Miller Surname Meaning and Origin

The common Miller surname is usually occupational, but there are also other possibilities. Miller is usually an occupational surname referring to a person who owned or worked in a grain mill.The Miller surname also possibly be derived in some instances from the Gaelic words meillear, meaning having large lips; malair, or merchant; or maillor, a man wearing armor or a soldier.In ancient times the Miller surname originated from the Molindinar (mo-lynn-dine-are), a Scottish burn (rivulet) that still flows under the streets of modern Glasgow. Surname Origin:  English, Scottish, German, French, Italian Alternate Surname Spellings:  MILLAR, MILLS, MULLAR, MAHLER, MUELLER, MOELLER Fun Facts About the Miller Surname: The popular Miller surname has absorbed many cognate surnames from other European languages, for example, the German Mueller; the French Meunier, Dumoulin, Demoulins, and Moulin; the Dutch Molenaar; the Italian Molinaro; the Spanish Molinero, etc. This means that the surname alone doesnt really tell you anything about your distant family origins. Famous People with the Surname MILLER: Arthur Miller (1915-2005) - American playwright best-known for his Pulitzer Prize-winning play Death of a Salesman.Shannon Miller - American gymnast and Olympic gold medalistAlice Duer Miller - American womans suffrage activist, journalist, and writerWilliam Miller - author of Wee Willy Winkie and other nursery rhymes (1810-1872)Reggie Miller  - American basketball player Genealogy Resources for the Surname MILLER: 100 Most Common U.S. Surnames Their Meanings: Smith, Johnson, Williams, Jones, Brown... Are you one of the millions of Americans sporting one of these top 100 common last names from the 2000 census?Miller Family History: Gary Miller offers information on his Miller families of Chester and Columbia counties in Pennsylvania, along with some transcribed Miller records from Ohio, Pennsylvania, and New York.Miller Genealogy of Western North Carolina: Marty Grant has provided a huge amount of information on his three Miller lines in Western North Carolina, along with links and information on other Miller families around the world.Miller DNA Study: This large DNA surname study includes over 300 tested members of the Miller family with the goal of untangling 5,000 distinct Miller lines in the world today.Miller Family Genealogy Forum: Search this popular genealogy forum for the Miller surname to find others who might be researching your ancestors, or post your own Miller query.FamilySearch - MILLER Genealogy: Explore over 22 million historical  records, digital images and lineage-linked family trees posted for the Miller surname and its variations on this free website of the Church of Jesus Christ of Latter-day Saints.MILLER Surname Family Mailing Lists: RootsWeb hosts several free mailing lists for researchers of the Miller surname.DistantCousin.com - MILLER Genealogy Family History: Free databases and genealogy links for the last name Miller.----------------------- References: Surname Meanings Origins Cottle, Basil. Penguin Dictionary of Surnames. Baltimore, MD: Penguin Books, 1967. Menk, Lars. A Dictionary of German Jewish Surnames. Avotaynu, 2005. Beider, Alexander. A Dictionary of Jewish Surnames from Galicia. Avotaynu, 2004. Hanks, Patrick and Flavia Hodges. A Dictionary of Surnames. Oxford University Press, 1989. Hanks, Patrick. Dictionary of American Family Names. Oxford University Press, 2003. Smith, Elsdon C. American Surnames. Genealogical Publishing Company, 1997.

US Macroeconomics - 646 Words

US macroeconomics The American economy is currently the largest economy of the globe the second, when the European Union is considered, yet this is a union of several countries, all generating gross domestic products. The US economy is an open economy, engaging in trade operations with countries across the entire globe. The economic context is mostly a private one, with the intervention of the government in economy being restricted; in other words, the economy is ruled based on the principles of demand and supply. The government makes its purchases within the private sector. The companies in the private sector then represent the engine of economic growth in the United States. They are highly strengthened by technologies and they have a relatively increased flexibility in managing capitals and staffs. These features make the US firms more competitive then the firms in other countries. Despite its impressive size, the strength of the US economy is currently shaking as a result of the economic crisis co mmenced in 2007. Whereas the country only entered recession in 2008, the economic crisis has in fact revealed some problems that already existed within the country, such as unstable and insufficient financial policies, dangerous lending practices or insufficient fiscal regulations. 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Contribution Understanding Of Differences â€Myassignmenthelp.Com

Question: Discuss About The Contribution Understanding Of Differences? Answer: Introducation differences. Cultural diversity is widely noticed in business organizations as this allows the companies to expand business globally by recruiting global workforce. This is used as a competitive business strategy as the organizations are able to sustain in the competitive business market. Cross-cultural management is defined as the behavior of the people in the organizations around the world thereby, describing the organizational behavior within countries (Moran, Abramson and Moran 2014). Hofstedes work on cultural differences helps in understanding and improving interaction and communication between the co-workers, clients, suppliers and alliance partners from different countries and cultures. Hofstedes work on cultural differences is one of most comprehensive studies that demonstrate the influence of cultures and values at the workplace. In order to understand the impact of cultural diversity at the workplace, Hofstede analyzed the large database of IBM employees from 1967-1973 in more than 50 countries. According to Hofstede, culture is more often a source of conflict than of synergy. Therefore, cultural differences are a nuisance at best and often a disaster. Hofstede key research and conceptionual Hofstede was one of the first people to consider humans as computers that require various software for programming thereby, presenting an analogy. Culture is the collective programming of the mind which distinguishes the members of one group from another (Giddens et al. 2016). The collective mental programmings of the individuals are greatly influenced by factors such as religious beliefs along with individual preferences, tastes, and cultural background. Hofstede also mentioned that people are not born with culture but grow with. After birth, the individual tends to learn from their surrounding social and religious environment. Professor Geert Hofstede includes six features namely, individuality /collectivistic, masculine/feminine, uncertainty/avoidance, power distance, time perspectives and indulgence/restraint in his work of Hofstedes work on cultural differences (Fang 2012). Application of Hofstede model As mentioned by Bian and Forsythe (2012), power distance defines the social inequality within the society. The society includes the working environment that is ruled by strong people. The power distance demonstrates the distance between the individuals at different levels of hierarchy in the working environment. The scale includes from equal to an unequal power distance. Hofstede demonstrated that power is unequally distributed in the business organizations. At certain instances, the majority of the co-workers present at the working environment dominate the employees at the workplace due to the different cultural background. Due to this difference among the co-workers and relationship is noticed. As commented by Shenkar (2012), inequality prevails in most of the places in the society. However, it some places the degree of inequality is more compared to other places within the society. For example, the managers of the business organizations tend to use their power over the employees. Though to a certain extent it is justified in order to maintain balance and discipline within the business organization, at certain instances the power is misused. For instance, due to cultural or religious preferences, in spite of being qualified, the individuals are not provided with desired positions or opportunities. Either they are not recruited or they are not provided suitable professional growth scopes (Lee, Trimi and Kim 2013). The features of individualism and collectivism are defined as the scale and provision of understanding preferences of individuals or people working in groups (Smith et al. 2013). The concept of individualism highlights the extent to which individuals are supposed to look after themselves to sustain the particular group. A group is composed of culturally diverse individuals that have different preferences, beliefs, and demands. Therefore, in order to sustain in the group, it is significant for the individuals to adjust themselves. For example, in order to achieve the desired goal, a team might be formed that consists of culturally diverse individuals. In order to work successfully as a team, the individuals need to look after themselves so that they can continue as a group. According to Hofstede, Jonker and Verwaart (2012), the society with individualistic nature tends to be more self-centered and self-focused. Due to this tendency, the individuals might increase their extension to fa mily and close relatives. The US culture is a living example of individualistic society. The nature of the individualistic society of the US society facilitates encouraging individual achievements. However, on the contrary, the Guatemalan lifestyle is an example of a collective society that believes in encouraging collective achievements. In the case of the collectivism, the individuals emphasize more on the requirement of the entire group or society. They prioritize the need and demands of the group or the society rather than considering their preferences first (Rinne, Steel and Fairweather 2012). As a result, it is easier of the groups or the societies to achieve the best and high-quality results. The ability of the individuals within the group to adopt the required changes without prioritizing individual preferences results in success. The surrounding social environment and the nature of their upbringing are developed and gathered by the individuals. Hofstedes work on cultural diversity expresses the male and female working characteristics of the society and workplace. Masculinity represents toughness among men along with emphasizing on success material. On the other hand, feminine emphasizes more on quality of life such as tenderness and modesty. As commented by Brewer and Venaik (2012), being born as a female or male determines the emotional and social contribution and implications of an individual towards the society. The femininity highlights the type of society where both men and women are modest, tender and concerned with the quality of life. However, as argued by Volet and Ang (2012), masculinity and femininity does not only significant gender differences but highlights the degree of masculinity and femininity. The degree of masculinity represents assertiveness, authority, and performance whereas the degree of femininity represents relationships, quality of life and service. The Japanese society is an example of masculinit y society due to their extremely low ranking of female workers. On the other hand, the western countries such as Norway and Sweden are examples of femininity society, as a higher amount of empathy towards the female workers is seen. The male and female correspondents are given equal and deserving positions and career growth opportunities based on their skills, qualification, and experience. The feature of uncertainty avoidance highlights the ability of the individuals or the society to deal with uncertain situations. Ability to deal with uncertain situations provides an opportunity of controlling expression while avoiding uncertain situations (Viberg and Gronlund 2013). However, as argued by Grimmelikhuijsen et al. (2013), uncertainty avoidance is defined as the degree to which individuals are exposed to uncertain situations or events. Uncertainty avoidance provides an opportunity for the individuals to cope up in future even if the situations encountered are within the control or out of control. Therefore, cultures signifying higher rate of uncertainty avoidance results in adverse risk effects thereby, preferring predictable environment. According to Hofstedes work on cultural diversity, individuals from society having a high rate of uncertainty avoidance are generally dogmatic and rigid (Dickson et al. 2012). This is because the individuals are extremely threatened by the uncertain future situations. As a result, the individual from such societies foresees and expects a higher percentage of risk involved in the future. In order to gain security, the individuals from higher uncertainty avoidance society rely on religion, rules, and customs (Beugelsdijk, Maseland and Hoorn 2015). The aforementioned practices are highly prevalent in most of the organizations around the world. For example, some of the organization might not have any health and safety regulations and rules or policies representing minimum pay for the employees. However, some of the organizations might have policies and rules fulfilling the above-mentioned factors. The organizations that expect certain amount of risk to happen, therefore, prepare themselves for facing them in future. According to the fifth dimension stated by Hofstedes work on cultural diversity, the basic difference highlighted within the society includes clock-time culture against the time of the event. Hofstedes work on cultural diversity insisted that the clock time culture is highly prevalent within industries and organizations. This is because the business organizations and industries provide greater importance towards punctuality and dedication towards work (Minkov and Hofstede 2012). Key critiques As commented by Vaiman and Brewster (2015), discussing and understanding the significance of cross-culture for the business organization necessary for managing workplace and relationship between the employees. Therefore, having a deep understanding of the culture of different countries is significant in order to conduct business internationally and globally. In spite of being popular, Hofstedes work on cultural diversity gathered a whole lot of criticism. For example, some of the researchers beg to differ with Hofstedes tools for collecting data such as surveys. The authors question the accuracy of work thereby, criticizing that Hofstede failed to select appropriate tools for collection of data for his research works (Taras, Steel and Kirkman 2012). As a result, the findings, interpretations, and conclusion deduced by Hofstede might be incorrect. As commented by Hsu, Woodside and Marshall (2013), Hofstede mentioned in one of his work that survey is just one of the methods of collecti ng relevant data and that he has used other methods for collecting data for this research works. In support of Hofstede, authors have mentioned considering the time when he has been conducting the research works. Therefore, considering the time when Hofstede conducted the research, very little similar works have been done to learn and understand the culture. However, as argued by Meyer et al. (2012), the dimension of Hofstedes cultural diversity fails in providing a deep understanding of the organizational culture. According to Cogin (2012), works done by Hofstede are extremely relevant in understanding cultural diversity thereby, becoming one of the significant works for understanding the importance of cultural diversity within organizations. During the time, Hofstede started researching about cross-cultural diversity among various organizations; international business strategy was just undertaken by the business organizations. Therefore, the business organizations were in very much need of reliable and credible resources. For such organizations, Hofstedes work on cultural diversity acted as an immense source of understanding and hope. As a result, Hofstedes work on cultural diversity is considered relevant to the primitive studies. Moreover, his work is still considered as it made ways and opportunities for future researches. However, as argued by Kawar (2012), Hofstedes study considered the entire population of a country as homogeneous thereby, failing to take into account the opinions and v iews of native minorities. While conducting the study, Hofstede considered only IBM over a period for understanding the influence of cultural diversity. As IBM is an international company, the workplace consists of people from different cultural background. As a result, Hofstede was able to consider different cultures within the same organizations. However, on the contrary, only collecting data from one organization resulted in a lot of criticism for Hofstedes work on cultural dimension. This is because Hofstede always prioritized national culture over local culture. Therefore, in the study Hofstede also considered the national culture of the country of IBM as the only culture and compared it with another office of IBM is another country. Some of the authors have stated various arguments based on Hofstedes work on cultural diversity. Some of the authors seem extremely firm, strong and assertive while questioning the accuracy of Hofstedes work. Questions also arise in terms of the existence of national culture in Hofstedes work. Criticizing Hofstedes work, it has been said that Hofstedes has been trying to measure something that is difficult to quantify by incorrect means. Hofstedes work has also been criticized by saying that national culture cannot be considered as the only culture of the country. This is because national culture is defined as all the cultures that are present within the country thereby, distinguishing the individuals from one nation to another (Vaara et al. 2012). As Hofstede prioritized national culture over local cultures, this restricted the chances of accommodating new ideas, opinions, and perspectives within the study. Hofstede did not consider the various cultures that co-existed within the country. Instead, he considered the major culture of the country as the national culture and only emphasized on the national culture. As a result, Hofstedes work on cultural dimension failed to incorporate the viewpoints and opinions of the ethnic minorities. Therefore, according to the different authors, Hofstede work on cultural dimension failed to analyze the true sense of cultural diversity, as the cultures of the ethnic minors were left unattended. As mentioned by Zhang, De Pablos and Xu (2014), Hofstede has always considered the entire culture of the country a one thereby, ignoring small practices and cultures that co-exist within the country. For example, Hofstede has considered Greta Britain, as one national culture though Great Britain is constituted Wales, Scotland, and England. Therefore, Hofstede work on cultural diversity has failed to consider the respective cultures of Wales, Scotland, and England while conducting his research. As mentioned by Hamamura (2012), Hofstedes research structure was based coherent theory thereby, facilitating systematic collection of data. This method of data collection was significant for the marketplace. However, as criticized by Alkailani,, Azzam and Athamneh (2012), the structure of Hofstedes research was extremely rigid and inflexible in order to accommodate the different viewpoints. As a result, the sampling was not consistent and distributed unevenly. The research conducted by Hofstede generated controversial results in terms of cultural diversity. During the time of Hofstedes work on cultural diversity, the cold war was affecting Europe. However, the continent was recovering from the adverse impact of World War. As communism was rapidly spreading in Europe, Asia, and Africa, the data collection process used by Hofstede was affected largely (Masuda et al. 2012). In order to complete the research work successfully, the data collected from the third world countries have to be skipped thereby, affecting the overall results of the research. Skipping the results of the third country led to lack of data thereby, failing in understanding the exact situation of the countries (Zaheer, Schomaker and Nachum 2012). Hofstedes work on cultural diversity was conducted in the era when the countries were overcoming the effects of World War. Therefore, the data collected from the third world countries neither were considered. With time, the economic, social and environmental aspects of the third world countries have changed drastically. Therefore, skipping the data of the third world countries resulted in lack of knowledge and understanding of their cultural diversity. This is because the third world countries have now become some of the growing economic countries in the world. Therefore, lack of knowledge about the cultural diversity in the countries might hamper the international marketing of the organizations. Strength and weakness of Hostede model Hofstede considered only one company, that is, IBM for conducting his research thereby, making it difficult to come up with absolute measurements. Therefore, the use of only one international company eradicated the influence of the management practices and corporate policies of various companies that affect the cultural behavior differently (Ngai, Tao and Moon 2015). As a result, the culture of the country is left out and requires explanations in terms of cultural difference. Another significant criticism encountered by Hofstedes doctrine is the outdated nature in terms of the value of the modern society (Bergiel, Bergiel and Upson 2012). With time, various aspects have changed in the countries that Hofstede used for understanding cross-cultural diversity. For example, some of the third world countries of that time have now become one of the rapidly growing economies of the world. Therefore, Hofstedes work is highly questionable in terms of credibility evolving around the global environment. According to Sabri (2012), Hofstede has answered the criticism saying that cultural diversity is based on centuries. A Recent study also supported Hofstedes fact stating the cultural change does not happen overnight (Boden et al. 2012). Another criticism faced by Hofstedes work on cultural diversity includes minimal use of dimensions (Popov et al. 2012). Lack of the appropriate number of dimensions reslts in insufficient information and data about cultural differences. However, Hofstede also accepted the criticism stating that he also wanted to explore more cultural dimensions. The statistical credibility of Hofstedes work on cultural diversity has been questioned by referring to the work of other researchers of the similar era. errors have been found in Hofstedes study. However, Hofstede was satisfied with the data collection method and research style used for completing the research. Some authors compared Hofstede data collection and research methods by replicating the research. Majority of the replications confirmed Hofstedes research. 15 replications highlighted partial confirmation whereas 4 replications were confirmed entirely. Therefore, individualism was one of the dimensions that failed to pass the validity test (Baptista and Oliveira 2015). As commented by Karin Andreassi et al. (2014), Hofstedes last dimension was considered as the confusing one. This is because the individuals following one culture might find the people and their culture strange and confusing. Additionally, Hofstede has mentioned that the fifth dimension of the doctrine is an oriental contribution that I not registered in the minds of the western culture. Conclusion In this essay, it can be concluded that the Hofstedes work on cultural diversity plays a significant role in understanding the impact of cross-culture for business organizations. Initially, Hofstedes work on cultural dimension consisted of four dimensions. However, Hofstede added a fifth dimension later on. Hofstedes work in considered as one of the significant intellectual achievement. This has helped in laying the foundation of the cross-cultural study. Hofstedes work on cultural dimension is significant in todays world, as this provides a better understanding of globalization thereby, ensuring easiness in international marketing. Therefore, Hofstedes study on cultural dimension establishes a good platform for future studies in respect of cross culture. The essay also discussed the criticisms encountered by Hofstedes work on cultural dimension along with the justification of the criticisms. However, it can also be concluded that Hofstede's work on cultural dimension is a major achi evement for studying cultural diversity along with understanding the influence and contribution of cultural diversity towards the cultural practices internationally. References Alkailani, M., Azzam, I.A. and Athamneh, A.B., 2012. Replicating Hofstede in Jordan: ungeneralized, reevaluating the Jordanian culture. International Business Research, 5(4), p.71. Baptista, G. and Oliveira, T., 2015. Understanding mobile banking: The unified theory of acceptance and use of technology combined with cultural moderators. Computers in Human Behavior, 50, pp.418-430. Bergiel, E.B., Bergiel, B.J. and Upson, J.W., 2012. Revisiting Hofstede's Dimensions: Examining the Cultural Convergence of the United States and Japan. American Journal of Management, 12(1), p.69. Beugelsdijk, S., Maseland, R. and Hoorn, A., 2015. Are scores on Hofstede's dimensions of national culture stable over time? A cohort analysis. Global Strategy Journal, 5(3), pp.223-240. Bian, Q. and Forsythe, S., 2012. Purchase intention for luxury brands: A cross cultural comparison. Journal of Business Research, 65(10), pp.1443-1451. Boden, A., Avram, G., Bannon, L. and Wulf, V., 2012. Knowledge sharing practices and the impact of cultural factors: reflections on two case studies of offshoring in SME. Journal of software: Evolution and Process, 24(2), pp.139-152. Brewer, P. and Venaik, S., 2012. On the misuse of national culture dimensions. International Marketing Review, 29(6), pp.673-683. Cogin, J., 2012. Are generational differences in work values fact or fiction? Multi-country evidence and implications. The International Journal of Human Resource Management, 23(11), pp.2268-2294. Dickson, M.W., Castao, N., Magomaeva, A. and Den Hartog, D.N., 2012. Conceptualizing leadership across cultures. Journal of World Business, 47(4), pp.483-492. Fang, T., 2012. Yin Yang: A new perspective on culture. Management and organization Review, 8(1), pp.25-50. Giddens, A., Duneier, M., Appelbaum, R.P. and Carr, D.S., 2016. Introduction to sociology. WW Norton. Grimmelikhuijsen, S., Porumbescu, G., Hong, B. and Im, T., 2013. The effect of transparency on trust in government: A cross?national comparative experiment. Public Administration Review, 73(4), pp.575-586. Hamamura, T., 2012. Are cultures becoming individualistic? A cross-temporal comparison of individualismcollectivism in the United States and Japan. Personality and Social Psychology Review, 16(1), pp.3-24. Hofstede, G.J., Jonker, C.M. and Verwaart, T., 2012. Cultural differentiation of negotiating agents. Group Decision and Negotiation, 21(1), pp.79-98. Hsu, S.Y., Woodside, A.G. and Marshall, R., 2013. Critical tests of multiple theories of cultures consequences: Comparing the usefulness of models by Hofstede, Inglehart and Baker, Schwartz, Steenkamp, as well as GDP and distance for explaining overseas tourism behavior. Journal of Travel Research, 52(6), pp.679-704. Karin Andreassi, J., Lawter, L., Brockerhoff, M. and J. Rutigliano, P., 2014. Cultural impact of human resource practices on job satisfaction: a global study across 48 countries. Cross cultural management, 21(1), pp.55-77. Kawar, T.I., 2012. Cross-cultural differences in management. International Journal of Business and Social Science, 3(6). Lee, S.G., Trimi, S. and Kim, C., 2013. The impact of cultural differences on technology adoption. Journal of World Business, 48(1), pp.20-29. Masuda, A.D., Poelmans, S.A., Allen, T.D., Spector, P.E., Lapierre, L.M., Cooper, C.L., Abarca, N., Brough, P., Ferreiro, P., Fraile, G. and Lu, L., 2012. Flexible work arrangements availability and their relationship with work?to?family conflict, job satisfaction, and turnover intentions: A comparison of three country clusters. Applied psychology, 61(1), pp.1-29. Meyer, J.P., Stanley, D.J., Jackson, T.A., McInnis, K.J., Maltin, E.R. and Sheppard, L., 2012. Affective, normative, and continuance commitment levels across cultures: A meta-analysis. Journal of Vocational Behavior, 80(2), pp.225-245. Minkov, M. and Hofstede, G., 2012. Hofstedes fifth dimension: New evidence from the World Values Survey. Journal of cross-cultural psychology, 43(1), pp.3-14. Moran, R.T., Abramson, N.R. and Moran, S.V., 2014. Managing cultural differences. Routledge. Ngai, E.W., Tao, S.S. and Moon, K.K., 2015. Social media research: Theories, constructs, and conceptual frameworks. International Journal of Information Management, 35(1), pp.33-44. Popov, V., Brinkman, D., Biemans, H.J., Mulder, M., Kuznetsov, A. and Noroozi, O., 2012. Multicultural student group work in higher education: An explorative case study on challenges as perceived by students. International Journal of Intercultural Relations, 36(2), pp.302-317. Rinne, T., Steel, G.D. and Fairweather, J., 2012. Hofstede and Shane revisited: The role of power distance and individualism in national-level innovation success. Cross-cultural research, 46(2), pp.91-108. Sabri, H.A., 2012. Re-examination of Hofstede's work value orientations on perceived leadership styles in Jordan. International Journal of Commerce and Management, 22(3), pp.202-218. Shenkar, O., 2012. Beyond cultural distance: Switching to a friction lens in the study of cultural differences. Journal of International Business Studies, 43(1), pp.12-17. Smith, R., Deitz, G., Royne, M.B., Hansen, J.D., Grnhagen, M. and Witte, C., 2013. Cross-cultural examination of online shopping behavior: A comparison of Norway, Germany, and the United States. Journal of Business Research, 66(3), pp.328-335. Taras, V., Steel, P. and Kirkman, B.L., 2012. Improving national cultural indices using a longitudinal meta-analysis of Hofstede's dimensions. Journal of World Business, 47(3), pp.329-341. Vaara, E., Sarala, R., Stahl, G.K. and Bjrkman, I., 2012. The impact of organizational and national cultural differences on social conflict and knowledge transfer in international Hofstede key research and conceptionual. Journal of Management Studies, 49(1), pp.1-27. Vaiman, V. and Brewster, C., 2015. How far do cultural differences explain the differences between nations? Implications for HRM. The International Journal of Human Resource Management, 26(2), pp.151-164. Viberg, O. and Grnlund, ., 2013. Cross-cultural analysis of users' attitudes toward the use of mobile devices in second and foreign language learning in higher education: A case from Sweden and China. Computers Education, 69, pp.169-180. Volet, S.E. and Ang, G., 2012. Culturally mixed groups on international campuses: An opportunity for inter-cultural learning. Higher education research development, 31(1), pp.21-37. Zaheer, S., Schomaker, M.S. and Nachum, L., 2012. Distance without direction: Restoring credibility to a much-loved construct. Journal of International Business Studies, 43(1), pp.18-27. Zhang, X., De Pablos, P.O. and Xu, Q., 2014. Culture effects on the knowledge sharing in multi-national virtual classes: A mixed method. Computers in Human Behavior, 31, pp.491-498.

The Occurrence of Osmosis and Diffusion in Artificial free essay sample

The first part concentrated on the placing potato cylinders in different sucrose concentrations for a period of time. This part was conducted to see if the potato cylinders would gain weight or lose weight because of osmosis. The second part was conducted to see if a dialysis bag, filled with sodium sulfate and starch solution and placed in an albumin/glucose solution, would contain albumin/glucose from the outside or the albumin/glucose solution would contain any sodium sulfate/starch from the inside. The first part of this experiment there is a relationship between the amount of sucrose concentration and final mass.As the sucrose concentration increased the mass of the potatoes decreased. This is a result of the sucrose molecules not being small enough to pass into the membrane of the potato cylinders, but the water was able to change to a different concentration gradient. As the sucrose amount increased the free water molecules decreased, which as a result did not allow the water molecules to enter the potato cylinders. We will write a custom essay sample on The Occurrence of Osmosis and Diffusion in Artificial or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page On the contrary, no diffusion of solutes occurred in part two of this experiment. Osmosis, on the other hand, did occur. Water moved into the dialysis bag, thus increasing the bag’s weight.Diffusion did not occur because of the size of the pores in the dialysis bag. The solute molecules were too large to diffuse while the water was able to diffuse because it was smaller. The results gathered for this experiment report the direct factors that affect osmosis and diffusion. The concentration of solute was the factor that affected first part of this experiment. The molecule and pore size were the factors that affected the second part of this experiment. Introduction This experiment was conducted to learn the processes of diffusion and osmosis. The conductor learned the process through two experiments. The conductor then measured the osmosis of water in and out of the cells of the potato. The first experiment was conducted using an artificial system. In this experiment the conductor measured the diffusion of solutes and osmosis of water in and out of the dialysis tube. This first part of the experiment was the artificial system. Diffusion is defined as the net movement of like molecules or ions from an area of high concentration to an area of low concentration (Keith, Messing, Schmitt, 2010). Diffusion is a process that requires no energy. The difference in the concentration of the adjacent regions in the process of diffusion is called the concentration gradient. The concentration gradient can be used to see where the most potential energy. The potential energy is stored in the molecules before they move (High Concentration). The concentration gradient can also be used to locate the kinetic energy of diffusion. The kinetic energy is released when the molecules move (Low Concentration). Molecule always moves down a concentration gradient (High to Low). High Concentration High Concentration * Low Concentration Low ConcentrationWater diffuses just like any other substance. Water will move from areas of high concentration to low concentration. The water moves from high concentration to low concentration when there is a difference in the solute concentration in the membrane or when the solute molecules are too large to move across the membrane (Keith et al,. 2010). Some examples of this can be a molecule is not small enough to pass through the membrane or if a molecule is charged. When this occurs most of the solute is now unable to diffuse to the other side the water molecules are now in the shells of the solute.The water is now not available for diffusion. In this case the water concentration is low. On the other side of the concentration gradient there is little or no diffusible solute. The water is â€Å"free†, thus allowing the water to move from areas of low solute concentration to an area of high solute concentration. Osmosis can affect blood cells based on the level of the solute. If a red blood cell were placed in a beaker of seawater, the red blood cell would shrink. This shrinking of the red blood cell happens because the seawater has more solute that the cytosol of the red blood cells.This situation causes the water to move out of the red blood cells. Due to the fact that the red blood cell shrunk this environment is considered hypertonic. When a red blood cell is dropped into a beaker of distilled water solution the red blood cell will burst. The reason the red blood cell exploded was because the cytosol has more solute than the distilled water and the distilled water move into red blood cell. This environment is called hypotonic. If a red blood cell is dropped into a beaker of the same solute concentration solution as the cytosol, the water will move in and out of the cell.This creates no net movement of water. The cell remains stable and does not change in size. This environment is labeled as isotonic. There are a plethora of factors that determine the rate of the movement of water around the membrane. A factor in the determination is the solute concentration across the membrane. When the solute concentration has a difference across the membrane, then water will move across the membrane. This will make water move quicker. This lab focuses on study of osmosis and diffusion in the dialysis bag, which is semipermeable.The dialysis bag contains all very small opening in the surface. These openings or pores vary in size. Due to the fact that water molecules are much smaller than biological macromolecules, this experiment will feature both osmosis and water and diffusion. In comparison to the real cell membrane the cell membrane is more selective on the particle that pass through. If the selectivity of the dialysis tube is not considered then this is a good represent of the cell membrane. (Keith et al,. 2010) Hypothesis Part I: Water Potential (Potato core in different concentrations of sucrose solutions)Ho: The weights of the potato cylinders will not change after contact with solution for a period of one hour. Ha: There will be a change in the weight of the potato slices after being in contact with solution for a period of one hour. Part II: Simultaneous Osmosis and Diffusion: (dialysis tubing experiment) Ho: Diffusion or osmosis will not take place in the dialysis bag. Ha: Diffusion or osmosis will change the contents of the bag and the weight. Materials and Methods Part I: Water Potential In this experiment the focus on osmosis and diffusion in the potato cylinders.This experiment requires the following material, a potato, 7 beakers or small cups with some of one of following: 2 M sucrose, 4 M sucrose, . 4M sucrose, . 6M sucrose, . 8M sucrose, 1m sucrose, distilled water, an unknown solution. Another requirement for this lab is a cork borer to cut the potato into 28 cylinders. Place 50 mL of each of the different sucrose solutions in separate 100 mL beakers, as well as the distilled water, and unknown solution. Next, use the cork borer to create 28 potato cylinders from the potato. Cut the ends to remove the skin.Make sure 28 cylinders are made so that four can be placed in each of the beakers of sucrose solution. After the cylinders have been obtained, place the cylinders into seven groups of four. Weigh each of the seven groups and record the weights in table 1. take the cylinder groups and drop each group in a beaker of sucrose solution, one group to a beaker. Leave the potato cylinder in the solutions for one hour at room temperature. After the time has elapsed, remove the potato cylinders and gently record the weights of each group. Record the findings in table 1.After obtaining the final weights, calculate the percentage change with the following equation: % change= Start mass-Final mass/Start mass ? 100% Record your percent change in table one, as well. Obtain the data from other groups and place in table 2. The control group in this experiment is the group of potato cylinders in the distilled water. The experimental groups are the potato cylinders in the different sucrose solutions and unknown solution. . The independent variable in this experiment is the sucrose concentration. The dependent variable is the masses of each of the groups of potato cylinder.Part II: Simultaneous Osmosis and Diffusion This part of the experiment utilizes the dialysis bag as an artificial system. The required materials for the first part of the experiment are a 20cm long dialysis tubing, 8 test tubes, beakers, starch (MW100,000 Daltons) and sodium sulfate (Na2So3, MW= 142 Daltons) solution, solution containing albumin (MW~64,000 Daltons) and glucose (MW=180 Daltons), distilled water for washing, a â€Å"dip and read† strip for glucose, a â€Å"dip and read† strip for protein, 2% barium chloride solution, and iodine solution. Note: When handling the dialysis tubing wear glvoes.The dirt and oil from human hands will potentially clog the pores. At your workstation take the 20cm dialysis tubing and soak it in a beaker of distilled water. Flush the insdide of the tubing and make sure to squeeze out the excess water. After all the excess water has been removed tie or fold and clip one end of the dialysis tube, to create a pouch. Next, add 3 mL of the starch and sodium sulfate solution in the dialysis bag and tie or fold and clip the other end to close the pouch. After tying off the dialysis bag, take the bag and wash it in distilled water, carefully blot dry so not to puncture the bag and weight it.Record the weight as â€Å"starting weight†. To each of four test tubes, labeled â€Å"bag start†, add 1 mL of the starch sodium sulfate solution. Take the bag and place it in a beaker containing albumin and glucose solution. Be sure to completely cover the bag. Keep the bag in the solution for 120 minutes. At 15-minute intervals gently swirl the bag inside the beaker containing the albumin/glucose solution. After the 120 minutes have passed, take four 1 mL samples of the albumin/glucose solution that was in the beaker and add the samples to four test tubes labeled â€Å"solution end†.Next, remove the bag from the beaker of albumin/glucose solution, and rinse the bag with distilled water. Blot the bag dry, carefully, after weight the bag. Record the weight as end weight†. Open the bag and empty the contents into a beaker. Take four 1 mL samples of the dialysis bag’s starch/ sodium sulfate solution and add them to four test tubes labeled â€Å"bag end†. Next test the different materials that diffused into the bag. In order to test for glucose, dip a glucose â€Å"dip and read† strip in the first tube from each of the group of samples, â€Å"bag start, bag end, solution start, and solution end†.At the end of the strip there is a small pad, indicator, when it changes color match the color with the color code on the side of the bottle. If the indicator turns a positive color then there is glucose in your sample. In order to test for sodium sulfate in the solution and bag samples add 10 drops of 2% barium chloride(BaCl2) to the second test tube from each of the group samples,â€Å"bag start, bag end, solution start, and solution end†. If there is a presence of sodium sulfate in the solution the sulfate ion will precipitate with the barium ion, thus forming white particles.To test for protein, dip a protein â€Å"dip and read† strip into each test tube three from the group samples. The indicator at the end of the strip will change color if there is a presence of protein in the solutions. To test for starch in the solutions add a few drops of iodine solution to each of the fourth test tubes in each of the group samples. If the starch is present in the solutions the solution will turn light brown. If there is no starch in the solution the solution will turn dark brown. In this experiments there are two control groups, â€Å"solution start† and â€Å"bag start† test tube.