewhat physically fit and be at least 5 feet 8 inches tall. The pay for being a legionaire was also not all that attractive to me. I got paid 250(DOLLARS, PESOS, FRANCS) per month. There were many deductions taken out of that 250 that I did not like. Roughly 10 for my bedding, 80 for food and 60 for clothes. So after all those deductions I was not left with all that much. The signifer kept track of all my money and savings I had. When I first became a legionary there was no inital training or boot camp to become an official soldier. I just showed up and was given my equipment and instructed on where to go and what to do. I was given a few questions to make sure I was a genuine citizen before I could take the Soldiers Oath. After the oath I was given 4 motnhs bonus pay which was very nice and then instructed on which century I was to report to. A century is an 80 man company. Six centuries made a cohort and ten cohorts made up a legion. Living inside the fort was not all that bad. I was fed very well and my living quarters were quite fitting to me. The food I ate varied quite often. It all depended on what the men in teh auxillary killed while hunting. Most often it was buffalo which I have liked since I was a child. We all showered in a big open area made of concrete. We showered about once per week on average. The bathrooms were a large room with two long rows of benches on each side. It was a punishment if you were assigned to clean the bathroom. One of the things I did not like about living at the fort was that I got very little free time to myself. I worked from sunrise to sunset each day with

Valence Shell Electron Pair Repulsion (VSEPR)

Valence Shell Electron Pair Repulsion (VSEPR) Valence Shell Electron Pair Repulsion Theory (VSEPR) is a molecular model to predict the geometry of the atoms making up a molecule where the electrostatic forces between a molecules valence electrons are minimized around a central atom. The theory is also known as Gillespie–Nyholm theory, after the two scientists who developed it). According to Gillespie, the Pauli Exclusion Principle is more important in determining molecular geometry than the effect of electrostatic repulsion. According to VSEPR theory, the methane (CH4) molecule is a tetrahedron because the hydrogen bonds repel each other and evenly distribute themselves around the central carbon atom. Using VSEPR To Predict Geometry of Molecules You cant use a molecular structure to predict the geometry of a molecule, although you can use the Lewis structure. This is the basis for VSEPR theory. The valence electron pairs naturally arrange so that they will be as far apart from each other as possible. This minimizes their electrostatic repulsion. Take, for example, BeF2. If you view the Lewis structure for this molecule, you see each fluorine atom is surrounded by valence electron pairs, except for the one electron each fluorine atom has that is bonded to the central beryllium atom. The fluorine valence electrons pull as far apart as possible or 180Â °, giving this compound a linear shape. If you add another fluorine atom to make BeF3, the furthest the valence electron pairs can get from each other is 120Â °, which forms a trigonal planar shape. Double and Triple Bonds in VSEPR Theory Molecular geometry is determined by possible locations of an electron in a valence shell, not by how many how many pairs of valence electrons are present. To see how the model works for a molecule with double bonds, consider carbon dioxide, CO2. While carbon has four pairs of bonding electrons, there are only two places electrons can be found in this molecule (in each of the double bonds with oxygen). Repulsion between the electrons is least when the double bonds are on opposite sides of the carbon atom. This forms a linear molecule that has a 180Â ° bond angle. For another example, consider the carbonate ion, CO32-. As with carbon dioxide, there are four pairs of valence electrons around the central carbon atom. Two pairs are in single bonds with oxygen atoms, while two pairs are part of a double bond with an oxygen atom. This means there are three locations for electrons. Repulsion between electrons is minimized when the oxygen atoms form an equilateral triangle around the carbon atom. Therefore, VSEPR theory predicts the carbonate ion will take a trigonal planar shape, with a 120Â ° bond angle. Exceptions to VSEPR Theory Valence Shell Electron Pair Repulsion theory does not always predict the correct geometry of molecules. Examples of exceptions include: transition metal molecules (e.g., CrO3 is trigonal bipyramidal, TiCl4 is tetrahedral)odd-electron molecules (CH3 is planar rather than trigonal pyramidal)some AX2E0 molecules (e.g., CaF2 has a bond angle of 145Â °)some AX2E2 molecules (e.g., Li2O is linear rather than bent)some AX6E1 molecules (e.g., XeF6 is octahedral rather than pentagonal pyramidal)some AX8E1 molecules Source R.J. Gillespie (2008), Coordination Chemistry Reviews vol. 252, pp. 1315-1327, Fifty years of the VSEPR model

Cuándo un Divorcio Afecta la Residencia

Cundo un Divorcio Afecta la Residencia Una de las formas ms rpidas y frecuentes de obtener la  tarjeta de residencia permanente  es mediante el matrimonio, bien sea celebrado en Estados Unidos o en otro paà ­s. Pero  ¿quà © sucede con la green card si la relacià ³n termina en divorcio? Es importante resaltar que la residencia solo se ver afectada si el beneficiario obtuvo su estatus migratorio exclusivamente por matrimonio. Si la persona llegà ³ a Estados Unidos con una visa de trabajo, se casà ³ posteriormente con un ciudadano americano y luego se divorcià ³, su estatus migratorio no est en peligro. Estos son los dos casos en los que el divorcio afecta la residencia del cà ³nyuge beneficiario: Si el divorcio sucede antes de que se reciba la green card: entre la entrega de papeles a la oficina de USCIS y la obtencià ³n de la tarjeta de residencia pueden pasar entre seis y doce meses. Si el divorcio sucede antes de que se reciba la tarjeta, el beneficiario pierde todos los derechos. Si el divorcio sucede por maltrato o violencia de parte del ciudadano americano, el no-residente tiene opciones para quedarse legalmente (esta là ­nea 1-800-799-7233 puede ser de gran ayuda).Si el divorcio sucede cuando la residencia es temporal: si la residencia se obtuvo de manera temporal (dos aà ±os) porque los papeles se presentaron antes de los dos aà ±os de casados, el beneficiario pierde los beneficios migratorios. Quienes recibieron la residencia permanente y piden el divorcio al poco tiempo de recibida la green card deben saber que: Un futuro proceso de naturalizacià ³n (ciudadanà ­a) puede verse afectado dado que el matrimonio podrà ­a parecer no legitimo.Un futuro proceso de renovacià ³n de la residencia puede generar preguntas acerca de la naturaleza del matrimonio y las causas del divorcio.Los procesos de inmigracià ³n en todos los puertos pueden generar preguntas acerca de la naturaleza del matrimonio y las causas del divorcio.Un futuro matrimonio entre el beneficiario de la green card y otro inmigrante no tiene beneficios de residencia por cinco aà ±os. Quienes obtengan su residencia por matrimonio, se divorcien, y se casen nuevamente, debern esperar cinco aà ±os desde que obtuvieron su green card para pedir beneficios para su nuevo esposo/a. Quienes patrocinaron a su cà ³nyuge inmigrante deben saber que: Al firmar el affidavit of support estn comprometidos durante aà ±os a la manutencià ³n econà ³mica de su pareja, asà ­ està ©n legalmente divorciados.  ¿Quà © Hacer Antes de Divorciarse? Antes de hacer el papeleo de divorcio es importante asesorarse de un abogado de inmigracià ³n, sobretodo en los casos en los que no existen pruebas documentales que sirvan para apoyar el carcter del matrimonio (propiedades o cuentas de banco conjuntas, viajes, hijos en comà ºn, fotos, facturas). Este artà ­culo es informativo y no pretende ser asesorà ­a legal.