Plaster of Paris Exothermic Reaction Can Cause Serious Burns

You may have read a while back about how a school in Lincolnshire (UK) was fined  £20,000 for failing to report a tragic accident in which a girl essentially lost her hands after immersing them in plaster of Paris to make a mold for an art project. Plaster of Paris is used in a lot of art and science projects, often very casually, though it is a potentially hazardous chemical. First off, plaster of Paris, which is calcium sulfate hemihydrate, may contain silica and asbestos as impurities. Both of these materials are capable of causing permanent lung damage and other ailments if inhaled. Second, and more significantly, plaster of Paris mixes with water in an exothermic reaction. In the Lincolnshire accident, the 16-year-old girl was seriously burned when she immersed her hands in a bucket of plaster of Paris mixture. She was unable to remove her hands from the setting plaster, which may have reached 60 °C. Now, Im not saying you shouldnt play with plaster of Paris. Its great for making geodes and molds and for many other projects. Its safe for kids to use, but only if they are aware of and can follow the proper safety precautions for working with that chemical: Wear a mask when working with dry plaster to prevent inhalation of the calcium sulfate or impurities which may be present in the powder.Wear gloves when working with plaster of Paris and avoid situations where your skin might be in contact with the plaster.Avoid washing plaster of Paris down the drain, since the plaster can set up in the plumbing. When its used properly, plaster of Paris is a useful chemical to have around. Just be careful.

Gothic review - 1035 Words

‘To understand the chronicles they must be read as gay’ , at least this is the incredibly bold statement made by George Haggerty in his chapter on Anne Rice and the Queering of Culture in his book Queer Gothic. There is no denying that Anne Rice’s Vampires have a lot to do with homosexuality and Haggerty’s highlighting this is in no way a new criticism, but the claim that is must be read as gay is entirely dismissive of the many other sexual paradigms that exist within The Vampire Chronicles. To begin with, his referral of Lestat as a ‘gay predator’ seems unfair in its definition. The fact of his being a vampire automatically asserts him as a ‘predator’, but his relationships are not exclusively homosexual. He is a vampire that merely†¦show more content†¦Yet, in Blood Canticle, written five years after Haggerty’s essay, it is Rowan who Lestat finally and selflessly loves – selflessness not being an attribute we have known greatly in his character until this point. As Haggerty says, Rice is ‘eroticizing the gay man’ whilst at the same time undermining it by portraying the homosexual relationships as heavily sexual, violent and deviant in comparison to the more nurturing, romantic relationship Lestat has with Rowan. The Vampires in the novels explore sexual deviancy, but are always ultimately punished in doing so. The homosexual parentage of Louis and Lestat to Claudia and of Armand to Sybelle and Benji are both destroyed in their own way. Claudia and Louis’ final rejection of Lestat and Armand’s failure in being able to protect Sybelle and Benji from Marius, are both examples of homosexual families being explored and then finally being punished for going against the accepted social norm of 20th century culture. This supports Haggerty’s claim that readers want to ‘explore unauthorized desires and at the same time see them bleed’, by exploring and then destroying homosexual relationships repeatedly throughout the collection. When reading the characters as ‘homosexual’ as Haggerty suggests, this punishment dynamic makes it unavoidable to find truth in Haggerty’s claim that RiceShow MoreRelated Comparing Poe’s Fall of the House of Usher a nd Taylor’s Venus, Cupid, Folly and Time1069 Words   |  5 PagesVarious authors develop their stories using gothic themes and characterizations of this type to lay the foundation for their desired reader response. Although Edgar Allan Poe’s â€Å"The Fall of the House of Usher† and Peter Taylor’s â€Å"Venus, Cupid, Folly and Time† are two completely different narratives, both of these stories share a commonality of gothic text representations. The stories take slightly different paths, with Poe’s signifying traditional gothic literature and Taylor approaching his storyRead MoreJane Eyre By Charlotte Bronte1203 Words   |  5 Pagesconsidered to be a gothic novel. Gothic literature took place mostly in England from 1790 to 1830, falling into the category of Romantic literature. The Gothic takes its roots from previous horrifying writing that extends back to the Middle Ages and can still be found in writings today by many authors includ ing Charlotte Bronte. The strong description of horror, abuse, and gruesomeness in Gothic novels reveals truths to readers through realistic fear. The main characteristics of Gothic literature include:Read MoreJane Eyre By Charlotte Bronte1733 Words   |  7 PagesWithin the specter of the Gothic fictions arises the atmosphere of gloom, terror, and mystery with some elements of uncanny challenging reality.At certain points, the interactions between the conventions of the Gothic fictions with other  thematic, ideological, and/or symbolic functions of the narrative  would rather be challenging. However, though the analysis of  Jane Eyre  written by  Charlotte Bronte, certain factors come into focus.The novel of Charlotte Bronte entitled Jane Eyre has showcased aRead MoreThe Cask of Amontillado by Edgar Allan Poe852 Words   |  4 Pageshis writing. Also, placing him into a certain style or literary movement would give us some really tough hours. Poe can be considered eithe r a Romantic or Gothic writer but we could find a number of arguments and counterarguments for this matter. Poe, in fact, reinterpreted the whole Gothic horror style and created a unique, distinct brew of Gothic fiction, Romanticism and his own gloomy mind. On the basis of A Cask of Amontillado and The Tell-Tale Heart, we can deduct that despite the uniqueness ofRead MoreAnalysis Of Edgar Allan Poe s The Tell Tale Heart 1291 Words   |  6 PagesWhat honestly makes a novel gothic? Is it the madness, the horror or the secrets hidden in the story line that does it? Individually when each of you close your eyes and visualise a book that has been flicked by hundreds and has been adored what comes to mind? The famous Edgar Allan Poe stands out in the history of gothic texts, especially his novel the â€Å" Tell-Tale Heart†. However there is a numerous amount of contemporary texts based off this genre including Tim Burton’s â€Å" Vincent†. In this presentationRead MoreJane Eyre By Charlotte Bronte1374 Words   |  6 PagesJane Eyre by Charlotte Bronte Within the specter of the Gothic fictions arises the atmosphere of gloom, terror, and mystery with some elements of uncanny challenging reality. One major characteristic function of the Gothic fictions is to open the fiction to the realm of the irrational and perverse narratives, obsessions, and nightmarish terrors that hide beneath the literally civilized mindset in order to demonstrate the presence of the uncanny existing in the world known rationally through experienceRead MoreAngela Carter, the Snow Child Symbolism Essay1604 Words   |  7 Pagesï » ¿Some readers may suggest that ‘The Snow Child’ is a simple one dimensional Gothic narrative, whilst others might argue that it is a complex allegory. What is your response to the text? Carter expresses many aspects of the gothic genre in her short story ‘The Snow Child’. However the play doesn’t merely consist of gothic themes such as the supernatural, incest or the sublime, like many critics may suggest, but relies on an allegory which by definition can make the narrative much more than whatRead MoreSymbolism in the Gothic Art Movement Essay1747 Words   |  7 PagesThe Gothic Art movement was not just a style of art but an extremely influential period containing its own complex history. The term is used to describe buildings and objects whose forms are based upon a range of characteristics from the middle of the 12th to the end of the 15th century. Gothic style was a development of the Romanesque yet it was Renaissance humanists who first used it as a disparaging term to describe what they saw as the barbaric architecture. With Gothic art being viewed throughRead MoreMary Shelley s Modern Prometheus1365 Words   |  6 Pagesthe scientific an d yet supernatural novel. Indeed, the novel proved to be one of the first of many to combine such elements of science and supernaturalism in such a way. Professor John Mullan of University College London, in his examination of the Gothic novel, asserted, â€Å"Mary Shelley’s Frankenstein (1818) gave a scientific form to the supernatural formula.† Mullan’s assertion is accurate in its classification of Frankenstein in overlapping genres – the story itself bore much resemblance to classicRead MoreJane Eyre By Charlotte Bronte1186 Words   |  5 Pagesconsidered to be a gothic novel. Gothic literature took place mostly in England from 1790 to 1830, falling into the category of Romantic literature. The Gothic takes its roots from previous horrifying writing that extends back to the Middle Ages and can still be found in writings today by many authors including Charlotte Bronte. The strong description of horror, abuse, and gruesomeness in Gothic novels reveals truths to readers through realistic fear. The main characteristics of Gothic literature include:

2.Annotated Outline Introduction Free Essays

string(29) " Manager Taxation Manager A\." 3. Objective The basic purpose of HRP is to decide what positions the organisation will have to fill and how to fill them. Objectives of human resource planning Forecast personnel requirements Cope with changes Use existing manpower productively Promote employees in a systematic way Human Resource Planning 4. We will write a custom essay sample on 2.Annotated Outline Introduction or any similar topic only for you Order Now Importance Organisations use HRP to meet future challenges, cut costs, and achieve greater effectiveness Importance of human resource planning Create a talent pool Prepare people for future Cope with organisational changes Cut costs Help succession planning Human Resource Planning 5. The Process Of HRP The HRP is a four step process: demand forecasting, supply forecasting, estimating manpower gaps and formulating HR plans. The demand for human resources is influenced by several factors Forecasting the demand for human resources External challenges Economic developments Political, legal, social, technological changes Competition Organisational decisions Workforce factors Human Resource Planning 6. The Process Of HRP External Challenges: Liberalisation, privatisation and globalisation (LPG era) have created huge demand for people in software, finance marketing, and manufacturing fields. Organisational Decisions: Decisions such as expansion, diversification, and relocation leading to demand for people possessing requisite skills Workforce Factors: Such as retirement, resignation, and termination etc creating manpower gaps. Human Resource Planning 7. Forecasting Techniques HR forecasts are an attempt to find out an organisation’s future demand for employees Forecasting techniques Expert forecasts Trend analysis Workforce analysis Workload analysis Human Resource Planning 8. Forecasting techniques Expert Forecasts: These are based on the judgements of those who possess good knowledge of future human resource needs Trend Analysis: This is based on the assumption that the future is an extrapolation from the past. Human resource needs, as such, can be estimated by examining pas trends. An example of trend analysis 2001-02 Production of Units : 5,000 2002-03 No. of Workers : 100 Ratio : 100:5000 2003-04 Estimated Production : 8,000 No. of Workers required : 8000 ? 100 = 160 5000 If supervisors have a span of 20 workers, 8 supervisors are also needed in 2003-04. Human Resource Planning 9. Forecasting techniques Workforce Analysis: All relevant factors in planning manpower flows in a firm such as transfers, promotions, new recruitments, retirement, resignation, dismissal etc are taken into account while estimating HR needs Manpower flows in a bank Promotions out Transfers In ; ; Job Hopping ; Transfers Out ; Retirement ; VRS Scheme (Golden handshake) Recruits In ; ; Discharge or Dismissal ; Terminations ; Resignations Promotions In ; ; Retrenchment ; Attractions in Other Banks, etc. Human Resource Planning 10. Forecasting techniques Workload analysis: Based on the planned output, a firm tires to calculate the number of persons required for various jobs. An example of workload analysis Planned output for the year 10,000 pieces Standard hours per piece 3 hours Planned hours required 30,000 hours Productive hours per person per year 1,000 hours (estimated on annual basis) (allowing for absenteeism, turnover, idle time etc. ) No. of workers required 30 If span of control in the unit is 10 per officer, then 3 officers are also required. Human Resource Planning 11. Supply Forecasting A) Internal labour supply: a manpower inventory in terms of the size and quality of personnel available (their age, sex, education, training, experience, job performance, etc) is usually prepared by HR departments. Several techniques are used while ascertaining the internal supply of manpower (a supply of employees to fill projected vacancies can come from within the firm or from new hires ) Human Resource Planning 12. Estimated internal labour supply for a given firm Sources of Inflows The Firm Projected Outflows ? Promotions ? Transfers ? Quits Current Staffing ? Promotions Level ? Terminations Employees In Employees Out ? New Recruits ? Retirements ? Recalls ? Deaths ? Layoffs Current Projected Projected Firm’s internal staffing – outflows + inflows = supply for this level this year this year time next year Human Resource Planning 13. Supply Forecasting Staffing table: Shows the number of employees in each job, how they are utilised and the future employment needs for each type of job. Marcov analysis: Uses historical information from personnel movements of the internal labour supply to predict what will happen in the future Human Resource Planning 14. Marcov analysis for a hypothetical retail company 2003-2004 Store Asst. Store Section Dept. Sales Exit Managers Managers Heads Heds Executives Store Managers 80% 20% (n = 15) 12 3 Asst. Store 11% 83% 6% Managers 4 30 2 (n = 36) Section 15% 11% 66% 8% Heads (n = 94) 11 63 8 14 Departmental 10% 72% 2% 16% Heads (n = 288) 29 207 6 46 Sales Executives 6% 74% 20% (n = 1440) 86 1066 288 Forecasted Supply 16 41 92 301 1072 353 Figures in circles show the transition percentages Human Resource Planning 15. Supply Forecasting Skills inventory: It is a summary of the skills and abilities of non managerial employees used in forecasting supply. Human Resource Planning 16. Skills inventory: an example Name : A. K. Sen Date printed : 1-4-2004 Number : 429 Department : 41 Key words Work experience Word Description Activity From To Accounting Tax Supervision 1998 2000 T clerk ax ABC Company and analysis Book Keeping Ledger Supervision 2000 2002 Accountant XYZ Co. Auditing Computer Analysis 2002 2003 Chief Accounts TT Bank records Officer Education Special Qualifications M em be rsh ips Degree Major Year Course Date 1. AIMA MBA Finance 1998 DBF 1996 2. ISTD B. Com Accounts 1995 Risk Management 1999 3. ICA Computer Languages Position Location Hobbies Literacy preference choice ? Tally French Accounting Kolkata Chess ? Banking Auditing Delhi Football Software Bangalore Boating Employees Signature __________ HR Department________ Date _______________________ Date ________________ Human Resource Planning 17. Supply Forecasting Replacement chart: It is a visual representation of who will replace whom in the event of a job opening. Human Resource Planning 18. Replacement chart General Manager Key V. K. Garg Names given are replacement A/2 candidates P A to A. Promotable now General Manager B. Needing development L. Mathews C. Not suitable to position B/1 1. Superior performance 2. Above Average performance Assistant General Manager 3. Acceptable performance R. K. Arora A/2 4. Poor performance B. K. Nehru B/3 Division: Division: Division: Accounting Planning Manager Technical Advisor HR Manager Taxation Manager A. You read "2.Annotated Outline Introduction" in category "Papers" N. Gupta A/1 N. R. Murthy B/3 C. P Thakur . A/1 A. T Roy . C/2 K. P Rao . B/1 Northern Region Central Region Southern Region Manager Eastern Region Manager Manager A. Subramanyam B/2 Manager L. C. Srivatsav A/2 S. P Kumar A/1 . B. K. Menon B/1 R. Krishna B/3 A. Thapar C/4 R. Pandey B/3 Human Resource Planning 19. Supply Forecasting B) External Labour supply: External hires need to be contacted when suitable internal replacements are not available. A growing number of firms are now using computerised human resource information systems to track the qualifications of hundreds or thousands of employees. HRIS can provide managers with a listing of candidates with required qualifications after scanning the data base. Human Resource Planning 20. Important barometers of labour supply 1. Net migration into and out of the area 2. Education levels of workforce 3. Demographic changes in population 4. Technological developments and shifts 5. Population Mobility 6. Demand for specific skills 7. National, regional unemployment rates 8. Actions of competing employers 9. Government policies, regulations, pressures 10. Economic Forecasts for the next few years 11. The attractiveness of an area 12. The attractiveness of an industry in a particular place Human Resource Planning 21. Manpower Gap Analysis This is used to reconcile the forecasts of labour demand and supply. This process identifies potential skill shortages or surpluses of employees, skills and jobs Estimating manpower requirements Year 1 2 3 1. Number required at the beginning of the year 2. Changes to requirements forecast during the year DEMAND 3. Total requirements at the end of the year (1+2) ——- —— 4. Number available at the beginning of the year 5. Additions (transfers, promotions) SUPPLY 6. Separations (retirement, wastage, promotions out and other losses) 7. Total available at the end of year (4+5+6) ——————– 8. Deficit or surplus (3-7) RECONCILIA TION 9. Losses of those recruited during the year OF THE ABOVE 10. Additional numbers needed during the year (8+9) MANPOWER NEEDED Human Resource Planning 22. Formulating HR Plans Once supply and demand for labour is known adjustments can be made formulating requisite HR plans A variety of HR plans ? Recruitment plan ? Redeployment plan ? Redundancy plan ? Training plan ? Productivity plan ? Retention plan Human Resource Planning 23. Responsibility For Human Resource Planning HRP is a top management job. HR plans are usually made by the HR division in consultation with other corporate heads. Any deviations from the formulated plans and their causes must be looked into, from time to time in order to assess whether the plans require revision or modification. Human Resource Planning 24. Limitations Of Human Resource Planning HR professionals are basically confronted with three problems while preparing and administering HR plans: accuracy, inadequate top management support, lopsided focus on quantitative aspects. Human Resource Planning 25. Effective Human Resource Planning HR plans must fit in with overall objectives of a firm. They must get consistent support from top management. Computerised human resource information systems must be used for applicant tracking, succession planning, building skills inventories etc. The whole exercise must be carried out in coordination with operating managers. Human Resource Planning 26. 4-1 JOB ANALYSIS 27. INTRODUCTION Job analysis is the process of gathering information about a job. It is, to be more specific, a systematic investigation of the tasks, duties and responsibilities necessary to do a job. Job Analysis 28. Nature of job analysis Job Tasks Job Analysis Job Duties Job Responsibilities Job Analysis 29. -4 Partial job analysis questionnaire The information about a job is usually collected through a structured questionnaire: JOB ANALYSIS INFORMATION FORMAT Your Job Title_______________ Code__________Date_____________ Class Title_______________ Department_____________________ Your Name_________________ Facility___________________________ Superior’s Title______________ Prepared by_______________________ Superio r’s Name____________ Hours Worked______AM______to AM____ PM PM 1. What is the general purpose of your job? 2. What was your last job? If it was in another organisation, please name it. 3. To what job would you normally expect to be promoted? Cont†¦ Job Analysis 30. Partial job analysis questionnaire 4. If you regularly supervise others, list them by name and job title. 5. If you supervise others, please check those activities that are part of your supervisory duties: ? Hiring ? Coaching ? Promoting ? Orienting ? Counselling ? Compensating ? Training ? Budgeting ? Disciplining ? Scheduling ? Directing ? Terminating ? Developing ? Measuring Performances ? Other____________ 6. How would you describe the successful completion and results of your work? 7. Job Duties – Please briefly describe WHAT you do and, if possible, How you do it. Indicate those duties you consider to be most important and/or most difficult: Cont†¦ Job Analysis 31. Partial job analysis questionnaire (a) Daily Duties (b) Periodic Duties (Please indicate whether weekly, monthly, quarterly, etc. ) (c) Duties Performed at Irregular Intervals 8. Education – Please check the blank that indicates the educational requirements for the job, not your own educational background. No formal education required ? College degree ? Less than high school diploma ? Education beyond graduate ? High school diploma or equivalent degree and/or professional license. ? College certificate or equivalent List advanced degrees or specified professional license or certificate required. Please indicate the education you had when you were placed on this job. Job Analysis 32. Benefits of Job analysis Job analysis information is useful for a variety of organisation purposes ranging from human resource planning to career counselling Job Analysis 33. Important benefits of Job Analysis Multifaceted Nature of Job Analysis Recruitment Human Resource Planning Selection Job Evaluation Placement Job Design and Training Redesign Performance Counselling Appraisal Employee Safety Job Analysis 34. Who should conduct job analysis? ? Job incumbents themselves ? Supervisors ? External analysts Job Analysis 35. The process of Job analysis The major steps involved in job analysis are: ? Organisational analysis ? Selection of representative positions to be analysed ? Collection of job analysis data ? Preparation of job description ? Preparation of job specification Job Analysis 36. The Competency Approach to Job Analysis This approach encourages employees to develop role based competencies (knowledge, skills and abilities needed to play diverse roles ) that may be used in diverse work situations, instead of being boxed into a job. Job Analysis 37. Methods Of Collecting Job Analysis Data Seven general techniques are generally used to collect job analysis data; ? Job performance: the analyst actually performs the job in question and collects the needed information ? Personal observation: the analyst observes others doing the job and writes a summary ? Critical incidents: job incumbents describe several incidents relating to work, based on past experience; the analyst collects, analyses and classifies data. ? Interview: job incumbents and supervisors are interviewed to get the most essential information about a job Job Analysis 38. Methods Of Collecting Job Analysis Data ? Panel of experts: experienced people such as job incumbents and supervisors with good knowledge of the job asked to provide the information. ? Diary method: job incumbents asked to maintain diaries or logs of their daily job activities and record the time spent and nature of work carried out. Questionnaire method: job incumbents approached through a properly designed questionnaire and asked to provide details. ? The Position Analysis Questionnaire: it is a standardised form used to collect specific information about job tasks and worker traits. Job Analysis 39. Methods Of Collecting Job Analysis Data ? Management Position Description Questionnaire: it is a standa rdised form designed to analyse managerial jobs Management Position Description Factors 1. Product, marketing and financial strategy planning. 2. Coordination of other organisational units and personnel. . Internal business control. 4. Products and services responsibility. 5. Public and customer relations. 6. Advanced consulting. 7. Autonomy of actions. 8. Approval of financial commitments. 9. Staff service. 10. Supervision. 11. Complexity and stress. 12. Advanced financial responsibility. 13. Broad personnel responsibility. Job Analysis 40. Methods Of Collecting Job Analysis Data ? Functional job analysis: it is a systematic process of finding what is done on a job by examining and analysing the fundamental components of data, people and things. Job Analysis 41. Behavioural Factors Impacting Job Analysis The following behavioural factors must be taken care of while carrying out a job analysis: ? Exaggerate the facts ? Employee anxieties ? Resistance to change ? Overemphasis on current efforts ? Management straight jacket Job Analysis 42. Job Description And Job Specification The end products of job analysis are: Job description: this is a written statement of what the job holder does, how it is done, under what conditions it is done and why it is done. Job Analysis 43. Specimen of Job Description Title Compensation manager Code HR/2310 Department Human Resource Department Summary Responsible for the design and administration of employee compensation programmes. Duties ? Conduct job analysis. ? Prepare job descriptions for current and projected positions. ? Evaluate job descriptions and act as Chairman of Job Evaluation Committee. ? Insure that company’s compensation rates are in tune with the company’s philosophy. Cont†¦ Job Analysis 44. Specimen of Job Description ? Relate salary to the performance of each employee. Conduct periodic salary surveys. Develop and administer performance appraisal programme. ? Develop and oversee bonus and other employee benefit plans. ? Develop an integrated HR information system. Working conditions Normal. Eight hours per day. Five days a week. Report to Director, Human Resource Department. Job specification: it offers a profile of human characteristics (knowledge, skills and abilities) needed by a person doing a job. Job Analysis 45. Specimen of job specification Education ? MBA with specialisation in HRM/MA in social work/PG Diploma in HRM/MA in industrial psychology. ? A degree or diploma in Labour Laws is desirable. Experience ? At least 3 years’ experience in a similar position in a large manufacturing company. Skill, Knowledge, Abilities ? Knowledge of compensation practices in competing industries, of job analysis procedures, of compensation survey techniques, of performance appraisal systems. ? Skill in writing job descriptions, in conducting job analysis interviews, in making group presentations, in performing statistical computations ? Ability to conduct meetings, to plan and prioritise work. Work Orientation Factors ? The position may require upto 15 per cent travel. Age ? Preferably below 30 years. Job Analysis 46. Role Analysis To have a clear picture about what a person actually does on a job, the job analysis information must be supplemented with role analysis. Role analysis involves the following steps: ? Identifying the objectives of the department and the functions to be carried out therein ? Role incumbent asked to state his key performance areas and his understanding of the roles to be played by him ? Other role partners of the job such as boss, subordinate, peers are asked to state their expectations from the role incumbent ? The incumbent’s role is clarified and expressed in writing after integrating the diverse viewpoints expressed by various role partners. Job Analysis + dasaritapaswi, 3 months ago Embed . without related content for WordPress. com 1055 views more its use full to students of management Related Presentations An Analysis Of Fm Radio Advertising Rates In The Arab World TOC . Human Resource Planning – Concept And Need. Factors Affe†¦ 17487 views Hrp 2453 views Job Search Tips For New Grads For Slide Share . 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