Calculating Limiting Reactant of a Chemical Reaction

Chemical reactions rarely occur when exactly the right amount of reactants will react together to form products. One reactant will be used up before another runs out. This reactant is known as the limiting reactant. Strategy This is a strategy to follow when determining which reactant is the limiting reactant.Consider the reaction:2 H2(g) O2(g) → 2 H2O(l)If 20 grams of H2 gas is reacted with 96 grams of O2 gas, Which reactant is the limiting reactant?How much of the excess reactant remains?How much H2O is produced? To determine which reactant is the limiting reactant, first determine how much product would be formed by each reactant if all the reactant was consumed. The reactant that forms the least amount of product will be the limiting reactant. Calculate the yield of each reactant. The mole ratios between each reactant and the product are needed to complete the calculation:The mole ratio between H2 and H2O is 1 mol H2/1 mol H2OThe mole ratio between O2 and H2O is 1 mol O2/2 mol H2OThe molar masses of each reactant and product are also needed:molar mass of H2 2 gramsmolar mass of O2 32 gramsmolar mass of H2O 18 gramsHow much H2O is formed from 20 grams H2?grams H2O 20 grams H2 x (1 mol H2/2 g H2) x (1 mol H2O/1 mol H2) x (18 g H2O/1 mol H2O)All the units except grams H2O cancel out, leavinggrams H2O (20 x 1/2 x 1 x 18) grams H2Ograms H2O 180 grams H2OHow much H2O is formed from 96 grams O2?grams H2O 20 grams H2 x (1 mol O2/32 g O2) x (2 mol H2O/1 mol O2) x (18 g H2O/1 mol H2O)grams H2O (96 x 1/32 x 2 x 18) grams H2Ograms H2O 108 grams O2O Much more water is formed from 20 grams of H2 than 96 grams of O2. Oxygen is the limiting reactant. After 108 grams of H2O forms, the reaction stops. To determine the amount of excess H2 remaining, calculate how much H2 is needed to produce 108 grams of H2O.grams H2 108 grams H2O x (1 mol H2O/18 grams H2O) x (1 mol H2/1 mol H2O) x (2 grams H2/1 mol H2)All the units except grams H2 cancel out, leavinggrams H2 (108 x 1/18 x 1 x 2) grams H2grams H2 (108 x 1/18 x 1 x 2) grams H2grams H2 12 grams H2It takes 12 grams of H2 to complete the reaction. The amount remaining isgrams remaining total grams - grams usedgrams remaining 20 grams - 12 gramsgrams remaining 8 gramsThere will be 8 grams of excess H2 gas at the end of the reaction.There is enough information to answer the question.The limiting reactant was O2.There will be 8 grams H2 remaining.There will be 108 grams H2O formed by the reaction. Finding the limiting reactant is a relatively simple exercise. Calculate the yield of each reactant as if it were completely consumed. The reactant that produces the least amount of product limit the reaction. More For more examples, check out Limiting Reactant Example Problem and Aqueous Solution Chemical Reaction Problem. Test your new skills by answering  Theoretical Yield and Limiting Reaction Test Questions. Sources Vogel, A. I.; Tatchell, A. R.; Furnis, B. S.; Hannaford, A. J.; Smith, P. W. G. Vogels Textbook of Practical Organic Chemistry, 5th Edition. Pearson, 1996, Essex, U.K.Whitten, K.W., Gailey, K.D. and Davis, R.E. General Chemistry, 4th Edition. Saunders College Publishing, 1992, Philadelphia.Zumdahl, Steven S. Chemical Principles, 4th Edition. Houghton Mifflin Company, 2005, New York.

Critique Of The Last Physical Assessment - 801 Words

Critique of the last Physical Assessment Physical Environment and Comfort The physical environment and the design of a health facility has significant impact on comfort, safety, human performance and increased effectiveness of care (Reiling, Hughes, Murphy, n.d.). Evidence based designs are called healing environment, in other words, they are smart investments since they promote patient satisfaction through less stressful environment ,reduce hospital stay as well save money, increase staff efficiency and moreover, where interaction between staff and patient leads to positive health outcomes (Huisman, Morales, Van Hoof, Kort, 2012). Upon revising to last physical assessment experience, the writer recollects that the health facility was easy to access. The client entered the facility with some sort of anxiety but the front desk staff was concerned and welcomed writer to the facility with a smile and asked how can I help you? The waiting area and the family lounge had sufficient space to accommodate family members. Enough lighting, clearly marked navigation signs, proper positions of equipment, supplies and enough patient rooms was noted. Images and signatures were proper to orient and helped to find each location and reduced stress .Lounges and waiting rooms were comfortable with movable furniture’s facilitated socialization while waiting. However short staffing noted ,the same staff has to answer the calls, greet the patient as well need to collect basic informationShow MoreRelatedPhysical Assessment On The Basis Of Comfort, Health Promotion And Health Prevention924 Words   |  4 Pagespaper, critique her last physical assessment on the basis of comfort, health promotion and health prevention. In this paper writer divide each segment and in the first portion explain about the physical environment and its relation to the comfort of a patent and explains about the writers experience. 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Relation Of Efficiency In an Organization †MyAssignmenthelp.com

Question: Discuss about the Relation Of Efficiency In an Organization. Answer: Motivation is defined as the key driving force that lead an individual towards any respective determined goal. In other words, motivation can be defined as the key driving force for an individual to behave or act in a certain manner (Pinder 2014). As per the article, it can be stated that motivation is one of the key driving force in organizational management that is instrumental in manipulating the efficiency of the employees. With the help of this essay, critical analysis of the provided article has been cited to help explain in a simpler manner about the inter relation of efficiency, underperformance and motivation in an organization. Every organization performs and produces its output depending on one of the major factors within the organization. The employees are one of the most vital elements of an organization who are fundamental in driving the organization towards its respective goal (Kinicki Kreitner 2012). Motivation is one of the important factors that influence the performance of the employees in the organization. It can be explained that motivation acts as a reinforcement that pushes the employees towards a defined direction. With positive affirmation regarding the validity of the statement, it can be cited that effective performance management and motivation are the primary dynamics to drive the employees to perform efficiently and effectively in an organization (Miner 2015). With reference to Maslows theory of Self Actualization, Cherry (2014) stated that every individual has definite needs that can be classified in to five different layers depending upon the necessity and priority. The first layer being the basic physiological need, the second layer in the pyramid being safety and security, the third layer being the sense of belonging, the fourth being self esteem and the fifth layer consists of Self Actualization. This principle mostly affects the employees in an organization and they are motivated as long as these levels of needs are met and fulfilled. Employees or the workforce is one of the key elements of the organization, which is the active in the performance of the organization. In this manner the performance of the employees are extremely crucial in terms of productivity. The fluctuations in the performance of the employees affect not the individuals but the organization as a whole as well (DuBrin 2013). The foremost strength of the article the detailed definition and application of motivational incentives to the employees to drive them or encourage them towards a invisible and redirected goal. The use of incentive is manipulating for the employees who are unwilling to perform due to the belief of getting lesser appreciation and incentives for the efforts contributed to the work. Jerome (2013) with reference to Maslows Hierarchy theory stated that the effective measures to calculate and study the needs and listen to the opinion of the employees. This is one of the crucial steps to understand and analyze the gap or the pit fall that can rectified, indirectly motivating the employees in a indistinguishable manner The weaknesses that can be determined according to the article provided is that, the psychometric test that is to be conducted on the employees might not always bear the honest opinion of the employees who are sometimes driven by self consciousness and the sense of job security. This is because an individual might realize or believe that an honest opinion could lead to a penalization through predetermined ways of harassment and bullying at workplace. This is due to the levels of security with reference to Maslows Theory of Self Actualization. Adding justification to the given statement, underperformance is defined as a condition where an individual is unable to perform as per the incorporated standards of performance or the levels that have been determined by the organization. Since efficiency and performance are interrelated, therefore underperformance is the outcome of inefficiency of the employees or the inability of the managers to ineffectively manage the flaws or motivate the employees. To progress underperformance and inefficiency of the employee, contribution of assistance as well as flexible work practices and defining the roles can be encouraging. Combating underperformance can be a complicated job depending upon the managerial steps that can be taken.. Underperformance can be tackled with proper support and flexibility in the workplace. In order to achieve such, the managers should have proper knowledge and training to handle underperformance issues efficiently and understand the ways of motivating the employees. The efficiency of the employees can also be improved by proper understanding of the issues that obstruct the employees in terms of productivity and performance. The issues that cause de motivation among the employees should be acknowledged and rectified accordingly. The flexibility of the management should ensure that employees come up for suggestions about improving performance. A rigid management would by no means be able to evolve itself and strengthen its gaps if it fails to mismanage the de-motivated employees. In order to achieve better efficiency among the employees, the process of Resupply, Retrain, Refit, Reassign and Release, should be functional. The management should be volatile and flexible enough to give unbiased and equal chance to all of its employees to exhibit their potential in terms of performance. Sometimes disappointment can lead to demotivation amongst the employees that in turn can affect efficiency (Hvidman Andersen 2013). The diversity in an organization can also lead to inefficient performance of employees due to discontentment and clash between employees under grounds of knowledge, understanding, capability and superiority. This difference can result in the demotivation of employees on grounds of giving necessary efforts from ones end, which in turn can result in the underperformance and the inefficiency of the employees in terms of work and performance (Moore et al. 2012). Inefficiency can also result from a sense of insecurity and safety like an unsafe and unhealthy working environment, that might affect the employees in an negative manner. Detrimental relationships and lack of cooperation from the managers can also obstruct the employees to direct themselves successfully. Less remuneration is one of the major reasons of inefficiency among the employees and it can be considered in general that most of the employees are working for a better standard of living and earning. With a low pay grade the motivation of the employees are blown to bits. The wrong employee-job consistency can also lead to a de-motivated employee due to failure to achieve the allotted standards of the job requirement, since better efficiency and productivity can be achieved by placing the appropriate candidate in their key domain (Driskell Salas 2013). In order to help the employees cope with the discontentment and de-motivation, the employees should be imparted with motivational inspiration and incentives by identifying their respective needs and demands. As well as managing the organization protocols and resources to keep the employees motivated in terms or better facilities could also be beneficial in terms of efficient productivity. To impart justice and evenness in the methodology conduction proper vocational communiqu would be helpful in better understanding of the situation and their outcomes. The rewards and recognitions in terms of better performance and efficiency amongst the employees acts a reinforcement and the primary driving force of the employees (Shields et al. 2015). The validity of the application of the methods of motivating the employees is a good strategic tool to combat ineffectiveness. Khan (2012) highlighted the main purpose of motivation that it can only be implemented after understanding the issues and the levels of requirement of the employees. For example, the increment of remuneration would be motivational for the employees with low scale salary than that of the employees with middle or higher pay grade (Luthans, Luthans Luthans 2015). This critical analysis has been done with reference to the article that has been provided. Guclu and Guney (2017) states that motivation is one of the key strategies to increase efficiency and productivity among employees, in an organization. On the contrary, other organizations lay emphasis on supplementary organizational strategies other than channeling and focusing on the pre existing workforce to make them efficient. They choose to act through other organizational strategies apart from using the motivational strategy as cited in the article. With the help of this essay and under critical analysis of the article it can be concluded that motivation is in one of the key dimensions to effectively handle the efficiency of the performance of the employees in an organization. Imparting of motivation amongst the employees can boost the self-actualization of the employees thus improving the productivity of the employees and benefiting the organization in turn. The key for unleashing the hidden talents and the abilities of the employees is possible through positive motivation. With better incentives and reinforcements, the employees can be driven to outperform their responsibilities and duties more efficiently. In order to achieve such by the manager proper analysis of the individuals needs to be carried forward for proper observation, identification and familiarization of the individual needs and demands. The motivational techniques that can be implemented through principles of reward, recognition, punishment and competition whichever might be necessary, in diverse situations. The management should be aware of the fact that every individual is different and the motivational techniques that should also be different from each other. Thus, it can be justified that motivational techniques used by the managers in order to enhance the efficiency among employees is one of the best and basic strategic tools to effectively handle underperformance and inefficiency, in a workplace. References Cherry, K., 2014. Hierarchy of needs.The Five Levels of Maslow's Hierarchy of Needs. About. com Guide.| Link. Driskell, J.E. and Salas, E. eds., 2013.Stress and human performance. Psychology Press. Guclu, H. and Guney, S. (2017). The Effect of the Motivation Techniques Used by Managers to Increase the Productivity of their Workers and an Application.Business Management Dynamics, 6(7), pp.1-18. Hvidman, U. and Andersen, S.C., 2013. Impact of performance management in public and private organizations.Journal of Public Administration Research and Theory,24(1), pp.35-58. Jerome, N., 2013. Application of the Maslows hierarchy of need theory; impacts and implications on organizational culture, human resource and employees performance.International Journal of Business and Management Invention,2(3), pp.39-45. Khan, M.I., 2012. The impact of training and motivation on performance of employees. Kinicki, A. and Kreitner, R., 2012.Organizational behavior: Key concepts, skills best practices. McGraw-Hill Irwin. Luthans, F., Luthans, B.C. and Luthans, K.W., 2015.Organizational behavior: An evidence-based approach. IAP. Miner, J.B., 2015.Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Moore, C., Detert, J.R., Klebe Trevio, L., Baker, V.L. and Mayer, D.M., 2012. Why employees do bad things: Moral disengagement and unethical organizational behavior.Personnel Psychology,65(1), pp.1-48. Pinder, C.C., 2014.Work motivation in organizational behavior. Psychology Press. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O'Leary, P., Robinson, J. and Plimmer, G., 2015.Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press.